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2018","Poland - 2018-06 ZUZP Goodrich Aerospace - 2018","2018-06 ZUZP Goodrich Aerospace - 2018 - Transport, logistyka i komunikacja",{"name":41,"data":42},"2018-06 ZUZP Goodrich Aerospace.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>2018-06 ZUZP Goodrich Aerospace\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>Zakładowy Układ Zbiorowy Pracy dla Pracowników Goodrich Aerospace Poland\nSp. z o.o.\u003C\u002Fh1>\n\n\u003Ch1>zawarty w Krośnie w dniu 19 lutego 2018 między:\u003C\u002Fh1>\n\n\u003Ch1>Goodrich Aerospace Poland Sp. z o.o. z siedzibą w Krośnie\u003C\u002Fh1>\n\n\u003Ch1>reprezentowaną przez:\u003C\u002Fh1>\n\n\u003Ch1>1.Mariusza Tomiaka - Dyrektora Naczelnego, Członka Zarządu\u003C\u002Fh1>\n\n\u003Ch1>2.Kaję Zielonkę - Foryś - Dyrektora Personalnego, Członka Zarządu\u003C\u002Fh1>\n\n\u003Ch1>a\u003C\u002Fh1>\n\n\u003Ch1>Komisją Zakładową NSZZ „Solidarność” w Goodrich Aerospace Poland\nSp. z\u003C\u002Fh1>\n\n\u003Ch1>o.o. z siedzibą w Krośnie\u003C\u002Fh1>\n\n\u003Ch1>reprezentowaną przez:\u003C\u002Fh1>\n\n\u003Ch1>1.Janusza Lecha - Przewodniczącego NSZZ „Solidarność”\u003C\u002Fh1>\n\n\u003Ch1>2.Pawła Lipińskiego - zastępcę Przewodniczącego NSZZ\n„Solidarność”\u003C\u002Fh1>\n\n\u003Ch1>3.Mariana Kłapkowskiego - członka komisji\u003C\u002Fh1>\n\n\u003Ch1>4.Waldemara Patię - członka komisji\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ I\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Postanowienia wstępne\u003C\u002Fh3>\n\n\u003Ch4>§1.\u003C\u002Fh4>\n\n\u003Cp>1.Zakładowy Układ Zbiorowy Pracy obowiązuje wszystkich pracowników\nzatrudnionych w Goodrich Aerospace Poland Sp. z o.o. z siedzibą w Krośnie.\u003C\u002Fp>\n\n\u003Cp>2.ZUZP nie są objęci:\u003C\u002Fp>\n\n\u003Cp>a)pracownicy młodociani zatrudnieni w zakładzie pracy w celu nauki zawodu\noraz w celu przyuczania do wykonywania określonej pracy.\u003C\u002Fp>\n\n\u003Cp>b)członkowie zarządu Spółki i główny księgowy w zakresie dot.\nwarunków wynagradzania.\u003C\u002Fp>\n\n\u003Cp>c)dyrektorzy (niebędący członkami zarządu Spółki) w zakresie\nwynagrodzeń zasadniczych.\u003C\u002Fp>\n\n\u003Cp>3.Układ określa zasady:\u003C\u002Fp>\n\n\u003Cp>a)zawierania umów o pracę,\u003C\u002Fp>\n\n\u003Cp>b)wynagradzania pracowników,\u003C\u002Fp>\n\n\u003Cp>c)współpracy pracodawcy ze społeczną inspekcją pracy,\u003C\u002Fp>\n\n\u003Cp>d)współpracy pracodawcy ze związkiem zawodowym.\u003C\u002Fp>\n\n\u003Cp>4.Językiem obowiązującym w zakładzie jest język polski.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§2.\u003C\u002Fh4>\n\n\u003Cp>Ilekroć w treści dokumentu jest mowa o:\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Układzie\u003C\u002Fstrong> lub \u003Cstrong>ZUZP\u003C\u002Fstrong> - rozumie się przez\nto niniejszy Zakładowy Układ Zbiorowy Pracy,\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Zakładzie pracy\u003C\u002Fstrong> lub \u003Cstrong>Spółce\u003C\u002Fstrong> - rozumie\nsię przez to Goodrich Aerospace Poland Spółka z o.o. z siedzibą w\nKrośnie,\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Pracowniku\u003C\u002Fstrong> - rozumie się przez to wszystkie osoby\nzatrudnione w ramach stosunku pracy w zakładzie pracy,\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Kierowniku Zakładu Pracy\u003C\u002Fstrong> lub\n\u003Cstrong>Pracodawcy\u003C\u002Fstrong> - rozumie się przez to zarząd Spółki,\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Księdze Opisów Stanowisk\u003C\u002Fstrong> - rozumie się przez to\ndokument wewnętrzy jakim jest Księga Opisów Stanowisk Pracy z dnia 17\npaździernika 2011 r wraz z późniejszymi aktualizacjami,\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Najniższym wynagrodzeniu\u003C\u002Fstrong> - rozumie się przez to\nminimalne wynagrodzenie określone powszechnie obowiązującymi przepisami\nprawa (ustawa z dnia 10 października 2002 r. o minimalnym wynagrodzeniu za\npracę wraz z późniejszymi aktualizacjami, rozporządzeniami i\nobwieszczeniami prezesa rady ministrów),\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Wynagrodzeniu\u003C\u002Fstrong> - rozumie się przez to wynagrodzenie\nzasadnicze brutto w stawkach miesięcznych określone w umowie o pracę,\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Kodeksie pracy\u003C\u002Fstrong> - rozumie się przez to ustawę z 26\nczerwca 1974r. - Kodeks pracy z późniejszymi zmianami (tekst ujednolicony),\noraz przepisy prawa pracy zawarte w innych aktach prawnych z nim\npowiązanych,\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Progresji\u003C\u002Fstrong> - ścieżce uzyskiwania wzrostu wynagrodzenia\npracowników pro-dukcyjnych i wsparcia produkcji poprzez podnoszenie\nkwalifikacji, kompetencji oraz realizację wyznaczonych celów i zadań\nzakończona udokumentowaną oceną,\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>PPW\u003C\u002Fstrong> - Plan Poprawy Wyników, którym obejmuje się\npracownika niespełniają- cego wyznaczonych celów i zadań lub pracownika,\nwobec którego zastosowano karę porządkową,\u003C\u002Fp>\n\n\u003Cp>•\u003Cstrong>Umowie Zakładowej\u003C\u002Fstrong> - rozumie się przez to Umowę\nmiędzy Pracodawcą a Zakładową Organizacją Związkową dotyczącą zasad\nwprowadzenia i funkcjonowania Pracowniczego Programu Emerytalnego z dnia 19\nlutego 2018r.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§3.\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cp>1.Układ zostaje zawarty na czas nieokreślony.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Zmiany do Układu wprowadza się w drodze Protokołów Dodatkowych. Do\nzawarcia Protokołów Dodatkowych stosuje się odpowiednio przepisy dotyczące\nzawarcia Układu.\u003C\u002Fp>\n\n\u003Cp>3.Układ może być wypowiedziany przez każdą ze Stron za okresem\nwypowiedzenia:\u003C\u002Fp>\n\n\u003Cp>a)Okres wypowiedzenia Układu wynosi 3 miesiące i upływa z ostatnim dniem\nmiesiąca kalendarzowego.\u003C\u002Fp>\n\n\u003Cp>b)Oświadczenie o wypowiedzeniu następuje w formie pisemnej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ II\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Zasady zawierania umów o pracę\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§4.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Podstawową formą umowy o pracę jest umowa na czas nieokreślony.\u003C\u002Fp>\n\n\u003Cp>a)Pracodawca może zawierać z pracownikiem umowę o pracę na czas\nokreślony na okres nie dłuższy niż 15 miesięcy.\u003C\u002Fp>\n\n\u003Cp>b)Pracodawca może zawierać z pracownikiem umowę o pracę na czas\nokreślony po uprzednio zawartej umowie na okres próbny, jednakże na okres\nłączny dla obydwu umów nie dłuższy niż 15 miesięcy.\u003C\u002Fp>\n\n\u003Cp>c)W uzasadnionych, szczególnych przypadkach, Pracodawca ma prawo zawierać\nz pracownikiem więcej umów na czas określony i na okres dłuższy niż 15\nmiesięcy z zachowaniem ograniczeń dotyczących zawierania umów wynikających\nz Kodeksu Pracy.\u003C\u002Fp>\n\n\u003Cp>2.Z przyjmowanymi pracownikami zawierana jest umowa o pracę w formie\npisemnej zgodnie z Kodeksem pracy i postanowieniami Układu.\u003C\u002Fp>\n\n\u003Cp>3.Zatrudnienie pracowników dokonywane jest zgodnie z wymaganiami zawartymi\nw Księdze Opisów Stanowisk.\u003C\u002Fp>\n\n\u003Cp>4.Obowiązkiem pracodawcy wraz z podpisaniem umowy o pracę jest zapoznanie\nnowo przyjętego pracownika z ZUZP i Regulaminem Pracy oraz poinformowanie o\nwystępującym ryzyku zawodowym na stanowisku pracy, zasadach ochrony przed\nzagrożeniami występującymi na stanowisku pracy oraz systemie pracy na danym\nstanowisku.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział III\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Polityka wynagrodzeń i zasady wynagradzania pracowników Spółki\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§5.\u003C\u002Fh4>\n\n\u003Ch4>Polityka wynagrodzeń\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Wynagrodzenie pracownika za pełny miesięczny wymiar czasu pracy nie\nmoże być niższe od najniższego wynagrodzenia.\u003C\u002Fp>\n\n\u003Cp>2.Wynagrodzenia pracowników Spółki kształtują się na poziomie\nrynkowym.\u003C\u002Fp>\n\n\u003Cp>3.Rynek odniesienia (grupa porównawcza) oraz poziom rynkowy Wynagrodzeń\nwyznaczany będzie poprzez wskazanie mediany Wynagrodzeń obowiązujących w\nuzgodnionych podmiotach branży lotniczej na podstawie raportu firmy\nkonsultingowej zajmującej się badaniem płac. W przypadku Wynagrodzeń\npracowników produkcji i wsparcia produkcji mediana rynkowa określa wysokość\nwynagrodzenia zasadniczego dla poziomu B2 w każdej z tabel płacowych.\u003C\u002Fp>\n\n\u003Cp>4.Wybór firmy konsultingowej będzie dokonywany przez Pracodawcę w\nporozumieniu z Organizacją Związkową. W momencie podpisywania niniejszego\nUkładu, Strony w uzgodnieniu uznają raport firmy Sedlak & Sedlak jako\nodzwierciedlający rynek odniesienia.\u003C\u002Fp>\n\n\u003Cp>5.Poziom mediany określającej Wynagrodzenia zasadnicze w poszczególnych\ngrupach zawodowych w zakładzie będzie o 1,5% wyższy od poziomu rynkowego.\u003C\u002Fp>\n\n\u003Cp>6.Wynagrodzenia i widełki płac dla poszczególnych kategorii i grup\npionów są corocznie modyfikowane z uwzględnieniem starzenia rynku.\u003C\u002Fp>\n\n\u003Cp>7.Poprzez starzenie rynku rozumiany jest średni procentowy wzrost\u002Fspadek\nWynagrodzeń w grupie porównawczej o której mowa w pkt 3 w stosunku do roku\npoprzedniego.\u003C\u002Fp>\n\n\u003Cp>8.Dane dotyczące starzenia się rynku uzyska pracodawca od uzgodnionej ze\nZwiązkiem Zawodowym firmy konsultingowej zajmującej się badaniem płac.\u003C\u002Fp>\n\n\u003Cp>9.Starzenie rynku stanowi podstawę 'do corocznej aktualizacji tabel\nwynagrodzeń stanowiących załącznik nr 1 i nr 2 do Układu.\u003C\u002Fp>\n\n\u003Cp>10.Różnica pomiędzy zakładanym w poprzednim roku wzrostem\u002Fspadkiem\nWynagrodzeń na rynku odniesienia a rzeczywistym wzrostem\u002Fspadkiem Wynagrodzeń\nwynikająca z opublikowanego raportu płacowego, będzie uwzględniania w\nregulacji Wynagrodzeń w roku następnym.\u003C\u002Fp>\n\n\u003Cp>11.Sprawdzenia wysokości płac w Spółce do Wynagrodzeń na rynku\nodniesienia realizowane jest co 3 lata.\u003C\u002Fp>\n\n\u003Cp>12.W przypadku'pojawienia się różnicy pomiędzy Wynagrodzeniami w\nSpółce, a Wynagrodzeniem rynkowym określonym przez raport płacowy,\nPracodawca i Związek Zawodowy przystąpią do negocjacji. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§6.\u003C\u002Fh4>\n\n\u003Ch4>Składniki wynagrodzenia\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Na zasadach określonych w Układzie Pracownikom przysługuje:\u003C\u002Fp>\n\n\u003Cp>a)wynagrodzenie zasadnicze,\u003C\u002Fp>\n\n\u003Cp>b)dodatek za pracę w porze nocnej,\u003C\u002Fp>\n\n\u003Cp>c)dodatek za pracę za pracę w godzinach nadliczbowych,\u003C\u002Fp>\n\n\u003Cp>d)dodatek z tytułu pracy w zmianowym systemie czasu pracy w jego\nczterobrygadowej organizacji.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§7.\u003C\u002Fh4>\n\n\u003Ch4>Zasady wynagradzania pracowników\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracownicy otrzymują Wynagrodzenie określone stawką miesięczną.\u003C\u002Fp>\n\n\u003Cp>2.Pracownikowi przysługuje Wynagrodzenie za wykonywanie pracy w oznaczonym\nterminie, zgodnie z warunkami technicznymi i obowiązującymi w tym zakresie\nprzepisami oraz umową o pracę. Wysokość Wynagrodzenia jest uzależniona od\nkwalifikacji, zajmowanego stanowiska oraz trudności i złożoności\nwykonywanej pracy. Opisy stanowisk pracy zawarte są w Księdze Opisów\nStanowisk.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cp>3.Jeżeli Wynagrodzenie pracownika zobowiązanego do 40 godzinnego\ntygodniowego czasu pracy określone jest stawką miesięczną, a zachodzi\npotrzeba ustalenia jakiegoś składnika Wynagrodzenia w zależności od czasu\npracy liczonego w godzinach, to należy tę stawkę podzielić przez liczbę\ngodzin pracy przypadających do przepracowania w danym miesiącu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§8.\u003C\u002Fh4>\n\n\u003Ch4>Wynagrodzenie za pracę w porze nocnej, w godzinach nadliczbowych i w\nzmianowym systemie czasu pracy w jego czterobrygadowej organizacji\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>1.Za pracę w porze nocnej przysługuje pracownikom dodatek nocny za każdą\nprzepracowaną godzinę w wysokości 20% stawki godzinowej wynikającej z\nminimalnego wynagrodzenia ustalonego na podstawie odrębnych przepisów.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>2.Dodatek za pracę w porze nocnej wykonywaną w godzinach nadliczbowych, w\ndniach ustawowo wolnych od pracy (niedziele i święta) oraz dniach wolnych od\npracy, wypłaca się w podwójnej wysokości w stosunku do dodatku, jak w pkt.\n1\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>3.Dodatki do wynagrodzenia za pracę w godzinach nadliczbowych (tj.\nwykonywaną ponad normy czasu pracy) regulują przepisy Kodeksu Pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.Poszczególnym grupom pracowników, względnie pracownikom przysługują\nnastępujące dodatki:\u003C\u002Fp>\n\n\u003Cp>a)Pracownicy pracujący w zmianowym systemie czasu pracy w jego\nczterobrygadowej organizacji, mają prawo do dodatku do wynagrodzenia, za\nkażdą godzinę pracy w tym systemie, wynoszącego 11,45% wynagrodzenia\ngodzinowego.\u003C\u002Fp>\n\n\u003Cp>b)Wynagrodzenie godzinowe oblicza się poprzez podzielenie wartości\nWynagrodzenia miesięcznego policzonego jako średnia z widełek dla grupy\nzawodowej Operatorzy Maszyn dla poziomu B4 przez 168 godzin.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§9.\u003C\u002Fh4>\n\n\u003Ch4>Inne dodatki do wynagrodzenia\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kierownik zakładu pracy może ustalić dla pracowników wykonujących\ndodatkowe czynności niewchodzące w zakres ich normalnych obowiązków\nsłużbowych premię zadaniową, jeżeli prac tych nie może zlecić\npracownikowi w ramach pracy uzupełniającej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§10.\u003C\u002Fh4>\n\n\u003Ch4>Kryteria ustalania wysokości wynagrodzenia, progresji i awansu dla\npracowników produkcyjnych i wsparcia produkcji\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Dla pracowników produkcyjnych oraz wsparcia produkcji ustalone zostają\ngrupy płacowe PO, P1, P2, P3.\u003C\u002Fp>\n\n\u003Cp>2.Do poszczególnych grup płacowych przypisane są grupy zawodowe jak\nponiżej:\u003C\u002Fp>\n\n\u003Cp>a)PO\u003C\u002Fp>\n\n\u003Cp>•Pracownicy Pomocniczy,\u003C\u002Fp>\n\n\u003Cp>b)P1\u003C\u002Fp>\n\n\u003Cp>•Polerowacze,\u003C\u002Fp>\n\n\u003Cp>•Operatorzy procesów,\u003C\u002Fp>\n\n\u003Cp>•Monterzy\u003C\u002Fp>\n\n\u003Cp>c)P2\u003C\u002Fp>\n\n\u003Cp>•Narzędziowcy,\u003C\u002Fp>\n\n\u003Cp>•Monterzy Podwozi Lotniczych,\u003C\u002Fp>\n\n\u003Cp>•Operatorzy Maszyn\u003C\u002Fp>\n\n\u003Cp>d)P3:\u003C\u002Fp>\n\n\u003Cp>•Kontrolerzy Jakości,\u003C\u002Fp>\n\n\u003Cp>•Pracownicy Utrzymania Ruchu\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Wykaz grup zawodów, podgrup i stanowisk wchodzących w skład grup\npłacowych określa załącznik nr 3 do niniejszego Układu.\u003C\u002Fp>\n\n\u003Cp>4.Dla stanowisk pracowników produkcyjnych i wsparcia produkcji obowiązują\n3 poziomy Wynagradzania C, B, A oraz 4 stopnie Wynagradzania na poziomie C i B.\nNajniższym poziomem i stopniem jest C1, zaś najwyższym A.\u003C\u002Fp>\n\n\u003Cp>5.Kryteria progresji:\u003C\u002Fp>\n\n\u003Cp>a)progresja rozpoczyna się od kategorii C1 i trwa do kategorii B4,\u003C\u002Fp>\n\n\u003Cp>b)progresja dokonywana jest co 8 miesięcy, jednakże w wyjątkowych\nprzypadkach zgodnie z decyzją kierownika zakładu pracy okres planowanej\nprogresji może ulec skróceniu,\u003C\u002Fp>\n\n\u003Cp>c)dla uzyskania progresji na następny stopień konieczna jest\nudokumentowana ocena wyników pracy w kategoriach: Celów i Zadań,\nKompetencji, Wartości Dywizji Podwozi Lotniczych\u003C\u002Fp>\n\n\u003Cp>d)dla nowozatrudnionych pracowników okres progresji rozpoczyna się po\nupływnie 3 pierwszych miesięcy zatrudnienia.\u003C\u002Fp>\n\n\u003Cp>e)progresję wstrzymuje:\u003C\u002Fp>\n\n\u003Cp>•ogólna ocena: „Nie do przyjęcia” lub „Rozwojowy - Wymagający\npoprawy”,\u003C\u002Fp>\n\n\u003Cp>•objęcie pracownika Planem Poprawy Wyników (PPW),\u003C\u002Fp>\n\n\u003Cp>6.W przypadku niezrealizowania celów i zadań progresja ulega zawieszeniu\nna okres trwania PPW.\u003C\u002Fp>\n\n\u003Cp>7.Pracownicy produkcyjni i wsparcia produkcji mogą awansować na poziom\nA.\u003C\u002Fp>\n\n\u003Cp>8.Minimalny okres uprawniający do awansu z B4 na poziom A wynosi 2 lata.\u003C\u002Fp>\n\n\u003Cp>9.Awans na poziom A jest możliwy po spełnieniu następujących minimalnych\nwymagań:\u003C\u002Fp>\n\n\u003Cp>a) Ocena pracy na poziomie co najmniej „w pełni zadowalający” przez\nokres uprawniający do awansu,\u003C\u002Fp>\n\n\u003Cp>b) Nie mniej niż 70% maksymalnego wyniku kryteriów awansu określonych na\nszczeblu dywizji systemów podwozi lotniczych przez okres uprawniający do\nawansu.\u003C\u002Fp>\n\n\u003Cp>10.Relacje między poszczególnymi poziomami Wynagrodzeń dla grup płaco\u003C\u002Fp>\n\n\u003Cp>wych: PO, P1, P2 i P3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"76\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>Relacja do B2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"76\">\u003Cp>Cl\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>70%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"76\">\u003Cp>C2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>78%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"76\">\u003Cp>C3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>85%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"76\">\u003Cp>C4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>91%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"76\">\u003Cp>BI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>96%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"76\">\u003Cp>B2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>100%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"76\">\u003Cp>B3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>103%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"76\">\u003Cp>B4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>106% -116%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"76\">\u003Cp>A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"111\">\u003Cp>109% -135%\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11.Wysokość Wynagrodzenia na poszczególnych poziomach i stopniach\nokreśla tabela, stanowiąca załącznik nr 1 do Układu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§11.\u003C\u002Fh4>\n\n\u003Ch4>Wynagradzanie pracowników nieprodukcyjnych\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracownicy nieprodukcyjni wynagradzani są według następujących\nkategorii:\u003C\u002Fp>\n\n\u003Cp>L5A, L5B, L6, L7, L8, G.\u003C\u002Fp>\n\n\u003Cp>2.W powyższych kategoriach wynagradzania, obowiązuje podział na grupy\npionów pracowników nieprodukcyjnych:\u003C\u002Fp>\n\n\u003Cp>a)kategoria L5A bez podziału na grupy pionów,\u003C\u002Fp>\n\n\u003Cp>b)kategoria L5B bez podziału na grupy pionów,\u003C\u002Fp>\n\n\u003Cp>c)kategoria L6:\u003C\u002Fp>\n\n\u003Cp>I.grupa pionów: administracyjny, personalny, finansowy, bhp i ochrona\nśrodowiska,\u003C\u002Fp>\n\n\u003Cp>II.grupa pionów: jakości, badań i rozwoju,\u003C\u002Fp>\n\n\u003Cp>III.grupa pionów: produkcyjny, techniczny,\u003C\u002Fp>\n\n\u003Cp>IV.grupa pionów: sprzedaży, logistyki i zakupów,\u003C\u002Fp>\n\n\u003Cp>d)kategoria L7:\u003C\u002Fp>\n\n\u003Cp>I.grupa pionów: administracyjny, personalny, finansowy, bhp i ochrona\nśrodowiska,\u003C\u002Fp>\n\n\u003Cp>II.grupa pionów: jakości, badań i rozwoju,\u003C\u002Fp>\n\n\u003Cp>III.grupa pionów: produkcyjny, techniczny,\u003C\u002Fp>\n\n\u003Cp>IV.grupa pionów: sprzedaży, logistyki i zakupów,\u003C\u002Fp>\n\n\u003Cp>e)kategoria L8:\u003C\u002Fp>\n\n\u003Cp>I.grupa pionów: administracyjny, personalny, finansowy, bhp i ochrona\nśrodowiska,\u003C\u002Fp>\n\n\u003Cp>II.grupa pionów: jakości, badań i rozwoju,\u003C\u002Fp>\n\n\u003Cp>III.grupa pionów: produkcyjny, techniczny,\u003C\u002Fp>\n\n\u003Cp>IV.grupa pionów: sprzedaży, logistyki i zakupów,\u003C\u002Fp>\n\n\u003Cp>f)kategoria G bez podziału na grupy pionów.\u003C\u002Fp>\n\n\u003Cp>3.Przyporządkowanie stanowisk do poszczególnych kategorii i grup pionów\nzostało określone w załączniku nr 4 do Układu.\u003C\u002Fp>\n\n\u003Cp>4.Stanowisko pracy pracownika nieprodukcyjnego określa umowa o pracę.\u003C\u002Fp>\n\n\u003Cp>W umowie podaje się dodatkowo kategorię wynagrodzenia jak w §11 pkt 1.\u003C\u002Fp>\n\n\u003Cp>5.Wysokość wynagrodzenia w poszczególnych kategoriach określa tabela\nstanowiąca załącznik nr 2 do Układu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§ 12.\u003C\u002Fh4>\n\n\u003Ch4>Świadczenia dodatkowe\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pracownikom przysługują następujące świadczenia dodatkowe:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Cp>a)nagroda z okazji Świąt Wielkiej Nocy w wysokości 10% średniego\nwynagrodzenia zasadniczego w Spółce na dzień 31 stycznia danego roku\nwypłacana w miesiącu marcu (od 2019 roku),\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>b)nagroda z okazji Świąt Bożego Narodzenia w wysokości 10% średniego\nwynagrodzenia zasadniczego w Spółce na dzień 31 października danego roku\nwypłacana w miesiącu grudniu (od 2020 roku),\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>c)odprawa z tytułu przejścia na rentę lub emeryturę,\u003C\u002Fp>\n\n\u003Cp>d)Dla pracowników którzy przystąpili do PPE, pracodawca odprowadza\nskładkę podstawową na PPE wg ustaleń zawartych w Umowie Zakładowej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch4>§13.\u003C\u002Fh4>\n\n\u003Ch4>Odprawy z tytułu przejścia na rentę lub emeryturę\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Pracownikom odchodzącym na rentę z tytułu niezdolności do pracy lub\nemeryturę przysługuje jednorazowa odprawa pieniężna, której wysokość\nuzależniona jest od ogólnego stażu pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. Wysokość odprawy pieniężnej wynosi:\u003C\u002Fp>\n\n\u003Cp>do 15 lat pracy 100% miesięcznego wynagrodzenia\u003C\u002Fp>\n\n\u003Cp>po 15 latach pracy 150% miesięcznego wynagrodzenia\u003C\u002Fp>\n\n\u003Cp>po 20 latach pracy 200% miesięcznego wynagrodzenia\u003C\u002Fp>\n\n\u003Cp>po 25 latach pracy 250% miesięcznego wynagrodzenia\u003C\u002Fp>\n\n\u003Cp>po 30 latach pracy 300% miesięcznego wynagrodzenia\u003C\u002Fp>\n\n\u003Cp>po 35 latach pracy 350% miesięcznego wynagrodzenia\u003C\u002Fp>\n\n\u003Cp>po 40 latach pracy 400% miesięcznego wynagrodzenia\u003C\u002Fp>\n\n\u003Cp>po 45 latach pracy 500% miesięcznego wynagrodzenia\u003C\u002Fp>\n\n\u003Cp>po 50 latach pracy 600% miesięcznego wynagrodzenia\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Pracownik, który uprzednio otrzymał odprawę nie może ponownie nabyć\ndo niej prawa.\u003C\u002Fp>\n\n\u003Cp>4.Odprawa przysługująca pracownikowi zatrudnionemu w pełnym wymiarze\nczasu pracy nie może być kwotowo niższa od najniższego wynagrodzenia\nobowiązującego w dniu rozwiązania stosunku pracy w związku z nabyciem prawa\ndo emerytury lub renty z tytułu niezdolności do pracy.\u003C\u002Fp>\n\n\u003Cp>5.Podstawę wymiaru odprawy stanowi miesięczne wynagrodzenie pracownika\nobliczone jak ekwiwalent za urlop wypoczynkowy.\u003C\u002Fp>\n\n\u003Cp>6.Do ogólnego stażu pracy, od którego zależy wysokość odprawy, zalicza\nsię wszystkie okresy zatrudnienia pracownika oraz okresy zaliczane do stażu\npracy na podstawie przepisów prawa powszechnie obowiązującego.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§14.\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch4>Pracowniczy Program Emerytalny\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>1.Pracodawca oferuje Pracownikom możliwość uczestnictwa w Pracowniczym\nProgramie Emerytalnym na warunkach określonych w umowie zakładowej oraz\nustawie o pracowniczych programach emerytalnych z dnia 20 kwietnia 2004 roku.\n(Dz.U. z 2016r., poz. 1449).\u003C\u002Fp>\n\n\u003Cp>2.W przypadku jednostronnego zawieszenia odprowadzania składki lub\nczasowego ograniczenia wysokości naliczania składki lub likwidacji Programu\nprzez Pracodawcę, Pracodawca będzie wypłacał Pracownikom będącym\nuczestnikami Programu wg stanu na dzień poprzedzający taką decyzję\nPracodawcy, miesięczny dodatek do wynagrodzenia w wysokości 2,1% płacy\nzasadniczej Pracownika przez okres zawieszenia lub ograniczenia oraz po\nlikwidacji Programu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§15.\u003C\u002Fh4>\n\n\u003Ch4>Zasady pokrywania kosztów zakupu okularów korekcyjnych do pracy,\nprzydziału posiłków profilaktycznych i regeneracyjnych oraz napojów\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca pokrywa koszt zakupu okularów korygujących wzrok do\nwysokości 9-krotnej diety, przysługującej pracownikowi zatrudnionemu w\npaństwowej lub samorządowej jednostce budżetowej, za cały dzień podróży\nodbywanej na terenie kraju. Koszty pokrywane są pracownikom użytkującym\npodczas pracy monitory ekranowe przez co najmniej 4 godziny dziennie, nie\nczęściej niż jeden raz na 4 lata. Zakup okularów wymaga zalecenia\nlekarza.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>2.Pracodawca pokrywa koszt zakupu opraw ochronnych oraz szkieł korekcyjnych\ndla pracowników, których praca wiąże się z przebywaniem w pomieszczeniach\nprodukcyjnych, gdzie jest wymagane noszenie okularów ochronnych, zgodnie z\nzaleceniem lekarza.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>3.Pracodawca zobowiązany jest zapewnić pracownikom bezpłatne posiłki\nprofilaktyczne i regeneracyjne, na zasadach określonych w porozumieniu z\norganizacją związkową.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.Pracodawca zobowiązany jest wydawać bezpłatnie zatrudnionym w warunkach\nszkodliwych dla zdrowia lub szczególnie uciążliwych mleko lub inne napoje\nstosownie do warunków pracy w ilości ustalonej przez lekarza sprawującego\nnadzór nad pracownikami oraz zaopatrywać pracowników w napoje gorące i\nchłodzące w zależności od warunków pracy.\u003C\u002Fp>\n\n\u003Cp>5.W zakładzie obowiązują normy przydziału napojów wydawanych\npracownikom bezpłatnie, na zasadach określonych w porozumieniu z organizacją\nzwiązkową.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ IV\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Zasady współpracy Pracodawcy ze Społeczna Inspekcja Pracy\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch4>§16.\u003C\u002Fh4>\n\n\u003Cp>1.Społeczna inspekcja pracy jest służbą społeczną pełnioną przez\npracowników, mającą na celu zapewnienie przez zakład pracy bezpiecznych i\nhigienicznych warunków pracy oraz ochronę uprawnień pracowniczych,\nokreślonych w przepisach prawa pracy.\u003C\u002Fp>\n\n\u003Cp>2.Społeczni Inspektorzy Pracy są członkami Komisji BHP.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Społeczni Inspektorzy Pracy mają prawo do organizacji spotkań\nprzygotowawczych przed spotkaniem Komisji BHP.\u003C\u002Fp>\n\n\u003Cp>4.Pracodawca na wniosek Społecznej Inspekcji Pracy może wyrazić zgodę na\nudział w spotkaniu przygotowawczym z zachowaniem prawa do wynagrodzenia.\u003C\u002Fp>\n\n\u003Cp>5.Liczba Społecznych Inspektorów Pracy w Spółce jest uzależniona od\nliczby zatrudnionych. Ustala się jednego Inspektora na każde rozpoczęte 100\npracowników.\u003C\u002Fp>\n\n\u003Cp>6.Społeczna Inspekcja Pracy raz w roku przeprowadza w Zakładzie przegląd\nwarunków pracy w terminie i na zasadach uzgodnionych wcześniej z\nPracodawcą.\u003C\u002Fp>\n\n\u003Cp>7.W terminie 14 dni od przeprowadzonego przeglądu Społeczna Inspekcja\nPracy przedstawi pracodawcy w formie pisemnej wnioski i obserwacje wynikające\nz przeprowadzonego przeglądu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§17.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>1.Na wniosek Społecznej Inspekcji Pracy Pracodawca raz w roku sfinansuje\nSpołecznym Inspektorom Pracy udział w szkoleniu merytorycznym poświęconym\nzagadnieniom bezpieczeństwa i higieny pracy. Suma kosztów związanych z tym\nszkoleniem nie może przekraczać 400% najniższego wynagrodzenia na rok.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Wysokość miesięcznego dodatku dla Zakładowego Społecznego Inspektora\nPracy stanowi równowartość wynagrodzenia zasadniczego danego pracownika za\n16 godzin pracy.\u003C\u002Fp>\n\n\u003Cp>3.Wysokość miesięcznego dodatku dla pozostałych Społecznych\nInspektorów Pracy stanowi równowartość wynagrodzenia zasadniczego danego\npracownika za 8 godzin pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ V\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Zasady współpracy Pracodawcy z Zakładową Organizacją Związkową\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§18.\u003C\u002Fh4>\n\n\u003Ch4>Postanowienia Ogólne\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Strony zobowiązują się do współpracy w dobrej wierze z poszanowaniem\ninteresów obu stron oraz wartościami i kulturą organizacyjną UTC Aerospace\nSystems w celu wspólnego działania.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca przekazuje informacje Komisji Zakładowej w formie pisemnej.\nPrzekazywanie informacji w innej formie jest dopuszczalne w przypadkach\nuzgodnionych przez strony.\u003C\u002Fp>\n\n\u003Cp>3.Informacje przekazywane Komisji Zakładowej będą w języku polskim.\u003C\u002Fp>\n\n\u003Cp>4.Wszelkie informacje dotyczące prowadzonej działalności gospodarczej\nprzekazywane przez Pracodawcę mają charakter poufny, chyba że strony\nokreślą, że dane informacje nie są poufne.\u003C\u002Fp>\n\n\u003Cp>5.W przypadkach szczególnych (restrukturyzacja zakładu, likwidacja\nstanowisk pracy redukcja zatrudnienia) strony negocjują szczególne warunki\nzatrudnienia z uwzględnieniem koniecznych przekwalifikowań w drodze\norganizowanych przez pracodawcę szkoleń.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§19.\u003C\u002Fh4>\n\n\u003Ch4>Zakres i częstotliwość informacji przekazywanych przez Pracodawcę\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Raz w roku, po zatwierdzeniu przez Walne Zgromadzenie Wspólników\nPracodawca przedstawia Komisji Zakładowej sprawozdanie opisowe Zarządu z\ndziałalności za rok ubiegły oraz sprawozdanie finansowe obejmujące:\u003C\u002Fp>\n\n\u003Cp>a)wprowadzenie\u003C\u002Fp>\n\n\u003Cp>b)bilans\u003C\u002Fp>\n\n\u003Cp>c)rachunek zysków i strat\u003C\u002Fp>\n\n\u003Cp>d)sprawozdanie z przepływów pieniężnych\u003C\u002Fp>\n\n\u003Cp>e)sprawozdanie ze zmian w kapitale własnym\u003C\u002Fp>\n\n\u003Cp>f)informacje dodatkowe\u003C\u002Fp>\n\n\u003Cp>2.Dwa razy w roku (za każde półrocze) Pracodawca przedstawia Komisji\nZakładowej następujące informacje:\u003C\u002Fp>\n\n\u003Cp>a) Średnią wysokość wynagrodzenia brutto w Spółce (bez\nkierownictwa),\u003C\u002Fp>\n\n\u003Cp>b) Średnią wysokość wynagrodzenia zasadniczego brutto w Spółce (bez\nkierownictwa),\u003C\u002Fp>\n\n\u003Cp>c) Średnią wysokość wynagrodzenia brutto w bezpośredniej produkcji,\u003C\u002Fp>\n\n\u003Cp>d) Średnią wysokość wynagrodzenia zasadniczego brutto w bezpośredniej\nprodukcji w Spółce,\u003C\u002Fp>\n\n\u003Cp>e) Średnia wysokość wynagrodzenia brutto w pośredniej produkcji\u003C\u002Fp>\n\n\u003Cp>f) Średnią wysokość wynagrodzenia zasadniczego brutto w produkcji\npośredniej w Spółce,\u003C\u002Fp>\n\n\u003Cp>g) Udział procentowy godzin nadliczbowych w wysokości średniego\nwynagrodzenia w produkcji bezpośredniej w Spółce,\u003C\u002Fp>\n\n\u003Cp>h) Udział procentowy godzin nadliczbowych w wysokości średniego\nwynagrodzenia w produkcji pośredniej w Spółce\u003C\u002Fp>\n\n\u003Cp>i) Liczbę osób zatrudnionych na poszczególnych poziomach płacowych i\nstopniach w Spółce.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Raz na kwartał Pracodawca zorganizuje spotkanie z Komisją Zakładową.\nNa spotkaniu będą omawiane następujące tematy:\u003C\u002Fp>\n\n\u003Cp>a)Stan zatrudnienia w Spółce, z podziałem na zakłady w Krośnie i w\nTajęcinie z podziałem na pracowników bezpośrednio i\npośrednioprodukcyjnych,\u003C\u002Fp>\n\n\u003Cp>b)Dane dotyczące wynagrodzeń jak w pkt 2 po aktualizacji danych przez\npracodawcę,\u003C\u002Fp>\n\n\u003Cp>c)inne tematy - Komisja związkowa na tydzień przed planowanym spotkaniem\ndostarczy listę tematów, które chciałaby omówić na spotkaniu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§20.\u003C\u002Fh4>\n\n\u003Ch4>Środki techniczne udostępnione przez Pracodawcę\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca udostępni nieodpłatnie zakładowej organizacji związkowej w\ncelu prowadzenia działalności statutowej następujące środki techniczne:\u003C\u002Fp>\n\n\u003Cp>a)Pomieszczenie biurowe,\u003C\u002Fp>\n\n\u003Cp>b)Pomieszczenie, w którym będą odbywały się dyżury w Zakładzie w\nTajęcinie,\u003C\u002Fp>\n\n\u003Cp>c)Komputer stacjonarny, którego standard i konfiguracja będą takie same\njak dla pracowników Spółki. Komputer wymieniany będzie w częstotliwością\nzgodną z Polityką IT UTAS.\u003C\u002Fp>\n\n\u003Cp>d)Dostęp do kserokopiarki - 200 kopii w miesiącu.\u003C\u002Fp>\n\n\u003Cp>e)Tablice informacyjne w Zakładzie w Krośnie i w Tajęcinie.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca zrefunduje Komisji Zakładowej:\u003C\u002Fp>\n\n\u003Cp>a)Koszty rozmów telefonicznych - 10% najniższego wynagrodzenia\nmiesięcznie. W tym limicie mieści się koszt zakupu telefonu nie częściej\nniż raz na 3 lata.\u003C\u002Fp>\n\n\u003Cp>b)Koszt materiałów biurowych - 75% najniższego wynagrodzenia rocznie.\u003C\u002Fp>\n\n\u003Cp>c)Koszty szkolenia członków Komisji Zakładowej i koszty zebrań\nzwiązanych z działalnością statutową - 240% najniższego wynagrodzenia\nrocznie.\u003C\u002Fp>\n\n\u003Cp>d)Koszty prenumeraty czasopism wskazanych przez Komisję Zakładową - 75%\nnajniższego wynagrodzenia rocznie.\u003C\u002Fp>\n\n\u003Cp>3.Kwoty wymienione w punkcie 2, podpunkty a, b, c i d zostaną przelane na\nrachunek bankowy Komisji Zakładowej podany we wniosku do dnia 31 stycznia\nkażde go roku.\u003C\u002Fp>\n\n\u003Cp>4.Na pisemny wniosek Komisji Zakładowej, Pracodawca udostępnia samochód\nsłużbowy zgodnie z zasadami użytkowania samochodów służbowych\nobowiązującymi w Spółce w celu dojazdu na niezbędne spotkania w ramach\ndziałalności związkowej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§21.\u003C\u002Fh4>\n\n\u003Ch4>Wynagrodzenie zarządu zakładowej organizacji związkowej\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. W okres kadencji w zarządzie zakładowej organizacji związkowej,\nwysokość wynagrodzenia pracowników zwolnionych ze świadczenia pracy\nzawodowej z zachowaniem prawa do wynagrodzenia na okres pełnienia funkcji\nzwiązkowej zgodnie z Art. 31, ust.1 Ustawy z 23 maja 1991 r. o Związkach\nZawodowych, wynosi 150% średniego wynagrodzenia zasadniczego w Zakładzie z\ngrudnia po-przedniego roku. Postanowienie nie ma zastosowania w przypadku, gdy\nz przepisów prawa powszechnie obowiązującego wynikają korzystniejsze dla\nPracowników zasady ustalania wysokości wynagrodzenia.\u003C\u002Fp>\n\n\u003Cp>2.Wynagrodzenie o którym mowa w pkt 1, jest aktualizowane raz w roku w\nterminie regulacji wynagrodzeń w zakładzie.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§22.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Spotkania związku zawodowego z Pracodawcą mogą odbywać się w\ngodzinach pracy lub poza nimi.\u003C\u002Fp>\n\n\u003Cp>2.Wszystkie informacje, dokumenty, korespondencje Pracodawca przekazuje za\npotwierdzeniem odbioru Przewodniczącemu Komisji Zakładowej, a w razie jego\nnieobecności Członkowi Komisji Zakładowej.\u003C\u002Fp>\n\n\u003Cp>3.Strony uzgadniają, że dołożą starań, aby okres odpowiedzi na\ndostarczoną kore-spondencję nie przekraczał 21 dni roboczych.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział VI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Postanowienie końcowe\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§23.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.W związku z wejściem w życiu Układu Pracodawca jest zobowiązany\nzawiadomić Pracowników o wejściu w życie Układu, o jego zmianach\nwprowadzonych w Protokołach Dodatkowych oraz jego wypowiedzeniu i\nrozwiązaniu.\u003C\u002Fp>\n\n\u003Cp>2.Korzystniejsze postanowienia Układu z dniem jego wejścia w życie\nzastępują z mocy prawa wynikające z dotychczasowych przepisów prawa pracy\nwarunki umów o pracę.\u003C\u002Fp>\n\n\u003Cp>3.Postanowienia układu mniej korzystne dla Pracowników wprowadza się w\ndrodze wypowiedzenia Pracownikom dotychczasowych warunków umowy o pracę albo\nw drodze porozumienia zmieniającego dotychczasowe warunki pracy i\npłacy. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§24.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Treść postanowień Układu oraz wszelkie wątpliwości dotyczące treści\npostanowień Układu wyjaśniają i rozstrzygają wspólnie strony zawierające\nUkład. Wyjaśnienie wątpliwości treści postanowień Układu nie wymaga\nformy protokołu dodatkowego.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§25.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>W sprawach nieuregulowanych w Układzie zastosowanie mają przepisy Kodeksu\nPracy oraz inne powszechnie obowiązujące przepisy prawa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§26.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Układ może być rozwiązany:\u003C\u002Fp>\n\n\u003Cp>a)W każdym czasie na podstawie porozumienia Stron,\u003C\u002Fp>\n\n\u003Cp>b)Z upływem okresu wypowiedzenia określonym w §3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>§27.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca zobowiązuje się pokryć koszty przygotowania Układu do\nrejestracji.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>2.Układ wchodzi w życie z dniem 1 czerwca 2018 nie wcześniej jednak niż\nz dniem zarejestrowania.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Układ podpisano w czterech jednobrzmiących egzemplarzach, po jednym dla\nkażdej ze Stron oraz dwa egzemplarze w celu przekazania Okręgowemu\nInspektorowi Pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp>\u003Cstrong>Załącznik nr 1 do Zakładowego Układu Zbioroweg Pracy w Goodrich\nAerospace Poland Sp. z o.o. z dnia 20 lutego 2018 roku\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tabela wynagrodzeń zasadniczych (PLN) dla pracowników produkcyjnych i\nwsparcia produkcji:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"73\">\u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"119\">\u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"120\">\u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"122\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>P0\u003C\u002Ftd>\n      \u003Ctd>P1\u003C\u002Ftd>\n      \u003Ctd>P2\u003C\u002Ftd>\n      \u003Ctd>P3\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Pracownicy\n\n        \u003Cp>Pomocniczy\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Polerowcrcze, Operatorzy procesów; Monterzy\u003C\u002Ftd>\n      \u003Ctd>Operatorzy\n\n        \u003Cp>Maszyn, Narzędziowcy, Monterzy Podwozi Lotniczych\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Kontrolerzy Jakości, Pracownicy Utrzymania Ruchu\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>Cl\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_start\">\u003Cp>2 402 zł\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>2 783 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>2 847 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp>3 048 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>C2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>2 677 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>3 101 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>3 172 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp>3 396 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>C3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>2 917 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>3 379 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>3 457 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp>3 701 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>C4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>3 123 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>3 618 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>3 701 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp>3 962 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>BI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>3 295 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>3 816 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>3 904 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp>4 180 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>B2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>3 432 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>3 975 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>4 067 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp>4 354 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>B3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>3 535 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>4 095 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>4 189 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp>4 484 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>B4min\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>3 638 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>4 214 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>4 311 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp>4 615 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>B4 max\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>3 981 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>4 611 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>4 718 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp>5 050 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>A min\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>3 741 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>4 333 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>4 433 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp>4 746 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"73\">\u003Cp>A max\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>4 633 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>5 367 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"119\">\u003Cp>5 490 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_end\">\u003Cp>5 878 zł\u003C\u002Fp>\u003C\u002Fdiv>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Załącznik nr 2 do Zakładowego Układu Zbiorowego Pracy Goodrich\nAerospace Poland Sp. z o.o. z dnia 19 lutego 2018 roku\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Tabela wynagrodzeń zasadniczych (PLN) dla pracowników nieprodukcyjnych:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"113\">\u003Cp>kategoria\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"189\">\u003Cp>zakres wynagrodzeń\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"113\">\u003Cp>L5A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>5 300 zł -\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>16 000 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"113\">\u003Cp>L5B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>6 700 zł -\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>10 050 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"113\">\u003Cp>L6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>5 200 zł -\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>8 150 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"113\">\u003Cp>L7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>3 900 zł -\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>6 300 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"113\">\u003Cp>L8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>3 300 zł -\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>5 600 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"113\">\u003Cp>G\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>3 100 zł -\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"73\">\u003Cp>4 650 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Załącznik nr 3 do Zakładowego Układu Zbiorowego Pracy w Goodrich\nAerospace Poland Sp. z o.o. z dnia 19 lutego 2018 r\u003C\u002Fstrong>.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd colspan=\"4\" width=\"662\">\u003Cp>Wykaz stanowisk pracowników produkcyjnych\n        i wsparcia produkcji z przypisaniem do podgrup i grup zawodowych\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"56\">\u003Cp>Grupa\u003C\u002Fp>\n\n        \u003Cp>Płacowa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>Grupa\u003C\u002Fp>\n\n        \u003Cp>zawodowa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Podgrupa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Stanowisko\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\" width=\"56\">\u003Cp>PO\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"4\" width=\"95\">\u003Cp>Pracownicy\u003C\u002Fp>\n\n        \u003Cp>Pomocniczy\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Pomocnik Lakiernika\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Pomocnik Lakiernika\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Pomocnik Hartownika\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Pomocnik Hartownika\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Cechowacz\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"255\">\u003Cp>Pracownik Produkcji\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Pracownik Produkcji\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"10\" width=\"56\">\u003Cp>PI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"95\">\u003Cp>Polerowacze\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Polerowacz\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Polerowacz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"8\" width=\"95\">\u003Cp>Operatorzy\u003C\u002Fp>\n\n        \u003Cp>Procesów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Hartownik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Hartownik\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Lakiernik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Lakiernik\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Oczyszczacz Mechaniczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Operator umacniania powierzchniowego\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Operator Linii Anodowania\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"5\" width=\"255\">\u003Cp>Operator Procesów Chemicznych\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Operator Linii Chromowania\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Operator Linii Kadmowania\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Operator Linii Niklowania\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Operator Linii Cynkowania\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>Monterzy\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Monter\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Monter\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"10\" width=\"56\">\u003Cp>P2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"95\">\u003Cp>Narzędziowcy\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Narzędziowiec\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Narzędziowiec\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Ustawiacz Kąpieli Galwanicznych\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Ustawiacz Kąpieli Galwanicznych\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"95\">\u003Cp>Monter\u003C\u002Fp>\n\n        \u003Cp>Podwozi\u003C\u002Fp>\n\n        \u003Cp>Lotniczych\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Monter Podwozi Lotniczych\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Monter Podwozi Lotniczych\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"7\" width=\"95\">\u003Cp>Operatorzy\u003C\u002Fp>\n\n        \u003Cp>Maszyn\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Operator OSN\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Opertaor Obrabiarek Sterowanych Numerycznie (Operator\n        OSN)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\" width=\"255\">\u003Cp>Operator Obrabiarek Konwencjonalnych\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Operator Obrabiarek Konwencjonalnych\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Szlifierz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Ślusarz\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Operator HVOF\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Operator HVOF\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Operator Maszyn Utrzymania Ruchu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Operator Obrabiarek Konwencjonalnych w Dziale\n        Utrzymania Ruchu\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Ślusarz Przyrządowy\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Ślusarz Przyrządowy\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"10\" width=\"56\">\u003Cp>P3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"7\" width=\"95\">\u003Cp>Kontrolerzy\u003C\u002Fp>\n\n        \u003Cp>Jakości\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Kontroler LPI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"255\">\u003Cp>Inspektor badań Niszczących\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Kontroler MPI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Kontroler CMM\u002FMontaż\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"5\" width=\"255\">\u003Cp>Kontroler Jakości\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Kontroler H\u002FT\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Kontroler Kalibracji\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Kontroler Procesów Galwanicznych\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Kontroler Wysyłek i Odbiorów\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\" width=\"95\">\u003Cp>Pracownicy\u003C\u002Fp>\n\n        \u003Cp>Utrzymania\u003C\u002Fp>\n\n        \u003Cp>Ruchu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Elektromonter\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Elektromonter\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Elektromechanik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Elektromechanik\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"255\">\u003Cp>Mechanik Maszyn i Urządzeń\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Mechanik Maszyn i Urządzeń\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Załącznik nr 4 do Zakładowego Układu Zbiorowego Pracy w Goodrich\nAerospace Poland Sp. z o.o. z dnia 19 lutego Z018 r.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Przyporządkowanie stanowisk do poszczególnych kategorii i grup pionów dla\nstanowisk nieprodukcyjnych\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>\u003Cstrong>Kat.\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>\u003Cstrong>Lp\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>\u003Cstrong>Kategoria L Grupa pracowników\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>\u003Cstrong>Stanowisko - nazwa\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>L5A\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>bez podziału na grupy pionów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Kierownik Wydziału\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Kierownik Działu\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Kierownik Sekcji\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Główny Technolog\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>Radca Prawny\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>L5B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>bez podziału na grupy pionów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>STARSZY SPECJALISTA DS. ZAPEW. JAKOŚCI U DOST.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>STARSZY INŻYNIER JAKOŚCI PROC. SPĘD. U\n        DOSTAWCÓW\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>STARSZY SPECJALISTA DS. PROGRAM.OSN\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>STARSZY SPECJALISTA DS. OPRZYRZĄDOWANIA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>STARSZY SPECJALISTA DS. ZAP. JAKOŚCI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>STARSZY INŻYNIER PROCESU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>STARSZY INŻYNIER JAKOŚCI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>L6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS. ZARZĄDZANIA PROJEKTAMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS. ZAOPATRZENIA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS. ZAKUPÓW INWESTYCYJNYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS.WYCEN\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS. KONTROLI EKSPORTU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPEGALISTA DS. IMPORTU \u002F EKSPORTU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>INŻYNIER MATERIAŁ. 1 PROC. SPECJ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>INŻYNIER DS. ANALIZ WYTRZYMAŁOŚCIOWYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>INŻYNIER KWALIFIKACJI WYROBU NIEZGODNEGO\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPEGALISTA DS. PROGRAMOWANIA OSN\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>23\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>INŻYNIER PROCESU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>STARSZY SPEGALISTA DS. ZARZ. DOKUM. TECHNICZNĄ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPEGALISTA DS. OPRZYRZĄDOWANIA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>26\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPEGALISTA DS. NARZĘDZI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>KOORDYNATOR AUDYTÓW NADCAP\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPEGALISTA DS. ZAPEWNIENIA JAKOŚCI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>29\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPEGALISTA DS. CIĄGŁEGO DOSKONALENIA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>INŻYNIER JAKOŚCI BADAŃ NIENISZCZĄCYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>\u003Cstrong>Kat.\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>\u003Cstrong>Lp\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>\u003Cstrong>Kategoria L Grupa pracowników\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>\u003Cstrong>Stanowisko - nazwa\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>INŻYNIER JAKOŚCI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS. LABORATORYJNYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>33\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>STARSZY SPECJALISTA DS. SAP\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SENIOR HR BUSINESS PARTNER\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>STARSZY SPECJALISTA. DS KSIĘGOWOŚCI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS. CONTROLLINGU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>37\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS. PERSONALNYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS. PŁAC\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>39\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS. KSIĘGOWOŚCI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS. BHP\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>41\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: produkcyjny, techniczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>STARSZY MISTRZ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>42\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: produkcyjny, techniczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS. UTRZYMANIA RUCHU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>43\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: produkcyjny, techniczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS. UTRZ. INFRAS.Z-DOWEJ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: produkcyjny, techniczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS. PLANOWANIA PRODUKCJI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>45\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L6 grupa pionów: produkcyjny, techniczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>SPECJALISTA DS. ANALIZ PRODUKCJI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>46\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>16 grupa pionów: produkcyjny, techniczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MISTRZ DS. ENERGETYCZNYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp>L7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>47\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>17 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>ML. SPECJALISTA DS. ZARZ. PROJEKTAMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>48\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MŁ. SPECJALISTA DS. ZAOPATRZENIA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>49\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>ML. SPECJALISTA DS. KOORDYNAGI PRODUKCJI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MŁ. SPECJALISTA DS. IMPORTU \u002F EKSPORTU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>51\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>LIDER SEKCJI OBSŁ. MAGAZYNU 1 TRANSPORTU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>52\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MŁ. INŻYNIER PROCESU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>53\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MŁ. SPECJALISTA DS. PROGRAM. OSN\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>54\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MŁ. SPECJALISTA DS. OPRZYRZĄDOWANIA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>55\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MŁ. SPECJALISTA DS. CIĄGŁEGO DOSKONALENIA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>56\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MŁ. INŻYNIER JAKOŚCI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>57\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>17 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MŁ. INŻYNIER DS. KWALIF. WYR. NIEZGODNEGO\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>58\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MŁ. SPECJALISTA DS. ZAPEWNIENIA JAKOŚCI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>59\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MŁ. SPECJALISTA ZAPEW. JAK. KW. WYR. NIEZGODNEGO\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>60\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MŁ. INŻYNIER MATERIAŁÓW 1 PROCESÓW SPECJ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>61\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MŁ. SPECJALISTA DS. LABORATORYJNYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>62\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MŁ. SPEGALISTA DS. CONTROLLINGU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"26\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"34\">\u003Cp>63\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"308\">\u003Cp>L7 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"255\">\u003Cp>MŁ. SPEGALISTA DS. PERSONALNYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"7\">\u003Cp>\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>\u003Cstrong>Lp\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>\u003Cstrong>Kategoria L Grupa pracowników\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>\u003Cstrong>Stanowisko - nazwa\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"8\" width=\"7\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>64\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L7 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>MŁ. SPECJALISTA DS. KSIĘGOWOŚCI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>65\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L7 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>ML. SPECJALISTA OS, OCHR, ŚRODOWISKA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>66\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L7 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>INSPEKTOR DS. BHP\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>67\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L7 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>MŁ. SPECJALISTA DS. ORGANIZACYJNO PRAWNYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>68\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L7 grupa pionów: produkcyjny, techniczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>MISTRZ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>69\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L7 grupa plonów: produkcyjny, techniczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>MŁ. SPECJALISTA DS. KOORDYNACJI PRODUKCJI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>70\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L7 grupa pionów: produkcyjny, techniczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>MŁ. SPECJALISTA DS. UTRZ. INFRAST. Z-DOWEJ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>71\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L7 grupa pionów: produkcyjny, techniczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>MŁ. SPEGALISTA DS. UTRZ. RUCHU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"18\" width=\"7\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>72\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>SPECJALISTA DS. MAGAZYNOWYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>73\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>MŁ. SPEGALISTA DS. MAGAZYNOWYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>74\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS. ZAOPATRZENIA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS. PLANOWANIA PRODUKCJI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>76\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: sprzedaży, logistyki i zakupów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS. IMPORTU\u002FEKSPORTU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>77\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS. CERTYFIKACJI PROCESU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>78\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>REFERENT DS. ZAPEWNIENIA JAKOŚCI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>79\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS. TECHNOLOGICZNYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>80\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS. PROGRAM.OSN\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>81\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS. CIĄGŁEGO DOSKONALENIA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>82\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT ZAPEWNIENIA JAKOŚCI KWAL. WYR.\n        NIEZGODNEGO\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>83\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS. LABORATORYJNYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>84\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>MŁ. SPEGALISTA DS. ZARZĄDZANIA DOKUMENTAMI\n        TECHNICZNYMI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>85\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS.CERTYFIKAGI PROCESU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>86\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: jakości, badań i rozwoju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>REFERENT DS. ZAPEWNIENIA JAKOŚCI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>87\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: administracyjny, personalny,\n        finansowy, bhp i ochrona środowiska\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS. CONTROLLINGU\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>88\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: produkcyjny, techniczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS. PLANOWANIA PRODUKGI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>89\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>L8 grupa pionów: produkcyjny, techniczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS. UTRZ. INFRASTRUKT. Z-DOWEJ.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\" width=\"7\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"33\">\u003Cp>90\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp>bez podziału na grupy pionów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS. MAGAZYNOWYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>91\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS. NORMALIZACJI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>92\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>STARSZY REFERENT DS. ZARZĄDZ. DOKUM. TECHNICZNĄ\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>93\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"309\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"257\">\u003Cp>ASYSTENTKA DYREKTORA\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"cbadate_end":48,"trainingprogrammes":52,"pensionfund":56,"healthandsafetypolicy":59,"protectiveclothing":63,"hourspweek_select":67,"schedulesrestpw":71,"PAYSCALES_trigger":75,"WAGES_payscale1_start":79,"WAGES_payscale1_end":82,"ONCERISE_trigger":85,"ONCERISE2_trigger":89,"shiftallowancetype":93,"OVERTIME_trigger":97,"SUNDAY_trigger":101,"SENIOR_trigger":103,"MEALALL_trigger":107},{"bindId":45,"name":46,"text":47},"cbadate_start","2.Układ wchodzi w życie z dniem 1 czerwc","2.Układ wchodzi w życie z dniem 1 czerwca 2018 nie wcześniej jednak niż\nz dniem zarejestrowania.",{"bindId":49,"name":50,"text":51},"cbadate_end","1.Układ zostaje zawarty na czas nieokreś","1.Układ zostaje zawarty na czas nieokreślony.",{"bindId":53,"name":54,"text":55},"trainingprogrammes","1.Na wniosek Społecznej Inspekcji Pracy ","1.Na wniosek Społecznej Inspekcji Pracy Pracodawca raz w roku sfinansuje\nSpołecznym Inspektorom Pracy udział w szkoleniu merytorycznym poświęconym\nzagadnieniom bezpieczeństwa i higieny pracy. Suma kosztów związanych z tym\nszkoleniem nie może przekraczać 400% najniższego wynagrodzenia na rok.",{"bindId":57,"name":58,"text":58},"pensionfund","Pracowniczy Program Emerytalny",{"bindId":60,"name":61,"text":62},"healthandsafetypolicy","§16. 1.Społeczna inspekcja pracy jest sł","§16.\n\n1.Społeczna inspekcja pracy jest służbą społeczną pełnioną przez\npracowników, mającą na celu zapewnienie przez zakład pracy bezpiecznych i\nhigienicznych warunków pracy oraz ochronę uprawnień pracowniczych,\nokreślonych w przepisach prawa pracy.\n\n2.Społeczni Inspektorzy Pracy są członkami Komisji BHP.",{"bindId":64,"name":65,"text":66},"protectiveclothing","2.Pracodawca pokrywa koszt zakupu opraw ","2.Pracodawca pokrywa koszt zakupu opraw ochronnych oraz szkieł korekcyjnych\ndla pracowników, których praca wiąże się z przebywaniem w pomieszczeniach\nprodukcyjnych, gdzie jest wymagane noszenie okularów ochronnych, zgodnie z\nzaleceniem lekarza.",{"bindId":68,"name":69,"text":70},"hourspweek_select","3.Jeżeli Wynagrodzenie pracownika zobowi","3.Jeżeli Wynagrodzenie pracownika zobowiązanego do 40 godzinnego\ntygodniowego czasu pracy określone jest stawką miesięczną, a zachodzi\npotrzeba ustalenia jakiegoś składnika Wynagrodzenia w zależności od czasu\npracy liczonego w godzinach, to należy tę stawkę podzielić przez liczbę\ngodzin pracy przypadających do przepracowania w danym miesiącu.",{"bindId":72,"name":73,"text":74},"schedulesrestpw","2.Dodatek za pracę w porze nocnej wykony","2.Dodatek za pracę w porze nocnej wykonywaną w godzinach nadliczbowych, w\ndniach ustawowo wolnych od pracy (niedziele i święta) oraz dniach wolnych od\npracy, wypłaca się w podwójnej wysokości w stosunku do dodatku, jak w pkt.\n1",{"bindId":76,"name":77,"text":78},"PAYSCALES_trigger","Załącznik nr 1 do Zakładowego Układu Zbi","Załącznik nr 1 do Zakładowego Układu Zbioroweg Pracy w Goodrich\nAerospace Poland Sp. z o.o. z dnia 20 lutego 2018 roku\n\nTabela wynagrodzeń zasadniczych (PLN) dla pracowników produkcyjnych i\nwsparcia produkcji:",{"bindId":80,"name":81,"text":81},"WAGES_payscale1_start","2 402 zł",{"bindId":83,"name":84,"text":84},"WAGES_payscale1_end","5 878 zł",{"bindId":86,"name":87,"text":88},"ONCERISE_trigger","b)nagroda z okazji Świąt Bożego Narodzen","b)nagroda z okazji Świąt Bożego Narodzenia w wysokości 10% średniego\nwynagrodzenia zasadniczego w Spółce na dzień 31 października danego roku\nwypłacana w miesiącu grudniu (od 2020 roku),",{"bindId":90,"name":91,"text":92},"ONCERISE2_trigger","a)nagroda z okazji Świąt Wielkiej Nocy w","a)nagroda z okazji Świąt Wielkiej Nocy w wysokości 10% średniego\nwynagrodzenia zasadniczego w Spółce na dzień 31 stycznia danego roku\nwypłacana w miesiącu marcu (od 2019 roku),",{"bindId":94,"name":95,"text":96},"shiftallowancetype","1.Za pracę w porze nocnej przysługuje pr","1.Za pracę w porze nocnej przysługuje pracownikom dodatek nocny za każdą\nprzepracowaną godzinę w wysokości 20% stawki godzinowej wynikającej z\nminimalnego wynagrodzenia ustalonego na podstawie odrębnych przepisów.",{"bindId":98,"name":99,"text":100},"OVERTIME_trigger","3.Dodatki do wynagrodzenia za pracę w go","3.Dodatki do wynagrodzenia za pracę w godzinach nadliczbowych (tj.\nwykonywaną ponad normy czasu pracy) regulują przepisy Kodeksu Pracy.",{"bindId":102,"name":73,"text":74},"SUNDAY_trigger",{"bindId":104,"name":105,"text":106},"SENIOR_trigger","§13. Odprawy z tytułu przejścia na rentę","§13.\n\nOdprawy z tytułu przejścia na rentę lub emeryturę\n\n\n\n1. Pracownikom odchodzącym na rentę z tytułu niezdolności do pracy lub\nemeryturę przysługuje jednorazowa odprawa pieniężna, której wysokość\nuzależniona jest od ogólnego stażu pracy.",{"bindId":108,"name":109,"text":110},"MEALALL_trigger","3.Pracodawca zobowiązany jest zapewnić p","3.Pracodawca zobowiązany jest zapewnić pracownikom bezpłatne posiłki\nprofilaktyczne i regeneracyjne, na zasadach określonych w porozumieniu z\norganizacją związkową.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>2018-06 ZUZP Goodrich Aerospace - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Data rozpoczęcia: → 2018-06-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Data końcowa: → Nieokreślony\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nazwa sektora przemysłu: → Transport, logistyka i komunikacja\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nazwa sektora przemysłu: → Transport lotniczy towarów  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sektor publiczny \u002F prywatny: → W sektorze prywatnym\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Zawarta przez:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Nazwy stowarzyszeń: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nazwy związków zawodowych: → \n\n                \n                    \n                    \u003Cspan>\n                        NSZZ - Solidarity Independent and Self-Governing Trade Union\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">UBEZPIECZENIE SPOŁECZNE I EMERYTURY\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Pracodawca dopłaca do funduszu emerytalnego dla pracowników: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Pracodawca dopłaca do funduszu rentowego dla pracowników: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Pracodawca dopłaca do pracowniczego funduszu dla bezrobotnych: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">SZKOLENIA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programy szkoleniowe: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Praktyki zawodowe: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Pracodawca dopłaca do funduszu szkoleniowego dla pracowników: → Tak\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">CHOROBY I NIEPEŁNOSPRAWNOŚĆ\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Przepisy dotyczące powrotu do pracy po długotrwałej chorobie, np. leczeniu raka: → Nie\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Płatny urlop menstruacyjny: → Nie\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Wynagrodzenie w przypadku niepełnosprawności spowodowanej wypadkiem przy pracy: → Nie\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ZDROWIE, BEZPIECZEŃSTWO I POMOC MEDYCZNA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Uzgodniona pomoc medyczna: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Uzgodniona pomoc medyczna dla rodziny: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Uzgodniona wysokość składki na ubezpieczenie zdrowotne: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Uzgodnione ubezpieczenie zdrowotne dla rodziny: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Uzgodniony program zdrowotny i program bezpieczeństwa pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Uzgodnione szkolenie dotyczące bezpieczeństwa i higieny pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Zapewniona odzież ochronna: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regularne lub coroczne badania medyczne lub wizyty u lekarza zapewnione przez pracodawcę: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitorowanie mięśniowo-szkieletowych zmian podczas pracy na stanowiskach pracy, ryzyka i \u002F lub wpływem pracy na stan zdrowia: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Pomoc w czynnościach pogrzebowych: → Nie\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">USTALENIA DOTYCZĄCE PRACY I RODZINY\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Ryzyko utraty pracy po urlopie macierzyńskim: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Zakaz dyskryminacji związanej z macierzyństwem: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Zakaz zobowiązywania pracownic w ciąży lub karmiących piersią do wykonywania niebezpiecznych lub zagrażających zdrowiu prac: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Ocena ryzyka związanego ze stanowiskiem pracy dla bezpieczeństwa i zdrowia kobiet w ciąży lub karmiących piersią: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Możliwość wykonywania czynności zastępczych w miejsce prac niebezpiecznych lub zagrażających zdrowiu dla pracownic w ciąży lub karmiących piersią: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Czas wolny na prenatalne badania lekarskie: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Zakaz przesiewowych badań prenatalnych przed uregulowaniem stosunku zatrudnienia: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Zakaz przesiewowych badań prenatalnych przed awansem: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Udogodnienia dla matek karmiących piersią: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Zapewnianie przez pracodawcę placówek opieki nad dziećmi: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Placówki opieki nad dziećmi dotowane przez pracodawcę: → Nie\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Czesne \u002F dotacja na edukację dzieci: → Nie\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">KWESTIE ZWIĄZANE Z RÓWNOUPRAWNIENIEM\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Równa płaca za tę samą pracę: → Nie\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Klauzule dotyczące dyskryminacji w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Równe szanse awansu dla kobiet i mężczyzn: → Nie\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Równe szanse na szkolenia i programy przekwalifikujące dla kobiet i mężczyzn: → Nie\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Równouprawnienie dotyczące stanowiska reprezentanta związku zawodowego w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Klauzule dotyczące molestowania seksualnego w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Klauzule dotyczące przemocy w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Specjalny urlop dla pracowników narażonych na przemoc ze strony swoich partnerów: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Wsparcie dla pracownic z niepełnosprawnościami: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitorowanie równości płci: → Nie\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">UMOWY O PRACĘ\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Pracownicy zatrudnieni w niepełnym wymiarze godzin wyłączeni z jakichkolwiek świadczeń: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Przepisy dotyczące pracowników tymczasowych: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Praktykanci wyłączeni z jakichkolwiek postanowień: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Drobne prace \u002F prace dla studentów wyłączone z jakichkolwiek postanowień: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">GODZINY PRACY, HARMONOGRAMY I ŚWIĘTA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Liczba godzin pracy dziennie: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Liczba godzin pracy tygodniowo: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Ustalony co najmniej jeden dzień wypoczynku tygodniowo: → Tak\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maksymalna liczba przepracowanych niedziel \u002F dni ustawowo wolnych od pracy w ciągu roku: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Przepisy dotyczące elastycznych form pracy: → Nie\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WYNAGRODZENIA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wynagrodzenia ustala się za pomocą skali płac: → Yes, in one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Dostosowywanie do rosnących kosztów utrzymania: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Jednorazowe dodatkowe wynagrodzenie\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Jednorazowe dodatkowe wynagrodzenie: → 10 %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Jednorazowe dodatkowe wynagrodzenie za wyniki firmy: → Nie\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premia za pracę wieczorną lub w nocy\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premia za pracę wieczorną lub w nocy: → 120 % podstawowego wynagrodzenia\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premia za pracę w nocy: → Nie\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premia za nadgodziny\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premia za pracę w niedzielę\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premia za pracę w niedzielę: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Dodatek za staż pracy\u003C\u002Fh4>\n\n                \n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Bony żywnościowe\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Zapewnienie dodatków na wyżywienie: → Nie\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Bezpłatna pomoc prawna: → Nie\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[116],{"title":37,"slug":33},[118],{"type":119,"data":120},"call_to_action_body_block",{"title":121,"description":122,"variant":123,"link":124},"Porównaj umowy zbiorowe","Porównaj teksty umów zbiorowych z Polski między wszystkimi sektorami, tematami i krajami","dark",{"title":121,"url":125,"description":121,"rel":126,"type":127},"\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002Fporownaj-umowy-zbiorowe","follow","internal",[129],{"type":119,"data":130},{"title":121,"description":122,"variant":123,"link":131},{"title":121,"url":125,"description":121,"rel":126,"type":127},[],{"title":17,"seo_title":134,"description":7,"path":135,"redirect_url":7,"locale":18,"children":136},"WageIndicator Polska: Wynagrodzenia, płaca minimalna","\u002Fpl-pl",[137,220,249],{"title":20,"seo_title":138,"description":7,"path":139,"redirect_url":7,"locale":18,"children":140},"Praca w Polsce: Wynagrodzenia, płaca minimalna, warunki","\u002Fpl-pl\u002Fpraca-w-polsce",[141,145,149,167,216],{"title":142,"seo_title":142,"description":7,"path":143,"redirect_url":7,"locale":18,"children":144},"Płaca minimalna","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fplaca-minimalna",[],{"title":146,"seo_title":146,"description":7,"path":147,"redirect_url":7,"locale":18,"children":148},"Płaca wystarczająca na utrzymanie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fplaca-wystarczajaca-na-utrzymanie",[],{"title":150,"seo_title":8,"description":7,"path":151,"redirect_url":7,"locale":18,"children":152},"Wynagrodzenie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie",[153,158,163],{"title":154,"seo_title":155,"description":7,"path":156,"redirect_url":7,"locale":18,"children":157},"Sprawdź wynagrodzenie","Porównaj Zarobki","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fsprawdz",[],{"title":159,"seo_title":160,"description":7,"path":161,"redirect_url":7,"locale":18,"children":162},"Ankieta wynagrodzeń","Krótki Kwestionariusz Pracownika","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fankieta",[],{"title":164,"seo_title":164,"description":7,"path":165,"redirect_url":7,"locale":18,"children":166},"Wynagrodzenia V.I.P.ów","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fvip",[],{"title":168,"seo_title":169,"description":7,"path":170,"redirect_url":7,"locale":18,"children":171},"Prawo pracy","Prawo pracy: Umowy, płace, prawa prac.","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy",[172,176,180,184,188,192,196,200,204,208,212],{"title":173,"seo_title":8,"description":7,"path":174,"redirect_url":7,"locale":18,"children":175},"Zatrudnienie i Zarobki","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fzatrudnienie-i-zarobki",[],{"title":177,"seo_title":8,"description":7,"path":178,"redirect_url":7,"locale":18,"children":179},"Wynagrodzenie i czas pracy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fwynagrodzenie-i-czas-pracy",[],{"title":181,"seo_title":8,"description":7,"path":182,"redirect_url":7,"locale":18,"children":183},"Urlop Wypoczynkowy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Furlop-wypoczynkowy",[],{"title":185,"seo_title":8,"description":7,"path":186,"redirect_url":7,"locale":18,"children":187},"Umowy i zwolnienia","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fumowy-i-zwolnienia",[],{"title":189,"seo_title":8,"description":7,"path":190,"redirect_url":7,"locale":18,"children":191},"Obowiązki Rodzinne","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fobowiazki-rodzinne",[],{"title":193,"seo_title":8,"description":7,"path":194,"redirect_url":7,"locale":18,"children":195},"Macierzyństwo i Praca","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fmacierzynstwo-i-praca",[],{"title":197,"seo_title":8,"description":7,"path":198,"redirect_url":7,"locale":18,"children":199},"Zdrowie i Bezpieczeństwo Pracy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fzdrowie-i-bezpieczenstwo-pracy",[],{"title":201,"seo_title":8,"description":7,"path":202,"redirect_url":7,"locale":18,"children":203},"Praca i Niezdolność do Pracy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fpraca-i-niezdolnosc-do-pracy",[],{"title":205,"seo_title":8,"description":7,"path":206,"redirect_url":7,"locale":18,"children":207},"Świadczenia z Ubezpieczenia Społecznego","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fswiadczenia-z-ubezpieczenia-spolecznego",[],{"title":209,"seo_title":8,"description":7,"path":210,"redirect_url":7,"locale":18,"children":211},"Równe Traktowanie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Frowne-traktowanie",[],{"title":213,"seo_title":8,"description":7,"path":214,"redirect_url":7,"locale":18,"children":215},"Związki Zawodowe","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fzwiazki-zawodowe",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":18,"children":217},[218],{"title":121,"seo_title":8,"description":7,"path":125,"redirect_url":7,"locale":18,"children":219},[],{"title":221,"seo_title":8,"description":7,"path":222,"redirect_url":7,"locale":18,"children":223},"Czym się zajmujemy","\u002Fpl-pl\u002Fczym-sie-zajmujemy",[224,228,234,239,244],{"title":225,"seo_title":8,"description":7,"path":226,"redirect_url":7,"locale":18,"children":227},"Dane i usługi","\u002Fpl-pl\u002Fczym-sie-zajmujemy\u002Fdane-i-uslugi",[],{"title":229,"seo_title":8,"description":7,"path":230,"redirect_url":231,"locale":232,"children":233},"Projekty","\u002Fpl-pl\u002Fczym-sie-zajmujemy\u002Fprojekty","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":235,"seo_title":8,"description":7,"path":236,"redirect_url":237,"locale":232,"children":238},"Wydarzenia","\u002Fpl-pl\u002Fczym-sie-zajmujemy\u002Fwydarzenia","\u002Fwhat-we-do\u002Fevents",[],{"title":240,"seo_title":8,"description":7,"path":241,"redirect_url":242,"locale":232,"children":243},"Publikacje","\u002Fpl-pl\u002Fczym-sie-zajmujemy\u002Fpublikacje","\u002Fwhat-we-do\u002Fpublications",[],{"title":245,"seo_title":8,"description":7,"path":246,"redirect_url":247,"locale":232,"children":248},"Aktualności i historie","\u002Fpl-pl\u002Fczym-sie-zajmujemy\u002Faktualnosci-i-historie","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":250,"seo_title":8,"description":7,"path":251,"redirect_url":7,"locale":18,"children":252},"O nas","\u002Fpl-pl\u002Fo-nas",[253,275,280,285,290,295],{"title":254,"seo_title":8,"description":7,"path":255,"redirect_url":7,"locale":18,"children":256},"Kim jesteśmy","\u002Fpl-pl\u002Fo-nas\u002Fkim-jestesmy",[257,262,267,271],{"title":258,"seo_title":8,"description":7,"path":259,"redirect_url":260,"locale":232,"children":261},"Współpracuj z 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