[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002Farcelor-mittal-2021":3,"menu:\u002Fpl-pl:":242,"sites:htmlblocks":409,"subsites":1848,"footer:root":5411,"cite-subsites":5509,"suggested:root":5986,"cite-footer:root":5990},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":222,"content_type_view":223,"extra_breadcrumbs":224,"body":226,"body_blocks":237,"related_pages":241},4817,"baza-danych-umow-zbiorowych","Baza Danych Umów Zbiorowych",null,"","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych","collective_agreements.collectiveagreementoverview","pl_PL","2025-09-28T17:06:53.816393+00:00","2026-04-02T10:16:23.433978+00:00","\u002Fcms\u002Fpages\u002F4817\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Polska","pl-pl",{"title":20,"slug":21},"Praca w Polsce","praca-w-polsce",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002F","index, follow","website","summary_large_image","2025-09-28T19:06:53.816393+02:00","2026-04-02T12:16:23.626438+02:00",{"cba":32,"clauses":42,"details":220,"translations":221},{"id":33,"uid":34,"url":35,"name":33,"locale":11,"override_title":8,"title":36,"browser_title":37,"browser_description":38,"text":39},"arcelor-mittal-2021","e0f68d10-afaa-11ed-a88c-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fpoland\u002Farcelor-mittal-2021\u002Farcelor-mittal-2021\u002F","arcelor-mittal-2021 - 2021","Poland - arcelor-mittal-2021 - 2021","arcelor-mittal-2021 - 2021 - Przetwórstwo przemysłowe",{"name":40,"data":41},"Arcelor-mittal-2021.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New104\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>ZAKŁADOWY\u003C\u002Fh1>\n\n\u003Ch1>UKŁAD ZDI0K0WY PRACY DLA PRACOWNIKÓW ArcelorMittał Poland S.A.\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>Maj 2021\u003C\u002Fh1>\n\n\u003Cp>Zakładowy Vkład Zbiorowy Pracy dla Pracowników ArcelorMittal Poland\nS.A.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Zakładowy Układ Zbiorowy Pracy dla Pracowników ArcelorMittal Poland\nS.A.\u003C\u002Fp>\n\n\u003Ch2>Rozdział I DEFINICJE:\u003C\u002Fh2>\n\n\u003Cp>O ile nie zostało to zdefiniowane inaczej w treści niniejszego dokumentu,\nwyrażenia podane\u003C\u002Fp>\n\n\u003Cp>poniżej mają następujące znaczenie:\u003C\u002Fp>\n\n\u003Cp>1.Układ - oznacza Zakładowy Układ Zbiorowy Pracy dla pracowników\nArcelorMittal Poland S.A.\u003C\u002Fp>\n\n\u003Cp>2.Spółka - oznacza ArcelorMittal Poland S.A.\u003C\u002Fp>\n\n\u003Cp>3.Pracodawca - oznacza zgodnie z art. 3 Kodeksu Pracy, ArcelorMittal Poland\nS.A.\u003C\u002Fp>\n\n\u003Cp>4.Organizacje Związkowe - oznacza Zakładowe Organizacje Związkowe\ndziałające w Spółce, będące Stroną Układu.\u003C\u002Fp>\n\n\u003Cp>5.Regulamin Pracy - oznacza Regulamin Pracy dla pracowników ArcelorMittal\nPoland S.A.\u003C\u002Fp>\n\n\u003Cp>6.Prawo pracy - oznacza przepisy Kodeksu pracy oraz przepisy innych ustaw i\naktów wykonawczych, określające prawa i obowiązki pracowników i\npracodawców, a także postanowienia układów zbiorowych pracy i innych\nopartych na ustawie porozumień zbiorowych, regulaminów określających prawa\ni obowiązki stron stosunku pracy.\u003C\u002Fp>\n\n\u003Cp>7.Bezpośredni przełożony - oznacza osobę, która zgodnie z zakresem\nzadań i obowiązków jest uprawniona wydawać polecenia służbowe, oceniać\npracę pracownika, w tym wielkość jego pracy oraz przestrzeganie przez\npracownika przepisów BHP.\u003C\u002Fp>\n\n\u003Cp>8.Dni wolne od pracy - oznacza niedziele, święta, soboty oraz inne dni\nwyznaczone jako dni wolne od pracy w zamian za soboty.\u003C\u002Fp>\n\n\u003Cp>9.Stawka wynagrodzenia zasadniczego - oznacza wynagrodzenie pracownika\nwynikające z jego osobistego zaszeregowania w rozumieniu Kodeksu pracy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>10.Minimalne wynagrodzenie gwarantowane Układem - oznacza 115% minimalnego\nwynagrodzenie za pracę, określonego na podstawie Ustawy z dnia 10.10.2002r. o\nminimalnym wynagrodzeniu za pracę (tekst jednolity Dz. U. z 2020 r. poz. 2207\nz późniejszymi zmianami).\u003C\u002Fp>\n\n\u003Ch2>Rozdział II\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch2>Postanowienia wstępne\u003C\u002Fh2>\n\n\u003Ch3>§1\u003C\u002Fh3>\n\n\u003Cp>Układ określa warunki i zasady zatrudniania, wynagradzania pracowników,\nwzajemne prawa i obowiązki stron stosunku pracy oraz stron Układu i inne\nświadczenia związane z właściwościami pracy, nie uregulowane w przepisach\nprawa pracy w sposób bezwzględnie obowiązujący.\u003C\u002Fp>\n\n\u003Ch3>§2\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup3\">\u003Cp>Postanowieniami Układu objęci są wszyscy pracownicy zatrudnieni w\nSpółce z wyłączeniem:\u003C\u002Fp>\n\n\u003Cp>1) członków Zarządu Spółki,\u003C\u002Fp>\n\n\u003Cp>2)Dyrektorów i ich Zastępców, Kierowników, Szefów oraz Głównych\nSpecjalistów - zgodnie z decyzją Pracodawcy, w ilości nie większej niż 535\nosób.\u003C\u002Fp>\n\n\u003Cp>3)pracowników młodocianych zatrudnionych w celu przygotowania\nzawodowego.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Rozdział III\u003C\u002Fh2>\n\n\u003Ch2>Warunki oraz zasady zawierania i rozwiązywania umów o pracę\u003C\u002Fh2>\n\n\u003Cp>Dział 1\u003C\u002Fp>\n\n\u003Cp>Zawieranie umów o pracę\u003C\u002Fp>\n\n\u003Ch3>§3\u003C\u002Fh3>\n\n\u003Cp>Przez nawiązanie stosunku pracy pracownik zobowiązuje się do wykonywania\npracy określonego rodzaju na rzecz pracodawcy i pod jego kierownictwem oraz w\nmiejscu i czasie wyznaczonym przez pracodawcę, a Pracodawca - do zatrudniania\npracownika za wynagrodzeniem.\u003C\u002Fp>\n\n\u003Ch3>§4\u003C\u002Fh3>\n\n\u003Cp>Umowa o pracę zawierana jest na piśmie i doręczona pracownikowi\nnajpóźniej w dniu rozpoczęcia pracy, przed dopuszczeniem pracownika do\npracy.\u003C\u002Fp>\n\n\u003Ch3>§5\u003C\u002Fh3>\n\n\u003Cp>Umowa o pracę określa:\u003C\u002Fp>\n\n\u003Cp>1.Strony umowy.\u003C\u002Fp>\n\n\u003Cp>2.Rodzaj umowy oraz datę jej zawarcia.\u003C\u002Fp>\n\n\u003Cp>3.Warunki pracy i płacy, w szczególności:\u003C\u002Fp>\n\n\u003Cp>1)wynagrodzenie za pracę odpowiadające rodzajowi pracy, ze wskazaniem\nskładników wynagrodzenia,\u003C\u002Fp>\n\n\u003Cp>2)termin rozpoczęcia pracy,\u003C\u002Fp>\n\n\u003Cp>3)wymiar czasu pracy,\u003C\u002Fp>\n\n\u003Cp>4)rodzaj pracy - stanowisko pracy,\u003C\u002Fp>\n\n\u003Cp>5)miejsce wykonywania pracy:\u003C\u002Fp>\n\n\u003Cp>a)stałe, obejmujące miasto, w którym znajduje się jedna z terytorialnych\nlokalizacji siedziby Pracodawcy\u003C\u002Fp>\n\n\u003Cp>b)niestałe miejsce wykonywania pracy, obejmujące pozostałe miasta, w\nktórych znajdują się pozostałe terytorialne lokalizacje siedziby\nPracodawcy.\u003C\u002Fp>\n\n\u003Cp>6)system pracy (jedno lub wielozmianowy).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>§6\u003C\u002Fh3>\n\n\u003Cp>1. W przypadku okresowej zmiany stałego miejsca wykonywania pracy,\nbędącej konsekwencją wykonywania przez Pracownika pracy w niestałym miejscu\nświadczenia pracy, Pracodawca jest zobowiązany do zapewniania:\u003C\u002Fp>\n\n\u003Cp>1)bezpłatnego dowozu do nowego miejsca pracy lub\u003C\u002Fp>\n\n\u003Cp>2)pokrycia dodatkowych kosztów dojazdu do nowego miejsca pracy według\nstawek za kilometr przebiegu pojazdu obowiązujących dla eksploatacji\nsamochodów prywatnych dla celów służbowych zgodnie z rozporządzeniem\nwydanym na podstawie art. 775 §2 Kodeksu Pracy.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca jest zobowiązany do zapewnienia dowozu lub zwrotu dodatkowych\nkosztów dojazdu w sytuacji, gdy okresowa zmiana stałego miejsca wykonywania\npracy powoduje zwiększenie odległości z miejsca zamieszkania do niestałego\nmiejsca świadczenia pracy o ponad 20 km z jednoczesnym zwiększeniem czasu\ndojazdu z miejsca zamieszkania do nowego miejsca wykonywania pracy.\u003C\u002Fp>\n\n\u003Cp>3.Okres świadczenia pracy w niestałym miejscu świadczenia pracy nie może\nprzekroczyć 6 miesięcy w ciągu kolejnych 24 miesięcy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§7\u003C\u002Fh3>\n\n\u003Cp>Integralną częścią umowy o pracę jest informacja o zagrożeniach dla\nzdrowia i życia występujących na tym stanowisku.\u003C\u002Fp>\n\n\u003Ch3>§8\u003C\u002Fh3>\n\n\u003Cp>1.Podstawową formą zatrudnienia w Spółce jest umowa na czas\nnieokreślony.\u003C\u002Fp>\n\n\u003Cp>2.Umowę o pracę zawiera się na:\u003C\u002Fp>\n\n\u003Cp>1)czas nieokreślony,\u003C\u002Fp>\n\n\u003Cp>2)czas określony, przy czym łączny okres zatrudnienia na podstawie umów\no pracę na czas określony nie może przekraczać 33 miesięcy, a łączna\nilość tych umów nie może przekraczać trzech.\u003C\u002Fp>\n\n\u003Ch3>§9\u003C\u002Fh3>\n\n\u003Cp>Do wypowiedzenia wynikających z umowy warunków pracy i płacy, stosuje\nsię w zakresie\u003C\u002Fp>\n\n\u003Cp>okoliczności przepisy Kodeksu pracy, a w zakresie okresów wypowiedzenia §\n12 i § 15 ust. 2 niniejszego Rozdziału.\u003C\u002Fp>\n\n\u003Cp>Dział 2\u003C\u002Fp>\n\n\u003Cp>Rozwiązywanie umów o pracę\u003C\u002Fp>\n\n\u003Ch3>§ 10\u003C\u002Fh3>\n\n\u003Cp>Rozwiązanie umowy o pracę następuje:\u003C\u002Fp>\n\n\u003Cp>1)na mocy porozumienia stron,\u003C\u002Fp>\n\n\u003Cp>2)przez oświadczenie jednej ze stron z zachowaniem okresu wypowiedzenia\n(rozwiązanie umowy o pracę za wypowiedzeniem),\u003C\u002Fp>\n\n\u003Cp>3)przez oświadczenie jednej ze stron bez zachowania okresu wypowiedzenia\n(rozwiązanie umowy o pracę bez wypowiedzenia),\u003C\u002Fp>\n\n\u003Cp>4)z upływem czasu, na który była zawarta umowa o pracę.\u003C\u002Fp>\n\n\u003Ch3>§ 11\u003C\u002Fh3>\n\n\u003Cp>1.W okresie wypowiedzenia umowy o pracę przez pracodawcę, pracownikowi\nprzysługuje zwolnienie na poszukiwanie pracy z zachowaniem prawa do\nwynagrodzenia obliczonego jak wynagrodzenie za urlop wypoczynkowy. Wymiar\nzwolnienia wynosi:\u003C\u002Fp>\n\n\u003Cp>1)2 dni robocze - w okresie wypowiedzenia nieprzekraczającym 2 tygodni,\u003C\u002Fp>\n\n\u003Cp>2)5 dni roboczych - w okresie wypowiedzenia trwającym dłużej niż 2\ntygodnie,\u003C\u002Fp>\n\n\u003Cp>W\u002Fw wymiar zwolnienia nie podlega zmniejszeniu w przypadku skrócenia okresu\nwypowiedzenia.\u003C\u002Fp>\n\n\u003Ch3>§ 12\u003C\u002Fh3>\n\n\u003Cp>1.Okres wypowiedzenia umowy o pracę zawartej na czas nieokreślony i umowy\no pracę zawartej na czas określony jest uzależniony od okresu zatrudnienia u\ndanego pracodawcy i wynosi:\u003C\u002Fp>\n\n\u003Cp>1)2 tygodnie - jeżeli pracownik był zatrudniony krócej niż 6\nmiesięcy,\u003C\u002Fp>\n\n\u003Cp>2)1 miesiąc -jeżeli pracownik był zatrudniony co najmniej 6 miesięcy,\u003C\u002Fp>\n\n\u003Cp>3)3 miesiące - jeżeli pracownik był zatrudniony co najmniej 3 lata,\u003C\u002Fp>\n\n\u003Cp>2.Do okresu zatrudnienia, o którym mowa w ust. 1, zalicza się okres\nzatrudnienia u poprzedniego pracodawcy, jeśli:\u003C\u002Fp>\n\n\u003Cp>1)zmiana pracodawcy nastąpiła na zasadach określonych w art. 231 Kodeksu\npracy,\u003C\u002Fp>\n\n\u003Cp>2)z mocy odrębnych przepisów nowy Pracodawca jest następcą prawnym w\nstosunkach pracy nawiązanych przez pracodawcę poprzednio zatrudniającego\ntego pracownika.\u003C\u002Fp>\n\n\u003Ch3>§13\u003C\u002Fh3>\n\n\u003Cp>1.Oświadczenie każdej ze stron o wypowiedzeniu lub rozwiązaniu umowy o\npracę bez wypowiedzenia powinno nastąpić na piśmie.\u003C\u002Fp>\n\n\u003Cp>2.W oświadczeniu pracodawcy o wypowiedzeniu umowy o pracę zawartej na czas\nnieokreślony lub rozwiązaniu umowy o pracę bez wypowiedzenia powinny być\nwskazane:\u003C\u002Fp>\n\n\u003Cp>1)przyczyna wypowiedzenia lub rozwiązania umowy,\u003C\u002Fp>\n\n\u003Cp>2)okres trwania wypowiedzenia,\u003C\u002Fp>\n\n\u003Cp>3)pouczenie o możliwości wniesienia odwołania od wypowiedzenia do sądu\npracy,\u003C\u002Fp>\n\n\u003Cp>4)termin rozwiązania umowy o pracę.\u003C\u002Fp>\n\n\u003Cp>3.Postanowienia ust. 2 pkt. 1 nie stosuje się do umów o pracę zawartych\nna czas określony oraz na okres próbny.\u003C\u002Fp>\n\n\u003Ch3>§14\u003C\u002Fh3>\n\n\u003Cp>W przypadku wypowiedzenia umowy o pracę na podstawie § 15 ust.2.\nPracodawca jest obowiązany na wniosek pracownika skrócić okres wypowiedzenia\nco najmniej do odpowiedniego wymiaru określonego w Kodeksie pracy, o ile nie\nustalono wcześniejszego terminu rozwiązania umowy o pracę na podstawie art.\n36 § 6 Kodeksu pracy.\u003C\u002Fp>\n\n\u003Cp>Dział 3\u003C\u002Fp>\n\n\u003Cp>Rozwiązywanie umów o pracę z przyczyn leżących po stronie pracodawcy\u003C\u002Fp>\n\n\u003Ch3>§ 15\u003C\u002Fh3>\n\n\u003Cp>1.W przypadku rozwiązania stosunku pracy z przyczyn niedotyczących\npracowników, stosuje się postanowienia Ustawy z dnia 13 marca 2003 r. o\nszczególnych zasadach\u003C\u002Fp>\n\n\u003Cp>rozwiązywania z pracownikami stosunków pracy z przyczyn niedotyczących\npracowników (tekst jednolity Dz. U. z 2018 poz. 1969 z późniejszymi\nzmianami).\u003C\u002Fp>\n\n\u003Cp>2.W przypadku wypowiedzenia umowy o pracę z przyczyn niedotyczących\npracowników na\u003C\u002Fp>\n\n\u003Cp>podstawie art. 1 Ustawy, o której mowa w ust.1., okres wypowiedzenia umowy\no pracę zawartej na czas nieokreślony jest uzależniony od okresu\nzatrudnienia u danego Pracodawcy i wynosi:\u003C\u002Fp>\n\n\u003Cp>1)2tygodnie- jeżelipracownikbył zatrudniony krócej niż 6miesięcy,\u003C\u002Fp>\n\n\u003Cp>2)1miesiąc-jeżelipracownikbył zatrudniony co najmniej6 miesięcy,\u003C\u002Fp>\n\n\u003Cp>3)3miesiące-jeżelipracownikbył zatrudniony co najmniej3 lata,\u003C\u002Fp>\n\n\u003Cp>4)4miesiące-jeżelipracownikbył zatrudniony co najmniej10 lat,\u003C\u002Fp>\n\n\u003Cp>5)5miesięcy- jeżelipracownikbył zatrudniony co najmniej20 lat,\u003C\u002Fp>\n\n\u003Cp>z zastrzeżeniem ust. 3 niniejszego działu.\u003C\u002Fp>\n\n\u003Cp>3.Do okresu zatrudnienia, o którym mowa w ust. 2, zalicza się okres\nzatrudnienia u poprzedniego pracodawcy, jeśli:\u003C\u002Fp>\n\n\u003Cp>1)zmiana pracodawcy nastąpiła na zasadach określonych w art. 231 Kodeksu\npracy,\u003C\u002Fp>\n\n\u003Cp>2)na mocy odrębnych przepisów nowy Pracodawca jest następcą prawnym w\nstosunkach pracy nawiązanych przez pracodawcę poprzednio zatrudniającego\ntego pracownika.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>Rozdział IV Czas pracy\u003C\u002Fh2>\n\n\u003Ch3>§ 16\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Czas pracy pracowników nie może przekraczać 8 godzin na dobę i\nprzeciętnie 40 godzin w przeciętnie 5-dniowym tygodniu pracy w przyjętym\nokresie rozliczeniowym, określonym w Regulaminie Pracy.\u003C\u002Fp>\n\n\u003Ch3>§17\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>Wszystkie soboty są dniami wolnymi od pracy, z wyjątkiem przypadków, gdy\ndzień wolny wyznaczony zostanie w innym dniu niż sobota.\u003C\u002Fp>\n\n\u003Ch3>§ 18\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1.Obowiązujący pracownika wymiar czasu pracy w przyjętym okresie\nrozliczeniowym, ustalany zgodnie z art. 129 § 1 Kodeksu pracy, oblicza\nsię:\u003C\u002Fp>\n\n\u003Cp>1) mnożąc 40 godzin przez liczbę tygodni przypadających w okresie\nrozliczeniowym, a następnie\u003C\u002Fp>\n\n\u003Cp>2) dodając do otrzymanej liczby godzin iloczyn 8 godzin i liczby dni\npozostałych do końca okresu rozliczeniowego, przypadających od poniedziałku\ndo piątku.\u003C\u002Fp>\n\n\u003Cp>2.Wymiar czasu pracy ulega obniżeniu o liczbę godzin usprawiedliwionej\nnieobecności pracownika w pracy przypadających do przepracowania w czasie tej\nnieobecności, zgodnie z przyjętym rozkładem czasu pracy.\u003C\u002Fp>\n\n\u003Cp>3.Każde święto występujące w okresie rozliczeniowym i przypadające w\ninnym dniu niż niedziela obniża wymiar czasu pracy o 8 godzin.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>4.Pracownikom, jeżeli dobowy wymiar czasu pracy wynosi co najmniej 6\ngodzin, przysługuje, w czasie uzgodnionym z bezpośrednim przełożonym,\nwliczana do czasu pracy, o którym mowa w ust. 1 - przerwa w pracy,\nprzeznaczona m in. na spożycie posiłku. Przerwa, o której mowa powyżej nie\nmoże przekroczyć 30 minut, zgodnie z elektroniczną ewidencją czasu\npracy.\u003C\u002Fp>\n\n\u003Ch3>§19\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1.Praca wykonywana ponad normy czasu pracy, o których mowa w §16, a także\npraca wykonywana ponad przedłużony dobowy wymiar czasu pracy wynikający z\nobowiązującego pracownika systemu i rozkładu czasu pracy, stanowi pracę w\ngodzinach nadliczbowych.\u003C\u002Fp>\n\n\u003Cp>2.Praca w godzinach nadliczbowych jest dopuszczalna w razie:\u003C\u002Fp>\n\n\u003Cp>1)konieczności prowadzenia akcji ratowniczej w celu ochrony życia lub\nzdrowia ludzkiego, ochrony mienia lub środowiska albo usunięcia awarii,\u003C\u002Fp>\n\n\u003Cp>2)szczególnych potrzeb pracodawcy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-flexible_work_options\">\u003Ch3>§20\u003C\u002Fh3>\n\n\u003Cp>1 W komórkach organizacyjnych Spółki może być stosowana zmianowa\norganizacja pracy - zwana również czterobrygadową organizacją pracy,\nwedług której urządzenia (agregaty) są obsługiwane przez cztery brygady,\npracujące w układzie 3 zmian w ciągu doby, zgodnie z następującym\nrozkładem czasu pracy:\u003C\u002Fp>\n\n\u003Cp>1)8 godzin pracy i 16 godzin wolnych od pracy,\u003C\u002Fp>\n\n\u003Cp>2)po czterech dniach pracy - 48 godzin wolnych od pracy.\u003C\u002Fp>\n\n\u003Cp>2. Rozkład czasu pracy w czterobrygadowej lub podobnej organizacji pracy w\nkolejnych dniach miesiąca w ciągu roku ustala Pracodawca w szczegółowych\nrocznych harmonogramach pracy.\u003C\u002Fp>\n\n\u003Cp>3.Szczegółowe zasady stosowania zmianowej organizacji pracy określa\nZałącznik Nr 2 do Układu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§21\u003C\u002Fh3>\n\n\u003Cp>Jeżeli pracownik miał być zatrudniony w przypadającym mu dniu wolnym od\npracy i nie zgłosił się w tym dniu do pracy, nieobecność jego jest\ntraktowana jako nieobecność nieusprawiedliwiona z wynikającymi z niej\nkonsekwencjami określonymi w Regulaminie Pracy, o ile pracownik nie\nusprawiedliwił nieobecności zgodnie z przepisami o dyscyplinie pracy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Ch3>§22\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca może zobowiązać pracownika do pozostawania poza normalnymi\ngodzinami pracy w gotowości do wykonywania pracy wynikającej z umowy o pracę\nw zakładzie pracy lub w innym miejscu wyznaczonym przez pracodawcę, zwane\ndalej w niniejszym paragrafie „dyżurem”.\u003C\u002Fp>\n\n\u003Cp>2.Pełnienie dyżuru powierzane jest pracownikowi przez kierownika jednostki\norganizacyjnej lub bezpośredniego przełożonego drogą pisemną, mailową lub\nsms. W przypadku powierzenia pracownikowi pełnienia dyżuru w formie pisemnej\nkopia powyższej informacji doręczana jest pracownikowi mającemu pełnić\ndyżur przed jego rozpoczęciem. W przypadku powierzenia pracownikowi\npełnienia dyżuru w formie mailowej lub sms informacja o tym przesyłana jest\npracownikowi na służbowy adres mailowy lub służbowy numer telefonu lub też\ninny podany przez pracownika do kontaktu z pracodawcą. Powierzenie dyżuru\njest rejestrowane przez pracownika i akceptowane przez przełożonego w\nelektronicznym systemie służącym do rejestracji czasu pracy.\u003C\u002Fp>\n\n\u003Cp>3.Za czas dyżuru, z wyjątkiem dyżuru pełnionego w domu, pracownikowi\nprzysługuje czas wolny od pracy w wymiarze odpowiadającym długości dyżuru,\na w razie braku możliwości udzielenia czasu wolnego wynagrodzenie wynikające\nz jego stawki wynagrodzenia zasadniczego.\u003C\u002Fp>\n\n\u003Cp>4.Czas pełnienia dyżuru nie może naruszać prawa pracownika do dobowego i\ntygodniowego odpoczynku, o których mowa w przepisach prawa pracy.\u003C\u002Fp>\n\n\u003Cp>5.Za pracę wykonywaną w czasie dyżuru przysługuje wynagrodzenie jak za\npracę w godzinach nadliczbowych, chyba że pracownikowi zostanie oddany - wg\nzasad określonych w Regulaminie Pracy, czas w zamian za czas przepracowany w\ngodzinach nadliczbowych.\u003C\u002Fp>\n\n\u003Cp>6.Przepisów, o których mowa w ust. 1-5 powyżej nie stosuje się do\npracowników zarządzających w imieniu pracodawcy zakładem pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Rozdział V\u003C\u002Fh2>\n\n\u003Ch2>Zasady i warunki wynagradzania za pracę\u003C\u002Fh2>\n\n\u003Ch3>§23\u003C\u002Fh3>\n\n\u003Cp>1.Wynagrodzenie za pracę powinno odpowiadać w szczególności rodzajowi\nwykonywanej pracy i kwalifikacjom wymaganym przy jej wykonywaniu, a także\nuwzględniać ilość i jakość świadczonej pracy.\u003C\u002Fp>\n\n\u003Ch3>§24\u003C\u002Fh3>\n\n\u003Cp>1.Zaszeregowania pracowników do określonej grupy dokonuje się w oparciu o\nTaryfikator stanowisk i tabele zaszeregowania pracowników stanowiący\nZałącznik Nr 1 do Układu.\u003C\u002Fp>\n\n\u003Cp>2.Dla pracowników zatrudnionych na stanowiskach robotniczych i\nnierobotniczych stosuje się tabelę miesięcznych płac zasadniczych.\u003C\u002Fp>\n\n\u003Cp>Decyzję o wysokości wynagrodzenia zasadniczego pracownika podejmuje\nDyrektor prowadzący sprawy personalne lub osoba przez niego upoważniona, na\nwniosek przełożonego odpowiedniego szczebla.\u003C\u002Fp>\n\n\u003Ch3>§25\u003C\u002Fh3>\n\n\u003Cp>1.Wynagrodzenie pracowników określone jest płacą miesięczną.\u003C\u002Fp>\n\n\u003Cp>2. Wynagrodzenie przysługuje za pracę wykonaną. Za czas niewykonywania\npracy pracownik zachowuje prawo do wynagrodzenia tylko wówczas, gdy przepisy\nprawa pracy tak stanowią.\u003C\u002Fp>\n\n\u003Cp>3.Pracownikowi za czas niewykonywania pracy, jeżeli był gotów do jej\nwykonywania, a doznał przeszkód z przyczyn dotyczących pracodawcy,\nprzysługuje wynagrodzenie wynikające z jego osobistego zaszeregowania,\nokreślonego stawką godzinową lub miesięczną, a jeżeli taki składnik\nwynagrodzenia nie został wyodrębniony przy określaniu warunków\nwynagradzania - 60% wynagrodzenia. W każdym przypadku wynagrodzenie to nie\nmoże być jednak niższe od wysokości minimalnego wynagrodzenia za pracę,\nustalanego na podstawie przepisów prawa pracy.\u003C\u002Fp>\n\n\u003Cp>4. Wynagrodzenie, o którym mowa w ust. 3, przysługuje pracownikowi za czas\nniezawinionego przez niego przestoju. Jeżeli przestój nastąpił z winy\npracownika, wynagrodzenie nie przysługuje.\u003C\u002Fp>\n\n\u003Cp>5.Pracodawca może na czas przestoju powierzyć pracownikowi inną\nodpowiednią pracę, za której wykonanie przysługuje wynagrodzenie\nprzewidziane za tę pracę, nie niższe jednak od wynagrodzenia ustalonego\nzgodnie z ust. 3. Jeżeli przestój nastąpił z winy pracownika, przysługuje\nwyłącznie wynagrodzenie przewidziane za wykonaną pracę.\u003C\u002Fp>\n\n\u003Cp>6.Wynagrodzenie za czas przestoju spowodowanego warunkami atmosferycznymi\nprzysługuje pracownikowi zatrudnionemu przy pracach uzależnionych od tych\nwarunków, jeżeli przepisy prawa pracy tak stanowią. W razie powierzenia\npracownikowi na czas takiego przestoju innej pracy, przysługuje mu\nwynagrodzenie przewidziane za wykonaną pracę, chyba że przepisy prawa pracy\nprzewidują stosowanie zasad określonych w ust. 5.\u003C\u002Fp>\n\n\u003Ch3>§26\u003C\u002Fh3>\n\n\u003Cp>1.Wynagrodzenie pracownika za przepracowany pełny miesięczny wymiar czasu\npracy nie może być niższe od minimalnego wynagrodzenia gwarantowanego\nUkładem.\u003C\u002Fp>\n\n\u003Cp>2.Postanowienia ust. 1 mogą nie być stosowane wobec pracowników\nzatrudnionych przez okres krótszy niż 12 miesięcy.\u003C\u002Fp>\n\n\u003Ch3>§27\u003C\u002Fh3>\n\n\u003Cp>1.Zmiany płac, w tym wzrost płac zasadniczych ogółu pracowników oraz\nokres obowiązywania uzgodnień w tym zakresie, określane są przez Strony w\nramach negocjacji prowadzonych przez ustalony przez Strony czasokres,\npocząwszy od IV kwartału roku poprzedzającego.\u003C\u002Fp>\n\n\u003Cp>2.Strony deklarują wolę zakończenia negocjacji, o których mowa w ust.1.\ndo końca I kwartału roku następnego lub w innym uzgodnionym przez siebie\nterminie.\u003C\u002Fp>\n\n\u003Cp>3.Strony uzgadniają, iż wzrost płac zasadniczych może być dokonywany\npoprzez ustalenie kwotowego lub procentowego wzrostu płac zasadniczych\npracowników.\u003C\u002Fp>\n\n\u003Cp>4.Uruchomienie środków finansowych z przeznaczeniem na indywidualny wzrost\npłac zasadniczych pracowników w związku z ich awansem stanowiskowym jak\nrównież przeszeregowaniem wynikającym z indywidulanej oceny pracowniczej\ndokonywane jest wg odrębnej decyzji Pracodawcy. Pracodawca w pierwszym\nkwartale każdego roku będzie przekazywał zakładowym organizacjom\nzwiązkowym informacje o wysokości środków finansowych wydatkowanych na w\u002Fw\nprzeszeregowania w poprzednim roku kalendarzowym oraz o liczbie pracowników\nobjętych tymi przeszeregowaniami, z podziałem na jednostki organizacyjne oraz\nstanowiska robotnicze i nierobotnicze.\u003C\u002Fp>\n\n\u003Ch3>§28\u003C\u002Fh3>\n\n\u003Cp>Dla ustalenia wysokości wynagrodzenia i dodatków za pracę w godzinach\nnadliczbowych, przyjmuje się stawkę godzinową pracownika, przez którą\nrozumie się stawkę wyliczoną przez podzielenie zasadniczego wynagrodzenia\nmiesięcznego przez nominalny czas pracy danego miesiąca.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>§29\u003C\u002Fh3>\n\n\u003Cp>1.Z uwzględnieniem ust.2., pracownikowi zatrudnionemu na zmianie nocnej\nprzysługuje, za każdą godzinę pracy w porze nocnej, tj. w godzinach od 2200\ndo 600, dodatek do wynagrodzenia za każdą godzinę pracy w porze nocnej w\nwysokości określonej w przepisach prawa pracy.\u003C\u002Fp>\n\n\u003Cp>2.Dla pracowników zatrudnionych w systemie pracy zmianowej i równoważnym\nczasie pracy, dodatek, o którym mowa w ust.1, zawarty jest w zmianowym dodatku\nkwotowym, określonym w pkt.4. Załącznika nr 2 do Układu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>§30\u003C\u002Fh3>\n\n\u003Cp>Za każdą godzinę pracy wykonywanej w godzinach nadliczbowych\npracownikowi, oprócz normalnego wynagrodzenia, przysługuje dodatek w\nwysokości 100% stawki godzinowej pracownika.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§31\u003C\u002Fh3>\n\n\u003Cp>1.Pracownicy zarządzający w imieniu Pracodawcy zakładem pracy i\nkierownicy wyodrębnionych komórek organizacyjnych wykonują w razie\nkonieczności pracę poza normalnymi godzinami pracy bez prawa do wynagrodzenia\noraz dodatku z tytułu pracy w godzinach nadliczbowych, z zastrzeżeniem\nust.2.\u003C\u002Fp>\n\n\u003Cp>2.Kierownikom wyodrębnionych komórek organizacyjnych za pracę w godzinach\nnadliczbowych przypadających w niedzielę i święto, przysługuje prawo do\nwynagrodzenia oraz dodatku z tytułu pracy w godzinach nadliczbowych, jeżeli\nza pracę w tym dniu nie otrzymali innego dnia wolnego od pracy.\u003C\u002Fp>\n\n\u003Ch3>§32\u003C\u002Fh3>\n\n\u003Cp>W przypadku, gdy obowiązki wynikające z umowy o pracę, a określone w\nzakresie czynno¬ści lub karcie stanowiskowej, nie wypełniają pracownikowi\ncałkowicie normalnego czasu pracy w ciągu dnia pracy, przełożony pracownika\nma prawo powierzyć mu pracę uzupełniającą - odpowiadającą jego\nkwalifikacjom.\u003C\u002Fp>\n\n\u003Ch2>Rozdział VI\u003C\u002Fh2>\n\n\u003Ch2>Zasady wypłaty innych świadczeń związanych z pracą\u003C\u002Fh2>\n\n\u003Ch3>§33\u003C\u002Fh3>\n\n\u003Cp>1.W celu zapewnienia skutecznego motywowania pracowników do efektywnej\npracy oraz powiązania poziomu indywidualnych wynagrodzeń z wynikami pracy, w\nzłożonych i zmiennych warunkach funkcjonowania według reguł gospodarki\nrynkowej, tworzony jest w Spółce Fundusz Motywacyjny.\u003C\u002Fp>\n\n\u003Cp>2.Fundusz Motywacyjny tworzy się w ramach osobowego funduszu wynagrodzeń,\na w skład jego wchodzą:\u003C\u002Fp>\n\n\u003Cp>1)fundusz premiowy,\u003C\u002Fp>\n\n\u003Cp>2)fundusz dodatkowy.\u003C\u002Fp>\n\n\u003Cp>3)fundusz nagród,\u003C\u002Fp>\n\n\u003Cp>Zasady tworzenia i uruchamiania Funduszu Motywacyjnego i Funduszu Nagród\nreguluje Załącznik Nr 3 do niniejszego Układu.\u003C\u002Fp>\n\n\u003Ch3>§34\u003C\u002Fh3>\n\n\u003Cp>Ponadto pracownikowi Spółki przysługuje:\u003C\u002Fp>\n\n\u003Cp>1)tradycyjny dodatek hutniczy - zwany „Małym Hutnikiem” - wypłacany\nzgodnie z zasadami jego wypłacania stanowiącymi Załącznik Nr 4 do\nUkładu.\u003C\u002Fp>\n\n\u003Cp>2)wynagrodzenie lub dodatkowe świadczenie w przypadku niezdolności do\npracy spowodowanej chorobą, wg zasad określonych w Załączniku Nr 5 do\nUkładu,\u003C\u002Fp>\n\n\u003Cp>3)dodatek mistrzowski - przyznawany wg zasad określonych w Załączniku Nr\n6 do Układu,\u003C\u002Fp>\n\n\u003Cp>4)dodatek brygadzistowski - przyznawany wg zasad określonych w Załączniku\nNr 6 do Układu.\u003C\u002Fp>\n\n\u003Cp>5)dodatek za ratownictwo gazowe - przyznawany wg zasad określonych w\nZałączniku Nr 6 do Układu.\u003C\u002Fp>\n\n\u003Ch3>§35\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca zapewnia funkcjonowanie społecznej inspekcji pracy, stwarza\nwarunki do odpowiedniej realizacji zadań oraz ponosi koszty związane z jej\ndziałalnością.\u003C\u002Fp>\n\n\u003Cp>2.Na wniosek Zakładowych Organizacji Związkowych Pracownikom pełniącym\nfunkcje w zakładowej społecznej inspekcji pracy przysługuje wynagrodzenie\nustalone zgodnie z przepisami prawa pracy.\u003C\u002Fp>\n\n\u003Ch3>§36\u003C\u002Fh3>\n\n\u003Cp>1.W przypadku powierzenia pracownikowi pracy na stanowisku niżej\nwynagradzanym od jego stanowiska pracy (zastępstwo), za wykonaną pracę\npracownik otrzymuje wynagrodzenie wynikające z umowy o pracę.\u003C\u002Fp>\n\n\u003Cp>2.Z uwzględnieniem ust.4., w przypadku powierzenia pracownikowi pracy na\nstanowisku wyższym hierarchicznie i\u002Flub wyżej wynagradzanym od jego\nstanowiska pracy (zastępstwo), za pracę w tym czasie na tym stanowisku,\npracownik otrzymuje wyższe wynagrodzenie, wg poniższych zasad:\u003C\u002Fp>\n\n\u003Cp>1)przez stanowisko wyżej wynagradzane rozumie się stanowisko, dla którego\nw taryfikatorze stanowisk określona jest wyższa maksymalna kategoria\nzaszeregowania,\u003C\u002Fp>\n\n\u003Cp>2)w przypadku pełnienia zastępstwa w sposób ciągły przez okres co\nnajmniej 14 dni kalendarzowych za każdą godzinę pracy, w czasie której\npełnione jest zastępstwo, pracownik otrzymuje dodatek w wysokości 3 zł.\u003C\u002Fp>\n\n\u003Cp>3.Powierzenie zastępstwa następuje na piśmie. Kierownik danej jednostki\norganizacyjnej składa do Biura Kadr, Płac i Dialogu Społecznego - we\nwzajemnie uzgodnionej formie, informację dotyczącą powierzenia pracownikowi\npełnienia zastępstwa.\u003C\u002Fp>\n\n\u003Cp>Kopia powyższej informacji doręczana jest pracownikowi pełniącemu\nzastępstwo.\u003C\u002Fp>\n\n\u003Cp>4.Niniejsze zasady powierzenia pracownikowi pracy na stanowisku wyższym\nhierarchicznie i\u002Flub wyżej wynagradzanym od jego stanowiska pracy, nie\ndotyczą przypadków powierzenia Pracownikowi pełnienia obowiązków mistrza\nokreślonych odrębnie w Załączniku nr 6 do ZUZP.\u003C\u002Fp>\n\n\u003Ch2>Rozdział VII\u003C\u002Fh2>\n\n\u003Ch2>Urlopy pracownicze\u003C\u002Fh2>\n\n\u003Ch3>§37\u003C\u002Fh3>\n\n\u003Cp>1.Urlopu udziela się w dni, które są dla pracownika dniami pracy, zgodnie\nz obowiązującym go rozkładem czasu pracy, w wymiarze godzinowym,\nodpowiadającym dobowemu wymiarowi czasu pracy pracownika w danym dniu, z\nzastrzeżeniem ust.4.\u003C\u002Fp>\n\n\u003Cp>2.Przy udzielaniu urlopu zgodnie z ust.1., jeden dzień urlopu odpowiada 8\ngodzinom pracy.\u003C\u002Fp>\n\n\u003Cp>3.Przepis ust.1. i ust.2. stosuje się odpowiednio do pracownika, dla\nktórego dobowa norma czasu pracy, wynikająca z odrębnych przepisów, jest\nniższa niż 8 godzin.\u003C\u002Fp>\n\n\u003Cp>4.Udzielenie pracownikowi urlopu w dniu pracy w wymiarze godzinowym\nodpowiadającym części dobowego wymiaru czasu pracy jest dopuszczalne jedynie\nw przypadku, gdy część urlopu pozostała do wykorzystania jest niższa niż\npełny dobowy wymiar czasu pracy pracownika w dniu, na który ma być udzielony\nurlop.\u003C\u002Fp>\n\n\u003Cp>5.Urlopy powinny być udzielane zgodnie z planem urlopów. Plan urlopów\nustala kierownik jednostki organizacyjnej biorąc pod uwagę wnioski\npracowników, opinię związków zawodowych danej jednostki organizacyjnej i\nkonieczność zapewnienia normalnego toku pracy.\u003C\u002Fp>\n\n\u003Cp>6.Plan urlopów podaje się do wiadomości pracowników w sposób przyjęty\nw Spółce.\u003C\u002Fp>\n\n\u003Cp>7.Na wniosek pracownika urlop może być podzielony na części. Co najmniej\njedna część urlopu powinna obejmować nie mniej niż 14 kolejnych dni\nkalendarzowych.\u003C\u002Fp>\n\n\u003Cp>8.Obsługa spraw pracowniczych związanych z udzielaniem urlopów\npracowniczych realizowana jest w Spółce za pomocą specjalistycznej aplikacji\nelektronicznej dostępnej dla wszystkich pracowników Spółki.\u003C\u002Fp>\n\n\u003Ch3>§38\u003C\u002Fh3>\n\n\u003Cp>1.W razie niewykorzystania w całości lub części urlopu, w wymiarze, do\nktórego pracownik nabył prawo z pierwszym dniem roku kalendarzowego, w\nktórym nastąpiło rozwiązanie stosunku pracy w związku ze spełnieniem\nprzez pracownika warunków uprawniających do emerytury lub renty inwalidzkiej,\npracownik otrzymuje ekwiwalent pieniężny za niewykorzystany urlop.\u003C\u002Fp>\n\n\u003Cp>2.W przypadku ustalenia ekwiwalentu, o którym mowa w ust. 1, stosuje się\nodpowiednio przepisy art. art. 153, 154 § 1 Kodeksu pracy. Natomiast nie\nstosuje się przepisów art. 1551 § 1 pkt. 1 Kodeksu pracy.\u003C\u002Fp>\n\n\u003Ch2>Rozdział VIII\u003C\u002Fh2>\n\n\u003Ch2>Obowiązki Pracodawcy\u003C\u002Fh2>\n\n\u003Ch3>§39\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>1.Pracodawca, w przypadku śmierci pracownika spowodowanej wypadkiem przy\npracy lub wypadkiem zrównanym z wypadkiem przy pracy, jest obowiązany do\nwypłacenia kwoty stanowiącej równowartość zasiłku pogrzebowego\nwypłacanego przez ZUS.\u003C\u002Fp>\n\n\u003Cp>W\u002Fw kwota jest wypłacana na wniosek członka rodziny lub innej osoby\norganizującej pogrzeb pracownika, o którym mowa powyżej, po przedstawieniu\ndokumentów poświadczających wypłacenie przez ZUS zasiłku pogrzebowego.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytype\">\u003Cp>2.Pracodawca jest zobowiązany wypłacić na rzecz członków rodziny\nPracownika, który zmarł na skutek wypadku przy pracy \u002F w drodze do pracy \u002F z\npracy lub choroby zawodowej, jednorazowe zadośćuczynienie w wysokości 75\nOOOzł w terminie 30 dni od zgłoszenia wniosku, niezależnie od innych\nświadczeń wynikających z przepisów prawa. Zadośćuczynienie, o którym\nmowa powyżej wypłacane jest małżonkowi pracownika oraz innym członkom\nrodziny spełniającym warunki wymagane do uzyskania renty rodzinnej\u003C\u002Fp>\n\n\u003Cp>w myśl przepisów o ubezpieczeniu społecznym pracowników i ich rodzin. O\nsposobie podziału odszkodowania pomiędzy uprawnione osoby decyduje\nPracodawca.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Pracodawca jest obowiązany zapewnić zatrudnienie członka rodziny lub\nopiekuna przejmującego na siebie obowiązek utrzymywania rodziny pracownika,\nktóry uległ śmiertelnemu wypadkowi przy pracy lub wypadkowi przy pracy\npowodującemu trwałą i całkowitą niezdolność do pracy.\u003C\u002Fp>\n\n\u003Cp>4.Pracodawca jest obowiązany do zapewnienia zatrudnienia osoby, o której\nmowa w ust.3, zgodnie z procedurą, pod warunkiem złożenia oferty pracy przez\ntę osobę w terminie 3 miesięcy od daty śmierci pracownika lub stwierdzenia\nu pracownika trwałej i całkowitej niezdolności do pracy oraz w przypadku\nposiadania kwalifikacji możliwych do wykorzystania w Grupie ArcelorMittal\nPoland S.A. z uwzględnieniem możliwości przeszkolenia.\u003C\u002Fp>\n\n\u003Cp>5.Pracodawca może przyjąć do pracy osoby, o których mowa w ust.3, w\nprzypadkach śmierci pracownika lub trwałej niezdolności do pracy z innych\nprzyczyn niż wymienione w ust.1, na zasadach określonych w ust.4.\u003C\u002Fp>\n\n\u003Ch3>§40\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cp>1.Pracodawca jest obowiązany do zorganizowania lub utworzenia stanowisk\npracy chronionej, przeznaczonych dla:\u003C\u002Fp>\n\n\u003Cp>1)kobiet w ciąży,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)pracowników z ograniczeniami zdrowotnymi, które to ograniczenia\npowstały w trakcie pracy w Spółce na skutek wypadku przy pracy w Spółce\nlub związanej z pracą w Spółce choroby zawodowej lub stwierdzenia u\npracownika objawów wskazujących na powstanie choroby zawodowej związanej z\npracą w Spółce,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>3)pracowników w okresie rehabilitacji, z czasowym ograniczeniem zdolności\ndo wykonywania pracy, u których lekarz stwierdził przeciwwskazania do pracy\nna danym stanowisku.\u003C\u002Fp>\n\n\u003Cp>2 W przypadku gdy zatrudnienie na stanowiskach, o których mowa w ust. 1,\nbędzie wymagało nabycia nowych kwalifikacji, koszty związane z\nprzeszkoleniem pracowników ponosi Pracodawca.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§41\u003C\u002Fh3>\n\n\u003Cp>1.Jeśli wskutek wypadku przy pracy zaistniałego w trakcie wykonywania\npracy w Spółce, choroby zawodowej związanej z pracą w Spółce lub\nstwierdzenia u pracownika objawów wskazujących na powstanie choroby zawodowej\nzwiązanej z pracą w Spółce pracownik stał się niezdolny do wykonywania\ndotychczasowej pracy, a stan jego zdrowia umożliwia wykonywanie innej pracy,\nPracodawca jest obowiązany zatrudnić pracownika na innym stanowisku.\u003C\u002Fp>\n\n\u003Cp>2.Jeżeli wskutek powierzenia pracownikowi, o którym mowa w ust. 1 innej\npracy, wynagrodzenie uległo obniżeniu, Pracodawca jest obowiązany do\nwypłacania pracowni¬kowi dodatku wyrównawczego gwarantującego poprzedni\npoziom wynagrodzenia. W przypadku pracowników, którzy otrzymują rentę z\ntytułu niezdolność do pracy postanowienie, o którym mowa w zdaniu\npierwszym, stosuje się przez okres nie dłuższy niż 6 miesięcy.\u003C\u002Fp>\n\n\u003Ch3>§42\u003C\u002Fh3>\n\n\u003Cp>1.Jeżeli pracownik w wyniku wypadku przy pracy zaistniałego w trakcie\nwykonywania pracy w Spółce lub choroby zawodowej związanej z pracą w\nSpółce przechodzi na rentę z tytułu niezdolność do pracy i nie świadczy\npracy, Pracodawca jest obowiązany do wypłacania dodatkowego świadczenia\npieniężnego w wysokości stanowiącej różnicę pomiędzy dotychczas\notrzymywanym wynagrodzeniem - obliczanym jak ekwiwalent za urlop wypoczynkowy -\na otrzymywanym świadczeniem rentowym.\u003C\u002Fp>\n\n\u003Cp>2.Postanowienia ust. 1 mają zastosowanie w przypadku, gdy:\u003C\u002Fp>\n\n\u003Cp>1)pracownik dostarczy do pracodawcy odpowiednią decyzję lekarza orzecznika\nZUS,\u003C\u002Fp>\n\n\u003Cp>2)otrzymywana renta jest niższa od otrzymywanego dotychczas wynagrodzenia\nokreślonego w ust. 1.\u003C\u002Fp>\n\n\u003Cp>3.Świadczenie, o którym mowa w ust. 1., wypłacane jest przez okres nie\nkrótszy niż do momentu, w którym otrzymywane świadczenie rentowe osiągnie\nwysokość wynagrodzenia, o którym mowa w ust. 1.\u003C\u002Fp>\n\n\u003Cp>4.Pracownik zobowiązany jest do:\u003C\u002Fp>\n\n\u003Cp>1)corocznego - do 31 lipca każdego roku, przekazywania zaświadczenia z ZUS\no wysokości otrzymywanego świadczenia rentowego,\u003C\u002Fp>\n\n\u003Cp>2)informowania i dokumentowania, w ciągu 14 dni od daty zaistnienia,\nwszelkich zmian wysokości przyznanego świadczenia rentowego, pod rygorem\nutraty prawa do otrzymywanego dodatkowego świadczenia.\u003C\u002Fp>\n\n\u003Cp>5.Postanowień ust. 1, 2 i 3 nie stosuje się w przypadku przejścia\npracownika na emeryturę.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3>§43\u003C\u002Fh3>\n\n\u003Cp>1.W przypadku stałego lub długotrwałego uszczerbku na zdrowiu powstałego\nw wyniku wypadku przy pracy lub choroby zawodowej, Pracodawca jest zobowiązany\ndo wypłacenia z tego tytułu dodatkowego odszkodowania niezależnie od\nobowiązku wypłacenia odszkodowania wynikającego z orzeczenia lekarza\norzecznika ZUS.\u003C\u002Fp>\n\n\u003Cp>2.Wysokość dodatkowego odszkodowania, o którym mowa w ust.1., nie może\nbyć mniejsza od 15 % odszkodowania określonego w orzeczeniu lekarza\norzecznika ZUS.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§44\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca jest obowiązany zapewniać pomoc przy organizacji i\nfinansowaniu:\u003C\u002Fp>\n\n\u003Cp>1)leczenia,\u003C\u002Fp>\n\n\u003Cp>2)rehabilitacji,\u003C\u002Fp>\n\n\u003Cp>pracowników, którzy w wyniku choroby zawodowej lub wypadku przy pracy,\ndoznali długotrwałego uszczerbku na zdrowiu, a ich leczenie i rehabilitacja\nwykraczają poza zakres świadczeń zdrowotnych, przysługujących osobom\nubezpieczonym, wynikających z przepisów powszechnie obowiązujących, przy\nczym świadczenia te są uzasadnione stanem zdrowia pracowników, potwierdzonym\nstosownym zaświadczeniem lekarskim.\u003C\u002Fp>\n\n\u003Cp>2.W okresie odbywania rehabilitacji zawodowej Pracodawca jest obowiązany\nwypłacać pracownikowi tzw. „różnicę rehabilitacyjną” tj. różnicę\npomiędzy wynagrodzeniem jakie pracownik osiągnąłby, gdyby na rehabilitacji\nnie przebywał, a wynagrodzeniem całkowitym osiąganym w trakcie\nrehabilitacji, łącznie z zasiłkiem rehabilitacyjnym.\u003C\u002Fp>\n\n\u003Ch3>§45\u003C\u002Fh3>\n\n\u003Cp>Pracodawca zapewni bezpłatne korzystanie z komunikacji\nwewnątrzoddziałowej, utrzymywanej przez Spółkę w zależności od\npotrzeb.\u003C\u002Fp>\n\n\u003Ch2>Rozdział IX\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>Zasady BHP\u003C\u002Fh2>\n\n\u003Ch3>§46\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>Pracodawca jest obowiązany zapewnić pracownikom bezpieczne i higieniczne\nwarunki pracy oraz prowadzić - w godzinach, które zgodnie z rozkładem czasu\npracy pracowników są godzinami pracy - systematyczne obowiązkowe szkolenia\npracowników w zakresie:\u003C\u002Fp>\n\n\u003Cp>1)bezpieczeństwa i higieny pracy, zagrożeń w miejscu pracy, zabezpieczeń\nprzeciwpożarowych w związku z wykonywaną pracą i obsługą powierzonych\nstanowisk,\u003C\u002Fp>\n\n\u003Cp>2)stosowania środków ochrony indywidualnej oraz odzieży i obuwia\nroboczego.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3>§47\u003C\u002Fh3>\n\n\u003Cp>1.Okresowe i kontrolne badania lekarskie przeprowadzane są w miarę\nmożliwości w godzinach pracy.\u003C\u002Fp>\n\n\u003Cp>2.Zaleca się, aby w miarę możliwości badania, o których mowa powyżej,\nodbywały się wg zasad jednakowych dla wszystkich systemów pracy.\u003C\u002Fp>\n\n\u003Cp>3.Za czas niewykonywania pracy, w związku z przeprowadzanymi badaniami,\npracownik zachowuje prawo do wynagrodzenia, a w razie przejazdu na te badania\ndo innej\u003C\u002Fp>\n\n\u003Cp>miejscowości przysługuje mu zwrot kosztów podróży według zasad\nobowiązujących przy podróżach służbowych.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§48\u003C\u002Fh3>\n\n\u003Cp>Na terenie objętym prowadzoną działalnością gospodarczą. Pracodawca\njest obowiązany urządzać i stale utrzymywać w należytym stanie łaźnie i\nwęzły sanitarne z dostateczną ilością ciepłej i zimnej wody wraz z\nniezbędnymi środkami higienicznymi oraz szatnie z wydzielonymi osobnymi\nmiejscami na odzież prywatną i roboczą, odpowiednio zabezpieczone przed\nkradzieżą.\u003C\u002Fp>\n\n\u003Ch3>§49\u003C\u002Fh3>\n\n\u003Cp>1.Pranie, naprawianie, odkażanie, suszenie i odpylanie środków ochrony\nindywidualnej oraz odzieży i obuwia roboczego realizowane jest przez\nPracodawcę, który pokrywa związane z tym koszty.\u003C\u002Fp>\n\n\u003Cp>2.Realizacja obowiązku, o którym mowa w ust. 1, odbywa się również na\nkażde uzasadnione żądanie pracownika.\u003C\u002Fp>\n\n\u003Ch3>§50\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca jest zobowiązany zapewnić, aby środki ochrony indywidualnej\noraz odzież i obuwie robocze, które w wyniku stosowania w procesie pracy\nuległy skażeniu środkami chemicznymi lub promieniotwórczymi albo\nmateriałami biologicznie zakaźnymi, były przechowywane wyłącznie w miejscu\nprzez niego wyznaczonym.\u003C\u002Fp>\n\n\u003Cp>2.Powierzanie pracownikowi prania, konserwacji, odpylania i odkażania\nprzedmiotów, o których mowa w ust. 1, jest niedopuszczalne.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>§51\u003C\u002Fh3>\n\n\u003Cp>1.Odzież i obuwie robocze, środki ochrony indywidualnej oraz środki\nhigieny osobistej dostarcza pracownikowi Pracodawca bezpłatnie w niezbędnej\nilości.\u003C\u002Fp>\n\n\u003Cp>2.Ilość, jakość i dostępność środków wymienionych w ust. 1 podlega\nbieżącej ocenie przez służbę BHP Pracodawcy i Zakładowego Społecznego\nInspektora Pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§52\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca dostarcza bezpłatnie każdemu pracownikowi potrzebne\nodpowiedniej jakości narzędzia pracy oraz zapewnia miejsce ich przechowywania\nzabezpieczone przed kradzieżą.\u003C\u002Fp>\n\n\u003Cp>2.Pracownik jest obowiązany utrzymywać narzędzia pracy w stanie sprawnym\ndo użytku.\u003C\u002Fp>\n\n\u003Cp>3.Naprawa narzędzi pracy odbywa się na koszt pracodawcy.\u003C\u002Fp>\n\n\u003Cp>4.Zniszczone narzędzia w przypadkach nie zawinionych przez pracownika,\nwymienia Pracodawca za zwrotem tych, które uległy zniszczeniu.\u003C\u002Fp>\n\n\u003Ch3>§53\u003C\u002Fh3>\n\n\u003Cp>W przypadku niezawinionej przez pracownika utraty odzieży, środków\nochrony indywidualnej i innych przedmiotów pozostawionych pod opieką\npracodawcy zgodnie z zasadami określonymi w Regulaminie Pracy - Pracodawca\njest obowiązany do naprawienia powstałej szkody w odniesieniu do\nprzedmiotów, które stanowiły własność pracownika, a w zamian za\nprzedmioty, które stanowiły własność pracodawcy, wydać pracownikowi\nnowe.\u003C\u002Fp>\n\n\u003Ch3>§54\u003C\u002Fh3>\n\n\u003Cp>Wszystkie niezbędne narzędzia, środki ochrony indywidualnej oraz odzież\ni obuwie robocze, a także środki higieny osobistej pracownik otrzymuje przed\npodjęciem pracy na określonym stanowisku.\u003C\u002Fp>\n\n\u003Ch3>§55\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>Pracodawca jest obowiązany zapewnić pracownikom - na zasadach określonych\nprzez przepisy prawa pracy i odrębne porozumienia ze związkami zawodowymi -\nposiłki oraz napoje.\u003C\u002Fp>\n\n\u003Ch2>Rozdział X\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2>Polityka socjalna\u003C\u002Fh2>\n\n\u003Ch3>§56\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1.Pracodawca tworzy Zakładowy Fundusz Świadczeń Socjalnych (ZFŚS) w\nramach własnych środków finansowych, zgodnie z obowiązującymi w tym\nzakresie przepisami.\u003C\u002Fp>\n\n\u003Cp>2.Środki ZFŚS gromadzone są na odrębnym koncie bankowym i przekazywane\nsą w terminach zgodnych z Ustawą.\u003C\u002Fp>\n\n\u003Cp>Pracodawca zobowiązuje się do zwiększania w każdym roku odpisu na\nZakładowy Fundusz Świadczeń Socjalnych o 20% odpisu podstawowego, o którym\nmowa w Ustawie o ZFŚS, na każdego uprawnionego pracownika.\u003C\u002Fp>\n\n\u003Cp>3.Środkami ZFŚS administruje Pracodawca.\u003C\u002Fp>\n\n\u003Ch3>§57\u003C\u002Fh3>\n\n\u003Cp>1.Zasady przeznaczania środków funduszu na poszczególne cele i rodzaje\ndziałalności ZFŚS oraz warunki korzystania z tych świadczeń określa\nPracodawca w odpowiednim Regulaminie corocznie uzgodnionym ze Związkami\nZawodowymi.\u003C\u002Fp>\n\n\u003Cp>2.Regulamin, o którym mowa w ust. 1, uzgadnia się w oparciu o\nobowiązujące przepisy w tym zakresie.\u003C\u002Fp>\n\n\u003Cp>3.W przypadku braku uregulowań prawnych w zakresie określenia wysokości\nodpisu na zakładowy fundusz świadczeń socjalnych lub fundusz o podobnym\ncharakterze Strony zobowiązują się przystąpić do rozmów, celem ustalenia\nzasad finansowania działalności socjalnej pracowników.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch3>§58\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca w uzgodnieniu z Organizacjami Związkowymi może zaoferować\npracownikom:\u003C\u002Fp>\n\n\u003Cp>1)możliwość refinansowania zakupu ubezpieczenia opieki medycznej (Pakiet\nOpieki Medycznej) na zasadach określonych w umowie zawartej pomiędzy\nPracodawcą a firmą wyspecjalizowaną w świadczeniu tego typu usługlub\u003C\u002Fp>\n\n\u003Cp>2)możliwość zakupu ubezpieczenia opieki medycznej (Pakiet Opieki\nMedycznej) na zasadach określonych w umowie zawartej pomiędzy Pracodawcą a\nfirmą wyspecjalizowaną w świadczeniu tego typu usług.\u003C\u002Fp>\n\n\u003Cp>2.W przypadku podjęcia decyzji, o której mowa w ust.1. pkt 2:\u003C\u002Fp>\n\n\u003Cp>1)Pracownik jest uprawniony do zakupu ubezpieczenia opieki medycznej po\ncenie niższej niż detaliczna,\u003C\u002Fp>\n\n\u003Cp>2)ubezpieczenie opieki medycznej jest współfinansowane przez Pracodawcę i\nPracownika w następujących proporcjach:\u003C\u002Fp>\n\n\u003Cp>a)Pracodawca opłaca 95 % wartości pakietu opieki medycznej,\u003C\u002Fp>\n\n\u003Cp>b)Pracownik opłaca 5 % wartości pakietu opieki medycznej.\u003C\u002Fp>\n\n\u003Cp>3)kwota odpowiadająca procentowi współfinansowania pakietu opieki\nmedycznej potrącana będzie z miesięcznego wynagrodzenia pracownika na\npodstawie jego pisemnej zgody, począwszy od pierwszego miesiąca objęcia\npracownika pakietem medycznym o którym mowa w ust. 1.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ROZDZIAŁ XI\u003C\u002Fh2>\n\n\u003Ch2>Dialog Społeczny. Współpraca ze Związkami Zawodowymi.\u003C\u002Fh2>\n\n\u003Ch3>§59\u003C\u002Fh3>\n\n\u003Cp>Związki Zawodowe sprawują kontrolę nad przestrzeganiem prawa pracy oraz\nuczestniczą, na zasadach określonych odrębnymi przepisami, w nadzorze nad\nprzestrzeganiem przepisów oraz zasad bezpieczeństwa i higieny pracy.\u003C\u002Fp>\n\n\u003Ch3>§60\u003C\u002Fh3>\n\n\u003Cp>Współpraca pomiędzy pracodawcą a Zakładowymi Organizacjami Związkowymi\nw Spółce\u003C\u002Fp>\n\n\u003Cp>opiera się na obowiązujących w tym zakresie przepisach prawa pracy, w tym\ngłównie ustawy\u003C\u002Fp>\n\n\u003Cp>0związkach zawodowych, a także zawieranych w tym zakresie wzajemnych\numowach i porozumieniach.\u003C\u002Fp>\n\n\u003Ch3>§61\u003C\u002Fh3>\n\n\u003Cp>1.Strony deklarują wolę stałego działania na rzecz rozwoju Spółki,\nktóry pozwoli ArcelorMittal Poland utrzymać pozycję lidera na rynku wyrobów\nstalowych przy zachowaniu wysokich standardów w sferze\nspołeczno-pracowniczej. Spółka potwierdza jednocześnie, że zamierza\nrozwijać działalność tak, aby utrzymała i rozwijała silną pozycję\nrynkową.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>2. Strony za konieczne i zasadne uznają m.in. rozwijanie dialogu\nspołecznego, jako najbardziej efektywnej platformy komunikacji pomiędzy\nPracodawcą i Związkami Zawodowymi, przy zachowaniu kształtowania wzajemnych\nrelacji w oparciu o zasady partnerstwa i współpracy, z poszanowaniem\nsłusznych interesów każdej ze Stron.\u003C\u002Fp>\n\n\u003Ch3>§62\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>1.Związki Zawodowe zobowiązują się do przestrzegania zasad tajności i\ntajemnicy, jeżeli przekazane przez Spółkę informacje będą zawierać taką\nklauzulę, zgodnie z ustawą o zwalczaniu nieuczciwej konkurencji i innymi\npowszechnie obowiązującymi przepisami.\u003C\u002Fp>\n\n\u003Cp>2.Zarząd Organizacji Związkowej jest obowiązany do cyklicznego\nprzekazywania Pracodawcy wszelkich danych, przewidzianych w przepisach prawa\npracy, niezbędnych do właściwego współdziałania Pracodawcy z Organizacją\nZwiązkową.\u003C\u002Fp>\n\n\u003Ch3>§63\u003C\u002Fh3>\n\n\u003Cp>Pracodawca, na warunkach określonych w ustawie o związkach zawodowych lub\nodrębnie\u003C\u002Fp>\n\n\u003Cp>zawieranej umowie\u002Fporozumieniu, obowiązany jest udostępnić Zakładowej\nOrganizacji\u003C\u002Fp>\n\n\u003Cp>Związkowej pomieszczenia i urządzenia techniczne niezbędne do wykonywania\ndziałalności związkowej u pracodawcy.\u003C\u002Fp>\n\n\u003Ch3>§64\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca, na pisemny wniosek Zakładowej Organizacji Związkowej i za\npisemną zgodą osoby wykonującej pracę zarobkową, jest obowiązany\npobierać z wynagrodzenia tej osoby składkę związkową w zadeklarowanej\nprzez nią wysokości.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca jest obowiązany niezwłocznie przekazywać kwoty pobranych\nskładek związkowych na rachunek bankowy lub rachunek w spółdzielczej kasie\noszczędnościowo- kredytowej wskazany przez Zakładową Organizację\nZwiązkową.\u003C\u002Fp>\n\n\u003Cp>3.Za zgodą Pracodawcy pracownicy:\u003C\u002Fp>\n\n\u003Cp>1)zwolnieni z obowiązku świadczenia pracy na okres kadencji w zarządzie\nZakładowej Organizacji Związkowej z zachowaniem prawa do wynagrodzenia,\u003C\u002Fp>\n\n\u003Cp>2)zwolnieni z obowiązku świadczenia pracy zachowaniem prawa do\nwynagrodzenia na czas niezbędny do wykonania doraźnej czynności wynikającej\nz jego funkcji związkowej,\u003C\u002Fp>\n\n\u003Cp>dokonują rozliczenia odbywanych podróży służbowych związanych z\ndziałalnością Organizacji Związkowej na rzecz Spółki wg zasad\nokreślonych w odpowiednich uregulowaniach obowiązujących w Spółce.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>Rozdział XII\u003C\u002Fh2>\n\n\u003Ch2>Zatrudnienie. Szkolenia, rozwój zawodowy i awanse.\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>§65\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca przekazuje Organizacjom Związkowym informacje:\u003C\u002Fp>\n\n\u003Cp>1)dotyczące stanu i struktury zatrudnienia w Spółce,\u003C\u002Fp>\n\n\u003Cp>2)przewidywanych zmian zatrudnienia.\u003C\u002Fp>\n\n\u003Cp>2.Informacje, o których mowa w ust.1., Pracodawca przekazuje pisemnie lub\ndrogą elektroniczną:\u003C\u002Fp>\n\n\u003Cp>1)w I kwartale roku kalendarzowego w przypadku, o którym mowa w ust.1.,\u003C\u002Fp>\n\n\u003Cp>2)w razie przewidywanych zmian lub zamierzonych działań nie ujętych w\ninformacji, o której mowa w pkt.1. powyżej, które mogą powodować istotne\nzmiany w organizacji pracy lub wielkości i podstawach zatrudnienia, co\nnajmniej na 30 dni przed ich realizacją.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>§66\u003C\u002Fh3>\n\n\u003Cp>1.Działanie na rzecz stałego podnoszenia i rozwoju kwalifikacji zawodowych\npracowników leży we wspólnym interesie stron Układu.\u003C\u002Fp>\n\n\u003Cp>2.Realizując politykę zatrudnienia Pracodawca umożliwia pracownikom\nuzupełnianie, podnoszenie i zdobywanie nowych kwalifikacji zawodowych, przy\nczym preferowanym miejscem odbywania szkoleń jest specjalistyczny obiekt\nszkoleniowy Pracodawcy - Kampus.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§67\u003C\u002Fh3>\n\n\u003Cp>1.Strony Układu wyrażają wolę tworzenia warunków umożliwiających\nstały rozwój zawodowy pracowników przy uwzględnieniu postępu techniczno -\norganizacyjnego, konkurencyjności branży i Spółki.\u003C\u002Fp>\n\n\u003Cp>2.Rozwój zawodowy pracowników jest realizowany sukcesywnie poprzez zmiany\ni doskonalenie organizacji w perspektywie rozwoju Spółki, ewolucji zawodów,\nz zastosowaniem ustawicznej edukacji w granicach możliwości Pracodawcy.\u003C\u002Fp>\n\n\u003Ch3>§68\u003C\u002Fh3>\n\n\u003Cp>1.Działalność szkoleniową u Pracodawcy planuje, organizuje i realizuje\nwłaściwa komórka organizacyjna, względnie odrębna firma\n(przedsiębiorstwo, placówka) szkoleniowa, z którą Pracodawca zawarł\nodpowiednią umowę.\u003C\u002Fp>\n\n\u003Cp>2.Szczegółowy proces planowania, realizacji i kontroli szkoleń określa\nprocedura szkoleń wprowadzona - w formie przepisu wewnętrznego przez\nPracodawcę.\u003C\u002Fp>\n\n\u003Cp>Procedura ta powinna przewidywać informowanie pracownika skierowanego na\nszkolenie z odpowiednim wyprzedzeniem o czasie, terminie i miejscu\nszkolenia.\u003C\u002Fp>\n\n\u003Ch3>§69\u003C\u002Fh3>\n\n\u003Cp>Pracownicy uzupełniają lub podnoszą kwalifikacje w formach szkolnych i\npozaszkolnych w sposób uwzględniający ich ambicje i aspiracje oraz potrzeby\ni możliwości Pracodawcy.\u003C\u002Fp>\n\n\u003Ch3>§70\u003C\u002Fh3>\n\n\u003Cp>Ukończenie lub udział w szkoleniu w zakresie uzupełniania lub podnoszenia\nposiadanych kwalifikacji lub zdobycia nowych, potwierdzane jest wydaniem\nodpowiedniego świadectwa lub innego właściwego dokumentu.\u003C\u002Fp>\n\n\u003Ch3>§71\u003C\u002Fh3>\n\n\u003Cp>1.Za udział w szkoleniu organizowanym w godzinach pracy pracownik otrzymuje\nwynagrodzenie obliczane jak za urlop wypoczynkowy.\u003C\u002Fp>\n\n\u003Cp>2.Zaleca się, aby, w miarę możliwości, szkolenia wynikające z\nobowiązku Pracodawcy:\u003C\u002Fp>\n\n\u003Cp>1)nie odbywały się poza godzinami pracy,\u003C\u002Fp>\n\n\u003Cp>2)odbywały się wg zasad jednakowych dla wszystkich systemów pracy.\u003C\u002Fp>\n\n\u003Cp>3.W przypadku szkoleń organizowanych przez Pracodawcę poza miejscem\nświadczenia pracy przez pracownika, bierze on udział w szkoleniu na zasadzie\ndelegacji służbowej.\u003C\u002Fp>\n\n\u003Ch3>§72\u003C\u002Fh3>\n\n\u003Cp>1.Koszty szkoleń, przekwalifikowań oraz egzaminów związanych z\nuzyskaniem albo przedłużeniem uprawnień lub certyfikacji ujętych w rocznym\nplanie szkoleń ponosi Pracodawca, z zastrzeżeniem ust. 2.\u003C\u002Fp>\n\n\u003Cp>2.W przypadku szkoleń nie wynikających z obowiązku Pracodawcy lub\nbezpośrednio z jego potrzeb. Pracodawca może ustalić częściową\nodpłatność za szkolenie, pokrywaną przez pracownika.\u003C\u002Fp>\n\n\u003Ch3>§73\u003C\u002Fh3>\n\n\u003Cp>1.Pracownikom Spółki przekazującym umiejętności i kompetencje osobom\nnowozatrudnionym na stanowiskach robotniczych, które przed zatrudnieniem nie\nwykonywały pracy na rzecz Spółki oraz wdrażającym te osoby do pracy (tzw.\nszkolenie stanowiskowe lub mentoring) - zwanym dalej „Mentorami”,\nprzysługuje „Dodatek Mentorski”.\u003C\u002Fp>\n\n\u003Cp>2.Dodatek Mentorski wynosi 300 zł \u002F miesiąc i przysługuje przez okres nie\ndłuższy niż 3 miesiące od dnia zatrudnienia osoby, o której mowa w\nust.1.\u003C\u002Fp>\n\n\u003Cp>3.Wysokość Dodatku Mentorskiego jest corocznie waloryzowana o wskaźnik\ninflacji za rok poprzedzający dokonanie waloryzacji, podany przez GUS.\u003C\u002Fp>\n\n\u003Cp>4.Decyzję o:\u003C\u002Fp>\n\n\u003Cp>1) wyznaczeniu Mentora\u002FMentorówosoby, o której mowa w ust.1. wraz z\nokreśleniem czasokresu, za który przysługuje Dodatek Mentorski (od 1 do 3\nmiesięcy),\u003C\u002Fp>\n\n\u003Cp>2)przyznaniu\u002Fpodziale Dodatku Mentorskiego dla Mentora\u002FMentorów, w\nzależności od oceny ich pracy jako Mentora - przy czym łączna wielkość\nDodatku Mentorskiego dla Mentorów nie może przekroczyć kwoty, o której mowa\nw ust.2.,\u003C\u002Fp>\n\n\u003Cp>podejmuje jednoosobowo, w sposób uznaniowy, bezpośredni przełożony\nosoby, o której mowa w ust.1.\u003C\u002Fp>\n\n\u003Cp>W przypadku wyznaczenia pracownika na Mentora informacja o takiej decyzji\njest niezwłocznie rejestrowana przez jego bezpośredniego przełożonego w\nelektronicznym systemie służącym do rejestracji czasu pracy.\u003C\u002Fp>\n\n\u003Cp>4.Niewykorzystany Dodatek Mentorski za dany miesiąc nie jest przenoszony na\nkolejne okresy miesięczne.\u003C\u002Fp>\n\n\u003Cp>5.Wypłata Dodatku Mentorskiego następuje w terminie wypłaty wynagrodzenia\nza pracę.\u003C\u002Fp>\n\n\u003Cp>6.Dodatek Mentorski wypłacany jest pod odrębnym kodem płacowym.\u003C\u002Fp>\n\n\u003Cp>7.Strony ustalają, iż co 12 miesięcy od dnia wejścia w życie zapisów\nniniejszego paragrafu będą dokonywały wspólnej oceny ich funkcjonowania.\u003C\u002Fp>\n\n\u003Ch3>§74\u003C\u002Fh3>\n\n\u003Cp>1.O awansach decydować będą wyłącznie kryteria merytoryczne, a w\nszczególności:\u003C\u002Fp>\n\n\u003Cp>1)ocena szeroko pojmowanych kwalifikacji kandydata do awansu,\nkonfrontowanych z wymogami danego stanowiska pracy,\u003C\u002Fp>\n\n\u003Cp>2)ocena dotychczasowego przebiegu i rezultatów pracy oraz praktyki\nzawodowej, określona szczegółowo w zakładowych taryfikatorach\nkwalifikacyjnych pracowników na stanowiskach pracy.\u003C\u002Fp>\n\n\u003Cp>2.Strony Układu stwierdzają, że podstawową i najszerzej stosowaną\nformą awansu pracowniczego, powinien być awans zawodowy, polegający na\nrozwoju teoretycznych i praktycznych kwalifikacji, umiejętności i kompetencji\npracowników, na poszerzaniu treści, samodzielności i odpowiedzialności ich\npracy, a także zwiększeniu stopnia satysfakcji z wykonywanej pracy.\u003C\u002Fp>\n\n\u003Cp>3.Pracodawca powinien tworzyć przesłanki organizacyjno - ekonomiczne i\ninne warunki, niezbędne dla upowszechniania formy awansu, o której mowa w\nust. 2.\u003C\u002Fp>\n\n\u003Ch2>Rozdział XIV\u003C\u002Fh2>\n\n\u003Ch2>Postanowienia końcowe\u003C\u002Fh2>\n\n\u003Ch3>§ 75\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_trigger\">\u003Cp>1.W celu polubownego załatwiania sporów o roszczenia pracowników ze\nstosunku pracy powoływana jest Komisja Pojednawcza.\u003C\u002Fp>\n\n\u003Cp>2.Komisję Pojednawczą powołują wspólnie Pracodawca i Organizacje\nZwiązkowe.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§76\u003C\u002Fh3>\n\n\u003Cp>Za wyrażenie przez pracownika zgody na przyjęcie propozycji Pracodawcy\ndotyczącej rozwiązania umowy o pracę na mocy porozumienia stron, Pracodawca\nmoże przyznać pracownikowi rekompensatę pieniężną.\u003C\u002Fp>\n\n\u003Ch3>§77\u003C\u002Fh3>\n\n\u003Cp>1.W sprawach nie uregulowanych Układem mają zastosowanie przepisy zawarte\nw prawie pracy i przepisach odrębnych.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cp>2.Układ zawiera się na czas nieokreślony.\u003C\u002Fp>\n\n\u003Cp>3.Układ rozwiązuje się:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1) na podstawie zgodnego oświadczenia stron,\u003C\u002Fp>\n\n\u003Cp>jp.2) z upływem dziewięciomiesięcznego okresu wypowiedzenia dokonanego\nprzez jedną\u003C\u002Fp>\n\n\u003Cp>ze stron.\u003C\u002Fp>\n\n\u003Cp>4.Zmiany do Układu wprowadza się w drodze protokołów dodatkowych do\nUkładu, w trybie przewidzianym dla zawarcia Układu.\u003C\u002Fp>\n\n\u003Cp>5.Integralną część Układu stanowią załączniki.\u003C\u002Fp>\n\n\u003Cp>6.Treść postanowień Układu wyjaśniają wspólnie jego strony.\u003C\u002Fp>\n\n\u003Cp>7.Kierownik komórki organizacyjnej obowiązany jest udostępnić\npracownikowi tekst Układu i wyjaśnić jego treść.\u003C\u002Fp>\n\n\u003Ch3>§78\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbaratification\">\u003Cp>Układ wchodzi w życie z dniem jego zarejestrowania przez Państwową\nInspekcję Pracy. Dąbrowa Górnicza 2021.05.18.\u003C\u002Fp>\n\n\u003Cp>Za Stronę Pracodawcy:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>Za Stronę Związkową:\u003C\u002Fp>\n\n\u003Cp>1. Zakładowa Organizacja Koordynacyjna NSZZ „Solidarność”\nArcelorMittal Poland S.A., reprezentowana przez:\u003C\u002Fp>\n\n\u003Cp>Pan Władysław Kielian Pan Lech Majchrzak\u003C\u002Fp>\n\n\u003Cp>2.Niezależny Samorządny Związek Zawodowy Pracowników ArcelorMittal\nPoland S.A, reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>Pan Krzysztof Wójcik Pan Józef Kawula\u003C\u002Fp>\n\n\u003Cp>3.Międzyzakładowy Związek Zawodowy Pracowników ArcelorMittal Dąbrowa\nGórnicza, reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>Pan Jacek Zub\u003C\u002Fp>\n\n\u003Cp>Pan Mirosław Cerazy\u003C\u002Fp>\n\n\u003Cp>4.Międzyzakładowy Związek Branży Hutniczej ArcelorMittal Poland S.A.\nOddział Sosnowiec reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>Pan Krzysztof Mitera Pan Henryk Tyka\u003C\u002Fp>\n\n\u003Cp>5. Związek Zawodowy reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>Pan Zbigniew Nowak\u003C\u002Fp>\n\n\u003Cp>Pan Zbigniew Mnich\u003C\u002Fp>\n\n\u003Cp>Pracowników ArcelorMittal\u003C\u002Fp>\n\n\u003Cp>Poland S.A.\u003C\u002Fp>\n\n\u003Cp>Świętochłowice,\u003C\u002Fp>\n\n\u003Cp>6. HUTNIK Międzyzakładowy Związek Zawodowy Pracowników AMP S.A.\nreprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>Pan Marek Nanuś Pan Jacek Szpicki\u003C\u002Fp>\n\n\u003Cp>7. Międzyzakładowy Młodzieżowy Związek Zawodowy Pracowników Poland\nS.A., reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>ArcelorMittal\u003C\u002Fp>\n\n\u003Cp>Pani Halina Giemza Pan Tadeusz Sapiński\u003C\u002Fp>\n\n\u003Cp>8.Wolny Związek Zawodowy „Sierpień 80” przy ArcelorMittal Poland S.A.,\nreprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>Pan Sebastian Zimmer Pan Janusz Wojtasik\u003C\u002Fp>\n\n\u003Cp>9.Niezależny Samorządny Związek Zawodowy „Solidarność 80”\nPracowników AMP S.A., reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>Pan Henryk Śliwa\u003C\u002Fp>\n\n\u003Cp>Pan Kazimierz Gąsior\u003C\u002Fp>\n\n\u003Cp>10. Związek Zawodowy „Kontra” Komisja Międzyzakładowa w ArcelorMittal\nPoland S.A., reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>Pan Marek Karoń\u003C\u002Fp>\n\n\u003Cp>III.\u003C\u002Fp>\n\n\u003Cp>11.Niezależny Samorządny Związek Zawodowy „Solidarność 80”\nMałopolska Mittal Steel Polska S A. Kraków, reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>Pan Eugeniusz Hlek Pan Marek Siwak\u003C\u002Fp>\n\n\u003Cp>12.Związek Zawodowy Inżynierów i Techników MOZ Mittal Steel Poland S.A.\nOddział w Krakowie, reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>Pan Krzysztof Szewczyk\u003C\u002Fp>\n\n\u003Cp>13.Międzyzakładowy Niezależny Samorządny Związek Zawodowy Pracowników\nHuty „Kościuszko” S.A Huty Królewskiej Sp. z o.o., reprezentowany\nprzez:\u003C\u002Fp>\n\n\u003Cp>Pan Romuald Broi\u003C\u002Fp>\n\n\u003Cp>Pan Rafał Szewczyk\u003C\u002Fp>\n\n\u003Cp>14.Międzyzakładowy Związek Zawodowy Pracowników Przestrzegających Prawa\nPracy\u003C\u002Fp>\n\n\u003Cp>Ziemi Śląskiej reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>Pan Tomasz Biernacki\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Załącznik Nr 1\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch2>do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittal\nPoland\u003C\u002Fh2>\n\n\u003Cp>Taryfikator stanowisk i tabele zaszeregowania pracowników\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Spis treści\u003C\u002Fp>\n\n\u003Cp>I.Postanowienia ogólne i zasady stosowania taryfikatorów\nkwalifikacyjnych.\u003C\u002Fp>\n\n\u003Cp>II.Tabele taryfikacyjne.\u003C\u002Fp>\n\n\u003Cp>11.1.Tabela wymagań kwalifikacyjnych dla stanowisk robotniczych.\u003C\u002Fp>\n\n\u003Cp>11.2.Taryfikator stanowisk robotniczych.\u003C\u002Fp>\n\n\u003Cp>11.3.Tabela wymagań kwalifikacyjnych dla stanowisk nierobotniczych.\u003C\u002Fp>\n\n\u003Cp>II.4 Tabela wymagań kwalifikacyjnych i taryfikator stanowisk w Służbie\u003C\u002Fp>\n\n\u003Cp>Ochrony Przeciwpożarowej i Ratownictwa Gazowego.\u003C\u002Fp>\n\n\u003Cp>II. 5. Taryfikator stanowisk nierobotniczych.\u003C\u002Fp>\n\n\u003Cp>III.Tabela zaszeregowania pracowników\u003C\u002Fp>\n\n\u003Cp>I POSTANOWIENIA OGÓLNE I ZASADY STOSOWANIA TARYFIKATORÓW\nKWALIFIKACYJNYCH\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_different_other_txt\">\u003Ch3>§1\u003C\u002Fh3>\n\n\u003Cp>1.Taryfikatory ustalają hierarchię\u002Frangę stanowisk pracy ze względu\nna:\u003C\u002Fp>\n\n\u003Cp>1)trudności wykonania zadań,\u003C\u002Fp>\n\n\u003Cp>2)kwalifikacje, teoretyczne - wykształcenie i praktyczne - staż pracy,\nwymagane do wyko¬nania tych zadań,\u003C\u002Fp>\n\n\u003Cp>3)wysiłek fizyczny i umysłowy,\u003C\u002Fp>\n\n\u003Cp>4)odpowiedzialność ciążącą na stanowisku,\u003C\u002Fp>\n\n\u003Cp>5)wpływ podejmowanych decyzji na działalność danej jednostki\norganizacyjnej i zakładu, które to kryteria traktowane są łącznie.\u003C\u002Fp>\n\n\u003Cp>2.Rangi stanowisk są jednakowe w całej spółce, bez względu na komórkę\norganizacyjną czy system pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§2\u003C\u002Fh3>\n\n\u003Cp>Tabele wymagań kwalifikacyjnych i zaszeregowań, określające minimalne\nwymogi\u003C\u002Fp>\n\n\u003Cp>kwalifikacyjne, odrębnie dla stanowisk robotniczych i nierobotniczych,\nstanowią część II\u003C\u002Fp>\n\n\u003Cp>taryfikatora.\u003C\u002Fp>\n\n\u003Ch3>§3\u003C\u002Fh3>\n\n\u003Cp>1.Wykształcenie ustalone w tabeli wymagań kwalifikacyjnych należy\nrozumieć jako kierunkowe wykształcenie określonego stopnia w danej\nspecjalności lub specjalności zbliżonej.\u003C\u002Fp>\n\n\u003Cp>2.Doświadczenie zawodowe\u002Fstaż pracy, wymienione w tabeli wymagań\nkwalifikacyjnych należy rozumieć jako praktykę zawodową, nabytą w trakcie\nwykonywania pracy na danym ^ stanowisku.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>3.Praktyka kierownicza, bądź praca na stanowisku samodzielnym winna być\nrozumiana jako praktyka w danej specjalności bądź w danej branży.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§4\u003C\u002Fh3>\n\n\u003Cp>1.Wykazy stanowisk występujących w poszczególnych komórkach\norganizacyjnych, są wyszczególnione w specyfikacjach stanowisk - stanowiska\nnierobotnicze i w wykazach stanowisk - stanowiska robotnicze.\u003C\u002Fp>\n\n\u003Cp>2.W specyfikacjach stanowisk, podana jest ranga stanowiska i zakres\nrealizowanych zadań.\u003C\u002Fp>\n\n\u003Cp>3.W specyfikacjach stanowisk, po randze stanowiska (kierownik, główny\nspecjalista, specjalista), następuje określenie komórki organizacyjnej lub\nrealizowanego zakresu\u003C\u002Fp>\n\n\u003Cp>merytorycznego (np. Kierownik Zakładu Walcowni Blach, Główny specjalista\nds. sprzedaży, Specjalista ds. kadr).\u003C\u002Fp>\n\n\u003Ch3>§5\u003C\u002Fh3>\n\n\u003Cp>1.Podstawowym zakresem działania głównych specjalistów jest\nrozwiązywanie zagadnień w ramach określonej specjalności lub dziedziny\npracy, wykonywanej przez daną komórkę organizacyjną, podejmowaniu\nsamodzielnych decyzji w reprezentowanej dziedzinie, udzielanie wyjaśnień i\nwspółpraca z innymi komórkami w powierzonym zakresie.\u003C\u002Fp>\n\n\u003Cp>2.Ustanowienie stanowiska specjalisty warunkuje zakres działania zgodnie z\nposiadanymi kwalifikacjami i powierzonym stanowiskiem, dotyczący opracowywania\ndokumentacji i opracowań do decyzji, podejmowanych przez kierownika komórki\norganizacyjnej, przeprowadzania analiz i ocen procesów w reprezentowanych\ndziedzinach z samodzielnym wyborem metod realizacyjnych.\u003C\u002Fp>\n\n\u003Cp>3.Stanowisko specjalista jest tworzone dla odcinków działalności o\nproblematyce w większości sprecyzowanej w przepisach i instrukcjach.\u003C\u002Fp>\n\n\u003Cp>4.Każdy pracownik powinien wykazać się posiadaniem wiadomości i\numiejętności wymaga¬nych dla wykonywania prac na stanowiskach\nzaszeregowanych do niższych grup wykonywanych w ramach tego samego zawodu\n(specjalności).\u003C\u002Fp>\n\n\u003Cp>Taryfikator nie zawiera uprawnień zawodowych i wymagań specjalistycznych,\nktóre są konieczne do wykonywania pracy na danym stanowisku (np. uprawnienia\nBHP i p.poż, uprawnienia dla elektryków, suwnicowych, itp.) a wynikają z\nprzepisów szczególnych. W odniesieniu do tych stanowisk nie mogą mieć\nmiejsca zwolnienia od wymagań kwalifikacyjnych ustalonych przepisami\nszczegółowymi.\u003C\u002Fp>\n\n\u003Ch3>§6\u003C\u002Fh3>\n\n\u003Cp>1.Zakwalifikowanie stanowiska pracy do odpowiedniej kategorii jest\ndokonywane w oparciu o obowiązki ujęte w regulaminach wewnętrznych\u002Fksięgach\nsłużb danej komórki organizacyjnej, realizowane stale i w przeważającej\nczęści czasu pracy zadania podsta¬wowe oraz kwalifikacje niezbędne do jej\nwykonywania.\u003C\u002Fp>\n\n\u003Cp>2.Przy zmianie stanowiska pracy pracownika lub powierzeniu pracy na innym\nstanowisku należy przestrzegać wymogów kwalifikacyjnych, określonych dla\ndanego stanowiska.\u003C\u002Fp>\n\n\u003Ch3>§7\u003C\u002Fh3>\n\n\u003Cp>1. Ustalona zgodnie z taryfikatorem kategoria osobistego zaszeregowania\nstanowi podstawę do przyznania pracownikowi miesięcznej stawki płacy\nzasadniczej, stosownie do obowiązujących przepisów.\u003C\u002Fp>\n\n\u003Cp>Zakładowy l1 kład Zbiorowy Pracy dla Pracowników ArcelorMittał Poland\nS.A.\u003C\u002Fp>\n\n\u003Cp>2.Zaszeregowania pracowników na stanowiskach pracy dokonuje Dyrektor\nprowadzący sprawy personalne na podstawie taryfikatora kwalifikacyjnego.\u003C\u002Fp>\n\n\u003Cp>3.Stawkę zaszeregowania pracownika proponuje kierownik komórki\norganizacyjnej, biorąc pod uwagę:\u003C\u002Fp>\n\n\u003Cp>1)kwalifikacje pracownika.\u003C\u002Fp>\n\n\u003Cp>2)przydatność na zajmowanym stanowisku, dyspozycyjność, zaangażowanie w\nwykonywanie powierzonych obowiązków i osiągane efekty pracy,\u003C\u002Fp>\n\n\u003Cp>3)przestrzeganie zasad organizacji pracy i procesu produkcyjnego,\u003C\u002Fp>\n\n\u003Cp>4)właściwe wykonywanie obowiązków pracowniczych.\u003C\u002Fp>\n\n\u003Ch3>§8\u003C\u002Fh3>\n\n\u003Cp>W przypadkach uzasadnionych względami organizacyjnymi i produkcyjnymi oraz\npostępem technicznym, taryfikator kwalifikacyjny może być uzupełniony\ndodatkowymi stanowiskami pracy przy zachowaniu zasady, że kategoria\nzaszeregowania oraz wymagania kwalifikacyjne dla tych stanowisk powinny być\nustalone na poziomie porównywalnych stanowisk określonych w taryfikatorze.\u003C\u002Fp>\n\n\u003Cp>Uzupełnienie taryfikatora dokonywane jest poprzez zawarcie stosownego\nprotokołu dodatkowego.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_different\">\u003Cp>11.1. Tabela wymagań kwalifikacyjnych - stanowiska robotnicze\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.25pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"119\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Kategoria\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">zaszeregowania\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"483\" colspan=\"4\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wymogi kwalifikacyjne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"241\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">wykształcenie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"243\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">staż pracy na stanowisku\u002F w zawodzie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"119\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"241\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">gimnazjalne, zasadnicze zawodowe, średnie ogólne lub kurs\n        kwalifikacyjny w zawodzie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">bez wymagań w\n        zakresie stażu pracy\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"119\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">IV-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">zasadnicze\n        zawodowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2 lata pracy w\n        zakładzie produkcyjnym\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"148\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">średnie\n        techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">bez wymagań w\n        zakresie stażu pracy\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"119\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">VI-VII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">zasadnicze\n        zawodowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4 lata pracy w\n        hutnictwie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"148\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">średnie techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2\n        lata pracy w hutnictwie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"119\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"93\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"165\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"77\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>II. 2. Taryfikator stanowisk robotniczych\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.25pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Lp.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Stanowisko\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Kategoria\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">nazwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Stanowiska technologiczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">WIELKIE PIECE\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">NAGRZEWNICOWY\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">lll-VII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">WYTAPIACZ SURÓWKI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ROZLEWACZ SURÓWKI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">SPIEKACZ\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">OPERATOR URZĄDZEŃ WIELKIEGO PIECA\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">SUWNICOWY\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">STALOWNIA\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">WYTAPIACZ STALI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">lll-VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ROZLEWACZ STALI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">WYPALACZ WAD POWIERZCHNIOWYCH\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">OPERATOR URZĄDZEŃ STALOWNI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">SUWNICOWY\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">KOKSOWNIA\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">KOKSOWNICZY\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">lll-VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">OPERATOR URZĄDZEŃ KOKSOWNICZYCH\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">WALCOWNIE\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">WALCOWNI K\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">lll-VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">OPERATOR URZĄDZEŃ WALCOWNICZYCH\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">TOKARZ KALIBROWNIK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">SUWNICOWY\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ZEN\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">OPERATOR URZĄDZEŃ ENERGETYCZNYCH\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">UTRZYMANIE RUCHU\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ELEKTRYK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">l-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ELEKTRONIK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">l-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ŚLUSARZ\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">l-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">AUTOMATYK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">l-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">TOKARZ\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">l-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Murarz\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">l-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">MECHANIK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">SPAWACZ\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">TELETECHNIK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">II.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Stanowiska techniczne, pomocnicze\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">REALIZATOR PRODUKCJI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">l-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">KONTROLER\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">l-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">OPERATOR URZĄDZEŃ SKRAWAJĄCYCH\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">l-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">EKSPEDYTOR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">l-IM\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">MAGAZYNIER\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">PRACOWNIK OBSŁUGI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">KIEROWCA\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">LABORANT\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">POMIAROWIEC\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">OPERATOR SUWNIC POMOCNICZYCH\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">|-|||\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">RATOWNIK GAZOWY\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"154\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr height=\"0\">\n      \u003Ctd width=\"27\">\u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003C\u002Ftd>\n      \u003Ctd width=\"304\">\u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003C\u002Ftd>\n      \u003Ctd width=\"117\">\u003C\u002Ftd>\n      \u003Ctd width=\"2\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>II. 3. Tabela wymagań kwalifikacyjnych dla stanowisk nierobotniczych\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.25pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"33\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Lp.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Stanowisko\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wykształcenie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Doświadczenie zawodowe\u002FStaż pracy\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Szef\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wyższe\n        kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">5 lat w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Kierownik\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wyższe\n        kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">5 lat w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Główny\n        Specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wyższe\n        kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4 lata w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" colspan=\"2\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Starszy Specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wyższe\n        kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3 lata w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Średnie\n        ogólne lub techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4 lata w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" colspan=\"2\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" colspan=\"2\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Lider\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wyższe\n        kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3 lata w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Średnie\n        ogólne lub techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4 lata w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" colspan=\"2\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wyższe\n        kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2 lata w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">b\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Średnie\n        ogólne lub techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4 lata w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" colspan=\"2\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" colspan=\"2\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Mistrz\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wyższe\n        kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2 lata w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Średnie\n        ogólne lub techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4 lata w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Asystent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wyższe oraz znajomość języków obcych\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1 rok na\n        podobnym stanowisku\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" colspan=\"2\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Dyspozytor\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wyższe\n        kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2 lata w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\" style=\"font-size:5.0pt\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Średnie\n        ogólne lub techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3 lata w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" colspan=\"2\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" colspan=\"2\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Młodszy\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wyższe kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1 rok w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Średnie\n        ogólne lub techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"232\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3 lata w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" colspan=\"2\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Starszy referent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wyższe\n        kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"230\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1 rok w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"238\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Średnie\n        ogólne lub techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"230\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2 lata w\n        danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">12\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Referent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wyższe\n        lub średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"230\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">z dniem\n        zatrudnienia\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr height=\"0\">\n      \u003Ctd width=\"27\">\u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003C\u002Ftd>\n      \u003Ctd width=\"102\">\u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003C\u002Ftd>\n      \u003Ctd width=\"158\">\u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003C\u002Ftd>\n      \u003Ctd width=\"160\">\u003C\u002Ftd>\n      \u003Ctd width=\"2\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>II. 4. Tabela wymagań kwalifikacyjnych i taryfikator stanowisk w Służbie\nOchrony Przeciwpożarowej i Ratownictwa Gazowego\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.25pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"32\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Lp.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Stanowisko\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Kategoria\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"99\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Wykształcenie\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ogólne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Kwalifikacje\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">zawodowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Staż\n        pracy w ochronie przeciw pożarowej\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">nazwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Komendant\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">VI-VII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"99\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">wyższe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Inżynier pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Technik pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Z-ca\n        Komendanta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">V-VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"99\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">wyższe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Inżynier pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Technik pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Inspektor\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">IV-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"99\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Technik pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" rowspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Dowódca\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">kompanii\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">IV-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"99\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">wyższe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Inżynier pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Technik pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Dowódca\n        plutonu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">III —\n        V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"99\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">wyższe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Inżynier pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">-\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"99\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Technik pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Dowódca\n        zastępu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">III-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"99\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Strażak\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" rowspan=\"2\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Dyżurny punktu alarmowego\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">II-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"99\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Technik pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"148\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Strażak\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Kierowca ratownik\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">I-II\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"99\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Strażak\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">-\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Ratownik\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">I-II\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"99\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Strażak\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>II. 4.Taryfikator stanowisk nierobotniczych w AMP\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.25pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Lp.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1.\n        Stanowisko\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2.\n        Kategoria\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Szef\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">IX-X\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Kierownik\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">VI\n        -X\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Główny Specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">VI\n        -X\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Starszy Specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">VI-VIII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Lider\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">V-VIII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">V-VII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Mistrz\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">V\n        — VII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Asystent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">III-VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Dyspozytor\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">II\n        — V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Młodszy specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">ll-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Starszy referent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">II-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">12\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"249\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Referent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"218\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">I-II\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_selected_period\">\u003Cp>III. Tabela zaszeregowania pracowników\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.25pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"122\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">kategoria\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"458\" colspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Stawka\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"114\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">od\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">do - krotność 5000\n        zł\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1300\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">II\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1400\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1,4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1500\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1,5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1600\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1,7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1800\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\" valign=\"bottom\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">VII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2200\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">VIII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2400\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">IX\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">2700\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">5.5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">X\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">3000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>Załącznik Nr 2\u003C\u002Fh2>\n\n\u003Ch2>do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittal\nPoland S.A.\u003C\u002Fh2>\n\n\u003Cp>Zasady stosowania zmianowej organizacji pracy\u003C\u002Fp>\n\n\u003Cp>1.W komórkach organizacyjnych Spółki, może być stosowana zmianowa\norganizacja pracy - zwana również czterobrygadową organizacją pracy,\nwedług której urządzenia (agregaty) są obsługiwane przez cztery brygady,\npracujące w układzie 3 zmian w ciągu doby, zgodnie z następującym\nrozkładem czasu pracy:\u003C\u002Fp>\n\n\u003Cp>1)8 godzin pracy i 16 godzin wolnych od pracy,\u003C\u002Fp>\n\n\u003Cp>2)po czterech dniach pracy - 48 godzin wolnych od pracy.\u003C\u002Fp>\n\n\u003Cp>2.Wprowadzenie organizacji pracy, o której mowa w ust. 1, a także innej\npracy zmianowej lub odstąpienie od ich stosowania w poszczególnych komórkach\norganizacyjnych następuje na podstawie decyzji Dyrektora Zarządzającego lub\nDyrektora prowadzącego sprawy personalne po dokonaniu konsultacji z\nOrganizacjami Związkowymi.\u003C\u002Fp>\n\n\u003Cp>3.Rozkład czasu pracy w czterobrygadowej organizacji pracy w kolejnych\ndniach miesiąca w ciągu roku, jest wyznaczany poprzez stosowanie harmonogramu\n„hutniczego”, łącznie z harmonogramem uzupełniających dni wolnych, przy\nczym:\u003C\u002Fp>\n\n\u003Cp>1)tzw. „hutniczy” harmonogram pracy brygad, sporządza Pracodawca na\nokresy roczne,\u003C\u002Fp>\n\n\u003Cp>2)harmonogram uzupełniających dni wolnych sporządza bezpośredni\nprzełożony lub upoważniona przez niego osoba po konsultacjach z\npracownikiem, przed rozpoczęciem okresu rozliczeniowego, przekazując\npracownikowi informację o ich terminach.\u003C\u002Fp>\n\n\u003Cp>Harmonogram „hutniczy” oraz harmonogram uzupełniających dni wolnych,\nzawierają w sumie tyle dni wolnych od pracy, ile przypada w danym okresie\nrozliczeniowym, przy uwzględnieniu wszystkich sobót (lub dni wolnych\nwyznaczonych w innym dniu niż sobota), niedziel i świąt.\u003C\u002Fp>\n\n\u003Cp>4.W czterobrygadowej organizacji czasu pracy i w równoważnym czasie pracy,\nw miejsce dodatków za pracę na zmianie nocnej (w porze nocnej) i dodatków za\npracę w niedziele i święta wprowadza się jeden dodatek, zwany „zmianowym\ndodatkiem kwotowym”. Zmianowy dodatek kwotowy:\u003C\u002Fp>\n\n\u003Cp>1)wynosi 4.08 zł za każdą godzinę pracy w czterobrygadowej organizacji\nczasu pracy i w równoważnym czasie pracy w normatywnym (kodeksowym) czasie\npracy,\u003C\u002Fp>\n\n\u003Cp>2)waloryzowany jest corocznie, z dniem 1 stycznia danego roku, poprzez:\u003C\u002Fp>\n\n\u003Cp>a)porównanie średniej płacy zasadniczej pracowników zatrudnionych w\nczterobrygadowej organizacji czasu pracy i w równoważnym czasie pracy\u003C\u002Fp>\n\n\u003Cp>z dwóch ostatnich lat poprzedzających waloryzację - wg stanu na 31.12.\ndanego roku,\u003C\u002Fp>\n\n\u003Cp>i w przypadku, gdy wielkość ta jest dodatnia.\u003C\u002Fp>\n\n\u003Cp>b)ustalenie kwoty odpowiadającej 30% różnicy wynikającej z porównania\nśrednich płac zasadniczych z okresów, o których mowa w ppkt. a),\u003C\u002Fp>\n\n\u003Cp>c)dodanie do aktualnego zmianowego dodatku kwotowego, kwoty będącej\nilorazem kwoty, o której jest mowa w ppkt. b) i średniomiesięcznego\nnominalnego czasu pracy w roku kalendarzowym, w którym ustala się\nwaloryzację,\u003C\u002Fp>\n\n\u003Cp>d)Strony uzgadniają, że wzrost płac zasadniczych wynikający z decyzji o\nwłączeniu - w związku z wejściem w życie niniejszego ZUZP -\nnastępujących składników płacowych do płacy zasadniczej: 34,93%\nzmianowego dodatku kwotowego z dnia poprzedzającego wejście w życie\nniniejszego ZUZP, części dodatku nocnego wysokości 0,75 zł za godzinę\npracy w nocy, dodatku układowego i specjalnego dodatkowego wynagrodzenia z\ntytułu tzw. „Karty Hutnika” obowiązującego w dniu poprzedzającym\nwejście w życie niniejszego ZUZP. nie stanowi - w roku 2022 - podstawy do\nwaloryzacji, o której mowa w ust.4.pkt. 2a) do pkt.2c) powyżej.\u003C\u002Fp>\n\n\u003Cp>Tak ustalony zmianowy dodatek kwotowy nie może być kwotowo mniej korzystny\ndla pracowników niż dodatki przysługujące im na podstawie art. 1518 Kodeksu\npracy i art. 15111 Kodeksu pracy.\u003C\u002Fp>\n\n\u003Cp>Za pracę w porze nocnej w godzinach nadliczbowych przysługuje dodatek\nnocny w wysokości określonej w §29 ust.1. ZUZP.\u003C\u002Fp>\n\n\u003Cp>5.Pracownik wykonujący pracę w czterobrygadowej organizacji czasu pracy,\nniezależnie od zmianowego dodatku kwotowego, o którym mowa w ust.4.,\notrzymuje za pracę w Święta Bożego Narodzenia oraz w Święta Wielkanocne,\ndodatkowe wynagrodzenie za każdą godzinę pracy w wysokości 100% stawki\ngodzinowej pracownika.\u003C\u002Fp>\n\n\u003Cp>6.Czas pracy w czterobrygadowej organizacji pracy rozliczany jest wg\nnastępujących założeń:\u003C\u002Fp>\n\n\u003Cp>1)w każdym miesiącu wypłata wynagrodzenia za czas pracy danego\nmiesiąca.\u003C\u002Fp>\n\n\u003Cp>2)po zakończeniu okresu rozliczeniowego następuje porównanie czasu\nprzepracowanego przez pracownika w danym okresie rozliczeniowym i normatywnego\n(kodeksowego) czasu pracy w danym okresie rozliczeniowym;\u003C\u002Fp>\n\n\u003Cp>W przypadku wystąpienia godzin nadliczbowych, pracownikowi przysługuje\ndodatek w wysokości 100% wynagrodzenia za każdą godzinę nadliczbową;\u003C\u002Fp>\n\n\u003Cp>W\u002Fw dodatek nie przysługuje w przypadku jego wcześniejszego wypłacenia\nwraz z wynagrodzeniem za czas pracy danego miesiąca.\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 3\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Ch2>do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittał\nPoland S.A\u003C\u002Fh2>\n\n\u003Cp>Zasady tworzenia i uruchamiania Funduszu Motywacyjnego i Funduszu Nagród\ndla pracowników ArcelorMittał Poland S. A.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Fundusz Motywacyjny tworzy się w ramach osobowego funduszu wynagrodzeń, a\nw skład jego wchodzą:\u003C\u002Fp>\n\n\u003Cp>1)Fundusz Premiowy,\u003C\u002Fp>\n\n\u003Cp>2)Fundusz Dodatkowy.\u003C\u002Fp>\n\n\u003Cp>I.Zasady tworzenia i uruchamiania Funduszu Premiowego\u003C\u002Fp>\n\n\u003Cp>1.Fundusz Premiowy jest tworzony, na okresy miesięczne, w wysokości 7% od\npłac zasadniczych pracowników Spółki, wg stanu na ostatni dzień miesiąca,\nza który został utworzony.\u003C\u002Fp>\n\n\u003Cp>2.W Funduszu Premiowym uwzględnia się również, proporcjonalnie do okresu\nzatrudnienia, płace zasadnicze pracowników Spółki zatrudnionych\u002Fzwolnionych\nw trakcie miesiąca, za który uruchamiany jest Fundusz Premiowy.\u003C\u002Fp>\n\n\u003Cp>3.Dyrektor prowadzący sprawy personalne dokonuje - proporcjonalnie do\nudziału płac zasadniczych - podziału Funduszu Premiowego dla poszczególnych\nZakładów\u002FBiur w Centrali.\u003C\u002Fp>\n\n\u003Cp>4.Dyrektor Zakładu \u002F Biura w Centrali, dokonuje podziału przyznanego mu\nFunduszu. Premiowego dla podległych komórek organizacyjnych w\nZakładach\u002FBiurach Centrali na podstawie udziału sumy płac zasadniczych\npracowników zatrudnionych w tych komórkach.\u003C\u002Fp>\n\n\u003Cp>5.Dalszego podziału Funduszu Premiowego na podległe brygady, zespoły itp.\ndokonuje kierownik komórki organizacyjnej z zachowaniem zasady braku\nmożliwości przemieszczania Funduszu Premiowego pomiędzy brygadami\u002Fzespołami\npracującymi na stanowiskach robotniczych i nierobotniczych.\u003C\u002Fp>\n\n\u003Cp>6.Decyzję o wysokości indywidualnego Funduszu Premiowego dla pracownika\npodejmuje jednoosobowo, w sposób uznaniowy, bezpośredni przełożony,\ninformując bez zbędnej zwłoki pracownika o podjętej decyzji, przy czym w\nprzypadku obniżenia Indywidualnego Funduszu Premiowego o więcej niż 50% w\nstosunku do iloczynu płacy zasadniczej pracownika oraz procentowej wysokości\npremii, o której mowa w cz. I pkt. 1 (z zastrzeżeniem pkt. 12), bezpośredni\nprzełożony zobowiązany jest do przedstawienia\u003C\u002Fp>\n\n\u003Cp>pracownikowi pisemnego uzasadnienia swojej decyzji.\u003C\u002Fp>\n\n\u003Cp>Pracownik nie może zostać pozbawiony Funduszu Premiowego, z wyjątkiem\nprzypadków określonych w pkt. 12.\u003C\u002Fp>\n\n\u003Cp>7.Podstawą przyznania indywidualnego Funduszu Premiowego kierownikowi\nkomórki organizacyjnej jest ocena pracy kierownika oraz wyników kierowanej\nprzez niego komórki.\u003C\u002Fp>\n\n\u003Cp>8.Indywidualna wysokość Funduszu Premiowego nie może być wyższa niż\n200% iloczynu płacy zasadniczej pracownika oraz procentowej wysokości\nFunduszu Premiowego, o którym mowa w cz. I pkt. 1.\u003C\u002Fp>\n\n\u003Cp>9.Za okres urlopu wypoczynkowego pracownik otrzymuje Fundusz Premiowy tak,\njakby w tym czasie pracował, co oznacza, że Fundusz Premiowy nie jest\nuwzględniany w wynagrodzeniu za urlop.\u003C\u002Fp>\n\n\u003Cp>10.Pracownikom, którym udzielono zwolnienia od wykonywania pracy zawodowej\nz zachowaniem prawa do wynagrodzenia w związku z wykonywaniem działalności\nzwiązkowej, wysokość Funduszu Premiowego za czas udzielonego oddelegowania\nstanowi iloczyn płacy zasadniczej pracownika oraz procentowej wysokości\nFunduszu Premiowego, o którym mowa w cz. I pkt. 1.\u003C\u002Fp>\n\n\u003Cp>11.Fundusz Premiowy za dany miesiąc nie może być przenoszony na kolejne\nokresy miesięczne.\u003C\u002Fp>\n\n\u003Cp>12.Indywidualny Fundusz Premiowy nie przysługuje za okres nieobecności w\npracy niepłatnej oraz nieobecności spowodowanej chorobą, urlopem\nmacierzyńskim, urlopem ojcowskim, urlopem rodzicielskim, wypadkiem w pracy,\nrehabilitacją, zwolnieniem z obowiązku świadczenia pracy lub koniecznością\nsprawowania opieki nad chorym członkiem rodziny, za który to okres pracownik\notrzymuje wynagrodzenie chorobowe lub zasiłek z ubezpieczenia społecznego.\u003C\u002Fp>\n\n\u003Cp>II.Zasady tworzenia i uruchamiania Funduszu Dodatkowego.\u003C\u002Fp>\n\n\u003Cp>1.W każdym miesiącu uruchamiany jest Fundusz Dodatkowy w wysokości 2%\npłac zasadniczych pracowników Spółki, do podziału za realizację\nszczególnie ważnych zadań. Dysponentami Funduszu Dodatkowego są:\u003C\u002Fp>\n\n\u003Cp>1)Prezes Zarządu Dyrektor Generalny, który dysponuje 50% Funduszu\nDodatkowego, oraz\u003C\u002Fp>\n\n\u003Cp>2)Dyrektorzy Zakładów\u002FBiur Centrali, którzy łącznie dysponują\npozostałą 50% częścią Funduszu Dodatkowego. W\u002Fw środki są dzielone i\nprzyznawane na podstawie udziału płac zasadniczych pracowników\nposzczególnych Zakładów\u002FBiur Centrali.\u003C\u002Fp>\n\n\u003Cp>2.Dyrektor Zakładu\u002FBiura Centrali dokonuje podziału Funduszu Dodatkowego\nbiorąc pod uwagę w szczególności wkład pracy pracowników w wypracowaniu\nosiągniętych wyników oraz stopień realizacji budżetu.\u003C\u002Fp>\n\n\u003Cp>3.Fundusz Dodatkowy znajdujący się w gestii Dyrektora Zakładu\u002FBiura\nCentrali jest w całości rozdysponowywany i wypłacany nie później niż wraz\nz wypłatą wynagrodzenia za grudzień danego roku.\u003C\u002Fp>\n\n\u003Cp>4.Fundusz Dodatkowy nie jest przenoszony na rok następny.\u003C\u002Fp>\n\n\u003Cp>5.Fundusz Dodatkowy nie przysługuje pracownikowi, który nie przepracował\nw danym miesiącu ani jednego dnia z powodu nieobecności w pracy niepłatnej\noraz nieobecności spowodowanej chorobą, urlopem macierzyńskim, urlopem\nojcowskim, urlopem rodzicielskim, wypadkiem w pracy, rehabilitacją,\nzwolnieniem z obowiązku świadczenia pracy lub koniecznością sprawowania\nopieki nad chorym członkiem rodziny, za który to okres pracownik otrzymuje\nwynagrodzenie chorobowe lub zasiłek z ubezpieczenia społecznego.\u003C\u002Fp>\n\n\u003Cp>III.Zasady wydatkowania Funduszu Nagród.\u003C\u002Fp>\n\n\u003Cp>1.Fundusz nagród, o którym mowa w § 33, przyznawany jest na nagrody dla\npracowników za szczególne osiągnięcia w pracy zawodowej oraz za wykonanie\nzadań wykraczających poza obowiązujący ich zakres czynności.\u003C\u002Fp>\n\n\u003Cp>2.Na wniosek co najmniej jednej Organizacji Związkowej będącej stroną\nZUZP Pracodawca w pierwszym kwartale roku będzie przekazywał zakładowym\norganizacjom związkowym informacje o wysokości środków finansowych\nwydatkowanych na w\u002Fw nagrody w poprzednim roku kalendarzowym oraz o liczbie\nnagrodzonych pracowników, z podziałem na jednostki organizacyjne.\u003C\u002Fp>\n\n\u003Cp>IV.Postanowienia końcowe.\u003C\u002Fp>\n\n\u003Cp>1.Dyrektor prowadzący sprawy personalne comiesięcznie informuje pisemnie\nZakładowe Organizacje Związkowe o wielkości Funduszu Premiowego w Spółce,\nkwotach Funduszu Premiowego i Funduszu Dodatkowego przydzielonych dla\nposzczególnych Zakładów\u002FBiur Centrali.\u003C\u002Fp>\n\n\u003Cp>2.Ilekroć w Zasadach mowa jest o płacy zasadniczej, należy przez to\nrozumieć płacę zasadniczą ujętą w umowie o pracę\npracownika\u002Fpracowników.\u003C\u002Fp>\n\n\u003Cp>3.Wypłata Funduszu Premiowego i Funduszu Dodatkowego następuje w terminie\nwypłaty wynagrodzenia za pracę.\u003C\u002Fp>\n\n\u003Cp>4.Fundusz Premiowy, Fundusz Dodatkowy wypłacane są pod odrębnymi kodami\npłacowymi.\u003C\u002Fp>\n\n\u003Cp>5.Interpretacji\u002Fwyjaśnień treści niniejszych zasad dokonują wyłącznie\nStrony w trybie uzgodnienia w formie pisemnej.\u003C\u002Fp>\n\n\u003Cp>6.Kierownicy komórek organizacyjnych i pracownicy dozoru wszystkich\nszczebli są zobowiązani do stosowania i przestrzegania niniejszych Zasad oraz\nprowadzenia pełnej dokumentacji w tym zakresie.\u003C\u002Fp>\n\n\u003Cp>7.Zasady tworzenia i uruchamiania Funduszu Motywacyjnego tj. Funduszu\nPremiowego, Funduszu Dodatkowego zostaną podane do wiadomości pracowników i\nwyjaśnione przez bezpośrednich przełożonych w sposób przyjęty w\nkomórkach organizacyjnych.\u003C\u002Fp>\n\n\u003Cp>8.W przypadku zmiany struktury organizacyjnej Spółki mającej wpływ na\nstosowanie niniejszych Zasad (podział Funduszu Premiowego), Strony\nzobowiązane są do zmiany\u002Fdoprecyzowania niniejszych Zasad w okresie nie\ndłuższym niż 30 dni.\u003C\u002Fp>\n\n\u003Cp>9.Strony ustalają, iż co 6 miesięcy od dnia wejścia w życie niniejszych\nZasad będą dokonywały wspólnej oceny ich funkcjonowania.\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 4\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch2>do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittal\nPoland S.A.\u003C\u002Fh2>\n\n\u003Cp>Zasady naliczania i wypłacania świadczenia okolicznościowego zwanego\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>„Małym Hutnikiem.”\u003C\u002Fp>\n\n\u003Cp>1.Z okazji „Dnia Hutnika” uprawnionemu pracownikowi wypłacany jest\ntradycyjny dodatek hutniczy - zwany „Małym Hutnikiem”.\u003C\u002Fp>\n\n\u003Cp>2.Mały Hutnik przysługuje raz w roku każdemu pracownikowi\u003C\u002Fp>\n\n\u003Cp>1)zatrudnionemu w Spółce nie krócej niż 12 miesięcy, i\u003C\u002Fp>\n\n\u003Cp>2)zatrudnionemu i otrzymującemu wynagrodzenie w dniu jego wypłaty, bez\nwzględu na wymiar czasu pracy i ilość zawartych umów.\u003C\u002Fp>\n\n\u003Cp>3.Do okresu zatrudnienia w Spółce, o którym mowa w ust. 2. pkt 1.\npowyżej zalicza się okresy zatrudnienia u:\u003C\u002Fp>\n\n\u003Cp>1)pracodawców, którzy przejęli i realizowali zadania w oparciu o\ninfrastrukturę techniczno-produkcyjną Spółki, przy czym zaliczeniu do\nstażu podlegają wszystkie okresy wykonywania pracy na rzecz Spółki,\u003C\u002Fp>\n\n\u003Cp>2)pracodawców, którzy wypłacali specjalne dodatkowe wynagrodzenie roczne\nz tytułu tzw. „Karty Hutnika”, przy czym zaliczeniu do stażu podlegają\njedynie okresy, w których Karta Hutnika była wypłacana.\u003C\u002Fp>\n\n\u003Cp>4.Kwota Małego Hutnika wynosi 6% średniej płacy w Spółce z I kwartału\ndanego roku, jednak nie mniej niż 250 zł.\u003C\u002Fp>\n\n\u003Cp>Mały Hutnik jest wypłacany w najbliższym terminie wypłaty wynagrodzeń\npo „Dniu Hutnika”.\u003C\u002Fp>\n\n\u003Cp>5.„Dzień Hutnika\", który przypada w dniu 4 maja, jest dniem wolnym od\npracy.\u003C\u002Fp>\n\n\u003Cp>Zakładowy Vkład Zbiorowy Pracy dla Pracowników ArcelorMittaI Polami\nS.A.\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 5\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch2>do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittal\nPoland S.A.\u003C\u002Fh2>\n\n\u003Cp>Zasady\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>obliczania i wypłacania wynagrodzenia oraz dodatkowego świadczenia w\nprzypadku niezdolności do pracy spowodowanej chorobą\u003C\u002Fp>\n\n\u003Cp>1.Za czas niezdolności Pracownika do pracy wskutek choroby lub odosobnienia\nw związku z chorobą zakaźną - trwającej łącznie do 33 dni w ciągu roku\nkalendarzowego, a w przypadku Pracownika, który ukończył 50 rok życia -\ntrwającej łącznie do 14 dni w ciągu roku kalendarzowego, przysługuje\nwynagrodzenie na zasadach określonych w odrębnych przepisach.\u003C\u002Fp>\n\n\u003Cp>2.Za czas niezdolności do pracy wskutek:\u003C\u002Fp>\n\n\u003Cp>1)wypadku w drodze do pracy lub z pracy albo choroby przypadającej w czasie\nciąży,\u003C\u002Fp>\n\n\u003Cp>2)poddania się niezbędnym badaniom lekarskim przewidzianym dla kandydatów\nna dawców komórek, tkanek i narządów oraz poddania się zabiegowi pobrania\nkomórek, tkanek i narządów.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspay\">\u003Cp>pracownik, w okresie, o którym mowa w ust.1., zachowuje prawo do 100%\nwynagrodzenia.\u003C\u002Fp>\n\n\u003Cp>3.Wynagrodzenie, o którym mowa w ust. 1. i ust.2. oblicza się według\nzasad obowiązujących przy ustalaniu podstawy wymiaru zasiłku chorobowego i\nwypłaca za każdy dzień niezdolności do pracy, nie wyłączając dni wolnych\nod pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>4.Za czas niezdolności do pracy, o której mowa w ust.1. i ust.2.,\ntrwającej łącznie dłużej niż 33 dni w ciągu roku kalendarzowego,\npracownikowi, a w przypadku pracownika, który ukończył 50 rok życia,\ntrwającej łącznie dłużej niż 14 dni w ciągu roku kalendarzowego,\nprzysługuje - z zastrzeżeniem ust. 5- zasiłek chorobowy na zasadach\nokreślonych w odrębnych przepisach.\u003C\u002Fp>\n\n\u003Cp>5.Pracownikowi posiadającemu okres zatrudnienia w Spółce powyżej 20 lat\npracy przysługuje wyrównanie zasiłku do 100 % podstawy wymiaru, określonej\nw przepisach powszechnie obowiązujących, począwszy od 34 dnia niezdolności\ndo pracy, a w przypadku pracownika, który ukończył 50 rok życia, począwszy\nod 15 dnia niezdolności do pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.Przepisy ust.1.- ust.5., w części dotyczącej pracownika, który\nukończył 50 rok życia, dotyczą niezdolności pracownika do pracy\nprzypadającej po roku kalendarzowym, w którym pracownik ukończył 50 rok\nżycia.\u003C\u002Fp>\n\n\u003Cp>Zakładowy Układ Zbiorowy Pracy dla Pracowników ArcelorMittal Poland\nS.A.\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 6\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise2_detail\">\u003Ch2>do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittal\nPoland S.A.\u003C\u002Fh2>\n\n\u003Cp>Zasady przyznawania dodatku mistrzowskiego, brygadzistowskiego i\nwynagrodzenia z tytułu udziału w drużynach ratownictwa gazowego\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>w ArcelorMittal Poland S.A.\u003C\u002Fp>\n\n\u003Cp>I.Dodatek mistrzowski.\u003C\u002Fp>\n\n\u003Cp>1.Pracownicy na stanowisku Mistrza uprawnieni są do otrzymywania dodatku\nmistrzowskiego, zwanego dalej „dodatkiem”.\u003C\u002Fp>\n\n\u003Cp>2.Dodatek jest uruchamiany i wypłacany w okresach miesięcznych, wraz z\nwynagrodzeniem za pracę.\u003C\u002Fp>\n\n\u003Cp>3.Wysokość dodatku w zależności od stopnia realizacji powierzonych\nMistrzowi zadań, przy określonej liczbie wszystkich pracowników podległych\npośrednio i bezpośrednio danemu Mistrzowi, wynosi:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusamount1_1sec\">\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:-.25pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"318\" rowspan=\"2\">\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd width=\"318\" rowspan=\"2\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">liczba\n        podległych pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Miesięczna kwota\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"151\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">dodatku\n        w zł.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">do 5\n        pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">100\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">od 6 do\n        10 pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">300\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">od 11\n        do 20 pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">400\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">od 21\n        do 30 pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">500\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">od 31\n        do 40 pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">700\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Od 41\n        do 50 pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">800\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">Powyżej 50 pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\">1000\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\u003Ctd width=\"151\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>4,W przypadku czasowej nieobecności w pracy pracownika na stanowisku\nMistrza, biorąc pod uwagę sytuację związaną z koniecznością\nkoordynowania prac oraz zapewnienia właściwego nadzoru nad podległymi\npracownikami, kierownik danej jednostki organizacyjnej składa do Biura Kadr,\nPłac i Dialogu Społecznego - we wzajemnie uzgodnionej formie, informację\ndotyczącą powierzenia innemu pracownikowi pełnienia obowiązków Mistrza.\u003C\u002Fp>\n\n\u003Cp>Kopia powyższej informacji doręczana jest pracownikowi pełniącemu\nzastępstwo.\u003C\u002Fp>\n\n\u003Cp>5.W przypadku pełnienia zastępstwa obowiązków Mistrza w sposób ciągły\nprzez okres co najmniej 14 dni kalendarzowych, dodatek mistrzowski z tytułu\npełnienia obowiązków\u003C\u002Fp>\n\n\u003Cp>Zakładowy Układ Zbiorowy Pracy dla Pracowników ArcelorMitial Poland\nS.A.\u003C\u002Fp>\n\n\u003Cp>Mistrza przysługuje z dniem powierzenia pełnienia obowiązków Mistrza,\nproporcjonalnie do ilości dni pełnienia zastępstwa w danym miesiącu, z\nprzyjęciem zasady, że łączna wielkość dodatku mistrzowskiego dla Mistrza\ni osoby pełniącej obowiązki Mistrza nie może być wyższa niż określona w\nust.3.\u003C\u002Fp>\n\n\u003Cp>6.Wysokość dodatku mistrzowskiego może ulec - decyzją Stron Układu -\nzmianie, przy czym nowa wysokość dodatku obowiązuje od dnia wejścia w\nżycie protokołu dodatkowego do ZUZP w tym zakresie.\u003C\u002Fp>\n\n\u003Cp>II. Dodatek brygadzistowski.\u003C\u002Fp>\n\n\u003Cp>1.Pracownikowi pełniącemu funkcję Brygadzisty przysługuje dodatek\nbrygadzistowski, zwany dalej w niniejszym paragrafie „dodatkiem”.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusamount1_2sec\">\u003Cp>2.Wysokość dodatku wynosi od 75 zł do 300 zł.\u003C\u002Fp>\n\n\u003Cp>3.Wysokość dodatku proponuje kierownik komórki organizacyjnej, biorąc\npod uwagę:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1)zakres i złożoność prac wykonywanych przez brygadę,\u003C\u002Fp>\n\n\u003Cp>2)liczba wszystkich pracowników w brygadzie,\u003C\u002Fp>\n\n\u003Cp>3)stopień uciążliwości występujących warunków pracy.\u003C\u002Fp>\n\n\u003Cp>4.Pisemną decyzję o powierzeniu funkcji Brygadzisty i o wysokości dodatku\npodejmuje Dyrektor prowadzący sprawy personalne lub osoba przez niego\nupoważniona, na wniosek Dyrektora Oddziału\u002FZakładu. Kopia powyższej decyzji\nniezwłocznie jest doręczana pracownikowi, któremu powierzono funkcję\nBrygadzisty.\u003C\u002Fp>\n\n\u003Cp>5.Dodatek przysługuje za czas sprawowania funkcji.\u003C\u002Fp>\n\n\u003Cp>6.W przypadku czasowej nieobecności w pracy pracownika pełniącego\nfunkcję Brygadzisty, biorąc pod uwagę sytuację związaną z koniecznością\nkoordynowania prac oraz zapewnienia właściwego nadzoru nad podległymi\npracownikami, kierownik danej jednostki organizacyjnej składa do Biura Kadr,\nPłac i Dialogu Społecznego - we wzajemnie uzgodnionej formie, informację\ndotyczącą okresowego powierzenia innemu pracownikowi funkcji Brygadzisty.\u003C\u002Fp>\n\n\u003Cp>Kopia powyższej informacji niezwłocznie doręczana jest pracownikowi\npełniącemu zastępstwo.\u003C\u002Fp>\n\n\u003Cp>7.Za okres zastępstwa pracownikowi pełniącemu w tym okresie funkcję\nBrygadzisty przysługuje, proporcjonalnie do ilości dni pełnienia zastępstwa\nw danym miesiącu, dodatek w wysokości jaką otrzymywał zastępowany\nBrygadzista co oznacza, że łączna wielkość dodatku brygadzistowskiego dla\nBrygadzisty i osoby pełniącej okresowo funkcję Brygadzisty nie może być\nwyższa niż określona w ust.2.\u003C\u002Fp>\n\n\u003Cp>8.Dodatek brygadzistowski jest uruchamiany i wypłacany w okresach\nmiesięcznych, wraz z wynagrodzeniem za pracę.\u003C\u002Fp>\n\n\u003Cp>9.Wysokość dodatku brygadzistowskiego może ulec - decyzją Stron Układu\n- zmianie, przy czym nowa wysokość dodatku obowiązuje od dnia wejścia w\nżycie protokołu dodatkowego do ZUZP w tym zakresie.\u003C\u002Fp>\n\n\u003Cp>III.Wynagrodzenia z tytułu udziału w drużynach ratownictwa gazowego.\u003C\u002Fp>\n\n\u003Cp>1.Za wykonywanie prac lub czynności związanych z udziałem w drużynach\nratownictwa gazowego przysługuje dodatkowe wynagrodzenie w wysokości:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusamount1_3sec\">\u003Cp>1)0,50 zł\u002Fgodzinę - za gotowość do wykonywania czynności ratownictwa\ngazowego,\u003C\u002Fp>\n\n\u003Cp>oraz dodatkowo:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)1,00 zł\u002Fgodzinę - dla prac lub czynności wykonywanych w II stopniu\nzagrożenia gazowego,\u003C\u002Fp>\n\n\u003Cp>flfc\u003C\u002Fp>\n\n\u003Cp>3)1,50 zł\u002Fgodzinę - dla prac lub czynności wykonywanych w I stopniu\nzagrożenia gazowego.\u003C\u002Fp>\n\n\u003Cp>2.Wysokość dodatkowego wynagrodzenia z tytułu udziału w drużynach\nratownictwa gazowego może ulec - decyzją Stron Układu - zmianie, przy czym\nnowa wysokość dodatkowego wynagrodzenia obowiązuje od dnia wejścia w życie\nprotokołu dodatkowego do ZUZP w tym zakresie.\u003C\u002Fp>\n\n\u003Cp>3.Kwalifikacji do poszczególnych stopni zagrożenia gazowego, o których\nmowa w ust.1, dokonuje Dyrektor Biura BHP w uzgodnieniu z Dyrektorem\nprowadzącym sprawy personalne lub wyznaczoną przez niego osobę.\u003C\u002Fp>\n\n\u003Cp>4.Organizację, zadania i obowiązki drużyn ratownictwa gazowego na terenie\nOddziałów określają odrębnie ustalone przepisy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>OKRĘGOWY INSPEKTOR PRACY w KATOWICACH Wpisano do Rejestru Zakładowych\nUkładów Zbiorowych Pracy\u003C\u002Fp>\n\n\u003Cp>W dniu 24.06.2021 r. KARTA REJESTROWA UKŁADU\u003C\u002Fp>\n\n\u003Cp>Nr: U-MMXIX\u002F2021\u003C\u002Fp>\n\n\u003Cp>ArcelorMittal Poland S.A.\u003C\u002Fp>\n\n\u003Cp>Dąbrowa Górnicza\u003C\u002Fp>\n\n\u003Cp>zawarty w dniu : 18.05.2021r.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":43,"LOWWAGE_trigger":47,"coveroccup3":51,"COMMUTE_trigger":55,"WORKHOURS_trigger":59,"SCHEDULE_trigger":63,"schedulesrestpw":67,"flexible_work_options":71,"CONSIGN_trigger":75,"NOCTPREM_trigger":79,"OVERTIME_trigger":83,"funeralpay":87,"funeralpaytype":91,"longtermillness":95,"pregnancy":99,"disabilitypay":103,"healthandsafetypolicy":107,"healthandsafetytraining":111,"code_application":115,"hivpolicy":117,"protectiveclothing":121,"mealvouchers":125,"SOCSEC_trigger":128,"healthinsurance":132,"strikes_trigger":136,"TRAINING_trigger":140,"trainingprogrammes":144,"direct_participation_trigger":148,"cbadate_end":152,"cbaratification":156,"cbamemtrad":160,"JOBTITLE_trigger":164,"PAYSCALES_different_other_txt":168,"PAYSCALES_different":172,"jobclassifaction1":176,"PAYSCALES_selected_period":180,"ONCEONLY_trigger":184,"ONCERISE_trigger":187,"sicknesspay":190,"maxsicknesspay":193,"sicknessmaxdays":197,"apprenticeships":201,"oncerise2_detail":205,"incidentalbonusamount1_1sec":208,"incidentalbonusamount1_2sec":212,"incidentalbonusamount1_3sec":216},{"bindId":44,"name":45,"text":46},"cbadate_start","Maj 2021 Zakładowy Vkład Zbiorowy Pracy ","Maj 2021\n\nZakładowy Vkład Zbiorowy Pracy dla Pracowników ArcelorMittal Poland\nS.A.",{"bindId":48,"name":49,"text":50},"LOWWAGE_trigger","10.Minimalne wynagrodzenie gwarantowane ","10.Minimalne wynagrodzenie gwarantowane Układem - oznacza 115% minimalnego\nwynagrodzenie za pracę, określonego na podstawie Ustawy z dnia 10.10.2002r. o\nminimalnym wynagrodzeniu za pracę (tekst jednolity Dz. U. z 2020 r. poz. 2207\nz późniejszymi zmianami).\n\nRozdział II",{"bindId":52,"name":53,"text":54},"coveroccup3","Postanowieniami Układu objęci są wszyscy","Postanowieniami Układu objęci są wszyscy pracownicy zatrudnieni w\nSpółce z wyłączeniem:\n\n1) członków Zarządu Spółki,\n\n2)Dyrektorów i ich Zastępców, Kierowników, Szefów oraz Głównych\nSpecjalistów - zgodnie z decyzją Pracodawcy, w ilości nie większej niż 535\nosób.\n\n3)pracowników młodocianych zatrudnionych w celu przygotowania\nzawodowego.",{"bindId":56,"name":57,"text":58},"COMMUTE_trigger","§6 1. W przypadku okresowej zmiany stałe","§6\n\n1. W przypadku okresowej zmiany stałego miejsca wykonywania pracy,\nbędącej konsekwencją wykonywania przez Pracownika pracy w niestałym miejscu\nświadczenia pracy, Pracodawca jest zobowiązany do zapewniania:\n\n1)bezpłatnego dowozu do nowego miejsca pracy lub\n\n2)pokrycia dodatkowych kosztów dojazdu do nowego miejsca pracy według\nstawek za kilometr przebiegu pojazdu obowiązujących dla eksploatacji\nsamochodów prywatnych dla celów służbowych zgodnie z rozporządzeniem\nwydanym na podstawie art. 775 §2 Kodeksu Pracy.\n\n2.Pracodawca jest zobowiązany do zapewnienia dowozu lub zwrotu dodatkowych\nkosztów dojazdu w sytuacji, gdy okresowa zmiana stałego miejsca wykonywania\npracy powoduje zwiększenie odległości z miejsca zamieszkania do niestałego\nmiejsca świadczenia pracy o ponad 20 km z jednoczesnym zwiększeniem czasu\ndojazdu z miejsca zamieszkania do nowego miejsca wykonywania pracy.\n\n3.Okres świadczenia pracy w niestałym miejscu świadczenia pracy nie może\nprzekroczyć 6 miesięcy w ciągu kolejnych 24 miesięcy.",{"bindId":60,"name":61,"text":62},"WORKHOURS_trigger","Rozdział IV Czas pracy § 16","Rozdział IV Czas pracy\n\n§ 16",{"bindId":64,"name":65,"text":66},"SCHEDULE_trigger","4.Pracownikom, jeżeli dobowy wymiar czas","4.Pracownikom, jeżeli dobowy wymiar czasu pracy wynosi co najmniej 6\ngodzin, przysługuje, w czasie uzgodnionym z bezpośrednim przełożonym,\nwliczana do czasu pracy, o którym mowa w ust. 1 - przerwa w pracy,\nprzeznaczona m in. na spożycie posiłku. Przerwa, o której mowa powyżej nie\nmoże przekroczyć 30 minut, zgodnie z elektroniczną ewidencją czasu\npracy.\n\n§19",{"bindId":68,"name":69,"text":70},"schedulesrestpw","Wszystkie soboty są dniami wolnymi od pr","Wszystkie soboty są dniami wolnymi od pracy, z wyjątkiem przypadków, gdy\ndzień wolny wyznaczony zostanie w innym dniu niż sobota.\n\n§ 18",{"bindId":72,"name":73,"text":74},"flexible_work_options","§20 1 W komórkach organizacyjnych Spółki","§20\n\n1 W komórkach organizacyjnych Spółki może być stosowana zmianowa\norganizacja pracy - zwana również czterobrygadową organizacją pracy,\nwedług której urządzenia (agregaty) są obsługiwane przez cztery brygady,\npracujące w układzie 3 zmian w ciągu doby, zgodnie z następującym\nrozkładem czasu pracy:\n\n1)8 godzin pracy i 16 godzin wolnych od pracy,\n\n2)po czterech dniach pracy - 48 godzin wolnych od pracy.\n\n2. Rozkład czasu pracy w czterobrygadowej lub podobnej organizacji pracy w\nkolejnych dniach miesiąca w ciągu roku ustala Pracodawca w szczegółowych\nrocznych harmonogramach pracy.\n\n3.Szczegółowe zasady stosowania zmianowej organizacji pracy określa\nZałącznik Nr 2 do Układu.",{"bindId":76,"name":77,"text":78},"CONSIGN_trigger","§22 1.Pracodawca może zobowiązać pracown","§22\n\n1.Pracodawca może zobowiązać pracownika do pozostawania poza normalnymi\ngodzinami pracy w gotowości do wykonywania pracy wynikającej z umowy o pracę\nw zakładzie pracy lub w innym miejscu wyznaczonym przez pracodawcę, zwane\ndalej w niniejszym paragrafie „dyżurem”.\n\n2.Pełnienie dyżuru powierzane jest pracownikowi przez kierownika jednostki\norganizacyjnej lub bezpośredniego przełożonego drogą pisemną, mailową lub\nsms. W przypadku powierzenia pracownikowi pełnienia dyżuru w formie pisemnej\nkopia powyższej informacji doręczana jest pracownikowi mającemu pełnić\ndyżur przed jego rozpoczęciem. W przypadku powierzenia pracownikowi\npełnienia dyżuru w formie mailowej lub sms informacja o tym przesyłana jest\npracownikowi na służbowy adres mailowy lub służbowy numer telefonu lub też\ninny podany przez pracownika do kontaktu z pracodawcą. Powierzenie dyżuru\njest rejestrowane przez pracownika i akceptowane przez przełożonego w\nelektronicznym systemie służącym do rejestracji czasu pracy.\n\n3.Za czas dyżuru, z wyjątkiem dyżuru pełnionego w domu, pracownikowi\nprzysługuje czas wolny od pracy w wymiarze odpowiadającym długości dyżuru,\na w razie braku możliwości udzielenia czasu wolnego wynagrodzenie wynikające\nz jego stawki wynagrodzenia zasadniczego.\n\n4.Czas pełnienia dyżuru nie może naruszać prawa pracownika do dobowego i\ntygodniowego odpoczynku, o których mowa w przepisach prawa pracy.\n\n5.Za pracę wykonywaną w czasie dyżuru przysługuje wynagrodzenie jak za\npracę w godzinach nadliczbowych, chyba że pracownikowi zostanie oddany - wg\nzasad określonych w Regulaminie Pracy, czas w zamian za czas przepracowany w\ngodzinach nadliczbowych.\n\n6.Przepisów, o których mowa w ust. 1-5 powyżej nie stosuje się do\npracowników zarządzających w imieniu pracodawcy zakładem pracy.",{"bindId":80,"name":81,"text":82},"NOCTPREM_trigger","§29 1.Z uwzględnieniem ust.2., pracownik","§29\n\n1.Z uwzględnieniem ust.2., pracownikowi zatrudnionemu na zmianie nocnej\nprzysługuje, za każdą godzinę pracy w porze nocnej, tj. w godzinach od 2200\ndo 600, dodatek do wynagrodzenia za każdą godzinę pracy w porze nocnej w\nwysokości określonej w przepisach prawa pracy.\n\n2.Dla pracowników zatrudnionych w systemie pracy zmianowej i równoważnym\nczasie pracy, dodatek, o którym mowa w ust.1, zawarty jest w zmianowym dodatku\nkwotowym, określonym w pkt.4. Załącznika nr 2 do Układu.",{"bindId":84,"name":85,"text":86},"OVERTIME_trigger","§30 Za każdą godzinę pracy wykonywanej w","§30\n\nZa każdą godzinę pracy wykonywanej w godzinach nadliczbowych\npracownikowi, oprócz normalnego wynagrodzenia, przysługuje dodatek w\nwysokości 100% stawki godzinowej pracownika.",{"bindId":88,"name":89,"text":90},"funeralpay","1.Pracodawca, w przypadku śmierci pracow","1.Pracodawca, w przypadku śmierci pracownika spowodowanej wypadkiem przy\npracy lub wypadkiem zrównanym z wypadkiem przy pracy, jest obowiązany do\nwypłacenia kwoty stanowiącej równowartość zasiłku pogrzebowego\nwypłacanego przez ZUS.\n\nW\u002Fw kwota jest wypłacana na wniosek członka rodziny lub innej osoby\norganizującej pogrzeb pracownika, o którym mowa powyżej, po przedstawieniu\ndokumentów poświadczających wypłacenie przez ZUS zasiłku pogrzebowego.",{"bindId":92,"name":93,"text":94},"funeralpaytype","2.Pracodawca jest zobowiązany wypłacić n","2.Pracodawca jest zobowiązany wypłacić na rzecz członków rodziny\nPracownika, który zmarł na skutek wypadku przy pracy \u002F w drodze do pracy \u002F z\npracy lub choroby zawodowej, jednorazowe zadośćuczynienie w wysokości 75\nOOOzł w terminie 30 dni od zgłoszenia wniosku, niezależnie od innych\nświadczeń wynikających z przepisów prawa. Zadośćuczynienie, o którym\nmowa powyżej wypłacane jest małżonkowi pracownika oraz innym członkom\nrodziny spełniającym warunki wymagane do uzyskania renty rodzinnej\n\nw myśl przepisów o ubezpieczeniu społecznym pracowników i ich rodzin. O\nsposobie podziału odszkodowania pomiędzy uprawnione osoby decyduje\nPracodawca.",{"bindId":96,"name":97,"text":98},"longtermillness","3)pracowników w okresie rehabilitacji, z","3)pracowników w okresie rehabilitacji, z czasowym ograniczeniem zdolności\ndo wykonywania pracy, u których lekarz stwierdził przeciwwskazania do pracy\nna danym stanowisku.\n\n2 W przypadku gdy zatrudnienie na stanowiskach, o których mowa w ust. 1,\nbędzie wymagało nabycia nowych kwalifikacji, koszty związane z\nprzeszkoleniem pracowników ponosi Pracodawca.",{"bindId":100,"name":101,"text":102},"pregnancy","1.Pracodawca jest obowiązany do zorganiz","1.Pracodawca jest obowiązany do zorganizowania lub utworzenia stanowisk\npracy chronionej, przeznaczonych dla:\n\n1)kobiet w ciąży,",{"bindId":104,"name":105,"text":106},"disabilitypay","§43 1.W przypadku stałego lub długotrwał","§43\n\n1.W przypadku stałego lub długotrwałego uszczerbku na zdrowiu powstałego\nw wyniku wypadku przy pracy lub choroby zawodowej, Pracodawca jest zobowiązany\ndo wypłacenia z tego tytułu dodatkowego odszkodowania niezależnie od\nobowiązku wypłacenia odszkodowania wynikającego z orzeczenia lekarza\norzecznika ZUS.\n\n2.Wysokość dodatkowego odszkodowania, o którym mowa w ust.1., nie może\nbyć mniejsza od 15 % odszkodowania określonego w orzeczeniu lekarza\norzecznika ZUS.",{"bindId":108,"name":109,"text":110},"healthandsafetypolicy","Zasady BHP §46","Zasady BHP\n\n§46",{"bindId":112,"name":113,"text":114},"healthandsafetytraining","Pracodawca jest obowiązany zapewnić prac","Pracodawca jest obowiązany zapewnić pracownikom bezpieczne i higieniczne\nwarunki pracy oraz prowadzić - w godzinach, które zgodnie z rozkładem czasu\npracy pracowników są godzinami pracy - systematyczne obowiązkowe szkolenia\npracowników w zakresie:\n\n1)bezpieczeństwa i higieny pracy, zagrożeń w miejscu pracy, zabezpieczeń\nprzeciwpożarowych w związku z wykonywaną pracą i obsługą powierzonych\nstanowisk,\n\n2)stosowania środków ochrony indywidualnej oraz odzieży i obuwia\nroboczego.",{"bindId":116,"name":113,"text":114},"code_application",{"bindId":118,"name":119,"text":120},"hivpolicy","§47 1.Okresowe i kontrolne badania lekar","§47\n\n1.Okresowe i kontrolne badania lekarskie przeprowadzane są w miarę\nmożliwości w godzinach pracy.\n\n2.Zaleca się, aby w miarę możliwości badania, o których mowa powyżej,\nodbywały się wg zasad jednakowych dla wszystkich systemów pracy.\n\n3.Za czas niewykonywania pracy, w związku z przeprowadzanymi badaniami,\npracownik zachowuje prawo do wynagrodzenia, a w razie przejazdu na te badania\ndo innej\n\nmiejscowości przysługuje mu zwrot kosztów podróży według zasad\nobowiązujących przy podróżach służbowych.",{"bindId":122,"name":123,"text":124},"protectiveclothing","§51 1.Odzież i obuwie robocze, środki oc","§51\n\n1.Odzież i obuwie robocze, środki ochrony indywidualnej oraz środki\nhigieny osobistej dostarcza pracownikowi Pracodawca bezpłatnie w niezbędnej\nilości.\n\n2.Ilość, jakość i dostępność środków wymienionych w ust. 1 podlega\nbieżącej ocenie przez służbę BHP Pracodawcy i Zakładowego Społecznego\nInspektora Pracy.",{"bindId":126,"name":113,"text":127},"mealvouchers","Pracodawca jest obowiązany zapewnić pracownikom - na zasadach określonych\nprzez przepisy prawa pracy i odrębne porozumienia ze związkami zawodowymi -\nposiłki oraz napoje.\n\nRozdział X",{"bindId":129,"name":130,"text":131},"SOCSEC_trigger","Polityka socjalna §56","Polityka socjalna\n\n§56",{"bindId":133,"name":134,"text":135},"healthinsurance","§58 1.Pracodawca w uzgodnieniu z Organiz","§58\n\n1.Pracodawca w uzgodnieniu z Organizacjami Związkowymi może zaoferować\npracownikom:\n\n1)możliwość refinansowania zakupu ubezpieczenia opieki medycznej (Pakiet\nOpieki Medycznej) na zasadach określonych w umowie zawartej pomiędzy\nPracodawcą a firmą wyspecjalizowaną w świadczeniu tego typu usługlub\n\n2)możliwość zakupu ubezpieczenia opieki medycznej (Pakiet Opieki\nMedycznej) na zasadach określonych w umowie zawartej pomiędzy Pracodawcą a\nfirmą wyspecjalizowaną w świadczeniu tego typu usług.\n\n2.W przypadku podjęcia decyzji, o której mowa w ust.1. pkt 2:\n\n1)Pracownik jest uprawniony do zakupu ubezpieczenia opieki medycznej po\ncenie niższej niż detaliczna,\n\n2)ubezpieczenie opieki medycznej jest współfinansowane przez Pracodawcę i\nPracownika w następujących proporcjach:\n\na)Pracodawca opłaca 95 % wartości pakietu opieki medycznej,\n\nb)Pracownik opłaca 5 % wartości pakietu opieki medycznej.\n\n3)kwota odpowiadająca procentowi współfinansowania pakietu opieki\nmedycznej potrącana będzie z miesięcznego wynagrodzenia pracownika na\npodstawie jego pisemnej zgody, począwszy od pierwszego miesiąca objęcia\npracownika pakietem medycznym o którym mowa w ust. 1.",{"bindId":137,"name":138,"text":139},"strikes_trigger","2. Strony za konieczne i zasadne uznają ","2. Strony za konieczne i zasadne uznają m.in. rozwijanie dialogu\nspołecznego, jako najbardziej efektywnej platformy komunikacji pomiędzy\nPracodawcą i Związkami Zawodowymi, przy zachowaniu kształtowania wzajemnych\nrelacji w oparciu o zasady partnerstwa i współpracy, z poszanowaniem\nsłusznych interesów każdej ze Stron.\n\n§62",{"bindId":141,"name":142,"text":143},"TRAINING_trigger","Rozdział XII Zatrudnienie. Szkolenia, ro","Rozdział XII\n\nZatrudnienie. Szkolenia, rozwój zawodowy i awanse.",{"bindId":145,"name":146,"text":147},"trainingprogrammes","§66 1.Działanie na rzecz stałego podnosz","§66\n\n1.Działanie na rzecz stałego podnoszenia i rozwoju kwalifikacji zawodowych\npracowników leży we wspólnym interesie stron Układu.\n\n2.Realizując politykę zatrudnienia Pracodawca umożliwia pracownikom\nuzupełnianie, podnoszenie i zdobywanie nowych kwalifikacji zawodowych, przy\nczym preferowanym miejscem odbywania szkoleń jest specjalistyczny obiekt\nszkoleniowy Pracodawcy - Kampus.",{"bindId":149,"name":150,"text":151},"direct_participation_trigger","1.W celu polubownego załatwiania sporów ","1.W celu polubownego załatwiania sporów o roszczenia pracowników ze\nstosunku pracy powoływana jest Komisja Pojednawcza.\n\n2.Komisję Pojednawczą powołują wspólnie Pracodawca i Organizacje\nZwiązkowe.",{"bindId":153,"name":154,"text":155},"cbadate_end","2.Układ zawiera się na czas nieokreślony","2.Układ zawiera się na czas nieokreślony.\n\n3.Układ rozwiązuje się:",{"bindId":157,"name":158,"text":159},"cbaratification","Układ wchodzi w życie z dniem jego zarej","Układ wchodzi w życie z dniem jego zarejestrowania przez Państwową\nInspekcję Pracy. Dąbrowa Górnicza 2021.05.18.\n\nZa Stronę Pracodawcy:",{"bindId":161,"name":162,"text":163},"cbamemtrad","Za Stronę Związkową: 1. Zakładowa Organi","Za Stronę Związkową:\n\n1. Zakładowa Organizacja Koordynacyjna NSZZ „Solidarność”\nArcelorMittal Poland S.A., reprezentowana przez:\n\nPan Władysław Kielian Pan Lech Majchrzak\n\n2.Niezależny Samorządny Związek Zawodowy Pracowników ArcelorMittal\nPoland S.A, reprezentowany przez:\n\nPan Krzysztof Wójcik Pan Józef Kawula\n\n3.Międzyzakładowy Związek Zawodowy Pracowników ArcelorMittal Dąbrowa\nGórnicza, reprezentowany przez:\n\nPan Jacek Zub\n\nPan Mirosław Cerazy\n\n4.Międzyzakładowy Związek Branży Hutniczej ArcelorMittal Poland S.A.\nOddział Sosnowiec reprezentowany przez:\n\nPan Krzysztof Mitera Pan Henryk Tyka\n\n5. Związek Zawodowy reprezentowany przez:\n\nPan Zbigniew Nowak\n\nPan Zbigniew Mnich\n\nPracowników ArcelorMittal\n\nPoland S.A.\n\nŚwiętochłowice,\n\n6. HUTNIK Międzyzakładowy Związek Zawodowy Pracowników AMP S.A.\nreprezentowany przez:\n\nPan Marek Nanuś Pan Jacek Szpicki\n\n7. Międzyzakładowy Młodzieżowy Związek Zawodowy Pracowników Poland\nS.A., reprezentowany przez:\n\nArcelorMittal\n\nPani Halina Giemza Pan Tadeusz Sapiński\n\n8.Wolny Związek Zawodowy „Sierpień 80” przy ArcelorMittal Poland S.A.,\nreprezentowany przez:\n\nPan Sebastian Zimmer Pan Janusz Wojtasik\n\n9.Niezależny Samorządny Związek Zawodowy „Solidarność 80”\nPracowników AMP S.A., reprezentowany przez:\n\nPan Henryk Śliwa\n\nPan Kazimierz Gąsior\n\n10. Związek Zawodowy „Kontra” Komisja Międzyzakładowa w ArcelorMittal\nPoland S.A., reprezentowany przez:\n\nPan Marek Karoń\n\nIII.\n\n11.Niezależny Samorządny Związek Zawodowy „Solidarność 80”\nMałopolska Mittal Steel Polska S A. Kraków, reprezentowany przez:\n\nPan Eugeniusz Hlek Pan Marek Siwak\n\n12.Związek Zawodowy Inżynierów i Techników MOZ Mittal Steel Poland S.A.\nOddział w Krakowie, reprezentowany przez:\n\nPan Krzysztof Szewczyk\n\n13.Międzyzakładowy Niezależny Samorządny Związek Zawodowy Pracowników\nHuty „Kościuszko” S.A Huty Królewskiej Sp. z o.o., reprezentowany\nprzez:\n\nPan Romuald Broi\n\nPan Rafał Szewczyk\n\n14.Międzyzakładowy Związek Zawodowy Pracowników Przestrzegających Prawa\nPracy\n\nZiemi Śląskiej reprezentowany przez:\n\nPan Tomasz Biernacki",{"bindId":165,"name":166,"text":167},"JOBTITLE_trigger","do Zakładowego Układu Zbiorowego Pracy d","do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittal\nPoland\n\nTaryfikator stanowisk i tabele zaszeregowania pracowników",{"bindId":169,"name":170,"text":171},"PAYSCALES_different_other_txt","§1 1.Taryfikatory ustalają hierarchię\u002Fra","§1\n\n1.Taryfikatory ustalają hierarchię\u002Frangę stanowisk pracy ze względu\nna:\n\n1)trudności wykonania zadań,\n\n2)kwalifikacje, teoretyczne - wykształcenie i praktyczne - staż pracy,\nwymagane do wyko¬nania tych zadań,\n\n3)wysiłek fizyczny i umysłowy,\n\n4)odpowiedzialność ciążącą na stanowisku,\n\n5)wpływ podejmowanych decyzji na działalność danej jednostki\norganizacyjnej i zakładu, które to kryteria traktowane są łącznie.\n\n2.Rangi stanowisk są jednakowe w całej spółce, bez względu na komórkę\norganizacyjną czy system pracy.",{"bindId":173,"name":174,"text":175},"PAYSCALES_different","11.1. Tabela wymagań kwalifikacyjnych - ","11.1. Tabela wymagań kwalifikacyjnych - stanowiska robotnicze\n\n",{"bindId":177,"name":178,"text":179},"jobclassifaction1","II. 2. Taryfikator stanowisk robotniczyc","II. 2. Taryfikator stanowisk robotniczych\n\n",{"bindId":181,"name":182,"text":183},"PAYSCALES_selected_period","III. Tabela zaszeregowania pracowników ","III. Tabela zaszeregowania pracowników\n\n",{"bindId":185,"name":166,"text":186},"ONCEONLY_trigger","do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittał\nPoland S.A\n\nZasady tworzenia i uruchamiania Funduszu Motywacyjnego i Funduszu Nagród\ndla pracowników ArcelorMittał Poland S. A.",{"bindId":188,"name":166,"text":189},"ONCERISE_trigger","do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittal\nPoland S.A.\n\nZasady naliczania i wypłacania świadczenia okolicznościowego zwanego",{"bindId":191,"name":166,"text":192},"sicknesspay","do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittal\nPoland S.A.\n\nZasady",{"bindId":194,"name":195,"text":196},"maxsicknesspay","pracownik, w okresie, o którym mowa w us","pracownik, w okresie, o którym mowa w ust.1., zachowuje prawo do 100%\nwynagrodzenia.\n\n3.Wynagrodzenie, o którym mowa w ust. 1. i ust.2. oblicza się według\nzasad obowiązujących przy ustalaniu podstawy wymiaru zasiłku chorobowego i\nwypłaca za każdy dzień niezdolności do pracy, nie wyłączając dni wolnych\nod pracy.",{"bindId":198,"name":199,"text":200},"sicknessmaxdays","4.Za czas niezdolności do pracy, o które","4.Za czas niezdolności do pracy, o której mowa w ust.1. i ust.2.,\ntrwającej łącznie dłużej niż 33 dni w ciągu roku kalendarzowego,\npracownikowi, a w przypadku pracownika, który ukończył 50 rok życia,\ntrwającej łącznie dłużej niż 14 dni w ciągu roku kalendarzowego,\nprzysługuje - z zastrzeżeniem ust. 5- zasiłek chorobowy na zasadach\nokreślonych w odrębnych przepisach.\n\n5.Pracownikowi posiadającemu okres zatrudnienia w Spółce powyżej 20 lat\npracy przysługuje wyrównanie zasiłku do 100 % podstawy wymiaru, określonej\nw przepisach powszechnie obowiązujących, począwszy od 34 dnia niezdolności\ndo pracy, a w przypadku pracownika, który ukończył 50 rok życia, począwszy\nod 15 dnia niezdolności do pracy.",{"bindId":202,"name":203,"text":204},"apprenticeships","3.Praktyka kierownicza, bądź praca na st","3.Praktyka kierownicza, bądź praca na stanowisku samodzielnym winna być\nrozumiana jako praktyka w danej specjalności bądź w danej branży.",{"bindId":206,"name":166,"text":207},"oncerise2_detail","do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittal\nPoland S.A.\n\nZasady przyznawania dodatku mistrzowskiego, brygadzistowskiego i\nwynagrodzenia z tytułu udziału w drużynach ratownictwa gazowego",{"bindId":209,"name":210,"text":211},"incidentalbonusamount1_1sec","liczba podległych pracowników Miesięczna","liczba\n        podległych pracowników\n      \n      Miesięczna kwota\n      \n    \n    \n      dodatku\n        w zł.\n      \n    \n    \n      do 5\n        pracowników\n      \n      100\n      \n    \n    \n      od 6 do\n        10 pracowników\n      \n      300\n      \n    \n    \n      od 11\n        do 20 pracowników\n      \n      400\n      \n    \n    \n      od 21\n        do 30 pracowników\n      \n      500\n      \n    \n    \n      od 31\n        do 40 pracowników\n      \n      700\n      \n    \n    \n      Od 41\n        do 50 pracowników\n      \n      800\n      \n    \n    \n      Powyżej 50 pracowników\n      \n      1000",{"bindId":213,"name":214,"text":215},"incidentalbonusamount1_2sec","2.Wysokość dodatku wynosi od 75 zł do 30","2.Wysokość dodatku wynosi od 75 zł do 300 zł.\n\n3.Wysokość dodatku proponuje kierownik komórki organizacyjnej, biorąc\npod uwagę:",{"bindId":217,"name":218,"text":219},"incidentalbonusamount1_3sec","1)0,50 zł\u002Fgodzinę - za gotowość do wykon","1)0,50 zł\u002Fgodzinę - za gotowość do wykonywania czynności ratownictwa\ngazowego,\n\noraz dodatkowo:","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>arcelor-mittal-2021 - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Data rozpoczęcia: → 2021-05-01\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                \u003Cdiv id=\"display-cbaratified\">Zatwierdzona przez: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Zatwierdzona na: → 2021-05-18\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nazwa sektora przemysłu: → Przetwórstwo przemysłowe\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nazwa sektora przemysłu: → Produkcja metali  \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            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nazwa firmy: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nazwy związków zawodowych: → \n\n                \n                    \n                    \u003Cspan>\n                        NSZZ - Niezalezny Samorzadny Zwiazek Zawodowy \"Solidarnosc\", WZZ - Wolny Związek Zawodowy \"Sierpień 80\", FZZ - Związek Zawodowy Inżynierów i Techników\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: → Nie\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: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Pracodawca dopłaca do funduszu szkoleniowego dla pracowników: → Nie\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            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maksymalne wynagrodzenie na czas choroby (za 6 miesięcy): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maksymalna liczba dni płatnego urlopu chorobowego: → 33 dni\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Przepisy dotyczące powrotu do pracy po długotrwałej chorobie, np. leczeniu raka: → Tak\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: → Tak\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: → Tak\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: → Tak\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: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Pomoc w czynnościach pogrzebowych: → Tak\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimalny wkład firmy w koszty pogrzebu \u002F pochówku: → PLN 75000.0\n            \u003C\u002Fdiv>\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: → Tak\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Ocena ryzyka związanego ze stanowiskiem pracy dla bezpieczeństwa i zdrowia kobiet w ciąży lub karmiących piersią: → Nie\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: → Nie\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Czas wolny na prenatalne badania lekarskie: → Nie\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Zakaz przesiewowych badań prenatalnych przed uregulowaniem stosunku zatrudnienia: → Nie\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Zakaz przesiewowych badań prenatalnych przed awansem: → Nie\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        \n         \n\n        \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            \u003Cdiv id=\"display-dayspweek\">\n                Liczba dni pracy w tygodniu: → 5.0\n            \u003C\u002Fdiv>\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            \n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Przepisy dotyczące elastycznych form pracy: → Tak\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 more than one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Zapewnienie, że płace minimalne określone przez ustawodawcę muszą być przestrzegane: → Tak\u003C\u002Fdiv>\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: →  %\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Jednorazowe dodatkowe wynagrodzenie za wyniki firmy: → Nie\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Jednorazowe dodatkowe wynagrodzenie ma miejsce: → 2021-05\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premia za pracę wieczorną lub w nocy\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premia za pracę w nocy: → Tak\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Premia za bycie w gotowości do pracy\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Premia za bycie w gotowości do pracy w niedziele: → Nie\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Premia za bycie w gotowości do pracy przez cały tydzień: → Tak\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premia za nadgodziny\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premia za nadgodziny: → 100 % podstawowego wynagrodzenia\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Dodatek za pracę społeczną\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Bony żywnościowe\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Zapewnienie bonów żywnościowych: → Tak\n            \u003C\u002Fdiv>\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: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[225],{"title":36,"slug":33},[227],{"type":228,"data":229},"call_to_action_body_block",{"title":230,"description":231,"variant":232,"link":233},"Porównaj umowy zbiorowe","Porównaj teksty umów zbiorowych z Polski między wszystkimi sektorami, tematami i krajami","dark",{"title":230,"url":234,"description":230,"rel":235,"type":236},"\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002Fporownaj-umowy-zbiorowe","follow","internal",[238],{"type":228,"data":239},{"title":230,"description":231,"variant":232,"link":240},{"title":230,"url":234,"description":230,"rel":235,"type":236},[],{"title":17,"seo_title":243,"description":7,"path":244,"redirect_url":7,"locale":18,"children":245},"WageIndicator Polska: Wynagrodzenia, płaca minimalna","\u002Fpl-pl",[246,329,358],{"title":20,"seo_title":247,"description":7,"path":248,"redirect_url":7,"locale":18,"children":249},"Praca w Polsce: Wynagrodzenia, płaca minimalna, warunki","\u002Fpl-pl\u002Fpraca-w-polsce",[250,254,258,276,325],{"title":251,"seo_title":251,"description":7,"path":252,"redirect_url":7,"locale":18,"children":253},"Płaca minimalna","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fplaca-minimalna",[],{"title":255,"seo_title":255,"description":7,"path":256,"redirect_url":7,"locale":18,"children":257},"Płaca wystarczająca na utrzymanie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fplaca-wystarczajaca-na-utrzymanie",[],{"title":259,"seo_title":8,"description":7,"path":260,"redirect_url":7,"locale":18,"children":261},"Wynagrodzenie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie",[262,267,272],{"title":263,"seo_title":264,"description":7,"path":265,"redirect_url":7,"locale":18,"children":266},"Sprawdź wynagrodzenie","Porównaj Zarobki","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fsprawdz",[],{"title":268,"seo_title":269,"description":7,"path":270,"redirect_url":7,"locale":18,"children":271},"Ankieta wynagrodzeń","Krótki Kwestionariusz Pracownika","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fankieta",[],{"title":273,"seo_title":273,"description":7,"path":274,"redirect_url":7,"locale":18,"children":275},"Wynagrodzenia V.I.P.ów","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fvip",[],{"title":277,"seo_title":278,"description":7,"path":279,"redirect_url":7,"locale":18,"children":280},"Prawo pracy","Prawo pracy: Umowy, płace, prawa prac.","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy",[281,285,289,293,297,301,305,309,313,317,321],{"title":282,"seo_title":8,"description":7,"path":283,"redirect_url":7,"locale":18,"children":284},"Zatrudnienie i Zarobki","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fzatrudnienie-i-zarobki",[],{"title":286,"seo_title":8,"description":7,"path":287,"redirect_url":7,"locale":18,"children":288},"Wynagrodzenie i czas pracy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fwynagrodzenie-i-czas-pracy",[],{"title":290,"seo_title":8,"description":7,"path":291,"redirect_url":7,"locale":18,"children":292},"Urlop Wypoczynkowy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Furlop-wypoczynkowy",[],{"title":294,"seo_title":8,"description":7,"path":295,"redirect_url":7,"locale":18,"children":296},"Umowy i zwolnienia","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fumowy-i-zwolnienia",[],{"title":298,"seo_title":8,"description":7,"path":299,"redirect_url":7,"locale":18,"children":300},"Obowiązki Rodzinne","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fobowiazki-rodzinne",[],{"title":302,"seo_title":8,"description":7,"path":303,"redirect_url":7,"locale":18,"children":304},"Macierzyństwo i Praca","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fmacierzynstwo-i-praca",[],{"title":306,"seo_title":8,"description":7,"path":307,"redirect_url":7,"locale":18,"children":308},"Zdrowie i Bezpieczeństwo Pracy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fzdrowie-i-bezpieczenstwo-pracy",[],{"title":310,"seo_title":8,"description":7,"path":311,"redirect_url":7,"locale":18,"children":312},"Praca i Niezdolność do Pracy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fpraca-i-niezdolnosc-do-pracy",[],{"title":314,"seo_title":8,"description":7,"path":315,"redirect_url":7,"locale":18,"children":316},"Świadczenia z Ubezpieczenia Społecznego","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fswiadczenia-z-ubezpieczenia-spolecznego",[],{"title":318,"seo_title":8,"description":7,"path":319,"redirect_url":7,"locale":18,"children":320},"Równe Traktowanie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Frowne-traktowanie",[],{"title":322,"seo_title":8,"description":7,"path":323,"redirect_url":7,"locale":18,"children":324},"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":326},[327],{"title":230,"seo_title":8,"description":7,"path":234,"redirect_url":7,"locale":18,"children":328},[],{"title":330,"seo_title":8,"description":7,"path":331,"redirect_url":7,"locale":18,"children":332},"Czym się zajmujemy","\u002Fpl-pl\u002Fczym-sie-zajmujemy",[333,337,343,348,353],{"title":334,"seo_title":8,"description":7,"path":335,"redirect_url":7,"locale":18,"children":336},"Dane i usługi","\u002Fpl-pl\u002Fczym-sie-zajmujemy\u002Fdane-i-uslugi",[],{"title":338,"seo_title":8,"description":7,"path":339,"redirect_url":340,"locale":341,"children":342},"Projekty","\u002Fpl-pl\u002Fczym-sie-zajmujemy\u002Fprojekty","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":344,"seo_title":8,"description":7,"path":345,"redirect_url":346,"locale":341,"children":347},"Wydarzenia","\u002Fpl-pl\u002Fczym-sie-zajmujemy\u002Fwydarzenia","\u002Fwhat-we-do\u002Fevents",[],{"title":349,"seo_title":8,"description":7,"path":350,"redirect_url":351,"locale":341,"children":352},"Publikacje","\u002Fpl-pl\u002Fczym-sie-zajmujemy\u002Fpublikacje","\u002Fwhat-we-do\u002Fpublications",[],{"title":354,"seo_title":8,"description":7,"path":355,"redirect_url":356,"locale":341,"children":357},"Aktualności i 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