Collective agreement
Effective: July 14 , 2020
Preamble
The Bartók Chamber Theater and House of Arts and the Theater Workers' Union are the local grassroots organization of the Bartók Chamber Theater and House of Arts.
•
Act I of 2012 on the Labor Code (hereinafter referred to as the Labor Code),
•
Act XXXIII of 1992 on the Legal Status of Public Servants (hereinafter referred to as the Act),
•
Act XCIX of 2008 on the support and specific employment rules of performing arts organizations
•
Act LXXI of 2019 on the
Central Budget of Hungary for 2020 ,
• Government Decree 150/1992. (XI.
20.) on the implementation of the Public Service Act on the settlement of certain issues related to the legal relationship of public employees employed in the fields of art, public culture and public collections
• Government Decree 122/2011. (VII.
15.) on the detailed rules on certain artistic and artistic jobs and the qualifications and other conditions required for their fulfillment
regulates the rights and obligations arising from the legal relationship of public servants, the manner of exercising and fulfilling them, the procedure in this regard , and the system of relations between the parties as follows .
The Contracting Parties and their details
Employer:
Trade union:
Bartók Chamber Theatre and House of Arts Dunaújváros, Bartók Square 1.
Represented by: Director Áron Öze
Theatre Workers' Union
Bartók Chamber Theatre and House of Arts local foundation Dunaújváros, Bartók Square 1.
Represented by: Cecília Siegrist, trade union secretary
I.
General provisions
1.
Personal scope of the Collective Agreement (hereinafter referred to as the Collective Agreement)
The personal scope of the KSZ extends to all public employees in a public employee relationship with their employer, whether employed for a fixed or indefinite period, as well as to those economic workers who perform the financial and economic tasks of the theater.
Public employees employed part-time are entitled to the rights and benefits specified in this KSZ in proportion to their part-time work , and are subject to obligations accordingly. The following are exceptions to this rule:
-
reimbursements
-
welfare (social) benefits , - which are granted to part-time employees under the same conditions as full-time public employees,
The rules governing full-time public employees shall apply to public employees who are retired or continue to be employed in addition to their pension .
2.
Temporal scope of the KSZ
The Collective Agreement was established for an indefinite period of time , and its rules shall apply until the new collective agreement replacing it enters into force.
The KSZ is announced by posting it at the Secretariat, and its rules shall apply from the day following posting .
The parties shall begin reviewing the rules relating to the current year's benefits after the budget framework has been issued, but no later than March of each year , and the changes shall be announced no later than March 31 of the current year.
Modifications made in accordance with the current year's budget will enter into force retroactively from January 1.
Rules for amending the Civil Code
The KSZ must be amended if
•
its rules conflict with the law
•
its rules become illegal due to a change in legislation .
The KSZ may only be amended by mutual agreement between the employer and the trade union . You may propose amendments to the KSZ
•
the employer
•
the trade union
any public employee,
•
the civil service council
The amendment proposal can be submitted to both the employer and the trade union. The recipient is obliged to send the proposal to the other party.
The parties undertake to assess the proposed amendment on its merits, to explain their respective positions and to record them in writing.
The employer undertakes to adequately explain its position on the trade union's proposals and to provide substantive justifications for it within 15 days of receipt of the proposal.
The entry into force of amendments must be stipulated separately in each case .
3.
Termination of the KSZ
The CPA may be terminated by either party by giving 3 months' notice in writing to the other party. The CPA may not be terminated within 6 months of its entry into force.
The parties agree to initiate negotiations within 2 weeks of the termination of the contract to examine the reasons for the termination and to ensure the preparation of a new CBA. The parties will begin negotiating the new CBA 2 weeks before the termination of the contract.
The CBA ceases to be effective upon the termination of the employer or trade union without a legal successor ; termination with a legal successor does not affect the effect of the CBA.
Part II
The system of relations between
the Contracting Parties
1.
Cooperation between employer and trade union
The employer declares its intention to cooperate with the trade union, and also that it supports its activities and facilitates its operation.
The trade union declares that it exercises its rights provided for in the Labour Code, the Act on the Performing Arts, and other legal acts in good faith, in accordance with the social purpose of the rights , and that its activities in the interests of public employees may not be aimed at disrupting the proper operation of the employer , but only at promoting the interests of public employees .
The Parties undertake to inform each other of planned measures that affect or influence the activities of the other party.
2. Objects and organizational forms of cooperation
2.1.
The cooperation of the parties shall extend in particular to:
•
all measures that affect the situation and future of the parties , the interests of employers and public employees,
•
issues concerning the employment situation of employers and public employees
•
changes in legal regulations affecting employers and public employees
•
to discuss issues that arise regarding the transformation,
reorganization
and staff reductions of the employer ,
•
to discuss issues considered important and reported by the other
party
2.2.
Forms of
cooperation
•
sending information , drafts , documents, etc. to the other party,
•
expert consultations ,
•
consultations and negotiations between managers ,
•
establishing or operating a conciliation committee , participating
on an ad hoc or
permanent basis - as an invitee - in the other party's board meetings .
The persons authorized to contact the professional organization are :
• union secretary
• professional organization trusts .
2.3.
Ensuring the operating conditions of the trade union
The employer provides the necessary conditions for the operation of the trade union .
The employer provides free premises for the activities of trade union officials and for holding trade union events, and free use of telephone , fax, Internet and photocopying equipment in connection with the operation of the trade union .
The employer reimburses correspondence and domestic travel expenses related to the operation of the trade union, and ensures the opportunity to participate in meetings of the trade union 's central body, other further training courses and professional programs.
The employer provides the trade union with information leaflets and appropriate supporting materials to carry out interest representation , and ensures the purchase of professional journals, information leaflets and textbooks .
It provides the possibility of posting trade union announcements , information notices , and announcements, as well as the usual local information.
2.4.
Protection of trade union officials and their working hours - benefits
With regard to the labor protection of the trade union officials and members of other bodies subject to protection (public employees' council), the employer declares that it does not apply any disadvantages to the officials due to their activities , and the trade union declares that it exercises its rights related to this in accordance with their social purpose. The parties mutually declare that they will attempt to resolve issues related to the protection of officials through mutual cooperation.
The employer does not apply any disadvantages to trade union officials due to their activities and recognizes the additional performance associated with the work of social officials .
A trade union official is entitled to labor law protection pursuant to Section 273 (2) of the Labor Code for the duration of his/her mandate and for six months following its termination , provided that he / she has held the office for at least 12 months.
The working time benefits to which officers and members of the trade union are entitled are governed by Section 274 of the Labour Code .
3.
Collective labor dispute
In a dispute of interest arising between the institution and the civil service council , or the gas institution and the sector organization , the parties are obliged to negotiate . The interested party is obliged to inform the other party in writing of its position during the direct negotiation .
If direct negotiation fails , either party may propose the establishment of a conciliation committee , the use of a mediator or an arbitrator. Sections 291-293 of the Civil Code shall apply to the procedure.
Reconciliation procedure:
In the event of a collective labor dispute, the parties shall establish an ad hoc conciliation committee, consisting of 5 members. 2 of the members shall be delegated by the trade union and 2 by the employer. The parties shall elect an independent chairman. An external expert may participate in the work of the committee by agreement of the parties , but he or she may not be elected as the chairman of the committee. The committee shall make its decisions by a simple majority. The decision of the committee shall be binding on the parties only if they submit themselves to the decision of the committee in advance, in writing.
Any dispute arising from the election and operation of the civil service council regarding the reasonable costs incurred or the use of welfare funds shall be decided by an arbitrator. His decision shall be binding on the parties . In the absence of agreement between the parties , the arbitrator shall be selected by lot from among the candidates nominated by the parties.
Part III
Rules relating to employment and other work- related relationships
1
Establishment of the civil servant relationship
The civil servant relationship is established through a competition, through appointment for an indefinite period and its acceptance. The appointment and its acceptance must be recorded in writing.
Public employee status
•
for replacement purposes or
•
It can also be established by appointing a person for a fixed period of time to perform a specific job or task .
The appointment document and the attached Information and job description must contain, in addition to the information listed in Section 21 (3) of the Employment Act :
the. the date of commencement of work
b.
whether the public employee relationship is established for a fixed or indefinite period of time
c.
in the case of fixed-term employment , the fact that , in the manner specified in Section 21(2) of the Employment Act , makes this possible
d.
in the case of a fixed - term civil service contract, determine its duration by calendar or other suitable means,
e.
if a probationary period is stipulated, its content
f.
any allowances to which the civil servant may be entitled
g. clauses aimed at establishing further employment relationships
h.
agreement regarding any professional requirements (school, course completion, exam passing)
1. the scope of trade secrets related to the job
J. the person entrusted with the management of the public servant
k. those employment conditions the stipulation of which the parties consider important .
1.1
Senior and managerial civil servants
The range of higher management and executive positions at the institution is included in the institutional SZMSZ.
The performance of higher management or leadership tasks are carried out by assignment to a management position .
Assigned management positions : Deputy Director , Artistic Director , Technical Director , Artistic Director , Organizing Office , Chief Economic Coordinator
The condition for a higher management or managerial assignment is that the public employee - in addition to his/her job title as appointed - performs the duties arising from the higher management or managerial position .
Only a public servant with a higher education degree may be a senior manager . The assignment and its acceptance must be recorded in writing . A public servant may not be a manager during the internship period.
In the case of higher management positions, the rules for applying for positions are contained in the SZMSZ.
The procedure must take into account :
- . the participation and active participation of the trade union and the civil service council must be ensured in the committee assessing the application
The appointing party is obliged to consult the committee on any decision that differs from the committee's opinions .
1.2
The probationary period
When establishing a civil servant relationship , it is mandatory to stipulate a probationary period in the appointment document, the duration of which is at least 90 days and at most 120 days. The probationary period stipulated in the appointment may not be extended. During the probationary period , the civil servant relationship may be terminated by either party with immediate effect without giving reasons
.
1.3
Internship time
In the case of an indefinite appointment to a position classified in salary classes E - H and related to the performance of the employer's core activity - including transfers of this nature - the stipulation of an internship period is mandatory , - unless an implementing decree waives this - if the public employee does not have the educational qualifications and professional qualifications required for the position , or professional experience requiring a professional qualification and lasting more than three years .
Additional conditions for establishing a further employment relationship and a further legal relationship for work .
The public employee is obliged to report the establishment of a further public employee legal relationship and employment relationship, or any other legal relationship aimed at work, and with regard to the authorization - in addition to the conditions specified in the legislation - it is necessary to examine whether the further occupation or work harms the economic interests or good reputation of the employer.
2
Modification of the civil servant status
The employer and the public employee may only modify the terms of the appointment document by mutual agreement and in writing .
In all cases where a change occurs in the previous circumstances and capabilities of either the employer or the public employee that is contrary to the applicable law , or a law enters into force that modifies or changes the conditions , the appointment document must be amended.
From the fourth month after the pregnancy is confirmed until the child is 1 year old, the working woman must be temporarily transferred - at her request, based on a medical opinion - to a job that is appropriate for her health from a medical point of view, or the working conditions must be modified accordingly.
Termination and termination of the public employee relationship
The civil servant relationship shall terminate:
a) upon expiry of the fixed term of the appointment ,
b) upon the death of the public servant ,
e) the employer ceases to exist without a legal successor , and
d) in the case
specified in Section 22 (16) and Section 25 / A (1) of the Act on the Protection of Personal Data ,
e) in the case of participation in the premium years program, according to the rules of the relevant separate law .
The civil servant relationship may be terminated:
a)
by mutual agreement;
b)
by transfer
•
the Kjt , and
•
The Kjt . and
o
Law on Civil Servants ,
o between employers who are professionals and are subject to the laws governing contractual employment relationships;
this ) by resignation ;
d ) extraordinary resignation ;
e) by exemption;
f) with immediate effect
•
during the probationary period ,
•
according to Section 27 (2)
,
•
the 44 . according to § ( 4 ) ,
•
or according to paragraph ( 3 ) and in accordance with ;
h ) by extraordinary exemption
•
in the case pursuant to Section 78 of the Civil Code
, or
•
the internship period is over .
2.1
General agreement and premises
Termination by mutual agreement and transfer may be possible at any time in the future . In such cases , all disputes shall be resolved , if possible , and the date of termination of the work may be agreed upon .
2.2
Cancellation, extraordinary cancellation
A public employee may terminate an indefinite-term public employee relationship at any time by resigning. In the event of resignation, the period of notice is two months. The employer may exempt the public employee from work for part or all of this period. If necessary for the smooth operation of the institution, the employer may insist on serving the 2-month notice period. The public employee is required to put his resignation from the indefinite- term legal relationship in writing , but does not have to state the reason or justification for the resignation. If the public employee terminates work before the expiration of the notice period without the employer's consent , he acts unlawfully. In this case, the employer may use the means of dismissal.
A fixed-term public employee relationship may be terminated by a public employee by written, justified resignation if the reason for the resignation is such that it would make it impossible for him to maintain the public employee relationship or would cause disproportionate harm to him in view of his circumstances. A fixed-term public employee relationship may not be terminated by resignation for any other reason.
A public employee may terminate his or her public service relationship by extraordinary resignation if the employer intentionally or through gross negligence significantly violates his or her essential obligation arising from the public service relationship , or exhibits conduct that makes it impossible to maintain the public service relationship.
2.3
A public servant may resign by extraordinary resignation , especially if the employer does not comply with its obligations under the appointment.
fails to pay wages or other benefits on the specified date ,
and allowances
exhibits conduct towards the public employee that makes it impossible for the public employee to maintain the employment relationship , because
•
humiliates in human dignity
•
hinders your progress
•
restricts the exercise of his rights .
2.4
Exemption
The employer may terminate the employment relationship by dismissal in accordance with Sections 30-32 of the Employment Act .
According to Section 30 (1) c) of the Employment Act, the following are considered to be incompetent or inadequately qualified for the performance of work :
For technical staff
• does not appear at work through his own fault , does not inform the employer of the reason for his absence , or the reason for his absence is not acceptable to the employer ,
• appears at work unfit for work through no fault of his own
•
fails to perform a task assigned to him/her by a person entrusted with his/her management through no fault of his/her own
For administrative and organizational employees
• does not show up at work through no fault of his own, does not inform the employer of the reason for his absence, or the reason for his absence is not acceptable to the employer,
• appears at work unfit for work through no fault of their own,
•
fails to perform a task assigned to him/her by a person entrusted with his/her management through no fault of his/her own
• violates essential labor, financial, and professional rules related to work
Before a public employee is dismissed on the grounds of incompetence or inadequate performance, the public employee must always be given the opportunity to defend himself against the allegations made against him .
2.5 Immediate termination of the civil servant relationship with extraordinary exemption based on Section 78 of the new Civil Service Act
The employer or the public employee may terminate the public employee relationship with immediate effect if the other party
a) intentionally or with gross negligence significantly breaches his/her essential obligation arising from the employment relationship , or
b)
otherwise exhibits behavior that makes it impossible to maintain the employment relationship.
3
Procedure in the event of termination and termination of the public employee relationship
If the public employee relationship is terminated by the employer with dismissal for the following reasons:
• the employer's activity in which the public employee was employed has ceased
•
based on the decision of the Parliament,
the Government, the head of the body supervising the budget chapter , the head of
the central budget body or the local government representative body , the employer must implement a reduction in staff numbers or reorganization , and therefore the public employee cannot be employed
further
• the public employee has become permanently unfit to perform his/her job duties for health reasons
The employer is obliged to follow the job offer system set out in Sections 30/A§-30/F§ of the Employment Act .
The exemption period begins on the day following the delivery of the document announcing the exemption , or at a later date specified therein .
In the event of termination and cessation of the public employee relationship , the public employee must be issued with the termination document, the settlement sheet and the public employee certificate on the last day of work , and a qualification must be prepared upon request ( Article 40 ( 2) of the Civil Service Code). The salary and all benefits must be issued to the public employee, together with other certificates , in the form prepared by the Fejér County Regional Directorate of the Hungarian State Treasury and at the time specified by the Treasury .
4
Exemption time
In the event of exemption, the exemption period shall be calculated based on Section 33 (2) of the Civil Service Act , taking into account the time spent as a public servant.
The employer is obliged to exempt the public employee from work for at least half of the exemption period - at times appropriate to his/her request . At the employer's discretion , the public employee may be exempted from work for the entire exemption period.
The public employee must be exempted from work for the entire duration of the exemption period if the employer has decided to terminate the legal relationship .
-
it was necessary to avoid the termination protection specified in Section 32 ( 1) of the Employment Act and Section 90 (2) of the Employment Act
-
it was necessary for the reason specified in Section 30 (1)( a) and (b) of the Act on the Protection of Personal Data
-
for reasons related to transformation or due to group staff reductions .
S
Severance pay
The prerequisites for entitlement to severance pay , the exclusion grounds, and the period to be taken into account in determining it are defined in Section 37 (1)-(5) of the Civil Service Act .
5.1 The amount of severance pay is based on the time spent in the civil service :
a)
after three years: one month,
b)
after five years: two
months,
e) after eight years : three months,
d) after ten years: four months,
e) after thirteen years: five months,
f)
after sixteen years: six months,
g) after twenty years: eight months
The amount of severance pay based on a fixed-term public employee relationship is the amount to which the public employee would be entitled if the indefinite-term legal relationship were terminated by dismissal, based on the combined duration of the fixed-term public employee relationships .
The amount of severance pay increases by the amount of four months' average earnings if the public employee's legal relationship as a public employee terminates within five years prior to the acquisition of the right to an old -age pension or early retirement pension .
The amount of severance pay is double that set out in point 8.1 if the public employee relationship was terminated due to extraordinary termination .
A public servant is entitled to half of the amount of the severance pay if his/her dismissal or termination of his/her public servant status pursuant to Section 25 (1) c) was due to his/her failure to consent to the modification or transfer of the appointment offered by the employer , which is necessary for his/her placement in the position pursuant to Section 30/A , unless he/ she has refused his/her consent for good reason, in particular if
a)
the amount of the offered salary is less than 80% of the previous salary ,
b) in the case of a full-time appointment, part-time employment of less than six hours is offered, or full-time employment in the case of part-time employment of less than six hours, and in the latter case, an increase in the amount of working hours would cause disproportionate
harm to the public employee, taking into account his personal and family circumstances ,
c) a fixed-term public employee position is offered instead of the previous permanent one , or
d) the travel time between the new workplace and the place of residence by public transport exceeds two hours per day, or one and a half hours in the case of a public employee raising a child under 10 years of age , unless the travel time during the public employee's legal relationship reached the
aforementioned duration .
When applying point a), the offered salary cannot be lower than the guaranteed salary according to the civil servant 's salary class and grade .
FACE.
Rules related to work
The parties to the collective agreement support the negotiated settlement of employer and public employee rights and obligations, with the participation of trade unions.
The employer is obliged to exercise employer rights while keeping in mind the human dignity and constitutional rights of public employees, and the management is obliged to communicate to the public employee any facts, circumstances or data that affect his or her position within the employer.
1
Obligations of public servants
The public employee is obliged to immediately notify the employer if his/her appearance at the workplace is hindered.
A public employee is obliged to inform his/her manager if he/she notices any fact, circumstance or action related to the employer's operations that could cause damage to the employer or damage its good reputation.
A public servant is obliged to keep confidential any business secrets or essential information related to his/her work that he/she has come to know in the course of his /her work, including those specified in the appointment document. Furthermore, he/she may not disclose to unauthorized persons any information that he/she has come to know in connection with the performance of his/her job , the disclosure of which would have adverse consequences for the institution or another person.
A public servant may not engage in any conduct or make any statement or declaration that damages the good reputation of the institution.
A public employee is obliged to perform his/her work according to the instructions of the manager appointed by his/her employer . He/she is also obliged to temporarily perform work that is not part of his/her job, and may be required to work outside his/her workplace. A public employee may only be required to perform work that is not part of his/her job in writing. The employment of a public employee in other jobs may not exceed 2 months per year.
A public servant is obliged to refuse to comply with an instruction if its execution would directly and seriously endanger the life, physical integrity or health of another person .
The public employee may refuse to comply with the instruction if its execution conflicts with the law or a rule relating to employment .
A lawful refusal to carry out an instruction does not exempt a public servant from continuing to be available for work and to carry out lawful instructions .
2
Employer 's obligations
The employer is obliged to employ the public employee in accordance with the appointment document and the rules governing the employment relationship , to ensure healthy and safe working conditions, and to pay wages.
The employer is obliged to provide the public employee with the information necessary for his/her work, to ensure his/her management, and to regularly monitor his/her work, to provide the necessary guidance, and to define his/her tasks.
2.1 Rules governing the further training of public employees
The employer may - in addition to the working time allowance and absence pay - oblige the public employee to participate in the course or further training designated by him and to take the exams prescribed by him . However, this may not result in disproportionate harm in view of the personal and family circumstances of the public employee .
2.2. Study contract
In order to meet the needs of the employer for specialists, the employer may conclude a study contract. In the contract, the employer undertakes to provide support during the studies , and the other party undertakes to continue the studies as agreed, or to maintain a public employee relationship with the employer for a specified period of time after obtaining the qualification.
The employer supports the studies of a public employee during a study period .
Sun.
Working hours and rest periods
1
Work schedule, working hours
Employees in the institution work in a fixed and flexible work schedule .
1.1
They work in a fixed schedule
•
Concierge
In the case of fixed-term working hours, the daily working hours are 8 hours and the weekly working hours are 40 hours. The employee is entitled to a shift allowance.
2
Rules for working outside the headquarters (research presentation, foreign assignment)
All employees assigned to the institution are required to participate in performances organized by the institution in other settlements. The institution will arrange for their travel; in justified cases, other vehicles may be used with the special permission of the director , at the employee's own risk. In the event of the use of other vehicles, the employer is required to reimburse the travel costs. No one may deviate from the departure time determined by the artistic directors and the deputy technical director.
The remuneration for the landscape presentation : (landscape daily fee)
Public employees who participate in the landscape presentation and perform work will receive a daily allowance. The daily allowance is 10,000 HUF/day if the absence exceeds 6 hours (including travel).
Foreign assignment
A public employee participating in a foreign assignment (guest performance, festival) receives a daily allowance for the duration of the stay abroad.
Daily rate: 10,000 HUF / day without food: 100%
breakfast: 60%
full board: 30%
The daily rate is determined daily for the period from the day of departure until the day of arrival home , if the absence exceeds 6 hours.
VI.
Freedom
Public employees are entitled to basic and additional leave in accordance with Sections 56 - 58 of the Civil Service Act and Sections 130 (2) and 132 (1)-(3) of the Civil Service Act .
Spending time on vacation
The date of granting leave is determined by the employer - after a preliminary hearing with the public employee - and an annual leave plan is prepared for this purpose.
The employer shall submit the severance plan to the trade union for their opinion by March 31st of each year .
Given the operation of the institution, public employees can generally take their leave during the summer period (June-July-August) .
The director decides on the granting of unpaid leave together with the trade union based on the employee's written request .
Taking into account the tasks to be performed by the institution, the employer may order a technical break for public employees for up to 10 working days per year, which is not included in the duration of the regular annual leave. The employer shall decide on the technical break by May 15 of each year . The technical break shall be paid in accordance with the wage rate applicable to the duration of the regular leave.
VII.
Promotion and salary system
The public employee is entitled to a salary from the employer based on the legal relationship of public employee .
Public servant positions are divided into public servant classes based on the educational qualifications or qualifications required for their performance. The salary classes associated with the public servant class and their salary structure are set out by law.
1 Salary payments, allowances, commissions, bonuses
In the institution, salary payments are made by bank transfer to a bank account by the 10th day of the month following the month in question .
1.1
Earnings - supplement
The employer shall provide the public employee with a double salary supplement within the established personal allowance allocation to encourage work performance. Public employees who have been employed for at least 6 months shall receive the salary supplement , the amount of which shall be at least 2 % of the salary. Employees on sick leave , if the sick leave period exceeds 30 days , and employees on unpaid leave for more than 30 days, shall be entitled to a salary supplement pro rata . Employees on maternity leave, GYED , GYES shall not be entitled to a salary supplement.
1.2
Executive allowance based on
Section 70 of the Civil Service Act :
The Civil Service Act defines salary supplements under several legal titles. The basis for calculating the salary supplement (supplement base) is also found in the Budget Act, its amount is 20,000 HUF.
1)
Higher management allowance:
You are entitled to 275% of the supplementary fund
•
Art Director
2)
Executive allowance:
200% of the supplementary fund is due to:
•
Deputy Director
200% of the supplementary fund is due to:
•
artistic director
•
technical
manager organizational office manager
100% of the supplementary fund is due to:
•
production manager stage manager
•
stage manager
1.3
Job- related allowance
You are entitled to 100% of the supplementary fund.
•
art secretary
marketing and advertising organizer - PR manager -
•
help - assistant
• driver is entitled to 75% of the supplemental fund
•
theater secretary
1.4
Foreigner - language proficiency allowance based on Section 74 of the Hungarian Civil Code :
a)
Foreigner - jobs that entitle to language proficiency allowance :
•
deputy director
•
art director
•
artistic director
•
technical manager
•
arts organizer .
•
marketing and advertising organizer - PR manager -
•
art secretary secretary organizer
•
help assistant
b)
Foreign languages that entitle you to a language proficiency supplement :
•
German , English, French, Russian , Spanish
c)
The amount of the foreign language proficiency
supplement :
•
in the case of an intermediate language exam , 50% of the supplementary fund ,
•
100 % of the supplementary fund in the case of a higher level language exam .
1.5
Incentive and performance commission
The Bartók Chamber Theatre pays an incentive and performance commission in equal proportions in order to increase the theatre's attendance and revenue .
Incentive commission for public relations
organizers :
settlement takes place every two months , after
concluding an assignment contract
, based on: the number of paying spectators ( definition of paying spectators: Emtv § 44. 12.) is paid after reaching a minimum net ticket revenue of HUF 20,000
20% of net ticket revenue is accounted for , invoiced.
Settlement method: Based on the Interticket
ticket sales program
.
Performance commission for ticket organizers and audience organizers:
basis: net ticket revenue ( ticket revenue received by the Theatre from box office and network sales );
rate: 15% of the difference between the planned net ticket revenue for the current year and the actual net ticket revenue for the current year ;
method of accounting . On December 31 of the current year , based on the Interticket sales program ;
payment : adoption of the budget of the year following the current year on the 1st of the month , in accounting terms.
A public employee who , based on his own idea and through the results of his work , obtains additional financial resources for the institution (e.g., successfully applies for a position - except
municipal tenders - obtains grants that entitle it to use , prizes , etc. ) is entitled to an incentive commission . The amount of the reward : 5% of the net resources obtained .
advance payment
Public employees may take a salary advance once a year , the maximum of which may be six times the minimum wage. The salary advance must be repaid within a maximum of 6 months , but the monthly installment may not exceed 33% of the net salary. The repayment schedule and installments are determined by the director when authorizing the taking of the salary advance. The salary advance is deducted in monthly installments by the employer through the MÁK from the monthly salary . The salary advance taken must be repaid by 31 December at the latest .
VII.
Welfare , social and fringe benefits
The institution supports the satisfaction of the welfare and health needs of public employees and the improvement of their living conditions in the form of fringe benefits. The benefits apply for 12 months, and in the event of the termination of the public employee relationship, the employee is responsible for repaying the amount pro rata . The scope and amount of the benefits are reviewed by the parties every year during the budget preparation period.
1
Nice card
Based on the resolution of the General Assembly of the Municipality , or if there is a surplus from its own surplus income, the employer is entitled to provide the employee with a sum of money on the SZÉP Card . The amount of the sum is determined based on the resolution of the General Assembly of the DMN and the amount of the surplus income . An employee whose public employee relationship arises or ceases during the month is entitled to a contribution pro rata. An employee on a pension fund , if the sick leave period exceeds 30 days, is not entitled to such a benefit . On maternity leave, GYED , GYES However, an employee on unpaid leave for more than 30 days is not entitled to the amount for the period of absence .
2
Cost of commuting
The employer shall provide public employees whose permanent residence is outside the administrative boundaries and whose work schedule does not allow them to use public transport to get to work, or where it is unlikely, with a high probability , a reimbursement of expenses incurred by commuting by cars . The amount of the reimbursement shall be determined in such a way that it is proportionate to the price of the intercity bus ticket for the given distance. On this basis, the amount of the reimbursement per 1 km shall be determined, the net amount of which shall not be less than the reimbursement per 1 km paid in connection with the reimbursement of the ticket. The amount in force at any time shall be regulated in an internal resolution. No reimbursement of expenses shall be paid during leave or sick leave . For public employees to whom the institution provides accommodation or an apartment , reimbursement of expenses shall be paid a maximum of 8 times per month .
3
Safety glasses
Article 6 of Decree 50/1999. (XI. 3.) EüM on the minimum health and safety requirements for work in front of a screen states that if the result of an ophthalmological examination is justified , or if the glasses or contact lenses used by the employee are not suitable for work in front of a screen, the employer shall provide the employee with the minimum glasses necessary to ensure clear vision for work in front of a screen . This is therefore not an option, but rather a statutory obligation of the employer, depending on the situation .
Its scope extends to public servants and employees working in workplaces equipped with computers .
Amount: 25,000, - HUF.
The reimbursement of glasses costs can be made every 2 years (based on analytical records ) .
4
Work clothes
According to Section 79 of the Civil Service Act , a public employee is entitled to work clothes if the work involves significant contamination of the clothing .
Jobs that require work clothes
|
Job scope |
Workwear |
Removal time (month) |
|
|
driver |
Work pants |
12 |
|
|
|
Work jacket |
24 |
|
|
|
Black low shoes |
24 |
|
|
|
Black winter shoes |
36 |
|
|
|
Suit , shirt, tie |
36 |
|
|
|
Winter forest |
36 |
|
|
loudspeaker ,
lighting |
Work pants |
12 |
|
|
|
Work jacket |
24 |
|
|
1 |
Black vest (with tools)
1 T- shirt with logo |
24 12 |
|
|
|
|||
|
1 logo collared T - shirt |
12 |
||
|
Work shoes |
24 |
||
|
stage manager |
Work pants |
12 |
|
|
|
Work jacket |
24 |
|
|
|
Black vest ( with tools ) |
24 |
|
|
|
1 T- shirt with logo
|
12 |
|
|
|
1 logo collared T - shirt |
12 |
|
|
|
Work shoes |
· 24 |
|
|
decorative |
Work pants |
12 |
|
|
|
Work jacket |
24 |
|
|
|
Black
vest ( tool ) |
24 |
|
|
|
1 T-
shirt with logo
|
12 |
|
|
|
1 pc of logo - embossed collared T - shirt
|
12 . . |
|
|
|
Work shoes |
24 |
|
cleaner |
Black skirt /pants |
24 |
|
|
1 pc White blouse |
24 |
|
|
1 logo collared T - shirt |
12 |
|
|
Women's black low shoes |
36 |
|
|
Slippers |
24 |
|
|
Jacket |
24 |
|
Concierge (weekdays)
|
Dark suit |
24 |
|
|
2 white blouses |
24 |
5
Clothing money
An employee whose job involves, among other things, dealing with the public and clients is entitled to a fixed amount of clothing allowance each year . The amount of clothing allowance is determined by the employer in conjunction with the trade union, depending on the annual budget. Clothing allowance is determined differently for individuals , depending on the specific job .
Jobs that entitle you to clothing allowance :
•
director
•
deputy director
•
art director
•
artistic director
•
technical manager
•
art secretary
marketing manager - PR manager
•
public relations organizer
•
secretary
•
dressing room- dressing room
•
assistant - caretaker
•
help
The amount of the clothing allowance is determined by the employer and the trade union no later than March 30. In the event of termination of the public employee relationship , the employee is obliged to reimburse the value of the work clothes for the period not worked and the clothing allowance taken , taking into account the period of wear of the work clothes .
6. Housing allowance
With reference to the Act CXVII of 1995 on Personal Income Tax (hereinafter referred to as the Personal Income Tax Act), if the conditions specified in point 9.7. of Annex 1 are met, housing allowance may be provided tax-free on the employer's part during the first 5 years of employment . In each case , an internal resolution is prepared.
Vili Liability for damages
1
Liability of public servants for damages
A public employee is liable for damages caused by a culpable breach of obligations arising from the legal relationship of a public employee. The employer must prove the culpability and the extent of the damage. When establishing culpability, it must be distinguished whether it is the result of intent or negligence .
1.1
Determining the amount of damage caused :
The amount spent on repairing the damaged item and the value of any depreciation ,
Based on the consumer price of the damaged or unusable item - taken into account at the time of the damage - taking into account any possible obsolescence.
1.2
Scope of liability :
a)
in case of negligent damage
the amount of compensation may not exceed 50 % of the average monthly salary of the public employee
He is liable for up to 3 months ' salary if
•
the damage results from a serious violation of the rules governing management ,
•
the damage is the result of failure to comply with the inspection obligation ,
•
the person causing the damage was warned in advance of the possible occurrence of the damage . The full amount of the damage must be reimbursed if it is the cashier's cash shortage.
b)
in the event of intentional damage, the public employee is liable for full compensation
c)
Regardless of guilt :
•
Full compensation is paid by anyone who has received items with an obligation to return or settle
them and is unable to settle them.
• Full compensation must be paid for the items received on the receipt .
1.3
Liability of public employees for assets taken out of the institution and its premises
Public employees may only remove equipment belonging to the institution - with the exception of equipment used in field trips - with the written permission of the director. The permission must be presented at the institution's reception desk, and the receptionist must be informed of the date of removal . Public employees are fully responsible for any equipment removed from the institution.
2. The institution's liability for damages as an employer
The institution is obliged to compensate the public employee for any damage caused in connection with the public employee's legal relationship.
IX.
Final provisions
If any provision of the Collective Agreement conflicts with a mandatory legal requirement, the invalid provision will be replaced by the law.
The invalidity of any part of the Terms and Conditions does not result in the invalidity of the Terms and Conditions as a whole , in which case the Terms and Conditions shall be applied without the invalid part.
Dunaújváros, July 16 , 2020 .
•
$;· et:;ri,u 'J f C e-ci .{. e
· ·············· v ·· · ··· ··· ········· · ··
on behalf of the trade union
Cecilia Siegrist, Secretary of the Social Security Administration
