o 0 c
BEECH BATH
THERMAL & SPA
H - 9740 Bük , Termál krt . 2/A . • Tel. : 36 - 94 - 558 - 080 , Fax: 36 - 94 - 358- 023
Internet: www . blunder . hu • e - mail : bgyzrt@bukfurdo . I
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COLLECTIVE AGREEMENT
2022.
VALID FROM JANUARY 1, 2022 TO DECEMBER 31, 2022
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COLLECTIVE AGREEMENT
PART ONE
The Collective Agreement
(Mt. 276. - 284. §)
This contract is concluded between Büki Gyógyfürdő Zrt . (9740 Bük, Termál krt. 2/A.) - hereinafter referred to as the "employer" - and the Büki Gyógyfürdő Zrt. Workplace Trade Union (9740 Bük, Termál krt. 2/A.) - hereinafter referred to as:
"trade union" - was established between . The Workplace Trade Union of Büki Gyógyfürdő Zrt. is entitled to conclude the Collective Agreement - hereinafter referred to as the Collective Agreement - at the employer's premises .
1.
Temporal scope of the collective agreement
1)
This KSZ was established for a fixed period of time , its rules shall apply from January 1, 2022 to December 31, 2022 .
2)
The parties to the contract shall begin the review of the company's CPA by October 30, 2022 at the latest, in order to conclude a new CPA if
possible .
2.
Personal scope of the collective agreement
1) The scope of the Collective Agreement extends to all employees in an employment relationship with the employer .
2)
The rules of the Collective Labor Agreement or its individual clauses apply to those employed under other legal relationships aimed at work only if the contract expressly provides for such a provision.
3)
The scope of the KSZ does not extend to "managerial employees " as defined in Section 208 (1) of the Labor Code .
3.
Preparation of the collective
agreement
1)
The parties to the MOU agree to jointly prepare the draft of the MOU and its amendments in the future .
2) The tasks of the preparatory person :
the. monitoring of legislative changes requiring amendment ,
b.
collecting and evaluating proposals for amendment
, from a legal , economic and personnel perspective,
c.
preparing proposals for the employer and trade unions on the directions of the amendment (including objections ),
d.
preparation of drafts , as several (possible) regulatory options,
e.
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3)
The employer undertakes to provide the trade union officials, members of the works council and organizational units, as well as those managers and employees whose job responsibilities include applying the provisions of the KSZ, with copies of the KSZ and to provide access to the KSZ via the intranet .
4.
Signing the collective agreement
1) The parties shall jointly decide on the adoption of the text of the CPA or its amendment .
2) The KSZ is signed by the CEO on behalf of the employer , and by the trade unions on behalf of the Mt. Section 276.
The head of the trade union with the authority as per the provisions of the Act is entitled to sign.
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COLLECTIVE AGREEMENT
S.
Amendment of the collective
agreement
1) The KSZ must be amended
if:
a.
its rules conflict with a higher-
level rule ,
b.
its rules have become illegal due to a change in legislation .
2) The following may propose amendments to the KSZ :
a.
the employee interest representation organization,
b.
the employee community,
and any employee,
c.
the employer.
3)
The amendment proposal may be submitted to the employer or the trade union . The recipient is obliged to send the proposal to the other party.
4)
The amendment proposal must be assessed and
responded to on its merits. The parties undertake to jointly review the amendment proposal and to state their position on it and record it in writing.
S) The employer undertakes to express its position in writing on the proposals of the interest protection organization , justifying it in substance, within 30 days of receipt of the proposal .
6)
The dispute regarding the amendment shall be adjudicated in accordance with the rules governing collective disputes .
7)
The entry into force of amendments must be stipulated separately in each case .
6.
Termination of the collective
agreement
1) The KSZ is terminated :
a.
by mutual agreement,
b.
upon the expiry of a fixed period , and
c.
the employer or trade union ceases to exist without a legal successor .
2) In the event of
a transformation of the employer or a change of ownership , the parties must provide for the continued scope of the collective bargaining agreement in the documents recording the change .
7.
Purpose of the collective
agreement
1)
This Code of Conduct was established to ensure the orderly protection of employer and employee rights and to facilitate
the fulfillment of obligations . It sets out minimum
levels and requirements for benefits and requirements related to employment.
2) The employment contract may deviate from the rules of the Collective Labour Agreement only to the benefit of the employee .
8.
The relationship between the collective
agreement and employment contracts
1)
Amendment of the collective labour agreement does not result in amendment of the employment contract . If the amendment of the collective labour agreement affects the content of the employment contract , the employer is obliged to attempt to amend the employment contract with the employee accordingly .
2)
The narrower scope of the collective agreement may deviate from the general agreement - unless otherwise provided
- only to the benefit of the employee.
3)
The deviation in favor of the employee must be assessed by comparing the related provisions.
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COLLECTIVE AGREEMENT
9.
Declarations and undertakings ensuring the entry into force of the collective agreement
1} The parties declare that they will do everything expected of them to comply with the rules of the CPA.
2)
The parties undertake to immediately inform the representatives of the other party of the
factors they have learned about if problems arise regarding the entry into force of the KSZ , and they also take action within their own competence if the rules of the KSZ are not applied in accordance with the regulatory objectives by the organizational units subordinate to them or individual persons.
3)
The parties declare that they do not intend to unilaterally violate the labor peace achieved by the Collective Labor Agreement, primarily by the employer's provisions that conflict with the rules of the Collective Labor Agreement, and by the trade union's support for strikes against the provisions of the Labor Code and the Collective Labor Agreement .
4)
The parties declare their common intention to do everything in their power to ensure that the CPA remains in force as long as it fulfills its purpose, i.e. it does not hinder the proper functioning of the parties or their interest protection activities.
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COLLECTIVE AGREEMENT
PART TWO
General rules
10.
Cooperation between the employer and the trade union
1)
The employer declares its intention to cooperate with the trade union , and that it supports its activities and facilitates its operation.
2)
The
trade union declares that it exercises its rights granted in the Labor Code in accordance with the social purpose of the rights, i.e. activities carried out in the interests of employees may not be aimed at disrupting the proper operation of the employer, but only at enforcing the interests of employees .
3) The employer and the trade union undertake to inform
each other of planned measures that significantly
affect or influence the activities of the other party .
11.
Subjects and forms of cooperation
The cooperation between the parties covers the following :
1)
all central measures that significantly affect the situation, future, and employer or employee interests of the parties ,
2 ) to discuss issues that arise regarding the transformation or privatization of the employer, the transformation and reorganization of its organization and internal units, and staff reductions.
12.
Trade union rights and the manner of exercising them
1)
The trade union has the right to inform employees on
issues related to labor relations or
employment .
2)
The employer ensures the possibility for the trade union to publish information related to its activities on the employer's intranet or in other customary ways .
3)
The trade union may request oral information from the employer regarding the economic and social interests of the employees related to the employment relationship .
4)
The trade union is entitled to communicate its opinion
on the employer's measure (decision) or draft thereof to the employer and to initiate consultation in this context .
5)
The
right of the trade union • to represent employees against the employer or its interest representation organization in relation to their rights and obligations concerning their financial,
social, living and working conditions .
6)
The trade union is entitled to use the employer's premises after or during working hours for the purpose of its interest representation activities .
7)
Premises provided free of charge and
without reimbursement for the purpose of advocacy activities : 9740 Bük, Termál krt 2/ A, designated office space.
8)
The employer provides the venue for trade union events free of charge and without reimbursement of costs, based on prior agreement .
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9)
The employer shall provide the domestic telephone service necessary for the operation of the trade union
, as well as the reproduction of information and supporting materials . The trade union leader shall be entitled to conduct trade union affairs via the e-mail address or laptop provided by the employer .
10)
The employer may not demand any compensation for the deduction of trade union membership fees and their transfer to the trade union .
11)
The employer ensures the conditions necessary for the operation of the trade union, which are contained in the cooperation agreement concluded between them . The employer is the organization
, contributes to its operation with a flat annual amount equivalent to twice the current minimum wage - taking into account the average number of trade union members - and transfers this to the trade union in semi-annual installments.
13.
Labor law protection of trade union officials
1) The consent of
the directly superior trade union body is required for the employer to terminate the employment relationship of an employee holding an elected trade union position designated as specified in Section 273 ( 3) of the Labour Code, as well as for the employer to take measures pursuant to Section 53 of the Labour Code .
2)
The protection under paragraph 1) shall be granted to the official for the duration of his/her mandate and for six months following its termination , provided that he/she has held his /her trade union position for at least twelve months .
3)
According to Section 236
(2) of the Civil Code , the registered office of the limited liability company is considered independent for the employer, thus, pursuant to Section 273 (3) a) of the Civil Code, one official
is entitled to the protection pursuant to Section 1) and pursuant to Section
273 (4) of the Civil Code , one additional official is entitled to the protection pursuant to Section 1) .
The trade union shall provide the HR manager with the following information on the persons benefiting from labor law protection by January 30 :
a.
name,
b.
job title,
e. place and time of birth .
The trade union is entitled to nominate another employee in place of the designated employee if the employee's employment relationship or trade union position has been terminated. The trade union shall immediately notify personnel changes.
4)
The trade union shall communicate its position on the employer's measure as set out in paragraph 1) in writing within eight working days of receiving the employer's written notification. If
the trade union does not agree with the planned measure , the notification must include the reasons for its disagreement . If the trade union does not communicate its opinion to the employer within the above deadline , it shall be deemed to agree with the planned measure .
14.
Working time allowance for trade union officials
Section 274 of the Civil Code
1)
The employee is entitled to working time allowance in order to carry out his /her trade union interest representation activities , and furthermore , the allowance specified in accordance with point 13 , paragraph 3) of the KSZ
The employee is exempt from his/her work obligation for the duration of the consultation with the employer.
The total working time allowance available per calendar year is one hour per month for every two trade union members employed by the employer . The working time allowance available shall be determined based on the number of trade union members on 1 January .
The number of trade union members is reported by February 15 of the year of the wage settlement, starting in January of the year of the wage settlement .
based on monthly union dues deduction .
2)
The working time allowance may be used by an employee designated by the trade union . The
trade union must notify the employee's immediate superior or the human resources and labor manager of the use of the working time allowance at least five days in advance - except in unforeseen , urgent and extremely justified cases - and the employee must indicate this in the working time record for the given month.
3)
The working time discount can be used until the end of the current year. The working time discount cannot be redeemed .
4)
Working time allowance and
leave of absence for the duration of consultation with the employer
There is a fee .
15.
Confidentiality statement of the parties
The parties undertake to treat the information and communication received from the other party and the knowledge acquired during the consultation as confidential, and to maintain confidentiality even if expressly indicated by the other party .
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PART THREE
Supplement to the introductory provisions of the Act.
16.
Rules on legal statements
Mt. Sections 20 - 31 , Mt. Section 46 (1).
1)
The person exercising
the employer's authority is entitled to make legal statements on behalf of the employer .
The employer shall determine the procedure for exercising the employer 's rights - within the framework of the legislation -
J
, determine .
2)
The right of the employer to establish, modify, terminate the employment relationship, to apply legal consequences
in the event of a culpable breach of obligations arising from the employment relationship , and to establish liability for damages is considered a right of the employer.
3) In
the company, the CEO exercises all employer rights over the employees of the joint-stock company . In the event of the CEO's absence or impediment, the guidelines regarding the exercise of employer rights are set out in the Organizational and Operational Regulations .
4)
The employer is obliged to justify in writing all measures for which the Labour Code provides for legal remedies .
5)
A written legal statement shall be deemed to have been communicated when it is delivered to the addressee or another person entitled to receive it, or when the electronic document becomes accessible to them . Communication shall be effective even if the addressee or other person entitled to receive it refuses or intentionally prevents receipt .
6)
In addition to the provisions of paragraph S), a legal declaration delivered as a special delivery with return
receipt according to the law on postal services ,
a.
if the recipient or
another person authorized to receive the shipment refused to receive it, or delivery failed at the contact address reported by the recipient due to the recipient being unknown or having moved, on the day of the attempted delivery,
b.
in other cases, on the fifth business day following the date of the unsuccessful delivery attempt and the date of posting of the notice
shall be deemed to have been delivered .
7)
Calculation of deadline and duration :
When calculating a deadline, days shall be understood as calendar days , unless otherwise provided by the employment relationship rules .
a.
The
calculation of the deadline begins on the day following the action (event) giving rise to the start of the deadline .
b.
A deadline set in weeks expires
on the day which, by its name, corresponds to the starting day.
e. The day of expiry of a time limit set in months or years is the day which corresponds in number to the starting day, or if this day is missing in the month of expiry , it is the last day of the month.
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d. The deadline
expires at the end of its last day . The deadline expires at the end of the
next working day according to the general work schedule
if the last day is a weekly rest day or a public holiday according to the general work schedule .
e. Unless otherwise provided by the Act , the deadline shall be deemed to have been met if the legal declaration is communicated by the end of the expiry date or if other conduct
is demonstrated by this date .
8)
The employer must record the following unilateral legal statements in writing :
• The employer is obliged to provide prior written information about the restriction of the employee's behavior outside working hours [ Section
8 (2)].
• The employee's legal declaration of personal rights is only valid in writing [Section 9 (
3) ].
• A legal statement aimed at amending or terminating an employment contract , as well as a legal statement containing a withdrawal from an agreement subject to written formality, is valid in writing [Section 22 ( 3)].
• The authorization given by the employee to his representative is valid in writing [ Section 21 (1) ].
•
The legal declaration of objection must be made in writing [ Section 28 (5) ].
•
The receiving employer must comply with its information obligation in writing [38.
§ (1)-(2) ].
•
The employment contract must be concluded in writing [ Section 44 (1) ].
• The employer must inform the employee in writing about specific working conditions [Sections 46-47].
• A measure containing an adverse legal consequence must be recorded in writing [ Section 56 (5) ].
• The employer must respond in writing to the employee 's offer to modify the terms and conditions of the employment contract [ Section 61 (2)].
• The employer is obliged to inform the employee in writing in advance of any change in the employer specified in Section 63 (3) [ Section 63]
(4) paragraph].
• In the event of a collective
layoff , the prior notification to the works council must be made in writing [ Section 72 (2)] and the agreement reached in the process must be recorded in writing [ Section 72 (5)].
• The employer shall notify the state employment agency in writing of its prior intention to conduct a group layoff [ Section 74
(1)].
• In the event of a collective layoff, the prior information to the employee must be in writing [ Section 75 (1)].
•
The statement
on the employee's evaluation must be made in writing [ Section 81 (1) ].
• Based on the written agreement of the parties, the employee's daily working hours according to the schedule may not exceed twenty-four hours and the weekly working hours may not exceed seventy-two hours [99.
§ (3) ] .
• The starting and ending times of the working hours must be determined in writing [ Section 93 (4) ].
•
The right to a flexible work schedule shall be guaranteed in writing [
Section 96 (2) ].
•
The working hours must be communicated in writing [ Section 97 (1) ].
•
Extraordinary working hours must be ordered in writing at the employee's request [ Section 108 (1) ].
•
Duty
and standby must
be ordered in writing [ Section 110 ( 5) ].
•
The employee
must notify the employer in writing of the use of unpaid leave .
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f [ Section 133 (1) ].
• The performance requirement and the performance wage factor must be communicated to the employee in writing before they are applied [ Section 138 (1) ].
• Written information must be provided on the settlement of the wages paid [Section 155 ( 2) ].
• The employer and the insurer may , if necessary, request
an annual certificate from the employee or his/her relative regarding his/her income from work
and income conditions . The "certificate" must be in written form [ Section 176 (1) ].
•
The inventory responsibility agreement must be in writing [Section 184
( 1) ].
• The employee must be informed in writing of circumstances that are significant to his or her inventory responsibility [Section 185 ( 1)-(2)].
•
The agreement to provide employee security must be in writing [
Section 189]
(1) paragraph] .
• The borrower shall inform the lender in writing of the specifically defined working conditions [ Section 217 (3) ].
• The temporary employment agency shall inform the employee in writing about the specific, itemized working conditions related to the temporary employment [ Section 218 (3) ].
•
The study contract must be in writing [
Section 229 (3) ].
•
The collective agreement and the works agreement must be put in writing [
Section 278 ].
•
The payment demand serving to enforce the employer's claim must be in writing [ Section 285 (3)].
The employee may not suffer any disadvantage due to the lack or failure to record the information in writing .
9) The following shall be considered a legal declaration :
a.
the employment contract, •
b.
any other agreement concluded between the employer and the employee in connection with the employment relationship ,
c.
internal regulations or instructions unilaterally established by the employer .
The employer's regulations and instructions shall be deemed to have been communicated if they are published in the usual manner locally (by e-mail, on an internal, intranet website, or on a notice board placed at the units).
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PART FOUR
The employment relationship
17.
Fulfillment of the employment contract
1)
The employee is obliged to appear at the place and time specified by the employer and be fit for work.
An employee is considered fit for work if , among other things , he/she is sufficiently rested, has not taken any medication (which may hinder work), has not taken any intoxicating drugs or
•
reports for work without alcohol, in a manner that meets the physical and mental requirements of the job ,
and in the prescribed work clothes, and performs his/her work in accordance with these criteria.
If the employee does not comply with the above requirements, the immediate superior with the right to instruct is obliged to exempt him from work that day and consider his working day or the remaining working hours of the working day as an unjustified absence .
2)
Legal consequences for the employee's culpable breach of duty
The following adverse legal consequences may be applied against the employee :
•
written warning,
•
reduction of the employee's basic salary , up to a maximum of 10 % (can be imposed
for a fixed period of time),
•
reduction or withdrawal of the bonus paid after the breach of obligation is established , which is within the employer's discretion ,
•
transferring the employee to another job or workplace, with a reduction in their basic salary or leaving it unchanged (can be imposed for a fixed period of time).
The implementation of adverse legal consequences may be suspended (for a maximum period of six months ) .
18.
Termination , notice period
1} Agreement deviating from the provisions of the Civil Code according to Section 85 (3) of the Civil Code : Section 69 of the Civil Code .
Contrary to the provisions of Section (1), the notice period is sixty days.
2) In the event of termination of employment by an employee due to retirement, the employee is exempt from his/her work obligation for half of the notice period .
19.
Procedure in the event of termination or termination of employment
The employee's work is assessed by his or her immediate superior, and then, based on the criteria provided by him or her , the operational certificate is issued by the HR manager and signed by the company's CEO - as the person exercising the employer's authority.
20.
The working hours
Mt. § 93 - 94
The duration of the working time frame , according to the provisions of the KSZ - based on the authorization of Section 94 (3) of the Labour Code - is a maximum of twelve months or fifty-two weeks, if this is justified by technical or work organization reasons.
The work areas and positions in which a working time frame is applied are listed in Annex 1 to the KSZ. The starting and ending times of the working time frame are also recorded here .
21.
Workers in multiple shifts
Section 90 of the Act
Employees performing the following positions are considered to be employees of the company working in multiple shifts :
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cleaner, cloakroom cleaner, night cleaner
•
swimming pool attendant, pool lifeguard
• those employed
in cashier, information, and receptionist positions .
22.
Scheduling working hours on Sundays or public holidays
Sections 101 - 102 of the Criminal Code
1)
The limited liability company - due to its purpose - also operates on Sundays, therefore work during regular working hours may be ordered to a specific group of employees on this day .
2)
On Sunday, the following positions may be ordered to
work during regular working hours: employees of the spa service, medical service, front office group, TMK and spa engineering
department , as well as
campsite receptionist, marketing associate, marketing assistant, and online marketing associate.
23.
The break between work
Section 103 of the Civil Code
1)
The break between work hours is intended to ensure that employees can eat, rest and clean up .
Employees are required to spend their breaks on the company's premises or in an area directly connected to the company's premises, where
a.
provide public catering for the company's employees , and
b.
other internal instructions, or employees ' direct superiors clearly assign them to the territory of the Zrt. for the purposes indicated above .
2)
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24.
Unpaid leave
The CEO may authorize employees to take unpaid leave , based on the opinion of their direct supervisor , in accordance with the provisions of the company's Organizational and Operational Regulations , excluding cases regulated in Sections 127-133 of the Labor Code .
Rewarding the work
25.
Wage supplement , wage supplement flat rate
Mt. § 139 - 145
1) Time off cannot be given instead of wage supplement .
2)
Employees employed as bath mechanics are entitled to a flat-rate wage supplement, as specified in individual employment contracts , instead of the wage supplement (30% shift supplement) pursuant to Section 145 (2) of the Labour Code . The value calculated on the basis of the flat-rate wage supplement cannot be less than that calculated with the 30 % shift supplement .
26.
Protection and settlement of wages
Sections 154 - 164 of the Criminal Code
1)
Wage payment day - the 9th day of the month following the month in question . If the wage payment day falls on a weekly rest day (weekly rest period) or a public holiday , the wage must be paid or transferred no later than the previous working day.
2)
Written information on the settlement of the paid wages must be provided by the fifteenth day of the month following the month in question.
27.
Advance payment of wages
Taking into account Act CXVII of 1995
In accordance with the current legislation, the employer may provide a tax-free advance on wages to employees with an indefinite employment contract, under the following conditions:
•
an advance on wages may be requested by an employee whose net earnings are not subject to deductions or withholdings exceeding 30 % and whose immediate superior recommends accepting the application,
•
the repayment period for the advance payment is a maximum of 6 months,
•
the maximum amount of the advance payment requested is five times the current minimum wage,
•
the advance on wages can be given twice a year, provided that the full amount of the previously taken advance on wages has been repaid.
28.
Anniversary reward
b.
The bonus due in the year of the employee's retirement shall be paid upon retirement .
1'
BEECH BATH
COLLECTIVE AGREEMENT
29.
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Reimbursement of travel expenses related to commuting to work
Act CXVII of 1995 , Government Decree No. 39/2010 {11.26 . )
the.
Employees employed by the
company are entitled to reimbursement of travel expenses related to their commute to work from the date of their joining the company until the date of termination of their employment , in accordance with the applicable laws .
b.
The employer shall reimburse the percentage specified in the legislation (86% at the time of signing the Collective Agreement) of the price of the full-price pass or ticket used by the employee to commute to work, as well as the price purchased with a travel discount or reduced price with a business policy discount , against
settlement with the pass or ticket ,
if the employee
•
in the 2nd class of a domestic or cross- border national public railway ,
•
travels to the place of work by intercity (long-distance) bus .
c.
The employee is entitled to reimbursement of travel expenses under the Personal Income Tax Act if :
•
there is no public transport between the employee's place of residence or stay and the place of work,
•
due to the employee's work schedule, he/she cannot use public transport or only have to wait a long time.
The amount of the reimbursement is the tax-free amount, taking into account the round-trip distance between the workplace and the place of residence ( 15 HUF/km at the time of signing the Collective Agreement).
d.
When traveling with a pass or ticket, the pass (ticket) must be valid for the month in question.
The employee is obliged to submit it to the employer by the 3rd day of the following month .
e.
In the case of mid-month
entry, mid-month exit, and long-term absence exceeding 30 days (vacation, illness, etc.), a pro-rata portion of the monthly pass price may be charged .
f.
When claiming reimbursement of travel expenses for commuting to work, the employee shall simultaneously declare his/her place of residence
and residence , as well as whether the daily commute to work takes place from his/her place of residence or residence.
g.
The form of reimbursement of commuting expenses may be modified once a year within the relevant year - in justified cases.
30.
Retirement gift
Act CXVII of 1995.
the. Employees retiring from their employer on old-age pension are entitled to a gross fringe benefit of HUF 50,000 via SZÉP card after at least 5 years of continuous employment immediately preceding retirement .
31.
Use of personal vehicles for official purposes
Act CXVII of 1995, Government Decree No. 60/1992 (IV.1.)
a . The
flat rate cannot be paid to company employees for the use of
their own car for official purposes .
b. The company 's CEO may authorize
occasional use for employees .
c.
Upon first occasional use, the employer and employee shall enter into an agreement on the rules governing use , the method of accounting for fuel, and the amount of advance tax to be deducted from the reimbursement.
e. When using the employee's own car for official purposes, in addition to the fuel settlement stipulated in the agreement between the parties, the employer pays the employee - for other costs - the amount specified in the relevant legislation per kilometer - 15 HUF/km upon signing the Collective Agreement .
32.
Funeral benefit
the.
In the event of the death of an employee during the employment relationship, the employer shall pay the immediate relative or the natural person bearing the funeral costs a benefit equal to the gross monthly amount of the company's average basic salary . The company's average basic salary shall be the actual basic salary of the month preceding the month of death in the current year.
b.
In the event of the death of an employee due to an occupational accident, the funeral costs shall be borne by the employer.
c.
The administration of the aid shall be carried out by the
trade union official competent in the given case.
complicates.
d.
The Company's own death is declared based on a decision by the CEO . In this case, the Employer will bear the one-time costs (without a gravesite) related to the funeral.
33.
Cafeteria and other benefits
The joint-stock company issues regulations regarding the cafeteria and other benefits to employees - after consultation with the trade union - which stipulates the types of benefits and the conditions for their use.
Employee 's liability for damages
34.
Liability for inventory shortages
Mt.182.- 188.§
Agreement deviating from the provisions of the Civil Code, according to Section 191 (1) of the Civil Code : The amount of compensation:
the. The employee is liable up to a maximum of twelve months' absence pay if the inventory is also handled by an employee who is not responsible for the inventory shortage .
b. In the case of a group inventory liability agreement,
the amount of compensation may not exceed the total amount of the twelve-month absence pay of the employees who have concluded the agreement.
Oh ◊ Oh
BEECH BATH
T .1 °' t..
COLLECTIVE AGREEMENT
PROVISIONS ENTERING INTO FORCE
This Collective Agreement shall enter into force on January 1, 2022. Bük , January 1, 2022 .
On behalf of the employer : On behalf of the trade union :
, ' ()'L 1
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CEO
. .. .. . , .. ... ..... . J ..... .. . : ..... . k .... . V.
trade union economic vice president
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BÜKFÜRDÖ
COLLECTIVE AGREEMENT
Annex No. 1
Working hours, working hours and rest periods
For all employees of the joint-stock company (except those with a casual work schedule ):
a. The full-time working hours are 8.0 hours per day (average 40.0 hours per week ), with an unequal work schedule. The daily working hours according to the employment contract must be completed within the average working hours .
e.
Working hours:
•
Between January 1, 2022 and December 31 , 2022
d.
The working time schedule is prepared by the immediate supervisor .
e. Breaks are taken according to the instructions of the immediate supervisor .
f.
In the case of part-time employment, the working hours shall be calculated
proportionally to the employment . The start and end of working hours shall be adjusted proportionally .
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