/+jf) ?J -00./ /2 021- V
VOLÁNBUSZ TRANSPORTATION PRIVATE LIMITED LIABILITY COMPANY
COLLECTIVE AGREEMENT
Collective Agreement with amendments 1-18 in a unified structure
tf tvr"' r(
2021.
1.
II.
TABLE OF CONTENTS
Chapter ................................................. ................................................... ............................ 4
1.1.
Scope of the Collective Agreement ............................................ . ................... 4
1.2.
Rules for concluding a Collective Agreement ....................., 4
1.3. Amendment of the Collective Agreement ............................................ . ................ 5
1.4. Termination of the Collective Agreement ............................................ . ................ 6
1.5.
Cooperation between the Company and trade unions .............................. 6
1.6.
Utilization of working time allowances due to the trade union represented at the employer 6
1, 7. The Collective Agreement and its annexes ......................................... ... ... 7
Chapter ................................................. ................................................... ............................ 8
2.1.
The requirement of equal treatment ............................................ . ..... 8
2.2
. Prioritization ................................................... .. ............................... 8
2.3.
Work that can be done by young people people and women .............................................. 8
2.4.
Establishment of an employment relationship ............................................. ................. 8
2.5.
Probationary period ................................................... ... .............................................. 9
2.6.
Termination and termination of employment ....,. ............................... 9
2.7.
Legal consequences of breaching employment obligations at VOLÁNBUSZ Zrt . 13
2.8.
Procedure in the event of termination or termination of employment. 13
2.9.
Final payment ................................................... .............................................. 14
2.10 . Conditions for employment in further employment or other legal relationship aimed at work ................
Ill.
Chapter ................................................................................................................................ 16
3.1.
Employment other than employment contract .............................................. 16
3.2.
Work ability ........................................................................ , ........... 16
3.3.
Study contract ..................................., ................................... 16
ARC. 
Chapter ................................................................................................................................ 18
4.1. Total daily working hours and daily working hours according to the schedule ............. 18
4.2. Working hours...,.,......, .................................................................... 18
4.3. Operating rules of VOLÁNBUSZ Zrt. .......................................... 18
4.4. Work schedules applied at VOLÁNBUSZ Zrt . working hours , rest periods ........ , 19
4.5 . Extraordinary work, readiness .................................................. 20
4.6. Recording of working and rest time ................................ ,.,., ....... 21
4.7.
Special rules regarding working
and rest times of employees employed as bus drivers .............................................................................................................. 21
Chapter V. ................................................................................................................................ 27
Chapter VI ................................................................................................................................ 28
6.1. Wage systems and wage forms ................................................................ 28
6.2. Fuel savings reimbursement................................................,... ....., ....... 28
6.3. Special rule regarding the duty of readiness and attention, and the allowance for work on a public holiday ..................................................................... 28
6.4. Bus driver salary system and its special elements. .................... 28
6.5.
Uniform wage system for employees employed in manual work at the Directorate General
for Operations
................, .......................................................................... 31
6.6. Uniform wage system for employees employed in other manual jobs ......................, 32
6.7. Uniform wage system for employees employed in supervised intellectual work .............................................................., 33
6.8
. Wage protection , payment of wages and erroneously paid wages 35
6.9. Accounting for time spent away from work , absence pay .............................. 35
6.10. Awards, recognitions. ................................................................................ 36
Chapter VII . .............................................................................................................................................. 38
7.1.
Scope of social and welfare benefits ..................................................... 38
7.2.
Scope of other benefits ................................................................................ 38
Chapter VI 11 ................................................................................................................................ 40
8.1.
Negligent damage caused by an employee ................................................ 40
8.2.
Enforcement of the employer's claim for compensation ................................... 40
8.3 . Special rules for negligent damage to buses 40
Chapter IX ................................................................................................................................................ 41
Annexes .............................................................................................................................................. 43
Annex No. 1 Rules for the conduct of proceedings establishing the enforcement of adverse legal consequences
Annex 2 Workwear and uniform
supply
Annex No. 3 Different rules for certain employees employed in Borsod-Abaúj-Zemplén County, Szabolcs-Szatmár-Bereg County, Hajdú-Bihar County
Annex No. 4. Different provisions applied in traffic operations in Heves County, Jász-Nagykun-Szolnok County, Nógrád County
Annex No. 5 Special rules for employees employed as bus drivers in Bács-Kiskun County Traffic Plant Békés County Traffic Plant Csongrád Csanád County Traffic Plants
Annex No. 6 Special rules for employees of the Budapest and Agglomeration Region Traffic Companies employed as bus drivers
Annex No. 7. Different provisions applied in traffic operations in Fejér County and Komárom-Esztergom County
Annex No. 8 Special rules for employees employed as bus drivers in traffic companies in Baranya County, Somogy County and Tolna County
Annex No. 9 Different provisions applied in traffic operations in Győr-Moson-Sopron County, Vas County, Veszprém County, Zala County
Annex No. 10 Structure of certain wage systems
Effective: from January 1, 2009 for an indefinite period
 |
CHAPTER 1
1. Rules relating to the Collective Agreement
The Collective Agreement and its annexes regulate the rights and obligations arising from the employment relationship.
The parties to the Collective Agreement express their intention to recognize the professional Sectoral Collective Agreement between the Association of Road Transport Enterprises and the partner employee interest representation organizations as a Collective Agreement with broader scope for the Company. The employer also assures the organizations carrying out interest representation activities in the territory of the Company who have concluded (signed) the Collective Agreement that it will decide on the issue of the possible termination of the Sectoral Collective Agreement solely on the basis of prior consultation with them .
1.1. Scope of the Collective Agreement The temporal scope of the Collective Agreement
a. This Collective Agreement has been concluded by the parties for an indefinite period of time .
b. This Collective Agreement shall enter into force on January 1, 2009 .
e. The method of publication of this Collective Agreement is as a separate publication .
Personal scope of the Collective Agreement
a. The personal scope of this Collective Agreement extends to VOLÁNBUSZ Transport Private Limited Liability Company ( hereinafter referred to as: VOLÁNBUSZ Zrt. or the Company), as an employer and its employees.
b. The provisions of the Collective Agreement shall also apply to those employees of the Company who are not members of the interest representation bodies that are parties to the Collective Agreement.
The Company's management employees are not covered by the Collective Agreement [ Act No. 1 of 2012 on the Labor Code (hereinafter referred to as the "Labor Code"), Section 209 ( 3) ].
1.2. Rules for concluding a Collective Agreement
a. The Collective Agreement is signed on the one hand by the CEO of VOLÁNBUSZ Zrt. on behalf of the employer, and on the other hand by the employee interest representation organization(s) authorized to conclude the Collective Agreement.
b. The parties to the Collective Agreement agree that the Collective Agreement and its draft amendments will be prepared separately in the future, which will then be agreed upon through negotiations.
e. The negotiation shall be conducted on behalf of the employer by the head of the competent organizational unit of the Human Resources organization and the person designated by him / her .
Effective: from January 1, 2009 for an indefinite period
person(s), while on behalf of the employee interest representation organization(s), it is conducted by its first-name leader or the person(s) designated by him / her .
d. If the parties deem it necessary , the negotiation may also be conducted by a committee established for this purpose , consisting of representatives of the parties . Each party may delegate the same number of persons (but at least 2 each) to the committee . The parties undertake to provide the conditions and information necessary for the operation of the committee .
e. The parties shall inform the affected employees about the finally accepted and signed Collective Agreement and its amendments , through the usual publication at the workplaces, at the information forums and meetings they have established .
f . The parties shall do everything possible to ensure that the text of the Collective Agreement is familiar to the employees and interpreted accordingly .
g. Annual company wage agreements are part of the Collective Agreement .
h. If a dispute arises between the employer and the employee interest representation organization(s) authorized to conclude a Collective Agreement , its settlement must be attempted within the framework of a conciliation procedure, in accordance with the provisions of Chapter XXIV of the Labor Code on collective labor disputes .
1.3.
Amendment of the Collective Agreement
a.
The Collective Agreement must
be amended if its provisions - due to a change in legislation - conflict with a mandatory provision of law .
b.
The Contracting Parties agree that in the event of legislative changes, preparatory negotiations on the amendment of the Collective Agreement will commence
no later than
15 working
days after the entry into force of the legislative change necessitating the amendment , and they will do everything possible to ensure that the amendment of the Collective Agreement takes place within 45 days after the first preparatory negotiation .
c.
Any party signing the Collective Agreement may make
a proposal to amend the Collective Agreement .
d.
The parties undertake to jointly examine the proposed
amendment and to state their position on it and record it in writing .
e.
Both sides undertake to state their position in writing on proposals received from the other side within 10 days of receipt of the proposal , and to justify it in substance .
f. In addition to the signatory trade union, the amendment of the Collective Agreement may also be initiated by the trade union or trade union federation that becomes entitled to conclude a collective agreement after the conclusion of the Collective Agreement - according to
the relevant provisions of the Labour Code. The provisions of the Collective Agreement regarding the amendment of the Collective Agreement shall also be applied accordingly in this case , provided that the trade union or trade union federation may
participate in the negotiations related to the amendment with the right to consult , as provided for in this point .
cÍr;/4z:
Effective: From January 1, 2009 Indefinitely Until
g. The provisions of Section 1.2 shall apply mutatis mutandis to the amendment of the Collective Agreement.
1.4. Termination of the Collective Agreement
the.
The Collective Agreement and its individual provisions may be terminated by either party with three months' notice by means of a written statement addressed to the other party, in which the reason for termination must be stated in writing. The Collective Agreement may not be terminated within 6 months of its conclusion.
b. The parties agree to establish a conciliation committee within two weeks of the termination to examine the reasons for the termination and to ensure the preparation of the new Collective Agreement. The members of the conciliation committee shall also participate in the negotiations of the signatories of the new Collective Agreement to achieve these goals. The provisions of Section 1.2. d. shall otherwise apply mutatis mutandis to the conciliation committee.
e. In the event of termination of the Collective Agreement, the parties shall examine the possibility of maintaining the Collective Agreement in force with amendments or in part.
1.5. Cooperation between the Company and trade unions
(Mt. §§ 270-275 )
a. The cooperation between the Company and the trade unions is determined by the Labour Code and other relevant legislation, the Collective Agreement and cooperation agreements. VOLÁNBUSZ Zrt. records its cooperation with the trade unions that have signed the Collective Agreement in the cooperation agreement concluded with them separately.
b. In addition to the provisions of point a., the Company may conclude a cooperation agreement with the trade union (trade union federation) whose number of members employed by the employer ( in the case of a trade union federation, calculated based on the total number of members of its member organizations employed by the employer) reaches ten percent of the number of employees employed by the employer.
e. The parties shall resolve disputes through bilateral negotiations in accordance with the law. The termination of cooperation agreements must be notified to the other party at least 3 months in advance.
1.6. Utilization of working time allowances due to the trade union represented at the employer
(Mt. § 274 )
 |
Effective: January 1, 2009 for an indefinite period
An employee designated by a trade union is entitled to a working time allowance in order to carry out his or her trade union interest representation activities, which the trade union is obliged to announce in advance based on the procedure determined by the employer . The working time allowance cannot be redeemed .
Absence pay is payable for the duration of the working time discount .
1.7. The Collective Agreement and its annexes
a.
This Collective Agreement was established to ensure the orderly protection of employer and employee rights and to fulfill obligations .
b.
The annexes to the
Collective Agreement form an inseparable part of the Collective Agreement of VOLÁNBUSZ Zrt.
e. The Collective Agreement and its Annexes 1-2 are regulations covering all organizational units of VOLÁNBUSZ Zrt., the entire range of employees, while Annexes 3-10 are regulations covering the organizational units of the employer specified therein , the defined group of employees .
d. An employment contract may deviate from the rules of this Collective Agreement - in the absence of an express provision by law or the Collective Agreement - only to the benefit of the employee
. If the amendment of the Collective Agreement affects the content of the employment contract , the parties to the employment contract are obliged to amend the employment contract accordingly.
,,;•/ / ....
J ' (_,/ (./
(.
Effective: January 1, 2009 for an indefinite period
VOLÁNBUSZ ZRT. COLLECTIVE AGREEMENT
CHAPTER II
2. The employment relationship
2.1.
The requirement of equal treatment
(Mt. § 12 , Act CXXV of 2003 )
The requirement of equal treatment in employment must be maintained .
The consequences of a violation of the requirement of equal treatment must be appropriately remedied, which must not result in the violation or impairment of the rights of other employees .
2.2 . Preference
The contracting parties agree that VOLÁNBUSZ Zrt. may give preference to an employee with similar qualifications and approximately the same practical experience in terms of employment.
■
whose previous employment relationship with the Company or its legal predecessor, despite appropriate professional knowledge, professional experience and performance, was terminated due to reorganization or staff reduction measures aimed at improving management or efficiency , due to termination by the employer for reasons related to the employer's operations , or by mutual agreement initiated by the employer, and
■
whose employment relationship with VOLÁNBUSZ Zrt. or its legal predecessor was terminated due to an industrial accident or occupational disease - due to disability retirement or due to medical incapacity - and who has since become fit for work again .
2.3.
Work that can be done by young people and women
(Matthew 114. §)
The list of jobs in which minors and women cannot be employed at the Company is contained in the Company's Occupational Safety and Health Regulations ,
2.4. Establishment of employment relationship
(Matthew 42-47 )
The employment relationship is established by an employment contract, which must be in writing. The employment contract must at least contain the name of the employer, the name and personal data of the employee, the employee's basic salary, job title, the duration of the employment contract, and the place of work. If , when establishing the employment relationship, the employee provides a place of residence in addition to his/her place of residence, the employer shall consider the latter as the official notification address.
Effective; from January 1, 2009 for an indefinite period
The general form of communication between the employer and the employee is electronic mail, in which it is primarily possible to make a declaration, notification , or information for which the Employment Act does not prescribe mandatory formalities. The employer may provide the employee with a workplace e-mail address - given his/her job title - in which case electronic communication takes place via this e-mail address. For the purposes of this provision, the official e-mail address of the employer is the workplace e-mail address of the person exercising the employer's authority. The scope of declarations that can be made in electronic form is determined by the employer's regulations. In the event that the employer - given the nature of his/her job title - does not provide the employee with a workplace e-mail address, the employee is entitled to provide his/ her private e-mail address, and by providing the e -mail address, he/she consents to the employer transmitting data and information related to his/her employment relationship to this e - mail address, and to the electronic communication pursuant to this paragraph taking place via this e- mail address.
(Mt. § 45 (5), § 50)
2.6.
Termination and termination of employment
( Matthew 63-64 )
2.6.1.
Termination prohibitions and restrictions
(Mt. § 65. (2) - (3), § 66. (4) - (7)
The prohibitions and limitations on termination are contained in Sections 65 (2) - (3) and 66 (4) - (7) of the Employment Act.
Only in particularly justified cases may the employer terminate the employment relationship of an employee who provides for at least three dependents in a joint household or who provides for at least two dependents in his or her household as a single person . The employer may establish procedural rules and issues of interpretation related to the application of this paragraph in employer regulations .
2.6.2 . Termination
(See § 65-67 )
Both the employee and the employer can terminate the employment relationship by giving notice .
·2.6.3. Notice period
(See § 68-70 )
(1)
The notice period shall be at least 30 calendar days.
r4,. 1 , ? / , / e ' " : " ,..,,.,
Effective: from 1 January 2009 for an indefinite period
(2) The following notice periods shall apply to employees of VOLÁNBUSZ Zrt.:
|
;
;
(3) The employment relationship of the companies merging into VOLÁNBUSZ Zrt. and the employees of VOLÁNBUSZ Zrt. during the 2019 company law merger (merger pursuant to Section 3:44. (1) of Act V of 2013 on the Civil Code) recognized by VOLÁNBUSZ Zrt. and the legal predecessor companies - either on the basis of a previously effective Collective Agreement or an individual employment contract - existing at the time of the merger shall be considered a continuous employment relationship.
(4) In the event of termination by the employer, the employer is obliged to exempt the employee from work. This amount is half the notice period, but the employer may grant exemption from work for a longer period.
(5) In the event that the employee's job responsibilities are terminated as a result of the employer's termination and there is no possibility of further employment, the employee shall be exempted from work for the entire period of notice. In the event of the employer's termination, the employee shall be exempted from work for the entire period of notice, even if he or she is considered a pensioner.
(6) The employee is obliged to inform the employer if he falls under the scope of Section 294_ g) of the Labour Code .
(7) An employee who retires with an age discount or upon reaching the age limit, as well as an employee who qualifies as a pensioner pursuant to Section 294 , point g) of the Labour Code and whose continuous employment relationship with the employer for at least 20 years is terminated, may be exempted from work for the entire period of notice by the employer , even if the employee's employment relationship is terminated not on the basis of termination by the employer, but on the basis of termination by the employee. The employer may establish the procedural rules and interpretation issues related to the application of this paragraph in the employer's regulations.
(8) For an employee who has a regular guard rank of at least "after 25 years" and retires on an old-age pension due to age reduction or reaching the age limit, as well as for an employee who has a regular guard rank of at least "after 25 years" and is considered a pensioner pursuant to Section 294, point g) of the Labour Code and whose existing employment relationship is terminated, the notice period is 5 months, during which the employee is exempted from work .
2.6.4. Common understanding
|
Effective: from January 1, 2009 for an indefinite period
The employment relationship can also be terminated by mutual agreement between the employer and the employee. In the event of mutual agreement, the parties may agree on any benefits to which the employee is entitled .
2.6.5. Termination with immediate effect (applied for sanction reasons) (Mt. § 78, § 84)
(1) The employee must provide written reasons for his/her immediate termination .
(2) If the employment relationship is terminated by the employee - for the sanction-type reasons described in paragraph (3) - with immediate effect, the employer is obliged to pay the employee an absence allowance for the same period as would have been due in the event of the employer's termination, and the rules on severance pay must also be applied accordingly. The employee may also claim compensation for any damage incurred.
(3) The employee may exercise the right of immediate termination against the employer if the conditions set out in Section 78(1) of the Employment Act are met.
(4)
a.
For the purposes of paragraph (3), an intentional breach of obligation shall be deemed to
be:
on the part of the employer , if:
■ despite the fact that it would be realistically possible under objective circumstances , it does not provide the conditions necessary for healthy and safe working ;
■ despite the employee's request in the presence of witnesses or in writing, the employer fails to provide the employee with the rightful benefits to which he is entitled within the time limit set by law - or within 30 days in the absence of a separate provision of law ;
• brings information about the employee to the attention of a third party to which the employee had no legal right or was not authorized to do so, and as a result of which the employee suffered demonstrable disadvantages;
11, despite the employee's observations made in the presence of witnesses or in writing , does not comply with the employment regulations applicable to the legal relationship between them, or does not provide the corresponding employment conditions.
b.
For the purposes of paragraph (3), it shall be considered a breach of duty attributable to gross negligence on the part of the employer if:
" fails to draw the employee's attention to a source of danger that has come to his attention - a source of danger to life and limb - despite the fact that he could have done so under the given circumstances (regardless of whether negligence caused the accident);
• does not provide the knowledge and aids that are essential for the work, or does so incorrectly, and the employee suffers an actual financial disadvantage as a result;
" employs the employee in accordance with the provisions or under conditions not applicable to the legal relationship between them ."
The burden of proving the legality of the termination with immediate effect lies with the employee .
rf (/;,,,,,-- -
Effective: from January 1, 2009 for an indefinite period
(5) If the employer terminates the employment relationship of the employee with immediate effect - for the sanction-type reasons described in paragraph (3), the employee shall not be entitled to a notice period or severance pay.
(6) The employer may exercise the right to terminate the employment contract with immediate effect against the employee if the conditions set out in Section 78(1) of the Employment Act are met, in particular, but not exclusively, in the following cases:
• 3 days of unexcused absence within 1 year ;
• if the employee appears at work in a state of intoxication or inebriation , under the influence of alcohol, drugs or other mind-altering substances, is unable to work, or falls into such a state through his own fault during working hours or while on standby , or consumes alcoholic beverages or other mind-altering substances at work;
• if the employee refuses to undergo a breathalyzer test initiated in accordance with the regulations;
• the employee, through no fault of his own, does not participate in the course or further training required for his job, or does not pass the required exams;
• the driver violates the rules on issuing tickets and travel passes as proven by traffic inspector reports and during traffic inspections (supported by an internal investigation conducted by the employer). It is considered a particularly egregious violation if the passenger has paid the full fare and the driver does not give the passenger a ticket or gives him a ticket of reduced value ;
• engages in a public exchange of words with the traveling public or colleagues that is likely to offend others, or otherwise exhibits behavior that harms the good reputation of VOLÁNBUSZ Zrt. or the legitimate economic interests of the employer;
• consistently fails to cooperate with the employer or his/her colleagues, or otherwise exhibits behavior towards his /her colleagues that is capable of severely damaging working relationships and the workplace atmosphere;
• discloses to a third party data that came to his knowledge in the course of his job and as a result, demonstrable damage was caused to the employer or another person;
• fails to comply with the employer's rules on money management (contained in the Company's Cash Management Regulations) - despite a request - or repeatedly violates them intentionally or through negligence;
• intentionally causes damage to the employer (especially through unlawful theft, fraud or vandalism), regardless of the value limit;
• intentionally or with gross negligence, exhibits conduct that violates or endangers the legitimate economic interests of the employer;
• commits an act that directly endangers or harms the health or physical integrity of his/her colleagues or the contracted partners or customers of VOLÁNBUSZ Zrt. (especially passengers) during the course of his/her work;
• in the event of the existence of an additional employment relationship or other legal relationship aimed at work that conflicts with paragraph (1) of point 2.10 .
(7) The employer is obliged to justify the termination with immediate effect .
Effective; from January 1, 2009 for an indefinite period
(8) The right to immediate termination may be exercised within fifteen days of becoming aware of the reason for termination, but no later than one year from the occurrence of the reason, or, in the case of a criminal offense, until the statute of limitations expires .
(9) The provisions of this section apply exclusively to termination with immediate effect pursuant to Section 78 of the Civil Code ( applied for "sanction" reasons), and do not affect the right to termination with immediate effect pursuant to Section 79 of the Civil Code .
2.7. Legal consequences of breaching employment obligations at VOLÁNBUSZ Zrt.
(Matthew 56. §)
(1) The
employer may take action for violation of the employer's instructions, as well as for the employee's job-related laws and employer regulations, for inadequate performance, or for failure to perform, for breach of an obligation relating to the employment relationship .
Based on the authorization provided in Section 56 of the Employment Act, in the event of a culpable breach of obligations arising from the employment relationship , an adverse legal consequence may be applied to the employee who culpably breaches his obligations arising from the employment relationship .
(2)
In the event of a culpable breach of duty, the following adverse legal consequences may be imposed on the employee:
•
service reprimand,
•
a maximum 10% reduction in basic salary/regular salary , for a maximum of 6 months (which in total may not exceed the employee's monthly basic salary - the amount applicable when determining the legal consequence ),
" temporary transfer to another job (minimum 1, maximum 6 months),
11 temporary transfers to other work locations (minimum 1, maximum 6 months),
•
temporary transfer to another job and place of work (minimum 1, maximum 6 months).
Only one adverse legal consequence may be imposed at a time, i.e. for one misdemeanor . In accordance with this principle, if the employer exercises his authority to impose a sanction based on an adverse legal consequence for a committed misdemeanor , the employee concerned may not be excluded from institutional wage development solely on the basis of this misdemeanor .
(3)
The rules for conducting the procedure establishing the enforcement of the adverse legal consequence are contained in Annex 1 to the Collective Agreement .
2.8.
Procedure in the event of termination or termination of employment
(Matthew 80-81. §)
If, at the employee's request, his/her work is also evaluated pursuant to Section 81 (1) of the Employment Act , the employee's performance shall be evaluated in accordance with the provisions of the written evaluation - Section 81 (2) of the Employment Act
Effective: from January 1, 2009 for an indefinite period
c1-ú1/' - 13
2.9. Final payment
(1) An employee is entitled to severance pay if his employment relationship is terminated due to termination by the employer or termination without legal successor, as well as in the case where, based on a legal transaction or provision of law , the employer taking over the business entity is not subject to the scope of the Employment Act, or if the termination is terminated as a result of a lawful immediate termination by the employee - for sanction reasons, subject to justification - and he has had a continuous employment relationship with the Company for at least three years.
The severance pay is paid to the employee in addition to the absence pay provided for the period of release .
(2) The employee is not entitled to severance pay in the following cases:
" Employment period of less than 3 years at VOLÁNBUSZ Zrt !";
11 in the event of a lawful termination of employment with immediate effect (sanction-type) by the employer ;
" in the event of lawful termination by the employer, if the reason for the termination is the employee's conduct in relation to the employment relationship or his/her ability not related to health reasons;
11 in the event of unlawful termination of the employment relationship by the employee (exit);
•
in the event of employee termination ;
■ in the event of termination of the employment relationship within a probationary period or for a fixed-term employment relationship due to the expiry of the fixed-term period ;
■ if the employee is notified of the termination or the employer's legal successor
He/She is considered a pensioner at the time of termination of employment (Mt. 294. § g)).
(3)
Amount of company severance pay :
|
;
The provisions of Section 2.6.3.(3) shall apply accordingly with regard to continuous employment.
(4) The amount of severance pay as stated above shall be increased by the amount of 3 months' absence pay if the employee's employment relationship is terminated by the employer or if it ceases without a legal successor.
• for old-age pension [Mt. Section 294 ( 1) ga) ]
Effective: From January 1, 2009 to present
shall cease within five years prior to the acquisition of the right to
The employee is not entitled to an increased severance pay if he or she has previously received an increased severance pay in the above-mentioned cases .
(5)
Severance pay shall be paid within five working days following the termination
of employment .
(6)
If
the employee's employment relationship
was terminated by notice, and he/ she received severance pay, and re- establishes an employment relationship with VOLÁNBUSZ Zrt .
, the employee's employment relationship, which is recognized for severance pay purposes , will begin anew from the date of re-entry - regardless of the previous years spent with the Company
.
(7)
The period of time regulating the amount of the severance pay - as per paragraph (3) - shall not affect the amount of the notice period . The last day of the employment relationship shall be the last
day of the notice period .
2.10.
Conditions for employment in a further employment relationship or other legal relationship aimed at work
(1) An employee employed by the Company may establish an additional
employment relationship or other legal relationship aimed at work if:
• notified the employer of this intention in writing at least 8 calendar days before the agreement comes into force ,
and
• the employer did not
classify the additional legal relationship to be established
by the employee as an activity that is contrary to the market positions or economic interests of VOLÁNBUSZ Zrt. , and
• regulations related to employee obligations ,
work capacity , employment restrictions and rest periods are not violated.
(2) The employer may also prohibit the employee from having a previously established legal relationship if its maintenance, due to a change in circumstances, conflicts with the provisions listed above in
this section.
During the activity carried out on the basis of the further legal relationship, the employee is responsible for complying with the work restrictions prescribed in this KSZ (daily working hours, driving, rest periods, etc.) and the obligations arising from the Mt., taking into account the provisions of Section 18 / C . ( 9 ) of Act 1 of 1988 on Road Transport .
(3) The employer shall establish detailed rules concerning the employee's previously established and further
legal relationships in the employer's regulations .
c i y:; ; /
Effective: from January 1, 2009 for an indefinite period
CHAPTER Ill.
3. Fulfillment of the employment contract
(Matthew 51-52. §)
3.1. Employment other than employment contract
(Matthew 53. §)
(1) The total duration of work performed in a position, workplace or employment with another employer other than that stipulated in an employment contract may not exceed sixty working days or four hundred and eighty hours per calendar year.
(2) Employment other than that stipulated in the employment contract may not cause disproportionate harm to the employee , especially in view of his/her position, qualifications, age, health status or other circumstances.
(3) The employee must be informed in writing of the starting date and expected duration of employment other than that specified in the employment contract at least 3 days in advance.
3.2 . Work ability
(Mt. § 52 (1))
The employer has the right to check the fitness for work of all employees employed in all positions .
In justified cases, an occupational health or psychological examination may be ordered .
a. to determine the influence of alcohol ;
b. to determine the influence of medication or drugs ;
c. to determine physical and mental exhaustion ;
d. if the bus driver is involved in a series of road accidents ;
e. if the bus driver exhibits behavior that endangers the safety or physical integrity of passengers or other road users ;
f. if several complaints are received against the employee due to his/her behavior (aggressiveness) .
An employee who is under the influence of any of the medications listed in the Occupational Safety and Health Regulations is not considered fit for work .
3.3. Study contract
(Mt. § 229 )
In the study contract, the employer undertakes to provide support during the studies , and the employee undertakes to continue the studies as agreed and, after obtaining the qualification , for a period proportional to the amount of support - but
Effective: January 1 , 2009 for an indefinite period
does not terminate his employment relationship by notice or by immediate notice during a probationary period , and does not initiate the termination of his employment relationship by mutual agreement, for a period of up to five years . When calculating the time spent in the employment relationship , the following shall be considered time spent at work :
a) exemption from the obligation to work based on working hours ,
b) freedom ,
e ) incapacity for work not exceeding 30 days ,
d) actual voluntary reserve military service not exceeding three months ,
e) the duration of the exemption from work specified in Section 55 (1)( b ) -i ) .
t , /t
Effective: From January 1, 2009 until further notice
VOLÁNBUSZZRT. COLLECTIVE AGREEMENT
CHAPTER IV
4. Working hours and rest periods
Mt. § 86-135.
The provisions of this chapter shall be applied with the additions and deviations set out in Annexes 3-9 to those employees who are covered by the personal scope of the above annexes. In the event of a discrepancy or contradiction between this chapter and Annexes 3-9 - to those employees who are covered by the personal scope of the annexes
- the contents of the annexes shall be considered as guiding .
4.1. Total daily working hours and daily working hours according to the schedule
Mt. § 86-95
(1)
(2) In on -call positions, the total daily working time is a maximum of 12 hours per day, and the daily working time according to the schedule is a maximum of 24 hours.
(3) In jobs that are particularly harmful to health , in order to exclude health damage or danger - the total daily working time is 7.2 hours per day.
Jobs that are hazardous to health and in which persons under the age of 18 may not be employed are included in the Occupational Safety and Health Regulations in force at all times.
4.2. Working hours
(Matthew 93 - 94. §)
VOLÁNBUSZ Zrt employs its employees for a maximum of six months of working time . If the working time is 1 month, the starting date is the first day of the month in question, and the ending date is the last day of the month in question.
The employment of employees falling within the scope of Sections 6.4.-6.7. of this Collective Agreement shall be carried out within a working time frame . The duration of the working time frame - unless otherwise provided for in the annexes to the Collective Agreement, the employer's regulations or the agreement concluded with the employee - is one month, the starting date of which is the first day of the relevant month and the ending date of which is the last day of the relevant month.
4.3. Operating rules of VOLÁNBUSZ Zrt.
(Matthew 90. §)
Activities of VOLÁNBUSZ Zrt.:
• by its purpose, it is uninterrupted, i.e. it is interrupted for a period not exceeding six hours per calendar day, and is aimed at providing a service that satisfies a public social need.
4.4.
Work schedules, working hours ,
rest periods applied at VOLÁNBUSZ Zrt .
(Matthew 96 - 106. §)
(1) General
work schedule
a) Employees work on a recurring daily schedule from Monday to Friday on every working day of the month
Weekly rest days: Saturday, Sunday.
b) Employees perform their duties on a permanent basis, full-time, but with reduced daily working hours, from Monday to Friday, every working day of the month .
Weekly rest day Saturday -Sunday. (special ( harmful) work schedule)
(2) Unequal working hours
Working hours can be distributed unevenly across the week or across individual working days , if a working time frame or accounting period is used.
(3) Flexible work schedule
The employer may transfer the right to schedule working hours to the employee in writing, taking into account the specific nature of the job and the independent organization of work . The free nature of the work schedule is not affected if the employee can perform some of the job tasks at a specific time or period due to their specific nature .
(4) Flexible working hours
Flexible working hours consist of core time and extra time .
Core time: the part of the daily working time during which the employee must be present at the place specified by the employer for the purpose of work , perform work , or be available for the purpose of work . Marginal time: the part of the daily working time outside the core time , during which the employee is entitled to decide when to perform work, whether the work is performed continuously or with interruptions during this time .
The break between work hours also applies to employees employed under flexible working hours. The employer must provide employees with a break between work hours within the core working hours (after a daily working time exceeding six hours) in accordance with Section 103(1)(a) of the Labour Code.
Working time schedule and changing working time schedule
The employer must notify the working hours of employees employed in an unequal working time schedule ( according to the order of command) in writing at least one month in advance, at least 96 hours before the month in question . It shall be deemed to be published in a manner customary and generally known locally if the employer enables the employee to become familiar with the working hours schedule. The working hours schedule shall also be deemed to be communicated if the employer sends it to the employee's work email address or to the email address notified by the employee .
In the employer's traffic plants (except in the Baranya county traffic plant, the Somogy county traffic plant, the Tolna county traffic plant, the Győr- Moson
In the Sopron County Traffic Plant, in the Vas County Traffic Plant, in the Veszprém County
t/1 (ft- os: from 1 January 2009 for an indefinite period
In the case of employees employed in the position of bus driver (in the traffic plant and the Zala county traffic plant) , in other physical jobs in the traffic field, and in intellectual jobs in the traffic and security fields, the working time schedule may be modified at least 15 hours before the start of the daily working time according to the schedule. In the case of employees employed in the position of bus driver in the Baranya county traffic plant, the Somogy county traffic plant, the Tolna county traffic plant, the Győr-Moson-Sopron county traffic plant, the Vas county traffic plant, the Veszprém county traffic plant and the Zala county traffic plant, the relevant annexes to the Collective Agreement shall be considered as governing, while the modification of the working time schedule of other jobs not listed in this paragraph shall be governed by the provisions of the Mt. 97, § (5) must be followed .
An employee employed in an unequal work schedule may request in writing, by the 15th day of the month preceding the month in question, that the employee who prepared the order take into account the request for leave .
The working hours applied at VOLÁNBUSZ Zrt., the work schedules applied at individual service locations, and the detailed rules regarding working hours are contained in the annexes to this Collective Agreement, or in the absence thereof, in the employer's regulations.
Scheduling of weekly rest days or weekly rest periods in the event of unequal working hours
In the case of an unequal working time schedule, at least one weekly rest day must be allocated after six consecutive working days. Employees employed in an unequal working time schedule must be ensured that at least one weekly rest day per month falls on a Sunday, to which another rest day must be added.
In the event of providing weekly rest periods, the working hours of employees employed in an unequal work schedule must be prepared in such a way that the uninterrupted rest period of at least 48 hours per week falls on a Sunday once a month .
4.5. Extraordinary work. readiness
Sections 107 - 109 , Section 135 (3) of the Civil Code , Act No. 1 of 1988, Sections 18/C , 18/E and 18 /J
(1) The individual upper limit of the aggregate duration of extraordinary work - unless otherwise agreed in writing by the employer and the employee - is three hundred (300) hours per year, pursuant to the provisions of Section 135(3) of the Labour Code. The individual upper limit of the aggregate duration of extraordinary work shall be determined pro rata temporis if the employment relationship began during the year, was established for a fixed period or part-time .
(2) In the case of employees employed within the working time frame, the measurement of extraordinary working hours pursuant to paragraph (1) shall be carried out in such a way that within a given working time frame, working hours that differ from the working time schedule (scheduling) and working hours in excess of the working time frame shall be taken into account only once.
(3) The ordering of extraordinary work, work on a rest day or a public holiday , on -call or standby duty - shall be carried out by the internal service .
With the exception of car drivers and bus drivers - the affected employees can only be notified in writing.
(4) In addition to the provisions of this chapter and with the exceptions set out in this chapter, the provisions of the Labour Code and - in the case of employees employed as bus drivers - Act J of 1988 on Road Transport shall apply accordingly with regard to extraordinary working hours.
(5) The monthly duration of standby may not exceed three hundred (300) hours, which shall be taken into account as an average when applying a working time frame .
4.6. Recording of working and rest times
Section 134 of the Civil Code, Section 18/H of Act No. 1 of 1988
The working and rest times of employees must be recorded in an up-to-date manner in accordance with the applicable legislation. In this regard, the employer shall record in particular the following:
regular and extraordinary working hours ,
data related to leave , duration of availability,
on-call time,
in the case of employees employed as bus drivers , the availability time.
4.7. Special rules regarding working and rest times for employees employed as bus drivers
The following European Union regulations and directives apply to the working hours and employment of bus drivers :
• Regulation 561/2006/EC
• Directive 2002 /15/EC
• Directive 2003 /88/EC
• European Agreement concerning the work of crews of vehicles engaged in international road transport (AETR)
In the domestic legal system, in addition to EU regulations, the provisions of Sections 18/A. - 18/M. of Act No. 1 of 1988 on Road Transport , as well as the provisions of the Labour Code (Sections 86-114, Sections 134-135 of the Labour Code) must be taken into account, to the extent that neither the above rules nor the provisions of this Collective Agreement deviate from them .
With reference to the provisions of Section 18/K of Act 1 of 1988 , the parties agree that the above-mentioned regulations, directives and the provisions of Act 1 of 1988 regarding fords of less than 50 km will also be applied, provided that in the case of fords of less than 50 km, any possible differences regarding driving breaks (interruptions) and the extent and ratio of driving and rest periods are separately indicated.
4.7.1.
Concepts relatedworking time andrest timesystemof bus drivers
(1) Workplace: All premises of the road passenger transport undertaking , other workplaces specified in the employment contract , and any other place of work required for the performance of the activity .
Effective: from January 1, 2009 for an indefinite period
cfl/l 21
used vehicle, as well as any other place where tasks related to passenger transport activities are carried out.
(2) Operational centre serving as the driver's general place of residence : the specific location of the driver, i.e. the facility of the road passenger transport undertaking, parking space, other geographical point defined as the starting point of the journey, from which the driver regularly performs his duties and to which he returns after completing his duties in the course of his usual performance of duties without being specifically instructed to do so by his employer.
(3) Transport Schedule (forda): A list of the routes to be carried out by a bus driver, the time and place of the start and end of the daily work, and other mandatory work instructions.
(4)
Working hours:
In particular, in accordance with the provisions of Section 86 (1) of the Act :
the total time spent on road passenger transport activities, which includes driving time, time spent assisting passengers with boarding and alighting, time spent cleaning and maintaining the vehicle, and time spent on activities related to the safety of the vehicle and passengers and the time spent on complying with relevant regulations, including the duration of police, customs, border guard and any official procedures arising in connection with the passenger transport activity .
Working time is the time actually spent working as indicated in the transport schedule, the time calculated as flat-rate working time, and other ordered time spent on actual work. The elements of working time are contained
in Annexes 3-9 .
(5)
Availability period :
All time that is not considered working time and rest time, and during which the employee does not have to be at his workplace, but must be ready to start, continue driving a vehicle or perform other work . If these conditions are met, availability time is considered in particular under Act No. 1 of 1988 :
escort time related to the transport of the vehicle by ferry or rail ;
the time spent waiting between the arrival and departure of the bus services based on the daily work schedule of employees employed in scheduled bus services, related to border crossings and time-limited traffic restrictions (weekend and holiday traffic restrictions) ;
• in the case of multi-driver journeys, the time spent next to the person driving the vehicle or in the sleeping area during the driving time of the vehicle.
The combined duration of the availability period and the working time immediately following it may not exceed 24 hours, unless the work is related to border crossing or other urgent activity, in which case the employee must take at least 11 hours of rest at the first possible time after the availability period .
(6)
Driving time :
Time spent actually driving , which is the amount of time spent on activities that result in the continuous movement of the vehicle .
"Driving time " is the duration of driving activity that
- recorded automatically or semi-automatically by a tachograph as defined in Regulation (EU) No 165/2014 , or
- recorded manually pursuant to Article 37 (2) of Regulation (EU ) No 165/2014 .
(7)
Driving period and rest period:
The accumulated driving time that begins after a rest period or a break and continues until the driver takes another rest period or break. The driving period may be continuous or interrupted.
In the case of bus drivers employed in scheduled and contract transport over 50 km and in occasional services, after a driving period of four and a half hours, the driver must take an uninterrupted break of at least 45 minutes, unless he is taking a rest period. This break may be replaced by a break of at least 15 minutes, followed by a break of at least 30 minutes , these breaks being distributed in such a way as to comply with the provisions of the previous sentence.
A driver working as part of a multi-person crew may take his 45-minute break in a vehicle driven by another driver, provided that the driver taking the break does not participate in driving the vehicle and does not perform any other work during the break.
The break from driving corresponds to the break between work hours detailed in paragraph (16).
(8)
Daily driving time:
The total driving time accumulated between the end of a given daily rest period and the beginning of the next daily rest period, or between the end of a given daily rest period and the beginning of a weekly rest period. The daily driving time is 9 hours, which can be extended to 10 hours, up to twice a week.
(9)
Daily working hours:
The working hours falling within a calendar day or an uninterrupted period of twenty-four hours. Daily working hours - for all employees covered by Annexes 3-9 - may exceed 10 hours if night work partly falls between 00:00 and 04:00.
(10)
Weekly driving time:
Total driving time accumulated during the week . Weekly driving time may not exceed 56 hours. Total driving time accumulated during any two consecutive weeks may not exceed 90 hours.
(11)
Weekly working hours:
The amount of regular and extraordinary working hours per week is 48 hours, which can be extended to a maximum of 60 hours if the average of the working hours does not exceed 48 hours per week.
(12)
The concept of "week" :
The period from Monday 00:00 to Sunday 24:00 .
(13)
Resting:
Effective: From January 1, 2009 Indefinitely Until
,; ; " " {, : / ? 7 7 23
VOLÁNBUSZ ZRT. COLLECTIVE AGREEMENT
Any uninterrupted period during which the driver is free to dispose of his time.
(14)
Break:
A break is a period during which the driver cannot drive or perform any other work and which can only be used for regeneration.
( 15 ) Daily rest time:
The daily period during which the driver has free time and which
It includes "regular daily rest periods" and "reduced daily rest periods" .
Within each 24 -hour period after the end of the previous daily rest period or weekly rest period , the driver must take another daily rest period.
Regular daily rest period:
Any rest period of at least 11 hours . This regular daily rest period may be divided into two periods (partial rest period), the first of which shall be at least 3 hours without a break and the second of which shall be at least 9 hours without a break.
Reduced daily rest period: At least9hours,butlessthan11 hours.
A driver may have a maximum of three reduced daily rest periods between any two weekly rest periods.
In the case of a multi- driver crew , each driver must be provided with an uninterrupted daily rest period of at least nine hours within a thirty-hour period .
(16)
Weekly rest period
The weekly period during which a driver has free time and which includes a "regular weekly rest period" and a "reduced weekly rest period".
Regular weekly rest period:
Any rest period of at least 45 hours ,
Reduced weekly rest period:
Any rest period of less than 45 hours, which may be reduced to a continuous period of at least 24 hours under the conditions laid down in Article 8 of Regulation (EC) No 561/2006 .
When providing weekly rest periods , the employer shall, in accordance with Article 8 of Regulation ( EC) No 561/2006 :
must act in accordance with the provisions
(17) Break
between work hours :
Regulation (EC) No 561/2006 only uses the term "break". A break is a period during which the driver cannot drive or perform any other work and which can only be used for regeneration.
In the bus driver position, continuous work without breaks may not exceed six hours.
In the case of a journey of more than 50 km, if the total daily working time is between six and nine hours, it must be interrupted by a 30-minute break, and if it exceeds nine hours, by a 45-minute break. The break may be divided into periods of at least 15 minutes each.
Effective: from 1 January 2009 for an indefinite period
(18)
Task train over 50 km : A scheduled, special-purpose scheduled(contracted)50inRegulation(EC) No 561/2006.Atrain over 50 km is considered to be a train where at least one scheduled service has a route length of over 50 km.
Task/route of less than 50 km : Regular and special scheduled (contracted) services not exceeding 50 kilometres, not covered by Regulation (EC) No 561/2006 . A route of less than 50 km is considered to be one where the length of a single scheduled service or special scheduled (contracted) service does not exceed 50 km.
(19)
Multiple crew:
The case where, during a driving period, a driver works as part of a multi-crew, if at least two drivers are present in the vehicle for the purpose of driving between two consecutive daily rest periods or between a daily rest period and a weekly rest period. The presence of another driver or drivers is not mandatory for the first hour of multi-crew driving, but is mandatory for the remainder of the period.
(20) Split daily working hours:
The employer may divide the daily working time into a maximum of two parts. At least two hours of so-called split time must be provided between the daily working times according to the schedule.
Split daily working hours may be applied if the employee can spend the split time between the interruption and resumption of service at his/her place of residence or in a facility, site, bus station or railway station operating under the hygiene standards prescribed by law and with social conditions .
(21)
Distribution time :
In the case of a split daily working time, there is a rest period of at least two hours between the daily working times according to the schedule, which is not part of the working time.
During the split time, the employee is obliged to ensure that he/she remains fit for work. During the briefing, the employee must be informed of the start and end of the split time on the working day.
(22)
Split daily rest period:
The professional name applied to the regular daily rest period issued in two installments .
The first part of the divided daily rest period shall be at least 3 hours without a break , and the second part shall be at least 9 hours without a break.
The split daily rest period can be applied to both races under and over 50 km .
4.7.2. Othergeneral provisions forbus drivers
(1)
Modification of working time schedule :
In extremely justified cases, the employer may modify the working time schedule up to 15 hours before the start of work. If the employee is fit for work, the employer may unilaterally deviate from this provision, but in this case, the time that is considered working time, but not more than 12 hours of it, shall be considered extraordinary work. The employee must be notified immediately of the modification of the working time schedule.
The provisions of this paragraph shall apply to the Baranya County Traffic Control Unit, the Somogy County Traffic Control Unit, the Tolna County Traffic Control Unit, the Győr-Moson-Sopron County Traffic Control Unit, the Vas County Traffic Control Unit, the Veszprém County Traffic Control Unit.
 |
Effective: from January 1, 2009 for an indefinite period
/i;'/;- 25
,,: l , , - . , , / ,:- ,- - - -
VOLÁNBUSZ ZRT. COLLECTIVE AGREEMENT
shall be applied with the exceptions set out in the relevant annex to employees employed as bus drivers in the Zala County Traffic Operation.
(2) In the event of extraordinary circumstances (i.e. when the direct purpose of the work is: preventing or averting an accident, natural disaster, or serious damage ; eliminating a technical fault or service disruption), the employer - in cooperation with the competent authorities - shall take special measures.
(3) The bus driver may deviate from the rules on driving time, driving breaks and rest periods to the extent necessary for the given situation , in order to reach a suitable stopping place or to end the journey in the interests of the safety of persons or the vehicle , provided that this does not cause a risk of accidents in road traffic. The driver must indicate the reason for such deviations on the data recording sheet of the tachograph or on a sheet printed out from the tachograph or by hand on a worksheet, at the latest upon arrival at a suitable stopping place. Regular institutional statistical control by the employer is mandatory regarding daily and weekly driving time. In addition, the employer is obliged to ensure the conditions (through time sheets, performance records, time sheets and other recording devices) so that compliance with the driving time limits can be checked on a case-by-case, individual basis. The employer is obliged to keep records of the monitoring of daily and weekly rest periods and additional rest periods so that they can be checked subsequently, on a case-by-case and individual basis.
(4) Subject to the provisions of Act 1 of 1988, Section 18/J, Section 18/D and Section 18/E, the performance of tasks ordered during the period of time considered as working time that differ from the original working time schedule (reverse work schedule) shall not be considered work that differs from the original working time schedule, even if the performance of the task (end of working time) thereby extends beyond the original working time schedule.
Valid from: 1 January 2009 for an indefinite period
CHAPTER V
5.
Freedom and the release of freedom
(Matthew 115 - 125. §)
(1) An employee shall be entitled to leave in each calendar year based on the time spent at work , which shall consist of basic and additional leave. If the employee's employment relationship began or ended during the year , he shall be entitled to a proportionate part of the leave .
(2) In contrast to Section 124 of the Labour Code, holiday pay is calculated in working days , taking into account the working day according to the general work schedule (five days a week, from Monday to Friday ) for each employee , taking into account the daily working hours according to the employment contract .
(3) The employer shall ensure that the schedule for the granting of their annual leave is agreed with them in advance on each occasion. The employer may establish the detailed rules regarding the agreement in the employer's regulations.
The employer may verify the accuracy of the information contained in the statement requesting additional leave submitted by the employee regarding the use of additional leave for children pursuant to Section 18 (1) - (2) of the Employment Act .
In the event that the information contained in the declaration does not correspond to reality, the employee may be subject to adverse legal consequences applicable in the event of culpable breach of duty .
(4) 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 31 March of the year following the year in question.
I >//Z:-- -
Effective : from January 1, 2009 for an indefinite period
VOLÁNBUSZ ZRT. COLLECTIVE CONTRACTOR
CHAPTER VI
6.
Rewarding work
6.1. Wage systems and wage forms
Mt. 136 - 138. §
VOLÁNBUSZ Zrt. basically uses time-based wages, which does not exclude the use of performance-based wages, adapted to the specific tasks of each area .
The wages of non-monthly salaried employees working at the start and end of summer time must be calculated based on actual performance and actual working hours.
6.2.
Fuel savings reimbursement
The amount and rules of the fuel savings compensation are contained in the employer's regulations. After the termination of the employment relationship, fuel savings compensation may not be paid to the employee, as it does not form part of the settlement between the employer and the employee.
6.3. Special rule regarding remuneration for standby and on-call work and the allowance for work on a public holiday
The provisions of Section 144 and Section 145 (2) of the Civil Service Act shall apply to the remuneration of standby and on-call work.
According to Section 140(2) of the Labour Code and certain provisions of this Collective Agreement, the employee is entitled to a supplement for work on a public holiday only if the work starts on a public holiday. In this case, however, the employee is entitled to the supplement for the full working time, even if part of the working time does not fall on a public holiday. Accordingly, the employee is not entitled to the supplement if part of the work falls on a public holiday, but the work starts on a public holiday .
6.4.
Bus driver salary system and its special elements
The employer applies a uniform wage system at the national level for employees employed in the position of bus driver as follows . The structure of the wage system is contained in Annex 10.
6.4.1.
Calculationabsencepay
The calculation of the absence pay for employees employed as bus drivers is carried out in such a way that, in addition to the employee's basic salary, only the amount of the loyalty pay and the traffic compensation wage supplement shall be taken into account. The calculation of the absence pay with regard to the allowance due for the period of release and the severance pay is carried out in accordance with the rules of the Labour Code .
Effective: from January 1, 2009 for an indefinite period
with the exception that payments made in the current month should be taken into account instead of the last six months preceding the due date .
6.4.2.
Rules for calculating compensation
The calculation of certain wage supplements for bus driver employees (as set out in points 6.4.6 -6.4.15 ) is based on the amount of the basic wage determined as an hourly wage .
6.4.3.
Basic salary
The wages of employees employed as bus drivers are determined on an hourly basis. The rate is determined in the wage agreement in force at all times.
6.4.4.
Loyalty fee
Bus driver employees would receive a loyalty pay based on their continuous employment with the Company and the time they spent as a bus driver, as follows :
|
Employed at VOLANBUSZ
Zrt. |
Loyalty rate
|
|
time spent |
|
|
5 years |
50 HUF/hour |
|
20 years |
100 HUF/hour |
If the employee performs bus driver duties in addition to another job , the starting date of the bus driver job must be taken into account for the start of the period of employment .
In addition to the above, employees who joined the bus driver job on or before September 30, 2019, or who were members of the regular staff before that, are entitled to a loyalty wage of HUF 100/hour worked . In addition, employees who have been members of the regular staff for at least 3 years after September 30, 2022 and are employed in the bus driver job are also entitled to a loyalty wage of HUF 100 /hour worked .
6.4.5.
Downtime
If the bus driver does not fulfill the employer's employment obligation during the working hours according to the schedule (standby time) , except for unavoidable external reasons , he is entitled to a basic salary, but is not entitled to any other wage supplement.
6.4.6.
Compensation forworkingona publicholiday
Bus driver employees who are required to work during regular working hours on a public holiday (paid holiday) are entitled to a 100% wage supplement for the duration of the work performed on the public holiday .
6.4.7 .
Night work allowance
Bus drivers are entitled to a 15% wage supplement for night work (performed between 10:00 pm and 6:00 am) if the work lasts at least one hour .
Effective: from January 1, 2009 for an indefinite period
VOLÁNBUSZ ZRT. COLLECTIVE AGREEMENT
6.4.8.
Supplement for extraordinary working hours beyond the working hoursestablishedduringsettlementfollowingthe expiryof the working hours
Bus driver employees employed within the working hours framework are entitled to a 50% wage supplement based on the hours worked beyond the working hours framework - as extraordinary working hours .
6.4.9
. Compensationforvoluntaryovertimework
If the bus driver employee voluntarily undertakes overtime work exceeding 300 hours per year based on a written agreement pursuant to Section 135 (3) of the Labor Code, he is entitled to
a 100% wage supplement for the part exceeding 25 hours above the monthly working hours .
6.4.10.
Other allowances forextraordinarywork
Bus driver employees are entitled to a 50% wage supplement for other extraordinary work not specified above.
6.4.11. Drivingtimeallowance
The bus driver employee is entitled to a wage supplement of 125 HUF/hour for driving time .
6.4.12.
Qualityincentive supplement
The quality incentive bonus is a means of recognizing the flawless performance of bus drivers. In the event of flawless performance, the bus driver employee is entitled to a salary bonus in the amount specified in the collective agreement in force at all times .
The detailed conditions for the payment of the quality incentive supplement are defined in the employer's regulations.
6.4.13.
Wage supplementforavailability
The bus driver employee is entitled to a 100% wage supplement for the time they are available .
6.4.14.
Supplement fordivideddailyrest periodsandsplittime
For the shorter duration of the divided daily rest period (at least 3 hours), and in the case of a divided daily working time, the employee is entitled to a 30% wage supplement for the duration of the divided period.
6.4.15.
Trafficcompensation wage supplement
An employee employed as a bus driver is entitled to a turnover compensation wage supplement.
6.4.16.
Trading andrevenue commission
Bus drivers are entitled to a commercial and revenue commission on the passes and tickets they sell, in accordance with the rates and rules applied by the legal predecessor companies, effective on the day prior to the legal merger on September 30, 2019.
Effective; from January 1, 2009 for an indefinite period
6.5. Uniform wage system for employees employed in manual work at the Directorate General for Operations
VOLÁNBUSZ Zrt. applies a uniform wage system at the national level for employees employed in manual work at the General Directorate of Operations as follows. The structure of the wage system is contained in Annex 10.
6.5.1.
Basic salary
The wages of employees covered by this section shall be determined on an hourly basis .
6.5.2.
Loyalty fee
An employee who joined the force on or before September 30, 2019, or who was a member of the regular force before that date, and who falls under the scope of this section, shall be entitled to a loyalty pay of 100 F per hour worked. In addition, an employee who has been a member of the regular force for at least 3 years after September 30, 2022, and who falls under the scope of this chapter shall also be entitled to a loyalty pay of 100 F per hour worked.
6.5.3.
Working hours
The employment of employees falling within the scope of this point shall be carried out within a working time frame .
6.5.4.
Overtimework
With regard to overtime work, the provisions of Section 107 of the Labour Code shall apply, with the proviso that overtime work other than the regular working hours - taking into account the provisions of Section 97(5) of the Labour Code - is considered to be working hours modified within the ninety-six hours preceding the start of the daily working hours. The supplement for overtime work is 50%, which the employee is entitled to in addition to his/her regular working hours.
6.5.5. Calculation of wage supplements and absence pay
The employee is entitled to a shift allowance in accordance with Section 141 of the Labour Code , with the following provision being applied instead of Section 141 (2) of the Labour Code : For the purposes of paragraph (1), a change shall be considered regular if the starting time of the daily working hours according to the schedule differs for at least a quarter of the working days per month, and there is a difference of at least four hours between the earliest and latest starting times .
The employee is entitled to nighttime allowance in accordance with Section 142 of the Labor Code .
The employee is entitled to a 40% wage supplement ("weekend supplement") for work performed on Saturday (excluding Saturdays declared as working days in a decree issued pursuant to Section 102(5) of the Labor Code), Sundays, and days declared as rest days in a decree issued pursuant to Section 102(5) of the Labor Code. On the other hand, in the event of work performed on a public holiday pursuant to Section 102(1) and (4) of the Labor Code, the employee is entitled to a 40 % wage supplement according to Section 102(1) and (4) of the Labor Code.
is entitled to a wage supplement pursuant to Section 140 , Subsections (2)-(3) .
In the event of standby, the employee is entitled to a 20% wage supplement in accordance with Section 144 of the Employment Act . The wage supplement is calculated based on the employee's hourly wage. The absence fee ( excluding severance pay and wages for the notice period payable to the employee ) is calculated in accordance with the Employment Act.
6.5.6. Remuneration of employees performing educational activities
Remuneration of employees ( instructors ) conducting practical training for 1 student
15,000 HUF, for each additional student the remuneration is + 5,000 HUF/student/month. In the case of locations with an exceptionally high number of students (minimum 15 people) , the activity
/ Effective: from January 1, 2009 for an indefinite period
tj L :;/ 31
VOLÁNBUSZ ZRT. COLLECTIVE AGREEMENT
and an additional 40,000 HUF/month allowance may be granted to the instructor responsible for the coordination of administration. Issues related to the remuneration of education not regulated in this point are determined in the employer's regulations. The remuneration according to this point is not entitled to employees employed in the position of workshop manager or technical instructor, nor to those employees who receive remuneration differently for carrying out educational activities based on an individual agreement concluded with the employer.
6.5.7. Quality incentive supplement
Employees covered by this chapter are entitled to a quality incentive bonus as a means of recognizing their flawless performance , the amount of which is determined by the collective agreement in force at all times .
The detailed conditions for the payment of the quality incentive supplement are defined in the employer's regulations.
6.6.
Uniform rules for employees employed in other manual jobs
salary system
VOLÁNBUSZ Zrt. applies a uniform wage system at the national level for employees employed in manual work not covered by Chapters 6.4. and 6.5. , as follows . In addition to employees employed in manual work in the General Directorate of Operations , this point also does not apply to apprentices with employment contracts and bus drivers on training courses , as well as employees employed in manual work in the Cabinet and Human Resources Deputy CEO organizational units . The structure of the wage system is contained in Annex 10.
6.6.1.
Basic salary
The basic wage of employees covered by this point is determined on an hourly basis .
6.6.2. Loyalty fee
Employees who joined the company on or before September 30, 2019, or who had a previous membership in the regular guard, and who are covered by this chapter, are entitled to a loyalty wage of HUF 100/hour worked. In addition, employees who have been a regular guard member for at least 3 years after September 30, 2022, and who are covered by this chapter, are also entitled to a loyalty wage of HUF 100/ hour worked .
6.6.3. Working hours
The employment of employees falling within the scope of this point shall be carried out within a working time frame . In particularly justified cases, the employer is entitled to impose a longer working time frame of up to six months.
6.6.4. Overtime work
With regard to overtime work, the Parties order that the provisions of Section 107 of the Labour Code shall apply, with the proviso that overtime work other than the working time schedule (other than "commanding" ) - taking into account the provisions of Section 97 (5) of the Labour Code - in the case of employees employed in the traffic sector , shall be deemed to be 15 hours prior to the start of the daily working time ,
Effective: from January 1, 2009 for an indefinite period
In the case of employees employed in other fields, working hours are considered modified within 96 hours. The overtime allowance is 50%, which the employee is entitled to in addition to his/ her regular working hours .
6.6.5.
Calculation of wage supplements and absence pay
The employee is entitled to a shift allowance in accordance with Section 141 of the Labour Code , provided that the following provision is applied instead of Section 141 (2) of the Labour Code : For the purposes of paragraph ( 1) , the change shall be considered regular if the starting time of the daily working hours according to the schedule differs for at least a quarter of the working days per month , and there is a difference of at least four hours between the earliest and latest starting times .
The employee is entitled to nighttime allowance in accordance with Section 142 of the Labor Code .
In the event of work on a public holiday pursuant to Section 102 (1) and (4) of the Labour Code , the employee is entitled to a wage supplement pursuant to Section 140(2)-(3) of the Labour Code .
In the event of standby, the employee is entitled to a 20% wage supplement in accordance with Section 144 of the Labor Code . The parties agree that the amount of the supplement for work on public holidays is 100%.
The basis for the allowance is the basic hourly wage.
The parties agree that the employee is not entitled to any other allowances other than those provided for in this chapter , and all additional allowances not specified in this agreement shall cease to apply, including the one hundred percent wage allowance in addition to the provision of a weekly rest day ( rest period) pursuant to Section 143 (4) of the Labour Code .
The parties agree that , in the event of termination/termination of employment for employees covered by this chapter , the employee is entitled to absenteeism pay in accordance with the provisions of the Employment Act . The basis for the absence pay related to paid absences is calculated in accordance with the Employment Act, supplemented by the amount of loyalty pay . In the case of all employees , absence pay shall be paid for the daily working hours in accordance with the provisions of Section 146 (3) d) of the Employment Act , if the working hours to be performed are reduced due to a public holiday falling on a working day according to the general work schedule.
6.7.
Uniform wage system for employees
employed in supervised intellectual work
VOLÁNBUSZ Zrt. applies a uniform wage system at the national level for employees employed in managed intellectual work , as follows. The structure of the wage system is contained in Appendix 10 .
6.7.1.
Supervised intellectual work
The Parties agree that the list of assigned intellectual jobs is authorized to be established by the Operational HR Directorate, taking into account the specificities of the job and the specificities of the company's operations , based on the opinions of the specialist areas and employee interest representation organizations (the trade unions under Section 276 (8) of the Labor Code , as well as the Central Works Council) .
6.7.2.
Basic salary
The basic salary of employees covered by this point is determined in monthly terms .
yes/ no
Effective: from January 1, 2009 for an indefinite period
6.7.3. Working hours
The employment of employees covered by this point shall be carried out within a working time frame . The duration of the working time frame shall be, in the absence of a different agreement or measure, one month, the starting date of which shall be the first day of the relevant month and the ending date shall be the last day of the relevant month.
6.7.4. Overtime work
With regard to overtime work, the Parties order the application of Section 107 of the Labour Code, with the proviso that overtime work other than the working time schedule (other than "commanding" ) - taking into account the provisions of Section 97 (5) of the Labour Code - is considered to be working hours modified within 15 hours prior to the start of the daily working time in the case of employees employed in the traffic and safety field, and within 96 hours in the case of employees employed in other fields . The overtime supplement is 50%, which the employee is entitled to in addition to his/her regular working hours. The SAP system automatically calculates overtime work beyond the working time frame .
6.7.5. Calculation of wage supplements and absence pay
The employee is entitled to a shift allowance in accordance with Section 141 of the Labour Code , with the following provision being applied instead of Section 141 (2) of the Labour Code : For the purposes of Section (1) , the change shall be considered regular if the starting time of the daily working hours according to the schedule differs for at least a quarter of the working days per month, and there is a difference of at least four hours between the earliest and latest starting times .
The employee is entitled to nighttime allowance in accordance with Section 142 of the Labor Code .
In the event of work on a public holiday pursuant to Section 102(1) and (4) of the Labour Code , the employee shall be entitled to a wage supplement pursuant to Section 140(2)-(3) of the Labour Code. The Parties hereby stipulate that - given that the employer's activity is by its nature uninterrupted (not exceeding six hours per calendar day and aimed at providing a service that meets a public social need) - employees falling within the scope of this chapter shall not be entitled to a "weekend supplement" or a Sunday supplement pursuant to Section 140(1) of the Labour Code in the event of work performed on Saturday, Sunday or on a day declared a day of rest in a decree issued pursuant to Section 102( 5) of the Labour Code .
In the event of standby, the employee is entitled to a 20% wage supplement in accordance with Section 144 of the Labor Code . The parties agree that the amount of the supplement for work on public holidays is 100%.
The basis for the allowance shall be determined in accordance with the provisions of the Act .
The parties agree that the employee is not entitled to any other allowances other than those provided for in this chapter , and all additional allowances not specified in this agreement shall cease to apply, including the one hundred percent wage allowance without weekly rest day (rest period) pursuant to Section 143 (4) of the Labour Code.
The Parties agree that with regard to employees covered by this clause, if employment is terminated/terminated, the employee is entitled to absence pay in accordance with the provisions of the Employment Act . The basis for the absence pay related to paid absences is also calculated in accordance with the provisions of the Employment Act.
Valid: from January 1, 2009 for an indefinite period
|
6.8 . Wage protection , payment of wages and wrongly paid wages
(Matthew 154-164. §§)
The parties to the Collective Agreement determine the date of payment of wages at a single date in accordance with the provisions of Section 157 (1) of the Labour Code, i.e. the employer shall pay the employee's wages by the 10th day of the month following the month in question .
If the wage payment day falls on a rest day or a public holiday, the wage will be paid on the previous working day at the latest .
The deposit is made entirely by transfer to a bank account .
The company shall pay wages by transfer in such a way that the wages are in the employee's bank account by the date specified in Section 157 (1) of the Labor Code (or Section 159 (2) of the Labor Code).
If the transfer is not made by the agreed deadline due to the Company's fault , and the employee is proven to suffer damage as a result , the Company is obliged to compensate for the damage .
If the employer has not properly accounted for the employee 's wages and as a result the unpaid wages to the employee
exceed HUF 10,000 gross and reach 5 % of the employee's basic wage (in the case of hourly wages: hourly wage*174 is the basis for the calculation), a mid-month payment must be applied. In other cases, the unpaid wages must be paid to the employee together with the next month's wages . The mid-month payment must be made by the 20th day of the month in question (or the previous working day if it falls on a rest day or public holiday) .
The employer may deduct the unjustified or erroneously paid wages or other remuneration from the following month's wages in accordance with the rules applicable to claims arising from advances. Failing this, the employee must be notified in writing within 60 days and requested to repay. In the event of failure to do so, the employee may only be required to repay if he or she should have recognized the unfounded nature of the payment or if he or she caused the erroneous payment.
6.9. Accounting for time spent away from work , absence pay
(Matthew 148-152 . §)
In cases under the Labor Code, the employee is entitled to an absence payment in the event of absence from work , which is calculated in the manner specified in the Labor Code , taking into account the provisions of points 6.4.-6.6. in the case of bus drivers and other employees employed in physical jobs.
For full-time employees, 8 hours of working time must be counted for holidays and other full-day paid, certified
absences . For part-time employees ,
1 / //
I L , /, : ·· , ; ,: , : .; , eh ..
,-- ·-
Valid from: January 1, 2009 for an indefinite period
The full daily working hours specified in the employment contract must be counted for holidays and other full-day paid absences of employed employees .
6.10. Awards, recognitions
The Parties agree that the bonus amounts for the bonuses and awards under this section shall be determined by employer regulations , which shall be reviewed annually , provided that the bonus amounts may not be reduced as a result of the review,
6.10.1. Moral and financial recognition of members of the National Guard
"Regular Guard Membership" is a form of recognition for employees who have been working at VOLÁNBUSZ Zrt. for a long time .
The conditions of "Regional Guard membership", its financial and moral recognition system, and the procedure for the tasks related to it are contained in the employer's regulations. The amount of the reward for the Regional Guard membership is contained in the table below; otherwise, the amount for the given year after 2021 will be determined by the parties in the annual Wage Agreement,
Reward amount for regular guard membership
|
Degree |
HUF/person |
|
10 years |
85 OOO |
|
15 years |
126 OOO |
|
20 years |
169 OOO |
|
25 years |
211 OOO |
|
30 years |
237 OOO |
|
35 years |
254 OOO |
|
40 years |
254 OOO |
|
45 years |
254 OOO |
6.10.2. Recognition of accident-free transport
The Company recognizes bus drivers who complete a specified number of kilometers without an accident with a medal, certificate and cash reward as follows:
Accident- free kilometers
250,000 km
500,000 km
reward
47,200 HUF
82,600 HUF
Effective: From January 1, 2009 until further notice
750,000 km
1,000,000 km
1,250.00 km
1,500,000 km
1,750,000 km
2,000,000 km
118,000 HUF
177,000 HUF
212,400 HUF
247,800 HUF
295,000 HUF
354,000 HUF
The detailed rules and conditions of the recognition are set out in the employer's regulations. The parties shall determine the amount of the recognition for Accident-Free Driving for a given year after 2021 in the annual Wage Agreement.
6.10.3. Praise
The following commendations can be given in recognition of outstanding activities and high- quality professional work performed at the Company :
• Chairman's/CEO's Commendation
• Deputy CEO Commendation
ri Director/General's Commendation
• Leadership praise
The conditions for the commendations under this point , as well as the amount of the monetary reward associated with each commendation, are contained in the employer's regulations.
;;'/
Effective: from January 1, 2009 for an indefinite period
CHAPTER VII
7.
Social and welfare subsidies and benefits
7.1.
Scope of social and welfare benefits
• 
legal aid service,
■
assistance,
■
voluntary insurance fund support.
(1)
Legal aid service
Legal aid service - not including legal disputes against the Company, as well as cases in which there is a conflict of interest between the employee (pensioner) and the Company
- provides legal protection, legal information, advice, the necessary assistance and legal representation to all employees and pensioners of VOLÁNBUSZ Zrt. Its purpose is to provide employees with free legal assistance in disputes within the workplace and in their cases, procedures and lawsuits before various state bodies. The rules for the operation of the legal aid service are set out in an agreement between the parties, and the costs of the legal aid service are covered by the Company.
(2) Assistance system
The Company provides the benefits (and other benefits) listed in points A)-D) to its employees in accordance with the provisions of the collective agreement in force at all times and the relevant employer regulations:
A) compassionate care
B) funeral benefit
C} Assistance for the purchase of a device for sleep apnea
D) social assistance
Employees are entitled to benefits (other benefits) under points A)-C) without any further consideration if the conditions specified occur. Social benefits under point D) may be granted to employees by the employer and the Central Works Council/individual works councils (ÜT) on the basis of the right of co-decision pursuant to Section 263 of the Labour Code
.
(3) Voluntary insurance fund support
The Parties note that the voluntary insurance fund support system has been uniformly defined as of 2020, which is recorded annually in a separate agreement by the parties to the Collective Agreement .
7.2.
Scope of other benefits
■ salary advance,
• clothing supply,
the travel discount,
Effective: from January 1, 2009 for an indefinite period
(1)
Advance payment of wages
The employer may provide an advance wage to the employee in accordance with the relevant employer regulations.
(2)
Clothing supply
The Company provides work clothes to its employees working in positions where the work involves significant contamination of clothing . In accordance with the economic interests of the Company, the benefit may also be provided in the form of rented clothing , in which case the wearing times set out in Annex 2 shall not be taken into account .
The Company provides uniforms to its employees who have direct contact with the traveling public .
Based on the applicable laws , the Company provides protective clothing for those jobs in which this protection is justified , given the physical, chemical or biological harmful effects that endanger the health and physical integrity of the employee during work .
The range of employees entitled to work and uniform clothing , the types of clothing and the number of pieces of each type of clothing that employees are entitled to , as well as the wearing times , are included in Annex 2. The employer determines the range of employees entitled to work protective clothing in the employer's regulations in accordance with the applicable laws .
The amount of the allowance, the description of the clothing , the times of wearing, the rules of wearing, and the administrative regulations may be set out in the employer's regulations - instead of the above annex or in addition to the contents thereof . The regulations must be agreed with the employee interest representation organization(s) signing the KSZ when they are issued and amended .
(3)
Travel discounts
The Company provides a certificate entitling you to travel benefits based on the relevant Government Decree .
The beneficiaries, amount and conditions of travel discounts are contained in the employer's regulations.
I ¼- ,
t11/
Effective: January 1, 2009 for an indefinite period
CHAPTER VIII
8.
Liability for damages
8.1.
Negligent damage caused by an employee
(Matthew 179 , 191 )
In the event of negligent damage caused by an employee - not including grossly negligent damage - the amount of compensation may not exceed the employee's three-month absence fee valid at the time of the damage.
8.2.
Enforcement of the employer's claim for compensation
The detailed rules of employee liability and the procedure for enforcing compensation claims are contained in the employer's regulations.
8.3. Special
rules for negligent damage to buses
The Parties stipulate that the employer shall regulate, in the employer's regulations pursuant to point 8.2., effective from 1 January 2022, the damages caused by negligence by the employee in buses without CASCO insurance (excluding seriously negligent damage) in such a way that the amount of compensation shall not exceed the deductible amount charged to the Company in the case of buses with CASCO insurance as set out in the current insurance contract. The employer shall continuously examine and maintain this regulation depending on its economic possibilities.
Effective: From January 1, 2009 Indefinitely Until
CHAPTER IX FINAL PROVISIONS
(1)
The date of entry into force of the Collective Agreement: January
1 , 2009. At the same time, the company Collective Agreement in force since September 1, 2007 shall cease to be valid .
(2)
The competent organizational unit of the Human Resources organization shall keep records of the Company's
authentic, original, signed Collective Agreement , including its amendments, and shall ensure the fulfillment of the notification and data provision obligations in accordance with the laws in force at all times regarding the conclusion and amendments to the Collective Agreement .
(3)
The contracting parties agree to review the Collective Agreement annually and , if necessary, amend it.
(4) For the purposes of
this Collective Agreement, employer regulations shall mean all internal regulations in accordance with Section 17 of the Employment Act , including the instructions of the President and CEO and the instructions of the Deputy CEO . The employer undertakes to keep and publish a separate register of the employer regulations referred to in the Collective Agreement, which it shall update if necessary, in order to make them easier for employees to familiarize themselves with.
(5)
Based on the Act on Transport and Public Transport, which entered into force on 1 July 2012, the trade union authorized to conclude and amend the collective agreement at VOLÁNBUSZ Zrt. is the Basic Organization of the Public Transport Trade Union VOLÁNBUSZ Zrt. on 1 July 2012. In view of this, the
For the purposes of points 1.2. - 1.5., the trade union(s) (interest representation(s)) authorized to conclude, amend, terminate the Collective Agreement and sign the amendment shall mean the legal successor of this trade union , the VOLÁNBUSZ
Transport Trade Union, and then its legal successor, the Road Transport Trade Union .
(6) This Collective Agreement
is a Collective Agreement consolidated with Amendment No. 18 and collective agreements , which consolidated
amendment shall enter into force on January 1 , 2022 .
(7)
For the purposes of this Collective Agreement, the 2019 company law merger ( merger pursuant to Section 3:44 . (1) of Act V of 2013 on the Civil Code ) shall mean the merger of the following business entities into VOLÁNBUSZ Zrt., as the receiving company :
DAKK Southern Great Plain Transportation Center Private Limited Company (Cg.
03-10-100546),
South Transdanubian Transport Center Private Limited Company (Cg. 14-10-300286),
Northern Hungary Transport Center Private Limited Company (Cg. 05-10-000500),
KMKK Central Eastern Hungary Transport Center Closed
|
Joint Stock Company (Cg. 16-10-001794), |
|
|
|
ÉNYKK Northwest Hungary Transport Center Limited Liability Company (Cg. 18-10-100701),
|
Privately |
Working |
|
KNYKK Central-Western Hungary Transport Center Limited Liability Company (Cg. 11-10-001682).
|
Privately |
Working |
,'/ /'
, Effective; from 1 January 2009 for an indefinite period
( / / / _ ? 41
VOLÁNBUSZ ZRT. COLLECTIVE AGREEMENT
For the purposes of this Collective Agreement , the legal predecessor company or legal predecessor business company shall mean the companies listed above . In addition to the ( merging ) companies listed above , the company participating in a merger shall also mean VOLÁNBUSZ Zrt . as the acquiring company .
We consider this Collective Agreement , including its annexes , to be concluded and confirm it with our signature .
Budapest, December 2021. li :
|
VO BUSZZrt.
Dr. Zoltán Afféri President and CEO
.. . . .. . .... . .. . i . l!I , I . J. ! . . · . - . . 1 . . . r .. ... .... .. ... ... . .. . . .. . .
Road Transport Trade Union Baranyai Zoltán
President
/ ; /,/ l -
Effective: from January 1, 2009 for an indefinite period
ANNEXES
Annex No. 1
Annex No. 2
Annex No. 3
Annex No. 4
Annex No. 5
Annex No. 6
Annex No. 7
Annex No. 8
Rules for conducting proceedings establishing the enforcement of adverse legal consequences
Workwear and uniform supply
Different rules for employees of the Infrastructure Maintenance Plant East in Southern Borsod-Abaúj-Zemplén County , Southern Szabolcs-Szatmár-Bereg County, Northern Borsod-Abaúj-Zemplén County, Northern Szabolcs-Szatmár-Bereg County, Hajdú-Bihar County, Debrecen, Kazincbarcika, Miskolc, Nyíregyháza Vehicle Maintenance Plants, Vehicle Management in Northern Hungary Vehicle Maintenance Plants, Infrastructure Maintenance and Development Infrastructure Maintenance Plant East, Infrastructure Maintenance Group employees in Borsod-Abaúj-Zemplén County, Hajdú-Bihar County and Szabolcs-Szatmár-Bereg County, Fuel Management Group East in Borsod-Abaúj-Zemplén County, Hajdú-Bihar County and Szabolcs-Szatmár-Bereg County
Different provisions applied in traffic operations in Heves County, Jász-Nagykun-Szolnok County, and Nógrád County
Special rules for employees employed as bus drivers in Bács-Kiskun County Traffic Plant Békés County Traffic Plant Csongrád-Csanád County Traffic Plants
Special rules for employees of the Budapest and Agglomeration Region Traffic Companies employed as bus drivers
Different provisions applied in traffic operations in Fejér County and Komárom-Esztergom County
Special rules for employees employed as bus drivers in traffic companies in Baranya County, Somogy County, Tolna County
11!
Effective: from January 1, 2009 for an indefinite period
43
VOLÁNBUSZZRT. COLLECTIVE AUTHORS
Annex No. 9
Appendix 1
Györ Mosoli. Different provisions applied in traffic operations in Sopron County, Vas County, Veszprém County, Zala County
Structure of some wage systems
Effective: from January 1, 2009 for an indefinite period
Annex No. 1
RULES FOR
THE PROCEDURE FOR THE ENFORCEMENT OF AN ADVERSE LEGAL CONSEQUENCE
1. Initiation of the procedure,
notification of the affected (potential perpetrator) employee
(1) The procedure shall be initiated by the employer 's representative with authority and
competence ( authorized to do so under the employer's regulations on the procedure for the exercise of employer's authority) , by notifying the employee concerned in writing . The notification shall be made in accordance with Article 24 of the Employment Act.
The employee must be notified in the manner prescribed in § .
(2) The employer may initiate the procedure immediately after
becoming aware of the reason
underlying it , but no later than within 5 days . The day on which the employer became aware of the breach of obligation or obtained demonstrably credible information about it from another party shall be considered the day on which the employer became aware of the breach.
(3) The written notification under paragraph ( 1) shall include the following :
• the indication of the culpable breach of obligation for which the procedure was initiated;
• that the employee will be interviewed as a person involved in the case ( as a possible perpetrator ) ;
• if the personal interview and/or the investigation of the case is carried out through an investigator , information about this fact and about the identity of the investigator ;
• if it is possible
to interview the employee in person, the time and place of this;
• the invitation to bring the employee 's evidence to the hearing ;
• that the employer is entitled to authorize a representative in the case
who is entitled to be present during the hearing and represent his interests ;
• information that the employee is not obliged
to make a self - incriminating statement ;
• information on the provisions of paragraph (4) .
(4) The written notice shall draw the employee's attention to the fact that he or she has the right to waive the possibility of a personal hearing and to present his or her defense in writing . He or she shall
be informed that his or her absence from the hearing shall not impede the conduct of the proceedings . The date of the hearing shall be set in such a way that the employee has at least 5 days
from the receipt of the notice to
be able to prepare his or her defense thoroughly . If the employee waives the possibility of a personal hearing , he or she may present his or her defense
in writing within 5 days from the receipt of the notice.
2. Hearing the employee concerned
(1) In the event of a reasonable suspicion of a culpable breach of duty related to employment,
the employee shall, if possible, be interviewed in a recorded manner . However , the failure to conduct the interview -
for any reason - shall not prevent the proceedings from being
conducted .
45
/¼
If, for any reason known at the time of the initiation of the procedure, it is not possible to personally interview the employee, the notice of initiation of the procedure does not have to specify the date and place of the personal interview, but even in this case , it must be ensured that the employee can present his/her written defense within 5 days of receiving the notice. The employer's representative arranges for the interview of the employee in person or through an investigator. The employer's representative arranges for the appointment of the investigator - simultaneously with the initiation of the procedure - by issuing him/her a power of attorney to conduct the procedure. The employer's representative or the Company's CEO may also issue a general power of attorney to employees performing investigator duties . The power of attorney must be presented at the request of the employee interviewed as a data subject (potential perpetrator) .
(2) During the hearing, the employee shall be repeatedly informed of the culpable breach of duty for which the proceedings were initiated. He shall be given the opportunity to present his defense and present evidence.
(3) The minutes containing the facts shall record the time and place of recording the minutes, the full names, registration numbers, positions and legal title of the persons present at the recording. If the person present at the hearing does not have a registration number (is not an employee of the Company), then in the absence of such, the place and date of birth , the name of his mother and his contact details (address or e-mail address) shall be recorded. The minutes shall be issued and signed in as many copies as there are persons present at the time of recording, and all pages of the minutes shall be signed separately by those present. Each person present shall receive one copy of the minutes, and the person exercising the employer's authority or the investigating officer shall ensure that they are handed over.
(4) The minutes shall , in addition to the provisions of paragraph (3) , contain the following :
•
the indication of the culpable breach of obligation for which the procedure
was initiated;
•
that the employee will be interviewed as a person involved in the case (as a potential perpetrator) ;
•
if a witness is being heard at the same time in the case , information about the fact that he / she will be heard as a witness in the case ,
and the information provided to those present pursuant to paragraph {2) of point 3 ;
•
the warning that the employee is not obligated to do anything for himself/herself
to make an incriminating statement ;
•
whether the employee interviewed wished to use a representative ;
•
what statement did the
interviewed employee make regarding the charges against him/her ?
regarding breach of obligation .
(5) If the employee does not appear at the minutes hearing and does not present his/her defense in writing, the case shall be decided on the basis of the available data .
46
|
3.
Special rules for hearing witnesses
(1) If circumstances or information arising during the procedure make it necessary
, a witness may also be heard during the procedure . The hearing of a witness is mandatory if it is requested by the employee involved in the case ,
provided that the request for the witness to be heard is submitted
no later than during the hearing for the minutes specified in point 2 and the person to be heard
as a witness is specifically identified in a manner suitable for identification .
(2) The witness
shall, if possible, be heard together with the employee concerned in the case , and a joint record shall be made of the hearing. If either the employee heard as a person concerned or the person heard as a witness so requests, the hearing shall be conducted separately and a separate record shall be made of it. Those present shall be informed of this right at the beginning of the hearing , and the fact that the information has been given shall be recorded in
the record .
(3) In other respects, the rules detailed in points 1 and 2 shall apply mutatis mutandis to the notification and hearing of witnesses , as well as to the content of the notification and the minutes .
4.
Decision on the application or non-application of a negative legal consequence , the content of the decision and the rules for its issuance and delivery
(1) The draft decision containing an adverse legal consequence shall be drawn up by the employer's representative or, if the procedure was conducted with the assistance of the investigating commissioner , by the investigating commissioner in consultation with the employer's representative , with content corresponding to the employer's representative's decision. The employer 's representative shall send the draft decision , together with its full background material, directly to the competent organizational unit of the Human Resources organization for legal review and approval prior to its issuance . The draft resolution must be prepared within 5 calendar days following the recording of the hearing minutes or the submission of the written defense (in the absence of both, within 5 calendar days
following the last day of the deadline for submitting the written defense ) and sent electronically to the competent organizational unit of the Human Resources organization .
(2)
The competent organizational unit of the Human Resources organization shall immediately carry out a legal review of the draft resolution . Following the legal review , the employer's representative or the investigator shall finalize the resolution and ensure its signing , and then deliver it to the employee within 15 calendar days of receiving it by personal delivery or by
return receipt. The employee must confirm receipt of the resolution by signing it
. If he or she refuses to accept it, a record of this fact shall be made - in the presence of two witnesses - and the Mt.
Based on the provisions of Section 24 (1), it shall be deemed to have been communicated .
(3) When serving the decision pursuant to paragraph (2), attention must be paid to the provisions of Section 56, Paragraph (3) and Section 78, Paragraph (2) of the Criminal Procedure Act, with regard to which service shall be effected within fifteen days of becoming aware of the reason forming the
basis of the procedure , but no later than one year from the occurrence of the reason - commission of a criminal offence
47
,/t
in the case of a criminal offence - must occur . For the purposes of this point 4, knowledge or acquisition of knowledge shall mean the knowledge of all circumstances necessary for the application of the adverse legal consequence or for the making of a well-founded decision by the employer . In the event of doubt or legal dispute, the employer is obliged to prove the date of acquisition of knowledge, for which purpose the employer or the investigating commissioner shall ensure that the document proving this is available from the file.
(4) The employer shall determine the adverse legal consequence by taking into account all the circumstances - in particular the damage caused, the danger created, the objective gravity of the act, the previous service record and work of the employee concerned, and his social circumstances - on the basis of free discretion, in such a way that it has an individual and general deterrent effect in addition to the legal disadvantage applied . No other adverse legal consequence may be applied except as provided for in paragraph (2) of Section 2.7 of the Collective Agreement.
(5) The adverse legal consequence shall be established in the form of a reasoned written decision, which shall consist of a operative part and a statement of reasons. The operative part shall contain the following :
• if it can be clearly established from the circumstances of the case , the degree of culpability (negligent, grossly negligent or intentional);
• a detailed, clear definition of the adverse legal consequence applied ;
• informing the employee that the provisions of Section 287 (1) of the Employment Act
e) of the Civil Code, you may file a claim with the competent court within thirty days of receipt of the decision , and that the filing of the claim has a suspensive effect on the enforcement of the adverse legal consequence sought to be applied pursuant to Section 287 (5) of the Civil Code .
The justification must include the facts on which the dispositive portion is based, the accepted evidence, the employee's defense, the related findings and a list of the provisions violated, as well as the circumstances taken into account, the considerations and facts playing a role in the exercise of discretion and the exercise of the right of equity.
(6) No adverse legal consequence may be applied if :
• it cannot be established beyond doubt that the employee concerned committed the culpable breach of duty;
• the objective (one year or, in the case of a criminal offence, the statute of limitations) or subjective (fifteen days) deadline referred to in paragraph (3) under Section 78 (2 ) has expired ;
• the same offense of the employee has already been adjudicated under labor law, excluding the possible separate application of adverse legal consequences and the obligation to pay compensation;
• the employee's employment relationship has been terminated in the meantime .
In this case, the employer's representative shall notify the employee concerned of the termination of the procedure in the manner specified in paragraph 1 (1). The notification shall state the reason for the termination of the procedure.
5. Enforcement of the adverse legal consequence
(1) The employer may suspend the enforcement of the established adverse legal consequence - taking into account the gravity of the act and the personal and family circumstances of the employee - for a probationary period of at least one month and a maximum of eighteen months. If during the probationary period the employee concerned does not commit another culpable breach of duty for which a negative legal consequence is repeatedly applied to him, then the negative legal consequence shall not be enforced, otherwise, the enforcement of the suspended negative legal consequence shall also be ordered , while the enforcement of the new negative legal consequence may not be suspended.
(2) The employer may exempt the employee from further enforcement of the adverse legal consequence if, in his opinion, the employee deserves it based on his work and the measure has already achieved its purpose. Exemption is possible in the case of the application of an adverse legal consequence whose duration is at least three months and at least three months have passed since its enforcement. Otherwise, the rules of suspension under paragraph (1) shall apply to the adverse legal consequence from which the employer has exempted the employee .
(3)
The employer exercising his powers shall, after the expiry of the thirty-day deadline for filing a claim against the application of a detrimental legal consequence, as referred to in Section 287(1)(e) of the Labour Code, obtain a statement from the employee concerned stating that he has filed such a claim. The employee concerned shall , in view of his general obligation to cooperate , make a statement.
(4)
An adverse legal consequence shall be considered final and enforceable if:
•
after the expiry of the thirty-day deadline for filing an appeal, the employee declared that he/she did not file an appeal against the decision;
•
after the expiry of the thirty-day deadline for filing the claim, in the absence of a statement from the employee , the competent court issued a final and binding ruling;
111 during the labor dispute, the court made a final decision to maintain (at least partially) the effect of the applied adverse legal consequence .
The fact and date of entry into force of the decision must be indicated on the employer's copy of the decision.
(5) The employer's representative shall ensure the implementation of the decision that has become final pursuant to paragraph (4) , if necessary by involving the competent organizational units. The adverse legal consequence may not be implemented as long as none of the conditions pursuant to paragraph (4) are met.
6. Registration
(1) The competent organizational unit of the Human Resources organization is obliged to keep a record of the procedures carried out at the employer that establish the enforcement of an adverse legal consequence .
49
t/t;:72
VOLÁNBUSZ ZRT.
- ------- C - O L - LECTIVE CONTRACT
on employer procedures. The data in the register will be deleted three years after the date of the breach of obligation.
(2) After the procedure has been completed , the employer shall issue a decision or a decision in accordance with point 4 .
(6) shall inform the competent organizational unit of the Human Resources organization about the decision simultaneously with the delivery of the notification pursuant to paragraph (1) . After the expiry of the thirty-day deadline for filing the claim, the employer shall provide further information to the competent organizational unit of the Human Resources organization as to whether the decision has become final and , if not, the reason for this .
(3) The register - and accordingly the information provided by the employer in accordance with paragraph (2) - must contain the following :
• the case number;
• the name, job title, organizational unit and registration number of the employee concerned ;
• a brief description of the facts underlying the proceedings ;
• the date of the commission of the act that forms the basis of the proceedings ;
• a description of the adverse legal consequence applied to the employee concerned , or, failing that , the reason for terminating the procedure pursuant to point 4(6);
• the method and time of delivery ;
• the date of entry into force ;
• data on implementation ;
• other comments related to the case (e.g. filing an appeal against the decision, details of suspension for probation, etc.).
Annex No. 2
WORKWEAR AND UNIFORM SUPPLY
Workwear supply
Employees employed in certain positions of the Company listed in the table below are entitled to work clothes as follows :
|
Work areas |
Workwear {Waist pants or
Garden pants + jacket ) |
Short long- sleeved shirt |
Winter jacket {Wadded jacket) |
Work coat y |
Raincoat |
Felt hat |
|
bus driver he |
|
|
|
1 pc/ 36 months |
|
|
|
car electrical repairman |
2 pcs/ 12 months |
3 pcs/ 12 months |
1 pc/ 36 months |
|
|
1 pc/ 12 months |
|
trained automotive electrical technician |
2 pcs/ 12 months |
3 pcs/ 12 months |
1 pc/ 36 months |
|
|
1 pc/ 12 months |
|
car wash |
2 pcs/ 12 months |
3 pcs/ 12 months |
1 pc/ 36 months |
|
|
1 pc/ 12 months |
|
car cleaning team leader |
2 pcs/ 12 months |
3 pcs/ 12 months |
1 pc/ 36 months |
|
|
1 pc/ 12 months |
|
car cleaner |
2 pcs / 12 months |
3 pcs/ 12 months |
1 pc/ 36 months |
|
|
1 pc/ 12 months |
|
cleaner group leader |
2 pcs/ 12 month |
3 pcs/ 12 months |
1 pc/ 36 months |
|
|
|
|
cleaner |
2 pcs/ 12 month |
3 pcs/ 12 months |
1 pc/ 36 months |
|
|
|
|
car polish vehicle maintenance group leader |
|
|
|
|
|
1 pc/ 12 months |
|
car polisher |
|
|
|
|
|
1 pc/ 12 months |
|
trained car polisher |
|
|
|
|
|
1 pc/ 1 2 month |
|
car mechanic vehicle maintenance team leader |
2 pcs/ 12 months |
3 pcs/ 12 months |
1 pc/ 36 months |
|
|
1 pc/ 12 months |
51
fil4 -- -
|
car mechanic |
2 pcs/ 12 months |
3 pcs/ 12 months |
1pc/36 months |
|
|
1 pc/ 12 months |
|
car mechanic technical instructor |
2 pcs/ 12 months |
3 pcs/ 12 month |
1 pc/ 36 months |
|
|
1 pc/ 12 months |
|
trained car mechanic |
2pcs/12 months |
3 pcs/ 12 months |
1 pc/ 36 months |
|
|
1 pc/ 12 months |
|
contractor |
2 pcs/ 12 months |
|
|
|
|
|
|
workshop conductor |
2 pcs/ 12 months |
3pcs/12 months |
1 pc/ 36 months |
|
|
1 pc/ 12 months |
|
car mechanic assistant |
2pcs/12 months |
3 pcs/ 12 months |
1 pc/ 36 months |
|
|
1 pc/ 12 months |
|
(chief) conductor |
2 pcs/ 12 months |
|
|
1 pc/ year |
|
1 pc/ 12 months |
|
(regional) technical associate |
1 pc/ 12 months |
|
|
|
|
|
|
vehicle air conditioning technician |
2pcs/12 months |
3 pcs/ 12 months □ |
1 pc/ 36 months □ |
|
|
1 pc/ 12 month |
|
refrigerator repairman laéaiármül |
2 pcs/ 12 month |
3 pcs/ 12 in the middle |
1 pc/ 36 in the middle |
|
|
1 pc/ 12 month |
|
gas engine horse |
|
|
|
|
|
|
|
lathe operator (machine cutter) |
2 pcs/ 12 months |
3pcs/12 months |
1pc/36 months |
|
|
1 pc/ 12 months |
|
locksmith vehicle maintenance group leader |
2pcs/12 months |
3 pcs/ 12 months |
1 pc/ 36 months |
|
|
1 pc/ 12 months |
|
locksmith technical instructor |
2 pcs/ 12 months |
3 pcs/ 12 months |
1 pc/ 36 months |
|
|
1 pc/ 12 months |
52
good
|
locksmith |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
1 pc/ 12 month |
|
bodywork locksmith |
2 pcs/ 12 month |
3 pcs/ 1 2 month |
1 pc/ 36 month |
|
|
1 pc/ 12 month |
|
trained
bodywork locksmith |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
1 pc/ 12 month |
|
Traffic control and disturbance prevention officer |
2 pcs/ 24 month |
3 pcs/ 12 month |
|
|
|
|
|
infrastructure maintenance group leader |
2 pcs/ 36 month |
|
1 pc/ 36 month |
|
|
|
|
territorial infrastructure maintenance worker |
2 pcs/ 36 month |
|
|
|
|
|
|
caretaker |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
1 pc/ 12 month |
|
warehouse manager |
1 pc/ 12 month |
|
1 pc/ 36 month |
1 pc/ 12 month |
|
|
|
warehouseman |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
|
|
trained warehouse worker |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
|
|
warehouseman Dashi group leader |
|
|
|
1 pc/ 12 month |
|
|
|
warehouse coordinator |
|
|
|
1 pc/ 12 month |
|
|
|
fuel supply chain manager |
|
|
|
1 pc/ 12 month |
|
|
|
fuel supply employee |
|
|
|
1 pc/ 12 month |
|
|
|
tire repair team leader |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
1 pc/ 12 month |
53
!'/[/? -
|
tire repairman |
2 pcs/ 12 month |
3 pcs/ 12 month |
1pc/36 month |
|
|
1 pc/ 12 month |
|
tire repairman |
2 pcs/ 12 month |
3 pcs/ 12 month |
1pc/36 month |
|
|
1 pc/ 12 month |
|
trained tire repair technician |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/36 month |
|
|
1 pc/ 12 month |
|
diagnostic working group leader |
2 pcs/ 12 month |
3 pcs/ 12 month |
1pc/36 month |
|
|
|
|
exam diagnostician |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
|
|
examination and maintenance employee |
2 pcs/ 12 month |
3 pcs/ 12 month |
1pc/36 month |
|
|
|
|
technical administrator / workshop assistant |
|
|
1 pc/36 month |
1 pc i 12 month |
|
|
|
technical inspector |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
1 pc/ 12 month |
|
upholsterer |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
1 pc/ 12 month - |
|
boiler heater |
2 pcs/ 12 month |
3 pcs/ 12 month |
1pc/36 month |
|
|
1 pc/ 12 month |
|
towing |
2dbi12 month |
3 pcs/ 12 month |
|
|
1 pc/ 24 month |
1 pc/ 12 month |
|
gas station operating duct guide |
|
|
|
|
1 pc/ 24 month |
1 pc/ 12 month |
|
gas station operator |
|
|
|
|
1 pc/ 24 month |
1 pc/ 12 month |
|
service technician |
2 pcs/ 1 2 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
1 pc/ 12 month |
|
in-house driver he |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
|
|
material
procurement driver he |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
|
|
garage equipment truck old leader |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
|
|
battery maintenance |
|
|
|
|
|
1 pc/ 1 2 month |
|
hoist operator |
2 pcs/ 12 month |
3 pcs/ 12 month |
|
|
|
1 pc/ 12 month |
|
maintenance worker |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
1 pc/ 12 month |
|
vehicle maintenance plant manager |
|
|
1 pc/ 36 month |
1 pc/ 12 month |
|
|
|
vehicle maintenance site manager he |
|
|
1 pc/ 36 month |
1 pc/ 12 month |
|
|
|
traffic worker |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
|
|
site manager (traffic) area) |
|
|
|
1 pc/ 36 month |
|
|
|
technical plant engineer |
|
|
1 pc/ 36 month |
1 pc/ 36 month |
|
|
|
vehicle fleet treatment assistant |
1 pc/ 12 month |
|
1 pc/ 36 month |
1 pc/ 12 month |
|
|
|
technical instructor |
|
|
|
|
|
|
|
automotive instructor |
|
|
1 pc/ 36 month |
|
|
|
|
photocopier colleague |
|
|
|
1 pc/ 12 month |
|
|
|
technical dissociation |
1 pc/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
1 pc/ 12 month |
|
|
|
dispatcher team leader |
|
|
1 pc/ 36 month |
1 pc/ 12 month |
|
|
|
receptionist |
|
3 pcs/ 12 month |
|
|
|
|
|
printer |
2 pcs/ 12 month |
3 pcs/ 12 month |
1 pc/ 36 month |
|
|
1 pc/ 12 month |
|
inventory and asset management |
|
|
1 pc/ 36 month |
1 pc/ 12 month |
|
1 pc/ 12 month |
55
,, /
|
activity performing persons |
|
|
|
|
|
|
|
skilled worker students, vocational secondary school students on internship |
1 pc |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
service control officer |
3 pcs/ 12 months |
1 pc 136 months |
1 pc 136 months |
1 pc 112 months |
Uniform supply
(1) Employees employed in the Company's positions that entitle them to uniform benefits are entitled to benefits as set out in the table below:
|
Types of uniforms |
Quantity |
Delivery time (months) |
|
Male workers: |
|
|
|
Winter coat |
1 |
36 |
|
Jacket |
1 |
24 |
|
Nwakkendő |
1 |
12 |
|
Winter Nadraa |
2 |
12 |
|
Nvari nadraa |
2 |
12 |
|
Sweater |
1 |
24 |
|
Nickname |
1 |
24 |
|
It's a long uiial
|
2 |
12 |
|
short uiial
|
2 |
12 |
|
Uniforms for teens |
Quantity |
Delivery time (month) |
|
Female workers: |
|
|
|
Winter coat |
1 |
36 |
|
Blazer |
1 |
24 |
|
Nvakkendö V8"'" scarf |
1 |
12 |
|
Winter pants are sold . |
2 |
12 |
|
I'm used to wearing Nvari's pants .
|
2 |
12 |
|
Sweater |
1 |
24 |
|
Nickname |
1 |
24 |
|
Blouse is long !
|
2 |
12 |
|
Blouse short sleeve
|
2 |
12 |
(2) The Company's job titles that entitle the holder to uniforms are as follows: bus driver;
traffic officer;
traffic control and emergency response chief; traffic control and emergency response employee;
-
traffic officer;
-
sales manager ; cashier;
international treasurer;
personal customer service representative;
-
conductor;
traffic dispatcher; passenger information dispatcher; travel management senior associate; travel management associate; holiday home manager;
receptionist; porter;
concierge- receptionist.
57
/
,
3. ANNEXES
|
, |
FOR SOME EMPLOYEES IN THE EASTERN REGION
APPLICABLE SPECIAL RULES
Annex No. 3
SPECIAL RULES APPLICABLE TO EMPLOYEES IN TRAFFIC PLANTS , VEHICLE MAINTENANCE PLANTS AND CERTAIN OTHER SERVICE PLACES
The provisions of this Annex shall apply to employees employed at the following traffic enterprises :
• South-Borsod-Abaúj-Zemplén County Traffic Plant
• South-Szabolcs-Szatmár-Bereg County Traffic Plant
• North-Borsod-Abaúj-Zemplén County Traffic Plant
• North-Szabolcs-Szatmár-Bereg County
Traffic Plant
• Hajdú-Bihar County Traffic Plant
The provisions of this Annex shall also apply to employees employed at the following vehicle maintenance plants :
• Vehicle maintenance plant Debrecen
• Vehicle maintenance plant Kazincbarcika
• Vehicle maintenance plant Miskolc
• Vehicle maintenance plant Nyíregyháza
The provisions of this Annex shall also apply to the employees of the following organizational units as defined below:
• Vehicle management organization Employees of Northern Hungary Vehicle Maintenance Plants
• Infrastructure maintenance and development Infrastructure maintenance plant East Infrastructure maintenance group Borsod-Abaúj - Zemplén county, Hajdú-Bihar county and Szabolcs-Szatmár-Bereg county
employees
• Fuel management group employees of East Borsod-Abaúj-Zemplén county, Hajdú Bihar county and Szabolcs-Szatmár-Bereg county
1. Special working and rest time
rules for drivers (other road users) performing internal freight and overhead duties
The elements of working time are the same as those specified in point 2 .
2.
Employment rules related to the working and rest time system of employees employed as bus drivers in road passenger transport
59
this/
VOLÁNBUSZ ZRT. COLLECTIVE AGREEMENT
2.1. Elements of working time , in particular the following
(1)
driving time
The actual time prescribed in the contract or specified in a flat rate
:
(2)
the time spent on preparing the work
or the vehicle , as well as on completing the work and handing over the vehicle,
(3)
time spent on passenger service ,
(4)
revenue recognition period,
(5)
time spent on daily vehicle maintenance ,
(6)
duration of reserve service ,
(7)
duration of refueling ,
(8)
driving time interruptions,
(9)
time spent on other actual work assigned .
(10)
Those periods :
a)
which the bus driver does not have free control over,
b)
must be at his workplace ready to start or
continue work ,
c)
when the safety of the vehicle
or its passengers is at risk , or in the process
carries out activities aimed at fulfilling legal or regulatory obligations directly related to the transport activity in question ,
d)
performs a service- related task ,
e)
the period of waiting for passenger transport when they
its expected duration is unknown in advance .
(11)
The bus driver is obliged to arrive at the departurepoint 15 minutes before the departure time of the service andpassengers, unlessthisto the timetableor the station technology.
The minimum amounts of working time elements built into the wage and determined in flat-rate terms must, in total, reach:
a. starting work, finishing work, preparing and handing over the vehicle: 2x15 minutes, which can be allocated in at least 5-minute installments, but overall the flat-rate times provided for this purpose must reach 30 minutes on a daily basis ,
b.
for daily vehicle maintenance tasks : 15 minutes,
c.
for refueling: 15 minutes,
d.
time spent on calculating daily income : 15 minutes.
Minimum standard time values per flight :
a. Time spent on passenger service : 5 minutes,
b.
In the case of national flights, the time spent on boarding and disembarking passengers at the departure and arrival stations is 10 minutes per flight.
The different rules applicable to local transport in Nyíregyháza are contained in point 5 .
2.2. Mandatory driving time interruptions
(1) The driver may not work during mandatory driving time interruptions pursuant to Section 4.7 of the Collective Agreement, therefore an additional five minutes of passenger service time must be provided for each such period.
2.3. Availability period ( Act 1 of 1988 , Section 18/8
)
1.
Availability time is defined as thetotal time spent waiting for a bus driver to stop for more than 30 consecutive minutes during daily work.The rules on availability time also apply to the time spent repairing vehicles in the company's repair shops.
2.
The availability time may not exceed 4 hours per day, or 5 hours per day in the case of employment according to the transport schedule prepared on the basis of the Ózd local public service contract.
3.
The availability time may not exceed 80 hours per month (except in the case of performing several personal special tasks).
4.
In cases where the daily working time would exceed 15 hours due to the 4-hour daily availability limit, it may be extended to a maximum of 5 hours of availability.
3. Different rules for the positions of bus drivers in domestic and international scheduled passenger transport not exceeding fifty kilometers (Mt. Section 135 (4) and Act No. 1 of 1988 )
The rules set out in Section 4.7 of the Collective Agreement may be applied to employees employed as bus drivers in domestic and international passenger transport not directly covered by the AETR and Community legislation, with the following exceptions .
3.1. Working hours (Mt. § 99 )
(1)
Daily working hours: Upon agreement between the parties, the daily working hours may exceed 12 hours, but the working hours in a calendar day or in a twenty-four-hour uninterrupted period may not exceed 15 hours. If the driver is forced to exceed the working hours due to unforeseen traffic reasons, a continuous rest period of at least 24 hours must be provided after the end of the daily work.
(2)
Driving time: within the 15-hour working day, driving time may not exceed 10 hours.
(3)
Mandatory driving time breaks: in the case ofbus driversemployedon a line section not longer than fifty kilometersthere is no mandatory prescribed amount ofdaily
3.2. Rest time
61
/:' / • • _./'
// ,_,,,i:- ,,-
VOLÁNBUSZ ZRT. COLLECTIVE CONTRACTOR
(4)
Weekly rest day: the rest period to which an employee is entitled each week. Based on the general five-day work schedule, the employee is entitled to two rest days each week. the general work schedule - in the case of a working time frame - the rest day may be granted in aggregate for a maximum of one month, but it must be ensured that the employee can spend at least four rest days per month at his place of residence, and the rest days falls on a Sunday.
(5)
Two combined rest days shall be considered granted if the employee's continuous free time reaches forty-five hours.
(6)
For employees employed in urban public transport and suburban transport, the rest day must be scheduled for Sunday at least twice a month, to which at least oneother rest day mustbe added.
(7)
A continuous rest period of 11hoursshallwithin each 24-hour period after the end of the previous daily rest period or the weekly rest period, or after the end of work and before the start of the next work period.
4. Rewarding the work
Revenue commission
The bus driver is required to perform tasks related to one-person service .
Service on scheduled national, regional , suburban and local routes
Bus drivers performing the following tasks are entitled to a monthly revenue commission based on the gross revenue of the cash and creditable travel and season ticket revenues collected from passengers during the month , increased by social policy travel subsidy and including general value added tax :
|
after local ticketed traffic |
7% |
|
after intercity ticket traffic |
3% |
|
after season ticket turnover |
1% |
5. DIFFERENT RULES IN LOCAL TRANSPORT IN NYÍREGYHÁZA
This annex
1.) To point 3.1.
(12) In the case of Nyíregyháza local public transport, in the bus driver position, 15 minutes of preparation time can be counted at the start of service, and 15 minutes of handover time at the end of service. The calculation of refueling time, maintenance time, time spent on passenger service and revenue settlement time as a flat rate means that the standing and waiting time of less than two hours per day is counted as working time, which includes the time spent on refueling, maintenance, passenger service and revenue settlement, which are not included in the turnover .
2.) To point 3.3.
62
good
good
In bus transport, standing or waiting time exceeding 120 continuous minutes during daily work is considered to be available time .
3.)
To point 3.4.
" Working time schedule" is supplemented with paragraph (4) :
(4)
Split daily working hours:
Split daily working hours may be applied if there is at least
2 hours of uninterrupted time between the interruption and resumption of service and the employee can spend the split time at his/her place of residence
or in a facility, site , bus station or railway station operating under the hygiene standards prescribed by law and with social conditions .
Part-time employment may not
exceed 7
hours per day or 100 hours per month .
Split time is not part of working time. During split time, the employee is obliged to ensure that he/ she remains fit for work . During the briefing, the employee must be informed of the time and date from which he/ she will be working split time on the working day .
r/ 63
Annex No. 4
SPECIAL RULES APPLICABLE TO EMPLOYEES EMPLOYED IN THE POSITION OF TRAFFIC SERVICE BUS DRIVERS
The provisions of this Annex shall apply to employees employed at the following traffic enterprises :
•
Heves County
Traffic Plant
•
Jász-Nagykun-Szolnok County Traffic Plant
•
Nógrád County Traffic Department
Part 1
WORK AND REST TIME
Article 1
(Employment) rules related to the working and rest time system of employees employed as bus drivers in road passenger transport - journeys exceeding
50 km
1. Elements of working time , in particular the following:
(1)
Preparation time
Before the start of the daily task according to the command, 15 minutes per service can be spent on preparing the bus before the first flight of the service departs .
(2) Flight time
(1) Flight time is the time elapsed from the departure of the flight to the arrival of the flight, which includes the times specified in points (2)-(4).
(2)
Driving time.
(3) Driving break, if it is issued independently under this title. If the driving break is insured together with the break between work, then the duration of the driving break exceeding the break between work is part of the working time.
(4)
Waiting time built into the schedule .
(3)
Completion time
The daily task completion according to the command is to be accounted for after the arrival of the last bus of the service . 15 minutes per service can be used to complete the daily work and hand over the bus , which includes refueling time if applicable , unless this is specifically stipulated in the charter.
(4) Daily maintenance time
A flat rate of 15 minutes per service can be spent on daily maintenance of the bus, which includes refueling time
if applicable , unless this is specifically stipulated in the contract.
(5) Revenue settlement period
The time that can be used to account for revenue per service is established
in the form of a flat rate .
Size:
-
in the case of itemized billing , 15
minutes per service.
-
in the case of simplified settlement , 5 minutes per service.
(6) Passenger service time
The time that can be spent on serving passengers on scheduled flights is set in a flat rate
. Its amount is:
-
for national flights , 15 minutes per flight,
-
in the case of regional, suburban, contract (special timetable) services, 5 minutes per service,
(7) Mandatory training ordered by the employer
(1) The duration of participation in mandatory fire, occupational safety and other professional training
(related to traffic, passenger rights, travel benefits ) that is directly necessary for the performance of the bus driver's activities is part of the working time.
(2) Actual time spent on education, as verified by an attendance sheet, may be counted as working time .
(8)
The portion of the layover time between flights not exceeding 10 minutes
(1)
The sum of the parts of the layover time not exceeding 10 minutes between flights (between the arrival time of flights and the departure time of the following flights) performed during duty hours . The layover time does not include the time of breaks and divided rest periods .
(2)
If the working time to be accounted for per shift exceeds the time of attendance, the time of leaving work must be increased to the necessary extent .
(9)
Reserve duty time (preparation time and completion time are added)
The assigned reserve service time. The preparation and completion time before and after the reserve service time
assigned to the bus must be accounted for. The reserve service time provides
coverage for the other flat-rate times.
(10)
Other working time elements:
a.
Waiting for rescue
In the event of a vehicle failure during service, the actual time elapsed until the fault is rectified or the vehicle is towed to the site.
b.
Line knowledge
Before the bus driver was assigned to a new task, the time certified by the superior officer actually elapsed in order to familiarize himself with the task .
e.
Travel to/from bus pick-up
Travel time from a location other than the usual locations as per the order in the interest of the employer . (Travel without a bus in one direction related to the purchase, warranty repair or renovation (overhaul) of a bus).
d. Travel to the place of work (relocation
without bus )
In the interest of the employer, in the event of a transfer to a location other than the usual location(s) as per the transfer, the travel time to and from the place of performance of the passenger transport task without a bus.
e.
Troubleshooting on vehicle/in workshop
The actual repair time indicated on the time sheet incurred during the journey , or the repair time carried out in a workshop between two journeys, if the employee's participation is required to repair the vehicle.
65
/
f.
Other special times
Time to prepare for a special flight (international, multi-day domestic
special flights).
Waiting time for the special group . Fulfillment of mandatory working hours
time arising in the interest of the employee (daily additional hours), if it does not qualify as ordered availability time.
g.
Waiting time due to traffic jam
Waiting time due to traffic obstructions that cannot be avoided in consultation with operational traffic control .
h.
Waiting time due to an accident
As a person involved in a road accident , it is time to investigate the accident scene .
i.
Other time ordered by the commander
or operational management .
(11) Clock supplement
(1) If the actual
monthly working hours ordered and completed are less than the working hours specified in the working hours framework, it must be supplemented to the full working hours according to the monthly working hours framework .
(2) If the working time completed is less than the shortest time prescribed in Section 99(1) of the Labour Code, it must be supplemented by the minimum duration.
Article 2
Different rules for the job of bus driver for domestic and international passenger transport not exceeding fifty kilometers (Mt. Section 135 (4))
The rules of Article 1 shall apply to employees employed as bus drivers in domestic and international passenger transport not directly covered by Community legislation, with the following derogations.
1.
The provisions of Article1on availabilityshallto workerscoveredbythis Article.
2. Working hours, driving time
Daily working hours - the working hours in a calendar day or an uninterrupted period of twenty-four hours - based on the agreement between the employer and the employee - may not exceed 15 hours.
- Driving time interruptions - in the case of bus drivers employed on a line section no longer than fifty kilometers (Uárat), there is no mandatory prescribed amount of daily driving time interruptions .
3. Rest time
(1)
Weekly rest day - the employee entitled .Based on the five- thegeneral work schedule - in the case of a working time frame for a maximum of one month - it can also be granted in a partially consolidated manner. The employee must have one rest day per month scheduled for Sunday, to which at least one other rest day must be added. Even in the case of consolidated granting of rest days , one
rest day is mandatory after 6 days of work .
(2)
Two combined rest days shall be deemed to have been grantedif the employee's
continuous free time reaches forty-five hours. Iftheemployeeis45continuoushoursof free timeasweeklyrest,themissinghours/her by the end of the third week followingthegiven,at least9 hours.
(3)
Passenger service time
The time that can be spent on serving passengers on scheduled flights
is set in a flat rate . Its amount is:
in the case of regional, suburban, contract (special timetable) services, 5 minutes per service,
for local
flights 2 minutes per flight.
Part II
REWARDING THE WORK
Trading commission
The commercial
commission rate applied to bus drivers is determined as follows :
The commercial commission
is based on the gross
intercity and local fare revenue (tickets and season tickets) collected by the bus driver on the scheduled bus route :
The commercial commission
rate as a proportion of revenue :
•
4.0% at the JNSZ County Traffic Directorate, with the exception of the Szolnok local traffic plant;
•
4.0% at the Nógrád County Traffic Directorate, with the exception of the Salgótarján local traffic plant;
•
4.0% at the Heves County Traffic Directorate, with the exception of the Eger local traffic plant ;
•
10.0% at the local traffic
plants in Szolnok , Eger and Salgótarján ;
The commercial commission rate is based on the number of
passes :
• 120 HUF/piece for full- price long-distance and local monthly passes ;
• 280 HUF/piece for discounted long-distance and local
monthly passes ;
• 60 HUF/piece for full- price intercity and local half-monthly passes ;
• 140 HUF/piece for discounted intercity
and local half-monthly passes ;
The amount of the special service commercial
commission is 4% of the gross revenue of non-state-ordered special services performed by the bus driver .
67
/
VOLÁNBUSZ Z R - T. - - COLLECTIVE AGREEMENT
(State-ordered special services include train replacement, police transport, Volán Association, etc.) Contracted services do not fall into the special service category.
The commercial commission rates specified above were determined based on the gross fares and season ticket prices (gross tariff) valid at the time of the agreement, so in the event of any change in these prices for any reason (including changes in the General Value Added Tax rate), the commercial commission rate must be re-determined depending on the effect of the change.
The commercial commission rates listed above apply exclusively to the sale of tickets and season tickets sold during the performance of the bus driver's job . The remuneration of sales made on the basis of an agency contract outside the performance of job duties is carried out in accordance with the terms of the agency contract.
Annex No. 5
SPECIAL RULES APPLICABLE TO EMPLOYEES EMPLOYED IN TRAFFIC PLANTS AND BUS DRIVERS
The provisions of this Annex shall apply to employees employed at the following traffic enterprises
:
• Bács-Kiskun County
Traffic Plant
• Békés County
Traffic Department
• Csongrád-Csanád County Traffic Plant
1.
Working hours ( Articles 93-94 of the Labour Code)
Article 1
Working and rest periods (Mt . § 86-135 )
(1) The Company employs its full -time employees covered by this Annex within a monthly working time frame.
The company employs its part-time employees on a six-month working schedule .
In the case of part-time employment, the six-month working time frame is given by the product of the length of the monthly working time and the number of months, the starting date of which is January 1 and July 1 of each year , and the ending date is June 30 and December 31 .
(2) The employer shall publish the start and end times of the working hours in the manner
customary in the locality .
Article 2
Special employment rules for employees employed as bus drivers
/for employees who complete journeys exceeding 50 km (hereinafter referred to as over 50 km) and not exceeding 50 km ( hereinafter referred to as under 50 km ) /
1.
Elements of working time
1.1.
Elements of basic working hours :
•
Driving time
•
Time spent on axis :
69
/
VOLÁNBUSZZRT. -------- · --------•-= COLLECTIVE AGREEMENT
The time that the driver spends on activities that result in the continuous movement of the vehicle and on serving passengers at intermediate stops during the journey .
1.2.
Standard times
(1) Preparation and handover time:
The time spent on preparing and handing over a vehicle, either actually required or specified as a flat rate, in the ford.
(2)
Daytime departure and arrival times:
In the case of rest time granted in several installments or divided daily working hours , the act of leaving work or taking action to complete additional tasks .
(3) Time
spent on passenger service :
The time actually required or specified in a flat-rate time frame for boarding and alighting passengers and for servicing passengers .
(4)
Revenue recognition period:
Built -in or fixed -term commercial
administration period.
(5) Time spent on daily maintenance :
The time spent on maintenance and cleaning of the vehicle installed in the vehicle, specified in a specific item or specified in a flat rate ,
(6) Time
spent refueling :
The duration built into the ford or determined as a flat rate (in the case of performing refueling activities).
1.3. Other working hours
(1)
Reserve service:
Not a direct line, a period of time assigned to a traffic task .
(2)
Other prescribed working hours:
Work ordered and recognized by the employer or a person authorized to do so. The working hours specified for the ordered task must be recorded on the time sheet and must be certified by the person issuing the voucher .
(3)
Technical time:
Time without tasks within the presence time of bus drivers , which is considered working time
qualifies.
(4)
Other time classified as working time :
Of the availability time exceeding 4 hours per day , the part over four hours is considered other working time.
(5) Driving other vehicles that count as working time :
For bus drivers performing journeys exceeding 50 km, the period referred to in Article 9(3) of Regulation (EC) No 561/2006 during which they drive a vehicle not covered by this Regulation to or from a vehicle covered by this Regulation which is not located at the driver's home or at the employer's operational centre designated as the driver's place of residence .
(6) Teaching time
The time spent on education per semester is 4 hours, except for the time spent on education combined with passenger rights training, which is 6 hours.
(7) Travel included in working time
In the case of multi- person service flights, the time spent traveling with the person driving the vehicle
, between two driving periods, during the driving period of the vehicle .
(8) Waiting time for technical assistance
The time spent waiting for technical assistance during a turn , the time spent on-site repair and/or towing .
1.4.
Minimum amounts of working time
elements determined in flat-rate terms
In those cases where the working time elements have not been established, the following minimum flat-rate time values - daily and per shift - shall apply:
1.4.1.
Daily
average minimum values:
a)
Preparation and handover of thevehicle : 2x15 minutes, whichmust be provided at the start and end of the work.
b)
Daytime start and end times: 2x5 minutes
c) Time spent on refueling is 15 minutes, except for hybrid and gas-powered vehicles, for which it is 30 minutes.
d) Time spentdaily revenue accounting and commercialadministration :
- local: 10 minutes
71
m
- intercity (national, suburban, international ): 15 minutes
e)
Time spent on daily vehicle maintenance andcleaning
20 minutes,
which can be provided in several installments .
1.4.2.
Minimum flat -rate time valuesper flight:
a)
Time spent on passenger service in local transport and per service not specified in points b,) and c,): 5 minutes, which can be divided,
b)
In the case of regional and suburban flights, the time spent on boarding and disembarking passengers is 5 minutes per flight,
c)
In the case of national, international and special passenger flights , the time spent on boarding and disembarking passengers at the departure and destination stations is 10 -10 minutes per flight.
2. Availability time
1)
The maximum daily cumulative amount
of on-call time is 4 hours, the part over 4 hours is considered other working time, but only up to the maximum allowed daily working time.
2) Taking into account the provisions of Section 4.7.1 of the
Collective Agreement
Availability time includes in particular :
•
the period designated as availability time in the work schedule, which in particular means time without tasks exceeding
30 minutes,
• the waiting time associated with crossing the border ,
•
the time specified in Section 18/B. ba) of Act 1 of 1988 , which is the time spent waiting between the arrival and departure of the services for employees employed in scheduled bus transport based on the daily working time schedule,
•
In the case of multi- person service , during the driving time of the vehicle , time spent traveling with the person driving the vehicle, outside of two driving periods.
•
the period spent travelling as defined in Article 9(2) of Regulation (EC) No 561/2006 .
3)
The period that qualifies as
availability time and its foreseeable duration must be explained to the employee before departure or immediately before the start of the availability time .
4)
Contrary to the general rules :
o 30
minutes or less of standing, waiting time (on-call time) is considered working time (other working time, technical time), unless it is
given after a rest period issued in several installments or after a continuous break -
45 minutes - interrupting driving , in which case the time under 30 minutes is also considered on - call
time .
The working hours are pre-arranged in the schedule, and - under the above conditions - availability
time exceeding 30 minutes is not part of the working hours.
Article 3
Rules for domestic scheduled transport of less than 50 km other than those set out in Article 1
►
Daily working hours according to schedule :
In the case of employees employed full-time for 8 hours a day with unequal working hours, the daily working time
cannot be shorter
than four hours .
►
Weekly working hours:
The amount of regular and extraordinary working hours per week is 48 hours, which can be extended to a maximum of 60 hours if the average of the working hours does not exceed 48 hours per week .
►
Daily driving time:
The daily driving time between two daily rest periods ,
or between a daily and a weekly
rest period, may not exceed 10 hours .
Driving time may not exceed 56 hours per week . The total driving time may not exceed 90 hours within two consecutive weeks .
►
Split daily working hours: ( Section 135 (6) of the Labour Code)
During split working hours, the bus driver parks his vehicle in the location specified in the technology and may leave his workplace or place of duty, but he must appear with the vehicle at the time of
delivery at the time and place specified in the technology . During split working hours, the
bus driver:
•
you have free time, you can leave your job ,
73
///'
t1// ,,,.,.
• before starting , the bus driver parks his vehicle according to the technology and leaves the service as documented on the journey log,
• after the end of the shared working hours , as stated in technologies
according to - in a state capable of work - he reports for duty.
For shared time , the time between drop-off and pick-up is a minimum of 2 hours and a maximum of 5 hours.
maybe.
Apply split working hours . During a maximum of one daily working time schedule, one
maybe once .
►
Rest time:
Driving and work breaks
(1)
Driving break: There is no mandatory prescribed amount of daily driving break for bus drivers employed in activities of less than 50 km .
(2)
Break between work hours: If the duration of the daily working hours or extraordinary working hours according to the schedule exceeds 6 hours, the employee must be provided with an additional 20 minutes break between work hours, and if it exceeds 9 hours, an additional 25 minutes break between work hours .
The first part of the break must be taken after at least one, and at most 6, hours of work, with an interruption of work; it is not part of working time and is not remunerated .
The employer is entitled to give the break in several installments, but no installment may be less than 15 minutes.
Daily rest period
(1)
Regular daily rest period: any rest period lasting at least 11 hours. An employee must be provided with a continuous rest period of at least 11 hours between the end of his/her daily work and the start of the next day's work .
(2)
Daily rest period granted in two installments :
The regular daily rest period may be divided into two periods, the first part of which is at least and not more than 3 hours without a break (interruption), and the second part of which is at least 9 hours without a break (interruption).
The daily rest period may be divided into two periods if the rest period cannot be provided continuously within 24 hours of the performance . The rest period granted in two parts includes the break between work.
Weekly rest period
(1) An employee is entitled to 2 rest days per week. The weekly rest days may be distributed unevenly, and the 2 weekly rest days may fall on any day of the week. (The employee may also be granted the two weekly rest days independently of each other, i.e. on two different and non- consecutive days of the week )
(2) The 2 rest days per week may also
be granted in a lump sum per month, provided that 1 rest day is mandatory after 6 days of work.
(3) It is mandatory to allocate 1 day of rest per month
on Sunday .
(4) Two
combined rest days shall be considered granted if the
employee's continuous free time
reaches forty-five hours.
|
VOLÁN81 - I S - - 7 - 7 · R · · T ·
·=- - --- - - - ™ - - ·, - - K - COLLECTIVE AGREEMENT
ANNEX 6
SPECIAL RULES FOR CERTAIN EMPLOYEES IN THE CENTRAL REGION
Annex No. 6
SPECIAL RULES APPLICABLE TO EMPLOYEES EMPLOYED AS BUS DRIVERS IN TRAFFIC COMPANIES IN THE BUDAPEST AND AGGLOMERATION REGION
The provisions of this annex shall apply to employees employed as bus drivers at the following transport companies
:
• Long-distance and international traffic operation
• North Pest traffic plant
• East Pest traffic plant
• South Buda traffic plant
1.
Additional concepts related to the system of working hours and rest periods for bus drivers
(1) Elements of working time included in the
basic task :
•
Driving time
• Other working hours ( detailed later )
•
Availability time (Traffic reserve service, on- call )
(2) Time of other work
Other working time within the basic task is the time specified in the transport schedule (by letter) or established as a flat rate , its types
preparation time (15 minutes ),
time for finishing activities - handover time (15 minutes) , daily care time ( 15 minutes),
settlement time (15 minutes) ,
The passenger handling times before and after the departure of flights must be listed ( defined in the regulations , in the case of domestic flights , no more than 15 minutes before departure , in the case of cross-border flights, no more than 30 minutes, in the case of arriving flights, no more than 5 minutes, in the case of cross-border flights, no more than 10 minutes),
the border handling time specified in the schedule ,
the scheduled stay time, which may be a rest break and/or passenger handling time.
(3)
The readiness time (Traffic reserve service, on-call service)
The standby time is part of the working time. During this time, the employee must be at his workplace, ready to start his usual work . The obligation to be at the workplace is determined by the forda or the instruction containing this content, based on the minimum working time capacity required at the given time of day and place. Standby time also includes the waiting time between flights , if its duration exceeds the passenger handling times , but not more than 15 minutes .
|
(4)
Classification of tasks outside the core task
If an employee is assigned a task outside of their general core duties , the nature of the task determines whether the time spent performing it can be classified as working time or availability time.
Working time is considered to be:
" the time of participation in professional education ,
• other ordered, actual work time ,
■ waiting in case of unplanned repairs .
• waiting for rescue
• waiting time due to natural disaster
„ munkavállalótól függetlenül felmerülő egyéb veszteség ldő Készültségi, vagy rendelkezésre állási időnek minősül attól függően, hogy a
munkavállaló köteles, avagy nem köteles a
munkahelyén tartózkodni
• az elrendelt fagyszolgálat.
2. Az autóbuszvezetökre vonatkozó munkaidő és pihenőidő szabályok
Szerződő felek megállapodnak abban, hogy a jelen pontban rögzített foglalkoztatási szabályokat az alábbi feltételekkel alkalmazzák:
• Az. 50 km járathossz felett menetrend szerinti és szerződéses közlekedésben, valamint különjáratban foglalkoztatott autóbuszvezetők tekintetében jelen pont szabályait a vonatkozó uniós és hazai jogszabályoknak megfelelően alkalmazzák.
• Az 50 km járathossz alatti menetrend szerint és szerződéses járatokban foglalkoztatott autóbuszvezetök tekintetében az alábbi szabályok az itt feltüntetett kivételekkel érvényesek.
(1)
A két pihenőidő közötti leghosszabb
időtartam a pihenőidőre vonatkozó -4.7.1. pontban is.rögzített- szabályokból
eredően
Két, egymást követő rendszeres napi pihenőidő (legalább 11 óra} közötti maximális napi munkaidő 13 óra. Amennylben a rendszeres napi pihenőidő két részben (9+3 óra} kerül megállapításra, a maximális napi munkaidő 12 óra.
Csökkentett napi pihenőidő (minimum 9 óra, de kevesebb, mint 11 óra) esetén a napi munkaidő hossza -13 és 15 óra közé eshet.
Több gépjárművezető együttes fe!adatteljesítése esetében a két pihenőidő közötti leghosszabb idö tartama 21 óra !ehet.
Ettől eltérően az 50 kilométernél rövidebb vonalhosszúságú menetrendszerinti helyközi és szerződéses járatokat teljesítők esetében kivételesen, csökkentett napi pihenő idő esetén hetenként legfeljebb 3 alkalommal az előbbiek szerinti 15 óránál hosszabb is lehet a két napi pihenőidő közötti maximális idő tartama, de ez esetben a szolgálat befejezése után legalább 24 óra pihenőidőt kell biztosítani a munkavállalók részére. Ettől eltérni a munkavállalóval történt megegyezés alapján lehet törvényes keretek között.
(2)
A vezetési idő korlátozása
A vezetési idő korlátjaira vonatkozóan a Kollektív Szerződés 4.7.1. pontjában foglaltakat kell irányadónak tekinteni.
Az 50 kilométeren belüli menetrendszerinti és szerződéses közlekedésben pedig 30 perces egybefüggő pihenőszünetet kell tartani, kivéve, ha az autóbuszvezető pihenőidőt kezd meg.
Amunkaidőn belül nem lehet olyan vezetési időszak, amelyben a vezetés megkezdésétől számított 5¼ órán belül összesen legalább 45 perc - az 50 kilométeren belüli menetrendszerinti közlekedésben 5 órán belül legalább 30 perc - szünet ne volna.
(50 km-en belüli belföldi menetrendszerinti és szerződéses forgalomban a pihenőszünet 4 órás vezetési időszak után 30 perc egybefüggő időtartamban is meghatározható, ha a 4½ órán belüli 15 perces szünet akadályozná a városi forgalmat.) A folyamatos vezetés megszakítására előírt szünetnek minősül a megállóhelyen való tartózkodás is, amennyiben ez utóbbinak a hossza és gyakorisága megfelel a szünetre vonatkozó fenti szabályoknak.
A szünet ideje alatt az autóbuszvezető más munkát nem végezhet. A haladó járművön, kompon, vonaton eltöltött várakozási-, illetve nem vezetéssel töltött idő nem minősül más munkának. A pihenőszünet nem tekinthető napi pihenőidőnek.
A napi vezetési idő mértéke tekintetében a Kollektív Szerződés 4.7.1. pontjában foglaltakat kell megfelelően irányadónak tekinteni.
Ettől eltérően az 50 kilométeren belüli belföldi menetrendszerinti és szerződéses közlekedésben a napi vezetési idő nem haladhatja meg a 11 órát.
(3)
A pihenőidő
A járművezetőnek napi és heti pihenőidőket kell tartania a Kollektív Szerződés 4.7.1. pontjában foglalt szabályok szerint.
a.
A napi pihenőidő
Az általános szabálytól eltérően, az 50 kilométeren belüli belföldi menetrendszerinti helyközi és szerződéses járatokat teljesítők esetében kivételesen, hetenként legfeljebb 3 alkalommal nem kötelező a napi pihenőidő egészét a szolgálatkezdéstől számított 24 órán belül biztosítani. Ez esetben viszont a szolgálat befejezése után legalább 24 óra pihenőidőt kell kiadni a munkavállalók részére.
b.
A heti pihenőidő
A 50 km felett foglalkoztatott autóbuszvezetők esetében munkáltatónak biztosítania kell, hogy a munkavállaló havonta legalább kettő rendszeres heti pihenőidejét a lakóhelyén tölthesse el, és e pihenőidők egyike a hét végére (szombat-vasárnap vagy vasárnap-hétfő) essen.
|
Pihenőnap 50 km alatt foglálkoztatott autóbuszvezetők esetében
A munkavállaló átlagosan heti 1 szabatjnapra és 1 pihenőnapra jogosult.
A szabad- és pihenőnapokat legfeljebb égy hónapra vonatkozóan összevontan is ki lehet adni, de legalább egy pihenőnap kiadása minden héten kötelező.
Két összevont szabad- vagy pihenőnap akkor tekinthető kiadottnak, ha ez által a n,unkavállal.ó egybefüggő szabadidejének hos$za eléri _a 45 órát.
50 km alatti autóbuszvezetök esetében a munkáltatónak biztosítania kell, hogy a munkavállaló havonta legalább négy pihenőnapját a lakóhelyén tölthesse el, és e pihenőnapok közül legalább 2 vasárnapra essen. Ettől eltérni csak a munkavállalóval történő megállapodás alapján lehetséges.
Minden olyan folyamatos pihenőidő! amely az: egyik hétén kezdődik és átnyúlik a következő hétre, teljes terjedelmében hozzáadható az egyik, vagy a másik hét pihenőidejéhez.
3. Menetjegyértékesítési jutalék
|
|||||||||||||
1
7 .SZ.MELLÉKLETEK
NYUGATI RÉGIÓ
EGYES MUNKAVÁLLALÓIRA
VONATKOZÓ SPECIÁLIS SZABÁLYOK
W- 81
7. sz. melléklet
A FORGALMI ÜZEMEK, AUTÓBUSZVEZETÖ MUNKAKÖRBEN FOGLALKOZTATOTT MUNKAVÁLLALÓIRA VONATKOZÓ SPECIÁLIS SZABÁLYOK
Jelen mellékletben foglaltakat kell alkalmazni az alábbi forgalmi üzemeknél autóbuszvezető munkakörben foglalkoztatott munkavállalókra:
•
Fejér
megyei forgalmi üzem
•
Komárom-Esztergom megyei forgalmi
üzem
1.
A munkaidőnek számító idők kötelező elemei és az átalány idők minimál értékei:
1.1.
Vezetési idő
1.2.
Vezetési idő megszakítások (50 km feletti
forda esetében).
1.3. Bármely tevékenységet kővető nem munkavégzéssel
töltőlt egybefüggő 20 percig terjedő időtartam, amely munkaidőnek számít.
1.4. Átalányidőben meghatározott jármű előkészítésre és átadásra fordított idő
2x15 perc.
1.5. Átalányidőben meghatározott utas-kiszolgálásra fordított járatonkénti 5 percig terjedő időtartam (jegy-,
bérletárusítás, csomagkezelés, jegyellenőrzés), országos személyszállítási
járatok esetében induló és végállomásokon 10 perc.
1.6. Átalányidőben meghatározott bevétel elszámolás időtartama helyközi
járatoknál 15 perc, helyi
járatoknál 5 perc
1.7. Átalány formájában megállapított gépjármű napi karbantartásra fordított idő 15 perc.
1.8. Nem
közvetlen vonali forgalmi feladatokra vezényelt tartalékszolgálat, egyéb elrendelt tartalékszolgálat időtartama.
1.9.
Egyéb elrendelt tényleges munkára fordított idő:
Mentés, mentésre várakozás, mentésben részvétel, vonalismeret.
1.10.
Egyéb munkaidőnek számító
idők:
Éves kötelező szakmai oktatás (évi legalább 2•4 óra), új felvételesek oktatása (felvétel napján 8 óra).
1.11.
A különjáratoknál a rendelkezésre állási idő 50%-át, de max. 8 óra
munkaidőt
utalványozni kell.
Az átalányidőket is tartalmazó napi munkaidő a jelenléti idő tartamát nem haladhatja meg.
2.
A munkaidőnek nem számító idők elemei:
2.1.
Rendelkezésre
állási idő.
2.2. A napi pihenőidő jelenléti időn belüli része.
2.3.
Munkaközi szünet.
2.4.
A GKI igazolvány megújításával kapcsolatos képzés
időtartama.
3. Munkaidőkeret:
A
megszakítás nélküli munkarendben foglalkoztatott autóbuszvezetőknél havi,
a nemzetközi személyszállításban résztvevőknél legfeljebb 2 havi munkaidőkeret
alkalmazható. A részmunkaidőben autóbuszvezetői munkakörben foglalkoztatott munkavállalók foglalkoztatása maximum 6 havi munkaidőkeretben történhet.
A teljes munkaidőben foglalkoztatott
autóbuszvezetőknél havi munkaidőkeretet kell
megállapítani, a munkaidőkeret kezdő napja a hónap első, befejező napja a hónap(ok) utolsó naptári napja.
Munkaidőkeret alkalmazása
esetén a munkaidő számításakor az Mt. 146. §
(3) bekezdésében megjelölt távollét illetve a keresőképtelenség időtartamát a munkavállalóra irányadó teljes napi munkaidő mértékével kell figyelembe
venni.
4.
A munkaidő beosztása:
4.1. Az 50 km alatti vonalszakaszokon
foglalkoztatottaknál a napi munkaidő maximális mértéke 15 óra.
50 km alatti forda esetében:
A napi 15 óra munkaidőn belül a vezetési
idő nem haladhatja meg a 11 órát.
5.
Vezetési időszak,
vezetési megszakítások
Az 50 kilométert meg nem haladó
vonalszakaszon foglalkoztatottaknál a napi vezetési idő megszakításnak nincs
kötelezően előírt mértéke.
83
/,
I
8.
sz. melléklet
A FORGALMI ÜZEMEK AUTÓBUSZVEZETŐ MUNKAKÖRBEN FOGLALKOZTATOTT MUNKAVÁLLALÓIRA
VONATKOZÓ SPECIÁLIS SZABÁLYOK
Jelen mellékletben foglaltakat kell alkalmazni az alábbi forgalmi üzemeknél
autóbuszvezetö munkakörben foglalkoztatott munkavállalókra:
• Baranya megyei forgalmi üzem
• Somogy megyei forgalmi üzem
• Tolna megyei forgalmi üzem
1. FEJEZET
A munkaidő
beosztása és módosítása
(1)
A jelen melléklet hatálya alá tartozó munkavállalók
munkaidő-beosztását a munkáltató a tárgyhónapot megelőzően 168 órával korábban
egy hónapra írásban köteles a helyben szokásos módon közölni a munkavállalóval.
A munkáltató a havi munkaidő-beosztást az időközben beérkezett feladatok és az előre
nem látható események miatt módosíthatja, ezt írásban (papír alapon,
elektronikus e-mail formájában vagy sms-ben) közölni kell a munkavállalóval.
Amennyiben a napi munkaidő beosztás módosításra, illetve a pihenőnapok
áthelyezésre kerülnek akkor ezek rendkívüli munkavégzésnek minősülnek, amelyre
pótlékot kell elszámolni. Nem jár pótlék a legalább 96 órával korábban
elrendelt munkaidő-beosztás módosítása esetében, továbbá a munkavállaló által kért pihenőnap áthelyezése, illetve napi munkaidő-beosztás módosítása miatt.
(2)
A
munkaidőkeretnek a munkanapokra való felosztása során előbb a tárgyidőszak
naptári napjait kell munkanapokra,
pihenőnapokra osztani, továbbá az
előirányozható egyéb távollétek kijelölésével kell a havi munkaidő-beosztást
elkészíteni. A munkaidő beosztásban meg kell határozni az egy munkanapra jutó teljes munkaidőt.
II. FEJEZET
Az 50 km járathosszt meg nem haladó
menetrend szerinti közlekedésben foglalkoztatott munkavállalókra vonatkozó speciális szabályok
Az 50 km járathosszt meg nem haladó menetrend szerinti
közlekedésben foglalkoztatott, jelen melléklet hatálya alá tartozó
munkavállalókra a Kollektív Szerződés vonatkozó
előírásai a jelen fejezetben foglalt
eltérésekkel alkalmazandók.
(1)
Munkaidő beosztása A
munkavállaló napi munkaideje felek között egyénileg kötött megállapodás alapján a
napi 12 óránál hosszabb is lehet.
(2) A vezetési
idő a napi munkaidőn belül
a tizenegy órát nem haladhatja meg.
(1) Pihenőidő A munkavállalók
részére a szolgálat megkezdésének időpontjától számított 24 órán belül átlagosan 11 óra napi pihenőidőt kell
biztosítani, egyes konkrét szolgálatokhoz ennél rövidebb, minimum 9 órás
pihenőidő is hozzárendelhető.
Kivétel
ez alól, ha a jel-táv idő 15 órát meghaladja,
akkor a szolgálatot követően 24 óra pihenőidőt kell biztosítani
(2) Osztott pihenőidő az 50 km
járathosszt meg nem haladó menetrend szerinti közlekedésben foglalkoztatott munkavállalók esetében nem alkalmazható.
Heti pihenőidő
(1) A munkavállalót hetenként
megillető pihenőidő. Az öt napos általános munkarendet alapul véve a munkavállalónak minden héten két
pihenőnap jár. Minden olyan
folyamatos pihenőidő, amely az egyik
héten kezdődik és átnyúlik
a következő hétre,
teljes terjedelmében hozzáadható az egyik, vagy
másik hét pihenőidejéhez.
Két összevont pihenőnap
akkor tekinthető kiadottnak, ha a munkavállaló egybefüggő szabadidejének hossza eléri a 45 órát.
(2)
Amennyiben a heti
pihenőnap nem adható ki heti pihenőidő címen, a munkavállaló 45 egybefüggő
óránál kevesebb szabadidőben részesül, az ehhez hiányzó órákat az adott hetet követő 3. hét végéig pótlólag ki kell részére adni,
még pedig mindenkor egy aktuális, legalább 8 óra terjedelmű napi pihenőidővel összekapcsolva.
111.FEJEZET
Bérletárusítási jutalék
Az eladott helyközi bérlet darabszáma után bruttó 100 Ft/db jutalékban
részesül a jelen
melléklet hatálya alá tartozó, autóbuszvezető munkakörben foglalkoztatott munkavállaló.
IV.
FEJEZET
Az autóbuszvezető munkakörben foglalkoztatott munkavállalók munka- és pihenőidő rendszere
A Kollektív Szerződés 4.7. pontjában, valamint az egyéb vonatkozó pontjaiban
foglaltakat az alábbi eltérésekkel és kiegészítésekkel kell alkalmazni a jelen melléklet hatálya alá tartozó munkavállalók tekintetében.
1.
Jel-táv idő: A munkavégzésre előírt
idő kezdetétől annak befejezéséig tartó időtartam, amibe be kell számítani a munkavégzéshez kapcsolódó előkészítő (15 perc)
és befejező (15 perc) tevékenység időtartamát.
2.
Munkaidő: az osztott pihenőidő, rendelkezésre állási idő,
valamint a munkaközi szünet összesített időtartamával
csökkentett jeltáv
idő. Munkaidő továbbá az 561/2006/EK rendelet II. Fejezet 9. cikk (3)
bekezdése szerinti egyéb munkával töltött idő a következők szerint:
85
// --
A járművezető által egy ezen rendelet
hatályán kívül eső jármű vezetésével
annak érdekében töltött bármely időszak, hogy eljusson vagy
visszatérjen az ezen rendelet
hatálya alá tartozó járműhöz,
amely nem a járművezető
otthonánál és nem is a járművezető általános tartózkodási helyeként szolgáló
munkáltatói működési központnál található, egyéb munkának számít. A vezetéssel töltött
időre 1,25 km-enként 1 perc átalányidöt kell alkalmazni, tehát a megtett km
függvényében e számított egyéb gépjármű vezetésére fordított vezetési időszak
kerekített percben kifejezett értékét kell egyéb munkaként elszámolni.
Az egyéb gépjármű
vezetéssel töltött idő az autóbuszvezető jelenléti idejét oly
módon
növeli meg, hogy munkakezdéskor közvetlenül a fellépés elé kell számítani, szolgálatból távozáskor a lelépési időhöz adódik hozzá.
Az autóbuszvezetőnek a menetlevél „Megjegyzés" rovatába kell feltüntetnie
a Rendelet hatálya alá nem tartozó jármű vezetésével megtett km-t, melyet a vezénylést végző személynek igazolnia kell. Nem
számolható el egyéb munkaként
a munkába járás ideje, ha a járművet nem az autóbuszvezető vezeti.
Munkaidő a tartalék szolgálatban eltöltött jel-táv idő
munkaközi szünettel csökkentett időtartama.
•
Tartalék szolgálatnak minősül az olyan vezénylés, amelyben a fel-és lelépési időn kívül konkrét feladat nincs meghatározva.
•
A zavartalan közlekedés biztosítása
érdekében a napi vezénylés szerint fordára vezényelt autóbuszvezető részére a
forgalomirányító is tartalék szolgálatot rendelhet el. Ebben az esetben a menetokmányra fel kell vezetni és
igazolni kell a tartalék szolgálat időtartamát.
3.
Az
alapfeladaton kívül eső feladat minősítése: Amennyiben
a munkavállaló számára az általános alapfeladatán kívül eső feladat merül fel,
az adott feladat természete dönti el, hogy az ellátásra fordított idő tényleges
munkával töltött, vagy munkavégzési
kötelezettség nélkül eltöltött
közbenső idő-e.
(Vagyis: Ténylegesen
munkával töltött idő):
• a gépjármű
javításában elrendelt, tevőleges részvétel ideje,
• a szakmai oktatásban való részvétel ideje,
• egyéb elrendelt, tényleges munkára fordított idő.
Munkavégzési
kötelezettség nélkül
eltöltött közbenső
idő:
• tartalékszolgálatban
a tényleges állásidő,
• mentésre való várakozás ideje,
• elemi csapás miatti várakozási idő,
• önköltségi
utazás ideje,
o gépjárműőrzés ideje,
•
a munkavállalótól
függetlenül felmerülő
egyéb veszteségidő.
4.
Rendelkezésre
állási idő: A rendelkezésre állási idő minden olyan idő, melyet az
1988. évi 1. tv.
meghatároz, valamint, a közlekedési jegyzékben meghatározott, két egymást követő járat, tevékenység
közötti állásidő 45 percet meghaladó része, amely nem
minősül munkaidőnek. Az autóbuszvezetőnek nem kell
a munka helyén tartózkodnia, ezzel az idővel szabadon rendelkezik, de
86
|
készen kell állnia a munkavégzés megkezdésére, folytatására.
A rendelkezésre állási idő az autóbusz-gépkocsivezető teljes, napi jelenléti
idejének 30%-át nem haladhatja meg,
nem alkalmazható azokon a napokon, ahol osztott
pihenőidő és váltóforda alkalmazására sor kerül.
5.
Váltó forda: az olyan közlekedési jegyzék, ahol a feladatot
végző jármű indulási
és érkezési helye más-más településen van. Továbbá az autóbusz
terv szerint:
•
a kapcsolódó fordában a (B) helyen kezdi
és az (A) helyen
fejezi be a feladatát,
•
vagy a kapcsolódó fordában az (A) helyen kezdi és a (B) helyen fejezi be a feladatát.
6. A munkaidő
számítása:
M = J - (OP + R + Msz)
M = munkaidő
J = jeltáv idő
OP = osztott pihenőidő
R = rendelkezésre állási idő
Msz = munkaközi szünet
OP = osztott pihenőidő alkalmazása:
•
csak a jelen melléklet II. fejezete alá tartozó
munkavállalók esetében alkalmazható
• csak 13 és 15 óra közé eső napi jelenléti idő
esetén alkalmazható
87
fi
VOLÁNBUSZ ZRT. KOLLEKTiV SZERZŐDÉS
9. sz. melléklet
A FORGALMI ÜZEMEK AUTÓBUSZVEZETÖ MUNKAKÖRBEN FOGLALKOZTATOTT MUNKAVÁLLALÓIRA
VONATKOZÓ SPECIÁLIS SZABÁLYOK
Jelen mellékletben foglaltakat kell alkalmazni az alábbi forgalmi üzemeknél autóbuszvezetö munkakörben foglalkoztatott munkavállalókra:
• Győr-Moson-Sopron megyei forgalmi üzem
• Vas megyei forgalmi üzem
• Veszprém megyei forgalmi üzem
• Zala megyei forgalmi üzem
AUTÓBUSZVEZETÖK MUNKA- ÉS PIHENŐIDEJE
1.
Autóbuszvezetők havi és napi
munkaidő-beosztását (vezénylését) a vezénylő határozza meg. A munkát (a munka
jellegéből adódóan) nem mindig kell állandó telephelyen végezni.
A
munkaidő-beosztás (vezénylés)
módosítása:
a)
A munkáltató az adott napra
vonatkozó munkaidő-beosztást, ha gazdálkodásában vagy működésében előre nem
látható körülmény merül fel, legalább
18 órával korábban módosíthatja.
b)
Amennyiben a munkavállaló munkaképes állapotban van, a
munkáltató egyoldalú intézkedésével a fenti b) pontban foglalt rendelkezéstől
eltérhet, ebben az esetben azonban a feladat során munkaidőnek minősülő idő, de
legfeljebb abból 18 óra rendkívüli munkavégzésnek minősül, kivéve vis maior
eseteit. E szabályozás szempontjából a sztrájk nem tartozik a vis maior esetei
közé.
c)
Munkaidő-beosztás módosításáról a munkavállalót haladéktalanul értesíteni kell.
2. Munkaidő elemei:
A közúti személyszállítási tevékenységre fordított teljes
idő, mely magában foglalja:
a)
a vezetési
időt;
b)
jármű előkészítésére 15 perc/szolgálat és átadására 10 perc/szolgálat
fordított időt;
c)
tartalékszolgálat
időtartamát;
d)
a
napi járatterv (/orda) alapján a járat érkezése és indítása közötti -
pihenőidőnek, munkaközi szünetnek nem minősülő - összes idő 60%-át, kivéve
-
a Veszprém megyei Forgalmi Üzem
Balatonfüred Telephely és Veszprém
szolgálati hely, ahol 50%-át,
-
a
Győr-Moson-Sopron megyei
Forgalmi üzem Győr Helyi Telephely,
ahol 100%-át,
88
-
a
Győr-Moson-Sopron megyei Forgalmi Üzem Csorna Telephely, Győr Telephely és Sopron Telephely, ahol
80%-át,
-
a Veszprém megyei Forgalmi Üzem Ajka Telephely, ahol 71,5%-át,
-
Zala megyei Forgalmi
Üzem helyközi autóbuszvezetői állománycsoport
esetében 50%-át,
átalány jelleggel, amely átalányidő
magában foglalja az utas
kiszolgálásra, napi bevétel
elszámolásra, a jármű napi
karbantartására fordított időt is.
Ezen átalány
munkaidő egy fordára
vetítve nem lehet kevesebb az alábbi átalány munkaidő elemek
összesített mértékénél:
1.1. Átalányidőben meghatározott utas-kiszolgálásra
fordított járatonkénti 5 percig
terjedő időtartam Uegy-, bérletárusítás, csomagkezelés, jegyellenőrzés),
országos személyszállítási járatok esetében induló és végállomásokon 10 perc;
1.2.
Átalányidőben
meghatározott bevétel elszámolás időtartama helyközi járatoknál 15 perc, helyi
járatoknál 5 perc;
1.3.
Átalány formájában megállapított gépjármű
napi karbantartásra fordított idő 15 perc;
Az átalányidőket is tartalmazó napi munkaidő a
jelenléti idő tartamát nem haladhatja meg
e)
járat közbeni kötelező vezetési idő megszakításokat;
!)egyéb, elrendelt munkaidőt (pl. mentésre várakozás);
g) különjárati
és többfős személyzet tagjaként végzett menetrendszerinti közlekedésben
feladatot végző autóbuszvezetők esetén - amennyiben
a napi feladatvégzés során összeadódott munkaidő mértéke ezt nem haladja
meg - a napi munkaidő mértéke:
- 8 óra, amikor az autóbuszvezető napi futásteljesítménye 0-200,0
km,
- 12 óra, amikor az autóbuszvezető napi futásteljesítménye több, mint 200,0 km.
Abban az esetben, ha
az autóbuszvezető különjáratot és menetrend szerinti
járatot is végez, csak a napi különjárati
futásteljesítményt kell figyelembe venni.
A munkaidő kiegészítés legfeljebb a napi jelenléti idő mértékéig történhet.
3. Osztott napi munkaidő alkalmazása
A munkáltató
a napi munkaidőt legfeljebb két részletben is beoszthatja (osztott napi munkaidő). A beosztás szerinti napi munkaidők között legalább két óra ún.
osztási időt kell biztosítani. Az osztási idő nem része a munkaidőnek.
4. Osztott napi pihenőidő alkalmazása esetén a pihenőhely feltételei
A napi pihenőidő megosztása esetén az osztott
pihenőidőre a jármű tárolási helyétől olyan távolságban kell biztosítani a
pihenő helyet, amely az oda- és visszautazási időn túlmenően
biztosítja a minimálisan kiadandó pihenőidőt.
Pihenőidőnek csak a pihenőhelyen való tartózkodási idő minősül.
Amennyiben a jármű nem rendelkezik a napi pihenőidő
biztosításának feltételeivel, akkor a kijelölt pihenőhelyre a vonatkozó
miniszteri rendelet előírásai az irányadóak.
Jelen rendelkezés nem vonatkozik arra az esetre, ha a
pihenőhely a munkavállaló lakóhelye.
89
|
2.
4. Az 561/2006/EK rendelet hatálya alá nem tartozó (50 km alatti)
feladatra beosztott autóbuszvezetök munka és pihenőidő rendszerével
(foglalkoztatási szabályaival) kapcsolatos szabályok
A jelen melléletben foglalt szabályokat az alábbi eltérésekkel kell alkalmazni:
Munkaidő szabályok
(1)
Napi munkaidő: az egy naptári napra
vagy huszonnégy órás megszakítás nélküli időszakba tartozó munkaidő - felek megállapodása alapján - a 15 órát nem haladhatja meg.
(2)
Vezetési
idő: a napi 15 órás munkaidőn belül a vezetési idő a 11 órát nem haladhatja
meg.
(3) Vezetési idő megszakítások: az 50 kilométernél nem hosszabb
vonalszakaszon Uáraton) foglalkoztatott autóbuszvezető
esetében a napi vezetési idő megszakításnak nincs
kötelező előírt mértéke.
(4)
Osztott munkaidő: a munkáltató a napi munkaidőt legfeljebb két részletben is
beoszthatja. A beosztás szerinti
napi munkaidők között legalább két óra
pihenőidőt kell biztosítani. Az osztási
idő nem része a munkaidőnek.
Az autóbuszvezetőre az osztott munkaidő és a rendelkezésre állási idő
egyidejűleg nem
alkalmazható.
Pihenőidő szabályok
(1) Napi pihenőidő
Napi munka befejezése és a következő munkakezdés - azaz a két szolgálat- között legalább 11
óra egybefüggő pihenőidőt kell biztosítani,
ami hetenként legfeljebb háromszor nem kevesebb, mint 9 órára csökkenthető
(csökkentett napi pihenőidő).
(2) Heti
pihenőidő
a) Munkavállalót
hetenként megillető pihenőidő. Az öt napos általános munkarendet alapul véve a
munkavállalónak minden héten két pihenőnap jár. Az általános munkarendtől
eltérően - munkaidőkeret alkalmazása esetén -
a pihenőnap a meghatározott szabályok keretei között- legfeljebb egy hónapra - rés.zben
összevontan is kiadható.
b) Két összevont pihenőnap akkor tekinthető
kiadottnak, ha a munkavállaló egybefüggő szabad idejének
hossza eléri a 45 órát.
c) A
helyi forgalmi üzemeknél foglalkoztatott munkavállalóknál havonta legalább két
alkalommal vasárnap kell kiadni a pihenőnapot, amelyhez legalább egy másik
pihenőnapot kell kapcsolni.
(3) Osztott
napi pihenőidő
A munkavállaló részére biztositott pihenőidő
kiadásánál az alábbi eltérések alkalmazhatók:
a)
Ha a munkavállaló napi pihenőideje - a napi munka befejezése és a
következő napi munkakezdés között - eléri az összesen 12 órát, akkor a napi pihenőidő két részben is kiadható,
ahol az egyik rész egybefüggően legalább 9 órás,
a másik rész egybefüggően legalább 3
órás, és a hosszabbik rész esik a következő napi munkakezdést
90
j
VOLÁNBUSZ ZRT. KOLLEKTÍV SZERZŐDÉS
közvetlenül megelőző időre. A pihenőidő alatt a munkavállalónak
munkáltatója irányában sem
rendelkezésre állási, sem egyéb kötelezettsége nincs. Ekkor más napokon történő
kompenzáció nem szükséges.
b)
In an extraordinary traffic situation that threatens or hinders the maintenance of continuous passenger transport services, due to weather or other reasons, in order to maintain the service, the daily rest period of the employee specified in paragraph a) may be reduced to a continuous period of 8 hours, provided that the next daily rest period is increased to an extent corresponding to the rest period thus missed.
BUS DRIVERS' SALARY
Revenue commission :
On local routes, for tickets sold by the bus driver , 10 HUF/piece
after season ticket 100 HUF/piece
Sold by the bus driver on intercity routes
3 HUF/ ticket and 1% of the net sales revenue of the sold ticket ( the amount increased by the price supplement and reduced by VAT ) ,
after season ticket 250 HUF/piece
Upon termination of employment, the employee's income commission is settled on the day of termination. The amount of the commission is determined based on the average of the last 3 months paid.
91
1- 1,/'i'
Annex No. 10
The structure of each wage system
|
5 years ago |
10 0+50 |
|
|
|
|
IFVora 1rn u rt ai ll,) |
|
20 years ago |
100+100 |
|
|
|
I |
F Véfa lmtfflaidó ) |
|
100 % tax |
Basic salary |
Basic salary |
Flat rent |
l'Japlié r /174 |
AJ iljll)é r /174 |
|
|
Away from home ! |
P/a pwage . meat wage r , fo r galni compensation salary r,ófiél< |
Beef , beef, fattening + mt sees ntpiót: eat |
Hunger wage . + nt szeinli p ótlekai; |
IAJ a pbé r +nrt sze r irli live; |
/lJapbér + mt Wirli supplement: |
|
92
