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The scope of the Collective Agreement – ​​with the exception of what is stated in point 2 – covers the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employer MÁV-START Zrt., all its employees and organizational units. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The scope of the Collective Agreement does not cover \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employees in management positions as defined in paragraphs (1)-(2) of Section 208 of the Labour Code. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. The rules of the Collective Agreement may be applied to a person who is not employed by MÁV-START Zrt. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">or whose employment relationship is suspended, and to a legal entity other than MÁV-START Zrt. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, or to another body without legal personality, exclusively \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">on the basis of a special authorization in the Collective Agreement. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. The right to terminate the Collective Agreement may be exercised with a notice period of four months \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, so that the notice period \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">begins from the date of submission of the proposal for the new collective agreement by the party exercising the right to terminate. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. The Collective Agreement is concluded by the parties for an indefinite period.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Structure of the Collective Agreement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 2\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003C\u002Fi> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The Collective Agreement contains, in a structurally separate manner, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) the rules of the system of relations between the parties to the Collective Agreement ( \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the binding part of the Collective Agreement),   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the rights and obligations arising from the employment relationship at MÁV-START Zrt. , \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the method of their exercise and fulfillment, and the procedural rules applicable to them ( \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the normative part of the Collective Agreement). 2. The \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">different rules applicable to the employees \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of individual sites (organizational units delimited according to the exercise of employer powers ) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are contained in the local appendices – as stipulated in the Collective Agreement. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. The local appendices form part of the Collective Agreement. The contents thereof \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be interpreted and implemented in accordance with the provisions of the Collective Agreement. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. The annexes to the Collective Agreement contain the definitions and rules – generally of a technical nature – relating to the implementation of individual provisions \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Annex 1 For employees employed in certain jobs that are harmful to health\u003C\u002Ffont>\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>\u003Cbr> \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>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">special rules. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 1\u002FA Work organization measures for work in cold environments \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 1\u002FB Work organization measures for work in hot environments   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 2: Standards for distribution losses. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 3: Rules for the application of adverse legal consequences and employee\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">2\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Procedure for enforcing liability for damages \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 4: Clothing Regulations of MÁV-START Zrt. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 5: Passenger transport commission system \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 5\u002F1: Job scope and title \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 5\u002F2: Scope of entitlements. Annex \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6: List of jobs falling under the scope of Section 53 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 7: Requirements for the work of passenger train attendants\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">related preparatory and finishing activities and their time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">regulation (standard check-in and check-out times)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 8: MÁV-START Zrt's passenger and uninterrupted transport \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">jobs\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 9: The required minimum number of personnel for passenger trains \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 10: Employees employed in the assigned passenger work schedule (traction passenger)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">special provisions for employees\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 10\u002F1: Technological standard times for towing crews  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 11: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Special provisions                               \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for employees employed in the regional vehicle insurance directorates and the railway vehicle repair organization (Szolnok)\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;\">Annex No. 11\u002F1: Regulations on rental clothing for railway vehicle repair organizations\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 11\u002F2: Workwear Regulations for Railway Vehicle Repair Organizations\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 11\u002F3: Work clothes to be provided in each job and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the period of wearing them in the vehicle insurance directorates\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 12: Issues that can be regulated in the local appendix\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Conclusion and amendment of the Collective Agreement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 3\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The Collective Agreement is concluded on the one hand: by the employer’s \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">CEO, as defined in Section 208 (1) of the Labour Code, on the other hand: by the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">organizations representing the interests of the employees – trade unions – in the name of the employer, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">subject to the provisions of Section 276 of the Labour Code.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the application of the Collective Agreement , the trade union that \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">operates a body authorized to represent the employee or \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">has an official at MÁV-START Zrt. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">according to its articles of association shall be considered to have representation, as defined in Section 270 (2) b) of the Labour Code. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. If the trade unions’ positions on the Collective Agreement differ from each other – in order to establish a common position – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">they may conduct   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">consultations at the employer’s request . 3. The proposer is obliged to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">inform all parties \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of his\u002Fher proposal for amending the Collective Agreement . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The negotiation regarding the amendment proposal \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be initiated within 15 days of receiving the information. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The provisions of this Section shall otherwise \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">apply to the amendment of the Collective Agreement.\u003C\u002Ffont>\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>\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>\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\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">3\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Appendices to the Collective Agreement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 4\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003C\u002Fi> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The local appendix \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is ​​concluded on behalf of the employer by the head of the organizational unit, and on behalf of the employees by the local organization(s) of the trade unions concluding the collective agreement.   Issues concerning \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">organizational units delimited according to the exercise of employer authority and their \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employees, which are not separately regulated in the Collective Agreement, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are contained in the local appendices – taking into account the provisions of this Section. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer shall publish the list of organizational units authorized to conclude a local appendix annually \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and in the event of any change thereof . \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. Local appendices shall regulate issues related to the employment relationship \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) on the basis of the authorization of the Collective Agreement, or   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) with regard to local conditions, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may also provide for other issues related to the employment relationship   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, in the absence of a prohibiting provision in the Collective Agreement. Local appendices may only deviate from the Collective Agreement if the KSZ \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">expressly authorizes the deviation or if the deviation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">contains a provision more favorable to the employees, and this deviation is not excluded by a prohibiting provision specified in point b) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. Any provision of the local appendix that conflicts with a provision of the Collective Agreement or a law is invalid (null and void), taking \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">into account \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the provisions regarding more favorable regulation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">set out in point 2 .\u003C\u002Ffont>\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;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Publishing the Collective Agreement and informing employees \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of its contents\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 5\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The employer is obliged to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">post the Collective Agreement and the local appendix at the workplace or place it in such a way that the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">can access it without hindrance during working hours. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The employer is obliged to provide a \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">copy of the Collective Agreement and the local appendix to the employee whose job responsibilities \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">include applying the provisions of the Collective Agreement, as well as to the members of the works council, labor protection representatives \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and committees, and the workplace officials of the trade union. The employer is obliged to send \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">an electronic copy of the Collective Agreement and the local appendix to the central bodies of the relevant organizations and to the employee’s email address, as stated in \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">his\u002Fher written request \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. The employer is obliged to ensure that \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employees have the opportunity to familiarize themselves with the Collective Agreement and the local appendix. This can be achieved by providing information during working hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">or by other \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">means and methods most appropriate for the place of work and the employees (for example, mandatory training). \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. The employer undertakes \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to publish the Collective Agreement in the MÁV-START Zrt. Newsletter and on the Intranet.\u003C\u002Ffont>\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>\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>\u003Cb> \u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\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;\">PART II\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">MANDATORY PART OF THE COLLECTIVE AGREEMENT\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">SYSTEM OF RELATIONSHIP BETWEEN \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">THE PARTIES TO THE COLLECTIVE AGREEMENT  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Principles of the relationship \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">between the employer and trade unions  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 6\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \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;\">The following principles shall apply \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in all forms and at all levels of the relationship between the employer and the trade unions . \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) The parties shall respect each other's rights and legitimate interests.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) The parties shall refrain from any conduct that \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">would exclude or impede the enforcement of the rights of the other party, or that could \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">adversely affect the good reputation of the other party.   c) The parties \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall act in \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">good faith and in accordance with the requirements of honesty and fairness in exercising their rights and fulfilling their obligations , and in mutual cooperation. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">d) The party burdened with the obligation shall do everything in its power to ensure that the other \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">party can obtain its entitlements in a timely manner, or \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">exercise its rights in a timely manner and in accordance with the contract. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">e) The relationship between the parties shall be regular and continuous.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">f) The parties shall strive to prevent conflicts and to resolve conflicts that have arisen peacefully \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>\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;\">Recognition and promotion of trade union activity\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 7\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003C\u002Fi> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The employer shall, in accordance with the provisions of the applicable legislation, recognise, promote and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">support the trade unions with representation and their interest representation and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">protection activities. 2. The employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall enforce the principle of equal opportunities in trade unions with respect to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">all trade unions with representation at the employer .\u003C\u002Ffont>\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;\">Material and infrastructural support for trade unions\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 8\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Use of premises \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a.) The trade union represented at the employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled – according to a written agreement concluded with the employer – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to use the employer’s premises after or during working hours for the purpose of its interest representation activities. The use of the premises – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">both during and outside working hours – is free of charge.   The use of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">office furniture and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">company telephones provided in connection with the use of the employer’s premises is also free of charge.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The list of properties to which the use of the premises applies, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">scope (extent), the specific form and the conditions of the use are determined at the local level by local agreements ( \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">parties authorised to conclude a local appendix to the KSZ).\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">5\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b.) The employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may inspect the things and equipment used once a year at a time agreed upon with the trade union. A report shall \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be drawn up on the inspection. The trade union shall be liable for any damage caused to the things in accordance with the rules of civil law \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. In the event of termination of use, the trade union shall be obliged \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to return the thing in a condition suitable for its intended use or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to reimburse the costs incurred for this purpose. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. Telephone use \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) Company telephone use \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer shall provide the use of the railway telephone \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the trade unions free of charge in connection with the use of   the office premises specified in point 1. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) Other telephone use \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The trade union shall reimburse the fee invoiced by the telephone service provider for the use of other independent telephone lines provided by the employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) Internet access The employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall permit Internet access free of charge \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">on the railway telephone lines – where the technical conditions are met . \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In this case, the trade union is only \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">obliged to reimburse the fee invoiced based on the agreement concluded with the Internet service provider.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of demonstrable non-payment of the above fees, the employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">will suspend the use of the service until the fees are reimbursed after 30 days of prior notice. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. Use of line mail   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The trade union is entitled to use line mail without restriction as long as this \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">service exists at MÁV-START Zrt. Line mail items \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may only be placed and forwarded in a sealed bag, package, unit envelope or envelope. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">MÁV-START Zrt. is only responsible for forwarding these items as instructed; it cannot examine their content \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, for which the trade unions are liable.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Rights of trade unions in the event of collective redundancies \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 9\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003C\u002Fi> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Before making a decision on collective redundancies, the employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is obliged - in addition to its obligation to the works council (works representative) - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to initiate consultations with the competent trade union(s), excluding \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cases where employment issues are regulated by a separate agreement with the force of a collective agreement \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Information obligation  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 10\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003C\u002Fi> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer undertakes to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">simultaneously send the draft measures and regulations \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">affecting a larger group of employees, submitted to the works council for opinion pursuant to Sections 264 and 265 of the Labour Code, to the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">trade unions represented at the employer for information.\u003C\u002Ffont>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">6\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Utilizing the working time discount for trade union officials\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 11\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \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;\">1. The trade union shall notify the head of the service station employing the employee using the working time allowance – except in \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">unforeseen, unsustainable and exceptionally justified cases – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) at least 15 days in advance in the case of a continuous use of at least 15 days, b) at least 8 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">days   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in advance \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the case of a use not exceeding the period specified in point a) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. Contrary to the provisions of point 1. b) – in unforeseen, unsustainable and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">exceptionally justified cases, in particular – if the use is made   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a) through negotiations with the employer,   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">b) pursuant to Section 272. (7) of the Labour Code. representation according to,   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">c) compliance with a forfeiture deadline set out in the rules relating to employment \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">d) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the convening of an extraordinary meeting of the trade union's central decision-making body (e.g. National Executive, Presidency, Delegates' Assembly, etc.) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is necessary - the notification may be made at least 1 day in advance of the use \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The trade union is obliged to indicate the circumstances according to the above in the notification. 3. For the duration of the trade union working time discount, the official \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled to absence pay - for \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the lost working time.\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>\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>\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>\u003Cb> \u003Cbr>\u003C\u002Fb>\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;\">The MÁV-START Railway Interest Reconciliation Council\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 12\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003C\u002Fi> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. MÁV-START Zrt. (hereinafter referred to as the employer) and the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">trade unions represented at MÁV-START Zrt. and entitled to conclude a collective agreement operate \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the Railway Interest Conciliation Council ( \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">hereinafter referred to as the VÉT) as the company-level labor relations organization. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The task of the VÉT is that the employer and the trade unions represented at MÁV-START Zrt. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and entitled to conclude a collective agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">organize and develop company-level labor relations in particular in this forum, and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">find answers and solutions to comprehensive and fundamental \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">economic, income, social and labor issues affecting the employees of MÁV-START Zrt.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The collective negotiations affecting the employees of MÁV-START Zrt. are conducted within the framework of the VÉT \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, and as a result, MÁV-START Zrt. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Conclusion and amendment \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of the Collective Agreement and agreements having the force of a collective agreement. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. The members of the VÉT are the employer and the trade unions with representation at MÁV-START Zrt. and the right to conclude a collective agreement. Trade unions \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">with representation at the employer but not the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">right to conclude a collective agreement may also be \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">present at the meetings of the VÉT with the right to negotiate .\u003C\u002Ffont>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">7\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. The VÉT shall make its decisions unanimously.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. The VÉT shall have a quorum if the employer and the trade unions represented at MÁV-START Zrt. and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">entitled to conclude a collective agreement are present at the meeting. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6. The members of the VÉT shall be represented by persons entitled to represent them or by authorized persons. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7. The meetings of the VÉT shall be chaired by the chairman. Unless otherwise agreed, the chairman \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be appointed by the employer. The chairman shall be responsible for ensuring the efficient and smooth conduct of the meetings. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">He shall perform his duties without bias.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8. Unless otherwise agreed: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• the VÉT shall hold its meetings monthly \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• the meeting shall be convened – within 10 days of the request, but at least \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">within 7 working days – if any member so requests in writing, stating the reason. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(extraordinary VÉT) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• an extraordinary VÉT meeting may be convened no more than once between two VÉT meetings \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The submitter of the agenda proposal \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must send \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the proposals for the meetings in writing to the other members of the VÉT at least three days before the meeting. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">9. The employer is responsible for convening the meetings of the VÉT and ensuring its operating conditions \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">10. The detailed rules of the operation of the VÉT – taking into account the provisions of this Section – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are determined by its rules of procedure. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">11. In addition to the VÉT, interest reconciliation bodies \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may operate at local level for similar purposes.   The provisions of this Section shall \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">apply \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to their operation, unless otherwise agreed . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In the case of an employee employed under a work schedule other than the general one \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, six hours of working time per person must be planned \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for the day of the local interest conciliation council (HÉT) meeting scheduled according to the agenda, which can be planned in advance by the employer and is already known when the working time schedule is prepared – for a maximum of three \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">people per trade union, and four people \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">per independent organizational unit employing more than a thousand people – and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">an absence fee must be paid without using the working time allowance.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The service announced in the advance notice cannot be modified by the employer to a rest day \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">(day off) for the reason that the employee is attending a HÉT meeting on this day. In the event of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">an extraordinary HÉT meeting being convened when the working time schedule is prepared – not planned in advance – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employee is exempted from fulfilling the work obligation for the period necessary to attend the meeting – including the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">necessary travel time – without using the working time allowance \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, and is entitled to an absence fee for the working time lost as a result \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">.    \u003C\u002Ffont>\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> \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>\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>\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;\">\u003Cfont style=\"vertical-align: inherit;\">Local level agreements regarding the settlement of trade union participation in the HÉT meeting \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall cease to have effect.\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> pages\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">PART III\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">NORMATIVE PART OF THE COLLECTIVE AGREEMENT\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">RIGHTS AND OBLIGATIONS    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">ARISING FROM THE EMPLOYMENT RELATIONSHIP WITH MÁV-START ZRT,    THEIR EXERCISE AND\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">METHOD OF IMPLEMENTATION    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">AND THE PROCEDURE RELATED TO THEM\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">CHAPTER 1\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Establishing the employment relationship\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 13\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. When establishing an employment relationship, in the event of equal employment conditions, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">following persons shall be given preference, taking into account the order indicated:   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) an employee previously employed by the former MÁV-START Zrt. or its legal predecessor \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, whose employment relationship was terminated through no fault of their own,   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) the child and spouse (partner) of an employee of MÁV-START Zrt., \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) a former employee of MÁV Zrt. and its majority-owned business association \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, whose employment relationship was terminated through no fault of their own 2. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">A person whose employment relationship   was terminated \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a) by immediate termination by the employer (Mt.78.§), or   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">b) as a result of employee misconduct (Mt.84.§) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may not be re-employed within two years following the termination of the employment relationship. 3. The employer may only \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">establish or maintain an employment relationship with an employee with \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">outstanding business and professional knowledge \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in a non-manual position in a particularly justified case, if the employee qualifies as a pensioner pursuant to Section 294 (1) g) of the Employment Act \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> \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;\">Place of work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 14\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003C\u002Fi> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The place of work and the permanent or variable nature of the place of work, or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the case of work usually carried out off-site, the relevant place of work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be stated in the employment contract. The employee's workplace shall be determined taking into account the job duties and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">technology, and the requirements of the proper exercise of rights \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. In the case of employment at a variable workplace, the relevant \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">places of work or the area of ​​employment shall be precisely defined. The place of conclusion of the employment contract \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be deemed to be the place of work, unless the employment contract \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">provides otherwise. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. In the following jobs, employees \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">usually perform their work off-site due to the nature of the work:\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">9\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>        \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) passenger transport travelling jobs (Annex 8 of the KSz) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) cashier inspector \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) cashier inspector d \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">) service inspector \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e) service sales specialist \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">f) sales specialist I. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">g) sales specialist II. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">h) safety specialist \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">i) truck driver \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">j) property management specialist \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">k) technical foreman \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">l) cleaning acceptance lecturer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">m) car cleaning acceptance clerk \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">n) technical car control lecturer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">o) on-board ticket inspector \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">p) customer service specialist (Customer Center) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">q) customer service coordinator (Customer Center) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">r) service supervision specialist \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">s) general maintenance worker \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>         \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Taking into account technology and work organization, additional \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">jobs may also be classified in the local appendix as such in which employees \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">usually perform their work outside the premises due to the nature of the work. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The local appendix or employment contract must provide for the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">place of registration and log-off of employees usually employed outside the premises.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">An employee normally employed off-site is on a secondment if he\u002F \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">she fulfils   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">his\u002Fher reporting and\u002For reporting obligations outside the duty stations specified in the local appendix or in the employment contract. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Reporting also includes attendance at mandatory training, mandatory periodic exams, line and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">type knowledge training, as well as exams, uniform check-in and mandatory medical examinations \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> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Formality of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employment declarations  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 15\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003C\u002Fi> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In addition to the cases required by the Labour Code, the following must be recorded in writing and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">demonstrably handed over to the other party: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) prior notification of further employment or other legal relationship aimed at work \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;\">b) the order of redirection (Article 59\u002FA of the Labour Code), substitution (Article 59\u002FB of the Labour Code), secondment (Article 59\u002FC of the Labour Code), secondment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(Article 59\u002FD of the Labour Code) and foreign service, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) exemption from work, if it is based on the employer's permission (Article 146 (2) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of the Labour Code), \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) the order of standby and on-call duty (Articles 110-111 of the Labour Code and Article 42-43 of the Labour Code), \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e) the order of extraordinary work (Article 107 of the Labour Code, except for Article 40, point 3 of the Labour Code), \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">f) the granting and application of any kind of leave (Mt.§ 122-124 and KSz § 51) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">g) the transfer and takeover of the job (Mt.§ 80) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">h) notification of the person exercising the employer's authority and any changes to it.\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">10\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The declaration in connection with the termination of an employee employed in a scheduled travelling work schedule shall be considered to be in writing \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">if it is communicated – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in accordance with the conditions specified in Section 22(2) of the Labour Code – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in an electronic document transmitted on an IT device provided to the employee for the purpose of work. Declarations include, in particular, but not exclusively: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">information\u002Fprovisions related to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the performance of service and working hours . The declaration may be \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">considered to have been communicated if the employee has demonstrably taken note of it. These provisions do not affect \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Section 31 and Section 4 of Annex 10 of 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> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Obligation to provide information \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 16\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003C\u002Fi> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. During the procedure prior to the conclusion of the employment contract, the employer is obliged \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to inform the employee of the relevant provisions of the local appendix. 2. Before the conclusion of the employment contract, the employee is obliged to inform the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of the data and circumstances relevant to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employment relationship, in particular: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- his\u002Fher clean criminal record, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- his\u002Fher compliance with the conflict of interest rules, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- his\u002Fher education, professional qualifications, special professional knowledge, experience, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- his\u002Fher state of being able to freely engage in employment, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- if the planned position cannot be filled in such a state, his\u002Fher pregnancy, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- his\u002Fher state of health related to the position to be filled.\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> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003C\u002Fb>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Probationary period \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 17\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003C\u002Fi> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The probationary period is three months, which is mandatory for all positions. In the case of an employee who enters into an employment relationship \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in order to obtain the basic exams required for the position, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the probationary period is six months.  \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Conflict of interest \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 18\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003C\u002Fi> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Relatives [Mt. 294.§ (1) b)] may not \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be employed (employed) in a position in which \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">they may be directly subordinated or superior, in a settlement or controlling relationship with each other, unless otherwise \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">provided in the employer’s normative instruction or with the written permission of the employer. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. Membership of the executive board or supervisory board of a company that carries out the same or \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">similar activities as the employer – listed in the founding document – ​​or \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">that has a regular economic relationship with the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, as well as the acquisition of ownership in such a company ( \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">with the exception of the acquisition of shares in a publicly traded joint-stock company), as well as the establishment of the company , are subject to the obligation to notify in advance \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. The employer shall regulate the obligation to notify, the restrictions on and the method of monitoring the employee’s further employment relationship or other \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">legal relationship related to work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in a separate instruction.\u003C\u002Ffont>\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>\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>\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\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">11\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Restrictions on employer termination\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 19\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003C\u002Fi> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. In addition to the provisions of Section 66 of the Employment Act, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employer may only terminate the employment relationship by notice [Section 65 of the Employment Act] of an employee who \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) has had at least 20 years of continuous (uninterrupted) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employment recognized as continuous by MÁV-START Zrt. or its legal predecessor,   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) is solely responsible for the maintenance of at least four relatives in his\u002Fher own household [Section 294 (1) b) of the Employment Act] \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(a spouse receiving childcare allowance or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">childcare allowance shall also be considered a dependent), \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) is single and provides for the maintenance of a child under the age of 16,   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) has taken unpaid leave to care for the child [ \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Act XII of 1992, Section 138 (5) or Act XII of 1992, or Act XII of 1992, Section 138 (5) of the Employment Act ]. 128. §.] The notice restriction \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall apply for one year following \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the end of the unpaid leave . \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. In the case of a particularly justified case, the provisions of MK. Resolution No. 10 shall apply \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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Mandatory period of exemption from work    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the event of termination of employment\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 20\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003C\u002Fi> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employee's employment relationship is terminated by notice [Mt. § 65] for a reason arising from the employer's side \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, then   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the notice period is at least 60 days, during which the employee must be exempted \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">from the obligation to work, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- however, if the employer's notice takes place within five years before reaching the old-age retirement age \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, the notice period is 90 days, during which the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee must be exempted from the obligation to work.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Benefits for employees affected by staff reductions\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 21\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. In addition to the severance pay specified in Section 77 of the Employment Act, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is also entitled to a separate severance pay of the following amount:\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;\">- 1 month in the case of an employment relationship \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of at least 10 years, recognized as continuous by MÁV-START Zrt. or its legal predecessor ,\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 months in the case of an employment relationship \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of at least 15 years, recognized as continuous by MÁV-START Zrt. or its legal predecessor ,\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;\">- 4 months in the case of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">an employment relationship of at least 20 years, recognized as continuous by MÁV-START Zrt.,\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;\">- 6 months in the case of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">an employment relationship of at least 25 years, recognized as continuous by MÁV-START Zrt.,\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;\">- 8 months in the case of an employment relationship \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of at least 30 years, recognized as continuous by MÁV-START Zrt. or its legal predecessor\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- absence fee. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The special severance pay specified in point 1 is only payable to an employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">whose employment relationship has been terminated by the employer for a reason arising from the employer's side \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. This special severance pay is not payable to an employee whose\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">12\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">his\u002Fher entitlement to severance pay is excluded by Section 77 of the Employment Act.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. An employee who has received a separate severance pay as specified in point 1 and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">his\u002Fher eligible family member are entitled to the domestic travel allowance until the end of the sixth month following the last day of employment , if the law \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">allows \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">MÁV-START Zrt. to provide it tax- free or free of charge.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">Section 22 of\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\"> the Labor Market Service\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fi> \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;\">If MÁV Zrt. operates a labor market information service (hereinafter: labor market service) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to prevent temporary employment problems or mitigate their effects, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">MÁV-START Zrt. participates in it as a member, thereby \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ensuring access to the system and the services provided within its framework for its own employees \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, provided that MÁV Zrt. is the majority owner of MÁV-START Zrt. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If, due to a change in the ownership structure, MÁV-START Zrt. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is removed from the majority ownership of MÁV Zrt., MÁV-START Zrt. - in prior consultation with the trade unions entering into the Collective Agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- sets up its own labor market information service \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">or joins another network providing similar services.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Termination with immediate effect\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 23\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The guidelines for exercising the right of immediate termination and determining the person exercising the authority \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, from the employer's perspective, are set out in Chapter II of Annex 3.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Procedure in the event of termination (termination) of employment relationship \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 24\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. In the event of termination (termination) of the employment relationship, the employee is obliged to transfer his\u002Fher job \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the employee designated by the employer, in the manner and order specified by the employer – no later than the last day of work. The \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employer is obliged to ensure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the conditions for this . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. The parties are obliged to settle accounts with each other on the last day of work. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. If the employment relationship is terminated by mutual agreement,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \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;\">because the employee initiated \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">this with a view to acquiring the right to a retirement benefit (including benefits before the age limit) , then the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">period of exemption from work stipulated in the agreement for the termination of the employment relationship (which may extend \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">at most to the notice period applicable in the event of termination by the employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">) may be taken into account as the qualifying period for the determination of pro-rata leave, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in accordance with Section 55(1)(k) of the Labour Code referred to in Section 115(2)(g) of the Labour Code.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For employees providing travel services within the framework of passenger service activities\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">special provisions \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 25\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Special rules for employees providing travel services within the framework of passenger service activities \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be regulated in a local appendix based on Section 135(4)(d) of the Labour Code.\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">13\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\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;\">CHAPTER 2\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">WORKING TIME\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">REGULAR WORKING HOURS\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Definitions and interpretations of terms\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 26\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \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;\">1. For the purposes of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the Collective Agreement and other rules relating to employment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Working hours\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> : the period from the beginning of the time prescribed for work to its end, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">which must include the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">duration of preparatory and finishing activities related to work, and – in standby jobs – the break between work. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The non-working part of the split working hours and the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">waiting time of employees providing travelling services are not part of the working hours. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Working hours:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> the working hours are the mandatory monthly, multi-monthly, or maximum annual working hours (mandatory hours) that \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be completed by the employee . The \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">working hours to be completed under the working hours: the amount of working \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">hours determined by multiplying the number of working days according to the general work schedule – not including the public holiday falling on a working day according to the general work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– by the daily working hours applicable to the employee \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;\">(E.g. In the case of a monthly working time frame, 22 working days x 8 hours = 176 mandatory hours) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Working time schedule:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> the working time schedule is the division of the working time (mandatory hours) to be completed within the working time frame into working days, as well as \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the determination of the start and end times and duration of work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">on each working day . The working time \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">schedule also includes \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the determination of the rest day (rest time) of employees employed under a work schedule that differs from the general work schedule. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">d) \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Work schedule:\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> a set of standards summarizing the rules of the working time schedule \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">e) \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">General work schedule:\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> working time \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is scheduled for five days per calendar week, from Monday to Friday, as a general rule. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">f) \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Extended shift work schedule\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> : employees \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">perform their work on any calendar day, without alternating each other, in such a way that the start and end times of work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">differ from those of the daytime work schedule, and their working time according to the daily schedule is also \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">longer than the full working time of the day. Another characteristic of this work schedule is that the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">order of rest days also differs from that of the general work schedule. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">g) \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Extended permanent daytime work schedule:\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> a work schedule \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">between 06:00 and 22:00 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, in which the start and end times of work and the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">duration of the daily working hours according to the schedule differ from the work schedule of those with a general work schedule \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. Another characteristic of this work schedule is that the order of rest days also differs from the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">general work schedule.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">h)\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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\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> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Multi-shift work schedule\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> : a workplace or job where the daily \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">operating (service) time exceeds the employee's full daily working time, and therefore the\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">14\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employees regularly perform the same activity in turns within a day \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, including: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- a two-shift work schedule, if employees   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">perform the same activity in turns once within a day, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- a three-shift work schedule, if employees \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">perform the same activity in turns twice within a day \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">          Work performed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">between \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">         2:00 p.m. and 10:00 p.m. based on a multi-shift work schedule is considered an afternoon shift . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">i) \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Uninterrupted work schedule:\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> the time spent working at a service location operating \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">without interruption (day and night, without holidays) , if the employee's shift schedule \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">changes regularly and the employee can be required to work on any calendar day, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">provided that the work meets the conditions set out in Section 90, point a) of the Labor Code. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Within this: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">    - The work schedule is “four-shift” if at least four \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employees performing the same activity are usually \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">entitled to an average of 24 hours of rest after a 12-hour shift, and then to an average of 48 hours of rest after another 12-hour shift. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">    - The work schedule is “12\u002F24” if at least three \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employees performing the same activity are usually entitled \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to a 24-hour rest after a 12-hour shift. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">    - The work schedule is “24-hour” if employees performing the same activity and working on-call shifts \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">alternate every 24 hours. The work schedule \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of employees employed in the train attendant position according to staff rotations \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is considered an uninterrupted work schedule. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">j) \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Controlled traction passenger work schedule:\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> A specific method of   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">uninterrupted work schedule applied by an employer , based on the main characteristics of the work schedule: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">– the employee’s work obligation can be prescribed in accordance with the employer’s instructions,   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">without interruption, on any day of the year between 00:00 and 24:00 at any time \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">(night, day, public holiday, etc.), – the duration of working hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">can be divided unequally between \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the shortest working time that can be spent in one shift and 12 hours for each working day , taking into account the provisions set out in the legislation on daily \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">working hours, rest periods, extraordinary and night work, driving time and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">breaks between work and the Collective Agreement \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Employees employed under controlled traction passenger work schedule: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a) locomotive driver\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\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>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) Trainee train driver during supervised travel \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) Trainee train driver   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) Trainee train driver during supervised travel \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e) Mechanical line inspector \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">f) FLIRT train driver \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">g) FLIRT train driver during supervised travel. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">k) Flexible work schedule:\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> Based on the provisions of the employment contract or local appendix \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, the employee determines the schedule and use of working hours – with regard to independent work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. The flexible nature of the work schedule is not affected if the employee performs \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">part of the job tasks at a specific time due to their specific nature .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fdiv>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\u003Cp>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">15\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(Mt.96.§ (2) para.) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">l) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Other work schedule:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> An individual work schedule, defined in a \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">local appendix, adapted to the specificities of the given technology and employment , which deviates from the general \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">rules of the work schedules, but does not contradict the provisions of the Mt. and the Collective Agreement regarding working and rest time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">m) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Staff rotation:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> A service schedule, a basic work organization document containing \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the work schedule of the traveling staff, determined \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for the purpose of forwarding trains, taking into account the separately specified directives and legal provisions. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">n) \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Work usually performed outside the premises\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> : The employee usually performs his work outside the premises \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">if, due to the nature of the work, he performs his job duties outside \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the permanent place of work specified in the employment contract for at least one third of his monthly working days (services) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">o) \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Turning station:\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> A station at which, according to the relevant provisions \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, a train arrives or from which a train departs, including train-accompanying depot stations \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and stations at which the changing of travelling personnel takes place. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">p) \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Suitable rest room:\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> A room that meets the following conditions is considered a suitable rest room for \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the accommodation of travelling employees \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">during their waiting period (KSz § 33, point 2) : \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a) it has bedding and a bed provided by the employer, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">   b) washing and showering facilities are provided, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">    c) it is located within a maximum distance of one thousand meters from the station. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">            In the absence of one of the above conditions, the parties are entitled \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">           to agree in a local appendix on the qualification of the room as suitable. 2. If the Collective Agreement \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">stipulates the payment of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a certain percentage of the basic wage as a supplement or separate remuneration , this shall be understood as a time-proportionate payment (e.g. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">50% of the basic wage is equal to 50% of the basic wage per hour, multiplied by the time content to be taken into account \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">). \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. When determining the basic wage per hour, the monthly classification wage shall be divided by the number of hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of working time governing the monthly working time frame and determined in accordance with Section 93(2) of the Labour Code \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. This provision shall apply accordingly \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to employees employed for longer full-time or part-time work.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\u003Cb> \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\u003Cb> \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\u003Cb> \u003Cbr>\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> \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>\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;\">Full-time\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 27\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. In the case of work that is particularly harmful to health or is particularly dangerous, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">time that can be spent on harmful (dangerous) activities - unless a lower limit is specified by law \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- may not exceed 6 hours per day (per shift). In this regard, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">provisions of Annex 1 must be taken into account.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. It may be agreed in an employment contract that the employer will only \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employ the employee for part of the full working time (part-time).\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">16\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. The local appendix may classify a job position – defined in Annex 8 – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">as standby, where the performance of the job task – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">based on employment rules or technological instructions – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) does not require permanent work, provided that the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">does not have an actual work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">obligation for at least 20% of his regular working hours, or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) involves lower demands than the general one \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. 4. The job position of the towing passenger – taking into account the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">criteria specified in point 3, as well as the nature of the job tasks, the technology and the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">working conditions, cannot be classified as standby.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Working hours\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 28\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003C\u002Fi> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The employee shall be employed by determining the working time frame, taking into account the provisions of this Section \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The working time frame applicable to the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be formed by taking into account the daily full working hours and the working days of the relevant period, taking into account the provisions of Section 5 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(the working time frame is the product of the two). \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. With the exception specified in Section 4 and Section 29, Section 1. i), the company's \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employees shall be employed by   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">taking into account the monthly working time frame. 4. Those performing seasonal work (Section 38) shall be employed by taking into account the annual working time frame \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. When determining the monthly mandatory working time (working time frame) of an employee who regularly works on a public holiday, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the public holiday falling on the working day of permanent full-time employees \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be disregarded as a multiplier. This provision does not affect the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee's obligation to work on public holidays, which is part of their regular working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(Mt. § 102 (2)). \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6. The different rules applicable to employees employed in regional vehicle insurance directorates and railway vehicle repair organizations are contained \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in Annex 11 to the KSz \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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Definition of work schedules \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 29\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The work schedules applicable at MÁV-START Zrt are the following: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) general work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) extended shift work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) extended permanent daytime work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) multi-shift work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  – two-shift work schedule\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– three-shift work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e) uninterrupted (rotational) work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">f) guided travelling work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">g) seasonal work schedule\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">17\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">h) informal work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">i) other work schedule.   2. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employer is entitled \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to determine in work instructions the work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">applicable to the given place of work, adjusted to the working hours, technology and the work tasks resulting from them \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, after requesting the opinion of the works council (delegate) in accordance with Section 264 of the Labour Code \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a) in grouping by job position \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">b) with the possibility of applying several work schedules (points 1.a)-i) governing the given job position (job group) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">During this procedure, the start and end of working hours related to the work schedule are \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">also determined. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. At the same time as sending the draft for opinion in accordance with point 2, the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is obliged to hand over the draft in writing for information to the trade union(s) authorized to conclude a local appendix \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. Within 15 days of the draft, the trade unions are entitled to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">initiate a consultation, which shall be conducted centrally by the trade union(s) concerned and the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In the event of a consultation, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employer is entitled to introduce the planned change only after the consultation \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">has been concluded by agreement or after the minimum period prescribed by law for consultation has expired. The employer is obliged to submit the introduced work schedule \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and the related determination of the start and end of working hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to the works council and the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">trade unions concluding the local appendix. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. When determining the work schedule and the start and end of working hours, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">according to Section 6(3) of the Employment Act, the employer is obliged to take into account the interests of the employee on the basis of fair consideration \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, in particular with regard to the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">conditions of commuting to work by public transport. A unilateral determination may not cause disproportionate \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">harm to the employee. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. The change in the work schedule may take place on the starting day of the working time frame. During \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the working hours, this \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may only be done \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in particularly justified cases and with the prior permission of the human resources director . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">7. If, prior to the change in the working hours, the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">was - employed in a multi-shift or uninterrupted (rotational) working schedule, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and then subsequently \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employed in an extended shift or extended permanent day working schedule, or in a general working schedule, then the employee's basic salary shall be increased by 10%, or, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- employed in an extended shift or extended permanent day working schedule, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and then subsequently employed in a general working schedule, then the employee's basic salary shall be increased \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">by 5%,\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> \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>\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>\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>\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> \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;\">\u003Cfont style=\"vertical-align: inherit;\">must be increased simultaneously with the change in the work schedule, provided that \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employee concerned \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">worked continuously for at least six months in the previous work schedule that entitled him to a basic wage increase prior to the change in the work schedule.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">18\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In this case, the basic wage maximums determined for each level according to the classification \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be exceeded by the amount specified in this point. The basic wage increase according to this point may only be applied once \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">during the employee's employment relationship and per legal title (indents 1 and 2) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8. The application restriction set out in the previous point does not apply to cases \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">where the work schedule is introduced and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">applied by the employer for a fixed period announced in advance. In this case, the basic wage increased as specified in the first and second indents of the previous point \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is also due to the employee only for this fixed period , provided that \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">he or she has worked continuously for at least six months \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the previous work schedule that entitled him or her to the basic wage increase – prior to the change in the work schedule. The \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">work schedule specified in point 2.b) may only be amended for a fixed period.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">9. The basic wage increase \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is due to the employee who meets the eligibility criteria, regardless of the number of employees affected by the change in the work schedule. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">10. An employee is not entitled to the basic wage increase specified in point 7 if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a) the employee initiates the change in work schedule or the resulting amendment to the employment contract \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">b) the change in work schedule is a consequence of being employed at a changing workplace, provided that the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">has been informed in writing \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">about the applicable work schedules prior to employment under the work schedule .\u003C\u002Ffont>\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>\u003Cbr> \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>\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;\">General rules for working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 30\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The working time schedule of employees employed under a work schedule other than the general work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">schedule must be communicated to the employee in writing \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for a period of one month, by the 23rd of the month preceding the entry into force of the working time frame (by the 21st of February). A \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">duplicate of the working time schedule must be given to the employee. The basic document of the working time schedule is the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">register kept by the employer, and the wage settlement is based on this. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">A duplicate does not need to be given if the employee does not request it and declares this in writing. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">This declaration of the employee is valid until revoked. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The working time schedule can also be communicated by forwarding it to the e-mail address provided by the employee, based on the employee’s written request or declaration of consent \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The working time schedule of employees holding a reserve position must be prepared for one week in advance \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and communicated to the employee in writing . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In the event that the deadline falls on a public holiday or Sunday, the working time \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">schedule must be communicated to the employee on the previous working day.   The employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may also communicate the working time schedule of employees to the employees in the manner customary   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in the locality, instead of in person . The \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">working time schedule following the end of the incapacity for work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may also be communicated to the absent employee by telephone in the presence of two witnesses, subject to subsequent completion of the written form \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. The absent employee is also obliged to initiate the communication of the working time schedule by the deadline, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">based on his obligation to cooperate, in the most appropriate \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">manner and within an expected time. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The working time schedule communicated in advance may be modified in accordance with Section 31 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> \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\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">19\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. When preparing the working time schedule, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the rules on full-time work, rest periods and extraordinary working hours must also be taken into account. The employer is obliged to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">publish \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the staff rotations of employees providing travelling services in the usual manner in the local area (Mt.17.§ (2) para.) and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to provide them to the trade unions authorised to conclude local addenda in a demonstrable manner. 3. The duration of working time spent in one shift \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may exceed \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">12 hours only in the following cases : a) in a standby-type position, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in the case of an employee employed in full-time daily work increased \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">by individual agreement pursuant to Mt.92.§ (2) , if the parties have previously agreed in writing in an individual agreement \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">on the exceeding of the 12-hour working time according to the schedule – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">pursuant to Mt.99.§ (3) para. – including the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">upper limit of the contribution, which – unless otherwise provided in a local addenda – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may not exceed 24 hours. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">b) upon the transition to winter time (Mt.§ 99 (4)) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">c) in cases falling under the scope of Mt.§ 108 (2), including \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in jobs providing towing services, no. 10. in the case of extraordinary work ordered for the purpose of ensuring the uninterrupted provision of scheduled \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">public services (in this case, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the duration of employment exceeding 12 hours is subject to remuneration for extraordinary work), and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">d) in passenger transport and jobs ensuring uninterrupted railway transport \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">(Annex 8), provided that   – the employee and the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">have previously agreed in writing in an individual agreement on the exceeding \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of the 12-hour working time according to the schedule (Mt.135.§ (4) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">point d)) and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">– the job \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is considered to be on-call based on the provisions of a collective agreement or a local appendix (KSz.§ 27.3.) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. If the conditions set out in subparagraphs a) or d) of point 3 are met, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the length of service of an employee performing an on-call job \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be determined at a maximum of 24 hours, unless otherwise provided in a local appendix.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The individual agreement of the parties \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may not deviate from the provisions of the local appendix regarding the longest working hours that can be spent in one service.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The special provisions regarding the working hours of passenger train conductors in one service \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are contained in Section 33, point 6 of the KSz. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. Types of working time distribution: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a) equal (the working hours to be completed are the same on all working days, taking into account the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">provision in Section 29, point 1)\u003C\u002Ffont>\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>\u003Cbr> \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>\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>\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>\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>\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>\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>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) unequal (depending on the work tasks, the assigned and completed working hours for the working days (services) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">vary)   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) flexible (the allocation and use of working hours is determined by the employee for less than half of the working time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, and by the employer for the rest)\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">20\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) split working hours (daily working hours (service) must be performed in two parts) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6. When scheduling working hours, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the duration of preparatory and finishing work related to the job must also be taken into account. These works and their duration must be specified in Annex No. 7 of the KSz \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">or in a local appendix. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7. The duration of the preparatory and finishing work of cashiers – specified in the Local Implementation Instruction – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be regulated in a local appendix, with the proviso that its \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shortest duration must be at least 10 minutes. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8. If the employee referred to in points a) and b) of paragraph (1) of Section \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">113 of the Labour Code is not on unpaid leave pursuant to Section 128 of the Labour Code and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">submits an express request \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for employment in his\u002Fher job and the work schedule associated with it, together with a written declaration regarding the provision of his\u002Fher child, then the restrictions set out in paragraphs (2)-(3) of Section 113 of the Labour Code \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be disregarded – based on the authorization \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">pursuant to point i) of paragraph (2) of Section 135 of the Labour Code .\u003C\u002Ffont>\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;\">Modification of working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 31\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The employer may modify the employee's previously announced working time schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">at least seven days in advance if a monthly working time frame is applied.    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee must be notified of the modification in writing at the same time. The \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">modification of the working time schedule shall be made in a manner that can be verified subsequently, by crossing out the text and with the simultaneous \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">signature of the person making the modification. The original data of the order must \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">remain legible even after the change. Appropriate subsequent \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">verification of the modification of the working time schedule shall also be ensured in the case of computer systems. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The working time schedule may be modified within seven days or less only: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) at the written request of the employee, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) on the basis of a written agreement initiated by the employer and concluded with the employee \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;\">In the previously announced working time schedule, the rest period falling on a Sunday designated pursuant to Sections 105 (4) and 106 (2) of the Labour Code may \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">only be moved once a month \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– also to a Sunday – on the basis of a written agreement concluded with the employee. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">An agreement with the employee is not required if the modification \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is made due to the provisions of Section 108(2) of the Labour Code or Section 11(2) of the Labour Code. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">An employee assigned to work instead of a requested trade union official is \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">entitled to an extraordinary transfer fee. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. In the event of an agreement pursuant to Section 2(b), the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to an extraordinary transfer fee of HUF 1,500    per modified service \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. 4. The following shall not be considered a modification of the working time schedule: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) if the given service is partially cancelled, i.e. the work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">begins at the time specified in the working time schedule but ends earlier, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) if the given service is completely cancelled \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. In these cases, the provisions of Section 33(7)(b) of the Labour Code shall apply. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. For employees employed in a scheduled travelling work schedule (tractor travelling)\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">21\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The different rules applicable to employees of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">regional \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">vehicle insurance directorates and railway vehicle repair organisations are contained in Annex 11 of the KSz.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \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;\">Working hours of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">permanent daytime employees\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 32\u003C\u002Ffont>\u003C\u002Ffont>\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;\">1. The working hours of permanent day workers – provided that other working hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">specified in this Section are not applied – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are divided equally over the working days prescribed in the working hours framework.    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of a local appendix or a provision to this effect by the employer, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a working time shorter than the full daily working hours – but at least 4 hours – may be established on the last working day of the week. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In such a case, the working hours on the other working days of the week shall increase proportionally. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. In those service positions or in those positions where the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">work tasks occur unequally, an unequal working time schedule may be \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">applied.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. If appropriate technical conditions exist, a flexible working time schedule may also \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be applied.    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. Those exercising employer authority shall perform their work in an informal working time schedule. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A local appendix or employment contract may also declare additional positions to have an informal working time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">schedule. Employees employed under a flexible working schedule \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">determine their own \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">working hours and rest periods, subject to prior notification to the person exercising the employer's authority .\u003C\u002Ffont>\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;\">Traveling service workers  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Special provisions regarding working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 33\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The working time of a mobile worker is the duty hour, which is the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">period from reporting for duty to reporting for duty, excluding \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">waiting time. Accordingly, waiting time is not considered working time and is not subject \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the rules of divided working time.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. Waiting time is the period of time – beyond the standard time – that is not worked during a shift or intermediate station within a shift \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, which reaches or exceeds five hours, provided \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">that the employee is accommodated in a suitable rest room at these stations \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The upper limit of the waiting time may not exceed 7 hours, but \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the provisions of a local appendix may deviate from this by a maximum of 8 hours. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. For the duration of the waiting time, the employee is entitled to remuneration equivalent to 50% of his basic salary \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. In the case of employees performing travelling services, waiting time for services exceeding 20 hours per month and including work on public holidays \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be remunerated at an amount equivalent \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to 110% of the basic wage . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. The monthly absence hours of a train attendant may not exceed 220 hours. Local appendix from this\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>   \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">22\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may differ from the rate.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(Absence hours = working time + waiting time)   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. The preparatory and finishing work related to the work (e.g.: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">time standards for the acceptance and handover of the train or towing vehicle), their duration, and the rules for signing on and off duty \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be specified \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in Annex 7 to the KSZ or in the local appendix. 6. The activities of passenger transport passengers \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be classified as standby \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in a separate collective agreement or in a local appendix (KSZ, Section 27, Section 3). \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In the scheduling of working hours of passenger transport passengers, the working time that can be spent in one service may exceed 12 hours for all \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">stations, based on a written agreement between the employer and the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, but its upper limit - unless otherwise provided in a collective agreement \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- may not exceed 16 hours. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The collective agreement shall stipulate the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">maximum duration of working time that may be spent in one shift. Within the shift, the duration of scheduled travel time and the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">duration of preparatory and finishing work may not exceed 12.8 hours. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">7. The provisions concerning the time that a mobile employee may spend in one shift \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a.) the shift – taking into account the other provisions of this Section – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be planned for a minimum of 4 hours, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">b.) if the employee – as set out in Section 30 of the Employment Contracts Act – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is not able to complete his\u002Fher originally planned \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shift, which is considered to be regular working hours – due to a reason arising within the employer’s scope of operations , \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">– the employee shall be ordered to work for an equal period of time until the end of the working hours, corresponding to the missed working hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">– failing which, the partially or fully missed shift shall \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be counted as working time. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">  The reason for the missed shift shall be recorded in writing.\u003C\u002Ffont>\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>\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>\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>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8. If the employee performing the travelling service started his\u002Fher service and it ended later than the predetermined time, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employee is entitled to a 100% wage supplement for the period \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">exceeding his\u002Fher original working time schedule (Article 41 of the Labour Code), however, the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">additional working time resulting from the train being late is not considered extraordinary working time (Article 135(4) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">(d) of the Labour Code). \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">9. The different rules applicable to employees employed in a scheduled travelling work schedule (tractor travelling) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 10 of the Labour Code.\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>\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;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Special provisions regarding the working hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of employees on a rotating (shift) work schedule  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 34\u003C\u002Ffont>\u003C\u002Ffont>\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;\">1. The employer is entitled to determine \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the beginning and end of the working hours of employees working in a rotating (shift) work schedule in accordance with the provisions of Section 29 of the KSz. 2. If a shortage of working hours occurs, the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be ordered to work for a minimum of 6 hours once \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a month to make up for it . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. Split working hours are not included in the daily working hours (service) (Section 37)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">23\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. An employee employed under the work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">schedule specified in this Section \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may deviate from the previously announced working hours in a maximum of 8 cases per month.\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;\">Accounting for working time deficit \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 35\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the mandatory hours (working hours) of employees employed within the working time frame \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are not fulfilled for reasons arising within the employer's scope of operations, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee is entitled to basic salary for the lost working hours. [Mt. § 146 (1)]  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The different rules applicable to employees employed in a scheduled travelling work schedule (tractor travelling) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 10 of the KSz.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Restrictions on \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">consecutive night work for workers performing itinerant and round-the-clock services\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 36\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Travelling and shift workers \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be required to work a maximum of two consecutive nights. From this perspective, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">night work is considered to be work if one of the shifts is at least 4 hours long and the other \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is at least 3 hours long between 10 p.m. and 6 a.m. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The different rules for workers employed on a scheduled travelling schedule (tractor travelling) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 10 to the KSz.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Split working hours of employees with a rotating work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 37\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. In those places of service where the provision of the service allows, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the daily \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">working hours (service) may be interrupted in the travelling and uninterrupted transport positions based on the provisions of the local appendix. The duration of the interruption of working hours and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the positions affected by the split working hours - taking into account the above \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- shall be determined in the local appendix. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of application of this provision, the working hours that can be spent in one shift - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">unless otherwise provided in the local appendix - may not exceed 12 hours. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The duration of the interruption of working hours - unless otherwise provided in the local appendix - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may not be less than 4 hours and may not exceed 6 hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. 2. The parties to the local appendix - if they cannot agree on the above - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are obliged to involve the professional superior body and the higher trade union body in the negotiations in the interests of the agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. If this is unsuccessful, the parties shall apply to the Mt. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">According to the provisions of Section 293 (1) – by making a declaration of submission – an arbitrator is \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">used. If the parties cannot jointly \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">select an arbitrator from the list of arbitrators published by the MKDSZ, the employer and the trade union (several trade unions \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">together) shall each appoint an arbitrator. The two appointed arbitrators shall jointly ensure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the appointment of a third arbitrator and thereafter act as a body. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. The employee – unless otherwise agreed – shall be entitled to the interruption of working hours\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">24\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must serve the period at his place of work. In this case, the conditions for rest \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be ensured. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. If the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">spends the non-working part of the divided working time at his workplace based on the provisions of point 2.), it is not considered on-call time, however, the rules for remuneration of on-call time must be applied accordingly for this period \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. For non-working time spent at his place of work exceeding 40 hours per month, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">remuneration equivalent to 110% of the basic wage must be paid. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If a shortage of working time has arisen due to the divided working time (the monthly mandatory hours have not been met), the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee must be paid, in addition to the basic wage, the remuneration for the non-working time must also be paid, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">taking into account the provisions of this point.   5. The time of attendance, - unless otherwise provided in a local appendix - may not \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">exceed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">210 hours per month . \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(Presence time: working time + time off due to split working time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6. The application of split working time does not affect the nature of the uninterrupted working schedule, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">if the conditions for the uninterrupted working schedule are otherwise met. [Section 26 (1) f)] In this case, 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;\">the shift allowance established for the uninterrupted working schedule for the time that is considered working time . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">7. Daily working time (service) may only be interrupted (divided) once. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">8. If the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">duration of the interruption of working time due to work ordered during non-working time does not reach three hours, the split nature of the working time shall cease and the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">period designated as non-working time shall be deemed to be extraordinary working time (Section 40 (1) a) of the Employment Contracts Act) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. If the ordered work – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">calculated within the duration of the interruption – does not affect three hours of non-working time, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employee is entitled to remuneration for extraordinary work for the actual duration of the ordered work. The work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">order must be recorded in writing by both the person ordering the work (e.g. the dispatcher) and the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. Settlement can only take place if the two written statements are in agreement. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">9. If split working hours are introduced in a standby position, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">an agreement on the use of longer full working hours cannot be concluded. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">10. The term “rest conditions” defined in point 3 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">should be understood as rest conditions that are appropriate to the given circumstances and possibilities. In this context, it should be examined \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">which conditions and possibilities exist in the given duty station that \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">still satisfy the conditions for rest at an acceptable level. It is advisable for the parties to agree on the conditions for rest in the\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \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>\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>\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>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is arranged at a given duty station based on an agreement (e.g. in the local appendix). \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the absence of a different agreement, the conditions for rest are given if at least the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">possibility of lying down is provided with a bed. If the possibility of washing oneself without disproportionate effort can also be arranged at the duty station affected by the split working time , then this \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must also be interpreted as part of the conditions \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for rest . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">11. In the case of employees employed in a controlled travelling work schedule (tractor travelling), \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">split working time cannot be applied.\u003C\u002Ffont>\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>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">25\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Application of seasonal work schedule\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 38\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Seasonal work arrangements may be applied in the following positions in the field of tourism-related work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) positions classified as such in the local appendix \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) customer relations\u002Fcustomer service specialist   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) venue security administrator   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) cashier (personal cashier, ticket issuer at bus stops, billing and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ticket cashier, luggage storage, baggage cashier)   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The annual working hours of those employed under the seasonal work arrangements (Section 28, Section 4) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be determined in the local \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">appendix in a different monthly and daily breakdown with regard to the main and off-season. Main \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">season: May, June, July, August, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Off-season: January, February, March, April, September, October, November, December \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. The employee's extraordinary work shall be taken into account based on the monthly working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, but even in the main season the monthly working hours may not exceed 230 hours. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. For employees employed under seasonal work arrangements, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the combined granting of the weekly rest day over a longer period of time (maximum every 6 months) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is permitted – with regard to Section 105 of the Labour Code. This provision shall not apply if the employee is employed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">under health risks specified in separate legislation, and may only \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be applied with the written consent of the person concerned, from the time of the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">declaration of pregnancy until the child is one year old in the case of a female employee, and also until the child is one year old in the case of a man raising his child alone . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The granting of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">one rest day is mandatory after six days of work . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. In the case of the application of seasonal work arrangements, the remuneration for the period of leave \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be determined on the basis of the annual average daily working hours. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. An employee employed under seasonal work arrangements may, from 1 May to 31 August – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">upon prior notification – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">take one quarter of his basic leave at a time appropriate to his request, provided that he has not done so outside the specified period. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">7. For the purposes of this paragraph, the following areas shall be considered to be affected by tourism \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- Budapest-Déli railway station \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- Székesfehérvár station \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- Service points of timetable area 26 between Balatonszentgyörgy and Tapolca\u003C\u002Ffont>\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> \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>\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;\">on the line section \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- service points of timetable area 29 between Balatonakarattya – Tapolca\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">on the line section \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- service points of timetable field 30 between Balatonaliga – Balatonszentgyörgy\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">on the line section \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- 30a timetable area service points on the line section between Velence – Agárd\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">26\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Other provisions regarding regular working hours\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 39\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The time spent on mandatory training for certain jobs and on mandatory periodic exams \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be considered working time. The \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">actual duration of the time spent on mandatory training or periodic exams, or at least the full daily working time, shall be accounted for. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The time spent on preparatory training for various exams (specialist exams) – if the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee’s participation in these is not mandatory – shall not be working time. 3. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employee shall be entitled to absenteeism pay for the necessary and certified duration of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the periodic and extraordinary fitness medical examination requested by the employer . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employee shall be scheduled for the medical examination in advance – as part of his\u002Fher working time schedule – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and actual duty shall not be planned for the day(s) affected by the medical examination. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">During the pre-scheduling, at least 4 hours of working time shall be planned for the day affected by the medical examination for employees providing passenger transport services \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and turn-around services, and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">8 hours for employees providing towing services.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">This can only be deviated from if the employee's medical examination \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">takes longer than this in a predictable manner – taking into account the complex examinations.   In the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">case of a medical examination spanning several days – the employee must be instructed for each examination day – as described above (4 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">or 8 hours). If the duration of the medical examination on a given day – with justification – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">takes longer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">than planned , the duration of the medical examination exceeding the instructed time \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be accounted for as extraordinary work (KSz § 41).   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employee is also entitled to travel time compensation for the time spent travelling outside working hours. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">(KSz § 64, point 5 and Annex 10, § 18, point 5). \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">If the employee fails to undergo the medical examination through his own fault – if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">he does not have a valid medical fitness examination – he must be prohibited from working and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is not entitled to wages until the medical examination is completed. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Participation in a prescribed medical examination – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">if the conditions specified in Section 14 of the KSz, Section 59\u002FC and Section 18, Section 2 of Annex 10 are met – is considered a posting. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. The employee is entitled to wages for working hours lost due to reasons outside the employer’s scope of operations \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">only in the cases specified in the law. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">However, at the employee’s request, it must be possible for him to make up the time not worked. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">(The time of making up the time is not extraordinary working time.) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a) If the employer wants to interview the employee, he must do so\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> \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> \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>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">primarily during regular working hours according to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the working time schedule communicated to the employee in advance (KSZ § 30, point 1) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">or with appropriate modification of the working time schedule (KSZ § 31, point 1) .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">27\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) If the employee’s hearing under point a) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is not possible within the previously announced working time schedule due to the nature of the job or for other reasons, the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be heard directly in connection with (before or after) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">his\u002Fher regular working time according to the previously announced working time schedule , \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the duration of which shall be deemed to be extraordinary work. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">c) If the hearing under point b) is not possible - taking into account the provisions of Section 99 of the Labour Code \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- because a longer hearing of the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is justified, it may exceptionally take place on a day on which the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is not obliged to work. In this case, the actual duration of the hearings - but \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">at least four hours - shall be considered as extraordinary working time. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Similarly, the time of a witness hearing that arises within the employer’s sphere of interest \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall also be considered and accounted for as working time. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employer undertakes to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">ensure that - in the event of the employee’s intention to do so - the employee has the opportunity to use a representative during the hearing initiated by the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. The employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be informed of the possibility \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of using a representative as described above \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">at the same time as the notification of the hearing date . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. The different rules applicable to employees employed in a scheduled travelling work schedule (travelling towing) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 10 to the KSz.\u003C\u002Ffont>\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>\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>\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>\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;\">CHAPTER 3 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">EXTRAORDINARY WORKING HOURS\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 40 of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the Act on Extraordinary Work\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. For the purposes of Section 107 of the Labour Code, the following shall be considered extraordinary working hours: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) work that deviates from the working time schedule (except for train delays) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, b) work performed in excess of the working time frame, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) work performed on a rest day , \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) work on a public holiday ordered as extraordinary work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, e) work ordered during standby, and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">f) the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">duration of on-call duty. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of ordering extraordinary work in accordance with point b), the starting and ending times \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of the period (service) ordered as extraordinary work must be precisely determined when communicating the working time schedule. If the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">performs \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the service or part of the service thus designated , \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">remuneration for the working time performed shall be due – under the title of work in excess of the working time frame – if the service or part of the service \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">was actually performed in excess of the working time frame.” 2. An employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be ordered to work   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a maximum of 300 hours of extraordinary work per calendar year . \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. Extraordinary work must be ordered in writing, stating the reason. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Extraordinary work may also be ordered verbally, stating the reason.\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>\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>\u003Cp>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">28\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) in extremely justified cases for employees providing travelling and round-the-clock service, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) if this is due to the cases specified in paragraph (2) of Section 108 of the Civil Code, or if \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">there is another objective obstacle to the written order. 4. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">ordered in the event of exceptional weather conditions, in order to maintain traffic, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">falls within the scope of the cases specified in paragraph (2) of Section 108 of the Civil Code, and is therefore not subject to restrictions. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. A three-copy receipt must be issued for the settlement of extraordinary work, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of which 1 copy is given to the employee, 1 copy to the supervisor, and 1 copy to the human service provider \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. A receipt for the settlement of extraordinary work does not need to be issued for \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">those providing travelling services, those employed in an uninterrupted work schedule, and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">those performing operational disruptions (including those participating in the restoration of accidents and natural disasters \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">). \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. This Section. For the purposes of this Act, extraordinary work is deemed to be \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">ordered on a public holiday if it takes place during the periods specified in Section 54\u002FA of the Labour Code. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">7. The different rules applicable to employees employed in a scheduled travelling work schedule (travelling towing) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 10 of the Labour Code.  \u003C\u002Ffont>\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>\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>\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>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Remuneration for extraordinary work\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 41\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. In the event of overtime work, the employee is entitled to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the following supplements in addition to his regular wage : \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Up to 20 hours 50% Up to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">21 – 150 hours 75% \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Up to 151 – 200 hours 100% \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Up to 201 – 300 hours 130% The duration of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">all overtime work (KSZ § 40, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">point 1) is included in the 300-hour overtime work quantity. \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. Before ordering overtime work exceeding 200 hours per year, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be declared, and without his consent, the employee cannot be ordered to perform additional overtime work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">until the task \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">can be performed by another employee who has given his consent.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of employees employed in the job category of ticket inspector – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">taking into account the dangerous nature of railway operations – overtime work exceeding 200 hours per year \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cannot be ordered without the employee’s consent. 3. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The relevant provisions of the Labour Code shall govern \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the remuneration of the extraordinary work listed in subparagraphs c) and d) of point 1 of Section 40 , unless \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the rate of the extra work allowance established in a band according to Section 41 of the Labour Code is more favorable to the employee. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. The times incurred as extraordinary work must be recorded separately for the purposes of accounting \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and be remunerated in a single payment on the basis of the legal title of their occurrence.\u003C\u002Ffont>\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>\u003Cp>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">29\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. Overtime work shall primarily be compensated in cash. If, upon the employee’s \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">written request, the overtime work allowance is replaced by time off, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">time off equal to the overtime work shall be granted at the time requested by the employee , provided that the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">has submitted the request by the time that allows \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employer to unilaterally schedule working hours . If the overtime work allowance \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is replaced by time off, all wage elements – with the exception of the overtime work allowance \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">– shall be settled for the period of the overtime work. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">However, in the case of replacing work on a rest day with time off (designating another rest day), a 50% \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">overtime work allowance shall be settled in accordance with Section 143 of the Labour Code. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. An employee employed under a flexible work schedule shall not be entitled to time off or monetary compensation for overtime work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">7. Absence due to lawful exemption from the obligation to work (Mt.55.§) – in \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">particular, illness that renders you unable to work and the duration of leave – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may not result in extraordinary work or lack of working time. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">8. The different rules applicable to employees employed in a directed travelling work order (tractor travelling) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 10 to the KSz. The different rules applicable to employees employed in regional \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">vehicle insurance directorates and railway vehicle repair organisations \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 11 to 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> \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>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The readiness\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>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Standby is defined as service to be performed at a location \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">designated by the employee – accessible with regard to the place of work – during which the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is required to be ready to work for a specified period of time outside of normal working hours.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer is required to accept the employee’s place of residence or residence – if it \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is accessible with regard to the place of work – as the place of performance of standby. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\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;\">is not subject to any further notification obligation beyond the notification of the place and method of availability. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The employer’s authority holder is required to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">order standby – in writing – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">at least 1 week before its commencement and at least 1 month in advance – taking into account the provisions of 1. The preparation of the standby schedule and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the demonstrable acknowledgement of it by the employee also \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">qualify as a written order . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. Standby for train conductors may only be ordered on the basis of Section 108 (2) of the Labour Code. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. An employee may be ordered to be on standby for 800 hours per calendar year. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">A written agreement with the employee may specify a higher amount. 5. The employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is not entitled to rest time after the standby period – if no work was ordered \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">during the standby period . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. For the duration of the standby period up to 300 hours per year, the employee is entitled to 25% of the basic salary, and for the period exceeding 300 hours, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">30% of the basic salary.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\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>\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> \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>\u003Cp>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">30\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">has spent the standby period at the employer's premises with the employer's prior consent or on the basis of a separate written agreement, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">provisions of Section 43, point 2 shall apply to his remuneration. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7. In the case of work ordered during standby (Section 40, point 1.e) of the Employment Code), \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employee is entitled to remuneration pursuant to Section 41 of the Employment Code from the time of the alert until his return to the place of standby.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the absence of a different written agreement, the employer is obliged to transport the employee to the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">place of work and to the place of standby after the work is completed \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;\">8. For the purposes of this Section, standby is deemed to be ordered on a public holiday if \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">it takes place during the periods specified in Section 54\u002FA of the KSz. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9. The different rules applicable to employees employed in a scheduled travelling work schedule (tractor travelling) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 10 of the KSz.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The duty\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 43\u003C\u002Ffont>\u003C\u002Ffont>\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;\">1. On-call duty is defined as availability \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">at a place and time specified by the employer – outside the employee’s regular working hours. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. The remuneration for \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">on-call duty is: - 50% of the basic wage in the case of on-call duty \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">ordered on a working day, - 65% of the basic wage in the case of on-call duty ordered on a rest day or public holiday \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. In the case of on-call duty, the conditions for rest must be ensured. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Point 10 of Section 37 shall be applied accordingly   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">with regard to the conditions for rest . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">For the purposes of this Section, on-call duty is considered to be ordered on a public holiday if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">it takes place during the periods specified in Section 54\u002FA of the Employment Act.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr>\u003C\u002Fb> \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>\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>\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;\">CHAPTER 4\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">THE REST TIMES\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The break between work\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 44\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\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 duration of the daily working hours according to the schedule and\u002For extraordinary working hours different from the working hours schedule   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) exceeds six hours and 20 minutes, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) exceeds nine hours, an additional 25-minute   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">break must be provided to the employee.\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">31\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\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;\">2. A local appendix may establish a longer break than that set out \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in point 1, taking into account technological and work organisation interests . \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. The place where the break is to be taken \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is determined by the local appendix, or in its absence by the employee. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The period within which an employee employed in a non-standby position \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled to take \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a break shall be determined \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in a local appendix. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In a stand-by position, the break is part of the working time pursuant to point a) of paragraph (3) of Section 86 of the Labour Code \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, therefore, in these positions, no separate \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">provision shall be made on the granting of a break and the period available for taking it \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, nor shall the provisions of paragraphs (5)-(6) of Section 103 of the Labour Code and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">points 4-7 of this Section apply. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. Based on the provisions of the local appendix, after at least 3 hours of work, breaks between work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">hours – 45 minutes in duration – must be granted in a combined manner, provided that technological \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">conditions allow this. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. Based on the provisions of the local appendix, the employee’s second break between work hours (25 minutes) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may also be granted in installments of at least 10 minutes. The employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled to HUF 800 per day shift if the break between work hours is granted in more than two installments. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In night shift, the break between work hours may be granted in a maximum of two installments. If the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">break between work hours is granted in two installments during night shift, the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled to HUF 600 per shift.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. In the case of split working hours, if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the working hours according to the schedule prior to the start of the interruption of working hours do not exceed six hours, – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">based on the provisions of the local appendix – the break between work of an employee employed in a non-standby type position \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may also be granted during the part of the service affected by the interruption. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In this case, the employee’s time at work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is not extended by the duration of the break between work granted during the part free from work. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">7. In non-standby type positions, the break between work is not considered working time, the working time lost due to this may be completed on the given working day (service \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">day) within the presence time or during the working time specified in the working time frame, taking into account \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the local technological requirements and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employment aspects . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">(Presence time = daily working hours according to the schedule + duration of the break(s) between work)\u003C\u002Ffont>\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>\u003Cb> \u003Cbr>\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> \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>\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>\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>\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;\">Granting of breaks between work for employees providing travelling services \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 45\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The provisions of Section 44 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall apply to employees providing travel services with the following exceptions. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. For the purpose of granting travel services to employees providing travel services, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">appropriate periods shall be designated in the staff rotations within which the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">travel services shall be granted. If, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">due to extraordinary technological reasons or an event specified in Section 108(2) of the Labour Code, any travel services \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall not be granted until the start of the reporting period, such time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be paid at 175% of the basic wage in addition to being recorded on the service record. The application of this provision alone shall not \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">result in extraordinary working hours.\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">32\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. No break may be granted on a train, even in the case of a self-paid journey, as the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">conditions for taking a break are not ensured. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. Different rules for employees employed in a scheduled travelling schedule (tractor travelling) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 10 to the KSz.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Daily rest period for \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">those providing passenger transport services and those working in shifts\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 46\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The daily rest period for those providing passenger transport services is 12 hours, which \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be taken into account from the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">time they arrive at their home (permanent or temporary place of residence) until they leave for work (travel time). The travel time, up to a maximum of 6 hours, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be determined in the local appendix in proportion to the distance between the locations concerned. The local \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">appendix may deviate from the 12-hour rate, but it is mandatory to ensure at least 8 hours of rest time at home \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. The daily rest period for those on a rotating (shift) work schedule is 12 hours, which must be taken into account from the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">time they arrive at their home (permanent or temporary place of residence) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">until they leave for work. The local appendix may deviate from this rate – in the cases specified in paragraph (2) of Section 104 of the Labour Code \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">– but the daily rest period may not be less than 8 hours. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. The different rules applicable to employees employed in a scheduled travelling work schedule (tractor travelling) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 10 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> \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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb> \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;\">Different provisions regarding rest days for \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">those providing travelling services and those working in shifts\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 47\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The two rest days per week of those performing shift work or travelling service shall be \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">designated and granted in such a way that there is at least 48 hours of uninterrupted rest between two shifts \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The 48-hour rest period shall be provided at least once a month in such a way that it \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">includes a full Saturday and Sunday.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of those performing travelling service, this rest period may only be designated with the employee’s prior consent \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for the weekend when the Saturday preceding the Sunday \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">has been declared a working day in accordance with Section 102(5) of the Labour Code. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. Rest days (rest periods) shall be designated in the working time schedule published in accordance with Section 30(1) of the Labour Code \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and the employee shall be demonstrably notified thereof.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The rest day (rest period) shall be designated with its starting and ending times. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. In the case of an employee employed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in a standby position, in an uninterrupted, multi-shift work schedule, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in a directed travelling work schedule, or in another work schedule, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">more than two rest days may be granted within the applied working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. After six days of work, one rest day is mandatory. 4. Instead of the rest days specified in points 1.-2. of this §, the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may also be granted an uninterrupted rest period of at least 42 hours per week in accordance with Section 106 of the Labour Code \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;\">\u003C\u002Ffont>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">33\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in. In this case, however, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must receive at least 48 hours of weekly rest on average over the working time frame. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of non-travelling employees performing shift work, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the weekly rest \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be provided at least once a month either – between 0:00 on Saturday and 24:00 on Sunday, or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– between the shift change on Saturday morning and the shift change on Monday morning \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, in such a way that its duration reaches 47.5 hours, and the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">period from 8:00 on Saturday to 5:00 on Monday morning also falls within that period. In the event that the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ends his service before his weekend rest period at a location other than the one at which he must report for work after his weekend rest period, the rest period must \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">reach \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">46.5 hours . \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Weekend rest time allocated in this way \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be considered allocated for the given week, regardless of how many hours of it fall within the given calendar week \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(weekend rest time). \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The period from 8 a.m. on Saturday to 5 a.m. on Monday \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be determined differently by the local appendix, but a full Sunday day must be included in the weekend rest time. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. Different rules for employees with extended shift work schedules and rotating (shift) work schedules \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">:   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) Employees with extended shift work schedules and extended permanent daytime work schedules \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be provided with two rest days per week between two shifts, so that two consecutive \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">calendar days per week are designated as rest days. At least once a month, the two \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">rest days per week shall be granted on Saturday and the following Sunday. b) In the case of a four-shift work schedule, the weekly rest time \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be provided during the long (46–50-hour) free time   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">between the two shifts . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">c) In the case of a 12\u002F24 work schedule, the weekly rest period must be provided by means of an exchange.   d) If the employee's work schedule changes (e.g. from a four-brigade shift \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to a \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">12\u002F24 shift), the rest period must be provided according to the changed work schedule, of which the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employee must be notified in advance. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. Different rules for mobile workers: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a) At least once a month, the rest period must be provided so that its \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">duration extends from midnight on Saturday to 6 am on Monday. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">b) If the mobile worker performs his work according to the work schedule according to point 5, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">his rest period can also be determined according to point 5. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">7. Based on the provisions of the local appendix, weekly rest days can also be assigned to non-consecutive \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">(continuous) days for extended shift workers, extended permanent day workers and\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \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>\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>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the case of employees employed under other work schedules. In this case, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Sunday must be designated as a day of rest at least once a month.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Study work time discounts\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 48\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.  \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">34\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. If the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">participates in a course of training that qualifies as a correspondence course, as it \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is not conducted continuously on consecutive working days, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to the following study working time allowance based on the theoretical number of hours of the training: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) 1 working day (8 hours) of free time from 24 theoretical hours to 64 theoretical hours, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) 2 working days (16 hours) of free time from 65 theoretical hours to 144 theoretical hours, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) 3 working days (24 hours) of free time from 145 theoretical hours to 296 theoretical hours, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) 4 working days (32 hours) of free time from 297 theoretical hours. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. Given the specifically practical nature of training courses with a low number of theoretical hours, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employee is not entitled to a study working time allowance under this Section if \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the number of theoretical hours is less than 24 hours, or if the given course training \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ends with a practical exam only, without a theoretical exam. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. If the training ends with an official exam(s), the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to 1 additional working day (8 hours) of free time for each official exam. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. The exam day is not included in the working time allowance. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. The working time allowance serves the preparation for the exam, therefore it cannot \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be used retrospectively. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6. The employee is entitled to an absence allowance for the duration of the study working time allowance. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7. The time the employee participates in the studies pursuant to this Section shall be \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">considered and accounted for as working time, and the employee shall be instructed in advance as part of his\u002Fher working time schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8. The scope of this Section does not extend to college or university (Bsc, Msc) training.\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;\">Extraordinary freedom\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 49\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Employees holding the following positions \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be granted, upon their request, two working days of extraordinary leave per calendar year.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\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;\">- chief ticket inspector,   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- chief conductor inspector,   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- carriage inspector, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- service inspector \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- on-board ticket inspector\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. Extraordinary leave shall be granted at the time specified by the employee, provided \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">that the employee has notified his\u002Fher request \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in writing no later than the date of notification of the working hours for the month in which the extraordinary leave is to be taken \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. From the notification deadline, the employee is entitled, in particularly justified cases, to\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">35\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">deviate.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Extraordinary leave not taken in the relevant year cannot be \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">taken after the relevant year.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. For the duration of the extraordinary leave, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to remuneration at the rate specified in Section 146 (5) of the Labour Code.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Compensatory leave and production break\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">49\u002FA.§\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 1. An employee who works at least three hours a day at a workplace exposed to ionizing radiation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to five working days of additional leave per year. 2. Due to the end-of-year holidays \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, a production (activity) break \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be ordered for technological reasons \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in areas not directly related to traffic or in the organization of railway vehicle repairs.” \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">A female employee who has certified \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">blood donation 3 times in a given calendar year, and a male employee who has certified blood donation 4 times in a given calendar year, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled to two working days of additional leave in the following calendar year. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Blood donation can be certified by an entry in the blood donor card or by a certificate issued \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">by a territorial body of the National Blood Supply Service with an operating license pursuant to a separate law, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">or \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">by a healthcare service provider or other institution with an operating license issued for the blood donation service. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employee is entitled to one working day of additional leave for the first time starting from the calendar year \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in which he reaches the age of sixtieth.\u003C\u002Ffont>\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>\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>\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;\">Management of employees providing travelling services after leave \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 50\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employee providing the traveling service is on known leave at the time of preparing the work schedule , the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be ordered to work for 6 hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">on the following working day at the earliest.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Issuance and accounting of leave and sick leave \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 51\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Holiday and sick leave – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in accordance with the provisions of Sections 124 and 126 of the Labour Code – shall be granted on working days according to the working time schedule in such a way that the employee employed in a work schedule other than the general one \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is exempted from the obligation to work for the same period of time as the schedule during the granting of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">holiday (sick leave) and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the granted holiday shall be accounted for and recorded in the same number of hours.     \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. For the days of holiday and sick leave that can be planned in advance by the employer when preparing the order (known when preparing the working time schedule), the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">full daily working time valid   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for the employee’s job must be planned and accounted for.\u003C\u002Ffont>\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>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">36\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\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;\">Leave known at the time of drawing up the work schedule may be granted on or starting from a Monday affected by the weekly rest period of travelling employees \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">pursuant to Section 47, Section 6.a) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. 3. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">For workdays (services) affected by absence due to illness \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">that is not yet planned at the time of drawing up the work schedule \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, the planned (as directed) working time not worked (missed) according to the work schedule applicable to the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be calculated in accordance with the rules applicable to the employment relationship. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. In the event of exceptionally important economic interests or a reason that directly and seriously affects its operation, the employer is entitled to grant \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">one quarter of the leave no later than 31 March of the year following the due date \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">(Mt.123, Section (5) paragraph c)) 5. During the granting of leave, the part at the disposal of the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may also be granted in installments of a duration not exceeding \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">14 consecutive days . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">No leave may be granted to make up for a shortage of hours arising \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">from a reason arising within the scope of the employer's operations . When granting leave \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, the fair interests of the employee must also be taken into account. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employee is entitled to use the available leave (7 working days) in several installments . The employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">cannot modify \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the working time schedule for the duration of the leave . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. Both the employer and the employee are required to comply with their obligation to notify the employer of the date of the leave in writing \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">at least seven days before the start of the leave \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> \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>\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>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">37\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\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;\">CHAPTER 5\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">RULES FOR REMUNERATION OF WORK\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Determining the basic salary\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 52\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The basic salary of all employees of MÁV-START Zrt shall \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be determined in monthly terms. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The Local Appendix may only, if authorized by the Collective Agreement, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">         a) establish a new legal title regarding the remuneration of work, or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">         b) increase certain remuneration rates established in the Collective Agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. 3. It is not possible to validly deviate from the provisions of points 1-2.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Determination of the wages of employees \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">who have become unfit for   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">certain jobs related to the core railway activity   due to health reasons\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 53\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The wage of an employee performing a job specified in Annex No. 6 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be determined in accordance with this Section, provided that a) he\u002Fshe \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">has become permanently unfit   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to perform his\u002Fher job due to a deterioration in his\u002Fher health resulting from service , and therefore must be employed in another job, if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">b) the employee's service \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">period in the jobs specified in Annex No. 6 reaches 15 years.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">(The jobs specified in Annex No. 6 cannot be interpreted broadly, and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the period of performance of other activities cannot be taken into account. If the employee has worked in more than one of the jobs specified in Annex No. 6 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, these periods must \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be added together.) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. Permanent health incapacity to perform the job \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be determined only by an occupational health specialist. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. After the employee has been determined to be permanently unfit for his\u002Fher job, he\u002F \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">she must be offered a job for which he\u002F \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">she has the necessary qualifications and health suitability, and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in case of filling such a job, he\u002Fshe will not suffer any loss of earnings compared to his\u002Fher previous absence pay. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. If the employer terminates the employment of an employee who cannot be employed in his\u002Fher original job due to permanent unfitness for a reason related to the employer's operations \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">within 1 year after the determination of the unfitness , \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">he\u002Fshe shall provide an additional 5 months of social benefits in addition to the severance pay \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">due under the Labour Code and the Collective Labour Agreement. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. If the employee is further employed in a job in which the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">absence pay does not reach 85% of the absence pay available in his\u002Fher previous job, the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employee's salary must be supplemented to this extent (wage supplement).   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">When determining the available absence pay, the employee's previous detailed planning \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">unit, job title and work schedule must be the same as the active and legal-statistical\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>\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>\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>\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>\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>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">38\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the average (median) of the absence fees of employees in the workforce shall be taken as a basis. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the absence of a job as a basis for comparison, the personal allowance \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be increased by the average annual wage increase achieved at the employer . \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employee is later employed part-time, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">available absence fee specified above may only be taken into account in proportion to this. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6. The wage supplement shall be paid as a personal allowance against the wage cost. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7. The amount of the personal allowance shall be reviewed every six months, no later than 31 January and 31 July \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, or when the employee's basic wage changes, and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be modified if necessary. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8. When determining the amount of the personal allowance to which the employee is entitled, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the total amount of the accident allowance, the regularly paid compensation or other allowance shall \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">also be taken into account. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9. The provisions of this Section do not apply \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to those entitled to rehabilitation care under separate legislation regulating this matter.\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;\">WAGE ALLOWANCES Shift \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 54\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The amount of the shift supplement for employees employed in a multi-shift work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) 20% of the basic wage for work performed in the afternoon shift;   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) 40% of the basic wage for work performed in the night shift. 2. Employees \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employed in an uninterrupted work schedule are entitled to a shift supplement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">equivalent to 30% of the basic wage for the actual working hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. 3. Employees \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employed in an extended shift work schedule and an extended permanent daytime work schedule \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are entitled to a shift supplement equivalent to 10% of the monthly basic wage \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">if the average daily working hours reach 11 hours. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. For the purposes of this paragraph, the basic wage includes the basic wage, the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">non-bonus fee for extraordinary work, and the performance wage. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. Shift supplement may only be calculated for the actual working hours or \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for the period recognized as such by a provision of the KSZ. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. In the case of a work schedule determined in accordance with Section 29, point 1, subparagraph i), \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the amount of the shift allowance must also be set out in the local appendix. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">7. The different rules applicable to employees employed in a directed travelling work schedule (tractor travelling) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 10 to the KSz.\u003C\u002Ffont>\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>\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> \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>\u003Cbr> \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">39\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Compensation for working on public holidays\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 54\u002FA\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee is entitled to a 120% wage supplement for the working hours performed in the following periods: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) from 0:00 to 24:00 on the public holiday specified in Section 102 (1) of the Labour Code, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) from 0:00 to 24:00 on Easter Sunday, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) from 0:00 to 24:00 on Whit Sunday,   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) from 18:00 to 24:00 on December 24 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, e) from 18:00 to 24:00 on December 31. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The different rules applicable to employees employed in a scheduled travelling work schedule (tractor travelling) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 10 to the Labour Code.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cp>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003C\u002Fb>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Night supplement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 55\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employees who are not entitled to shift allowance and work at night \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(between 10 p.m. and 6 a.m.) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are entitled to a night allowance equal to 40% of their basic wage for the duration of the night work. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The different rules for employees employed in regional vehicle insurance directorates and railway vehicle repair organizations \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 11 to the KSz.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Language proficiency allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 56\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\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;\">employer regulates the rules for special benefits to which employees are entitled based on their knowledge of a foreign language in a separate instruction.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Ticket sales and post-payment commission\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 57\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A specified amount of ticket sales and service commission, or post-payment and service commission, shall be calculated on the revenues arising from railway transport , and an international passenger traffic commission shall be calculated \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">on the revenues arising from international 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 calculation procedure for the commission is contained in Annex 5, with the provision that the entitlement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be extended to other positions.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Supervisory allowance \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 58\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. In those jobs where \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">work under supervision is required by law or employer instructions, an employee who provides training (supervision) on a special assignment \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled to a supplement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">equivalent to 30% of their basic salary for the period of work under supervision .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">40\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. For the purposes of this regulation, supervised work shall be defined as \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">that part of the service of the supervising employee and the supervised employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">during which the supervised employee actually performs his\u002Fher work together with the supervising employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, including the check-in and check-out times.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. The supervision allowance shall also be payable to an employee performing occupational safety supervision \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">on a separate assignment. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. The employee shall be obliged to train or supervise another employee only \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">on the basis of a separate, written assignment to this effect. On the basis of the written assignment, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be liable for the person being trained and for his\u002Fher work.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employment other than employment contract\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(Common rules for redirection, posting, secondment) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 59\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Employment other than an employment contract shall be deemed to be: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) reassignment, or its special form is substitution   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) secondment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) assignment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The total duration of employment other than an employment contract specified in points a)-c) of point 1 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may not exceed 1056 hours per calendar year. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of an agreement pursuant to point 2 of Section 59\u002FA, the 1056 hours may be increased by the number of hours of the reassignment exceeding 528 hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. If, during the duration of employment other than an employment contract specified in points a)-c) of point 1, the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is exempted from fulfilling the work obligation for a period \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of at least one working day (service) , the period of absence \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall not be included in the duration of employment other than an employment contract.    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. The work-free part of the split working time shall be included in the duration of the ordered work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. Employment other than the employment contract specified in points a)-c) of point 1 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall in all cases be ordered in writing and, if possible, in advance, simultaneously specifying \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">its expected duration, the tasks to be performed and indicating the remuneration due for it, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">as well as its legal basis.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">If it is not possible to order in writing in advance, the order \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be recorded in writing within   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">two working days from the start of the employment other than the employment contract . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. Employment other than the employment contract may not cause disproportionate harm to the employee - in particular with regard to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">his position, qualifications, age, state of health or other circumstances \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> \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>\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>\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\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">41\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7. For employment other than that covered by an employment contract, the provisions of Sections 53, 58 and 60 of the Labour Code \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall apply.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Redirection \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">59\u002FA.§\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Work is considered to be reassignment if the employee – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for reasons related to the employer’s operations, temporarily – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">performs tasks belonging to another job instead of or in addition to his\u002Fher original job, based on the employer’s instructions. The \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">duration of work based on reassignment may not exceed 528 hours per calendar year. 2. Reassignment \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may exceed the duration specified in point 1 by a maximum of 352 hours   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– based on the provisions of the local appendix to the Collective Labour Agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">or on the agreement between the employee and the employer . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. For the duration of the reassignment, the employee is entitled to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">remuneration based on the work actually performed, but this may not be less than the pro-rata absence fee.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">If the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is transferred to a higher MMK classification job compared to his\u002Fher own job, in addition to the remuneration determined as above, he\u002Fshe is entitled to a special remuneration corresponding to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">an additional 10% of the basic salary up to 528 hours, an additional 20% of the basic salary between 529 and 704 hours, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and an additional 30% of the basic salary between 705 and 880 hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\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>\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>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Substitution\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">59\u002FB.§\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Redirection (CS 59\u002FA.§) is considered as substitution if the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee, in addition to performing his\u002Fher job duties, performs \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">tasks belonging to another job in such a way that the duration of the work belonging to the two jobs cannot be separated \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. Substitution is also considered as the fact that the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">performs the given service \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the given duty station in such a way that the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">technological staff number specified for the job performed by him\u002Fher is not ensured. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. The substitution fee due to the employee performing the substitution \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be determined, taking into account the quantity and nature of the additional task, in such a way that its \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">amount is at least 20% of the basic salary of the substituted employee, but if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">several employees perform the substitution simultaneously, the amount of the substitution fees \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may not exceed 40% of the basic salary of the substituted employee. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. If the basic salary of the replaced employee cannot be determined, the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">basis for calculating the replacement fee is the median basic salary of employees holding similar positions in the given organizational unit \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> \u003Cbr> \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> \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">42\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Mission  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">59\u002FC.§\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;\">1. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Work is considered a posting if the employee temporarily – on the instructions of the employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">–\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> performs his job duties \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">outside the place of work specified in his employment contract . The \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">posting of an employee normally employed outside the premises is governed by the provisions set out in Section 14, Point 3 of the KSz. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. The extent of posting may not exceed 352 hours per calendar year. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In derogation from this provision, in positions of lecturer (administrator) or higher, a local \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">appendix may authorize the ordering of 528 hours by specifically defining the positions concerned \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. Different rules for employees employed in a directed travelling work order (tractor travelling) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 10 of the KSz.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr> \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>\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;\">Assignment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">    59\u002FD.§\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;\">1. Work is considered secondment if the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">performs his\u002Fher work temporarily, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">on the instructions of the employer – based on an agreement between the employers – for another employer. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. During secondment – ​​unless otherwise agreed – the rights \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and obligations arising from the employment relationship are vested in and burdened by the employer to which the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">was seconded. The right to terminate the employment relationship may only be exercised by MÁV-START Zrt, as the seconding employer. The employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be informed of the person \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">exercising the employer’s rights . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. In the event of secondment – ​​unless otherwise agreed – the employee is entitled to the wage according to the employment contract . If the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">performs tasks that are not part of his\u002Fher job \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">during the secondment, in whole or in part, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the provisions of KSz 59\u002FA.§-59\u002FB.§ shall be applied accordingly with regard to determining the wage due to the employee. 4. In the event of secondment, the provisions of the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">collective agreement covering the employer at the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">place of secondment on working hours and rest periods, as well as – if more favorable to the employee – on remuneration for work, shall apply during the employment of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employee.  \u003C\u002Ffont>\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>\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>\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>\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;\">Amendment of fixed-term employment contract \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 60\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The employer and the employee may agree, within the framework of an employment contract amendment (agreement) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, that the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">will be employed for a fixed term in a manner different from that set out in the employment contract. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The parties are entitled to terminate the agreement with a fifteen-day notice period.  \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">43\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. After the expiry of the fixed term or, in the event of termination of the agreement, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">after the expiry of the notice period, the employee shall continue to be employed in accordance with his employment contract, and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">his salary shall be adjusted in view of the wage increase that has occurred in the meantime. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. For the period of employment other than that provided for in the employment contract, the employee shall be entitled \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the basic salary prescribed for the position held, or – if this cannot be determined – to the average basic \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">salary of employees holding the same or similar position in the given organizational unit \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. If the position has a lower basic salary, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be entitled to the withdrawal salary corresponding to the lower position.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Allowance for regular driving of company vehicles\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 61\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The head of the organizational unit operating the company vehicle, if \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\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>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may agree with his employee that in addition to performing the employee's job \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, he will also regularly perform the task of driving the vehicle. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The conditions for this are as follows: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) the performance of the job or task is thus more economical, and   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) the employee has a valid driving license for the given vehicle category. 1. The employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled to a driving allowance of 7 HUF\u002Fkm \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for the certified km driven – regardless of the type of vehicle driven . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. The provisions of this paragraph shall also apply if the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">vehicle driven by the employee is rented by MÁV-START Zrt.\u003C\u002Ffont>\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> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Group leader allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 62\u003C\u002Ffont>\u003C\u002Ffont>\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;\">An employee who regularly performs team leader duties specified in a separate employer's instruction \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled to a salary supplement equivalent to 10% of the basic salary, based on the employer's written order \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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Special remuneration for work other than technological staffing\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">63.§1\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Special reward for official testimony\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">63\u002FA.§\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If the employee's testimony before the authority takes place - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for reasons within the employer's sphere of interest - on his weekly rest day (rest time), day off or during his vacation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, the employee is entitled to a special remuneration of 8,000 HUF\u002Fday.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1 If the provisions set out in points 1.1-1.2 of Annex 9, valid until 31 December 2020, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are not extended, then from 1 January 2021, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">text of the Collective Agreement in force immediately prior to 1 August 2019 will be in force and applicable with regard to Section 63 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">44\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Time spent taking evidence and traveling is not considered working time.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Connection surcharge \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 63\u002FB\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;\">If a wagon inspector, vehicle mechanic or employee providing a towing service \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">has connected or disconnected railway vehicles, or has physically \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">assisted in doing so, he is entitled to a supplement of HUF 400 per connection.   There is no connection supplement if the connection activity only \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">included connecting or disconnecting \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">electric and\u002For remote control cables, or \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for vehicle connections carried out within the maintenance site.  \u003C\u002Ffont>\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;\">COST REIMBURSEMENTS\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Reimbursement of expenses of employees performing domestic official missions\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 64\u003C\u002Ffont>\u003C\u002Ffont>\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;\">1. A daily allowance of HUF 500 shall be paid to cover \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the additional costs of food for an employee on a secondment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. 2. The daily allowance referred to in point 1 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be paid by \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">working days or shifts based on the working time schedule . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. The daily allowance shall also be paid if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the total duration of the secondments within one working day (shift) reaches 6 hours. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. In the case of a permanent (uninterrupted) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">secondment outside the area of ​​the home regional center of at least five working days, the employee is entitled to the following \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">cost reimbursement in addition to the amount specified in point 1:   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- HUF 120\u002Fshift for up to 44 working days \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- HUF 230\u002Fshift for over 44 working days. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employee is not entitled to the amount referred to in this point if he\u002Fshe \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is participating in a residential (day-time) course or receives a daily allowance based on a special instruction. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. If the travel time calculated in accordance with Section 105(7) of Act XXII of 1992 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">falls outside the working time according to the employee’s working time schedule, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employee shall be entitled to basic salary for the travel time – with the exception of those employed in a flexible working time schedule. Travel \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">time shall be calculated separately for each calendar day. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. The different rules applicable to employees employed in a scheduled travelling work schedule (tractor travelling) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 10 to the KSz. The different rules applicable to employees employed in regional \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">vehicle insurance directorates and railway vehicle repair organisations \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 11 to the KSz.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\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>\u003Cbr> \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>\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>\u003Cbr> \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>\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;\">Reimbursement of travel expenses related to commuting to work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 65\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. For the employee, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">reimbursement of the cost of commuting to work using his own vehicle as stipulated in the Act on Personal Income Tax\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">45\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The same amount of reimbursement is payable if \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) there \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is no public transport between the employee's permanent or temporary place of residence and his\u002Fher workplace,   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci> \u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">due to the employee's working hours, he\u002Fshe cannot use public transport or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">would only be able to use it with a disproportionately long waiting time. The \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">disproportionate waiting time can be determined based on an examination of the employee's personal, family and other circumstances \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, but a waiting time exceeding the time required to travel or exceeding two hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is in any case considered disproportionately long,   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) the employee is unable to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">use public transport due to his\u002Fher mobility impairment. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A disabled employee is also entitled to reimbursement of expenses when commuting to work within the administrative border \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, if he\u002Fshe is unable to use public transport. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Otherwise, in accordance with Government Decree 39\u002F2010. (II.26.) The relevant provisions of the decree shall apply \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. 2. In the case of ticket inspectors, head ticket inspectors, chief inspectors, on-board ticket inspectors, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">carriage inspectors, line shunting drivers (Balatonfenyves GV), and personal cashiers who \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">cannot use public transport \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for the first train or the last train, as well as for the related cashier opening hours, a reimbursement of 28 HUF\u002Fkm for the use of a private car may be granted \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in the decision-making procedure specified in the relevant instruction - with individual assessment for each employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. The different rules applicable to employees employed in a directed travelling work order (tractor travelling) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are contained in Annex 10 to 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> \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;\">WAGE PROTECTION\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Salary advance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 66\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A wage advance may be granted upon request by an employee with at least 6 months of employment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. An \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee who has received a study scholarship from the employer and has established a first employment relationship may be granted a wage advance upon request after starting work. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The upper limit of the wage advance – taking into account the employee’s net wage and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">deductions from his wage – is HUF 240,000, with a repayment period of up to six months. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The wage advance may only be granted if and in such an amount that the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">total amount of the refunds and other obligations from the employee’s wage established for one month \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">does not exceed the deduction rate established by law. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer and the works council (works representative) jointly decide on the granting of the wage advance \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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Provisions relating to the payment of wages \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 67\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee's salary is paid once a month in arrears, by the 10th day following the month in question.\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">46\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be transferred to the financial institution account specified by the employee in advance in such a way \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">that the employee can dispose of his\u002Fher wages on the specified day at the latest. Wage payments at a time other than the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">wage payment day \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">can only be made in the event of payment of the advance wage and termination of the employment relationship.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Calculation of absence fee\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 68\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If, based on the provisions of the employment relationship rule or the agreement of the parties, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee is entitled to an absence pay for the absence from work, it \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be determined – in contrast to the provisions of the Employment Act – as follows: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) If the employee has a working time schedule for the duration of the absence \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, the employee shall be entitled to the basic wage for one hour \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(§ 26, point 3 of the Employment Act) as an absence pay for one hour and – if, during the period of exemption from work, he would have been entitled \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to a shift supplement (§ 54 of the Employment Act) or a night supplement (§ 55 of the Employment Act) based on the relevant working time schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– he shall also be entitled to the wage supplements listed above calculated for one hour. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) If the employee does not have a working time schedule valid for the duration of the absence \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, the employee's hourly absence pay shall be determined as the sum of the basic wage payable for one hour ( \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 26, Section 3 of the Employment Act) and the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">wage supplements payable for one hour as determined in accordance with Sections (1)-(5) of the Employment Act. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the application of this subparagraph, the employee does not have a working time schedule valid for the duration of the absence \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">if he is not obliged to work based on a rule relating to the employment relationship or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">an agreement between the parties.\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">47\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\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;\">CHAPTER 6\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">NON-SALARY REMUNERATION SYSTEM OF MÁV-START Zrt.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">I. BENEFITS ACCORDING TO SUBJECT RIGHTS\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Insurance services \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 69\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The employer undertakes to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">provide services in accordance with Section 77 of the KSz in the event of an accident at work to the employee. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The employer also provides services for the benefit of the employee in the event of a death not due to an accident at work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, the amount of which is HUF 750,000. This amount will be \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">paid to the heir (beneficiary). \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. The employer is obliged to make the list of services available to the trade unions annually, together with the related procedure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, and to publish it annually in the MÁV-START Newsletter , and, if insurance is taken out, the draft contract must be \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">submitted to the trade unions for \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">prior opinion. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. The employer or the insurer acting on its behalf shall fulfill its payment obligation set out in points 1 and 2 within 30 days of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">becoming aware of the event and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">submitting the necessary documents.\u003C\u002Ffont>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Subsidies due to the right of the subject   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">69\u002FA.§\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;\">1. If the employee does not fall under any of the exclusion or reduction conditions specified in this Section \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, he\u002Fshe is entitled to a SZÉP Card hospitality sub-account benefit in the net amount of HUF 92,900 in 2020. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employee does not have an OTP, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">K&H, or MKB SZÉP card, the condition for entitlement is that the SZÉP Card application \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">form \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is submitted to the customer service of the MÁV Szolgáltató Központ Zrt. Human \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Services organization by November 30, 2020 at the latest. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If the employee's employment relationship is established or terminated during the year, the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employee is entitled to the benefit under point 1 in proportion to the calendar days falling within the period of entitlement, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and in the case of part-time employees, in proportion to the working hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. In the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">case of an employee who is in the statistical register on 31 March 2020 and meets the eligibility conditions specified in point 1 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, the transfer to the sub-account will be made in one lump sum by 30 April 2020. In the case of an employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">who enters into an employment relationship after 31 March 2020 or \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">meets the eligibility conditions, the transfer to the sub-account \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">will be made no later than the last day of the month following the given calendar quarter, and by 15 December for the fourth quarter. 4. Contrary to the provisions of point 1 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, an employee who takes unpaid leave for the purpose of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">caring for or looking after his or her child at home during the entire calendar year \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled to the SZÉP Card hospitality benefit in the net value of HUF 20,000, for which the transfer\u003C\u002Ffont>\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>\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>\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>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">48\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">takes place in November. In this case, however, the employee is not entitled to the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employee Loyalty Benefit amount under   Section 72. 5. If the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">does not take unpaid leave for the entire calendar year \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for the purpose of caring for or looking after his\u002Fher child at home , \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">he\u002Fshe is only entitled to the remuneration under Section 4 pro rata for calendar days.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In this case, however, for the rest of the calendar year - \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">not affected by unpaid leave for the purpose of caring for or looking after his\u002Fher child at home - the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employee is entitled to the Employee Loyalty Benefit \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">amount calculated pro rata for the time, as provided for in Section 72. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. If the employee takes unpaid leave not mentioned in Sections 4-5 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, he\u002Fshe is not entitled to the benefit under Section 1 from the first day of unpaid leave \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">7. The employee is also entitled to the benefit under Section 1 for the duration of the probationary period. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">8. An employee participating in the MÁV-ÉVEK program \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled to the benefit under point 1 during the first 90 days of the program. If the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">participated in the MÁV-ESÉLY program before the MÁV-ÉVEK program, the benefit \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be reduced by the benefit paid for the months actually spent in the MÁV-ESÉLY program.\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> \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>\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>\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;\">Clothing supply \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 70\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The rules for providing employees with clothing are contained in Annex 4 of the Collective Agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(Clothing Regulations of MÁV-START Zrt.).\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fdiv>\u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">II. BENEFITS RELATED TO EXTRAORDINARY LIFE SITUATIONS\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Benefits related to extraordinary life situations \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 71\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall provide a budget of HUF 3,300\u002Femployee for benefits related to extraordinary life situations. 2. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In cases deserving special consideration, social assistance may be provided to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employees who find themselves in extraordinary life situations or are in need due to their social situation . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. An employee who buries a direct relative or spouse may – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">based on the joint consideration and decision of the employer and the works council –    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be granted a funeral allowance not exceeding HUF 60,000.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The funeral allowance may be paid by simultaneously attaching a copy of the death certificate and the funeral invoice issued in the applicant’s name \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, as well as a copy of a document proving the degree of kinship \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\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>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">49\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">III. EMPLOYEE LOYALTY BENEFIT\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employee loyalty reward \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 72\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The benefit under this Section is entitled to a full-time, full-time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee in the statistical staff, whose employment relationship – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">under the conditions set out in this Section – has existed continuously between 1 December of the year preceding the payment and 30 November of the current year \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(settlement period). The amount of the benefit in 2020 is \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">HUF 350,000 gross, which is paid in December, in monthly payments. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. Furthermore, the employee who established an employment relationship \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">after the first day of December of the year preceding the payment, but no later than the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">last day of October of the current year, which continues to exist continuously on the last \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">day of November of the current year, is also \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">entitled   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the benefit under this Section pro rata temporis. 4. The employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled to benefits under this Section   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for the calendar days spent in employment during the accounting period , as follows.\u003C\u002Ffont>\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>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- If the duration of unpaid leave does not exceed 30 days, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">this period is considered qualifying time. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">However, the entire duration of uninterrupted unpaid leave exceeding 30 days is not considered qualifying \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">time.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- An employee who has been on an uninterrupted disability list for more than 90 days \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is not entitled to the pro-rata benefit from the 91st day, unless \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employee was placed on disability list due to an accident at 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;\">- If the employee does not spend \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">at least 30 consecutive days in the work force \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">between the periods of two or more periods of incapacity for work, then the periods of incapacity for work – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with the exception of work accidents – must be added together and if the combined period of two or more periods of incapacity for \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">work reaches 91 days, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the part exceeding 90 days of the period calculated in accordance with the above \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be disregarded when calculating entitlement.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may deviate from the application of the above rule, if there is a justifiable reason, if the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee actually works between the periods of two or more periods of incapacity for \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">work. However, actual work does not include \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the duration of vacation and downtime.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- In the case of an employee who is absent without justification, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">number of calendar days spent in employment must be reduced by the number of days spent absent without justification.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- In the case of employees entering or returning from the legal workforce, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">number of calendar days spent in employment must be reduced by the number of days spent in the legal workforce \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">50\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. An employee who, during the accounting period,  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a. the employment relationship has ended, or  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b. is serving his\u002Fher notice period, or  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is exempted from the obligation to work in connection with the termination of his employment relationship.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6. However, an employee who is entitled to a pro rata share of the benefit,  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a. whose employment relationship is terminated by the employer pursuant to Section 64(1)(b) of the Employment Act \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, for reasons related to the employer's operations or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">based on health incapacity,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b. whose employment relationship is terminated   by \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">mutual agreement pursuant to Section 64 (1) a) of the Labour Code \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">or by notice of termination by the employer or employee pursuant to point b) thereof , due to the fact that\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;\">⎯ is considered a pensioner according to Section 294(1)(g) of the Civil Code or\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">⎯ became entitled to early retirement benefits in accordance with Act CLXVII of 2011 on \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the abolition of early retirement pensions, early retirement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">benefits and service benefits .\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. who participates in the MÁV-ÉVEK and MÁV-ESÉLY programs, provided that in their case \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the number of calendar days spent in employment must be reduced by the number of days spent in the MÁV-ÉVEK or MÁV- \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ESÉLY programs.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Bodies exercising the right to decide together \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">with the employer on certain fringe benefits\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 73\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the awarding of benefits falling within the scope of Section 263 of the Labour Code, the works council \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(works representative) exercises the right of co-decision 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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">51\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \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;\">CHAPTER 7 ADVERSE \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">LEGAL CONSEQUENCES, AND   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">EMPLOYEES' COMPENSATION LIABILITY RULE\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Adverse \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">legal consequences applicable in the event of breach of an obligation arising from the employment relationship\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 74\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The following adverse legal consequences may be applied to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">an employee who culpably breaches his\u002Fher obligations arising from his\u002Fher employment relationship \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– in proportion to the gravity of the breach and taking into account the principle of gradualness : \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a) disciplinary action, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">b) financial disadvantage affecting wages, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">c) temporary transfer to another job, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">d) temporary transfer to another place of work, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">e) temporary transfer to another job and another place of work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. The adverse legal consequences applied pursuant to point 1 – regardless of their \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">actual implementation period – may and must be recorded within the general labor law limitation period from the date of entry into force \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">– for 3 years pursuant to Section 286 (1) of the Labor Code.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. The disciplinary action [1. a)], \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employer expresses its disapproval towards the employee who culpably violates his\u002Fher obligation arising from the employment relationship \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and at the same time calls on the employee concerned to refrain from \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">culpably violating his\u002Fher obligation arising from the employment relationship in the future.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. In the case of the application of the financial disadvantage affecting the wage [1. b)], its extent \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be determined in a specific HUF amount as follows. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The application period of the financial disadvantage affecting the wage may extend for at least one and a maximum of five months \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, provided that the specific HUF amount established for one month may not exceed \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">20% of the employee’s basic wage applicable at the time of establishing the legal consequence. The legal consequence establishing the financial disadvantage may not exceed \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the amount of the employee’s basic wage applicable at the time of establishing the legal consequence \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in total . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. Temporary transfer to another job [1. c)] may only \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be made to a position for which the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is deemed suitable in all prescribed respects (health, professional suitability, etc.) prior to the actual filling of the position. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The application period of temporary transfer to another position \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may extend for at least one and at most five months. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In the event of temporary transfer to another position, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employee’s basic salary for the duration of the implementation shall be determined by applying the basic salary valid for the position to be filled \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, however, the amount of financial disadvantage suffered by the employee in terms of salary \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">during the implementation may not exceed \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the amount of one month’s basic salary applicable at the time of establishing the legal consequence. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. Application of temporary transfer to another place of work [1. d)]\u003C\u002Ffont>\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>\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>\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>\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>\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>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event that the employee is working at a place other than the one specified in his\u002Fher employment contract,\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">52\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be obliged to perform work at the place of work. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The period of application of the temporary transfer to another place of work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may extend for at least one and at most five months. The place of work may only \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be determined as the place of work (service) under \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the control of the employee's employer . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">By applying this adverse legal consequence, the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may not suffer any financial disadvantage affecting his\u002Fher basic salary, not including \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">any potential loss of earnings resulting from changes in the shift allowance and other remuneration titles applicable at the designated place of work. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">7. In the case of application of [point 1. e)] of temporary transfer to another job and another place of work, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the provisions of points 5 and 6 shall be taken into account together. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">However, in the case of application of this adverse legal consequence, the employee's basic salary \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be determined in accordance with the provisions of point 5, and in view of this, the last sentence of point 6 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall not be applicable. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">8. The adverse legal consequence also resulting in financial disadvantage affecting the salary [point 1. b), c) and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">e)] shall not affect the employee’s \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">entitlement to the mandatory minimum wage (minimum wage) specified in the law. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">9. In the event of a culpable breach of an employee’s obligation arising from the employment relationship, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the adverse legal consequence imposed on the basis of this Section shall not affect or exclude the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employee’s potential liability for damages. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">10. The adverse legal consequence shall be established by a reasoned written decision. The \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">decision shall contain information on the method and deadline for legal remedies [Mt. 287.§ (1) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">c)] ​​and that an action filed against a decision \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">has a suspensive effect on the enforcement of the adverse legal consequence. 11. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The enforcement of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the adverse legal consequence imposed on the basis of subparagraphs b)-e) of point 1 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be suspended by the person exercising the employer's authority for a probationary period of up to one year, taking into account \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the gravity of the act and the personal and family circumstances of the employee who has culpably breached his\u002Fher obligations arising from the employment relationship . If during the probationary period the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employee concerned does not commit another culpable breach of obligation for which \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a detrimental legal consequence is repeatedly applied against him\u002Fher, the detrimental legal consequence \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">does not have to be implemented. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">However, if during the probationary period a new detrimental legal consequence is imposed on him\u002Fher, the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">suspended detrimental legal consequence must also be implemented. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">12. The person exercising the employer's authority shall, in the event of the adverse legal consequence specified in subparagraphs b)-e) of point 1,\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>\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>\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>\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>\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>\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>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may exempt the employee from further enforcement of a legal consequence if, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in its opinion, the employee deserves it based on his\u002Fher work and the purpose of the measure has already \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">been achieved, provided that at least half of the enforcement of the imposed measure has elapsed.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\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>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 75\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. An employee shall be obliged to compensate for damage caused by a culpable breach of his obligations arising from the employment relationship \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, if he did not act as would generally \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be expected in the given situation. The employee may be punished – subject to the exceptions regulated in this Section – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">up to an amount corresponding to his absence pay for three months.  \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">53\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. A person who has caused the damage \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">by: a) exercising the employer's authority, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) exercising the authority of a manager of an organizational unit, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) within one year by the same culpable breach of obligation, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) committing a legally binding violation, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e) by a legally binding negligent breach of obligation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. If the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">causes the damage by intentionally or grossly negligently breaching his obligation, he may also be required to compensate the entire damage. [Mt. § 179 (3) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">]   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. The employer may enforce his claim for damages against the employee by means of a payment order , if the claim \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">does not exceed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">three times the mandatory minimum wage (minimum wage) . If the amount of the compensation exceeds this amount - \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in the absence of an agreement between the parties - the employer may enforce his claim before the court within the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">general limitation period [Mt. [Article 286(1)] within.\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>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Liability for inventory shortages \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(Articles 182-188 of the Civil Code)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 76\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The rules of liability for inventory shortages are regulated by Sections 182-188 of the Labour Code and the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employer's instructions.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The range of materials for which distribution losses can be accounted for, as well as their \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">extent and method, are contained in Annex 2.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer's obligation to pay compensation   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the event of an accident at work to an employee\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 77\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. If the employee dies, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">becomes disabled, suffers partial health damage or becomes ill and is unable to work as a result of an accident at work (hereinafter referred to as: accident), the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall pay the following compensation amounts   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to him or his heir(s) – in addition to the provisions of Sections 166–178 of the Labour Code : \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a) in the case of death resulting from an accident, HUF 1,500,000 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">b)    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in the case of complete (100%) disability resulting from an accident, HUF 2,500,000 c) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in the case of continuous (uninterrupted) illness    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">resulting from an accident,   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">HUF 35,000 for at least twenty working days\u003C\u002Ffont>\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>\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;\">- for at least thirty working days 35,000,- HUF (additional) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- for at least forty working days 35,000,- HUF (additional)  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee is entitled to compensation. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The deceased employee's dependent child(ren) up to 15 years of age - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">or up to 24 years of age if continuing school - who is dependent on the employee's own household is entitled to the status of heir.\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">54\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In addition to the amount due, an additional amount specified in point a) is payable per child. 2. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The provisions of Section 87, Section 3, of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Act XCIII of 1993 on Occupational Safety and Health shall apply to the definition of an occupational accident . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. In the case of total (100%) health impairment resulting from an accident [(disability), the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">amount specified in 1. b)] shall apply.   In the case of permanent partial health impairment resulting from an accident \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, the employee shall be entitled to the proportion of the amount determined \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for 100% health impairment (disability) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">according to the health impairment as follows: \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Separately, itemized measures \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">of health impairment of body parts and sensory organs :\u003C\u002Ffont>\u003C\u002Fb>\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>\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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the proportion of the amount according to point 1. b) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">:  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">complete loss or complete \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">inability to use an arm from the shoulder joint\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">70 %\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;\">complete loss or complete inability to use \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">an arm above the elbow joint\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">65 %\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">one arm below the elbow joint, or complete \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">loss or complete inability to use one hand\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">60 %\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">complete loss or complete \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">inability to use one thumb\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>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">complete loss or complete \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">incapacity of one index finger\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">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;\">complete loss or complete incapacity \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of any other finger\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Loss or complete \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">inability to function in one thigh at the hip joint\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">70 %\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">partial amputation of one thigh or complete \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">inoperability of the knee joint\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">60 %\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">partial amputation of one leg 50% \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">loss or complete \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">incapacity of one ankle joint\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;\">loss or complete \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">loss of function of one of the big toes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5%\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;\">loss or complete incapacity \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of any other toe\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">total loss of vision in both eyes 100% \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">total loss of vision in one eye 35% \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">total loss of vision in one eye if \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employee has already \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">lost   vision in the other eye\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">65 %\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">total loss of hearing in both ears 60% \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">total loss of hearing in one ear 15% \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">total loss of hearing in one ear if \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employee has already \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">lost hearing in the other ear\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">45 %\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">complete loss of sense of smell 10% \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">complete loss of sense of taste 5%\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">55\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. The degree of permanent health impairment caused by the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">accident must be determined immediately. If \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">it is not possible to determine this within six months – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">based on the opinion of the occupational health specialist – an advance payment of at least 50% must be paid to the employee . The degree of health impairment \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be definitively determined within two years from the occurrence of the cause, and the advance payment must be supplemented to the full amount. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. An employee is not entitled to compensation under this Section if the accident \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">was caused by or in connection with a crime or violation committed intentionally by the employee.\u003C\u002Ffont>\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>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- in   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">connection with a state of intoxication or drug intoxication, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- while driving a railway or road vehicle without a license or while intoxicated (drug intoxication)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">occurred. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6. Furthermore, the employee is not entitled to compensation even if the employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is exempt from liability for compensation under the Employment Act.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Conditions for the employer's financial liability \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for objects brought into the workplace\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 78\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The employee is obliged to place the things brought to the workplace – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with the exception of the usual clothing and personal equipment items carried with him during work – in the storage room or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">changing room. If the thing brought to the workplace is of a higher value than usual, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employee is obliged to report it to the person designated by the head of the place of work before placing it \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, and must comply with his instructions regarding the method of placement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. In the absence of a storage room or changing room – in addition to the usual clothing and personal equipment items necessary for going to work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– no other things may be brought to the workplace.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Enactment and miscellaneous provisions \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 79\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The Collective Agreement shall enter into force on 1 March 2010. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The parties signing the Collective Agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall consider the Collective Agreement to have been published on the date specified in point 1. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. The parties concluding the agreement agree that any party is entitled to initiate \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a joint interpretation of any provision of the Collective Agreement in writing, by stating its position \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. Neither party may reject a negotiation offer for a joint interpretation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The published joint interpretations shall form part of the Collective Agreement. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. Pursuant to point 3 of Section 4 of the Collective Agreement, the nullity of any provision set out in a local appendix that conflicts with individual sections of the Collective Agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be taken into account ex officio. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. MÁV-START Zrt operates an Equal Opportunities Committee on a parity basis. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6. MÁV-START Zrt and the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">trade unions concluding the Collective Agreement conclude a separate agreement annually on the benefits provided to railway pensioners.\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">56\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7. The parties to the contract undertake to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">regularly review the annexes to the Collective Agreement annually. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8. The parties undertake to review the local appendices and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to amend them \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">if necessary due to the provisions of the Collective Agreement effective from 1 October 2012. 9. If the Hungarian \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">State Railways Ltd. and the trade unions \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">agree on a higher remuneration than the relevant statutory provisions \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">regarding the remuneration for work on public holidays , the Parties shall accept it as binding on themselves and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall amend the Collective Agreement accordingly. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The latest amendment to the Collective Agreement, incorporated in this consolidated structure, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">was signed in Budapest \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">on 27 February 2018\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> as the contracting party by: Trade unions: Employer: \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">László Sulyok sk András Csépke \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">sk\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Free Trade Union of Engineers and Technicians MÁV-START Zrt \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Imre Fridrich sk\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> Railway Workers' Trade Union \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Balázs Bárány sk\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> VDSZSZ Solidarity \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Agrees to the Collective Agreement: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">László Kicska sk \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Machinists' Trade Union \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">László Kiss sk \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Locomotive Drivers' Trade Union \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Dr József Laboda sk \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Railway Workers' Trade Union \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">János Hankó sk \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Independent Federation of Railway Workers' Trade Unions\u003C\u002Ffont>\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>\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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr> \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> \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>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">57\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 1 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the Collective Agreement of MÁV-START Zrt. Special \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">rules \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for employees performing certain activities harmful to health\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> In order to exclude health damage or danger, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">an employee performing activities harmful to health may only perform activities harmful to health within daily working hours - unless otherwise provided by law - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for such a period that \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the load related to the full working time does not exceed the permissible health limit value. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For permissible loads , \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">limits and restrictions specified in - Decree 50\u002F1999.(XI.3.) EüM for workplaces with screens \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- Decree \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">25\u002F2000 (IX.30.) EüM- \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">       SZCSM Joint Decree on Chemical Safety of Workplaces with regard to Hazardous Substances \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- Decree 22\u002F2005.(VI.24.) EüM for employees exposed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to vibration - Decree 66\u002F2005.EüM and MSZ \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">18151\u002F2 for employees exposed to noise, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- Decree 3\u002F2002.(II.8.) SzCsM-EüM \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and MSZ 21875 for work performed in cold or hot environments \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be taken into account. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Working conditions that are harmful to health are considered to be particularly dangerous if the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">risks cannot be reduced by appropriate measures or the use of personal protective equipment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employee has multiple employment relationships, the employee's \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">combined (total) daily working hours spent in working conditions that are harmful to health may not \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">exceed the permitted duration. The employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is obliged to cooperate in determining the exposure durations.    The employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must keep a record \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of those working in working conditions that are harmful to health and the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">applied work organization system in the Local Appendix to the Collective Agreement . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Working conditions that are harmful to health must be determined by risk assessment in accordance with the Occupational Safety and Health Regulations of MÁV-START Zrt. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In a cold working environment, the provisions of Section 7 of Decree 3\u002F2002.(II.8.) SzCsM-EüM and the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Occupational Safety and Health Regulations of MÁV-START Zrt. must be complied with. The place (method) suitable for spending the rest periods specified in the regulation must be specified in \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the Local Appendix to the Collective Agreement \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. The Local Annex of the organizational unit may also \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">define restrictions \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for other loads based on a risk assessment .\u003C\u002Ffont>\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>\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>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">58\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 1\u002FA \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the Collective Agreement of MÁV-START Zrt. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work organization measures for work performed in cold environments\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 1. Long-term work performed in an environment classified as cold, if the average daily temperature in outdoor workplaces \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">does not reach \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">+4 C° or +10 C° in indoor workplaces for 50% of the working time , for a period of at least 4 hours. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In the case of long-term work performed in an environment classified as cold, a 5-10 minute rest period must \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be provided. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. For the average daily temperature, the average temperature value for 24 hours must \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be taken into account based on meteorological forecasts. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3 For long-term work performed in an environment classified as cold according to point 1, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">at least 5 minutes must be provided per hour in the case of an average daily temperature above 0 C°, and at least 10 minutes must be provided per hour in the case of an average daily temperature below 0 C° \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The rest period does not include \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the time spent approaching the warm-up room or returning to the workplace from there. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. The rest period referred to in point 3 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be granted within working hours for all affected employees. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. Rest periods must be provided hourly. In exceptional and justified cases – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">rescue, accident prevention – rest periods may be combined. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. The employee must be able \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to spend the rest period in favourable climatic conditions. A closed room \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">with a temperature of at least 20 C°, or a heated road or railway vehicle, shall be considered favourable climatic conditions. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">7. In the case of those performing single-person work, where it is not possible to spend the rest period in a warm working environment under any circumstances \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">(e.g. line entrance), the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employee must be provided with a thermos bottle (thermos) to keep the protective drink warm. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">8. An interruption of outdoor work is considered a rest period if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employee can stay in favorable climatic conditions during the interruption. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">9. For the duration of work performed in an environment classified as cold, employees \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be provided with protective clothing and protective drinks in accordance with the Local Appendixes to the MVSz . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">10. Exceptional work in a cold working environment cannot be ordered, except \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in the case of preventing and eliminating an accident, natural disaster, or serious damage. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">11. The local procedure for granting rest periods shall be regulated in the Local Appendix to 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> \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>\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>\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>\u003Cbr> \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>\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>\u003Cbr> \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>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">59\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex I\u002FB \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the Collective Agreement of MÁV-START Zrt. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work organization measures for work in hot environments \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Employees performing long-term outdoor work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be provided with an hourly rest period for this period if the average temperature \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">between 11 and 16 hours exceeds 30 °C in the case of moderately difficult physical work and 29 °C in the case of difficult physical work . \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">2.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> The forecast of the meteorological service must be taken into account as the average temperature. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">3.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> Work organization measures must be applied, as far as possible, which \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">enable earlier starting of working hours or \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">reduce working outdoors after 11 o'clock. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> If the average temperature exceeds the limit value according to point 1, the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">amount of rest period is: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Physical work Limit value \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Co up to Min Co\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">over \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Minute\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Moderately \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">difficult\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">33 10 33 20\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Heavy 32 10 32 20 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Rest periods must be provided hourly. If this cannot \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be provided for technological reasons, rest periods of up to two hours may be combined. In exceptional and justified cases – rescue, accident prevention – rest periods \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be combined beyond the above, taking into account \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the consequences and possibilities . \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">6.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> It must be ensured that employees \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">can spend their rest periods in a place protected from the scorching sun, in the shade. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">7.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> For the period between 11 am and 4 pm – if the average temperature exceeds the less favourable limit value according to point 4 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">– extraordinary work may not be ordered, except \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in the case of preventing and remedying accidents, natural disasters or serious damage. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">8.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> Rest periods according to point 4 must also be provided for work performed in the interior of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">railway vehicles stored outdoors or brought from outdoors to enclosed spaces (warmed up) . \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">9.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> During the period of work performed in a hot environment, employees \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be provided with drinking water at the appropriate temperature in the required quantity. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">10.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> The local procedure for granting rest periods shall be regulated in the Local Appendix to the KSz.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">60\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 2 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the Collective Agreement of MÁV-START Zrt.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Distribution loss standards\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Group\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">​\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Item number from– \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Description \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Distribution loss \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">%\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>   \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for a \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">month\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">October 1st – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">March 31st\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">April 1st – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">September 30th\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">105 -… Coal     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">106 -… Industrial and domestic (industrial briquettes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">except for the following individual item numbers, for which)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">0.042   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">105 -556 Pécs sludge coal     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-771 Várpalota briquettes     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-772 Dorog briquettes     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-773 -776 Tata briquettes     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-777 Mecsek briquettes 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-926 -930 Coke     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-971 -978 Firewood     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-981 -993 Waste wood     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">106 -801 -806 Household coke 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-901 -904 Household firewood     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   January 2.3    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   February 3.-    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   March 4.- April 5.-    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">   May 5.3    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">   June    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">   4.9    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">   July 4.- August 3.-    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">   September    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">   1.4    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">   October 1.-    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">   November 0.6    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">   December 0.4    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">107 -006 -051 Motor gasoline 0.042 0.050 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-061 -078 Special gasoline 0.042 0.050 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-086 -093 White spirit 0.033 0.050 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-101 -103 Kerosene 0.025 0.035 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-120 Premium gasoline 0.042 0.050 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-121 -135 Diesel oil 0.017 0.025 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-140 -141 Diesel oil 0.017 0.025 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-151 -153 Fuel oil 0.017 0.025 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-171 -177 Heating oil 0.017    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-201 -213 Bitumen 0.017    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-301 -317 Engine oils 0.008    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-451 -454 Gear oil 0.008 0.017\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">61\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Group\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">​\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Item number from– \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Description \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Distribution loss \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">%\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>   \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for a \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">month\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">October 1st – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">March 31st\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">April 1st – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">September 30th\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-641 -647 Watch oils 0.008    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-661 -665 Axle oils 0.008    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-851 -999 Greases and vaselines 0.033 0.042 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">108 -001 -260 Engine oils 0.008    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-261 -340 Gear oils 0.008 0.017 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-401 -413 Spindle oil 0.017    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-437 -447 Engine oil 0.008 0.017 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-471 -484 Engine oil 0.008 0.017 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-501 -521 Lubricating oils 0.008    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-523 Engine oil 0.008    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-541 Lubricating oil 0.008    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-542 -547 Engine oil 0.008 0.017 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-576 -603 Hydraulic oil 0.008 0.017 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">108 -621 -635 Compressor oil 0.008 0.017 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-651 -655 Cylinder oils 0.008    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-671 -675 Transformer oil 0.017    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-727 Fuel oil 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-729 -730 Used oil 0.017    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-821 Benzene 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">109 -001 -016 Engine oil 0.008    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-018       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-020 -028 Engine oil 0.008    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-031       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-061       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-081       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-085 -086 Engine oil 0.008    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-008 -118 Engine oil 0.008    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-203       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-208       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-210 -300 Gear oil 0.008 0.017 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-301 Hydraulics oil 0.008 0.017 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-401 -420 Engine oil 0.008 0.017 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">306 -501 Special synthetic resin 0.008    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-502 Bp. paste 0.017    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-521 Araldite AW 134 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-522 Marter HV 994 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">925 -011 Bentonite prepared (ground) 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-012 Bentonite prepared (soda) 0.010 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-016 Stone dust (classified) 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-102 -123 Gravel 0.108    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-124 -125 Raw sand 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-126 Classified sand 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-129 -131 Sand, coarse quartz (locomotive) 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-133 -153 Sand, synthetic 0.083   \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">62\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Group\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">​\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Item number from– \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Description \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Distribution loss \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">%\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>   \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for a \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">month\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">October 1st – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">March 31st\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">April 1st – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">September 30th\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-180 -199 Cement 0.017    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-200 -202 Lime lumps 0.033    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-205 -206 Slaked lime 0.033    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-207 -209 Gypsum 0.017    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">936 -090 Polishing cloth, instrument cloth 0.166    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-091 -093 Cleaning cloth 0.166    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-110 -112 Machine cleaning cotton 0.166    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-240 -258 Cut hemp rope 0.166    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-430 -438 Binding twine 0.020    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-611 Hemp tow 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-612 Hemp (combed, combed) 0.166    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">944 -731 -732 Bonobit “H” 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">945 -001 Acetone 0.125    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-026 Ammonium hydrogen phosphate 0.017    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-145 Naphthalene 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-147 Borax 0.067    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-150 Boric acid 0.025    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-156 Sodium bitrite 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">945 -312 -318 Sulfuric acid 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-320 Nitric acid 0.025    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-400 -401 Carbide 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-445 Snow and ice remover 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-450 -451 Antifreeze 0.045    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-480 Glycerin 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-496 Nickel sulfate 0.017    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-512 Prevent cleaner 0.020    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-570 -574 Water glass solution 0.085    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">946 -131 -132 Spirits (96% by weight) 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-205 Starch (marine) 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-206 Starch (potato) 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-241 -242 Rapeseed oil 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-243 Linseed oil 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-312 -314 Copper sulphate 0.033    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-322 Iron gall 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-537 Wood tar 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-602 Peat bran 0.581    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">947 -086 Graphite (ground) 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-087 Graphite (flakes) 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-122 Walnut wood stain 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-128 Denatured alcohol 0.025    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-146 Shellac 0.008    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-155 -156 Pine rosin 0.083    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-158 -171      \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-186 Synthetic resin 0.008   \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">63\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Group\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">​\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Item number from– \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Description \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Distribution loss \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">%\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>   \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for a \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">month\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">October 1st – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">March 31st\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">April 1st – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">September 30th\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-200 Tallow 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-210 Paraffin 0.017    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-240 -242 Cold gum 0.083    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-243    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Bone gum    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">0.042 -244 Leather gum 0.017    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-250 Beeswax 0.017 -251 Montan wax 0.017    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">948 -008 Liquid soap 0.042    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-011 Lubricating soap 0.083    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-351 Ammonia alcohol 0.025    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-370 Chlorinated lime 0.020    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-867 Ferrolux detergent 0.095    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-868 Evilux detergent 0.090    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">949 -004 Vienna white powder 0.017    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-005 Mountain chalk 0.025    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-031 Lyptophon 0.017    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-032 Titanium oxide 0.017    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-036 -075 Powder paints (except: 044, 058) 0.017    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-106 Vliesin 0.017    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-201 -427 Oil paints (except: 293-296, 357) 0.042    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-293 -296 Minium 0.025    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-357 Rust inhibitor (in can) 0.100    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">-510 -836 Synthetic varnishes and enamels\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>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(except: 537) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">0.042   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">949 -837 -886 Thinners (oil and varnish paint) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(except: 856, 878)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">0.125   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-856 Neolux thinner 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-878 Turpentine 0.025    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-901 -935 Alcohol varnishes (except: 908) 0.042    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-943 -965 Plasters (except: 948, 949, 960) 0.017    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-968 -969 Super chromophag 0.010 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-937 Linseed oil 0.042   \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">64\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 3 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the Collective Agreement of MÁV-START Zrt.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Adverse legal consequences and workers' compensation liability  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">order of enforcement\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. DEFINITION OF TERMS\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>  \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 1.1. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Adverse legal consequence  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> An adverse legal consequence is a legal disadvantage \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">established in the event of a culpable breach of an obligation arising from the employment relationship based on a collective agreement – ​​proportional to the severity of the breach of obligation \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 employer is entitled to decide on its application \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">within the framework of the possibilities provided for in the relevant sections of the Labour Code and the Employment Contracts Act. In doing so, he or she freely \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">considers the committed culpable breach of obligation and its circumstances, and then \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">decides on the application of labour law sanctions accordingly. Only a \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">disadvantage related to the employment relationship, modifying its conditions for a fixed period, which does not violate the employee’s personal rights and human dignity may be established \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">as an adverse legal consequence \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. It may be imposed based on Section 56 of the Labour Code and Section 74 of the Employment Contracts Act, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">within the framework of this annex. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The application of a negative legal consequence – not including a disciplinary reprimand – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall result in temporary employment conditions that differ from those stipulated in the employment contract \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to the detriment of the employee. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Accordingly, the duration of the application of the negative legal consequence \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be determined in proportion to the misconduct committed, for a period of at least one but not more than five months. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">1.2. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Compensation\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> The employee shall be liable for damages for damage   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">caused by a culpable breach of his obligations arising from his employment relationship . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">However, damages shall not be compensated for damages whose occurrence \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">was not foreseeable at the time of the damage, or which were caused by the employer’s culpable conduct, or which \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">resulted from the employer’s failure to comply with its obligation to mitigate damages.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The enforceable extent of damages and the methods of enforcement \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are established by Sections 179 and 285 of the Employment Act, as well as Section 75 of the Employment Code.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The compensation due to the employee may be enforced before the court within the general limitation period under labor law \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">[Mt. § 285 (1)], however, the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may also enforce \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employer's claim for damages in an amount not exceeding three times the mandatory minimum wage (minimum wage) by means of a written payment demand within this period. [Mt. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">§ 285 (2)]\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>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\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> \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">65\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\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;\">2. PERSONS \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">PARTICIPATING IN THE DETERMINATION OF LEGAL CONSEQUENCES\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 2.1 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employer’s authority \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The application of labor law sanctions regulated in the Collective Agreement and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the enforcement of employer’s claims for damages are within the competence of the employer. The employer’s authority is exercised by the person who \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled or obliged to do so   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in relation to the employee according to the regulation on the exercise of employer’s authority. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2.2. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">The investigating officer\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> The employer’s authority shall act with the assistance of an investigating officer, if possible, in \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">order to establish the facts and ensure a uniform procedure . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employee concerned must be informed about the identity of the investigating officer.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The investigating officers shall be granted general authorisation within the operational area of ​​MÁV-START Zrt \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">All organizational units of the employer are obliged to facilitate the activities of the investigating commissioner \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and provide an expert opinion upon request. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The investigating commissioner \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall prepare an investigating commissioner report on the hearings conducted during the investigation and on other findings of the investigation for the employer’s authority.   \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">3. LIMITATION OF ACTION\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> The determination of adverse legal consequences \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is possible within 15 days from the date on which the employer’s authority became aware of the culpable breach of obligation, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the decision must be made within this period and delivered to the employee. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">A decision containing adverse legal consequences may not be made against the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">if one year has passed since the culpable breach of obligation was committed, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and in the case of a criminal offence, the statute of limitations has expired. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4. PROCEDURE FOR THE APPLICATION OF ADVERSE LEGAL CONSEQUENCES\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> 4.1. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Establishing the knowledge of the employer\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> The application of adverse legal consequences may take place if the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employer clearly and specifically became aware of the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">culpable breach of obligation by the employee concerned. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employer is responsible for proving beyond doubt \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">when he became aware of the culpable breach of obligation. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employer can become aware of the culpable breach of obligation committed by the employee in two basic ways \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- by personal observation within the framework of his own employment or control activities,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr>\u003C\u002Fb> \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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \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>\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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \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>\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>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">or   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- based on information received from another person or organization (inspection, report, etc.).\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">66\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Based on the above, the date on which the employer’s authority holder became aware of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the breach of obligation shall be taken into account as the date on which he personally noticed the breach of obligation or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">came into possession of demonstrably credible information about it from another person.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In this case – taking into account the available 15-day deadline – the employer’s \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">authority holder shall take measures to prepare his decision, as set out in point 4.3 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">However, if the employer’s authority holder did not become aware of the breach based on the information observed or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">received, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employer’s authority holder shall order a fact-finding investigation in order to establish the relevant facts and clarify the circumstances \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.2. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The fact-finding investigation\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Within the framework of the fact-finding investigation, an evidentiary procedure must be conducted – based on the requirement of proper legal practice \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– in the shortest possible time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in order to clarify all relevant circumstances that \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be of significance in relation to the employer’s knowledge of   the breach of obligation that has arisen. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">It must be noted that \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">no adverse legal consequence can be imposed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">beyond the one-year deadline (determined by the statute of limitations in the case of a criminal offence) from the occurrence of the cause-and-effect circumstance, regardless of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the time when the employer became aware of the matter. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The fact-finding investigation must be conducted – if possible – with the involvement of an investigating commissioner.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Those employees who may have been involved in the breach of obligation or who, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">based on the available preliminary information, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may otherwise have relevant information regarding the breach of obligation (witness, expert) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be heard during the fact-finding investigation. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employee who is to be interviewed during the fact-finding investigation \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be notified in advance in writing. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The written notification must include: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- the subject, location and time of the interview, which must be specified in accordance with the relevant rules of the KSz\u003C\u002Ffont>\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>\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>\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>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">[Section 39, point 5] must be determined, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- in what capacity (as a possible party involved in the breach of obligation)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">or otherwise \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">as a witness or expert in the matter of a breach of duty committed by another employee) will be heard,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- that during the hearing the employee being heard is entitled to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">authorize a representative [Article 39, Section 5 of the Employment Act],\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- information that the interviewed employee is not obliged \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to make a self-incriminating statement.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Minutes shall be taken of the hearing, a copy of which \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be given to the employee interviewed after signing it.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The investigating officer shall inform the employer of the results of the fact-finding investigation and the established facts \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">by preparing a summary written report.\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">67\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If, in the light of the report concluding the fact-finding investigation, the employer’s \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">authority holder becomes aware of the breach of obligation committed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– taking into account the available 15-day deadline – the employer’s \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">authority holder is obliged to take measures to prepare his decision, as set out in point 4.3 \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;\">Otherwise, the fact-finding investigation must be continued until the disputed circumstances are clarified. According to Section 55 (2) of the Employment Act, the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– if this is justified due to the investigation of the circumstances of the breach of obligation committed by the employee – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to exempt the employee from the obligation to be available and to work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for a period of time necessary to conduct the investigation, but not more than thirty days . For the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">period of exemption from work, the employee is entitled to his absence pay pursuant to Section 146 (3) (b) of the Employment Act \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4.3. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Preparation of the decision\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> If the employer has become aware beyond any doubt of the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employee's culpable breach of duty, he shall take necessary measures \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to ensure that his decision is well-founded. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In the process, if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employee involved in the culpable breach of duty has not previously been personally interviewed as a \"potentially affected person\", the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employer shall arrange for the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employee involved in the breach to be interviewed, if possible, through an investigator.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employee involved in the culpable breach of duty \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be notified in advance of the interview, in relation to which \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the rules specified for notification in the case of a fact-finding investigation must be applied accordingly. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The notification must include a reminder that if the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">interview does not take place within 15 days of the employer's becoming aware of it - \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for any reason - then the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may decide on the application of the adverse legal consequence without a hearing.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The notification and hearing shall otherwise take place in accordance with point 4.2., however, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">taking into account the available 15-day deadline, the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be notified in another way if necessary. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The minutes of the hearing shall include: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- the employee is involved in the culpable breach of duty\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> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\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> \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>\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>\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>\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>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for the hearing, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- what the employee concerned is accused of, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the employee heard is not obliged to make a statement incriminating himself, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- did the employee heard wish to use a representative, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- what content of the statement the employee heard made regarding the charges against him\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in relation to breach of obligation,   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.4. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Circumstances excluding the application of an adverse legal consequence\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> An adverse legal consequence cannot be applied if  \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">68\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- it cannot be established beyond doubt that the employee concerned committed the culpable \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">breach of duty,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the limitation period has expired, either in terms of the objective (1 year) or subjective (15 days) deadline \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;\">- the same offense of the employee has already been adjudicated under labor law, not including the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">possible separate application of the employer's action and the obligation to pay compensation,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the employee's employment relationship has in the meantime been terminated or terminated. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.5. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Determination of the adverse legal consequence\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The adverse legal consequence shall be determined by the person exercising the employer's authority, taking into account all the circumstances - in \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">particular the damage caused, the danger caused, the objective gravity of the act, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the previous work and social circumstances of the employee involved in the culpable breach of duty \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- on the basis of free discretion, in such a way that it \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">has an individual and general deterrent effect in addition to the applied legal disadvantage. The person exercising the employer's authority \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall determine \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the adverse legal consequence in the form of a reasoned written decision . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The operative part shall contain the classification of the service misconduct, the legal disadvantage imposed, its extent and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">duration of application, and in the case of an adverse legal consequence involving a change in the job title, place of work or basic salary, also \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">covering \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">these changed circumstances . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The decision must cover the 30- \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">day deadline for filing an action [Mt. 287.§ (1) c)] ​​from the date of notification of the decision, and that the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">filing of an action has a suspensive effect on the execution of the decision. [Mt. 287.§ (5)] \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The adverse legal consequence must be justified. The justification must include the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">facts on which the operative part is based, the accepted evidence, – if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">known – the employee’s defense, the related findings and the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">list of violated provisions, as well as the circumstances taken into account, the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">aspects and facts playing a role in the exercise of the discretion and the exercise of the right of equity. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">When preparing the decision – in the interests of legality and soundness – the employer’s \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">authority shall, if possible, involve the investigating commissioner. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4.6. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Enforcement of the adverse legal consequence\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> : \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The decision containing the adverse legal consequence \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be delivered in person or sent by post immediately, but no later than \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">15 days after becoming aware of the culpable breach of obligation . The delivery to the interested parties \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is made by official means with a delivery receipt or by post with a return receipt.   The return receipt \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be sent by post no later than the 15th day following \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the day of becoming aware of the breach . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The provisions of Section 24 of the Employment Act shall govern the delivery.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employer shall enforce the established adverse legal consequence\u003C\u002Ffont>\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>\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>\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>\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>\u003Cb> \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\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>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may suspend the probationary period or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">exempt the employee from its further implementation, as provided for in Section 74 of the Employment Act.\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">69\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employer shall, within 30 days of the delivery of the decision, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">obtain a statement from the employee concerned as to whether he or she has filed a claim.   The employee concerned shall \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">make a statement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in view of his or her general obligation to cooperate . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The adverse legal consequence shall be deemed final and enforceable in cases \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">where \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- after the expiry of the 30-day period for filing a claim, the employee\u003C\u002Ffont>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">declared that he\u002Fshe did not file a lawsuit against the decision, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- after the expiry of the 30-day deadline for filing a lawsuit, the employee\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the absence of a statement, the competent labor court added a legal confirmation clause to the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">decision,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- during the labor dispute, the court made a final decision to maintain (at least partially) the effect of the applied adverse \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">legal consequence.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The date on which the decision becomes final must be indicated on the document used for enforcement \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;\">must ensure the enforcement of the final decision – if possible through the investigating commissioner. During enforcement, it must be ensured that the employee concerned \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">does not suffer any other adverse consequences than those contained \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the decision or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in connection with it, in the rules applicable to the employment relationship . \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">5. DIFFERENT RULES ON COMPENSATION\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> 5.1. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">The employee’s liability for compensation\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> The employee is obliged to compensate for the damage caused by the breach of his\u002Fher obligation arising from the employment relationship \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, if he\u002Fshe did not act as is generally expected in the given situation.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The substantive rules on compensation are contained in Section 75 of the Civil Code. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">When applying compensation – in the interests of legality and soundness – the person exercising the employer’s \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">authority shall, if possible, act with the involvement of the investigating commissioner. The determination and enforcement of employee compensation liability \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be based on \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the following rules . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5.2. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Enforcement of the employer's claim for damages  \u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> The employer's claim for damages may be enforced if the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">person exercising the employer's authority has established beyond doubt the fact of the damage and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the culpability of the employee who caused the damage.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">It must also be clarified whether there are any circumstances specified in the law that \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">exclude or limit the application of liability for damages. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5.3. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Limitation period for compensation claims  \u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> The compensation claim expires after 3 years. The claim for compensation for damage caused by a criminal offense expires after \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5 years, and if the limitation period for criminal liability is longer, it expires after a corresponding period \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \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>\u003Cb> \u003Cbr>\u003C\u002Fb> \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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\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> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">70\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The limitation period for a claim for compensation begins on the day the damage occurred. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5.4. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Determination of the value of the damage\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> The extent of the damage caused must \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be determined precisely and in a demonstrable manner, in an amount expressed in forints. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">If the value of the damage cannot be determined precisely, the value of the damage \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be determined by a demonstrable calculation.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employer’s culpable contribution serves as the basis for the division of damage. If the employer’s \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">representative takes into account the employer’s culpable contribution, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">he must consider the ratio of the employee’s and the employer’s contribution when assessing it, and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must determine the amount of the claim for damage accordingly.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Damage whose occurrence was not foreseeable at the time of the damage \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">or which was caused by the employer’s culpable conduct or which resulted from \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employer’s failure to comply with its obligation to mitigate damage shall not be compensated.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5.5. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Establishing and enforcing the claim for compensation\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> When establishing liability for compensation, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the manner of commission must also be established – in accordance with Section 75 of the Civil Procedure Code. If this is a qualified case (e.g. gross \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">negligence), these qualifying facts and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">circumstances must be established beyond doubt. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">If the employer deems it \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">justified to conduct a fact-finding investigation, the procedure shall be as specified in Section 4.2 – excluding the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">rules on procedural deadlines.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The investigating commissioner \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall prepare a separate written report on the fact-finding investigation conducted in connection with the claim for compensation. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employer shall call on the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employee – through the investigating commissioner acting in the case – to voluntarily compensate for the damage caused. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">When enforcing the claim for compensation, an attempt shall be made to reach an agreement. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The settlement reached between the parties must be recorded in a written agreement. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The agreement must also stipulate the method of payment of the damage and the amount of any installment payments . If the damage \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">will be \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">paid by deduction from the employee's wages , the agreement must also include the employee's consent \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to the deduction of the amount of the compensation from his wages, and that \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">he waives his right to legal remedy. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">If, for any reason, the parties fail to reach an agreement and the damage is not compensated for by voluntary performance \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, the employer's representative \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may enforce his claim for damages not exceeding three times the mandatory minimum wage by means of a payment order.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\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> \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>\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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\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> \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>\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>\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>\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;\">\u003Cfont style=\"vertical-align: inherit;\">The payment notice must inform the employee of the facts and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">circumstances underlying the claim for damages, the provisions violated, the amount of damages, the calculated \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">amount of compensation that can be imposed (enforced) or that is intended to be enforced.  \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">71\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The payment order must be justified. This must include the accepted \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">evidence, the employee’s defense, and – with particular regard to the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">amount of damages sought to be enforced – the circumstances taken into account, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">considerations and facts playing a role in the exercise of the discretion, the exercise of the right of equity.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">During the preparation of the compensation agreement and the payment order – in the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">interests of legality and soundness – the employer’s representative shall, if possible, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">seek the assistance of the investigating commissioner. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">An employer’s claim for damages exceeding three times the mandatory minimum wage (minimum wage) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be enforced before a court, and in this case, all documents of the case must be sent \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to the Labor Law Organization for the purpose of enforcing the claim – with a specific reference to this \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5.6. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Enforcement of the claim for compensation\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> The employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is obliged to inform the employee concerned 30 days after the delivery of the payment notice whether he has filed a claim. The \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employee concerned is obliged to make a declaration in view of his general obligation to cooperate \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The date of entry into force \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be indicated on the document used for enforcement (payment notice, settlement). \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employer is obliged to ensure the enforcement of the final payment notice or the compensation settlement, if possible \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">through the investigating commissioner. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employer's claim for compensation becomes enforceable on the day on which \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- the settlement was put in writing, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- the employee made a declaration regarding voluntary performance,   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- the deadline for filing a claim against the payment notice has expired,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr>\u003C\u002Fb> \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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \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>\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;\">based on the employee's written statement, the claim was not filed, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the court decision became final.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6. ADMINISTRATIVE PROVISIONS\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;\">6.1. Rules concerning the records kept by the person exercising the authority\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;\">The person exercising the employer's authority is obliged to enter \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">adverse legal consequences and compensation cases – \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the interests of a uniform registration system, if possible with the assistance of the investigating commissioner in charge – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">into a separate register entitled \"Adverse legal consequences and compensation\". The register must contain: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- the number and type of the case, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- the register number of the related case files, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- the name, job title, personal identification number and\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">organizational unit, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- a brief description of the facts and the damage caused, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the date of the commission of the act serving as the basis for the measure and the consequences thereof\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the date of receipt of information\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">72\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the amount of compensation that can be enforced against the employee who caused the damage, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the date of the decision, settlement, payment order,   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the method and time of delivery, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the number, date and provision of the legal remedy decision, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the date of entry into force, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the data relating to the execution, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the comments. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The files containing the employer's measures and compensation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be kept for 15 years from the date of entry into force of the decision, payment order, or the conclusion of the compensation agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The retention period for terminations with immediate effect is 50 years. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">After the period specified in the previous point, the documents must be destroyed.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The register cannot be discarded.\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;\">6.2. Rules for \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">   registration in the integrated human resources management system (SAP)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The person exercising the employer's authority sends the final decision to the competent human resources partner through the investigating commissioner \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, who arranges for the Human Resources service to be informed and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">recorded in the SAP HR system.  \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">73\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 4 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the Collective Agreement of MÁV-START Zrt.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">General rules for uniform, uniform and workwear allowances of MÁV   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">-START Zrt. General rules for uniform, uniform and workwear allowances of MÁV-START Zrt.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 1. This annex contains the positions entitled to uniform, uniform and workwear allowances, as well as \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the uniform, uniform and workwear items of clothing, with the definition of the annual budget, which the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may request against the annual budget. With the entry into force of this annex, the clothing allowance of the Local Appendix to the Collective Agreement shall cease to be valid for all organizational units. The Local Appendix to the Collective Agreement \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may not provide for clothing allowances after the entry into force of   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">this annex. The clothing allowance of organizations and positions subject to the Workwear Regulations \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is covered by \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Annex No. 11, the relevant job group of Annex No. 4 and the Labor Protection Regulations. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. From 1 January 2016, footwear is included in the uniform and uniform \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">clothing points framework only in job groups III and VI. For other jobs, footwear is included exclusively in the Occupational Safety and Health Regulations (hereinafter: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">MVSZ). \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. Uniform and uniform clothing items are received by the employee as basic benefits and may be claimed against the annual framework \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. In the event of employment in a job that entitles the employee to clothing benefits, the employee is entitled to full basic benefits \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and is entitled to the annual framework points from the following year. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. The employer provides clothing benefits by setting an annual framework, which \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">applies to the period from 1 January to 31 December of the current year. The annual framework may be exceeded by a maximum of 10% against the framework of the following year \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. The employee is obliged to use a minimum of 50% of his\u002Fher annual points allowance, and a maximum of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">50% of the annual allowance (a different amount is indicated for the given job group\u002Fjob) can be carried over to the following year. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. Uniform and formal clothing: in order to create a unified image of the MÁV Group and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to distinguish employees providing railway services in contact with the travelling public ( \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in the jobs listed in Part “A” of Annex No. 4 of the KSZ), clothing that is standardised and must be worn during service hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, and footwear (in the jobs belonging to job groups III and VI). \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Workwear: clothing (and footwear) provided in view of high levels of contamination or high levels of wear and tear are considered workwear \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. (Mt. § 165 (2)) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Basic provision: in accordance with Annex No. 4 of the KSZ Clothing provided \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">as a one-time benefit to newly hired employees or \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employees newly occupying a position that entitles them to clothing benefits, based on Annex.\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>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Point value: the value of the types of clothing listed in Annex 4 of the KSZ. defined in points. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Framework point: the annual point that the employee holding a given job can use when compiling the annual clothing requirement – ​​as regulated in the relevant separate instruction – ( \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">applies to the period \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">from January 1 to December 31 ). \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Calculation of framework point: the product of the score and the rotation speed of individual pieces of clothing. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. An employee entitled to uniform, formalwear and workwear is obliged to wear the clothes specified in the job group \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, requested by him and duly handed over and received, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">appropriate to the season and weather – in accordance with the instruction containing the detailed rules in the case of changing the clothing collection \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">– during the performance of his duties, provided that the employer ensures \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">continuous provision, or if the delay in provision does not exceed 1 year. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employee is obliged to receive the clothing requested by him. If the employee does not take over the clothing or wear it after being notified for reasons attributable to him \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, or if the clothing \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">needs to be replaced due to a size complaint, and thus the performance of his job is jeopardized, the employer's \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">representative may initiate proceedings based on the provisions of Annex 3 to the Collective Agreement. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employee's labor law liability under this point is excluded if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">there is a delay in the delivery of the employee's clothing due for reasons attributable to the employer. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">7. In addition to the clothing items required for his job, an employee receiving uniforms, formalwear and workwear \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may also request other accessories from the unused points listed in the Identity Manual \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>\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\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Code number Description Point value\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 99121 Men's tie 11 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">90200 Women's scarf 9 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98303 Winter scarf 12 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98304 Winter knitted gloves 6 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93430 Long cotton underpants 15 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98372 Men's short-sleeved T-shirt with collar (blue) 15 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98392 Women's short-sleeved T-shirt with collar (blue) 14\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">74\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In addition to the items of clothing required for their job, employees receiving uniform, formalwear and workwear benefits \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may also request the following additional items from their unused points (maximum 1 item\u002Fyear):\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Code number Description Point value\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 99442 Backpack 63\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The Tablet PC accessory provided for the performance of service tasks is the Backpack with code number 99442, and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is therefore not insured under the Collective Agreement. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8. The employee's claim selected against the annual allowance will be served in the quarter in which he\u002Fshe \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is classified in a job listed in this appendix.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9. In the event of being assigned to a job that entitles the employee to clothing benefits, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is fully entitled to basic clothing benefits other than the basic benefits belonging to his\u002Fher previous job (according to the tables in this appendix). On the occasion of the first benefit, benefits appropriate to the season must be provided, which \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is supplemented with additional elements of the basic benefits \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">at the change of seasons (April 30, September 30). \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">In the year following the basic benefits, the employee's point allowance changes depending on \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">the quarter in which his\u002Fher entitlement to clothing benefits began.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> Accordingly, if the entitlement to clothing benefits:  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\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;\">If it happened in the first quarter, the employee is entitled to 100% of the annual point limit,\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;\">If it happened in the second quarter, the employee is entitled to 75% of the annual point limit,\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;\">If it happened in the third quarter, the employee is entitled to 50% of the annual point limit,\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;\">If it happened in the fourth quarter, the employee is entitled to 25% of the annual point limit.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The full point limit for the year following the basic benefit can be carried over to the following year \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) by an employee belonging to job group I, due to the lower annual point limit, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) by an employee who acquired clothing entitlement in the third or fourth quarter. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">10. The employee is entitled to decide on the amount of clothing he or she will use in the given year \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to request the items of clothing specified in his or her job group, but he or she is responsible for \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">having the items of clothing specified in the basic benefit assigned to the job and using them for work at his or her workplace \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The employee is responsible for ensuring that his or her appearance on duty is clean and well-groomed at all times. A \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">maximum of twice the basic benefit allowance can be requested for one type of clothing per year, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and the employee may request 2 items of clothing and accessories that are not basic benefits per year (unless \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">an additional restriction determines a lower level \u002Fe.g. backpack\u002F). \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">11. In the case of performing two or more jobs, the employee must be provided with the larger amount of allowance \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">if the time spent in that job is more than ¼ of the total monthly working time. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">12. The employee must submit his order for the following year by 30 April of the year preceding the year in question. The \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">declaration is initiated and organized by the Employer, and the Employee must fill in the data form. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the absence of this, the employer's authority holder is obliged to take action against the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in order to submit the claims. In this case, the employer's authority holder may initiate \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">proceedings against the employee based on the provisions of Annex No. 3 of the KSZ (Procedure for enforcing adverse legal consequences and employee compensation liability) \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;\">13. When ordering, the required size must be provided in addition to the name and code number of the requested clothing items \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The employee is only entitled to order clothing items that match his own size. 14. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">A size chart must be provided \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to employees who require special-sized clothing that is not included in the size chart . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">15. The employee may make a size \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">modification at least 90 days prior to the quarter of entitlement, or may supplement their order in the event of a new job. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">16. If, for reasons beyond the employee’s control \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, the employee’s personal investigation of the clothing, its replacement, replacement, handling of warranty matters, or any other reason related to the provision of clothing requires the employee to attend, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the time spent on this shall be counted as working time after prior consultation with the employer.\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;\">\u003Cfont style=\"vertical-align: inherit;\">17. If the employee does not receive \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the clothing of the requested size and quality , a report must be made in the presence of two witnesses \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in order to prevent subsequent unlawful claims. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">18. At the place of receipt, the employer shall provide a room for the delivery and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">receipt of packages containing clothing. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">19. The employee shall immediately report the loss or damage of clothing \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to his\u002Fher supervisor – if the replacement of the clothing is necessary – and a report must be made. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">20. After receiving the clothing (including footwear), if the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">receives clothing of a different type or size than requested, or if the clothing is defective in size or of poor quality, he\u002Fshe may file a complaint by filling out the “Complaint Form” \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The delivery of the clothing complained of in this way shall be to MÁV Service Center Zrt. to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the regionally \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">competent clothing warehouse, and then returning the exchanged item of clothing to the employee in the original\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">75\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the same form as the request, it is transported from the employee's place of service or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">delivered there. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">21. In the event of a complaint within the warranty period, the employee assigned to the clothing administration duties will take immediate \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">action to request a new piece of clothing for the employee. The warranty period for clothing is one month. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the garment has a factory size defect, it is considered a quality complaint. The name and contact details of the employee assigned to the clothing administration duties \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">will be made known to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employees annually by the employer's authorized representative in the manner customary in the local area . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">22. The cleaning and maintenance of the clothing received by the employee is the employee's responsibility. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">23. The clothing received by the employee is the property of MÁV-START Zrt.:  \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\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;\">in the case of work clothing, for 1 year from the date of receipt,\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;\">in the case of uniform and formal clothing, until the end of the year following the year of receipt. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">After the above time intervals, the clothing becomes the property of the employee. If the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is transferred to another job within the above periods and then reassigned to the original job, he\u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">she will not be entitled to new basic benefits.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">24. In the event of termination or termination of employment (including retirement), unused \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">points will be lost, and the employee may keep the clothing already received. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">25. The employee's points must be reduced proportionally for the duration of continuous, uninterrupted absence (illness \u002Fexcept for work accident\u002F, GYES, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">GYED, unpaid leave) exceeding 1 year. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">26. Otherwise, the procedure for requesting, purchasing, distributing and accounting for uniforms, uniforms and work clothes \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is contained in the instruction in force at all times. When wearing clothing with the MÁV-START Zrt. logo elements - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">regardless of their owner - employees \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must comply with the rules of conduct in accordance with the general provisions set out in the Code of Ethics.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">27. Uniform and uniform rights are set out in Part \"A\" I. - VII. job groups, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">provision of work clothes is included in the tables of job groups VIII.-XIII. in Part “B”. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">28. If the tables relating to job groups do not indicate the quantity for each product \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, the employee is entitled to 1 piece of the given clothing product.     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">29. The entry into force, modification or repeal of the MÁV-START Zrt. Occupational Safety Regulations \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may only be carried out with the consent of the trade unions signing the Collective Agreement.\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">76\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">UNIFORM COLLECTION - MEN\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Code number Product name Point value\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99134 Men's winter jacket 114\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99151 Men's transitional jacket 97\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99240 Men's raincoat 39\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99168 Men's jacket 89\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99192 Men's fabric vest 49\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99218 Men's trousers 44\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99230 Men's winter pants 48\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99129 Men's long sleeve shirt, white 22\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99125 Men's short-sleeved shirt, white 20\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98360 Men's knitted sweater 19\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98364 Men's knitted vest 16\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99121 Men's tie 11\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">97993 Men's winter boots * 32\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98093 Men's low shoes, summer * 28\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98098 Men's low shoes, transitional * 28\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\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;\">MSZ EN ISO 20347 compliance from 01.01.2016\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">77\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">UNIFORM COLLECTION - WOMEN\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Code number Product name \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Point value\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99300 Women's winter jacket 114\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99318 Women's transitional jacket 97\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99421 Women's raincoat 39\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99336 Women's blazer 89\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99365 Women's fabric vest 49\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99402 Women's trousers 44\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99411 Women's winter pants 48\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99392 Skirt 44\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99030 Women's long-sleeved blouse, white 22\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99025 Women's short-sleeved blouse, white 20\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98380 Women's knitted sweater 19\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98384 Women's knitted button-down vest 16\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">90200 Women's scarf 9\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98193 Women's ankle boots, winter * 32\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98290 Women's summer shoes, high heel * 28\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98293 Women's summer shoes, flat heel * 27\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98295 Women's shoes, transitional, high heel * 28\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98298 Women's shoes, transitional, flat heel * 27\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\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;\">MSZ EN ISO 20347 compliance from 01.01.2016\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">78\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ACCESSORIES\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Code number Product name Point value\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98303 Winter scarf 12\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98304 Winter knitted gloves 6\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99442 Backpack 63\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99118 Blue plate cap 39\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98366 Men's long sleeve T-shirt (dark blue) 30\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98368 Men's long sleeve T-shirt 21\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98372 Men's short-sleeved T-shirt with collar (blue) 15\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98373 Men's short-sleeved T-shirt with collar (white) 15\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98376 Men's short-sleeved T-shirt (blue) 10\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98386 Women's long sleeve T-shirt (dark blue) 30\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98388 Women's long sleeve T-shirt 21\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98392 Women's short-sleeved T-shirt with collar (blue) 14\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98393 Women's short-sleeved T-shirt with collar (white) 14\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">97014 Men's work coat colorful 20\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">97004 Men's work coat white 20\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">97034 Women's work coat colorful 18\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">97024 Women's work coat white 16\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">97063 Surrano 39\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">96934 Work jacket 17\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">96914 Zimanko 33\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">96944 Work trousers 16\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">96954 Jacket top 17\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">96964 Pants 16\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">97055 Summer work cap 5\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">97045 Winterized work cap 9\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">79\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">UNIFORM-TYPE\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Code number Product name \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Point value\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99122 Men's denim jacket 53\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99020 Women's denim jacket 53\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">91229 Men's jeans 47\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99021 Women's jeans 47\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99124 Men's denim trousers 34\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99023 Women's denim knee-length trousers 34\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93400 Men's winter jacket 34\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93405 Men's jacket, canvas 21\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93410 Men's trousers, linen 17\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93490 Men's linen pants (zippered leg) 18\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93415 Men's waistcoat, canvas 15\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93420 Men's bib pants 25\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93430 Long cotton underpants 15\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93440 Women's winter jacket 34\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93445 Women's jacket, canvas 21\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93450 Women's trousers, linen 13\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93455 Women's vest, canvas 12\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93460 Women's high-waisted pants 24\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93480 Blue winterized hat 36\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93485 Blue canvas cap 36\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>  \u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">80\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Part \"A\": Jobs eligible for uniform allowance,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">job groups, code number, annual budget \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Job group number I:\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job title FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job title FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Service Sales Specialist 36220004 Traffic Coordinator I. (B.fenyves) 31610012\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Sales Specialist I. 25330008 Accounting Cashier 41230002\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Sales Specialist II. 25330009 Cashier 25330004\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Customer Service Coordinator 29100421 Cashier 36110010\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Customer Service Specialist I. 29100422    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Customer Service Specialist II. 29100423    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Dispatcher 31610006    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Piece of clothing\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">name \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Male \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Female\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Raincoat 99240 99421\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3 shirts \u002F blouses, long sleeves 99129 99030  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Tie \u002F Scarf 99121 90200\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Comment:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\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;\">Contrary to point 6 of Annex 4 to the KSZ, employees of the positions listed in job group \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">I are not required to constantly work in the clothing listed here, only in cases \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">where their employer or professional manager prescribes it in writing.\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;\">The annual budget can be fully carried over to the following year.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual frame \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">37 37\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr> \u003C\u002Fi>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">81\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group number II:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job title FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Domestic personal cashier 42290001 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Postpaid cashier * 41230003 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">International personal cashier 42290003 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">VIP cashier 42290005 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Accounting and ticket cashier 42290004 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Customer service specialist (TSZVI) 36390002 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Customer relationship specialist (TSZVI) 42240001 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Passenger transport specialist (student Pénzt)** 41900020\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Women \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 jackets \u002F 2 blazers 99168 99336\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Knitted vest 98364 98384  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Fabric vest 99192 99365\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Pants \u002F Skirt 99230 99218 99411 99402 \u002F 99392\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Knitted sweater 98360 98380  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3 pcs short sleeve shirts \u002F blouses 99125 99025\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3 pcs long sleeve shirts \u002F blouses 99129 99030  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Tie \u002F Scarf 99121 90200\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Shoe transitional *** 98098   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98295 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98298\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Shoes *** 97993 98093 98193 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98290 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98293\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Comment:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\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;\">* Only those post-payment cashiers who also perform personal cashier activities. Named \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employees are entitled to a proportional share of the annual point limit based on the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">percentage of their working time they perform personal cashier activities.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\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;\">** Only measurements and ordering would take place during the training.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\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;\">*** Footwear is not part of the basic care. It provides a choice (not mandatory!) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Request from 2020.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual quota \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">173 171\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003C\u002Fi>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">82\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group number III:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job title FEOR number Job title FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Service Inspector* 31900001 Senior Ticket Inspector (Domestic)*** 52310003\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Service Monitoring Specialist* 21390029 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Senior Ticket Examiner\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(international)*** \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">52310004\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Chief Inspector 52310005 Ticket Inspector (domestic)*** 52310001\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">On-board ticket inspector 52310008 Ticket inspector (international)*** 52310002\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Passenger transport duty officer 31610002 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Traffic service worker\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(B. pine)*** \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">84120003\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Passenger Transport Lecturer (Student JV)** 41900019\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Signboard, car signboard 92390003\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Female\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter jacket 99134 99300  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Transitional jacket 99151 99318  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Raincoat 99240 99421\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 jackets \u002F 2 blazers 99168 99336\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Vest: knitted\u002Ffabric,  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Knitted sweater\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98364\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98360 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99192\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98384\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98380 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99365\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Pants \u002F Skirt 99230 99218 99411 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99402\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99392\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3 pcs short sleeve shirts\u002Fblouses 99125 99025\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3 long sleeve shirts\u002Fblouses 99129 99030  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">short-sleeved T-shirt with collar (white)*** 98373 98393\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Tie \u002F scarf 99121 90200\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Cap 99118 99118\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Shoes transitional 98098   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98295\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98298\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Shoes 97993 98093 98193 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98290\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98293\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">83\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Backpack 99442 99442\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Note:\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;\">Multiple code numbers for one item of clothing are optional.\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;\">Backpack provision is not covered by the Collective Agreement (Ticket Screeners and Cabin Crew).\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ticket inspector)\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;\">* The basic provision is only a winter coat with removable lining, raincoat, shoes (temporary); the annual allowance is full\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">can be transferred to the following year to a certain extent.\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;\">** Only measurements and orders would be taken during the training period.  \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;\">*** Short-sleeved T-shirts with collars are not part of the basic supply. On priority trains (e.g. IC, EC,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">EuroNight, RailJet, etc.) cannot be worn! Request from 2020.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  Man Woman\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual budget 305 290\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual budget* 66 66\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">84\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group number IV:  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job title FEOR number Job title FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">General Unskilled Worker* 92390002 Car Inspector*** 73310002\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Towing hitch** 21390033 Bed 91120010\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Locomotive Supervisor 31610026     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Female\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter jacket \u002F Zimankó 93400 \u002F 96914 93440 \u002F 96914  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Raincoat 99240 99421\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 pcs of trousers (linen\u002Fbreasted)   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93410\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93420\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93450\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93460\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men's linen pants (zippered \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">leg) \u003C\u002Ffont>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">***\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">93490 93490\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 pcs long cotton underwear 93430 93430  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Jacket, canvas 93405 93445\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3 pcs short sleeve T-shirts   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98372\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98376 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98392\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3 pcs long sleeve t-shirts \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98366\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98368\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98386\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98388\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Cap 93480 93485 93480 93485\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Comment:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\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;\">1 work suit can be requested against the annual budget, the point value of which is 33.\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;\">Multiple code numbers belonging to one piece of clothing are optional.\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;\">* Applies exclusively to employees of the Budapest Regional Passenger Transport and Towing Directorate.\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;\">** Long cotton underpants are not required for a towing department job; Canvas instead of a winter jacket\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">jacket is included.\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;\">*** Zip-off trousers may be chosen\u002Fworn by vehicle inspectors as per the guideline\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in accordance with occupational health and safety regulations. Application from 2020.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual budget\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Man Woman\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">185 188\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">149 (Towing Department) 146 (Towing Department)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">85\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group number V:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job title FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Passenger attendant 52310006\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>  \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>  \u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Women \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter jacket 99134 99300  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 jackets \u002F 2 blazers 99168 99336\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Vest knitted\u002Ffabric 98364 99192 98384 99365\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Knitted sweater 98360 98380  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Pants\u002Fskirt 99230 99218 99411 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99402 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">99392\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3 pcs short sleeve shirts\u002Fblouses 99125 99025\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3 pcs long sleeve shirts \u002F blouses 99129 99030  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Tie \u002F scarf 99121 90200\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work coat (colorful) 97014 97034\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Shoes transitional 98098  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98298\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Shoes 97993 98093 98193\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98293 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Note:\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;\">Multiple code numbers for one garment represent a choice.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual quota \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">361 340\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003C\u002Fi>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">86\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group number VI:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job title FEOR number Job title FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Locomotive driver 84110001 Train driver 84110004 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Train driver trainee 84110002 Train driver trainee 84110003 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">FLIRT train driver 84110005 Other railway vehicle driver 84190001 Train driver \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">trainee FLIRT train driver 84110006 Mechanical line inspector 31160001\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>     \u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Women \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter jacket 99134 99300  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Raincoat 99240 99421\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Knitted vest \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Knitted sweater\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98364 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98360\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98384 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98380\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 pairs of jeans 91229 99021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Denim knee-length trousers 99124 99023\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 denim jackets 99122 99020\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 short-sleeved T-shirts 98372 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98376\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98392\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 long sleeve T-shirts \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98366 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98368\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98386 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98388\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Long sleeve shirt \u002F blouse 99129 99030  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Short-sleeved shirt \u002F blouse 99125 99025\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Tie\u002FScarf 99121 90200\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Shoes transitional 98098 98298\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Shoes 97993 98093 98193 98293\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Long cotton underpants 93430 93430  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Cap 93480 93485 93480 93485\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Note:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \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;\">Multiple code numbers for one item of clothing are optional.\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;\">Slippers can be requested instead of winter shoes.\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;\">1 work suit can be requested against the annual budget, the point value of which is 33.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual quota \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">294 293\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">87\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group number VII:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job title FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Waiter-cook 51340002\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Piece of clothing\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Fabric vest 99192 99365\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Trousers 99230 99218 99411 99402\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3 long-sleeved shirts\u002Fblouses, white 99129 99030  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3 pcs short sleeve shirts\u002Fblouses 99125 99025\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Tie\u002FScarf 99121 90200\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 pcs jackets \u002F blazers 99168 99336\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Chef's jacket* 97397 97397\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Chef's trousers* 97396 97395\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3 short sleeve T-shirts* 97399 97399\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apron (PU coated)* 73996 73996\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Chef's hat* 73976 73976\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apron (waiter's apron with \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">breast for men \u002F V-neck for women)*\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">73997 73998\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Shoes transitional 98098  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98298\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Shoes 97993 98093 98193\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98293\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual quota \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">268 268\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">*The procurement of work clothes belonging to the job group - due to their unique, special nature - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is the direct responsibility and authority of the employer's representative.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">88\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Part “B”: Jobs eligible for work clothing allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job groups, code number, annual budget\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group VIII\u002FA:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job title FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Warehouse Manager 92230005\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Warehousing lecturer 41310003\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>  \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men Women \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter jacket \u002F Zimankó 93400\u002F96914 93440\u002F96914  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work coat colorful 97014 97034\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 short-sleeved T-shirts 98372 98392\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The table above lists the parts of the basic allowance in the event of a new hire or job change. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Note:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \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;\">The above clothing allowance applies exclusively to employees of the Technical Directorate\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;\">The possible multiple code numbers belonging to one piece of clothing represent a choice.\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;\">The winter\u002Fsummer coat for the warehouse manager is provided by the MVSZ.\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;\">The summer coat for the warehouse supervisor is provided by the MVSZ.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual frame \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">45 45 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual frame with winter coat 62 62\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group VIII\u002FB: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Warehouse Management Coordinator 29100496\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Women \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter jacket \u002F Zimankó; Jacket 93400\u002F96914 93405 93440\u002F96914 93445\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work coat colorful 97014 97034\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 short-sleeved T-shirts 98372 98392\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The table above lists the parts of the basic allowance in the event of a new hire or job change. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Note:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \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;\">The above clothing allowance applies exclusively to employees of the Technical Directorate\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;\">The possible multiple code numbers belonging to one piece of clothing represent a choice.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual frame \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">79 83\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">89\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group number IX:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job title FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Light machinery operator 83290007\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work jacket \u002F jacket 96934\u002F93405\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work trousers \u002F Bib trousers 96944\u002F96964\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 short-sleeved T-shirts 98372\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 long sleeve T-shirts 98366  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The table above lists the parts of the basic allowance in the event of a new hire or job change. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Note:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \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;\">The above clothing allowance applies exclusively to employees of the Technical Directorate\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;\">You are not entitled to a winter coat (provided by MVSZ).\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;\">Multiple code numbers for one piece of clothing are optional.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual frame \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">75 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group No. X\u002FA: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Warehouse manager 31610007\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Women \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter jacket \u002F Zimankó; Jacket 93400\u002F96914 93405 93440\u002F96914 93445\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work coat colorful 97014 97034\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work trousers \u002F Bib trousers 96944\u002F96964 96944\u002F96964\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 short-sleeved T-shirts 98372 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98376\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  98392\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 long sleeve T-shirts \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98366 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98368\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98386 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98388\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>  \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Long cotton underwear 93430 93430  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Gloves 98304 98304\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Cap 97045 97055 97045 97055\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The table above lists the components of basic benefits in the event of a new hire or job change.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">90\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Comment:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\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;\">The above clothing allowance is applicable exclusively to employees of the Passenger Services Directorate and organizational unit.\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;\">The possibility of multiple code numbers belonging to one piece of clothing represents a choice.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual quota \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">151 155\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group number X\u002FB: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cfont style=\"vertical-align: inherit;\"> Forklift driver\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">84250001\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Piece of clothing\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">name \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Male \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Female\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work coat colorful 97014 97034\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 short-sleeved T-shirts 98372 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98376\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  98392\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 long sleeve T-shirts \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98366 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98368\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98386 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98388\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>  \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Cap 97045 97055 97045 97055\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The table above lists the components of basic benefits in the event of a new hire or job change. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Note:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\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;\">The above clothing allowance is applicable exclusively to employees of the Passenger Services Directorate, organizational unit\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;\">For general auxiliary workers, winter\u002Fsummer coats, trousers, gloves and hats are provided\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Provided by MVSZ.\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;\">Winter\u002Fsummer jackets, trousers and gloves are provided by MVSZ for forklift drivers.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\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;\">Caps are only available for those working in the Forklift Driver position.\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;\">Multiple code numbers for one garment are optional.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual frame \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">77 77 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual frame with cap 85 85\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group number X\u002FC: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Warehouse worker 41320001\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Women \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter jacket \u002F Zimankó 93400\u002F96914 93440\u002F96914  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work coat colorful 97014 97034\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 short-sleeved T-shirts 98372 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98376\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">  98392\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 long sleeve T-shirts \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98366 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98368\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98386 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98388\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>  \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Long cotton underwear 93430 93430  \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">91\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Gloves 98304 98304\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Cap 97045 97055 97045 97055\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The table above lists the components of basic benefits in the event of a new hire or job change. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Note:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\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;\">The above clothing allowance is applicable exclusively to employees of the Passenger Services Directorate, organizational unit.\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;\">MVSZ provides summer jackets and summer trousers for warehouse workers.  \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;\">Multiple code numbers for one piece of clothing are optional.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual quota \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">123 123\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group number XI: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employee performing accident investigation activities   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Women \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter jacket \u002F Zimankó; Work jacket 93400\u002F96914 96934 93440\u002F96914 93445\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work trousers \u002F Bib trousers 96944\u002F96964 96944\u002F96964\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 short-sleeved T-shirts   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98372 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98376\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98392\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 long sleeve T-shirts \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98366 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98368\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98386 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">98388\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Long cotton underpants 93430 93430  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The table above lists the components of the basic care in the event of a new hire or job change. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Note:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \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;\">Multiple code numbers for one garment are optional.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\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;\">It can occur in any FEOR numbered job, a separate designation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is made for accident investigation activities.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\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;\">If the MVSZ does not provide the winter coat and long cotton underwear, then \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the clothes must be distributed according to this appendix.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual quota \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">107 117\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cb> \u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">92\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group number XII:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job title FEOR number Job title FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Mechanical dispatcher 31610015 Emergency vehicle mechanic II. 73310006\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Vehicle service technician 21180016 Trained brake technician 73210010\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Foreman I. 31610016 Brake technician 73210004\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Technical foreman 31610009 Vehicle mechanic I. 73310011\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Department Manager 21180032 Vehicle Mechanic II. 73310008\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Cleaning Receiver I. 41900013 Vehicle Mechanic III. 73310016\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Cleaning Receiver II. 41900014 Vehicle Mechanic IV. 73310018\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Battery remover, battery operator 73410014 Mechanical engineer 73340002\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">General Apprentice Worker 92390001 Underfloor Wheel Lathe 73230006\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">General maintenance worker I. 75290006 Site manager, switch operator 84120005\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">General Maintenance Worker II. 75290004 External Locomotive Supervisor 84120001\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">General Maintenance Technician III. 75290009 Chemical Response Vehicle Mechanic 73310010\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Vehicle mechanic trained worker 73310017    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Accident prevention vehicle mechanic I. 73310013    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men Women \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Long cotton underpants* 93430 93430  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work cap 97045* 97055 97045* 97055\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 long sleeve T-shirts 98368 98388  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The above table lists the basic benefits in the event of a new hire or job change. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Note:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \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;\">The above clothing allowance applies only to employees of the Motor Vehicle Insurance Directorate.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- * \u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">The above clothing allowance \u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be granted to employees holding certain positions solely based on the employer's decision exercising its authority.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual frame \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">76 76\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">93\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group number XIII: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job title FEOR number \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Job title FEOR number\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Assistant 41110006 Site Manager 13210039\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work schedule maker 31610022 Regional passenger transport chief manager 31610003\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Personnel Insurance Manager 21340016 Regional Towing Chief Manager 31610023\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Network HAVARIA controller 31610011 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Network passenger transport and towing\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">chief controller \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">21340014\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Chief Train Officer 21340015     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Material and Asset Management \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Coordinator\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">29100479\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>  \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;\">Lecturer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in materials and equipment management\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">36230049\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>  \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Laboratory Assistant* 79190001    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work coat colorful 97014 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">97034\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Work coat white 97004 97024\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The table above lists the basic care components in the event of a new hire or job change. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Note:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \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;\">*Laboratory assistants are only entitled to a white lab coat.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- \u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">The above clothing allowance \u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be granted to employees holding certain positions solely based on the employer's decision exercising its authority . \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">  Male Female\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual frame (work coat colored) 30 24\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual frame (white work coat) 20 16\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003C\u002Fi>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">94\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cb> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job group number XIV: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Job FEOR number\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>  \u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Personnel Manager 31610028    \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Men \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Women \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 short-sleeved T-shirts 98372 98392\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The table above lists the components of basic benefits in the event of a new hire or job change.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual frame \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">30 28 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi> \u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">Job group number XV:   \u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Ffont>\u003Cbr>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Job title FEOR number Job title FEOR number\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\"> Vehicle and product acceptance \u003C\u002Ffont>\u003C\u002Fi>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">coordinator*\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">21180014\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Technical Acceptance Officer II.* 21180012\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Quality Control Lecturer II.** 31350003 Chemical Technologist I.* 31150004 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Quality Control Expert II.* 21370006 Chemical Technologist II.* 21170002 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Technical Acceptance Officer I.* 31160002 Acceptance and Quality\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">inspection manager* \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">13210043\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Name \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of garment\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Female\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Winter \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003Ci>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Summer\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fi>\u003C\u002Ffont>\u003Ci> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1 pair of trousers (work\u002Fbib)*   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">96944 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">96964\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">96944 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">96964\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1 pc Jacket top* 96954 96954\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 pcs short sleeve T-shirts 98372 98392\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 pcs long sleeve T-shirts 98368 98388  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2 capes** 97014 97034\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Ci> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Note: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- Applies only to employees of the Receiving and Quality Control Bp. - Istvántelek (S95360) and the unit manager \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(S95364). \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- Short- and long-sleeved T-shirts apply to all of the listed positions \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Male Female \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual quota (* candidates) 105 103 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annual quota (Quality Control Lecturer II) 112 106\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fi>\u003Cb> \u003Cbr>\u003C\u002Fb> \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">95\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 5 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the Collective Agreement of MÁV-START Zrt.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Commission system for commercial service providers\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A. Domestic ticket sales and service commission\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Ticket sales and service commissions can be paid under the following legal titles:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) local and domestic direct turnover revenue,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) MÁV-START ticket office revenues from GYSEV traffic,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) post-payment income,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) baggage fare revenue (including \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">baggage fares calculated and collected on the GySEV line),\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e) schedule sales revenue,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">f) luggage storage revenue (including revenue from luggage storage machines managed by MÁV-START \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;\">g) revenues from priority services,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">h) income from the sale of other mediated services.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. Those entitled to ticket sales and service commissions are:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ ticket office manager, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ post-payment office manager, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ accounting office \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">manager, ➢ passenger catering office administrator, ➢ \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">passenger catering office specialist, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ baggage office manager, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ luggage storage (cloakroom cashier), \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ cashier of KM stops not arranged for independent accounting, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ person obliged to inspect, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ cashier.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. The amount of the commission shall be determined in accordance with Annex 5\u002F1.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The employee is entitled to 5% of the consumer price of the timetable as a timetable sales commission \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. The amount of the commission for the products listed in points 1\u002Fg. and 1\u002Fh. and the method of settlement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are contained in the normative instruction issued in relation to the subject.\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;\">B. International passenger traffic commission\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. International ticket sales and service commission can be paid under the following legal title:\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">96\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) For revenue accounted for on all ticket types in CIV traffic (VAT “0” rate), \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">including revenue attributable to the Hungarian road section. When determining the commission, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">actual revenues achieved by the interested ticket offices must be taken into account.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) revenues from priority services,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) income from the sale of other mediated services,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. Individuals entitled to ticket sales and service commissions are:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ ticket office manager for the revenue generated in international traffic, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ cashier, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ accounting cashier, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ Passenger catering cashier, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ person required to perform the audit,   3. Employees of the Revenue Audit area \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of ​​the Financial Institution dealing with international passenger transport revenues are entitled to a collective commission after auditing international passenger transport revenues (both generated \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">by \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">travel agencies and MÁV-START ) \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>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. The amount of the commission shall be determined in accordance with Annex 5\u002F2.\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;\">C. Post-payment and service fee\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Employees who actually \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">contribute to the collection of passenger transport revenues that are rightfully due to the railway are entitled to a back-payment and service commission.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Those eligible for commission are:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ ticket inspector\u002Fhead ticket inspector (domestic, international), \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ passenger attendant, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ employee performing fare review of passenger boarding passes. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ on-board ticket inspector \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">➢ line shunting manager (Balatonfenyves GV) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The basis of the commission is the amount of the actual receivables, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">differentiated by job position and by title of reimbursement as follows.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.1. Ticket inspectors, senior ticket inspectors, on-board ticket inspectors and line shunting managers \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(hereinafter referred to as: travelling staff) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be entitled to a commission of: 20 + 5 = 25.00% on amounts determined and collected in cash or on credit.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.2. The passenger attendant is entitled to a 25% ticket sales commission on the surcharge or surcharge difference for sleeping, couchette and comfort cars sold by them, as well as \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the portion of the ticket revenue and surcharge attributable to MÁV-START for \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">IRT (global fare) tickets sold in these cars \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> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. After the total amount collected based on the passenger delivery form\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) traveling staff 12 + 3 = 15.0%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) employees performing pricing reviews are entitled to a commission of 2 + 0.5 = 2.5%.\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">97\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) travelling staff performing service on RailJet, EX, EN, EC and IC trains \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are entitled to a commission of 280 HUF per service, up to a maximum of 2800 HUF per month, if \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">they have performed at least six services on RailJet, EX, EN, EC or IC trains per month.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4. If the claim is reduced or waived \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">based on an individual decision made within the employer's jurisdiction , and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the case of passenger release slips issued during a trial purchase, the basis for the commission due to the travelling staff under point 3. a) is \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the amount correctly determined on the passenger release slip according to the tariff.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">By contrast, when the claim \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is reduced independently of the employer's decision, directly based on the provisions of the applicable public service contract on surcharges (Annex 13) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, the basis for the commission is the amount actually received.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">98\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\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;\">Annex No. 5\u002F1 to the Collective Agreement of MÁV-START Zrt.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Eligible \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">persons Ticket \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">sales commission\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Service provider \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">commission\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Together\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Commission \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">after \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">100,000 HUF\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Ticket office manager after the own revenues listed in points 1\u002Fa., 1\u002Fb. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(if a ticket office \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">also has a KM ticket office, its revenue \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be reduced by the amount of the KM ticket office's revenue)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">0.12 0.04 0.160 160\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Post-payment cashier, Passenger Service \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Cashier after the income specified in point 1\u002Fc.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">0.04 0.02 0.06 60\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 person performing baggage check-in activities after the collected revenue specified in point \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">1\u002Fd.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.4 0.6 2.00 2000\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 person providing luggage storage services after the income specified in point \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">1\u002Ff.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2.7 1.3 4.0 4000\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">After the revenues generated by the managers of funds not organized for independent accounting \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(KM)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">0.12 0.04 0.16 160\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For each person subject to inspection, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">after the income listed in points \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1\u002Fa.-1\u002Ff. of the funds belonging to the place of duty\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;\">0.003 - 0.003 3\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Cashier up to points 1\u002Fa.-1\u002Ff. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">after the receipt of cash registers operating under supervision\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">0.004 - 0.004 4\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">99\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 5\u002F2 to the Collective Agreement of MÁV-START Zrt.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Eligible \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">persons Ticket \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">sales commission\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Service provider \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">commission\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Together\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">%\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Commission \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">after \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">100,000 HUF\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">INDIVIDUAL COMMISSION\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Ticket office manager on own revenues \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>     \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">listed in point 1\u002Fa\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;\">0.25 0.15 0.40 400\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The treasurer shall be responsible for the revenues of the funds under his\u002Fher control \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">as listed in point 1\u002Fa.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">0.02 - 0.02 20\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>     \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For each person subject to inspection, the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">revenues \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of the funds belonging to the place of duty as per point 1\u002Fa.\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;\">0.01 - 0.01 10\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">COLLECTIVE COMMISSION\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Employees of the Revenue Control \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Area of ​​a Financial Institution dealing with international passenger transport revenues ( \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">after auditing the international fare revenues of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">MÁV- \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">START and travel agencies )\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;\">0.08 - 0.08 80\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Regarding points A and B:\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Accounting cashier Passenger catering cashier specialist per person after the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">monthly cash delivery set under code numbers \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">301, 306, 102, 103, and 104 of the main \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">accounting + the amount issued as supplies \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">(domestic + international)\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">0.01 - 0.01 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;\">The distribution of the collective commission among the employees concerned is the responsibility of the service manager.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">100\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 6 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the Collective Agreement of MÁV-START Zrt. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">The positions covered by Section 52\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> are forklift driver,\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ticket inspector\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">senior ticket inspector\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">car inspector\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">brakeman\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">line reversing guide (GV)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">other railway driver (GV)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">              locomotive driver, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">              locomotive assistant operator, jobs listed \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in Annex 5 of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">              the Collective Agreement of MÁV-GÉPÉSZET Zrt effective on December 31, 2013 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">              (prior to the establishment of MÁV-GÉPÉSZET Zrt)”\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb> \u003C\u002Fb> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">101\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 7 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the Collective Agreement of MÁV-START Zrt.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Preparatory and finishing activities related to the work of passenger train attendants \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and regulation of their standard working hours  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(standard check-in and check-out times)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.1 \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Standard check-in times:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 1.1.2. RailJet, EuroCity, EuroNight, InterCityRapid, InterCity trains 50 minutes \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.1.3. Express, EuRegio, international and domestic fast trains 40 minutes \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.1.4. Passenger trains \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- 53-41, 53-42 for one unit 20 minutes \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- 53-41, 53-42 for two units 30 minutes \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- BDV for 4 units 20 minutes \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- BDV for 8 units 30 minutes \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- 63-12, 63-41, 63-42, Bz, MD trains 20 minutes \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- all other trains 30 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\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;\">1.1.5. 30 minutes for all trains on the Balatonfenyves GV \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.1.6. In the case of arriving trains, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">10 minutes before the scheduled arrival \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">at the border station or at the crew change station \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.1.7. In the case of special and charter trains, 30 minutes \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.1.8. In the case of travel at own expense, on-board inspection 5 minutes \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.1.9. In the case of shunting trains \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- 15 minutes in the case of a train with preparation - 5 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">minutes \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in the case of a train without preparation \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">1.1.10. In the case of train replacement buses, the reporting time is 10 minutes, however, in the case of short turnaround \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">times and in the case of transferring from a train to a train replacement bus during train traffic, this \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">can be reduced to zero minutes without any limitation. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">1.2. Standard times increasing the technological time of the preparatory activity\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> 1.2.1. At the start of each service, 20 minutes \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">1.2.3. In the case of performing a brake test, 15 minutes \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">1.2.4. In case of direction sign activities (only \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">when placing iron direction signs to be placed on the side of the carriage, not including the placement of laminated signs) 2 signs per sign (on both \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">sides of the carriage) 5 minutes   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">1.2.5. In case of vehicle cleaning acceptance (including Bz branch and motor train insert cars) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">10 minutes per carriage \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">1.2.6. In case of group seat reservations, if the placement of the seat reservations \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is the responsibility of the traveling staff 10 minutes \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">1.3. Standard time for finishing activities  \u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> 1.3.1. At the turning station, without settlement obligation 10 minutes \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">1.3.2. After the last train according to the turning (in case of settlement obligation) 30 minutes \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">1.3.3. After cost and on-board inspection 0 minutes,   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- In case of settlement obligation 20 minutes \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">1.3.4. At the last train on the Balatonfenyves GV 30 minutes\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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\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>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">102\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.3.5. If the train is put into storage and the doors and windows have to be closed\u002Fopened for this reason, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5 minutes in addition to the standard time for the finishing activity \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">1.4.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> If the tasks to be performed or \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the large distance between the check-in and check-out location and the post-payment cashier justify it, the standard check-in and check-out times \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be deviated from   by \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a maximum of + 10 minutes in cases previously authorized in writing by MÁV-START ZRt. Technology Planning. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">If the lead ticket inspector is on duty alone on a train transporting 6 or more carriages \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, the standard check-in time must be increased by 10 minutes.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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;\">In the case of a short turnaround time at a turning station, if the train composition and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">train crew do not change (passenger shuttle train, etc.) and due to the above, the prescribed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">reporting times are not ensured, the time standards do not have to be taken into account.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">At a turning station, in the case of a short turning time, if the train composition and train \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">crew do not change, or the train is prepared by different crew, then the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">standard time prescribed for the given train type and type may be lower than that prescribed for the given train type and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">type, but at least 10 minutes must be provided in this case as well.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr> \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">103\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 8 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the Collective Agreement of MÁV-START Zrt.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">MÁV-START Zrt. passenger transport and smooth transport \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">jobs\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">From the perspective of the application of the legal provisions (Mt.135.§), \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the following are considered to be travelling or uninterrupted transport-ensuring jobs at MÁV-START Zrt: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. Passenger transport travelling jobs: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) ticket inspector (domestic) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) ticket inspector (international) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) chief ticket inspector (domestic) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) chief ticket inspector (international) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e) passenger attendant \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">f) VIP passenger attendant \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">g) chief inspector \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">h) other railway vehicle driver \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">i) line shunting driver \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">j) on-board ticket \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">inspector k) service inspector \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">l) cook \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">m) waiter-cook \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>  \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. Jobs related to the safe and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">proper operation of technology and the continuous provision of public services are considered to be uninterrupted transport-ensuring \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">jobs: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) carriage inspector \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) passenger transport duty officer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) technical carriage controller lecturer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) dispatcher \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e) domestic personal cashier \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">f) international personal cashier \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">g) accounting cashier \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">h) accounting and ticket cashier \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">i) post-payment cashier \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">j) VIP cashier \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">k) personnel manager \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">l) sign-maker, carriage sign-maker \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">m) brake fitter \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">n) regional passenger transport chief manager \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">o) network passenger transport and towing chief manager \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">p) network HAVARIA manager \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">q) traffic service worker \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">r) customer service specialist \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">s) customer relations specialist\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">104\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">t) cleaning receiver I.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">u) cleaning receiver II. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">v) accident response vehicle mechanic \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">z) chemical response vehicle mechanic \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">x) special train chief controller \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">y) regional traction chief controller\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">105\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 9 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the Collective Agreement of MÁV-START Zrt.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The required minimum number of people on passenger trains\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(The following staffing standard does not apply to trains designated for KN traffic.)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.1 The minimum number of staff required for passenger trains is 1 head ticket inspector and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1 ticket inspector, and for \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">more than 10 carriages (sleeping and couchette carriages, buffet and dining carriages, and closed carriages shall not be taken into account when determining the number of carriages), 1 head ticket inspector \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and 2 ticket inspectors, except for the cases specified in point 1.2 (including its sub-points).  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.2 In the case of the following configurations according to SZVÖR, the required minimum number of personnel is 1 manager\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ticket inspector:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 414, 424, 434 BDV 1 unit (4 cars)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 415 Flirt, 425 Talent, 416 Uzsgyi, 426 Desiro multiple unit 1 unit\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• 415 Flirt, 425 Talent, 416 Uzsgyi, 426 Desiro, 247, 1446 (Jenbacher) multiple unit, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">not in Budapest suburban traffic\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• Non-remote locking assembly up to 4 cars\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• Remote locking assembly for up to 5 cars\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• Train set consisting of Bz engine(s) and sidecar(s) (117, 127, 136, 24-29)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• Charter and special trains\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• Balatonfenyves GV 1 main line shunting driver\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.2.1 In the case of the 815 KISS multiple unit, the required minimum number of personnel is 1 lead ticket inspector and 1 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ticket inspector per unit.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.2.2 In contrast to the minimum number of staff, more train attendants may be assigned to the train. The head \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">ticket inspector may \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">deviate from the above-mentioned number of staff on a maximum of five shifts per month . In such a case, the head ticket inspector \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is obliged to forward the train with personnel below the number of staff, and the head ticket inspector who forwards a train with personnel below the number of staff \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is entitled to an additional remuneration of HUF 1,450\u002Fhour for each hour started. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">When determining the duration serving as the basis for the calculation, the standard time for all preparatory and finishing activities for the given train \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">according to Annex 7 of the KSz, as well as the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">actual duration of the train, must be taken into account. (If \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">working below the standard number of people is a factor increasing the standard time, the standard time related to the given train \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be taken into account at the increased rate) This sub-point is not applicable for more than \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">10 carriages (when determining the number of carriages, sleeping and couchette carriages, buffet and dining carriages, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and closed carriages must also be taken into account).\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>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.2.3 If the train conductor has forwarded at least five services in the given month\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">train operating with less than the standard number of staff, the train is not obliged to forward the train with less than the standard number of staff for the rest of the month \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, and the employer may refuse the relevant instruction \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. In the following cases, the travelling staff is also obliged to forward the train with less than the standard number of staff \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">106\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• A ticket inspector assigned to a train becomes incapacitated while on duty, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">up to the train's final stop.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">• The door of the train becomes unusable during the journey, at most from the point of unusability \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the home station of the carriage. (If the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">final station of the carriage that has failed during the journey is not the same as its home station, and the fault cannot be rectified at the final station, it \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be immediately forwarded from the final station to the home station for repair. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">It cannot be forwarded to another route as a new passenger train or as part of a passenger train \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;\">1.2.4 The employer undertakes to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">purchase body cameras and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">equip ticket inspection stations with them in order to improve the security situation of the train attendants and increase their sense of security. The employer shall publish the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">number of body cameras available at each of its locations to the employees and shall continuously update this register in connection with the acquisition of body cameras . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">At the request of a train attendant who is the only person on duty \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">on the train, regardless of the applicable staffing standard, the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall provide a body camera up to the number of cameras available.  \u003C\u002Ffont>\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;\">1.2.5 The regulations regarding the number of employees must be complied with. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of employment that deviates from this, the reason for this must be investigated. The investigation must include whether there has been a culpable breach of duty arising from the employment relationship. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The employer must sanction \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">any culpable breach of duty that is established .\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;\">\u003Cfont style=\"vertical-align: inherit;\">1.3. PROCEDURE \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">TO BE FOLLOWED IN THE CASE OF DOORS FAILING DURING OPERATION \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(Gy. 16-1599\u002F2011.)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.3.1. Actions to be taken before the train departs When \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">taking over\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> the train \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">due emphasis must be placed \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">on checking the \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">operation of the doors\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> in order to prevent future inconveniences. The method of checking depends on the type of vehicle; \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">details are contained in the \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">operating instructions\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> . In the case of central door locking \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">operated by the train attendant , it is recommended to perform \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">a test door closing, if possible\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Of course, only if we have the opportunity to do so, i.e. the technological time is ensured \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and the train has been set up on the departure track in time.   If we experience \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">irregularities\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> in the operation of the doors \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, the \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">technical \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">staff (car inspector) must \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">be notified\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> immediately \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">so that the fault can be eliminated before the train departs \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. If this is no longer possible, the \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">car must be de-railed\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> or \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">the \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">door must be locked and an appropriate information sign must be provided.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> When entering the Train Ticket, the \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">driver\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> and the \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">lead ticket inspector should exchange \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">telephone numbers\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> , which will facilitate effective communication and help \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in the event of an emergency.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\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;\">1.3.2. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">“Ready to depart”  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The current instructions and regulations clearly state that, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">with the exception of the door closing controlled by the driver, the lead ticket inspector \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may not give the “ready to depart” signal\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> until all doors are closed, except of course the door where he is boarding. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">In the case of central door closing\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> operated by the train attendant, the central \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">door closing must be carried out\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> before giving \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the “ready to depart” signal \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. If any of the doors have \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">not   \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">closed\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> , they \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">be closed \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">manually\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">107\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Traditional, “manually” closing doors must be closed manually, one by one, regardless \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of how many carriages are being transported by train. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Passengers \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">must also be \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">politely \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cfont style=\"vertical-align: inherit;\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">asked\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> to close the doors! The responsibility \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> shared, even if the instruction places the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">burden solely on the shoulders of the lead ticket inspector: do not contribute to starting the train if there is an open door in the train!   \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">No reason or compulsion can override the fact that safety is the top priority!\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The train cannot start with the door open!\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of trains with traditional doors, you must pay special attention to ensuring that \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the doors on the side opposite the platform are also closed, because it is not appearance that counts, but \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">safety\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\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;\">In the case of outward-opening doors (20 37, 19 37, etc.), you must make sure that the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">doors opposite the direction of travel are properly closed.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.3.3. Actions to be taken in the event of a breakdown during travel \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the train attendant encounters an open door during travel or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">becomes aware of such, they must take immediate action! \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The train attendant must take action in such cases:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> - Before closing an open door \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">during travel,\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> they must consider - in the awareness of the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">increased \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">risk of accidents\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> - whether they do not endanger their own physical safety. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> the door \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">cannot be closed, they must take action \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">to stop\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">train\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> in order to close the open doors. In this case, it must be ensured that \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">passengers do not go\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> to the front of the passenger car (information, closing the passage door) until the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">emergency has passed.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Additional actions to be taken:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> o If the train \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">arrives at the next station\u002Fstopping point \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">within a short time\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> , in addition to securing the front, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the door \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be closed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">after the train stops\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> ! o If the train \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">does not stop for a longer period of time\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> according to the schedule , \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the regional passenger transport \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">chief operator must \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">be notified\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> and \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">the train must be stopped\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> at an intermediate station.    \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">o \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">If the chief ticket inspector cannot \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">meet with the regional\u002Fnetwork passenger transport operator, he must ask the train driver \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">to stop the train at the next station.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> o \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">If\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> the open door creates an emergency situation that \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">cannot be resolved without delay\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> , the train attendant \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">must operate the \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">emergency brake\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> . This requires an extremely thorough and considered decision, as using the emergency brake \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">carries many dangers!\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\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;\">All door failures must be reported in writing and the fault \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be indicated on a \"V\" or \"X\" label as regulated in the HVU!\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">108\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 10 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the Collective Agreement of MÁV_START Zrt. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Special provisions for \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employees employed in a scheduled passenger work schedule (tractor passenger)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Guided tour work schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 1\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;\">The uninterrupted work schedule is a specific method applied by the employer, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">based on the main characteristics of the work schedule:   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– the employee's obligation to work can be prescribed in accordance with the employer's instructions,   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">without interruption, on any day of the year between 00:00 and 24:00 at any time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(night, day, public holiday, etc.), \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– the duration of working hours can be divided unequally between the shortest working time that can be spent in one shift and 12 hours for each working day \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, taking into account the provisions set out in the legislation on daily working hours, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">rest periods, overtime and night work, driving time and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">breaks between work and the Collective Agreement. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The following employees must be employed in a supervised traction passenger work schedule: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a) locomotive driver \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) locomotive driver trainee during supervised travel \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) multiple unit driver   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) multiple unit driver trainee during supervised travel \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e) mechanical line inspector \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">f) FLIRT multiple unit driver \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">g) FLIRT multiple unit driver trainee during supervised travel\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003C\u002Fb>\u003C\u002Fi>\u003Cb> \u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employees providing towing services \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 2\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employees \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employed in the following positions shall be considered as providing traction travel services : \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;\">– locomotive driver trainee, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– mechanical line inspector \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– multiple unit driver   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– multiple unit driver trainee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\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;\">FLIRT multiple unit driver\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;\">FLIRT multiple unit driver trainee\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fi> \u003Cbr>\u003Cb> \u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Appendixes to the Collective Agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 3\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">109\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In organizational units that also employ traction passengers, the employer, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the regional leader of the Locomotive Drivers' Union and the leaders of the member groups \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">agree on the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">rules for traction passengers related to professional or local conditions for each location or service location (e.g. drop-off and pick-up \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">points, local standard times, regulation of local different circumstances, etc.). This agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is made part of the local appendix by the trade unions authorized to conclude the Collective Agreement with their signature \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The provisions of the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">local appendices of MÁV-TRAKCIÓ Zrt in force on 31 December 2013 shall apply to the application of \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the drop-off and pick-up points, local standard times, and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">technological and employment rules for traction passengers, unless otherwise agreed \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\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> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Check-in point for towing passengers (except for the mechanical line inspector) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3\u002FA.§\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The place of check-out is: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- at the vehicle after \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the vehicle has been locked; - in the case of a personal change, at the place where the vehicle \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is handed over; - in the case of a self-paid trip, at the vehicle used for the trip; \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- in the case of vehicles without a master key, at the place where the key is handed over. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Master key vehicles: vehicles that \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">can be opened and closed with keys handed over to the train drivers; in such cases, the vehicle keys are not subject to handover \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \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;\">Modification of the working hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of employees employed in a scheduled travelling work schedule (tractor travelling)\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 4\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of a modification of the working time schedule \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">initiated by the employer and based on a written agreement concluded with the employee (KSZ 31.§ 2 b)), the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to an extraordinary transfer fee of HUF 2,500 per modified service. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The scope of the provision regarding the amount of the transfer fee also extends to employees holding \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the position of locomotive supervisor and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">external locomotive supervisor employed in the territorial passenger transport and traction directorates. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The originally announced working time schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be modified a maximum of five times per month (affecting five services). The five occasions specified in this point do not include the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">case according to KSZ 31.§.2.a) or if the modification of the working time schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">was made due to Section 108.§.(2) of the Mt. and Section 11.§.(2) of the KSZ. This paragraph also does not apply \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">if the employee's planned service \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is extended due to the emergence of work tasks or for other reasons. Any further modification of the working time schedule pursuant to Section 31.2.b) of the Employment Contracts Act \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be deemed to constitute an order for extraordinary work, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">solely for the purpose of remuneration .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">110\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The working time schedule may \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">also be modified in the event of extraordinary work ordered by the employer unilaterally , within the deadline set in Section 31, Point 1 of the KSZ, i.e. within seven days \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \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;\">Special provisions \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">on working hours for employees performing towing services\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 5\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Waiting time is the period of time beyond the standard time at a turning or intermediate station within a service, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">which reaches or exceeds 5 hours, provided that the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is provided with a quiet, restful, undisturbed accommodation. The upper limit of the waiting time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may not exceed 7 hours. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The definition of a suitable rest room is governed by point p) of Section 26, Section 1 of the KSZ \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>   \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The monthly absence hours of a towing passenger may not exceed 210 hours. A local appendix \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may deviate from this amount.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(absence hours = working hours + waiting time)   The duration \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of preparatory and finishing work related to the work (e.g. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the time standards for the acceptance and handover of the train or towing vehicle) is set out in Annex 10\u002F1 of the KSZ \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, and the place of signing on and off duty \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be specified in the local appendix. The daily working hours may not be exceeded by these periods either. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Provisions concerning \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the time that an employee performing a towing service may spend on one shift : \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- the duty hour - taking into account the other provisions contained in this Section - \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be planned for a period of at least 6 hours. The duty hour may not exceed 12 hours per day. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">(Mt.§99.(2) para.)\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>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employee performing the travelling service started his\u002Fher service and it ended later than \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the predetermined time, the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">period exceeding the original working time schedule shall be considered extraordinary work.  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The shortest planned duration of the service of an employee performing the travelling service who exclusively forwards freight trains or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">who forwards a freight train as the last train in his\u002Fher service according to his\u002Fher working time schedule (including the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">on-board service immediately following the freight train service, or the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">self-paid travel to the reporting location immediately following the freight train service) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be 9 hours.   The shortest planned duration \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of the service of employees performing the service on the station and traction depot reserve shall be \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8 hours. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If, contrary to the previously planned, the forwarding of the train(s) in the services referred to above \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">actually requires less time than the hour set out in this point, the employee shall be required to remain at his\u002Fher workplace for the remaining time of the service and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to perform other tasks related to his\u002Fher job \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">during this time . \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The fact of the absence from duty \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be communicated to the employee immediately after the last train has departed.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Accounting for working time deficit\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">111\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 6\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">fails to meet the employer's employment obligation within the working hours according to the schedule, he is entitled to basic salary for the working hours (standby time) lost due to this. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">It is not considered a reason for an order if the trains according to the staff rotation are forwarded \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in a shorter time.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employee's originally planned service or a given part of the service \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is missed within 7 days, it is considered to be stand-by time as set out in this point.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the employee has reported to work at the workplace or has started work at the start time according to his working hours schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, he is entitled to 110% of his basic salary for the duration of the missed service or part of the service \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. Ordering stand-by time does not qualify as a change in the working hours schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. Stand-by time cannot be ordered in the last 30 minutes of the planned service.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Restriction on consecutive night \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">work for workers performing towing services\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 7\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Workers performing towing services \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be required to work a maximum of two consecutive nights. In this respect, night \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">duty is considered to be work if 3 hours of the duty falls between 22:00 and 06:00 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Split working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 8\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For employees employed on a managed travel schedule, split working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">are not applicable.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Other provisions concerning regular working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 9\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;\">An employee employed in a scheduled travelling work schedule is entitled to travel time if \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the place of commencement of his\u002Fher training and mandatory periodic examination or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the place of completion of his\u002Fher training and mandatory periodic examination is not the same as the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">workplace(s) specified in the employment contract. The employee is entitled to 80% of his\u002Fher basic salary for the travel time. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The actual duration of the time spent on the mandatory training and periodic examination, but at least \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">six hours, shall be counted as working time. The employee is entitled to absence pay for \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the necessary and certified duration of the periodic and extraordinary fitness medical examination requested by the employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- up to the full working hours of the day. The employee is entitled to 80% of his\u002Fher basic salary for the period spent travelling in excess of this. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">If the hearing of the employee performing the task of a towing travelling worker pursuant to Section 39.§.5. b) of the Labour Code - subject to the provisions of the Labour Code - is not carried out in accordance with the provisions of the Labour Code, the employee shall be entitled to a leave of absence payment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for the necessary and certified duration of the periodic and extraordinary fitness medical examination requested by the employer - up to the full working hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of the day \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">99.§ – is not possible because the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employee’s interview is justified for a longer period, then it may exceptionally \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">take place on a day on which the employee is not required to work. In this \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">case, the actual duration of the interview – but at least six 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>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">112\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be considered as working time, and the travel time incurred in connection with the interview \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be remunerated at 80% of the employee's basic salary.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Similarly, the time spent as a witness in the employer's interest \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall also be considered and accounted for as working time.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">This rule shall not apply if the interview of the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">takes place due to a culpable breach of a material obligation related to the employment relationship, as a result of which 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 relationship with immediate effect . In this case, the employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be entitled to a personal basic salary for the actual duration of the interview, and shall not be entitled to travel time or remuneration for it.\u003C\u002Ffont>\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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Overtime work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 10\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;\">For the purposes of Section 126 (1) of the Labour Code, the following shall be considered extraordinary work: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- work other than the working time schedule, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- work performed in excess of the working time frame, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- work performed on a rest day, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- work on a public holiday ordered as extraordinary work, and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- work ordered during standby, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- on-call work. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Based on the authorization contained in Section 135 (4) (d) of the Labour Code, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the Employer is entitled to order extraordinary work not subject to statutory restrictions \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for employees providing towing services, in addition to the cases specified in Section 108 (2) of the Labour Code, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for the purpose of ensuring the uninterrupted provision of scheduled public services. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In order to ensure the uninterrupted provision of the scheduled public service, overtime work may \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be ordered only for the duration of the scheduled passenger train operating as the last train of the given service \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to its destination, the subsequent \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">crew change, decommissioning and check-out \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, provided that in this case \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the combined duration of the working hours within the service and the overtime work ordered for the uninterrupted provision of the scheduled public service \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may not exceed 13 hours. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In the event that “work performed in excess of the working hours” is ordered as overtime work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for employees employed in a scheduled travelling work schedule, the starting and ending times \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of the period (service) ordered as overtime work must be specifically determined when the working time schedule is communicated \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">If the employee performs the given service or part of the service, the remuneration for \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">overtime work under the title of overtime work is due for the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">working time performed if the service or part of the service was actually \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">performed in excess of the working hours. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The amount of overtime includes all overtime. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">A certificate of overtime work does not need to be issued \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to a person employed on a scheduled passenger work schedule (tractor passenger).\u003C\u002Ffont>\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>\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>\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>\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>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">113\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Remuneration for extraordinary work \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 11\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of extraordinary work, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">an employee employed in a scheduled work schedule is entitled to the following supplements in addition to his regular wage: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">    1 – 200 hours 50% \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">201 – 300 hours 150% An employee employed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in a scheduled work schedule is entitled to a supplement equivalent to 300% of the basic wage for \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">extraordinary work exceeding \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a maximum of 12 hours of working time in one shift . An employee employed in a \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">scheduled work schedule is entitled to a supplement equivalent to 75% of the basic wage in the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">event of work ordered during standby. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The relevant provisions of the Labour Code shall govern the remuneration of extraordinary work listed in subparagraphs c) and d) of point 1 of Section 40 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, unless \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the rate of the special work supplement established in a band according to this Section is more favorable to the employee.\u003C\u002Ffont>\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> \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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Readiness \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 12\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Different rules for ordering standby for employees employed as locomotive drivers (motor train drivers) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">: Standby \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for employees employed as locomotive drivers (motor train drivers) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be ordered with the employee's prior written consent. Standby outside the home \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may be ordered with the employee's written consent. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Standby for employees falling within the scope of this point may be ordered in writing simultaneously with the notification of the working time schedule \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. Standby for a maximum of 16 hours may be ordered at a time in terms of the duration of the working time frame \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. Work during standby \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">may not exceed 12 hours. The employee's \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">declaration of consent to ordering standby must be obtained for the relevant year.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The declaration of the possibility of ordering standby must be available prior to standby \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The employee may unilaterally withdraw his\u002Fher declaration of consent to ordering standby \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in writing, up to the 15th preceding the relevant month. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Standby may not be ordered for a weekly rest day. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">An employee employed on a scheduled traveling work schedule \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;\">the remuneration due for work ordered while on standby from the time of the alert until the time of return to the place of standby .\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cb> \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">114\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Break between work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 13\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;\">1. For employees employed in a scheduled travelling work schedule (tractor travelling), if the daily working time according to the schedule and\u002For \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the duration of extraordinary working time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">that differs from the working time schedule \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">a) exceeds six hours but does not reach nine hours by 20 minutes, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">b) exceeds nine hours, 25 minutes must be provided for the first break and 20 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">minutes for the second \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. (Mt.135.§ (4) para.) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. The break must be provided outside working hours, by interrupting working hours. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">3. Breaks must be designated in advance in the service descriptions as follows: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- the first break \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be provided after at least 3 hours and a maximum of 6 hours of work after the start of the service, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- the second break – if the breaks \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are not provided in a consolidated manner – must be provided after 6 hours of work. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The second break \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be given at least 30 minutes before the start of the reporting time. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In those services in which, due to technological reasons, the second break \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">cannot be given at least 30 minutes before the start of the reporting time, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">based on the authorization of Section 135 (4) of the Railway Act - \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in order to ensure the smooth operation of railway transport - the break in the given service is 25 minutes in total. In this \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">case, the employee is entitled to a flat-rate payment of HUF 700\u002Fservice. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- breaks - up to a maximum of 45 minutes - may also \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be given in aggregate, provided that technological conditions allow this. The aggregated \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">break - in derogation from Section 103 (5) of the Railway Act, subject to Section 135 (4) of the Railway Act d) - \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may begin \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">at least four hours after the start of the service and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must end no later than eight hours after the start of the service. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">     The order of the breaks cannot be changed and cannot be granted in several installments. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. Failure to take a break shall be considered an extraordinary event. If the first break is not taken \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">within the deadlines specified in the previous point (between 3 hours and 6 hours 25 minutes, or \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">if the working time exceeds six hours but does not reach nine hours, then between 3 hours and 6 hours 20 minutes \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">), the missed break shall be paid at 175% of the basic wage \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">If the combined break \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is not taken within the deadlines specified in the previous point (between 4 hours and 8 hours), the missed break \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be paid at 175% of the basic wage.\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> \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>\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>\u003Cb> \u003Cbr> \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> \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>\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;\">\u003Cfont style=\"vertical-align: inherit;\">If the second break cannot be granted due to an extraordinary work task, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the duration of the missed break shall be compensated at 175% of the basic wage, provided that the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee has fulfilled his reporting obligation regarding the missed break \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. The missed break \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall also be recorded in the On-board Equipment. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The working time record and the time statement list shall include the missed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">break and its accounting. The application of this provision shall not \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">result in extraordinary working hours in itself.  \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">115\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5. Conditions for taking a break during work shall be such that the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is guaranteed the opportunity to rest. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Each time interval designated for taking a break during work shall be such that the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">employee, if he\u002Fshe so wishes, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">can leave the driver's seat in such a way that the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">entire duration of the break is available to him\u002Fher, while complying with the technological and safety regulations applicable to work. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">6. During a break during work, the employee is not obliged to work. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In an emergency, the employee is obliged \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to comply with the employer's lawful instructions in accordance with the relevant regulations. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7. If the designated break during work cannot be used as planned, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the employee must immediately notify the locomotive supervisor or the locomotive controller by phone, indicating the reason \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, who may subsequently \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">instruct the employee to take the break during work at a time that is different from the duty description \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. However, the break \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must also comply \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">with the requirements listed in this Section in this case. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8. If the break cannot \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be started at the previously designated time due to a train delay, but the employee is \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">still able to take the break until the start of the next work task, he or she must take the break. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">9. It is prohibited to classify any period of time free from work as a break, except for those specified in the previous points, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">retrospectively, or to reclassify a break recorded on the journey card but not issued \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">as a break, retrospectively and unilaterally. 10. Provision must be made for replacement personnel for the break if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the break can only be granted in this way due to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">technological processes. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">11. Services exceeding 6 hours (from 6 hours 1 minute) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be planned for a duration of at least 6 hours 20 minutes (6 hours of working time and 20 minutes of break between work.) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Services exceeding 9 hours 20 minutes (from 9 hours 21 minutes) must be planned for a duration of at least 9 hours 45 minutes (9 hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of working time and 45 minutes of break between work). \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The duration of education, examination, medical examination and the period of putting on work clothes \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must not be charged with a break between work.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In the event of using a working time discount, the period to be settled must be reduced by the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">break between work, except in the case where absence \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">under such a legal title was planned for the member of the interest representation organization when preparing and communicating the working time schedule \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">.   \u003C\u002Ffont>\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>\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> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 14 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of the shift allowance\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Employees employed in a scheduled traveling position are entitled to a shift allowance equivalent to 35% of the basic salary for the actual working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Compensation for working on public holidays\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">116\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 15\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">An employee employed in a scheduled travelling work schedule (tractor travelling) is entitled to an absence payment (point a \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">) of Section 68 of the Labour Code) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">in addition to the wage for that day's work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for the working hours performed during the period a) from \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">0:00 to 24:00 on the public holiday specified in Section 102 (1) of the Labour Code, b) from 0:00 to 24:00 on Easter Sunday, c \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">) from 0:00 to 24:00 on \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Whit Sunday,   d) from 18:00 to 24:00 on December 24 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, and e) from 18:00 to \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">24:00 on December 31 .\u003C\u002Ffont>\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>\u003Cbr>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Secondment of an employee performing a task of a traveling employee   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">and remuneration for travel time\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 17\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. The reporting and reporting locations applicable to employees performing a posted traveling job \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must be specified in a local appendix or in an employment contract, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">as part of the work technology.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(The regulation of reporting and reporting locations in the local appendix – until further amendment – \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">​​shall be governed by \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the status as of June 30, 2012 or any amendments to the local appendix that have occurred since then .) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">2. An employee is on a mission if he\u002Fshe fulfills his\u002Fher reporting and\u002For reporting \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">obligations outside the duty stations applicable to him\u002Fher in the local appendix or specified in the employment contract \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. Reporting also includes attendance at mandatory training, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">mandatory periodic exams and mandatory medical examinations.   3. An employee may, without his\u002Fher consent \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, be reported for work \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">within the framework of a domestic posting only at a distance that does not exceed \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the distance between his\u002Fher place of residence and the reporting location     \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">that is furthest from it and is applicable to him\u002Fher, as specified in the local appendix or employment contract . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In the case of a domestic posting, the employee's reporting location must \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">be the same as his\u002Fher reporting location, except in cases where \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employee has consented to a different reporting location.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">4. The extent of a domestic posting may not exceed 70 hours of service per calendar year. A local \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">appendix may deviate from this by a maximum of 100 hours, but in this case the employer \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall not unilaterally apply the provisions of Section 53 of the Labour Code. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">5. An employee is entitled to compensation for travel time if he\u002Fshe is on a posting. The   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">amount of compensation for travel time is 80% of the employee's basic salary. The employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is not entitled to a daily allowance for posting. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">6. Travel time is defined as the time spent travelling outside of the daily working hours according to the schedule between the place of residence\u002Fstay and the place of check-in or check-out \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, including\u003C\u002Ffont>\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>\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>\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>\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>\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>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">117\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">transfer, waiting for public transport after finishing work, and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the waiting time from the arrival of the public transport until the start of work.   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The travel time is based on the distance between the place of residence\u002Fstay and the actual place of work at \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1.5 minutes\u002F1 km (flat rate). \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">A Budapest resident is \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">entitled to a flat rate of 60 minutes of travel time when travelling within the administrative borders of Budapest, while an employee residing in a city with county status \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to a flat rate of 30 minutes of travel time within the administrative borders of the city with county status if he\u002Fshe is on a business trip. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">An employee on a domestic business trip is entitled to prove on an event sheet that he\u002Fshe actually spent more time travelling than the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">flat rate calculated above. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">7. The distance measured by road that can be taken into account as the basis for ordering the posting (point 3) and for the remuneration of travel time must be determined based on the data \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">from www.utvonalterv.hu or – in the case of rail travel \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– from the distance calculator at www.elvira.hu. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8. The posting must not cause disproportionate harm to the employee – in particular with regard to his\u002Fher position, qualifications, age, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">health status or other circumstances \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Reimbursement of expenses for towing passengers performing temporary foreign assignments \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">at border crossings or on the line section between the national border and the common border crossing\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 18\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">For towing passengers performing temporary foreign assignments \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">at border stations or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">on the line section between the national border and the common border station , not falling within the scope of trips authorized by the CEO, the rates \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">set out in the instruction on the settlement of foreign exchange allowances for those performing temporary foreign assignments , effective on the day of the assignment \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, must be followed.\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>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Reimbursement of travel expenses related to commuting to work \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 19\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;\">In the case of employees working as a travelling locomotive operator \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, the employer shall supplement the cost reimbursement pursuant to Section 65.§.1. a) and b) of the KSZ with a rate of 28 HUF\u002Fkm. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The scope of this provision also extends to employees working as locomotive supervisors and external locomotive supervisors employed by regional \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">passenger transport and traction directorates \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Clothing supply\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 20\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The rules for providing employees with clothing are contained in Annex 4 of the Collective Agreement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">118\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex No. 10\u002FA \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to the Collective Agreement of MÁV-START Zrt.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Technological standard times for towing travelling personnel \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">I.\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The annex contains the standard times for technological operations that \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">fall \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">between the beginning and end of the service of employees employed in the ordered travelling work schedule and that \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are performed by those employed in the towing travelling positions specified in point III. These standard times must be taken into account when planning the services \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">and must be accounted for by those employed in the towing travelling positions.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The standard times specified in this annex apply uniformly to all towing travelling personnel falling within the scope of point III. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, regardless of which organizational unit \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">they belong to. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">II.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> The types, types of standard times for technological operations and the procedure for determining them, and the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">standard times for the activities regulated in points 4.1 -4.12. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be determined in this annex to the Collective Agreement. The standard values ​​for the activities specified in point 4.13. of this annex \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be determined in the local appendices to   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the KSZ . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Method of determining standard times: Standard times \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are determined jointly by \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the expert appointed by the Deputy Chief Operating Officer and the person appointed \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">by the trade union(s) concluding the Collective Agreement and the Train Drivers’ Union – based on a joint standardization. The starting date of the application of the new standard times \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be determined after consultation \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">with the drafters of the long- and medium-term plans . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The persons participating in the investigation are obliged to determine the standard time of the subject activities using a jointly \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">accepted, suitable measuring instrument, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in the shortest time suitable for performing the given activity. The parties are obliged to accept the result of the measurement. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Standardization and modification of standard times \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">may be initiated by any party concluding the Collective Agreement and the Train Drivers’ Union. The initiative may not be rejected if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">it was made due to a circumstance affecting the standard time (technology, location, transportation facilities, etc.). \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">III. For those traction travelling jobs\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> (to which the standard times apply) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- locomotive driver (FEOR number: 84110001), \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- locomotive driver trainee (FEOR number: 84110002) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- multiple unit driver (FEOR number: 84110004) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- multiple unit driver trainee (FEOR number: 84110003) \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">- \u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">FLIRT multiple unit driver\u003C\u002Ffont>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\"> - \u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">FLIRT multiple unit driver trainee \u003C\u002Ffont>\u003C\u002Fi>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">IV. \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.1 \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Application for service\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> (Instruction No. E 1 Part I, points 8.1. – 8.3.):     \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">10 \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">minutes \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.2\u003C\u002Ffont>\u003C\u002Fb>\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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\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>\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>\u003C\u002Fi>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Ci>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fi> \u003Cbr>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">119\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of a personal changeover\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> (the replacing and replaced driver meet in person, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Section 9.3 of Instruction No. E.1, Part I), the actual changeover time (at most the standard time) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is granted to the replacing and replaced crew simultaneously. If the schedule requires a crew changeover in less than 5 minutes \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, then Section 9.3.5 of Instruction No. E.1 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">shall be followed. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Station changeover standard times:          \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8 minutes \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.3.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If both a change of direction and a crew change become necessary (electric, diesel), \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the time required for this shall be determined by summing the standard times given for each activity \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.4.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Commissioning and pre-service inspection \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">of a decommissioned (locked) traction vehicle\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> (E 1. Instruction Part I, points 9.2., 9.4.): \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Mk48 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">288       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">15 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Mk45 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">318 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">328 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">438 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">448 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">478 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">117; 127 (Bz engine) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Diesel-electric train heater wagon       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">25 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> ÖBB 2016       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">20 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 408 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">418 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">628 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">136 (63-12) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">416 (63-41) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">426 (63-42)       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">30 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 460       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">20 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 430; 431; 432; 433 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">630 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">470 (or all versions of SZ 541, ES64U2 type locomotive) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ÖBB 1116 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ÖBB 1014 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">477 (SNCFR EA040) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">480 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">ZSR 750       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">25 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> ZSR, CD electric locomotives       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">30 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> 434, 414;424 (BV, BDV, BVh mot). \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">415 (53-41)  \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">120\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">425 (53-42)       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">35 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Railjet       \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">40 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> RailJet (1116\u002F80-90) other standard times:   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Standard time for the operational test of train control equipment (with SBB INTEGRA, only \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to be taken into account for the first commissioning on the day in question)     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">10 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Standard time for the operational test of train control equipment (without SBB INTEGRA, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">only to be taken into account for the first commissioning on the day in question)      \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> If several vehicles are put into service, the standard time \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">reduced by \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> shall be calculated for each additional vehicle. If the locomotive driver puts into service a traction vehicle that he previously put out of service during his given \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">service, the standard commissioning time shall be \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for all vehicle series.         \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">10 minutes\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> Commissioning of a multiple unit locked in parking mode per unit: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">415        \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">25 minutes\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> 425       \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">25 minutes \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.5. The \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">standard time \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">for train travel, changeover between two trains, brake test, and travel from train to traction yard\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> - in consultation with the relevant partner service - shall be determined in the local appendix. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The shortest mechanical turnaround times at reversing stations, if the traction vehicle does not \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">have to go around: \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">one single twin railcar         \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">7 minutes\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> two single Bz railcars         \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">7 minutes\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> 117 (Bz mot). + control car         \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">7 minutes\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> multiple twin railcars       \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">10 minutes\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> one single electric railcar       \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">10 minutes\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> shuttle train (117 (Bz), MD railcars also) up to 100 m      \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">10 minutes\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> shuttle train over 100 m (MD railcars also)       \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">15 minutes\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> multiple electric railcar       \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">15 minutes\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> one single 416 \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">        8 minutes\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> two single 416 \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">      15 minutes \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.6. \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Remote control test:\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> - after driving on a shuttle train:        \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">20 minutes\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> - after coupling two multiple unit trains served by one driver:   \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">15 minutes \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.7.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> Preheating and precooling time shall be determined according to Section 4.2.4 of Instruction E.12. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.8.\u003C\u002Ffont>\u003C\u002Fb>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\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>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">121\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the service ends with a personal changeover, the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">provisions \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of point 4.2\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> shall apply. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.9\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\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;\">If there is a greater distance between the place of changeover and the place of check-out, the standard times \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">according to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">point 4.13.4\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> shall apply. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.10. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Putting a towing vehicle out of service\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> at the end of the service per vehicle (E.1. Instruction \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Part I. 11.2., 11.4. points):         \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> - closing a shuttle train or multiple-unit train, if a change of direction is also necessary: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">​​15 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> - one electric multiple unit        \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">15 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> - each additional electric multiple unit        \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">10 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">minutes \u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.11. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Check-out\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> (E.1. Instruction Part I. 2.6.4. point):     \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> The standard check-out time begins: \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- at the end of the vehicle closing; \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- in the case of a personal changeover, after the handover; \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- at the end of the cost journey; \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- in the case of vehicles without master keys, when handing over the keys. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If, due to an accident or extraordinary event, the prescribed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">standard time is not sufficient for the tasks to be performed \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">at the time of check-out, the time actually required can be counted based on the certification of the employer's representative. If the employer's representative does not dispute the extended check-out time by the end of the first shift following check-out \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, this time \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is considered certified. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.12. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Direction change standard time\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> : at a direction change station , \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">in the case of the following vehicles \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">served by a locomotive driver\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> , the duration of the mechanical operations necessary for the direction change \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(if the towing vehicle does not have to go around), which also includes the duration of the software brake test \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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Towing vehicle type Standard time\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Single unit 426\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">13 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Single unit 415, 425 (5341, 5342),  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">8 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Two-unit 415, 425 (5341, 5342) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">11 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Two- unit 426 (6342). \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">15 minutes\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> Three-unit 415,425 (5341, 5342)   \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">14 minutes\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cb> \u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">122\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Three unified 426 \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">17 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> RailJet \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">14 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Additional standard times for 415,425 (5341 and 5342) (for two units or \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">when two drivers are present)  \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Closure Direction \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">remains the same\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">10 minutes\u003C\u002Ffont>\u003C\u002Ffont>\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;\">Direction \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of travel changes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">15 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Separation \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">5 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Auxiliary towing device Installation   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">20 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Removal \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">15 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the event of three units being combined or separated, the standard time shall be increased by 5 minutes each. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">When planning turns within a service, the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">standard time \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for changing direction \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">according to 4.5 or 4.12\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> shall be increased \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">by 5 minutes \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">after every second consecutive turn or\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> every 3 hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for health reasons. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">If, instead of the driver reporting for duty or reporting for duty , the tasks according to points \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.4 \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">- 4.7. and 4.10.\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> or part of them \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">are performed by another employee with the appropriate driver's qualification as prescribed for drivers, then \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">only the standard time corresponding to the activity actually performed may be counted for the former employee, and the standard time \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for the transfer of service between them \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be counted according to \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">points \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.2. or\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> 4.3 . All \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">reasonable standard times shall be counted \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for the crew of a locomotive entering\u002Fexiting a turning (intermediate) traction yard . \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Depending on the time requirements of the activities prescribed in the operating rules, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the standard time shall be established in the local appendix for those cases in which the driver does not \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">report personally to the locomotive supervisor (E.1. Instruction Part I, Section 8.5.3.). \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">All time standards for the crew of steam locomotives and boiler cars \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall be determined in the local appendix - in accordance with the above principles. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">All prescribed technological operations shall be performed before the departure of the train even if \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the employer cannot ensure \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the standard time according to Sections 4.5. and 4.12. due to the train schedule . The driver of the towing vehicle \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">shall not be held liable for the delay of the train resulting from the performance of the prescribed technological operations.   \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.13. \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Technological operations to be standardized in the local appendices\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> If standard times are established in more than one local appendix for a station, site or route \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, they shall be of the same value. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The standard times for the following technological operations shall be recorded in the Local Appendices to the KSZ.   \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The following definitions shall be used to clearly determine the standard times:\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb> \u003C\u002Fb> \u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\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> \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>\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>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\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> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">123\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">4.13.1. Technical standard departure time\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> : the time required for the towing vehicle \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to travel from any point within the site (installation or acceptance point) to the train departure point \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">. It also includes the time required for coupling. It does not include the \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">time required for the brake test and the remote control test. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Between a site and a station – in the case of different distances – multiple, maximum four \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">standard departure time values ​​can be specified. In the case of more than one time value, it must be indicated which \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">one should be used in which case. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.13.2. Technical standard arrival time\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> : in the case of a towing vehicle entering a site from a station, the time required \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for the towing vehicle to travel from the place of arrival of the train, starting from the arrival position of the towing vehicle, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to any point on the site. It \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">also includes the time required for uncoupling. It does not include the fuel collection time and \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the time to reach the fuel collection point. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">Between a site and a station - in case of different distances - several, maximum four, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">standard travel time values ​​can be specified. In case of more than one time value, it must be indicated which \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">one should be applied in which case. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.13.3. Technical standard travel times\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> : the time required from the arrival point of a train \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">to transfer to the turning train assembly with the towing vehicle - until assuming the starting position \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. It also includes the duration of uncoupling and coupling. It does not include the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">duration of the brake test. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">A maximum of two standard travel and transfer time values ​​can be specified for a station. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">In case of two time values, it must be indicated which one should be applied in which case. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.13.4. \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.13.4.1. Standard travel times at the beginning and during the service:\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> the time required to get from the reporting point to the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">towing vehicle or to the self-pay train. The journey \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">can be made on foot or by means of transport. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.13.4.2. Standard travel times at the end of the service\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> : only in the case of vehicles without a master key, \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the travel time required from the vehicle to the place where the key is handed over. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.13.5. Standard travel time to the accommodation\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> : the duration of the journey from the towing vehicle's closing and handover point to the \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">accommodation. This time is also valid \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for the journey from the accommodation to the place where the towing vehicle is put into operation or taken over. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.13.6. Standard times related to fuel collection: \u003C\u002Ffont>\u003C\u002Fb>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Standard fuel collection time\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> : the time required from the arrival at \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">the fuel collection point with a diesel towing vehicle for the purpose of fuel collection to the departure from there.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">duration for a towing vehicle. \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">Fuel collection standard time excess\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> : the additional time \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">for entering and leaving the site due to fuel collection \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">. It arises at sites where the fuel collection point is not in the way during entry and exit, therefore, in the case of fuel collection, getting to and from the collection point \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">requires additional time for entry and exit. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The standard times regulated in point 4.13.6. must be observed \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in the provisions of Part I. of Instruction E.1., points 11.1., 11.3., 11.4.   \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">4.13.7. Other definitions:\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cbr>\u003Cb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\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> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">124\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Shunting locomotives may only be handled in specific shunting locations and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">for locomotive series in a local appendix for a maximum of \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">30 minutes\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\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;\">maintenance-type activities are required on the locomotive between two machine inspections and \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the conditions for their safe execution are given. The detailed rules of the activity must \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">be specified in the operating rules. The standard inspection time for the approaching locomotive must be established in the local appendix. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The standard time for ordering repairs and inspections   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must also be specified here . The \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">time required and necessity for picking up, testing and returning \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">vehicles equipped with portable radio equipment, service mobile phones and track telephones \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">must be specified in the local appendix.”\u003C\u002Ffont>\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>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">125\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Annex 11\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">To the Collective Agreement of MÁV-START Zrt.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">\" Special provisions for employees employed \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">in the regional vehicle insurance directorates and the railway vehicle repair organization (Szolnok)\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 1\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">The following employees employed in the regional vehicle insurance \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">directorates and the railway vehicle repair organization (Szolnok) must be employed within \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">a working time frame of at least two months (8 weeks): a) employees with two and multiple shifts, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">b) employees with extended shift work, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">c) employees with extended permanent daytime work, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">d) drivers, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">e) permanent daytime employees with flexible work schedules, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">f) employees with uninterrupted work schedules . \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the local appendix, deviations of up to three months (12 weeks) may be made in all \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">positions. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of a two or three-month working time frame, the working time must be allocated in accordance with the tasks \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">– for a period of one month – so that the difference in the amount of working time between two consecutive months, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">even in the event of a modification of the working time schedule, may not \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">exceed 36 hours.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Transfer fee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 2\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;\">In the event of an agreement pursuant to Section 31, Section 2.b) of the KSz, the employee \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to an extraordinary transfer fee of HUF 2,000 per modified shift.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Remuneration for extraordinary work\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3.§\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> In the event of extraordinary work, the employee is entitled to \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">the following supplement in addition to his regular wage : \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">        0 – 50 hours: 50% \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">     51 – 150 hours: 75% \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">                        151 – 250 hours: 100% \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">                      251 – 300 hours: 120% \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The duration of all extraordinary work hours \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is included in the 300-hour extraordinary work period. \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">The relevant provisions of the Labour Code shall govern the remuneration of extraordinary work listed in subparagraphs c) and d) of point 1 of Article 40 \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">, unless the amount of the extra work supplement determined in a band according to this Section \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">is more favorable to the employee.\u003C\u002Ffont>\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>\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>\u003Cbr> \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>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Effective from 01. 01. 2021 in a unified structure \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Apply: from 01. 01. 2021\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Page \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">126\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\"> \u002F \u003C\u002Ffont>\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">140\u003C\u002Ffont>\u003C\u002Ffont>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">In the case of a multi-month working time frame, extraordinary \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">work beyond the working time frame must be determined and accounted for at the end of the working time frame applied. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">All other extraordinary work must be accounted for in the month in which it occurs.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Rescue and restoration allowance \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 4\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">1. An employee performing damage prevention and rescue work on a special assignment \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">is entitled to a supplement for the period from the alarm to the return to the site. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">2. The amount of the supplement is 10% of the employee's basic salary. \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">3. An employee is not entitled to the supplement set out in this Section if he \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">performs his damage prevention or rescue tasks on standby (on-call).\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Night supplement \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 5\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;\">If work begins between 05:30 and 06:00 - taking into account the commute \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">- the employee is not entitled to night pay for this period.\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;\">Night shift allowance \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 6\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the night work of an employee \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">employed under other work schedules (KSz § 29, point 1.2. sub-point i) \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">applies to at least two consecutive nights, but not more than five, the employee is entitled to a 60% shift supplement for the night shift \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">(\"owl shift\"). \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">If the start of work begins between 05.30 and 06.00 - \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">taking into account the commute - the employee is not entitled to a shift supplement for this period.\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Special remuneration of a skilled worker for the education of a skilled worker-student \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 7\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>Ha a középfokú nappali tagozatos szakképzésben részt vevő tanuló az évközi és nyári \u003Cbr>gyakorlatát a szakirányának megfelelő végzettséggel és legalább két éves gyakorlattal \u003Cbr>rendelkező személy mellett tölti el, a tanuló felügyeletét – külön megbízás alapján – ellátó \u003Cbr>szakembert (patronáló munkavállalót) nevelő, oktató tevékenységéért, az ilyen tevékenységre \u003Cbr>fordított idő arányában, \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>- egy tanuló felügyelete esetén alapbérének  12,5%-át, \u003Cbr>- két tanuló felügyelete esetén alapbérének  25,0%-át \u003Cbr>\u003C\u002Fp>\n\u003Cp>  \u003Cbr>kitevő oktatási pótlék illeti meg, melyet a szakképzési hozzájárulás terhére a havi \u003Cbr>munkabérével együtt kell a munkavállaló részére kifizetni. \u003Cbr> \u003Cbr>1.  \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>A gépjárművezetők elismerése \u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>2021. 01 01. -től hatályos egységes szerkezetben \u003Cbr>Alkalmazni: 2021. 01. 01. napjától \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>127\u003C\u002Fb> \u002F \u003Cb>140\u003C\u002Fb> oldal \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>9.§ \u003Cbr>\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>A közúti gépjárművezetők részére a balesetmentes közlekedésért az alábbi jutalmakat kell \u003Cbr>kifizetni: \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr> 250.000 km …… 15000 Ft \u003Cbr> 500.000 km …… 30000 Ft \u003Cbr> 1.000.000 km …… 45000 Ft \u003Cbr> 1.500.000 km …… 60000 Ft \u003Cbr>\u003Cb> \u003C\u002Fb> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>Belföldi kiküldetést teljesítő munkavállaló utazási idejének díjazása \u003Cbr>10.§ \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>Ha az 1992. évi XXII. tv (Mt.) 105.§ (7) bek. szerint számított utazási idő a munkavállaló \u003Cbr>munkaidő-beosztása szerinti munkaidőn kívül esik, az utazási időre a munkavállalót személyi \u003Cbr>alapbére 80%-a illeti meg. \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>Vegyes rendelkezések \u003Cbr>11.§ \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>A jelen melléklet személyi hatálya nem terjed ki: \u003Cbr>a)  kocsivizsgáló \u003Cbr>b) műszaki művezető \u003Cbr>c) féklakatos \u003Cbr>d) általános karbantartó (Balatonfenyves GV) \u003Cbr> munkakörben foglalkoztatott munkavállalókra. \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>2021. 01 01. -től hatályos egységes szerkezetben \u003Cbr>Alkalmazni: 2021. 01. 01. napjától \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>128\u003C\u002Fb> \u002F \u003Cb>140\u003C\u002Fb> oldal \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>11\u002F1. számú melléklet   \u003Cbr>A MÁV-START Zrt. Kollektív Szerződéshez (a Bérruha szolgáltatási szerződés hatályba \u003Cbr>lépésétől határozatlan időre) \u003Cbr> \u003Cbr>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>\u003Ci>Bérruha Szabályzat  \u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>1. Általános rendelkezések\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>Az új bérruha szolgáltatási szerződős hatályba lépésétől a jelen bérruha szabályzat területi, \u003Cbr>személyi hatálya kiterjed a MÁV-START Zrt. Vasútijármű javítás, a Járműbiztosítási \u003Cbr>igazgatóságok, az Átvétel- és Minőség-ellenőrzés és a Járműmérnökség szervezetek 11\u002F2.-\u003Cbr>11\u002F4. számú mellékleteiben szereplő munkakört betöltő valamennyi munkavállalójára.  \u003Cbr>\u003C\u002Fp>\n\u003Cp>A bérruházati rendszer keretében, a MÁV-START Zrt. hatályos Munkavédelmi \u003Cbr>Szabályzatában (továbbiakban: MVSZ) előírt védőruházatok egy része is biztosításra kerül. A \u003Cbr>védőruházatra, és azok használatára vonatkozó általános szabályokat, feltételeket az MVSZ \u003Cbr>tartalmazza. \u003Cbr>\u003C\u002Fp>\n\u003Cp>A bérruha szabályzat időbeli hatálya megegyezik a MÁV-START Zrt. Kollektív \u003Cbr>Szerződésének időbeli hatályával.  \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>2. Jogosultság, viselési idő \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>A bérruhára az 1. pontban felsorolt szervezeteknél a 11\u002F2.-11\u002F4. számú mellékleteiben \u003Cbr>szereplő munkakört betöltő munkavállalói kör jogosult. A bérruha rendszer  bevezetésekor a \u003Cbr>MÁV-START Zrt. alkalmazásában álló munkavállalók új készítésű ruhára jogosultak, a \u003Cbr>munkakörbe ezt követően bekerülő munkavállalók ellátásakor már nem előírás az újonnan \u003Cbr>legyártott ruházat biztosítása. A bérruha természetéből kifolyólag védőruházatként \u003Cbr>funkcionál, ezért nincs kihordási ideje. Elhasználódás esetén a beszállítónak (a továbbiakban: \u003Cbr>Szolgáltató) csere ruhát kell biztosítani a munkavállaló számára. Ez történhet: \u003Cbr>\u003C\u002Fp>\n\u003Cp>- Egyéni védőruha esetén (mechanikai hatások ellen védő, lángálló, sav- lúgálló) a \u003Cbr>védelmi képesség elvesztése esetén a munkáltató költségére, a csere automatikusan \u003Cbr>megtörténik.  \u003Cbr>\u003C\u002Fp>\n\u003Cp>- Valamennyi típusú ruha esetén szolgáltatói hiba esetén díjmentesen. (Pl.:anyaghiba) \u003Cbr>- A csere ruházat lehet új, vagy bekoptatott. \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>3. Ruházat igénylése, kiszolgáltatása\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>A ruhadarabok méretének meghatározása, megváltoztatása a munkavállaló egyetértésével \u003Cbr>történhet. \u003Cbr>\u003C\u002Fp>\n\u003Cp>A ruhaféleségek megfelelő minőségben történő biztosításáról, a szükséges jelzéssel történő \u003Cbr>ellátásáról a Szolgáltató gondoskodik. \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>2021. 01 01. -től hatályos egységes szerkezetben \u003Cbr>Alkalmazni: 2021. 01. 01. napjától \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>129\u003C\u002Fb> \u002F \u003Cb>140\u003C\u002Fb> oldal \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>Munkásnadrág esetében a munkavédelem előírásai határozzák meg, hogy az adott \u003Cbr>munkakörben melyik típusú (melles, vagy derekas) nadrágot kell biztosítani. Amennyiben \u003Cbr>mindkettő lehetséges, a munkavállaló dönt arról, hogy melyiket választja.  \u003Cbr>\u003C\u002Fp>\n\u003Cp>A munkavállaló méretadatainak helyességét igényléskor a Szolgáltató felülvizsgálja. Az \u003Cbr>igényelt ruha munkakörhöz rendelt védelmi képességét és a méretszámot a munkahelyi \u003Cbr>vezető, illetve az igényjogosult munkavállaló köteles ellenőrizni. \u003Cbr>\u003C\u002Fp>\n\u003Cp>A munkavállaló testméretének lényeges változása esetén a munkavállaló értesíti a munkahelyi \u003Cbr>vezetőjét és annak cserére vonatkozó engedélyével felkeresi az adott szervezet\u002FTelephely \u003Cbr>bérruha ügyintézéssel megbízott munkavállalóját (továbbiakban: ruhaügyintéző), aki \u003Cbr>intézkedik a Szolgáltató felé a megfelelő méretű ruha biztosításáról és a nem megfelelő \u003Cbr>méretű, valamint a nem megfelelő állapotú ruha visszavételéről. \u003Cbr>\u003C\u002Fp>\n\u003Cp>A ruhaügyintéző értesíti a munkavállalót, aki az értesítésen megjelölt időpontban köteles \u003Cbr>megjelenni a ruha átvételéért.  \u003Cbr>\u003C\u002Fp>\n\u003Cp>A ruha átvételekor a ruha tárolására rendszeresített szekrény kulcs, a bérruha rendszer \u003Cbr>használatának szabályai is átadás-átvételre kerülnek. \u003Cbr>\u003C\u002Fp>\n\u003Cp>Amennyiben a munkavállaló bizonyítottan a saját hibájából nem jelentkezik ruházatáért, \u003Cbr>ruháját nem veszi használatba, a munkáltatói jogkörgyakorló köteles a munkavállalót a \u003Cbr>további munkavégzéstől eltiltani. \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>4. Ruházat viselése, kárfelelősség \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>A munkavállalót a jogosultságának megfelelően a mellékletben meghatározott garnitúra \u003Cbr>ruházattal kell ellátni.  \u003Cbr>\u003C\u002Fp>\n\u003Cp>A munkavállalót a részére kiosztott ruházatban keletkezett nem rendeltetésszerű használatból \u003Cbr>eredő kár esetén az Mt. 179.§ 1. bekezdés, elvesztése esetén az Mt. 180. § szerint anyagi \u003Cbr>felelősség terheli . \u003Cbr>\u003C\u002Fp>\n\u003Cp>Valamennyi típusú ruha, valamennyi sérülése esetén sérülési jegyzőkönyvet csatolva nem \u003Cbr>terheli a munkavállalót kártérítési kötelezettség, amennyiben a közvetlen munkahelyi vezető \u003Cbr>nyilatkozik arról, hogy a munkavállaló részéről nem volt vétkes közrehatás a ruha \u003Cbr>rongálódásában. \u003Cbr>\u003C\u002Fp>\n\u003Cp>Fizetendő: A három éves rendszerbe állítási időből hátra lévő hónapok száma osztva 36-tal, \u003Cbr>szorozva a ruha szerződés szerinti értékével. A munkavállalónak kérésre a ruhaügyintéző \u003Cbr>tájékoztatást ad a kifizetendő összeg számszaki adatairól. \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>5. Jogosultság megszűnése\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>Munkakör változás esetén:  \u003Cbr>\u003C\u002Fp>\n\u003Cp>A munkavállaló a használatában lévő ruházatot a szervezet\u002FTelephely bérruha ügyintézéssel \u003Cbr>megbízott ügyintézőjének adja le, ha az új munkakörben nem jogosult bérruha ellátásra, vagy \u003Cbr>más típusú ellátásra jogosult, vagy a használatában lévő ruhadarabok nem alkalmasak az új \u003Cbr>munkakör ellátására. A ruházat leadásáról jegyzőkönyv készül. \u003Cbr>\u003C\u002Fp>\n\u003Cp>Ha az új munkakörben bérruházatra jogosult, jelen szabályozás szerint kell eljárni. \u003Cbr>\u003C\u002Fp>\n\u003Cp>Ha a munkavállaló munkaviszonya bármely okból megszűnik, a munkavállaló köteles \u003Cbr>valamennyi használatában lévő ruházatával leszámolni (köteles a kilépési eljárás keretében \u003Cbr>leadni azokat). \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>2021. 01 01. -től hatályos egységes szerkezetben \u003Cbr>Alkalmazni: 2021. 01. 01. napjától \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>130\u003C\u002Fb> \u002F \u003Cb>140\u003C\u002Fb> oldal \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>6. Bérruhaként az alábbi ruhadarabok rendszeresítettek: \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>- póló \u003Cbr>\u003C\u002Fp>\n\u003Cp>- dzsekis felső \u003Cbr>\u003C\u002Fp>\n\u003Cp>- derekas vagy melles nadrág \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>7. Munkavállaló kötelezettségei \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>A védőruházattal kapcsolatos általános munkavállalói kötelezettségekről a MÁV-START Zrt. \u003Cbr>hatályos MVSZ-e rendelkezik. \u003Cbr>\u003C\u002Fp>\n\u003Cp>A bérruházati rendszerből adódó további munkavállalói kötelezettségek: \u003Cbr>\u003C\u002Fp>\n\u003Cp>Munkavállaló köteles  \u003Cbr>a) az általa használt ruhát hetente a munkáltatónál elhelyezett tárolóban mosás céljára \u003Cbr>\u003C\u002Fp>\n\u003Cp>átadni, \u003Cbr>b) a ruhában természetes elhasználódás folytán beállt hibákat jelenteni \u003Cbr>\u003C\u002Fp>\n\u003Cp>(Ruhaügyintézőnek), \u003Cbr>c) a ruha megrongálódását, sérülését, megsemmisülését (ideértve annak elvesztését is) \u003Cbr>\u003C\u002Fp>\n\u003Cp>haladéktalanul jelenteni – a szervezet\u002FTelephely ruhaügyintézéssel megbízott \u003Cbr>munkavállalójának – kártérítési kötelezettség mellett. A jelentési kötelezettség \u003Cbr>elmulasztása a kártérítési mentesség elvesztését vonja maga után. \u003Cbr>\u003C\u002Fp>\n\u003Cp>d) a ruha tárolására szolgáló helyét, helyzetét változatlanul hagyni, \u003Cbr>e) a méretvétel alapján számára átadott ruházatban semmiféle átalakítást sem tenni. . \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003C\u002Fp>\n\u003Cp>Munkavállaló köteles a rá irányadó munkaidő kezdetét megelőzően a tároló szekrényben \u003Cbr>elhelyezett ruhát felvenni (kivételt képez a póló viselése) és rendeltetésszerűen használni. \u003Cbr>Munkavállaló a munkaidő alatt kizárólag a részére kiutalt munkaruhában tartózkodhat. A \u003Cbr>munkavállaló csak a részére kiszolgáltatott ruházatban teljesíthet szolgálatot, amelynek \u003Cbr>szabályszerű viselését a közvetlen vezetője köteles ellenőrizni. \u003Cbr>\u003C\u002Fp>\n\u003Cp>A fentiek megsértése esetén a munkáltatói jogkörgyakorló kötelezi munkavállalót a \u003Cbr>munkaruha használatára. Amennyiben munkavállaló a munkaruháját nem veszi használatba, \u003Cbr>munkáltatói jogkörgyakorló köteles a munkavállalót a további munkavégzéstől eltiltani. Az \u003Cbr>eltiltás hatálya alatt álló munkavállaló köteles a munkavégzés helyét\u002Ftelephelyet \u003Cbr>haladéktalanul elhagyni, ezen időszak fizetetlen, igazolt távollétnek minősül. \u003Cbr>\u003C\u002Fp>\n\u003Cp>Munkavállaló nem jogosult a munkaruha személyes célú használatára. A munkavállaló a \u003Cbr>munkaruhát a kiküldetés kivételével a Telephelyen kívül nem használhatja, haza nem viheti. \u003Cbr>Mivel a bérruha a Szolgáltató  tulajdonát képezi, a szerződésszegéssel okozott kárért a \u003Cbr>munkavállaló  felel. \u003Cbr>\u003C\u002Fp>\n\u003Cp>A b)-d) pontok esetén a felelősség megállapításával jegyzőkönyvet kell felvenni és a \u003Cbr>munkavállaló részére a használhatatlanná vált (eltűnt), megsemmisült ruházat helyett újat kell \u003Cbr>kiszolgálni. Amennyiben a rongálódás a munkavállalónak felróható, a javítási költség a \u003Cbr>munkavállalót terheli. \u003Cbr>\u003C\u002Fp>\n\u003Cp>A munkavállalónak fel nem róható javítási költséget a MÁV-START Zrt. viseli. Kisebb \u003Cbr>javítási munkákat a mosoda a mosás alkalmával elvégez. Ezért előfordulhat, hogy a ruha nem \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>2021. 01 01. -től hatályos egységes szerkezetben \u003Cbr>Alkalmazni: 2021. 01. 01. napjától \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>131\u003C\u002Fb> \u002F \u003Cb>140\u003C\u002Fb> oldal \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>kerül vissza a mosásra való elviteltől számított egy héten belül a munkavállalóhoz (pl. gomb \u003Cbr>felvarrás, vagy kisebb javítás). \u003Cbr>\u003C\u002Fp>\n\u003Cp>Amennyiben a ruházat gyártáshiba miatt használhatatlanná válik, vagy a munkavállaló részére \u003Cbr>kiadott ruházat használhatatlanná válik, jegyzőkönyv felvétele mellett be kell vonni, a \u003Cbr>munkavállaló részére újat kell biztosítani. \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>8. Bérruházat mosatása \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>A ruhák rendben tartását (mosatás, elszakadt ruhák varratása, ruhák javítása) a munkáltató a \u003Cbr>Szolgáltató útján szerződés keretében biztosítja. A Szolgáltató minden héten egy alkalommal \u003Cbr>a szennyes ruhát elszállítja a mosodába és a tiszta mosott ruhát pedig visszahelyezi a \u003Cbr>munkavállaló szekrényébe. Amennyiben a szállítás napja változik, a munkáltató értesíti a \u003Cbr>munkavállalót. A szekrények elhelyezkedéséről a munkáltató tájékoztatja a munkavállalókat. \u003Cbr> \u003Cbr> \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>2019.01.01-től hatályos egységes szerkezetben \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>Oldal \u003Cb>132\u003C\u002Fb> \u002F \u003Cb>140\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Ci>11\u002F2. számú melléklet \u003Cbr>A MÁV-START Zrt. Kollektív Szerződéséhez \u003Cbr> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>Az egyes munkakörökben biztosítandó munkaruha (bérruha) a vasúti járműjavítás \u003Cbr>szervezeténél \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>FEOR  Munkakörök Szervezet \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>v\u003Cbr>éd\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ő\u003Cbr>ru\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>h\u003Cbr>a\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>m\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ec\u003Cbr>h\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>a\u003Cbr>n\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ik\u003Cbr>a\u003Cbr>i \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>h\u003Cbr>a\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>tá\u003Cbr>so\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>k\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>el\u003Cbr>le\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>n\u003Cbr> (\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>d\u003Cbr>er\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ek\u003Cbr>a\u003Cbr>s \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>n\u003Cbr>a\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>d\u003Cbr>rá\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>g\u003Cbr> é\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>s \u003Cbr>d\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>zs\u003Cbr>ek\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>i)\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>sa\u003Cbr>v\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>-,\u003Cbr> l\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ú\u003Cbr>g\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>á\u003Cbr>ll\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ó\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>v\u003Cbr>éd\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ő\u003Cbr>ru\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>h\u003Cbr>a\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>lá\u003Cbr>n\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>g\u003Cbr>á\u003Cbr>ll\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ó\u003Cbr> v\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>éd\u003Cbr>ő\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ru\u003Cbr>h\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>a\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>p\u003Cbr>ó\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ló\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cb>Szellemi\u003C\u002Fb>  \u003Cb>Garnitúra db\u002Ffő\u003C\u002Fb> \u003Cbr>31160005 Emelőgép ügyintéző                       VJJ 3     5 \u003Cbr>36230045 Eszközgazdálkodási előadó II. (G)        VJJ 3     5 \u003Cbr>13120007 Főmérnök                                 VJJ 3     5 \u003Cbr>29100440 Gyakornok                                VJJ 3     5 \u003Cbr>14190020 Gyártástervezés vezető                   VJJ 3     5 \u003Cbr>31390019 Gyártástervező I. VJJ 3     5 \u003Cbr>21390034 Gyártástervező II. VJJ 3     5 \u003Cbr>21180008 Jármű főkonstruktőr VJJ 3     5 \u003Cbr>21180017 Járműkonstrukciós szakértő I. VJJ 3     5 \u003Cbr>29100493 Logisztikai szakértő                     VJJ 3     5 \u003Cbr>31390016 Metrológus I.                            VJJ 3     5 \u003Cbr>31390017 Metrológus II.                           VJJ 3     5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>31160003 \u003Cbr>Műszaki átvevő-munkafelvételi \u003Cbr>előadó     \u003Cbr>\u003C\u002Fp>\n\u003Cp>VJJ 3 \u003Cbr>    \u003Cbr>\u003C\u002Fp>\n\u003Cp>5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>21390048 \u003Cbr>Műszaki átvevő-munkafelvételi \u003Cbr>szakelőadó \u003Cbr>\u003C\u002Fp>\n\u003Cp>VJJ 3 \u003Cbr>    \u003Cbr>\u003C\u002Fp>\n\u003Cp>5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>31160004 \u003Cbr>Műszaki átvevő-munkafelvételi \u003Cbr>szakea.(fh) \u003Cbr>\u003C\u002Fp>\n\u003Cp>VJJ 3 \u003Cbr>    \u003Cbr>\u003C\u002Fp>\n\u003Cp>5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>21180004 Műszaki szakértő II. VJJ 3     5 \u003Cbr>14190022 Műszaki szolgáltatás vezető VJJ 3     5 \u003Cbr>31610016 Művezető I.                              VJJ 3     5 \u003Cbr>21390051 Művezető II.                             VJJ 3     5 \u003Cbr>36390007 Normatechnológus előadó II.              VJJ 3     5 \u003Cbr>41310003 Raktározási előadó VJJ 3     5 \u003Cbr>31610007 Raktárvezető VJJ 3     5 \u003Cbr>13120005 Termelési egység vezető VJJ 3   5 \u003Cbr>31610019 Termelésirányítási koordinátor I.        VJJ 3     5 \u003Cbr>31610020 Termelésirányítási koordinátor II.       VJJ 3     5 \u003Cbr>21390049 Termelésirányítási koordinátor III.      VJJ 3     5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>31610021 \u003Cbr>Termelésirányítási koordinátor III. \u003Cbr>(fh)     \u003Cbr>\u003C\u002Fp>\n\u003Cp>VJJ 3 \u003Cbr>    \u003Cbr>\u003C\u002Fp>\n\u003Cp>5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>21390036 Területi infrastruktúra koordinátor  VJJ 3     5 \u003Cbr>21180020 Üzemi mérnök I.                          VJJ 3     5 \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>2019.01.01-től hatályos egységes szerkezetben \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>Oldal \u003Cb>133\u003C\u002Fb> \u002F \u003Cb>140\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>21180018 Üzemi mérnök II.                         VJJ 3     5 \u003Cbr>31590001 Üzemi programozó                         VJJ 3     5 \u003Cbr>31390018 Üzemi technikus                          VJJ 3     5 \u003Cbr>21180023 Üzemi vezetőmérnök                       VJJ 3     5 \u003Cbr>13120010 Vasútijármű javítási igazgató            VJJ 3     5 \u003Cbr>31610013 Vasútüzem vezető                         VJJ 3     5 \u003Cbr>31150004 Vegyésztechnológus I.                    VJJ   3   5 \u003Cbr>21170002 Vegyésztechnológus II.                   VJJ   3   5 \u003Cbr>31150003 Vegyésztechnológus II. (fh.)                   VJJ   3   5 \u003Cbr>31630004 Védelmi szakelőadó I. VJJ   3   5 \u003Cbr>29100475 Védelmi szakelőadó II. VJJ   3   5 \u003Cbr> \u003Cb>Fizikai\u003C\u002Fb>  \u003Cb>Garnitúra db\u002Ffő\u003C\u002Fb> \u003Cbr>83290004 Alkatrész mosóberendezés kezelő I.       VJJ 3     5 \u003Cbr>83290003 Alkatrész mosóberendezés kezelő II.      VJJ 3     5 \u003Cbr>92390001 Általános betanított munkás              VJJ 3     5 \u003Cbr>75290006 Általános karbantartó I.        VJJ 3     5 \u003Cbr>75290004 Általános karbantartó II.           VJJ 3     5 \u003Cbr>92390002 Általános segédmunkás              VJJ 3     5 \u003Cbr>73210011 Betanított járműlakatos                  VJJ 3     5 \u003Cbr>73230002 CNC megmunkáló                           VJJ 3     5 \u003Cbr>81510001 Csapágyöntő                              VJJ 3     5 \u003Cbr>79190003 Csapágyszerelő                           VJJ 3     5 \u003Cbr>73310007 Dízelmotor szerelő                       VJJ 3     5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>81520003 \u003Cbr>Egyéb felület előkészítő, \u003Cbr>szemcseszóró   VJJ 3     \u003Cbr>\u003C\u002Fp>\n\u003Cp>5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>73410008 Elektroműszerész                         VJJ 3     5 \u003Cbr>73410003 Elektronikus berendezés műszerész        VJJ 3     5 \u003Cbr>75290007 Épület karbantartó                       VJJ 3     5 \u003Cbr>73210004 Féktechnikai lakatos                     VJJ 3     5 \u003Cbr>73230005 Forgácsoló I.                            VJJ 3     5 \u003Cbr>73230004 Forgácsoló II.                           VJJ 3     5 \u003Cbr>52540002 Főrendész VJJ 3   5 \u003Cbr>83290005 Gépkezelő I.                             VJJ 3     5 \u003Cbr>83290006 Gépkezelő II.                            VJJ 3     5 \u003Cbr>73210007 Géplakatos I.                            VJJ 3     5 \u003Cbr>73210005 Géplakatos II.                           VJJ 3     5 \u003Cbr>73250004 Hegesztő I.                              VJJ     3 5 \u003Cbr>73250003 Hegesztő II.                             VJJ     3 5 \u003Cbr>83290001 Hegesztőrobot kezelő                     VJJ 3     5 \u003Cbr>73210008 Jármű szerkezeti lakatos I.              VJJ 3     5 \u003Cbr>73210006 Jármű szerkezeti lakatos II.             VJJ 3     5 \u003Cbr>91140006 Járműmosó-műhelytakarító                 VJJ   3   5 \u003Cbr>73310017 Járműszerelő betanított munkás           VJJ 3 3   5 \u003Cbr>73410012 Járművillamossági szerelő I.             VJJ 3     5 \u003Cbr>73410009 Járművillamossági szerelő II.            VJJ 3     5 \u003Cbr>73410015 Klímaszerelő I.                          VJJ 3     5 \u003Cbr>73410016 Klímaszerelő II.                         VJJ 3     5 \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>2019.01.01-től hatályos egységes szerkezetben \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>Oldal \u003Cb>134\u003C\u002Fb> \u002F \u003Cb>140\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>84120004 Kocsirendező VJJ 3     5 \u003Cbr>83290007 Könnyűgépkezelő                          VJJ 3     5 \u003Cbr>73330001 Kötöttp. motor, erőátv.ber.szerelő VJJ 3     5 \u003Cbr>81520002 Műanyag bevonó                           VJJ   3   5 \u003Cbr>83290008 Nehézgépkezelő                          VJJ 3     5 \u003Cbr>92230005 Raktárkezelő                        VJJ 3     5 \u003Cbr>52540001 Rendész VJJ 3   5 \u003Cbr>72320002 Számítógépes matrica készítő                  VJJ 3     5 \u003Cbr>73220001 Szerszámkészítő                          VJJ 3     5 \u003Cbr>73210009 Szerszámlakatos                          VJJ 3     5 \u003Cbr>84250002 Targoncavezető (VJJ) VJJ 3     5 \u003Cbr>84190005 Telepi vasúti járművezető VJJ  3   5 \u003Cbr>84190006 Telepi vasúti járművezető gyakornok VJJ  3   5 \u003Cbr>84190002 Tolatásvezető                            VJJ 3     5 \u003Cbr>84190003 Tolópad kezelő                           VJJ 3     5 \u003Cbr>73260002 Tűzikovács VJJ     3 5 \u003Cbr>72210003 Vasúti jármű asztalos I.                 VJJ 3     5 \u003Cbr>72210002 Vasúti jármű asztalos II.                VJJ 3      \u003Cbr>75290008 Vasúti jármű csőszerelő I.               VJJ   3   5 \u003Cbr>75290005 Vasúti jármű csőszerelő II.              VJJ   3   5 \u003Cbr>73270005 Vasúti jármű fényező I.                  VJJ 3     5 \u003Cbr>73270004 Vasúti jármű fényező II.                 VJJ 3     5 \u003Cbr>72240003 Vasúti jármű kárpitos I.                 VJJ 3     5 \u003Cbr>72240002 Vasúti jármű kárpitos II.                VJJ 3     5 \u003Cbr>73310012 Vasúti járműszerelő I.                  VJJ 3     5 \u003Cbr>73310009 Vasúti járműszerelő II.                  VJJ 3     5 \u003Cbr>73410013 Villamos motortekercselő I.              VJJ 3     5 \u003Cbr>73410010 Villamos motortekercselő II.             VJJ 3     5 \u003Cbr>73410006 Villamos próbatermi diagnosztikus        VJJ 3     5 \u003Cbr>73410011 Villamosgép szerelő                      VJJ 3     5 \u003Cbr>75240002 Villanyszerelő                           VJJ 3     5 \u003Cbr>75210002 Víz-gázszerelő                           VJJ 3     5 \u003Cbr>79190004 Vontató jármű üzembehelyező I.           VJJ 3     5 \u003Cbr>79190002 Vontató jármű üzembehelyező II.          VJJ 3     5 \u003Cbr>\u003Ci> \u003Cbr>  \u003Cbr> \u003C\u002Fi>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>2019.01.01-től hatályos egységes szerkezetben \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>Oldal \u003Cb>135\u003C\u002Fb> \u002F \u003Cb>140\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>11\u002F3. számú melléklet \u003Cbr>A MÁV-START Zrt. Kollektív Szerződéséhez \u003Cbr>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>Az egyes munkakörökben biztosítandó munkaruha (bérruha)  \u003Cbr>a Járműbiztosítási igazgatóságokban \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>FEOR Munkakörök Szervezet \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>v\u003Cbr>éd\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ő\u003Cbr>ru\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>h\u003Cbr>a\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> m\u003Cbr>ec\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>h\u003Cbr>a\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>n\u003Cbr>ik\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>a\u003Cbr>i \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>h\u003Cbr>a\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>tá\u003Cbr>so\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>k\u003Cbr> e\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ll\u003Cbr>en\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cb> \u003Cbr>(d\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>er\u003Cbr>ek\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>a\u003Cbr>s \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>n\u003Cbr>a\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>d\u003Cbr>rá\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>g\u003Cbr>, \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>d\u003Cbr>zs\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>e\u003Cbr>k\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>i)\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>sa\u003Cbr>v\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>-,\u003Cbr> l\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ú\u003Cbr>g\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>á\u003Cbr>ll\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ó\u003Cbr> v\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>éd\u003Cbr>ő\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ru\u003Cbr>h\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>a\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>lá\u003Cbr>n\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>g\u003Cbr>á\u003Cbr>ll\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ó\u003Cbr> v\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>éd\u003Cbr>ő\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ru\u003Cbr>h\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>a\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>p\u003Cbr>ó\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ló\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>  Szellemi Garnitúra db\u002Ffő \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>41310005 \u003Cbr>Anyag- és eszközgazdálkodási \u003Cbr>előadó \u003Cbr>\u003C\u002Fp>\n\u003Cp>JBI 3   5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>29100479 \u003Cbr>Anyag- és eszközgazdálkodási \u003Cbr>koordinátor \u003Cbr>\u003C\u002Fp>\n\u003Cp> JBI     5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>36230049 \u003Cbr>Anyag- és eszközgazdálkodási \u003Cbr>szakelőadó \u003Cbr>\u003C\u002Fp>\n\u003Cp>JBI 3   5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>31610015 Gépészeti diszpécser JBI 3   5 \u003Cbr>29100440 Gyakornok JBI 3   5 \u003Cbr>21370009 Integrált irányítási szakértő I.(ter.-i) JBI 3   5 \u003Cbr>21180016 Jármű reszortos  JBI 3   5 \u003Cbr>13120009 Járműbiztosítási  igazgató JBI 3   5 \u003Cbr>13120011 Járműbiztosítási  igazgató (Bp.) JBI 3   5 \u003Cbr>21180026 Járműbiztosítási vezetőmérnök  JBI 3   5 \u003Cbr>41900015 Karbantartási előadó JBI 3   5 \u003Cbr>41900016 Karbantartási szakelőadó JBI 3   5 \u003Cbr>36390017 Műszaki előadó JBI 3   5 \u003Cbr>31610009 Műszaki művezető JBI 3   5 \u003Cbr>31390014 Műszaki szakelőadó JBI 3   5 \u003Cbr>21180003 Műszaki szakértő I.  JBI 3   5 \u003Cbr>21180004 Műszaki szakértő II.  JBI 3   5 \u003Cbr>21180030 Műszaki támogatás koordinátor JBI 3   5 \u003Cbr>31610016 Művezető I. JBI 3   5 \u003Cbr>41310003 Raktározási előadó JBI 3   5 \u003Cbr>31610007 Raktárvezető JBI 3   5 \u003Cbr>21180032 Részlegvezető JBI 3   5 \u003Cbr>13210039 Telephelyvezető JBI 3   5 \u003Cbr>41900013 Tisztítási átvevő I. JBI 3   5 \u003Cbr>41900014 Tisztítási átvevő II. JBI 3   5 \u003Cbr>21180020 Üzemi mérnök I. JBI 3   5 \u003Cbr>21180018 Üzemi mérnök II. JBI 3   5 \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>2019.01.01-től hatályos egységes szerkezetben \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>Oldal \u003Cb>136\u003C\u002Fb> \u002F \u003Cb>140\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>21180027 Vonatelőkészítési vezető JBI 3   5 \u003Cbr>  \u003Cb>Fizikai Garnitúra db\u002Ffő \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>73410014 Akkumulátor kihordó, telepkezelő JBI 3   5 \u003Cbr>83290004 Alkatrész mosóberendezés kezelő I. JBI 3   5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>83290003 \u003Cbr>Alkatrész mosóberendezés kezelő \u003Cbr>II. \u003Cbr>\u003C\u002Fp>\n\u003Cp>JBI 3   5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>92390001 Általános betanított munkás JBI 3   5 \u003Cbr>75290006 Általános karbantartó I.  JBI 3   5 \u003Cbr>75290004 Általános karbantartó II. JBI 3   5 \u003Cbr>92390002 Általános segédmunkás JBI 3   5 \u003Cbr>73310013 Balesetelhárító járműszerelő I. JBI 3   5 \u003Cbr>73310006 Balesetelhárító járműszerelő II. JBI 3   5 \u003Cbr>73210010 Betanított féktechnikai lakatos JBI 3   5 \u003Cbr>73410003 Elektronikus berendezés műszerész JBI 3   5 \u003Cbr>73210004 Féktechnikai lakatos JBI 3   5 \u003Cbr>73230005 Forgácsoló I. JBI 3   5 \u003Cbr>73230004 Forgácsoló II. JBI 3   5 \u003Cbr>73250004 Hegesztő I. JBI   3 5 \u003Cbr>73250003 Hegesztő II. JBI   3 5 \u003Cbr>91140007 Járműmosó-műhelytakarító (JBI) JBI 3   5 \u003Cbr>73310017 Járműszerelő betanított munkás JBI 3   5 \u003Cbr>73310011 Járműszerelő I. JBI 3   5 \u003Cbr>73310008 Járműszerelő II. JBI 3   5 \u003Cbr>73310016 Járműszerelő III. JBI 3   5 \u003Cbr>73310018 Járműszerelő IV. JBI 3   5 \u003Cbr>84120001 Külsős mozdonyfelvigyázó JBI 3   5 \u003Cbr>79190001 Laboráns JBI 3   5 \u003Cbr>73340002 Mechanikai műszerész JBI 3   5 \u003Cbr>83290008 Nehézgépkezelő JBI 3   5 \u003Cbr>73230006 Padló alatti kerékesztergályos JBI 3   5 \u003Cbr>92230005 Raktárkezelő JBI 3   5 \u003Cbr>84170001 Tehergépkocsi vezető JBI 3   5 \u003Cbr>84120005 Telepi rendező, váltókezelő JBI 3   5 \u003Cbr>84190005 Telepi vasúti járművezető JBI 3   5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>84190006 \u003Cbr>Telepi vasúti járművezető \u003Cbr>gyakornok \u003Cbr>\u003C\u002Fp>\n\u003Cp>JBI 3   5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>73270005 Vasúti jármű fényező I. JBI 3   5 \u003Cbr>73270004 Vasúti jármű fényező II. JBI 3   5 \u003Cbr>73310010 Vegyi elhárító járműszerelő  JBI 3   5 \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>2019.01.01-től hatályos egységes szerkezetben \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>Oldal \u003Cb>137\u003C\u002Fb> \u002F \u003Cb>140\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>11\u002F4. számú melléklet \u003Cbr>\u003C\u002Fp>\n\u003Cp>A MÁV-START Zrt. Kollektív Szerződéséhez \u003Cbr>\u003Ci> \u003Cbr>\u003Cb>\u003C\u002Fb>\u003C\u002Fi>\u003Cb>Az egyes munkakörökben biztosítandó munkaruha (bérruha) meghatározott irányítási \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>szintű szervezetben \u003Cbr>\u003C\u002Fb>\u003Ci> \u003Cbr>\u003C\u002Fi>\u003C\u002Fp>\n\u003Cp>\u003Cb>FEOR Munkakörök Szervezet \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>v\u003Cbr>éd\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ő\u003Cbr>ru\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>h\u003Cbr>a\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>m\u003Cbr>ec\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>h\u003Cbr>a\u003Cbr>n\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ik\u003Cbr>a\u003Cbr>i \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>h\u003Cbr>a\u003Cbr>tá\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>so\u003Cbr>k\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> e\u003Cbr>ll\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>en\u003Cbr>\u003C\u002Fb> \u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>(d\u003Cbr>er\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ek\u003Cbr>a\u003Cbr>s \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>n\u003Cbr>a\u003Cbr>d\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>rá\u003Cbr>g\u003Cbr>, \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>d\u003Cbr>zs\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ek\u003Cbr>i)\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cbr>\u003Cb>sa\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>v\u003Cbr>-,\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> l\u003Cbr>ú\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>g\u003Cbr>á\u003Cbr>ll\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ó\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>v\u003Cbr>éd\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ő\u003Cbr>ru\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>h\u003Cbr>a\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>lá\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>n\u003Cbr>g\u003Cbr>á\u003Cbr>ll\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>ó\u003Cbr> v\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>éd\u003Cbr>ő\u003Cbr>ru\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>h\u003Cbr>a\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>p\u003Cbr>ó\u003Cbr>ló\u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp> \u003Cb>Szellemi\u003C\u002Fb> \u003Cb>Garnitúra db\u002Ffő\u003C\u002Fb> \u003Cbr>21180034 Hegesztési koordinátor Járműmérnökség 3    3 5 \u003Cbr>21180024 Hegesztési szakértő Járműmérnökség 3    3 5 \u003Cbr>21370016 Hegesztési felügyelő ÁME 3  3 5 \u003Cbr>31350002 Minőségellenőr I. ÁME 3     5 \u003Cbr>31350001 Minőségellenőr II. ÁME 3     5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>21370003 \u003Cbr>Minőségellenőrzési \u003Cbr>koordinátor \u003Cbr>\u003C\u002Fp>\n\u003Cp>ÁME \u003Cbr>3     5 \u003Cbr>\u003C\u002Fp>\n\u003Cp>31160002 Műszaki átvevő I. ÁME 3     5 \u003Cbr>21180012 Műszaki átvevő II. ÁME 3     5 \u003Cbr>21370016 Anyagvizsgáló mérnök ÁME 3   5 \u003Cbr>31150004 Üzemviteli szakelőadó II. ÁME 3   5 \u003Cbr> \u003Cbr>*Megjegyzés: (ÁME) Átvételi és Minőség-ellenőrzés Szolnok S95362 szervezet \u003Cbr>munkaköreire értendő \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>2019.01.01-től hatályos egységes szerkezetben \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>Oldal \u003Cb>138\u003C\u002Fb> \u002F \u003Cb>140\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp> \u003Cbr>12. számú melléklet \u003Cbr>A MÁV-START Zrt Kollektív Szerződéséhez \u003Cbr>\u003Cb> \u003Cbr> \u003Cbr>\u003C\u002Fb>\u003C\u002Fp>\n\u003Cp>\u003Cb>A helyi függelékben szabályozható kérdések \u003Cbr> \u003Cbr> \u003Cbr> \u003Cbr>\u003C\u002Fb>A helyi függelékben szabályozható kérdések különösen:  \u003Cbr> \u003Cbr>\u003Cb>1.§ A HF megkötése \u003Cbr>\u003C\u002Fb> \u003Cbr>Tartalma: A helyi függeléket a munkáltató nevében a munkáltató jogkörgyakorlás szerint \u003Cbr>elhatárolt szervezeti egység vezetője, a munkavállalók nevében a Kollektív Szerződést \u003Cbr>megkötő szakszervezetek helyi szervezetei kötik meg. \u003Cbr>Hivatkozás: KSz 4.§ \u003Cbr> \u003Cbr>\u003Cb>2. § A HF hatálya \u003Cbr>\u003C\u002Fb> \u003Cbr>Tartalma: A helyi függelék személyi hatálya kiterjed a szervezeti egységre, mint munkáltatóra \u003Cbr>és annak valamennyi munkavállalójára. Nem terjed ki a személyi hatály a helyi függeléket \u003Cbr>kötő szervezeti egység vezetőjére. \u003Cbr>A Helyi Függelék időbeli hatálya megegyezik a Kollektív Szerződés időbeli hatályával. \u003Cbr>Hivatkozás: KSz 4.§ \u003Cbr> \u003Cbr>\u003Cb>3.§ A HF megkötése, módosítása, felmondása \u003Cbr> \u003Cbr>\u003C\u002Fb>Tartalma: A KSZ kötésére jogosult felek által gyakorolható jog \u003Cbr>Hivatkozás: KSz 3-4. § \u003Cbr> \u003Cbr>\u003Cb>4. § A HF közzététele  \u003Cbr>\u003C\u002Fb> \u003Cbr>Tartalma: A HF megismertetésének helyi módja, formái \u003Cbr>Hivatkozás: KSz 5. § \u003Cbr> \u003Cbr> \u003Cbr>\u003Cb>5. § A szakszervezetek helyi infrastrukturális támogatása  \u003Cbr>\u003C\u002Fb> \u003Cbr>Tartalma: a helyiségek használatára vonatkozó megállapodás, illetve a használatra átengedett \u003Cbr>tárgyi eszközök megnevezése \u003Cbr>Hivatkozás: KSz 8.§ \u003Cbr> \u003Cbr> \u003Cbr>\u003Cb>6. § A helyi érdekegyeztetés rendszere \u003Cbr>\u003C\u002Fb> \u003Cbr>Tartalma: A helyi érdekegyeztető tanács vagy munkaértekezlet \u003Cbr>Hivatkozás: KSz 12. § \u003Cbr> \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>2019.01.01-től hatályos egységes szerkezetben \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>Oldal \u003Cb>139\u003C\u002Fb> \u002F \u003Cb>140\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb>7. § A munkavégzés helye  \u003Cbr>\u003C\u002Fb> \u003Cbr>Tartalma: Lehetőség azon munkakörök felsorolására, ahol a munka természetéből eredően a \u003Cbr>munkavégzés szokásosan a telephelyen kívül történik. Ezen munkakörökben a fel-és \u003Cbr>lejelentkezés helyének a meghatározása. \u003Cbr>Hivatkozás: KSz 14. § \u003Cbr> \u003Cbr> \u003Cbr>\u003Cb>8. § Az egészségre ártalmas munkakörök, készenléti jellegű munkakörök \u003Cbr> \u003Cbr>\u003C\u002Fb>Tartalma: Az egészségre ártalmas munkakörök, illetve a készenléti jellegű munkakörök \u003Cbr>meghatározása \u003Cbr>Hivatkozás: KSz 27.§ \u003Cbr> \u003Cbr>\u003Cb>9. § Munkaidőkeretek \u003Cbr>\u003C\u002Fb> \u003Cbr>Tartalma: A járműbiztosítási igazgatóságok és a vasúti járműjavítás szervezetében (Szolnok) \u003Cbr>a helyi függelék legfeljebb háromhavi munkaidőkeretet határozhat meg  \u003Cbr>Hivatkozás: KSz 11. számú melléklet \u003Cbr> \u003Cbr> \u003Cbr>\u003Cb>10.\u003C\u002Fb> \u003Cb>Az egy szolgálatban eltölthető rendes munkaidő mértékének meghatározása \u003Cbr> \u003Cbr>\u003C\u002Fb>Tartalma: Készenléti jellegű munkakörök esetében a munkavállaló szolgálatának hossza - \u003Cbr>helyi függelék eltérő rendelkezése hiányában – legfeljebb 24 óra lehet. Osztott munkaidő \u003Cbr>alkalmazása esetén az egy szolgálatban eltölthető munkaidő a 12 órát csak helyi függelék \u003Cbr>rendelkezése alapján haladhatja meg. \u003Cbr>Hivatkozás:KSz 30. és 37.§ \u003Cbr> \u003Cbr>\u003Cb>11. Az állandó nappalos munkavállalók munkaidő beosztásának szabályai \u003Cbr> \u003Cbr>\u003C\u002Fb>Tartalma: A hét utolsó napján irányadó munkaidő meghatározása. Munkakörök kötetlen \u003Cbr>munkarendűvé minősítése \u003Cbr>Hivatkozás: KSz 32.§ \u003Cbr> \u003Cbr>\u003Cb>12. Az utazó szolgálatot ellátó munkavállalók munkaidejére vonatkozó külön \u003Cbr>rendelkezések \u003Cbr>\u003C\u002Fb> \u003Cbr>Tartalma: Helyi függelék a várakozási idő és a távolléti idő KSz-ben meghatározott \u003Cbr>mértékétől eltérhet, meghatározhatja a fel-és lejelentkezés szabályait. \u003Cbr>Hivatkozás:KSz 33.§ \u003Cbr> \u003Cbr>\u003Cb>13. Osztott munkaidő \u003Cbr> \u003Cbr>\u003C\u002Fb>Tartalma: Helyi függelék rendelkezhet az utazó és a zavartalan közlekedést biztosító \u003Cbr>munkakörökben a napi munkaidő megszakításáról és annak feltételeiről \u003Cbr>Hivatkozás:KSz 37.§ \u003Cbr> \u003Cbr> \u003Cbr>\u003Cb>14. Ügyelet esetén a pihenés feltételeinek meghatározása \u003C\u002Fb>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n\u003Cdiv style=\"page-break-before:always; page-break-after:always\">\u003Cdiv>\u003Cp>2019.01.01-től hatályos egységes szerkezetben \u003Cbr> \u003Cbr>\u003C\u002Fp>\n\u003Cp>Oldal \u003Cb>140\u003C\u002Fb> \u002F \u003Cb>140\u003C\u002Fb> \u003Cbr>\u003C\u002Fp>\n\u003Cp>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Content: According to the rest conditions for split working hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Reference: KSz § 43   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">§ 15. Break between work\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Content: Possibility \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">to determine the duration of the break between work, the place of taking it and the start and end times (wider interval), and to combine them   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Reference: KSz § 44 § 16. Daily rest time and weekly \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">rest days \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">of mobile workers and workers on a shift work schedule\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Content: Possibility to determine the daily rest time of employees at least 8 hours \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, or to combine weekly rest days and regulate their issuance differently from KSz \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;\">Reference: KSz 46.§ \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">17. Determination of the conditions of work in cold and hot environments\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Content: The employer \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">must keep a record of those working in working conditions harmful to health and the applied work organization procedure in the local appendix \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">, and the local procedure for granting rest time must be regulated in the local appendix \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Reference: KSz Annex No. 1 18. Special \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">provisions \u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">concerning the employees of the Passenger Catering Center providing travel services\u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\"> Content: Based on the authorization of the Collective Agreement and point d) of paragraph 4 of the Act on the Labour Code, \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">special employment rules may be regulated in the local appendix   \u003C\u002Ffont>\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003Cfont style=\"vertical-align: inherit;\">Reference: KSz 25.§ The issues that may be regulated in the local appendix are otherwise \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">governed by the provisions \u003C\u002Ffont>\u003Cfont style=\"vertical-align: inherit;\">of points 2-3 of Section 4 and point 2 of Section 51 of the KSz \u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">.\u003C\u002Ffont>\u003C\u002Fb>\u003C\u002Ffont>\u003Cbr> \u003Cbr>\u003Cb> \u003Cbr>\u003C\u002Fb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cb>\u003Cfont style=\"vertical-align: inherit;\">\u003C\u002Ffont>\u003Cbr>\u003C\u002Fb> \u003Cbr> \u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003C\u002Fdiv>\n",{"contracttrial":44,"FLEXWORK_trigger":48,"hoursovertimemax":52,"overtimeallowancetype_general":56,"CONSIGN_trigger":60,"SUNDAY_trigger":64,"NOCTPREM_trigger":68,"protectiveclothing":72},{"bindId":45,"name":46,"text":47},"contracttrial","Probationary period § 17 The probationar","Probationary period § 17 \nThe probationary period is three months, which is mandatory for all positions. In the case of an employee who enters into an employment relationship in order to obtain the basic exams required for the position, the probationary period is six months.  ",{"bindId":49,"name":50,"text":51},"FLEXWORK_trigger","k) Flexible work schedule: Based on the ","k) Flexible work schedule: Based on the provisions of the employment contract or local appendix , the employee determines the schedule and use of working hours – with regard to independent work . The flexible nature of the work schedule is not affected if the employee performs part of the job tasks at a specific time due to their specific nature .",{"bindId":53,"name":54,"text":55},"hoursovertimemax","was actually performed in excess of the ","was actually performed in excess of the working time frame.” 2. An employee may be ordered to work   a maximum of 300 hours of extraordinary work per calendar year . ",{"bindId":57,"name":58,"text":59},"overtimeallowancetype_general","1. In the event of overtime work, the em","1. In the event of overtime work, the employee is entitled to the following supplements in addition to his regular wage :  Up to 20 hours 50% Up to 21 – 150 hours 75% Up to 151 – 200 hours 100% Up to 201 – 300 hours 130% The duration of  all overtime work (KSZ § 40, point 1) is included in the 300-hour overtime work quantity. ",{"bindId":61,"name":62,"text":63},"CONSIGN_trigger","2. The employer’s authority holder is re","2. The employer’s authority holder is required to order standby – in writing – at least 1 week before its commencement and at least 1 month in advance – taking into account the provisions of 1. The preparation of the standby schedule and the demonstrable acknowledgement of it by the employee also qualify as a written order . 3. Standby for train conductors may only be ordered on the basis of Section 108 (2) of the Labour Code. 4. An employee may be ordered to be on standby for 800 hours per calendar year. A written agreement with the employee may specify a higher amount. 5. The employee is not entitled to rest time after the standby period – if no work was ordered during the standby period . 6. For the duration of the standby period up to 300 hours per year, the employee is entitled to 25% of the basic salary, and for the period exceeding 300 hours, 30% of the basic salary.",{"bindId":65,"name":66,"text":67},"SUNDAY_trigger","The employee is entitled to a 120% wage ","The employee is entitled to a 120% wage supplement for the working hours performed in the following periods:  a) from 0:00 to 24:00 on the public holiday specified in Section 102 (1) of the Labour Code, and b) from 0:00 to 24:00 on Easter Sunday, c) from 0:00 to 24:00 on Whit Sunday,   d) from 18:00 to 24:00 on December 24 , e) from 18:00 to 24:00 on December 31.  The different rules applicable to employees employed in a scheduled travelling work schedule (tractor travelling) are contained in Annex 10 to the Labour Code.",{"bindId":69,"name":70,"text":71},"NOCTPREM_trigger","Night supplement § 55 Employees who are ","Night supplement\n§ 55\nEmployees who are not entitled to shift allowance and work at night (between 10 p.m. and 6 a.m.) are entitled to a night allowance equal to 40% of their basic wage for the duration of the night work. The different rules for employees employed in regional vehicle insurance directorates and railway vehicle repair organizations are contained in Annex 11 to the KSz.",{"bindId":73,"name":74,"text":75},"protectiveclothing","The rules for providing employees with c","The rules for providing employees with clothing are contained in Annex 4 of the Collective Agreement (Clothing Regulations of MÁV-START Zrt.).","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>HU_MÁV-START Zrt_2021 - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Kezdete: → 2021-01-01\u003C\u002Fdiv>\n            \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        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">BETEGSÉG ÉS ROKKANTSÁG\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">A hosszú betegszabadság - pl. rákkezelés - utáni visszatérés eljárási szabályai → Nem\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Fizetett szabadság a női havi periódus alatt → Nem\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Munkahelyi baleset következtében kialakult rokkantság esetén fizetett nyugdíj → Nem\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">MUNKAHELYI EGÉSZSÉG ÉS BIZTONSÁG ÉS ORVOSI ELLÁTÁS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Megállapodás orvosi ellátásről: → Nem\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Megállapodás a rokonok orvosi ellátásáról: → Nem\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Megállapodás az egészségügyi biztosítás hozzájárulásáról: → Nem\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Megállapodás a rokonok egészségügyi biztosításásról: → Nem\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Megállapodás a munkavédelemről: → Igen\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Megállapodás munkavédelmi betanításról: → Nem\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Védőfelszerelés biztosítása: → Igen\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Munkáltató által biztosított éves vagy rendszeres orvosi vizsgálat: → Nem\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Munkaállomásokkal kapcsolatos vázizomzati panaszok, foglalkozásból eredő kockázatok és\u002Fvagy a munka és egészség közötti kapcsolat felülvizsgálata: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Temetkezési segély: → Nem\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">MUNKASZERZŐDÉSEK\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Próbaidő hossza → 90 napok\n            \u003C\u002Fdiv>\n            \n            \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            \n\n            \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            \u003Cdiv id=\"display-sundays_year\">\n                Azon vasárnapok\u002Fmunkaszüneti napok száma, amely évente ledolgoztatható → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \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 → 140 Az alapbér %-a\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Csak éjszakai kereseti pótlék: → Igen\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: → 125 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            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Túlóra pótlék\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Vasárnapi munkáért járó pótlék\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Vasárnapi munkáért járó pótlék: → 220 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \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",[81],{"title":37,"slug":33},[83],{"type":84,"data":85},"call_to_action_body_block",{"title":86,"description":87,"variant":88,"link":89},"Összehasonlítani a kollektív szerződéseket","Hasonlítsd össze a magyarországi kollektív szerződéseket a téged érdeklő szektorok, fejezetek, országok szerint.","dark",{"title":86,"url":90,"description":86,"rel":91,"type":92},"\u002Fhu-hu\u002Fmunka-magyarorszagon\u002Fkollektiv-szerzodes\u002Fosszehasonlitani-a-kollektiv-szerzodeseket","follow","internal",[94],{"type":84,"data":95},{"title":86,"description":87,"variant":88,"link":96},{"title":86,"url":90,"description":86,"rel":91,"type":92},[]]