Kollektív szerződés

Győr-Sopron-Ebenfurt Railway Private Limited Company

The Győr-Sopron-Ebenfurt Railway Private Limited Company
has been in force since 1993.

COLLECTIVE AGREEMENT

(Published: December 2020, with amendments, in a unified structure.

Text in italics is effective from 1 January 2021. )

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TABLE OF CONTENTS

GENERAL RULES ................................................ ................................................... ............................. 5

Scope of the Collective Agreement ............................................ . ................................................... .. ............... 5

Amendment to the Collective Agreement ............................................ . ................................................... ................. 5

Termination of the Collective Agreement ............................................ . ................................................... 6

The relationship between the parties to the Collective Agreement ......................................... .......................... 6

THE EMPLOYMENT RELATIONSHIP .............................................. . ................................................... .. ............. 6

Subjects of the employment relationship ............................................ . ................................................... ................. 6

Establishment of the employment relationship ............................................. ................................................... . .............. 7

Mandatory medical examination .............................................. . ................................................... . .............. 7

Blood donation ................................................ ................................................... ................................................. 7

Termination restriction ................................................... ... ... ............................................ .. .... ................................ 8

Mandatory exemption period .............................................. . ................................................... ................... 8

Final satisfaction ................................................ ................................................... ................................. 9

Employment other than employment contract ............................................ . ............................................... …10

Procedure to be applied in the event of culpable breach of an obligation arising from an employment relationship ....... 11

Legal consequences applicable in the event of culpable breach of obligations arising from employment relationships
................................... ................................................... ................................................. .. ....... 12

Termination with immediate effect .............................................. ................................................... ................ 13

WORK AND REST TIME .............................................. ................................................... .............................. 14

Full-time work .............................................. ................................................... ................................ 14

Working time rules ................................................................................................................... 14

Working hours in front of a screen .............................................................................................. 17

Munkaidőkeretek ........................................................................................................................... 17

Az utazók szolgálati és távolléti órái ............................................................................................. 20

A gépjárművezetők munkaideje .................................................................................................... 21

Munkában nem töltött idő díjazása ............................................................................................... 20

Munkaközi szünet .......................................................................................................................... 21

A munkavállaló napi pihenőideje .................................................................................................. 22

Heti pihenőnap .............................................................................................................................. 22

Szabadságok kiadása ..................................................................................................................... 23

RENDKÍVÜLI MUNKAIDŐ ...............................................................................................................

Rendkívüli munkavégzés elrendelésének feltételei, korlátai, megváltása .................................... 24

Az ügyelet elrendelésének módja és díjazása ............................................................................... 25

Készenlét ....................................................................................................................................... 26

BÉRRENDSZEREK - BÉRFORMÁK ............................................................................................... 2

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A MUNKABÉR KIFIZETÉSE…………………………………………………………………….27

BÉRPÓTLÉKOK .............................................................................................................................. 27

Shift allowance ................................................................................................................................ 27

Night supplement .............................................................................................................................................. 28

Absence pay ................................................................................................................................................... 28

Remuneration for work performed on a public holiday .............................................................................. 28

Steam locomotive driver's allowance .............................................................................................................. 28

Post-payment commission .............................................................................................................................. 29

Transfer surcharge .............................................................................................................................................. 29

Compensation for work harmful to health ................................................................................... 29

Company vehicle driving allowance ................................................................................................ 29

Other allowances for those employed in a work schedule that temporarily differs from the uninterrupted work schedule
.............................................................................................................................................. 30

Practical education and training allowance .............................................................................................. 31

Heiligenkreuz/Szentgotthárd Industrial Park service fee .............................................. 31

COST REIMBURSEMENTS ................................................................................................................... 31

Domestic official mission, reimbursement of expenses ................................................................................ 31

Reimbursement of expenses of employees performing temporary foreign service /posting/, recognized expenses related to foreign postings .............................................................................................. 32

Flat rate for off-site work .............................................................................................. 33

EU supplement ................................................................................................................................................ 33

Commuting travel allowance .............................................................................................. 34

Other employer benefits .............................................................................................................. 34

SOCIAL BENEFITS .............................................................................................................................. 34

Anniversary reward ................................................................................................................................ 35

School start support ................................................................................................................................ 35

Barracks placement ................................................................................................................................... . 35

Workwear ................................................................................................................................................... 36

Use of funds for welfare purposes .............................................................................................. 36

Advance payment ................................................................................................................................................ 36

LIABILITY FOR MATERIAL AND DAMAGES .............................................................................................. 37

Liability for inventory shortages ................................................................................................................ 37

Employee's liability for damages .............................................................................................. 36

Claims procedure .............................................................................................................................. 38

Conditions of the employer's financial liability for objects brought into the workplace ................... 39

Earnings supplement for employees who have become unfit for certain jobs .............................. 39

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Formation of provisions for employees who have become unfit for certain jobs…………..39

Employee Insurance ................................................................................................................................ 39

Negotiation in a labor dispute .............................................................................................................. 41

Conciliation in labor disputes ................................................................................................ 41

ENTRY INTO FORCE AND OTHER INTERPRETATIVE PROVISIONS ..................................... 43

GYSEV'S SALARY CLASSIFICATION SYSTEM .................................................................................. 45

HOUSING SUBSIDY .............................................................................................................. 46

SETTLEMENT OF COMMISSIONS ................................................................................................... 49

GYSEV CAFETERIA RULES ..................................................................................................... 50

JOBS RESERVED FOR EMPLOYEES WITH CHANGED WORK CAPACITY
................................................................................................................. 51

GYSEV DRESS CODE .............................................................................................................. 52

DAILY RATES ESTABLISHED FOR INDIVIDUAL COUNTRIES ............................................... 53

TRIBAL GUARD MEMBERSHIP........................................................................................................................ 54

WORK SCHEDULE AND OTHER RELATED RULES……….………...............................53

DECLARATIONS………………………………………………………………………………………....57

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COLLECTIVE AGREEMENT

which was concluded on the one hand by the Hungarian branch of the Győr-Sopron -
Ebenfurti Vasút Zártkörűen Működő Részvénytársaság, as the employer, and on the other hand by the signatory trade unions (the GYSEV Workers' Free Trade Union since January 1, 1993, the Locomotive Drivers' Union and the Railway Workers' Union since January 1, 1994, the parties to the Collective Agreement).

GENERAL RULES

Scope of the Collective Agreement
1.§.

1./ The scope of this Collective Agreement covers - with the exception of the CEO and his deputy - the

For employees of GYSEV Zrt. and GYSEV CARGO Zrt.

2./ The exclusive and continuous MÁV employment relationship of employees employed by GYSEV companies due to organizational measures taken by the MÁV Group must be considered
as if they had been with the current employer.

§ 2.

1./ Different rules may be established in a separate annex, taking into account the specific employment groups of GYSEV Zrt. and GYSEV CARGO Zrt. (hereinafter referred to as GYSEV)
(Annex No. 10).

2./ The Collective Agreement may also establish benefits for GYSEV pensioners with specific extended personal effect .

3./ Different rules apply to those employed by GYSEV based on a student employment contract and
those employed by GYSEV based on a student employment contract.

§ 3.

This Collective Agreement is concluded by the parties for an indefinite period of time.

Amendment to the Collective Agreement
§ 4.

1./ Any party may amend the rules specified in the Collective Agreement

It is mandatory to initiate a review of the Collective Agreement - including the
wage table - once a year.

2./ If, after the conclusion of the Collective Agreement, a rule different from that specified in the Collective Agreement
is adopted, which is higher than the Collective Agreement,

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When the rule regarding the employment relationship at the level of the company enters into force, the conflicting Collective
Agreement rule will cease to be valid even without a separate agreement between the parties.

In the case of rules that do not conflict with the new rule, but are merely different, an amendment to the Collective Agreement
must be initiated.

Termination of the Collective Agreement
§ 5.

The Collective Agreement may be terminated by any of the parties entitled to do so with a six-month notice . The party exercising the right of termination is obliged to notify the parties
of the termination, stating the reasons , and initiating negotiations.

The relationship between the parties to the Collective Agreement

§ 6.

1./ The parties to the Collective Agreement agree that
in matters related to the employment relationship to be regulated in the Collective Agreement:

• a contract offer containing the employer's proposal,
• a contract drawn up by the trade union(s) based on the employees' proposals

The parties are obliged to make the offer available to the other party
at least one month before the planned date of conclusion of the contract / amendment / .

2./ Within one month of the submission of the contract offer, each party is obliged
to discuss it with those it represents.

3./ The parties to the contract are obliged to coordinate their positions, clarify any differing contract offers, and attempt to reach an agreement on the precise text of the Collective Agreement within two weeks after the expiry of one month
.

§ 7.

The deadlines specified in Section 6 may be shortened by mutual agreement, provided that this does not
jeopardize the establishment of a fully clarified, well-founded agreement.

§ 8.
-

THE WORK RELATIONSHIP

Subjects of the employment relationship

§ 9.

1./ An employment relationship at GYSEV can only be established with an employee
who meets the conditions specified in the rules governing employment and who has given his/her consent to the suitability tests necessary to fill the position
.

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2./ In addition to the conditions specified in paragraph 1./, due to the nature of the work -
in justified cases - the employee may only be employed in a position where he would be in a subordinate or controlling relationship
with a close relative of a GYSEV employee, subject to prior release by the CEO.

§ 10.

When establishing an employment relationship, under equal conditions, preference shall be given to an
employee who:

• has knowledge of a foreign language,

• a graduate of a secondary or higher education institution providing qualifications in a field within the scope of GYSEV's activities ,

• a relative of a GYSEV employee or an employee who has retired from GYSEV
, and

• a former GYSEV employee whose GYSEV employment relationship
was terminated through no fault of their own.

§ 11.

The employer is obliged to inform the employee
which body or person will perform the employer's rights and obligations arising from the employment relationship (employer's authority)
. The person exercising the employer's authority shall comply with this obligation by publishing the contents of the Organizational and Operational
Regulations.

Establishing the employment relationship

§ 12.

The employment contract establishing an employment relationship at GYSEV and its amendments
must always be put in writing.

Blood donation

/Mt. 55. §./
13/A.§.

In the event of a blood donation, the employee is exempted from the obligation to work for a period of 4 hours - which
includes the time of the blood donation.
The employee is entitled to absenteeism pay for the working time lost due to the blood donation, and the standby blood donor
is entitled to an absence pay increased by 50% for a period of 4 hours.

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The employee must notify the employer of his/her intention to participate in an organized blood donation at least 7 days
in advance to the other employer authority designated in the SZMSZ
.

On treatment in a healthcare institution related to human reproductive procedures

/Mt.55.§/
13/B.§

For the duration of treatment in a healthcare institution related to human reproduction procedures
(vitro fertilization program), the employee is exempted
from his/her work obligation.
During the treatment period - in case of presence certified by a doctor for the given month -
the employee is entitled to absence pay for two days per month, and
the employer provides certified absence for other cases related to treatment.
In all cases, the employee is obliged to notify the other employer's authority named in the SZMSZ of his/her participation in the treatment (accounted for with absence pay or
certified absence without pay) at least 7 days in advance
.

Termination restriction
/Mt. Section 66 (5)/

§ 14.

Only in extremely justified cases may the employment
of a person who has been a member of the GYSEV core team for at least 20 years be terminated by notice.

Mandatory exemption period
/Mt. § 70/

§ 15.

1./ If the employee's employment relationship
is terminated due to retirement or entitlement to rehabilitation benefits, he/
she shall be granted a period of exemption pursuant to Section 70. /1/ of the Labor Code.
An employee with at least thirty years of railway service
shall be exempted
from work upon retirement for the entire period of notice specified in Section 69. of the Labor Code.

2./ The minimum notice period is 60 days, but may not exceed 90 days, if the employer terminates
the employee's employment due to staff reductions or reorganization . In such a case, the employee must be exempted from work for the entire notice period.

§ 16.

1./ The person exercising the employer's authority must notify the employer 15 days before making his decision.

to inform the interested trade union with representation, and to inform the factory

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to provide advice on draft employer
measures affecting a larger group of employees, in particular ideas regarding the reorganization, transformation of the employer,
the transformation of an organizational unit into an independent organization, privatization, modernization, and
the use of loan labor.

The above must be communicated to the affected persons in writing.

2./ Terminated due to organizational measures and transferred from this position to another position

The position of a placed employee cannot be filled again within six months.

Severance pay
/Mt. § 77/

§ 17.

absence pay and an additional 1 month of absence pay for every additional 2 years of GYSEV employment
. The above amount of severance pay
is increased by the amount of three months of absence pay if the employee's employment relationship is terminated due to termination by the employer or termination without legal successor within five years prior to the acquisition of the right to
old-age pension or early retirement pension.

2./ An
employee with a disability in connection with employment at the railway company is entitled to company severance pay even if
he or she has had an employment relationship with GYSEV for at least 1 year.

Severance pay for 1-4 years of GYSEV employment: 3 months of absence pay.
For employees whose employment at GYSEV is based on disability

terminated due to retirement and was re-employed
by GYSEV upon the cessation of disability, the period of eligibility for severance pay
shall include the previous GYSEV employment relationship and the period of disability, if the
employee did not previously receive severance pay.

3./ If the employee terminates
his/her employment with GYSEV with immediate effect and his/her employment here has been at least 1 year, he/she
is entitled to severance pay equivalent to 1 month's absence pay.

4./ If there is a reduction in the number of employees in a given job position due to a transformation or reorganization

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takes place, or the employee is not suitable for the performance of his/her job based on the professional opinion of the occupational health physician, and the employer offers the employee another suitable job - the time spent on work may exceed the time specified in Section 31, Section 3, of the Employment Act by a maximum of 50% - taking into account his/her qualifications, age, health condition, working conditions, commuting time and offered retraining opportunities - and if the employee does not accept the new suitable job, he/she is only entitled to severance pay as specified in the Employment Act.

The job offer and its acceptance or rejection must be recorded in writing.

Employment other than employment contract
§ 18.

/Mt. § 53/

1./ The employer is entitled to temporarily employ the employee in a job
position (redirection), at a place of work (secondment) or with another employer
(secondment). In this case, the employee is obliged
to pass the necessary local exams (non-official exams). Preparation for the local exams
is included in the time of the redirection.

2./ If the employee sees tasks belonging to a different job instead of their original job title

For the duration of the transfer /substitution/, the employee is entitled to the remuneration for the new position
, but it cannot be less than the absence fee.

3./ If the employee
performs tasks belonging to another job in addition to his/her original job, he/she is entitled to the following remuneration:

• if the time spent on performing the other job can be determined, the employee
is entitled to a pro-rata wage for that job, but this cannot be less than the absence pay,

• if the working time of the two positions cannot be separated, the employee
is entitled to a 20% substitution fee until the 60th day and 30% from the 61st day, which
must be determined based on the basic salary established for the other position. Substitution
beyond 60 days, but for a maximum of 90 days, can only be ordered with the employee's consent .

4./ Those exercising other employer powers
are entitled to authorize substitutions pursuant to point 3./.

5./ The duration of employment in a position other than that stipulated in the employment contract (redirection) or with another employer
(secondment) may not
exceed 60 days in a calendar year, calculated together. The duration of employment
in a place of work other than that stipulated in the employment contract (domestic and temporary foreign
posting)
may not exceed 90 days in a calendar year, calculated separately.

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Procedure to be applied in the event of a culpable breach of an obligation arising from an employment relationship
/Mt. § 56./

§ 19.

1./ An adverse legal consequence is a legal disadvantage determined in the event of a culpable breach of an obligation arising from the employment relationship
– proportional to the gravity of the breach of obligation.
A measure entailing an adverse legal consequence may only be imposed in a written, reasoned
decision signed by the person exercising the employer's authority; otherwise, the measure
is unlawful.

2./ The determination of the adverse legal consequence and the
notification of the decision to the employee may take place within 15 days of the employer becoming aware of the culpable breach of obligation (subjective deadline). The procedure may not be initiated more than 6 months after
the breach of obligation (objective, forfeiture deadline).

3./ The employer becomes aware of a culpable breach of an obligation arising from the employment relationship, which is the basis for the measure entailing an adverse legal consequence
, if
the identity of the perpetrator, his culpability and the gravity of the breach of obligation are known.
The date on which the employer becomes aware of this information shall be considered the day on which
he is demonstrably notified of this information or on which
he personally noticed the breach of obligation within his own sphere of control.

4./ If the person exercising the employer's authority
becomes aware of an employee's culpable breach of duty, he must immediately initiate an investigation to clarify the facts and
appoint an investigator to conduct it.

5./ In the event of a joint breach of obligations by employees employed in different organizational units
, the investigation shall be conducted in one procedure. In such a case, the
investigator shall be appointed by the manager (joint superior) exercising professional supervisory authority over the organizational units involved in the case
.

6./ The employee involved in the culpable breach of duty must be notified in writing of the initiation of the procedure, the identity of the investigator, and the personal interview
, simultaneously with the commencement of the investigation
.

7./ The notification must specify the subject of the hearing – i.e. the conduct
for which the procedure was initiated – the location and time of the hearing, and the
employee must be informed that he or she may use a legal representative during the procedure.

8./ The employee's attention must be drawn to the fact that if,
for any reason, he/she does not appear at the personal interview and does not present his/her defense in any other way during the procedure
, the person exercising the employer's authority
will make his/her decision based on the data and information at his/her disposal.

9./ During the personal interview, it must be ensured that the employee can freely express his/her position
, present evidence, present his/her defense, and
use a legal representative at his/her own expense to protect his/her rights.

10./ The employee and his/her legal representative
may request information during the hearing and at any stage of the procedure,
inspect the documents created during the procedure or made the subject of evidence, and make notes from them.
When inspecting documents or making notes, care must be taken to protect personal data and business secrets.

11./ The investigator must draw the attention of both the employee subject to the procedure and the employee summoned as a witness to the fact that they are obliged to cooperate with the employer,

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At the same time, he must also inform them that they are not obliged
to give self-incriminating testimony during their hearing.

12./ During the procedure, the investigator is obliged to clarify the facts,
fully uncover the evidence, and identify the mitigating or aggravating
circumstances of the employee's conduct. A record must be made of the personal interview,
in which the data, information, and statements essential for deciding the case
must be recorded.

13./ The interview minutes must be prepared in 2 original copies and all
pages must be signed by the persons present at the interview. 1 original
copy of the minutes must be given to the employee subject to the procedure.

14./ The time spent on the appearance and questioning of the employee summoned as a witness
shall be certified by the investigator, which period shall be counted as working time based on the certification.

15./ The investigator – based on the findings of the procedure he/she has conducted –
prepares a detailed report for the person exercising the employer's authority, at the end of which he/she makes a specific proposal on the
method of concluding the procedure and the application and
extent of the adverse legal consequence.

16./ Depending on the decision of the person exercising the employer's authority, the investigator -
with the professional assistance of the Human Resources Organization - is obliged to immediately prepare the
employer's decision terminating the procedure or imposing an adverse legal consequence,
which must also be consulted with the legal advisor.

17./ The operative part of the employer's decision must record the culpable breach of obligation,
the points of the violated legal provisions, the imposed legal disadvantage (its extent,
duration of employment, new job, salary and place of work), a warning about the possibility of legal remedy
, and the name and address of the labor court competent to adjudicate.

18./ The explanatory part of the employer's decision must record the exact facts, the
employee's reprehensible behavior, the
points of the laws and railway instructions violated by him and their verbatim quotation, the accepted evidence, the ignored evidence
proposals, and other aspects taken into account during the assessment.

19./ The employer's decision
must be delivered to the employee
in person, by official means, with a delivery slip, within 15 days of becoming aware of the culpable breach of obligation, or sent by registered mail no later than the 15th day.

20./ The measure included in the employer's decision
cannot be implemented before the decision becomes final, therefore, 30 days
after the certified delivery of the decision, the employee must declare in writing whether he has exercised legal remedies
against the decision. The employee - taking into account his general obligation to cooperate - is obliged to make a declaration. The implementation of the final employer's decision must begin
within 30 days .

Legal consequences applicable in the event of culpable breach of an obligation arising from an employment relationship

§ 20.

1./ Only one of the employer measures listed in point 3./ of this §
may be imposed as an adverse legal consequence.

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2. / The adverse legal consequence to be applied must comply with the
principle of gradualism, but must be proportionate to the culpable breach of obligation.
In the interest of proportionality - in justified cases -
a more stringent measure than the next legal consequence may be imposed in the decision, but its application
must be separately justified.

3. / The following employer measures that do not violate the employee's personal rights and human dignity may be applied as adverse legal consequences :

• reprimand

• 10% base salary reduction for a period of three months,

• 20% base salary reduction for a period of three months,

• placement in another, lower-wage job for 3 months,

• placement in another, lower-wage job for 6 months,

• placement in another job with a lower salary category for a maximum of one year.

The base salary for the new job may differ from the base salary established for the job, but it cannot be
less than 80% of the employee's original base salary.

The total legal consequence may not exceed the employee's monthly basic
salary.

Termination with immediate effect
/Mt. § 78/

§ 21.

1./ An employee's employment relationship may be terminated with immediate effect, for example in the following
cases:

a./ due to the employee's own fault,
alcohol or narcotics or
intoxicants are found in his system while performing his obligations related to the employment relationship,

b./ the employee's unjustified omission without a significant reason, if
he cannot later excuse it,

c./
violation of the law or internal instructions relating to the performance of the employee's job,

d./ unjustified refusal to carry out the employer's lawful instructions,

e./ committing a crime, intentional violation of rules to the detriment of the railway company or its employees , or intentionally damaging
facilities and equipment that are the property of the railway ,

f./ case specified in the employee's employment contract.

2./ Before notifying the employee of the termination with immediate effect, the person exercising the employer's authority is obliged
to inform the employee of the reasons for the planned measure and to provide him with an opportunity
to defend himself, unless this
cannot be expected of the employer due to all the circumstances of the case.

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The hearing may be waived if
- the positive result during the breathalyzer test is confirmed by the authorities

also the result of a blood test;
- after a positive result during the breathalyzer test, the employee

He admitted his intoxication in the intoxication test report;
- following the positive result during the breathalyzer test, the employee

refuses in writing to participate in an official blood test.

At the hearing scheduled by the employer, the employee
may use a legal representative at his/her own expense; the absence of a legal representative shall not
prevent the conduct of the procedure. Minutes shall be taken of this hearing.

If the employee does not exercise the right to be heard, this does not prevent the employer
from making a decision.

3./ An employee may be terminated with immediate effect if the employer,

breaches a material obligation arising from the employment relationship. The following
shall be considered a breach of a material obligation in particular:

a./ if the employer does not pay wages within 30 days following the wage payment date or,
without taking any final and adverse legal action, pays wages less than those stipulated
in the employment contract, taking into account the rules on the payment of wages
,

b./ the employer does not provide the employee with healthy and safe
working conditions, and thus the employee's continued work
endangers his health and physical integrity,

c./ the employer exhibits conduct that violates Section 7 or Sections 9-11 of the Labor Code,

d./ the employer does not provide sufficient working conditions
in line with the quantitative and qualitative requirements of the work.

WORK AND REST TIME

Full-time work
/Mt. § 92/

§ 22.

At GYSEV, full-time working hours - unless an employment rule makes an exception
- are eight hours a day, forty hours a week.

Rules on working hours
/Mt.§96-100; §120/

1./ The work schedule, as well as the start and end of working hours, the place and time of the break between work

The employer is entitled to determine the time - in compliance with the rules on rest periods, overtime, and the requirements of healthy and safe working conditions
. Before deciding on the determination of the work schedule, the employer shall seek
the opinion of the works council. The draft submitted to the works council for an opinion must be sent
simultaneously to the trade unions with representation for information
.

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In the event of employment of the employee other than that stipulated in the employment contract (redirection, assignment, secondment, substitution), the work schedule at the place of work shall apply
to the employee . 2./ Applied work schedules: a.) general work schedule (daily) working hours shall be divided into five days a week, from Monday to Friday , b.) multi-shift work schedule - two-shift if employees perform the same activity in turn once within a working day - three-shift if employees perform the same activity in turn twice within a working day c.) uninterrupted work schedule if the activity is interrupted for a period not exceeding six hours per calendar day or for a reason specified in the technological regulations per calendar year, exclusively for the period specified therein - four-shift work schedule at least four employees performing the same activity are usually entitled to an average of 24 hours of rest after a 12-hour service, and then usually 48 hours of rest after another, usually 12-hour service. - 12/24 at least three employees performing the same activity are usually entitled to a 24-hour rest period after a 12-hour shift. - if other conditions according to the rules applicable to the employment relationship are met, the working time is allocated to any calendar day and any period thereof, d.) other cannot fully correspond to any of the work schedules specified in the previous points 3./ Types of work schedule: a.) equal work schedule (general work schedule, working time must be allocated to five days a week), b.) unequal work schedule (working time can be allocated unequally to all days of the week or to individual work days, which can be implemented in the case of uninterrupted or non-interrupted activity)

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4./ The employee's daily working hours, according to their schedule, - excluding part-time work -
cannot be less than four hours.

The employee's daily working hours according to the schedule -
with the exception detailed in point 5 - may not exceed 12 hours per day, and the weekly working hours may not exceed 48 hours.
In the case of an unequal working time schedule, the duration of the weekly working
hours must be taken into account as an average of the working time frame.

5./ Based on an individual, written agreement between the employer and the employee

may differ for employees employed in standby-type jobs, as well as for employees working in rail passenger transport, rail
freight transport, or in jobs ensuring uninterrupted traffic
. The maximum daily working time according to the schedule is 16 hours. In contrast, the maximum daily working time according to the schedule in standby-type jobs
of GYSEV CARGO Zrt. is 24 hours.

6./ Split working hours
In those places of service where local circumstances and the work require this

provides the opportunity, working hours can be divided. The
duration of the interruption of working hours cannot be less than two hours.

If the employee is required to
spend the break in working hours at work, he or she is entitled to remuneration equivalent to 50% of his or her basic salary.

Even with intermittent employment, the employee must be provided with a rest period of at least
9 hours for local residents and at least 10 hours for visiting employees between two working days
.

Split working hours can be used in the following jobs:

• personal cashier,

• switch operator,

• senior switch operator,

• switch operator / traction conductor,

• traffic officer (Kőszeg),

• car dispatcher (Szentgotthárd, night duty),

• shunting driver (Szentgotthárd, night duty),

• line shunting driver (Szentgotthárd, night duty)

In the above positions - with the exception of the personal cashier - the employee
is obliged to spend the interruption of the shared working hours at his workplace.
In the personal cashier position, the
employer orders standby for the duration of the interruption of working hours.

7./ The employer is obliged to communicate the working time schedule
to the employee at least one week in advance, one month in advance, in the manner customary in the locality. The employer may unilaterally modify the working time
schedule at least seven days in advance if unforeseen circumstances
arise in its management or operation.

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8./ The work schedule can only be changed after the expiry of the working time frame.

With the permission of the resource organization.

9./ The employee is required to work more than two night shifts on consecutive days - the

both in an uninterrupted work schedule - can only be commanded with his consent.

Working hours for screen work
§ 22/A.

1./ The total working time of continuous screen time
shall not exceed six hours per day. The actual screen time does not include the mandatory non-screen time of
at least ten minutes per hour - which cannot be combined .

2./ Continuous screen work is considered to be work performed in front of a screen if the employee
performs their work continuously looking at the screen or
operates a screen-based device without any significant interruption.

3./ If the actual work in front of a screen exceeds six hours, work organization
measures must be taken to ensure that the employee
does not work in front of a screen during the remaining daily working hours.

4./ All employees employed in positions where regular (daily) use
of a computer is essential for their work are entitled to glasses that ensure clear vision. The employer shall determine the necessity of using a computer. The employer shall provide eligible employees with glasses that ensure clear vision as needed, but at least every two years, in accordance with the applicable CEO instructions .

Working hours
§ 23.

1./ The employment of GYSEV Zrt. employees takes place within a one-month working time frame.
The starting date of the working time frame is the first day of the calendar month, and the ending date is
the last day of the calendar month.

The employment of GYSEV CARGO Zrt. employees (except those employed under the general work schedule (daily) according to Section 22. 2./a of the KSZ )
takes place within a two-month working time frame. The starting date of the working time frame is the first day of the odd-numbered month
, and the ending date is the last day of the following even-numbered month.

Employment of GYSEV CARGO Zrt. locomotive drivers within a one-month working time frame

The starting date of the working time frame is the first day of the calendar month, and the ending
date is the last day of the calendar month.

For employees of the Hospitality Organization and the Passenger Transportation Business

The employment of an employee holding the position of museum railway plant manager shall be as specified in Annex No. 10.

18

§ 24.

Jobs that ensure smooth traffic:

freight dispatcher
freight chief dispatcher
ETCS engineer /safety equipment/
traffic service operator,
traffic line controller,
traffic controller /train pick-up and drop-off/
traffic controller,
chief traffic service operator
machines, equipment coordinator
network chief operator
cable installer engineer telecommunications
commercial manager
special engineer /safety officer/ 1st
special engineer /safety officer/ 2nd
special engineer /safety officer/ 3rd
wagon arranger,
wagon cleaner wagon
cleaner group leader
wagon cleaning machine operator
wagon inspection locksmith /driver/,
wagon inspection locksmith /driver-train pick-up/
wagon inspection locksmith /train pick-up/
wagon inspection locksmith 1st
wagon inspection locksmith 2nd
wagon inspection locksmith 3rd wagon
inspection locksmith group leader
container terminal yard manager,
mobile wagon inspection
technical dispatch
engineer /substation /
technician /security engineer - troubleshooter/
technician /security engineer. Daytime/ technician /
security engineer/ 1.
technician /security engineer/ 2. technician /
security engineer/ 3. technician
/telecommuter/ 1.
technician /telecommuter/ 2.
technician /telecommuter/ 3.

19

engineer /telecomm/ cable 1.
engineer /telecomm/ cable 2.
engineer /telecomm/ cable 3.
international passenger cashier
with traffic service
assistant,
computer operator-data recorder
passenger cashier /small station/
passenger cashier /medium station/
passenger cashier /large station/
passenger transport operations manager passenger transport operations
manager group leader
service supervisor
technology and timetable specialist 2.
shunting driver 1.
shunting driver 2.
shunting driver 3.
TVG driver,
traveling locomotive
supervisor operational specialist/GYC
switch operator
switch operator /traction driver/ 1.
switch operator /traction driver/ 2.
railway construction large machine operator
railway operations specialist 2.
chief switch operator 1.
chief switch operator 2.
electric plant manager,
inspector chief conductor
line shunting driver 1.
line shunting driver 2.
line shunting driver 3.
Train pick-up and delivery
specialist, traction specialist, 2. Traction depot switch operator, traction
plant manager

Standby jobs:

- train traffic lecturer (GYSEV CARGO Zrt.)

- border representative 3. (GYSEV CARGO Zrt.)

§ 25.

-

20

§ 26.

1./ In the event of a change in the working hours within 7 days, if the employee
insists on the original working hours, the employer is obliged to provide him with work
- even if it is not part of his job - during the period according to the original working hours
. If the employer is unable to ensure this, the
remuneration due according to the original working hours must still be paid to him.

Travelers' hours of duty and absence

/ Sections 68/A and 68/F of the Hungarian Civil Code./
Section 27.

1./ Duty hours: the time within a shift from reporting to the turn, staff change,

lasts until check-out at the intermediate and home stations, excluding the
waiting time specified in point a./.

a./ Waiting time is considered to be the waiting time spent at a round-trip, intermediate or home station within a service
- outside the reporting time standard - if it reaches or exceeds 4
hours, provided that the employee's
accommodation in barracks or guest rooms is provided at these stations.

b./ For the time specified in point a./ that is not counted as service hours, the
employee is entitled to 50% of his/her basic salary.

c./ Waiting time that is not considered a duty hour is not included in the period specified in section 3./ .

2./ The driving time of a driver performing a cross-border service
shall not exceed 9 hours within the working hours (regular and extraordinary) as per the schedule.
If the driver works at night for at least 3 hours, his driving time
shall not exceed 8 hours. The driving time shall not exceed 80 hours per two-week period
. The
driving time of a rail driver not performing a cross-border service
shall not exceed 10 hours within the working hours as per the schedule.

3./ The number of hours of absence of travelers may not exceed 250 hours per month.
Within the monthly hours of absence, the waiting time may not exceed 25 service hours. The
part exceeding this shall be accounted for as working time.

4./ If the place of check-in or check-out during the assignment
differs from the employee's applicable check-in or check-out place, the following procedure shall apply: 140% of the basic hourly wage shall be paid for the period
between the actual arrival/departure at the applicable check-in or check-out place
.

The above procedure must also be applied to the conduct of type and line knowledge practical training and examinations.

The procedure does not apply to basic training, periodic and other theoretical
training, and mandatory medical examinations.

21

The above procedure shall apply to TVG managers, as well as to
employees who perform TVG manager or FJ manager activities and
whose job title is not TVG manager or FJ manager during the performance of their TVG/FJ manager activities
.

In addition, the employer will reimburse the reasonable
costs of transportation to the reporting location. The duration of the transportation time and the method of transportation
are jointly determined by the Parties during the personnel round.

Working hours of drivers
§ 28.

1./ The costs required for the preparation, handover and maintenance of the vehicle, but not exceeding

per shift, 15 minutes for a passenger car driver, and
half an hour for a truck driver, bus driver, or minibus driver must be considered working time.

Compensation for time not spent at work

28/A.§.

1./ Medical examination, review: For the duration of the mandatory medical examination, the employee is entitled to
4 hours of absence pay in the event of a review within the administrative boundaries of his/her place of residence, and
8 hours in the event of a review outside the administrative boundaries.

2./ Training time: Time spent on mandatory professional training, periodic
and safety technical exams for certain jobs is considered working time.
Time spent on training in preparation for a professional exam is not considered working time if the
employee's participation in this is not mandatory.

If an employee appears before
an authority and/or court or is heard as a witness due to an action taken in the interest of the employer or for any other reason arising in the employer's interest , the time spent there shall be recognized as working time and shall be entitled to remuneration. The amount of this - if the employee cannot be reinstated for any reason - is 1 day's absence pay (8 hours).

§ 29.
-

Break between work
/Mt. 103.§., Vtv. 68/D.§. 68/F.§/

§ 30.

1./ If the daily working time or the duration of extraordinary work
exceeds six hours and 20 minutes, if it exceeds nine hours, the employee
must be provided with an additional 25-minute break between work hours, by interrupting work.

Train conductors performing services related to cross-border interoperability must be provided with a 30-minute break between
work hours if their daily working hours exceed 6 hours
.

22

A railway driver must be provided with a break between work of at least 30 minutes if his working time reaches 6 hours but does not exceed 8 hours
, and a break between work of at least 45 minutes if his working time exceeds eight hours
. Part of the break between work
must fall between the 3rd and 6th hours of the working time.

The employee's daily rest period
/Mt. § 104., Vtv. § 68/B, § 68/C/

§ 31.

1./ If an employee employed under an uninterrupted work schedule
has worked at least 8 hours continuously and is not assigned to further duty, he/she must be provided with a rest period of at least 10 hours,
at least 11 hours in the case of 11 hours of duty, and at least 12 hours in the case of 12 hours of duty
.

2./ Drivers must have a rest period of at least 9 hours between two shifts.

3./ The amount of rest time specified in paragraphs 1./ and 2./ shall

be increased by the usual

2 hours in the case of an employee who commutes to work from outside the administrative boundaries of his/her place of work , and 1 hour in other cases,
taking into account the usual place of work or the place of reporting. The amount of daily rest time regulated in this point
may be deviated from based on the employee's written consent in each case
.

After performing extraordinary work ordered during standby or after performing work pursuant to Section 34, Paragraph 5 of the Labor Code, the employee is entitled to
rest time as regulated in the Labor Code .

The employee is entitled to compensation for the period of working hours lost due to the rest period .

4./ The daily rest period at home for mobile railway workers performing services related to cross-border interoperability
, as well as for railway drivers not performing cross-border services, is 12 hours without interruption
per 24-hour period .

The residential rest period may be reduced to a maximum of 9 hours per seven-day period for travellers performing cross-border services , but the
number of hours corresponding to the reduced rest period shall be added to the following residential daily rest period.
The duration of the daily rest period outside the place of residence shall be at least eight hours without interruption per 24-hour period
. The following daily
rest period following the daily rest period outside the place of residence shall be a residential rest period.

In the event of an extraordinary appointment -
absence from duty due to illness or other extraordinary reason that cannot be planned in advance - this may be waived.

Weekly rest day
/Mt. 105. §., Vtv. 68/E §./

§ 32.

23

The employer strives to allocate the employee's rest days so that they
fall on Saturdays and Sundays at least 12 times in a calendar year.

2./ The weekly rest day for those employed on a continuous work schedule, vehicle and TVG drivers
must be designated 7 days before the month in question and
must be demonstrably communicated to the employees, observing the following:

• the above employees must be provided with an uninterrupted rest period of at least 44 hours per week , which must include
a full calendar day and at least one Sunday per month ,

• the employee
must receive at least 48 hours of rest per week on average during the working hours.

The employer strives to allocate the employee's rest days so that they
fall on Saturdays and Sundays at least 12 times in a calendar year.

3./ Travelling staff must be provided
with a weekly rest period of at least 48 hours, on consecutive Saturdays and Sundays, once a month.
Deviations from this may be made with the employee's consent.

A mobile worker performing a service related to cross-border interoperability must be granted a rest period
of 60 hours without interruption on at least 24 occasions within a calendar year
, of which at least 12 must fall on Saturday and
Sunday. In the case of these workers, rest days cannot
be combined.

4./ In the case of work performed on a rest day according to the working time schedule, the supplement rate is 150
% if the employee does not receive another rest day, and the supplement rate is 50% if
he receives another rest day. If the employee also works on the designated other rest day,
the supplement rate must be increased to 150%.

Granting of leave
§ 33.

Civil Code § 115

1./ In the event of exceptionally important economic interests or reasons directly and seriously affecting its operations, the employer may grant one quarter of the leave no later than March 31 of the year
following the due date.

2./ The leave of those employed in an uninterrupted work schedule must be granted in such a way
that two weekly rest days must be provided for every 5 consecutive days of leave.
/This rule does not mean providing additional rest days./

For the purposes of this Section, a weekly rest day shall mean a calendar day.

3./ The employer is not obliged to grant leave of at least
fourteen consecutive days.

4./ For the purpose of calculating the time entitled to leave, the duration of sick leave and sick pay
also counts as time spent at work.

24

5./ An employee who has reached the age of 60 is entitled to 1 day of extraordinary leave - for the first time in the year in which he/she reaches the age of 60.

EXTRAORDINARY WORKING HOURS (overtime)

§ 34

1./ Extraordinary working hours are defined as
- work that differs from the daily working hours (overtime)
- work performed on a rest day,
- work ordered due to accident prevention,
- work on a public holiday ordered as extraordinary work,
- work ordered during standby (overtime),
- work performed in excess of the working hours (overtime)
- on-call duty

duration.

2./ The duration of all extraordinary working hours (Section 34, point 1) shall be included in determining the amount of time that can be ordered for an employee per calendar year.
The hours incurred as extraordinary work must be recorded separately for accounting purposes
and paid in a single payment on the basis of the legal basis for their occurrence.

/Mt. § 107-114./
Conditions, limitations and exemption for ordering extraordinary working hours

34/A.§

1./ In the monthly and bimonthly working hours, the daily working hours exceeding the

Overtime work must be paid in the current month.
In the case of employees working a one-month working time frame,
overtime exceeding the monthly mandatory hours must be paid in the current month.

A maximum of 8 plus
and minus hours incurred in the first month of a two-month working time frame (odd-numbered month) may be carried over to the following month. Overtime work
exceeding 8 hours incurred in the first month of a working time frame (odd-numbered month) must be paid or exchanged for time off
by the end of the month following the occurrence. At the end of the working time frame (in every even-numbered month), the outstanding overtime must be paid.

2./ Extraordinary work may be ordered by the employer or by the manager appointed by him/her.

25

for those employed in the job.

5./ If the employee is assigned
to investigate and remedy a disturbance or accident that endangers traffic safety, or to provide technical support for damaged vehicles, and
has not been assigned standby or on-call duty, he or she is entitled to a 300 % overtime bonus for the period of investigation and remedy of the disturbance or accident - from reporting to reporting at the site, this time cannot be less than 4 hours, - and in the case of remote access, from the start of resolving the error to its resolution , for the time actually spent on work.

26

For the purpose of investigating and resolving a disruption or accident, the driver of a vehicle or bus transporting employees to or from the site
is entitled to 100% overtime pay for the actual duration of the passenger transport.

How to order on-call service and how to pay for it

§ 35.

1./ On-call duty is ordered by other employer authorities based on the provisions of the valid service instructions. The employee
is obliged to perform on-call duty at his workplace.

3./ An employee may be ordered to work on-call for a maximum of 100 hours per month - within a limit of 300 hours per year.

4./ If the opportunity to sleep is provided at the place and time of on-call duty, the
employee may agree to return to work according to the work schedule after on-call duty.

5./ The technical escort of damaged or expired vehicles to a vehicle repair shop
until handover, as well as the time spent during the test drive and technical escort following handover
until arrival at the site, shall be counted as working time.

Readiness
/Mt. § 110/

§ 36

1./The employee
may be ordered to be on standby for a maximum of 168 hours per month, to be spent at a location designated by the employee and accessible given the place of work.
The employee is entitled to 30% of his/her basic salary for the duration of the on-call time.

2./If an employee of the Infrastructure Overhead Line organization is on standby

In the event of extraordinary work, the employee arranges his/her own arrival at the employer's premises or designates a location as his/her place of residence from which the
employer does not have to provide transportation, the employee
is entitled to 40% of his / her basic salary for the duration of the standby period.

WAGE SYSTEMS - WAGE FORMS
/Mt. 136-145. §./

§ 37.

The basic salary of GYSEV employees
must be determined taking into account the provisions of the Collective Agreement and its annexes.

1./ In railway operations, a monthly basic wage must
be established for all employees in a time-based wage system.

2./ The rules of salary classification, the positions, the job
family established for the position, the corresponding basic salary table, as well as the education, qualifications and competencies required to fill the position
are contained in Annex 1.

27

PAYMENT OF WAGES

/Mt. 154-164. §./
37/A.§.

1./ Wages must be settled monthly in arrears and GYSEV employees must be paid the wages they

transfer to a current account held at a specific financial institution.

2./ The employees specified in point 1./ shall conclude a retail bank or current account contract with the financial institution of their choice and shall notify the employer thereof -
with the name of the financial institution holding the account and the account number - within three working days
.

3./ The due wages must be available to the employee on the wage payment day - the 10th of the month following the month in question.

If the payday falls on a Saturday, Sunday or a public holiday, the
wages must appear in the employee's account no later than the preceding bank business day
.

4./ If the wage payment day falls on the employee's vacation and he/
she announces it 5 working days in advance, upon his/her request, the employer is obliged to transfer the wages due and for the vacation period no later than the
working day before the start of the vacation,
provided that the vacation used is at least ten working days.

5./ In the event of late performance, the rules of civil law shall apply.

§ 38. -

WAGE SUPPLEMENTATION
/Mt. 139-145.§./

Shift allowance

§ 39.

1./ An employee employed on a continuous work schedule is entitled to a shift allowance of 20% of the monthly basic salary, based on the hours worked
.

In the case of performing 9 full night shifts per month, the shift supplement rate is 30%,
in the case of 10 full night shifts, the shift supplement rate is 35%, for the entire shift supplement hours.

2./ An employee employed in a multi-shift work schedule shall be

The amount of the supplement is 20% of the monthly basic salary for work performed in the afternoon shift.

3./ A shift allowance of 15% of the basic salary is payable according to the hours worked.

and employees employed on 12/36-hour and other /13/35, 14/36, etc./ work schedules
.

28

Night supplement

§ 40.

2./ An employee who receives a shift allowance for the duration of night work
is not entitled to a night allowance.

Absence fee

40/A.§.

Determination of the hourly absenteeism fee:

Absence pay 1: The hourly portion
of the employee's shift allowance, the
allowance for extraordinary work (overtime allowance that differs from the daily working hours and exceeds the working hours
), and the hourly portion of their basic salary for the previous 6 months.

Absence pay 2:
The hourly portion of the employee's shift allowance, the
allowance for extraordinary work (overtime allowance that differs from the daily working hours and exceeds the working hours
), as well as the hourly portion of their basic salary and the
hourly portion of the average ticket commission for the previous 6 months.

Application: the application of "absence pay 2" is mandatory in the event of an employee's transfer.

In all other cases, absence pay shall mean absence pay "absence pay 1".

Remuneration for work performed on a public holiday
40/B.§.

For work performed on a public holiday - regardless of whether
it is extraordinary work or based on the employee's working time schedule - the employee
is entitled to absenteeism pay in addition to the wage for that day's work.
If the public holiday coincides with the employee's weekly rest day and
he is ordered to work, he is also entitled to remuneration for work performed on the public holiday.

Steam locomotive driver's allowance
§ 41.

Locomotive crews employed in steam locomotive operations
shall be paid an amount equivalent to 40% of the basic hourly wage in proportion to the hours of service worked.

29

Post-payment commission

§ 42.

A specified amount of back-payment commission must be calculated on the revenues from rail passenger transport
.
The detailed rules are contained in Annex 4.

Transfer surcharge
§ 43.

1./ If the employee agrees to the modification of his/her working hours within 7 days,

For each modified duty (which does not include the transfer of the designated rest day),
you are entitled to a transfer allowance of HUF 2,000.

2./ If the employee agrees to the modification of his/her working hours within 24 hours, the

For modified service, you are entitled to a transfer allowance of HUF 4,000.

3../ Relocation allowance cannot be calculated for changes in work schedules initiated by the employee.

§ 45.

Company vehicle driving allowance

§ 46.

1./ The head of the department operating the company vehicle, if
he does not employ a driver whose main occupation is to drive the given vehicle,
may agree with his employee that, in addition to performing his job, he will also regularly perform vehicle driving duties
.
The conditions for this are as follows:

a./ the performance of the job or task is thus more economical and

30

b./ the employee has a valid driving license for the given vehicle category.

2./ The employee is entitled to the following driving allowance for the certified kilometers completed:
a./ for driving a passenger car: HUF 8.00/km

b./ For driving a bus with a capacity of no more than 12 people or
a truck with a load capacity of no more than 2 tons: HUF 10.00/km

c./ for driving a bus with a capacity of more than 12 people,
a truck with a load capacity of 2-5 tons HUF 12.00/km

d./ for driving other trucks, special vehicles, service or workshop vehicles
HUF 12.00/km.

e./ for driving other machinery, loaders (unless it is a large railway construction machine)

employed as an operator) 2,500 HUF/day
(MERLO TF 42.7-140 /variable reach loader/
WACKER NEUSON ET 145 /tracked excavator/)

3./ The allowance for regular driving of the vehicle may also be determined as a flat rate. Its
amount must be determined based on the planned or foreseeable required mileage,
taking into account point 2./.

The lump sum amount in the case of subparagraphs a./-b./ of point 2./ is HUF 10,000 per month.

c./ in the case of subparagraph 11,500 HUF per month

d./ in the case of subparagraph 13,000 HUF per month

cannot exceed.

4./ The allowance or remuneration provided by law exclusively to drivers with a full-time job is not entitled to a driver
who is assigned to drive a vehicle in addition to performing his/her own job.

5./ Neither the flat rate nor the supplement can be paid in a job category higher than coordinator.

Other allowances for those employed in a work schedule that temporarily differs from the uninterrupted work schedule

§ 47.

For the period of employment from an uninterrupted /12/24-hour/ work schedule to a temporary continuous /13/35, 14/36
-hour/ work schedule, in addition to the 15% shift allowance
, an additional allowance equivalent to 5 % of the current basic salary
must also be paid.

31

Practical education and training allowance
§ 48.

An employee who, in addition to their daily work, provides practical
training (practical training for participants in secondary and higher vocational training or
practical training required for courses) and trains an employee employed under supervision in accordance with the MVSZ, is entitled to a wage supplement equivalent to 30% of
the basic wage for the entire period of practical training.

Trainee drivers providing practical training
are hired for a fixed period of time (during the training), and are entitled to a 30% wage supplement for this entire period.

§ 49.
-

Heiligenkreutz / Szentgotthárd Industrial Park service award

§ 50.

Employees providing services to the Heiligenkreutz / Szentgotthárd Industrial Park are entitled to a gross monthly flat rate of HUF 30,000 in proportion to the number of working days worked. Due to travel to the industrial park area, a daily allowance abroad cannot be determined for employees
receiving the flat rate.

50/A.§.
-

COST REIMBURSEMENTS

Domestic official mission, reimbursement of expenses
Section 51.

1./ An employee is on secondment if the employer temporarily
requires him to work outside his usual place of work in the economic interest of the employer. It is not considered
a secondment if the employee performs his work outside his usual place of work due to the nature of the work
.

2./ The employee on secondment
is entitled to reimbursement of expenses (hereinafter referred to as daily allowance) to cover additional costs.

3./ The daily fee, as a flat rate for absences exceeding 6 hours - for a period of 24 hours - is HUF 1000/day .

A full daily fee may be charged for each additional 24 hours.

4./ In the case of domestic posting, if the travel time
falls outside the employee's working hours according to the employee's work schedule, the employee is entitled to 50% of the basic salary for the time exceeding this
.

Travel time shall be considered as:

32

a./ in the case of travel by car,
the time elapsed from departure to arrival,

b./ in the case of travel by public transport, the
time from departure to arrival, as well as the time spent on transfers,

c./ the time elapsed from the arrival of the public transport vehicle to the start of the work assigned
, and from the end of the work
to the departure of the public transport vehicle.

5./ If the employee consumes a meal at work at the place of posting, he/she is obliged to reimburse
the full value of the meal /which includes the price of the raw materials used and the
overhead costs incurred in producing the meal/ .

6./ No daily allowance may be calculated:
• if the duration of the absence does not exceed 6 hours,
• if the employer provides the employee with food at the place of posting.

Reimbursement of expenses for employees performing temporary foreign service /posting/,
recognized expenses related to foreign postings

51/A.§.

1./ An employee is on a foreign assignment if the employer has obliged
him/her to work temporarily abroad, outside his/her usual place of work, for economic reasons
.

2./ The seconded person is entitled to the daily allowance established in Annex 8 of the Collective Agreement for the duration of his/her stay abroad.
The duration of the foreign service is the time elapsed between the actual time of departure and arrival.
In terms of determining the actual time, the crossing of the national border,
in the case of air and water transport, the departure time shall be taken as one hour before and the arrival time
shall be taken as one hour after.

Calculation of time spent on foreign service:
To the full 24-hour days spent on foreign service,
a full day calculated by dividing the number of hours spent on foreign service on fractional days by 24 must be added. If
the fractional time remaining after the division is at least 8 hours, it is counted as an additional full day.

If the time spent on the mission is shorter than 24 hours but reaches 8 hours,
it is considered a full day for the purposes of recognized expenses.

3./ If the duration of the time spent abroad is less than 24 hours but reaches 4 hours, the posted employee
is entitled to 50% of the daily allowance.

4./ In the case of repeated, consecutive missions starting on the same calendar day, the
periods may be combined, provided that if the time elapsed between the
arrival and the next departure of the trips calculated together does not exceed two hours, then this time also
qualifies as foreign service.

5./ The amount of accommodation and travel expenses determined as a settlement foreign exchange allowance, as well as the allowance provided to cover material expenses, can only be settled against
an invoice or receipt.

Eligible - typically occurring - material expenses:

33

• costs incurred for intercity travel within the destination country of the posting
(excluding VOR tickets or use of a car),

• using a domestic taxi upon departure or arrival to and from the railway station or airport,

• use of one's own vehicle based on prior permission: settlement is made in accordance with the CEO's instruction on the operation
of road vehicles owned or used by GYSEV .

Flat rate for off-site work
§ 51/B.

1./ For those who regularly work outside the premises, on Austrian lines - the

except for train drivers, a flat rate of 598 EURO can be paid.
Employees who regularly work outside the premises on Austrian lines

A flat rate of 547.9 EURO per month can be paid to locomotive drivers.

If the work outside the premises does not reach the weekly average over three months

service, 50.6 EURO per service, and 47.4 EURO for train drivers
.

2./ The EURO lump sums listed in point 1./ are to be adjusted annually in accordance with the rate of Austrian wage development
.

Union allowance

51/C.§.

1./ Those performing train boarding and receiving duties at Ebenfurth station
are entitled to a monthly EU allowance of 145.7 EURO.

Raaberbahn train drivers receive a monthly EU allowance of 106.7 EURO.

For train drivers employed on Austrian lines:

a./ 172.9 EURO EU supplement per month under the following conditions:
• Austrian driving test,
• line knowledge test on ÖBB served by NSB, Raaberbahn and GYSEV

online,

b./ An EU supplement of 357.6 EURO is payable in addition to those listed in point a./ if the following
conditions are met:

• ÖBB official locomotive driver's license.

2./ The condition for the payment of the EU allowance is an average of four off-site
services per three months.

3./ The EURO lump sums listed in point 1./ are to be adjusted annually in accordance with the rate of Austrian wage development
.

51/D.§.

34

-

§ 53.

The company will reimburse the employee's
costs related to the issuance and maintenance of a driver's license necessary for the performance of his or her work.

§ 54.

-

Other employer benefits
§ 55.

1./ High-quality, successful work and career in the interests of GYSEV

In recognition of this, a total of 6 "For Service to GYSEV"
awards of 1 gold, 2 silver, and 3 bronze can be awarded annually.

a./ "For service to GYSEV" gold grade award for at least 20 years,

b./ "For service to GYSEV" silver grade award for at least 10 years,

c./ The bronze award "For Service to GYSEV"
can be awarded to those with at least 5 years of continuous employment with GYSEV.

With the gold grade award, the gross amount is 186,000 HUF.

with a silver grade award gross 132,000,- HUF

A bronze award carries a gross reward of 108,000 HUF.

The award may be granted even in the absence of the time spent in the employment relationship specified in points a./ - c./
if the employee performs outstanding activities resulting in significant business benefits for GYSEV
.

An employee who dies while performing his/her duties in connection with activities performed in the interest of GYSEV must be granted
at least posthumous recognition in accordance with point c./ /
in addition to the framework/.

2./ Employees who perform outstanding or consistently good work and are exemplary
may be awarded the following distinction and accompanying reward:

• Presidential Commendation gross 108,000 HUF

• CEO Commendation gross 96,000 HUF

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• Talented Young Railwayman gross 96,000,- HUF

• Deputy CEO Commendation, Organizational Leadership Commendation 84,000 HUF .

3./ In the event of termination of employment due to retirement for any reason, the
employee is entitled to a one-time bonus equal to 1.7 times their monthly basic salary.

4./ Rewards for voluntary blood donors:

• bronz jelvény 10-szeres véradásért bruttó 11.000,- Ft,

• ezüst jelvény 15-szörös véradásért bruttó 12.000.- Ft,

• arany jelvény 20-szoros véradásért bruttó 13.500,- Ft,

For 25 blood donations , gross price is 13,500 HUF,

For 30 blood donations , gross price is 14,500 HUF,

For 35 blood donations , gross price is 14,500 HUF,

For 40 blood donations , gross price is 15,500 HUF,

For 45 blood donations , gross price is 15,500 HUF,

For 50 blood donations , gross price is 17,500 HUF,

For 55 blood donations , gross price is 17,500 HUF,

For donating blood 60 times, a gross reward of HUF 20,000. Anyone who donates blood more than 60 times will receive the reward for donating blood 60 times for every additional 5th time .

§ 56.
-

SOCIAL BENEFITS

Jubilee reward
§ 57.

-
See 1980/2017. No. and 1980-1/2017. Agreement

§ 58.

-

School start allowance
58/A.§.

1./ The employer provides a gross amount of HUF 37,000/child as a school start subsidy

with the July salary for the eligible employees.
If both eligible parents are employed by GYSEV Zrt. and/or GYSEV CARGO

Zrt., then both employees are entitled to the school start grant.
The school start grant can be applied for by filling out a declaration until July 31 of the given year.

to claim.

36

Children of employees hired after July 1 are only entitled to the
subsidy the following year.

The condition for the support is: the employee receiving the benefit is
a parent or guardian entitled to family allowance, a spouse living in the same household as the parent or guardian, and the child
is a student or pupil at a public educational institution.

Barracks placement
§ 59.

1./ The placement in the barracks is carried out by the employer in connection with the work.

provided free of charge.

2./ If possible, accommodation in barracks for other GYSEV employees can also
be provided.

Workwear

§ 60.

The rules for workwear allowance are contained in the separate GYSEV "Uniform, uniform and workwear instructions" which is an annex to the Collective Agreement
. / Annex No. 7,
in a unified structure /.

Use of funds for welfare purposes
Section 61.

1./ The company provides funds for welfare purposes.

2./ The planned amount is HUF 115,000 gross from 2018.
The Employer decides on the distribution and use of the amount together with the Works Council.

3./ The close relative burying the deceased GYSEV employee shall be granted a funeral benefit of HUF 300,000
.

Advance payment
§ 62.

Fizetési előleg a főállásban foglalkoztatott váratlanul nehéz anyagi helyzetbe került
munkavállaló részére rendkívüli esetben adható.
A fizetési előleg visszafizetési ideje legfeljebb 6 hónap.

A fizetési előleg csak olyan összegben adható, hogy az egy hónapra megállapított
visszatérítés, valamint a munkavállaló munkabérét terhelő egyéb kötelezettségek együttes
összege a jogszabályban megállapított levonás mértékét nem haladhatja meg.

A havi keret összege 2.400.000,- Ft.

A fenti keretet létszámarányosan kell felosztani.

A fizetési előleg odaítéléséről kérelem alapján a Munkáltató az Üzemi Tanács
egyetértésével dönt.

37

ANYAGI- ÉS KÁRTÉRÍTÉSI FELELŐSSÉG

Leltárhiányért fennálló felelősség
/Mt. 182-188.§./

63.§.

1./ Leltárhiány a kezelésre szabályszerűen átadott és átvett anyagban, áruban ismeretlen
okból keletkezett, a természetes mennyiségi csökkenés és kezeléssel járó veszteség
mértékét meghaladó hiány.

2./ Leltárhiányért fennálló felelősség raktári munkavállalók, valamint a kereskedelmi,
illetve vendéglátási területen dolgozó munkavállalók esetében, az általuk kezelt
raktárakban lévő, illetve kereskedelmi, vendéglátási célból átvett árukban, anyagokban
keletkezett hiány tekintetében alkalmazható.

3./ Leltárhiányért fennálló felelősség alkalmazásának feltétele, hogy:

• a munkáltató és a munkavállaló leltárfelelősségi megállapodásban rögzítse a
felelősség feltételrendszerét,

• a leltárfelelősségi megállapodás megkötését, illetve a leltár időszak kezdetét
megelőzően a munkáltató tájékoztassa a munkavállalót az Mt. 180.§-ban
meghatározott feltételekről,

• a leltári készlet szabályszerűen kerüljön átadásra, átvételre,

• a leltározási szabályzat szerint lebonyolított, a teljes leltári készletet érintő
leltárfelvétellel kerüljön sor a leltárhiány megállapítására,

• a felelős munkavállaló két, egymást követő leltározás közötti időszaknak legalább
a felében a munkáltatónál, illetve az adott munkahelyen végezzen munkát.

4./ A leltárhiányért fennálló felelősség esetén a leltárfelelősségi megállapodást kötött, a
leltári készletet állandóan egyedül kezelő munkavállaló vétkességére tekintet nélkül
felel a leltárhiány teljes összegéért. Ha a leltári készletet leltárhiányért nem felelős
munkavállaló is kezeli, a leltárhiányért felelős munkavállaló legfeljebb hat havi távolléti
díja mértékéig felel, ha erre őt a munkáltatói jogkör gyakorlója a leltárfelvétel
befejezését követő 60 napon belül írásbeli határozattal kötelezi.
Csoportos leltárfelelősségi megállapodás esetén a kártérítés mértéke nem haladhatja
meg a megállapodást kötő munkavállalók távolléti díjának hat havi együttes összegét.

Employee's liability for damages
(Mt. § 179, § 285)

§ 64

1./ The employee is obliged to compensate for any damage caused by negligence through a breach of an obligation arising from the employment relationship
. In the case of negligent damage, the amount of compensation
may not exceed the employee's four-month absence pay.

2./ In the case of intentional or grossly negligent damage, the full damage must be compensated.

38

3./ Within the framework of enforcing the claim for damages, the person exercising the employer's authority may also enforce
his claim, not exceeding three times the applicable minimum wage, directly by
means of a written payment demand.

Claims procedure

§ 65.

1./ Every time a suspicion arises of the involvement of a GYSEV employee
during the investigation of an event resulting in a decrease in GYSEV's assets and the clarification of the cause and circumstances of the damage , the head of the GYSEV organizational unit conducting the investigation of the event is obliged to notify the employer's competent authority for the employee concerned , together with the handover of the investigation material, and, if necessary, provide professional assistance in order to further clarify the facts.

2./ The person exercising the employer's authority, following the notification pursuant to paragraph 1./

is obliged to immediately order the claim enforcement procedure and
notify the affected employee in writing. The notification must draw the employee's attention
to the possibility of using a legal representative and must describe
all data and facts already available at the time of the order.

3./ During the procedure, the cause of the damage, the
circumstances of the damage and the tortfeasor, the exact amount of the damage, whether the damage
is related to the employee's performance of his/her obligations arising from the employment relationship,
whether the tortious conduct can be attributed to the employee, and if so, the degree of culpability, as well as the
mitigating and aggravating circumstances, must be clarified.

In the case of liability regardless of fault /preservation and inventory liability/,
the conditions set out in Section 179 of the Civil Code must be met.

4./ Throughout the entire duration of the procedure, the person exercising the employer's authority is obliged to ensure that
the employee /in person or through his legal representative/ presents his defense in relation to the circumstances brought against him , makes a motion to present evidence
in order to clarify the facts , and inspects the documents.

5./ The formality requirement applicable to the entire procedure is that it must be in writing.

6./ When determining the amount of compensation, all
the circumstances of the specific case, the degree of culpability, the nature and frequency of the damage, and
the level of expectations for those holding the given position, taking into account the employee's position, must be considered.

7./ In the event of damage caused by negligence by the employee to property owned or lawfully used by GYSEV , if
the damage value that cannot be recovered by GYSEV in any other way does not exceed fifty thousand
forints, the employer may make a partial compensation decision – in the event of clear facts and the
employee’s acknowledgement – ​​without conducting a separate investigation procedure
. If the employee does not accept the decision, the claim
enforcement procedure must be conducted.

§ 66.

If, based on the facts revealed during the investigation, damage has been caused to the assets of GYSEV
, the severity of the damaging conduct is such that the provisions of Section 64

39

If the claim for damages exceeding the threshold is justified, the employer's authority
shall attempt to reach an agreement on compensation through negotiation
. If the negotiation fails, the employer's authority
shall submit the entire investigation file to the Human Resources Organization, with a detailed explanation of its position, in order to enforce the claim in court
, and shall notify the employee concerned thereof
in writing. The Human Resources Organization shall forward the documentation
to the legal representative of the railway company.

Conditions of the employer's financial liability for objects brought into the workplace
/Mt. § 168/

§ 67.

1./ Pursuant to the provisions of Section 168 of the Labour Code, the employer
is only liable for items brought into the workplace that
have been placed in designated storage areas - within the workplace area /e.g. locker, bicycle rack, etc./
The employee is obliged to place the items brought into the workplace in the designated storage area
. The employee is obliged to report
the placement of the items brought into the designated area - with the exception of items kept with him/herself during work
- to the person designated by the head of the workplace
, who may prohibit the placement of items that are not necessary for going to work or performing the work
.

2./ Items of greater value may only be placed in designated storage areas with the ad hoc permission of the head of the duty station
. Items of greater value that are not necessary for commuting to work or performing work
are prohibited from being brought into the workplace.

3./ In those duty stations where no designated storage area has been established,
brought-in items - with the exception of items not necessary for commuting to work or performing work
- may be placed within the operating area with the permission of the duty station manager
/e.g. passenger car/.

4./ An object is considered to be of greater value if its market value at the time of entry
exceeds twice the applicable minimum wage.

Earnings supplement for employees who have become unfit for certain jobs
§ 68.

1./ An employee who has actually
spent 10 years in the position listed in point 4./ and has become unfit to perform this position due to occupational health reasons
in connection with his/her occupation is entitled to a salary supplement in his/her new position.

2./ As a result of the above, the absence pay of an employee transferred to a new job must be supplemented by 80% of
the absence pay earned in the original job for which he/she became unfit due to his/her occupation,
and this amount
must be paid separately as an earnings supplement.

3./ The amount of the salary supplement must be reviewed at the beginning of each year and re-determined depending on changes .

4./ Job titles:

40

• crane operator
• external traffic service operator
• traffic service operator with authority
• traffic
service operator • traffic service operator, train receiver
• traffic line controller
• traffic controller
• traffic controller-train receiver and receiver
•
chief locomotive driver • chief operating traffic service operator
• network chief operator
• wagon dispatcher
• wagon inspection locksmith • wagon
inspection locksmith/train receiver/
• wagon inspection locksmith group leader
• wagon inspection locksmith/driver/
• wagon inspection locksmith/driver-train receiver/
• locomotive driver
• shunting driver 1.
• shunting driver 2.
• TVG driver
• switch operator / traction conductor
• switch operator
• ticket inspector
• switch operator

• electric overhead line installer

• line shunting driver 1.
• line shunting driver 2.
• train pick-up and drop-off
• mobile wagon inspector

Formation of provisions for employees who have become unfit for certain jobs
68/A.§.

1./ An employee who has become unfit for his job due to his health condition

The employer shall annually establish a provision of HUF 10 million (including public charges) for partial compensation of the loss of earnings . The amount not used in a given year
cannot be carried over to the following year. The procedure shall be determined by the employer.

Employee insurance

68/B.§

The employer takes out group life and accident insurance for the benefit of its employees.

41

68/C.§.
-

Negotiation in a labor dispute

§ 69.

1./ In order to enforce his/her claim arising from the employment relationship, the employee
may initiate a labor dispute, which shall be heard by a court.

The employee may file a claim with the labor court within 30 days of notification of the employer's action
.

2./ GYSEV employees may initiate a consultation with the employer's representative within 7 days of
notification of the measure they are complaining about, prior to initiating legal action .

The employer is obliged to conduct the consultation within 10 calendar days.

3./ The request for consultation must be submitted to the manager who took the measure, who must forward it to the supervisory unit
within two working days - unless the measure complained of was taken by the CEO . The consultation is carried out by a person designated/requested by the CEO or the supervisory unit , who cannot be the manager who took the measure.

4./ In the event of a joint agreement being challenged, the agreement may be challenged by a legal declaration made to the employer within 30 days pursuant to Section 28 (7) of the Labour Code .
Pursuant to Section 287 (3) of the Labour Code, 15 days are available for negotiation between the parties,
within which period the statement of claim may be submitted to the court within a further 30 days from the date of the determination of the ineffectiveness
. The negotiation shall be deemed unsuccessful if the employer does not respond or does not accept the objection within fifteen days of the
notification of the objection .

Mediation in labor disputes

/Mt. 285-288.§/
70.§.

1./ The employer and the employee in a labor dispute arising between them

they can agree to use a mediator.

2./ The conciliator may not be influenced or instructed by either party. During the procedure,
he may only take into account the facts and the rules applicable to the employment relationship
. The conciliator may not suffer any disadvantage as a result of the conciliation.

3./ Conciliation procedure:

a./ If the parties have agreed on the person of the conciliator, the employer is obliged to immediately forward the
agreement and a copy of the documents of the measure that gave rise to the dispute to the conciliator
. Both parties are obliged to facilitate the work of the conciliator.

b./ The conciliator shall, within 3 days of receipt of the documents specified in point a/,

42

within one working day, he/she is obliged to set a date for the consultation and
notify the parties in writing.

c./ The duration of the procedure is determined by the conciliator, but may not
exceed 5 working days. This must be calculated from the date of the appointment of the meeting.

d./ If an agreement is reached between the parties during the conciliation procedure, the conciliator
is obliged to record it in writing. In the absence of an agreement, the conciliator shall communicate his findings to the parties within 3 working days of the conclusion of the
conciliation.

e./ The employer is obliged to provide the conditions for the conciliation procedure, in particular the premises and the minutestaker
.

4./ The conciliator employed by GYSEV
shall be exempted from work for the duration of the conciliation. He shall be entitled to an absence allowance for the duration of the insured absence.
The conciliator shall be reimbursed for the reasonable costs incurred during the conciliation.

5./ The employer shall bear the reasonable costs of a conciliator who is not employed by GYSEV
- unless otherwise agreed by the parties.

§ 71.

-

43

ENTRY INTO FORCE AND OTHER INTERPRETATIVE PROVISIONS
72.§.

The current Collective Agreement of GYSEV -
with the exception of amendments made in the meantime - is effective from January 1, 1993. In the application of
the Collective Agreement and other rules relating to employment
:

1./ Working time: the period from the beginning of the prescribed time for work to its completion,
which must include
the duration of preparatory and finishing activities related to the work.

2./ Full-time work hours: eight hours a day or forty hours a week.

3./ Part-time work: employment for less than full-time hours.

4./ Daily working hours: the
working hours falling within a calendar day or within an uninterrupted period of twenty-four hours.

5./ Weekly working hours: the working hours per calendar week or one hundred and sixty-eight hours of uninterrupted
work.

6./ Night work: work performed between the hours of 12:00 and 6:00.

7./ It is considered full night duty if at least five hours of the working time
fall between 10 p.m. and 6 a.m.

8./ Multi-shift work schedule: If the duration of work reaches eighty hours per week.

9./ Afternoon work:
work performed between fourteen and twenty-two hours based on a multi-shift work schedule.

10./ Night shift: night work performed according to a multi-shift work schedule.

11./ Night worker: an employee who:

a./ regularly works night shifts according to his/her work schedule, or

b./ performs night work for at least a quarter of his annual working time.

12./ Rest day: the period from zero to twenty-four hours of a calendar day, or in the case of a three- and
four-shift work schedule, and in the case of an employer operating without interruption
or an employee employed in such a position -
in the absence of a rule applicable to the employment relationship or a different agreement between the parties - the twenty-four hours preceding the start of the next shift
.

13./ Daily rest period: the continuous period between the end of the employee's daily work and
the start of work the next day.

14./ Break:
a period of time between daily work hours for eating, necessary hygiene, or a short rest.

15./ Public holidays: based on events declared as holidays in state life, church life, history and universal
culture: January 1, March 15, Easter Monday,
May 1, Pentecost Monday, August 20, October 23, November 1, December 25-26.

16./ Regular leave: the annual rest period to which an employee is entitled during his/her employment - based on his/her age .

17./ Extraordinary leave: not required by law, but is a right that the employee can enjoy

44

leave granted at the employer's discretion, taking into account the reasons for the leave.

18./ Working time frame: the amount of weekly, monthly or annual working time that must be completed by the employee, determined based on the duration of the entire daily working time
.

19./ Work schedule: the division of the working time frame into working days and
the determination of the start and end times on each working day.

The working time schedule
also includes determining the rest day /rest time/ for those employed under a work schedule that differs from the general schedule.

20./ Extraordinary work: work ordered outside the working hours, outside the working hours,
or during standby.

It is not considered extraordinary work if the employee
works out the period of authorized absence based on an agreement with the employer.

21./ Seasonal work: work that, due to the nature of the goods produced or the services provided , is tied to the season, a given period or time of the year
- regardless of the circumstances of the work organization .

22./ Uninterrupted work schedule: if work is interrupted
for a period not exceeding six hours per calendar day or per calendar year exclusively for the reason specified in the technological specification
, within the period specified therein

23./ Traveling service: train conductor and railway driver performing service on moving trains
.

24./ Extended permanent daytime work schedule: a work schedule that falls predominantly in the morning and afternoon hours , where the start and end
times of work differ from those of the general work schedule.

25./ Standby position: a position in which,
due to the nature of the tasks included in the position - based on a longer period -
there is no work for at least one third of the regular working hours, and the employee
can spend the time not spent working resting, or the work - especially considering the specific nature of the position and the
conditions of work - entails a significantly lower level of stress for the employee compared to the general situation
.

26./ On-call duty: the employee may be required to be available at a location and time specified by the employer .

27./ Driving time: That part of the working time during which the railway driver
is responsible for the railway vehicle, excluding
the time for putting the railway vehicle into service and taking it out of service, but including scheduled interruptions during which the
railway driver remains responsible for the railway vehicle. Non-driving time includes, for example, the
duration of breaks between work and travel at own expense.

28./ Absence period: lasts from the start of the reporting time for duty at the home station
until the end of the reporting time after returning to the home station.

“This Collective Agreement shall apply to cases initiated after its entry into force,
except if the
regulations prior to the amendment are more favorable to the employee for cases already pending at the time of its entry into force.”