[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002Farcelor-mittal_2017":3,"menu:\u002Fpl-pl:":212,"sites:htmlblocks":379,"subsites":1818,"cite-subsites":5381,"footer:root":5858,"suggested:root":5956,"cite-footer:root":5960},{"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,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":192,"content_type_view":193,"extra_breadcrumbs":194,"body":196,"body_blocks":207,"related_pages":211},4817,"baza-danych-umow-zbiorowych","Baza Danych Umów Zbiorowych",null,"","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych","collective_agreements.collectiveagreementoverview","pl_PL","\u002Fcms\u002Fpages\u002F4817\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Polska","pl-pl",{"title":18,"slug":19},"Praca w Polsce","praca-w-polsce",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"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":30,"clauses":41,"details":190,"translations":191},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"arcelor-mittal_2017","b4f8b9d4-c99b-11e9-86bf-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fpoland\u002Farcelor-mittal_2017\u002Farcelor-mittal_2017\u002F","Arcelor-Mittal","Arcelor-Mittal - 2011","Poland - Arcelor-Mittal - 2011","Arcelor-Mittal - 2011 - Przetwórstwo przemysłowe",{"name":39,"data":40},"ArcelorMittal_2017.html","\n              \n              \n              \u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>ArcelorMittal_2017\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>ZAKŁADOWY UKŁAD ZBIOROWY PRACY DLA PRACOWNIKÓW\u003C\u002Fh1>\n\n\u003Ch1>ArcelorMittal Polaid S.A.\u003C\u002Fh1>\n\n\u003Cp>Listopad 2017\u003C\u002Fp>\n\n\u003Cp>( uwzględnia zmiany wprowadzone Protokołem Dodatkowym nr 1\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>z dnia18.10.2011r., Protokołem Dodatkowym nr 2 z dnia 27.05.2015r.,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Protokołem Dodatkowym nr 3 z dnia 06.11.2015r., Protokołem Dodatkowym\u003C\u002Fp>\n\n\u003Cp>nr 4 z dnia 19.05.2016r. oraz Protokołem Dodatkowym\u003C\u002Fp>\n\n\u003Cp>nr 5 z dnia 11.09.2017r.)\u003C\u002Fp>\n\n\u003Ch2>Słowniczek\u003C\u002Fh2>\n\n\u003Cp>Ilekroć w Układzie jest mowa o:\u003C\u002Fp>\n\n\u003Cp>1.Układzie - należy przez to rozumieć Zakładowy Układ Zbiorowy Pracy\ndla pracowników ArcelorMittal Poland S.A.\u003C\u002Fp>\n\n\u003Cp>2.Spółce - należy przez to rozumieć ArcelorMittal Poland S.A.\u003C\u002Fp>\n\n\u003Cp>3.Pracodawcy - należy przez to rozumieć zgodnie z art. 3 Kodeksu Pracy,\nArcelorMittal Poland S.A.\u003C\u002Fp>\n\n\u003Cp>4.Organizacjach Związkowych - należy przez to rozumieć Organizacje\nZwiązkowe działa-jące w Spółce, będące Stroną Układu.\u003C\u002Fp>\n\n\u003Cp>5.Regulaminie Pracy - należy przez to rozumieć Regulamin Pracy dla\npracowników ArcelorMittal Poland S.A.\u003C\u002Fp>\n\n\u003Cp>6.Przepisach odrębnych - należy przez to rozumieć ustawowe przepisy prawa\npracy oraz przepisy wykonawcze wydane na ich podstawie określające obowiązki\ni uprawnienia pracownicze w ramach stosunku pracy na odmiennych zasadach niż\nUstawa - Kodeks pracy i przepisy wykonawcze do Kodeksu pracy.\u003C\u002Fp>\n\n\u003Cp>7.Prawie pracy - rozumie się przez to przepisy Kodeksu pracy oraz przepisy\ninnych ustaw i aktów wykonawczych, określające prawa i obowiązki\npracowników i pracodawców,\u003C\u002Fp>\n\n\u003Cp>a także postanowienia układów zbiorowych pracy i innych opartych na\nustawie porozumień zbiorowych, regulaminów określających prawa i obowiązki\nstron stosunku pracy.\u003C\u002Fp>\n\n\u003Cp>8.Bezpośredni przełożony - należy rozumieć osobę, która zgodnie z\nzakresem zadań i obowiązków jest uprawniona wydawać polecenia służbowe,\noceniać pracę pracownika, w tym wielkość jego pracy oraz przestrzeganie\nprzez pracownika przepisów BHP.\u003C\u002Fp>\n\n\u003Cp>9.Dniach wolnych od pracy - należy przez to rozumieć niedziele, święta,\nsoboty oraz inne dni wyznaczone jako dni wolne od pracy w zamian za soboty.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_government\">\u003Cp>10.Minimalnym wynagrodzeniu gwarantowanym Układem - należy przez to\nrozumieć 115% minimalnego wynagrodzenie za pracę, określonego na podstawie\nUstawy z dnia 10.10.2002r. o minimalnym wynagrodzeniu za pracę ( Dz. U. z\n2002r. Nr 200, poz. 1679, z późn. zm.).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>11.Stawce wynagrodzenia zasadniczego - należy przez to rozumieć\nwynagrodzenie pracownika wynikające z jego osobistego zaszeregowania w\nrozumieniu Kodeksu pracy.\u003C\u002Fp>\n\n\u003Cp>12.Pozostawanie w zatrudnieniu - należy rozumieć pozostawanie w stosunku\npracy, za okres którego przysługuje wynagrodzenie lub zasiłek z\nubezpieczenia społecznego.\u003C\u002Fp>\n\n\u003Ch2>Rozdział I Postanowienia wstępne\u003C\u002Fh2>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>Układ określa warunki i zasady zatrudniania, wynagradzania pracowników,\nwzajemne\u003C\u002Fp>\n\n\u003Cp>prawa i obowiązki stron stosunku pracy oraz stron Układu i inne\nświadczenia związane\u003C\u002Fp>\n\n\u003Cp>z właściwościami pracy, nie uregulowane w przepisach prawa pracy w\nsposób\u003C\u002Fp>\n\n\u003Cp>bezwzględnie obowiązujący.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>Postanowieniami Układu nie są objęci:\u003C\u002Fp>\n\n\u003Cp>1)członkowie Zarządu Spółki,\u003C\u002Fp>\n\n\u003Cp>2)Dyrektorzy i ich Zastępcy, Kierownicy, Szefowie oraz Główni\nSpecjaliści - zgodnie z decyzją Pracodawcy, w ilości nie większej niż 150\nosób.\u003C\u002Fp>\n\n\u003Cp>3)pracownicy młodociani zatrudnieni w celu przygotowania zawodowego.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>1.Ze względu na sytuację finansową pracodawcy strony układu zakładowego\nmogą zawrzeć porozumienie o zawieszeniu stosowania u danego pracodawcy, w\ncałości lub w części, tego układu oraz układu ponadzakładowego bądź\njednego z nich, na okres nie dłuższy niż 3 lata. W razie gdy u pracodawcy\nobowiązuje jedynie układ ponadzakładowy, porozumienie o zawieszeniu\nstosowania tego układu lub niektórych jego postanowień mogą zawrzeć strony\nuprawnione do zawarcia układu zakładowego.\u003C\u002Fp>\n\n\u003Cp>2.Porozumienie, o którym mowa w pkt.1.podlega zgłoszeniu do rejestru\nodpowiednio układów zakładowych lub układów ponadzakładowych.\u003C\u002Fp>\n\n\u003Cp>Ponadto informację o zawieszeniu stosowania układu ponadzakładowego\nstrony porozumienia przekazują stronom tego układu.\u003C\u002Fp>\n\n\u003Cp>3.W zakresie i przez czas określony w porozumieniu, o którym mowa w pkt.1.\nnie stosuje się z mocy prawa wynikających z układu ponadzakładowego oraz z\nukładu zakładowego warunków umów o pracę i innych aktów stanowiących\npodstawę nawiązania stosunku pracy.\u003C\u002Fp>\n\n\u003Ch2>Rozdział II Warunki oraz zasady zawierania i rozwiązywania umów o\npracę\u003C\u002Fh2>\n\n\u003Ch3>Dział 1 Zawieranie umów o pracę\u003C\u002Fh3>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>Umowę o pracę zawiera się zgodnie z Kodeksem pracy i postanowieniami\nUkładu.\u003C\u002Fp>\n\n\u003Cp>§ 5\u003C\u002Fp>\n\n\u003Cp>Umowa o pracę jest podstawą nawiązania stosunku pracy, będącego ze\nstrony pracownika zobowiązaniem do wykonywania pracy określonego rodzaju na\nrzecz Pracodawcy i pod jego kierownictwem oraz w miejscu i czasie wyznaczonym\nprzez Pracodawcę, a ze strony Pracodawcy jest zobowiązaniem do zatrudniania\npracownika za wynagrodzeniem.\u003C\u002Fp>\n\n\u003Cp>§ 6\u003C\u002Fp>\n\n\u003Cp>Umowa o pracę zawierana jest na piśmie i doręczona pracownikowi\nnajpóźniej w dniu rozpoczęcia pracy.\u003C\u002Fp>\n\n\u003Cp>§ 7\u003C\u002Fp>\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\u003Cp>7)dodatkowe informacje wynikające z rodzaju pracy - stanowiska pracy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>§ 8\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1.W przypadku okresowej zmiany stałego miejsca wykonywania pracy, będącej\nkonsekwencją 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>\n\n\u003Cp>§ 9\u003C\u002Fp>\n\n\u003Cp>Integralną częścią umowy o pracę jest zakres zadań i obowiązków\npracownika na danym stanowisku wraz z informacją o zagrożeniach dla zdrowia i\nżycia występujących na tym stanowisku.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>§ 10\u003C\u002Fp>\u003C\u002Fdiv>\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 - nie dłuższy niż 12 miesięcy, a w przypadkach\nszczególnych w odniesieniu do stanowisk wymagających dłuższego okresu\nprzeszkolenia w celu wykonywania zawodu, jednorazowo na okres nie dłuższy\nniż 24 miesięcy.\u003C\u002Fp>\n\n\u003Cp>3)czas wykonania określonej pracy.\u003C\u002Fp>\n\n\u003Cp>3.Każda z umów, o których mowa, w ust. 1, może być poprzedzona umową o\npracę na okres próbny, nie przekraczający 3 miesięcy.\u003C\u002Fp>\n\n\u003Cp>4.Zawarcie kolejnej umowy o pracę na czas określony jest równoznaczne w\nskutkach prawnych z zawarciem umowy o pracę na czas nieokreślony, jeżeli\nstrony poprzednio dwukrotnie zawarły umowę na czas określony na\nnastępujące po sobie okresy, o ile przerwa między rozwiązaniem poprzedniej\na nawiązaniem kolejnej umowy o pracę nie przekroczyła jednego miesiąca.\u003C\u002Fp>\n\n\u003Cp>5.Okres zatrudnienia na podstawie umowy o pracę na czas określony, a\ntakże łączny okres zatrudnienia na podstawie kolejnych umów o pracę na\nczas określony między tymi samymi stronami stosunku pracy, nie może\nprzekraczać 24 miesięcy.\u003C\u002Fp>\n\n\u003Cp>§ 11\u003C\u002Fp>\n\n\u003Cp>1.W przypadkach uzasadnionych potrzebami Spółki pracownikowi powierza się\ninną pracę na zasadach określonych w Kodeksie pracy.\u003C\u002Fp>\n\n\u003Cp>2.Do wypowiedzenia wynikających z umowy warunków pracy i płacy, stosuje\nsię w zakresie okoliczności przepisy Kodeksu pracy a w zakresie okresów\nwypowiedzenia\u003C\u002Fp>\n\n\u003Cp>§ 14 i § 17 ust. 2 niniejszego Rozdziału.\u003C\u002Fp>\n\n\u003Cp>3.Wypowiedzenie dotychczasowych warunków pracy i płacy nie jest wymagane w\nrazie powierzenia pracownikowi, w przypadkach uzasadnionych potrzebami\npracodawcy innej pracy niż określona w umowie o pracę na okres nie\nprzekraczający 3 miesięcy w roku kalendarzowym, jeżeli nie powoduje to\nobniżenia wynagrodzenia i odpowiada kwalifikacjom pracownika.\u003C\u002Fp>\n\n\u003Ch3>Dział 2 Rozwiązywanie umów o pracę\u003C\u002Fh3>\n\n\u003Cp>§ 12\u003C\u002Fp>\n\n\u003Cp>Rozwiązanie umowy o pracę następuje:\u003C\u002Fp>\n\n\u003Cp>1)na mocy porozumienia stron,\u003C\u002Fp>\n\n\u003Cp>2)przezoświadczeniejednejzestronz zachowaniemokresuwypowiedzenia\u003C\u002Fp>\n\n\u003Cp>(rozwiązanie umowy o pracę za wypowiedzeniem),\u003C\u002Fp>\n\n\u003Cp>3)przezoświadczeniejednejzestronbez zachowaniaokresuwypowiedzenia\u003C\u002Fp>\n\n\u003Cp>(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\u003Cp>5)z dniem ukończenia pracy, dla której wykonania była zawarta.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>§ 13\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1.W okresie wypowiedzenie 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\u003Cp>2.Okres wypowiedzenia umowy o pracę zawartej na okres próbny wynosi:\u003C\u002Fp>\n\n\u003Cp>1)3 dni robocze - jeżeli okres próbny nie przekracza 2 tygodni,\u003C\u002Fp>\n\n\u003Cp>2)1 tydzień - jeżeli okres próbny jest dłuższy niż 2 tygodnie,\u003C\u002Fp>\n\n\u003Cp>3)2 tygodnie - jeżeli okres próbny wynosi 3 miesiące.\u003C\u002Fp>\n\n\u003Cp>3.Przy zawieraniu umowy o pracę na czas określony, dłuższy niż 6\nmiesięcy, strony mogą przewidzieć dopuszczalność wcześniejszego\nrozwiązania tej umowy za dwutygodniowym okresem wypowiedzenia.\u003C\u002Fp>\n\n\u003Cp>§ 14\u003C\u002Fp>\n\n\u003Cp>1.Okres wypowiedzenia umowy o pracę zawartej na czas nie określony jest\nuzależniony od okresu zatrudnienia u danego 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\nmiesięcy,\u003C\u002Fp>\n\n\u003Cp>3) 3 miesiące - jeżeli pracownik był zatrudniony, co najmniej 3 lata, z\nzastrzeżeniem ust.2.\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. 23 Kodeksu\npracy,\u003C\u002Fp>\n\n\u003Cp>2)z mocy odrębnych przepisów nowy pracodawca jest następcą prawnym w\nstosunkach pracy nawiązanych przez pracodawcą poprzednio zatrudniającego\ntego pracownika.\u003C\u002Fp>\n\n\u003Cp>§ 15\u003C\u002Fp>\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 lub rozwiązaniu umowy o pracę\nbez wypowiedzenia powinny być wskazane:\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 na\nczas określony, na czas wykonania określonej pracy oraz na okres próbny.\u003C\u002Fp>\n\n\u003Cp>§ 16\u003C\u002Fp>\n\n\u003Cp>W przypadku wypowiedzenia umowy o pracę, pracodawca jest obowiązany na\nwniosek pracownika skrócić okres wypowiedzenia co najmniej do odpowiedniego\nwymiaru określonego w Kodeksie pracy, o ile nie ustalono wcześniejszego\nterminu rozwiązania umowy o pracę na podstawie art. 36 § 6 Kodeksu pracy.\u003C\u002Fp>\n\n\u003Ch3>Dział 3 Rozwiązywanie umów o pracę z przyczyn leżących po stronie\npracodawcy\u003C\u002Fh3>\n\n\u003Cp>§ 17\u003C\u002Fp>\n\n\u003Cp>1.W przypadku rozwiązania stosunku pracy z przyczyn niedotyczących\npracowników, stosuje się postanowienia Ustawy z dnia 13 marca 2003r. o\nszczególnych zasadach rozwiązywania z pracownikami stosunków pracy z\nprzyczyn niedotyczących pracowni-ków (Dz. U. nr 90 z 2003r. poz. 844).\u003C\u002Fp>\n\n\u003Cp>2.W przypadku wypowiedzenia umowy o pracę z przyczyn niedotyczących\npracowników, okres wypowiedzenia umowy o pracę zawartej na czas nie\nokreślony jest uzależniony od okresu zatrudnienia u danego Pracodawcy i\nwynosi:\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\nmiesięcy,\u003C\u002Fp>\n\n\u003Cp>3)3 miesiące - jeżeli pracownik był zatrudniony, co najmniej 3 lata,\u003C\u002Fp>\n\n\u003Cp>4)4 miesiące - jeżeli pracownik był zatrudniony co najmniej 10 lat,\u003C\u002Fp>\n\n\u003Cp>5)5 miesięcy - jeżeli pracownik był zatrudniony co najmniej 20 lat, z\nzastrzeżeniem 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. 23 Kodeksu\npracy,\u003C\u002Fp>\n\n\u003Cp>2)na mocy odrębnych przepisów nowy pracodawca jest następcą prawnym w\nstosunkach pracy nawiązanych przez pracodawcą poprzednio zatrudniającego\ntego pracownika.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>Rozdział III Czas pracy\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>§ 18\u003C\u002Fp>\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\u003Cp>§ 19\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" 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>\u003C\u002Fdiv>\n\n\u003Cp>§ 20\u003C\u002Fp>\n\n\u003Cp>1.Obowiązujący pracownika wymiar czasu pracy w przyjętym okresie\nrozliczeniowym, ustalany zgodnie z art. 129 § 1kp, oblicza się:\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.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 po-siłku. Przerwa, o której mowa powyżej nie\nmoże przekroczyć 30 minut, zgodnie z elektroniczną ewidencją czasu\npracy.\u003C\u002Fp>\n\n\u003Cp>§ 21\u003C\u002Fp>\n\n\u003Cp>1.Czas pracy pracującego w nocy nie może przekraczać 8 godzin na dobę,\njeżeli wykonuje prace szczególne niebezpieczne albo związane z dużym\nwysiłkiem fizycznym lub umysłowym.\u003C\u002Fp>\n\n\u003Cp>2.Przepis ust.1. nie dotyczy:\u003C\u002Fp>\n\n\u003Cp>1)pracowników zarządzających w imieniu pracodawcy zakładem pracy,\u003C\u002Fp>\n\n\u003Cp>2)przypadków konieczności prowadzenia akcji ratowniczej w celu ochrony\nżycia lub zdrowia ludzkiego, ochrony mienia lub środowiska albo usunięcia\nawarii.\u003C\u002Fp>\n\n\u003Cp>§ 22\u003C\u002Fp>\n\n\u003Cp>1.Praca wykonywana ponad normy czasu pracy, o których mowa w §18, 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 tylko 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\u003Cp>§ 23\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 co najmniej\ncztery brygady, pracujące w układzie co najmniej 3 zmian w ciągu doby,\nzgodnie z następującym rozkładem 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>\n\n\u003Cp>§ 24\u003C\u002Fp>\n\n\u003Cp>Czas pracy pracowników jednostki ratowniczo - gaśniczej oraz ratownictwa\ngazowego w Służbie Ochrony Przeciwpożarowej i Ratownictwa Gazowego\nokreślony jest w Regulaminie Pracy\u003C\u002Fp>\n\n\u003Cp>§ 25\u003C\u002Fp>\n\n\u003Cp>W przypadku zatrudniania pracownika w dniu, który według rozkładu czasu\npracy jest dla niego dniem wolnym od pracy, pracownikowi przysługuje inny\ndzień wolny od pracy udzielony w ramach danego okresu rozliczeniowego w\nuzgodnionym z pracownikiem terminie.\u003C\u002Fp>\n\n\u003Cp>§ 26\u003C\u002Fp>\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\u003Ch2>Rozdział IV Zasady i warunki wynagradzania za pracę\u003C\u002Fh2>\n\n\u003Cp>§ 27\u003C\u002Fp>\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\u003Cp>2.Do podstawowych czynników kształtujących wynagrodzenie za pracę\nnależą:\u003C\u002Fp>\n\n\u003Cp>1)ilość i jakość świadczonej pracy\u003C\u002Fp>\n\n\u003Cp>2)rodzaj wykonywanej pracy,\u003C\u002Fp>\n\n\u003Cp>3)wymagane kwalifikacje teoretyczne i praktyczne,\u003C\u002Fp>\n\n\u003Cp>4)wysiłek fizyczny i umysłowy,\u003C\u002Fp>\n\n\u003Cp>5)wpływ podejmowanych decyzji na działalność jednostki\norganizacyjnej,\u003C\u002Fp>\n\n\u003Cp>6)stopień uciążliwości oraz warunki w jakich praca jest wykonywana.\u003C\u002Fp>\n\n\u003Cp>§ 28\u003C\u002Fp>\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 Personalny, lub osoba przez niego upoważniona, na wniosek\nprzełożonego odpowiedniego szczebla.\u003C\u002Fp>\n\n\u003Cp>§ 29\u003C\u002Fp>\n\n\u003Cp>1.Pracownicy mogą być wynagradzani według następujących systemów\npłac:\u003C\u002Fp>\n\n\u003Cp>1)czasowo - premiowego,\u003C\u002Fp>\n\n\u003Cp>2)czasowego,\u003C\u002Fp>\n\n\u003Cp>3)ryczałtowego,\u003C\u002Fp>\n\n\u003Cp>4)innych systemów w zależności od potrzeb Spółki.\u003C\u002Fp>\n\n\u003Cp>2.Wynagrodzenie pracowników określone jest płacą miesięczną.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>§ 30\u003C\u002Fp>\n\n\u003Cp>1.Wynagrodzenie pracownika za przepracowany pełny miesięczny wymiar czasu\npracy nie może być niższe od minimalnego wynagrodzenia gwarantowanego\nUkładem.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Postanowienia ust. 1, może nie być stosowane wobec pracowników\nzatrudnionych przez okres krótszy niż 18 miesięcy.\u003C\u002Fp>\n\n\u003Cp>§ 31\u003C\u002Fp>\n\n\u003Cp>1.Strony układu przystępują do negocjacji zmiany płac pracowników,\nstosownie do potrzeb i założeń polityki kadrowo-płacowej z uwzględnieniem\nmożliwości finansowych oraz wyników gospodarczych Spółki.\u003C\u002Fp>\n\n\u003Cp>2.Ostateczną wielkość tego przyrostu oraz okres jego obowiązywania,\nStrony zobowiązują się ustalić w IV kwartale roku poprzedzającego dany\nokres lub w innym uzgodnionym przez siebie terminie.\u003C\u002Fp>\n\n\u003Cp>3.Wzrost płac zasadniczych dla pracowników realizowany jest w ramach\nfunduszu określonego w ust. 1 metodą uzgodnioną przez strony.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>§ 32\u003C\u002Fp>\u003C\u002Fdiv>\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\u003Cp>§ 33\u003C\u002Fp>\n\n\u003Cp>1.W przypadku trwałej zmiany rodzaju wykonywanej pracy i związanej z tym\nkonieczności przeszkolenia w nowym zawodzie, pracownik otrzymuje za okres\nprzeszkolenia wynagrodzenie obliczone jak za urlop wypoczynkowy.\u003C\u002Fp>\n\n\u003Cp>2.Okres przeszkolenia trwa do trzech miesięcy, a w przypadku konieczności\nosiągnięcia specjalnych kwalifikacji może być przedłużony do dwunastu\nmiesięcy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>§ 34\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1.Z uwzględnieniem ust.3., pracownikowi zatrudnionemu na zmianie nocnej\nprzysługuje, za każdą godzinę pracy w porze nocnej, tj. w godzinach od 2200\ndo 600, dodatek w wysokości 3,58zł. Dodatek, o którym mowa powyżej:\u003C\u002Fp>\n\n\u003Cp>1)waloryzowany jest corocznie, począwszy od 1 stycznia każdego roku,\u003C\u002Fp>\n\n\u003Cp>o\u003C\u002Fp>\n\n\u003Cp>2)nie może być niższy niż obliczony zgodnie z art. 151 kp.\u003C\u002Fp>\n\n\u003Cp>2.Waloryzacja dodatku za pracę w porze nocnej polega na porównaniu\nśredniej płacy zasadniczej pracowników zatrudnionych w systemie\ntrzyzmianowym i 4BOP z dwóch ostatnich lat poprzedzających waloryzację - wg\nstanu na 31 grudnia danego roku i w przypadku, gdy wielkość ta jest\ndodatnia:\u003C\u002Fp>\n\n\u003Cp>1)ustaleniu kwoty odpowiadającej 20% różnicy wynikającej z porównania\nśrednich płac zasadniczych z okresów o których mowa w pkt. 1,\u003C\u002Fp>\n\n\u003Cp>2)dodaniu do aktualnego zmianowego dodatku za pracę w porze nocnej, kwoty\nbędącej ilorazem kwoty, o której jest mowa w pkt. 2 powyżej i\nśredniomiesięcznego nominalnego czasu pracy w roku kalendarzowym, w którym\nustala się waloryzację.\u003C\u002Fp>\n\n\u003Cp>3.Dla pracowników zatrudnionych w systemie pracy zmianowej i równoważnym\nczasie pracy, dodatek, o którym mowa w ust.1., zawarty jest w zmianowym\ndodatku kwotowym, określonym w pkt.5. załącznika nr 2 do układu.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>§ 35\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetxt\">\u003Cp>§ 36\u003C\u002Fp>\u003C\u002Fdiv>\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\u003Cp>§ 37\u003C\u002Fp>\n\n\u003Cp>1.Pracownikowi pełniącemu funkcję brygadzisty przysługuje dodatek\nbrygadzistowski, zwany dalej w niniejszym paragrafie „dodatkiem”.\u003C\u002Fp>\n\n\u003Cp>2.Dodatek wynosi od 50 do 250 zł miesięcznie.\u003C\u002Fp>\n\n\u003Cp>3.Wysokość dodatku proponuje kierownik komórki organizacyjnej, biorąc\npod uwagę:\u003C\u002Fp>\n\n\u003Cp>1)zakres i złożoność prac wykonywanych przez brygadę,\u003C\u002Fp>\n\n\u003Cp>2)ilość wszystkich pracowników w brygadzie,\u003C\u002Fp>\n\n\u003Cp>3)stopień uciążliwości występujących warunków pracy.\u003C\u002Fp>\n\n\u003Cp>4.Decyzję o wysokości dodatku podejmuje Dyrektor Personalny lub osoba\nprzez niego upoważniona, na wniosek Dyrektora Oddziału\u002FZakładu.\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, spowodowanej urlopem lub chorobą, biorąc pod uwagę\nsytuację związaną z koniecznością koordynowania prac oraz zapewnienia\nwłaściwego nadzoru nad podległymi pracownikami, kierownik danej jednostki\norganizacyjnej składa do Biura Kadr, Wynagrodzeń i Świadczeń - we wzajemnie\nuzgodnionej formie, informację dotyczącą okresowego powierzenia innemu\nPracownikowi funkcji brygadzisty.\u003C\u002Fp>\n\n\u003Cp>Kopia powyższej informacji doręczana jest pracownikowi pełniącemu\nzastępstwo.\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.\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>§ 38\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\u003Cp>1)0,40 zł\u002Fgodzinę - za gotowość do wykonywania czynności ratownictwa\ngazowego, oraz dodatkowo:\u003C\u002Fp>\n\n\u003Cp>2)0,80 zł\u002Fgodzinę - dla prac lub czynności wykonywanych w II stopniu\nzagrożenia gazowego,\u003C\u002Fp>\n\n\u003Cp>3)1,20 zł\u002Fgodzinę - dla prac lub czynności wykonywanych w I stopniu\nzagrożenia gazowego.\u003C\u002Fp>\n\n\u003Cp>2.Kwalifikacji do poszczególnych stopni zagrożenia gazowego, o których\nmowa w ust.1, dokonuje Dyrektor Biura BHP i Ochrony w uzgodnieniu z Dyrektorem\nBiura Kadr\u003C\u002Fp>\n\n\u003Cp>i Relacji Społecznych, po zasięgnięciu opinii Społecznej Inspekcji\nPracy.\u003C\u002Fp>\n\n\u003Cp>3.Organizację, zadania i obowiązki drużyn ratownictwa gazowego na terenie\nOddziałów określają odrębnie ustalone przepisy.\u003C\u002Fp>\n\n\u003Cp>§ 39\u003C\u002Fp>\n\n\u003Cp>W przypadku, gdy obowiązki wynikające z umowy o pracę, a określone w\nzakresie czynności 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\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział V Zasady wypłaty innych świadczeń związanych z pracą\u003C\u002Fh2>\n\n\u003Cp>§ 40\u003C\u002Fp>\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.Pracodawca, biorąc pod uwagę warunki finansowo-produkcyjno-usługowe,\norganizacyjne i techniczne w Spółce, ustala w uzgodnieniu z Organizacjami\nZwiązkowymi zasady tworzenia funduszu motywacyjnego, uwzględniające w\nszczególności:\u003C\u002Fp>\n\n\u003Cp>1)realizację zadań przez poszczególne jednostki i komórki\norganizacyjne,\u003C\u002Fp>\n\n\u003Cp>2)wykonywanie zadań w zakresie efektywności gospodarowania,\u003C\u002Fp>\n\n\u003Cp>3)osiąganie korzystnych wyników ekonomiczno - finansowych.\u003C\u002Fp>\n\n\u003Cp>§ 41\u003C\u002Fp>\n\n\u003Cp>Fundusz motywacyjny tworzy się w ramach osobowego funduszu wynagrodzeń z\nprzeznaczeniem na:\u003C\u002Fp>\n\n\u003Cp>1)fundusz nagród,\u003C\u002Fp>\n\n\u003Cp>2)fundusz premiowy i dodatkowy fundusz motywacyjny - uruchamiany wg zasad\nokreślonych w Załączniku nr 7 do Układu,\u003C\u002Fp>\n\n\u003Cp>3)dodatek mistrzowski - uruchamiany wg zasad określonych w Załączniku nr\n8 do Układu.\u003C\u002Fp>\n\n\u003Cp>§ 42\u003C\u002Fp>\n\n\u003Cp>Fundusz nagród, o którym mowa w §41, 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>§ 43\u003C\u002Fp>\n\n\u003Cp>Ponadto pracownikowi Spółki przysługuje:\u003C\u002Fp>\n\n\u003Cp>1)dodatkowe specjalne wynagrodzenie zwane \"Kartą Hutnika”, oraz\ntradycyjny dodatek z okazji obchodów \"Dnia Hutnika” - wypłacane zgodnie z\nzasadami wypłacania specjalnego wynagrodzenia zwanego „Kartą Hutnika” -\nstanowiącymi Załącznik Nr 3 do Układu\u003C\u002Fp>\n\n\u003Cp>2)jednorazowa odprawa emerytalno - rentowa, której zasady obliczania i\nwypłacania określa Załącznik Nr 4 do Układu,\u003C\u002Fp>\n\n\u003Cp>3)nagroda jubileuszowa, której zasady obliczania i wypłacania określa\nZałącznik Nr 5 do Układu,\u003C\u002Fp>\n\n\u003Cp>4)wynagrodzenie lub dodatkowe świadczenie w przypadku niezdolności do\npracy spowodowanej chorobą, wg zasad określonych w Załączniku nr 6 do\nUkładu,\u003C\u002Fp>\n\n\u003Cp>§ 44\u003C\u002Fp>\n\n\u003Cp>1.Pracownikowi pełniącemu funkcję zakładowego społecznego inspektora\npracy przysługuje wynagrodzenie - ustalone zgodnie z odrębnymi przepisami\nprawa, oraz zasadami ustalonymi przez strony.\u003C\u002Fp>\n\n\u003Cp>2.W przypadku zmiany przepisów stanowiących podstawę do wypłaty\nwynagrodzenia, o którym mowa w ust. 1, zasady jego przyznawania i wypłacania\nzostaną zmienione w porozumieniu z zakładowymi organizacjami związkowymi.\u003C\u002Fp>\n\n\u003Cp>§ 45\u003C\u002Fp>\n\n\u003Cp>1.W przypadku powierzenia pracownikowi pracy na stanowisku niżej\nwynagradzanym\u003C\u002Fp>\n\n\u003Cp>od jego stanowiska pracy (zastępstwo) za wykonaną pracę pracownik\notrzymuje 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\nktórego\u003C\u002Fp>\n\n\u003Cp>w 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, Wynagrodzeń i Świadczeń - we wzajemnie\nuzgodnionej formie, informację dotyczącą powierzenia pracownikowi pełnienia\nzastępstwa.\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 8 do ZUZP.\u003C\u002Fp>\n\n\u003Ch2>Rozdział VI Urlopy pracownicze\u003C\u002Fh2>\n\n\u003Cp>§ 46\u003C\u002Fp>\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 kierow¬nik jednostki organizacyjnej w uzgodnieniu ze związkami\nzawodowymi danej jednostki organizacyjnej biorąc pod uwagę wnioski\npracowników i konieczność 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>§ 47\u003C\u002Fp>\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 rozwiązaniem 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 Kp Natomiast nie stosuje się\nprzepisów art. 155 § 1 pkt. 1 Kp.\u003C\u002Fp>\n\n\u003Cp>3.Postanowienia ust. 1 i 2 stosuje się odpowiednio do pracowników, z\nktórymi rozwiązano stosunek pracy z przyczyn dotyczących Spółki\nwynikających z ograniczenia zdolności produkcyjnych, zmian technologicznych\nlub organizacyjnych, a także likwidacji stanowisk, oddziałów lub komórek\norganizacyjnych i którzy spełniają warunki uprawniające ich do przejścia\nna świadczenia przedemerytalne.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch2>Rozdział VII Obowiązki Pracodawcy\u003C\u002Fh2>\n\n\u003Cp>§ 48\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpayamount\">\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\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 odszkodowanie w wysokości 50 000zł (\npięćdziesiąt tysięcy złotych) w terminie 30 dni od zgłoszenia wniosku,\nniezależnie od innych świadczeń wynikających z przepisów prawa.\u003C\u002Fp>\n\n\u003Cp>Odszkodowanie, o którym mowa powyżej, wypłacane jest małżonkowi\npracownika oraz innym członkom rodziny spełniającym warunki wymagane do\nuzyskania renty rodzinnej w myśl przepisów o ubezpieczeniu społecznym\npracowników i ich rodzin.\u003C\u002Fp>\n\n\u003Cp>0sposobie podziału odszkodowania pomiędzy uprawnione osoby decyduje\npracodawca.\u003C\u002Fp>\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\u003C\u002Fp>\n\n\u003Cp>1całkowitą 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\u003Cp>§ 49\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1.Pracodawca jest obowiązany do zorganizowania lub utworzenia stanowisk\npracy chronionej , przeznaczonych w szczególności dla:\u003C\u002Fp>\n\n\u003Cp>1)kobiet w ciąży,\u003C\u002Fp>\n\n\u003Cp>2)pracowników z ograniczeniami zdrowotnymi,\u003C\u002Fp>\n\n\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>2W 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>\n\n\u003Cp>§ 50\u003C\u002Fp>\n\n\u003Cp>Wynagrodzenie za pracę wypłacane jest w formie przelewu na rachunek\noszczędnościowy wskazany przez pracownika, przy zachowaniu zasady, że\nwynagrodzenie jest dostępne dla pracownika najpóźniej w dniu wypłaty.\u003C\u002Fp>\n\n\u003Cp>§ 51\u003C\u002Fp>\n\n\u003Cp>1.Jeśli wskutek wypadku przy pracy, choroby zawodowej lub stwierdzenia u\npracownika objawów wskazujących na powstanie choroby zawodowej pracownik\nstał się niezdolny do wykonywania dotychczasowej pracy, a stan jego zdrowia\numożliwia wykonywanie innej pracy, pracodawca jest obowiązany zatrudnić\npracownika 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 pracownikowi dodatku wyrównawczego gwarantującego poprzedni\npoziom wynagrodzenia.\u003C\u002Fp>\n\n\u003Cp>W przypadku pracowników, którzy otrzymują rentę inwalidzką\npostanowienie, o którym mowa w zdaniu pierwszym, stosuje się przez okres nie\ndłuższy niż 6 miesięcy.\u003C\u002Fp>\n\n\u003Cp>§ 52\u003C\u002Fp>\n\n\u003Cp>1.Jeżeli pracownik w wyniku wypadku przy pracy lub choroby zawodowej\nprzechodzi na rentę inwalidzką i nie świadczy pracy, pracodawca jest\nobowiązany do wypłacania dodatkowego świadczenia pieniężnego w wysokości\nstanowiącej różnicę pomiędzy dotychczas otrzymywanym wynagrodzeniem -\nobliczanym jak ekwiwalent za urlop wypoczynkowy - a otrzymywanym świadczeniem\nrentowym.\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\u003Cp>§ 53\u003C\u002Fp>\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>\n\n\u003Cp>§ 54\u003C\u002Fp>\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\u003Cp>§ 55\u003C\u002Fp>\n\n\u003Cp>Pracodawca zapewni bezpłatne korzystanie z komunikacji\nwewnątrzoddziałowej, utrzymywanej przez Spółkę w zależności od\npotrzeb.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>Rozdział VIII Zasady BHP\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Cp>§ 56\u003C\u002Fp>\n\n\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>\n\n\u003Cp>§ 57\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca jest obowiązany zapewnić pracownikom sprawnie funkcjonujący\nsystem pierwszej pomocy w razie wypadku oraz środki do udzielania pierwszej\npomocy.\u003C\u002Fp>\n\n\u003Cp>W szczególności pracodawca powinien zapewnić:\u003C\u002Fp>\n\n\u003Cp>1)punkty pierwszej pomocy w komórkach organizacyjnych, w których\nwykonywane są prace powodujące duże zagrożenia wypadkowe lub wydzielanie\nsię par, gazów albo płynów szkodliwych dla zdrowia - wyposażone w\nniezbędny sprzęt i inne środki niezbędne do udzielania pierwszej pomocy,\u003C\u002Fp>\n\n\u003Cp>2)apteczki w poszczególnych komórkach organizacyjnych zakładu pracy.\u003C\u002Fp>\n\n\u003Cp>2.Ilość, usytuowanie i wyposażenie punktów pierwszej pomocy i apteczek\npowinny być ustalone w porozumieniu lekarzem sprawującym profilaktyczną\nopiekę zdrowotną nad pracownikami, z uwzględnieniem rodzajów i nasilenia\nwystępujących zagrożeń.\u003C\u002Fp>\n\n\u003Cp>3.Obsługa punktów i apteczek, o których mowa w ust. 1, na każdej zmianie\npowinna być powierzana wyznaczonym pracownikom, przeszkolonym w udzielaniu\npierwszej pomocy.\u003C\u002Fp>\n\n\u003Cp>4.W punktach pierwszej pomocy i przy apteczkach, w widocznych miejscach\npowinny być wywieszone instrukcje o udzielaniu pierwszej pomocy w razie\nwypadku oraz wykazy pracowników, o których mowa w ust. 3.\u003C\u002Fp>\n\n\u003Cp>5.Punkty pierwszej pomocy i miejsca usytuowania apteczek powinny być\nodpowiednio oznakowane, zgodnie z Polską Normą i łatwo dostępne.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">\u003Cp>§ 58\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca jest obowiązany zapewniać w czasie pracy zakładu dyżury\nlekarskie.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>2.Przez dyżury lekarskie rozumie się pozostawanie w dyspozycji pracodawcy\nw czasie pracy zakładu lekarza lub lekarzy, którzy w każdej chwili mogą\nudzielić niezbędnej pomocy lekarskiej lub zadecydować o udzieleniu\nkoniecznej pomocy przez wyspecjalizowane jednostki służby zdrowia.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Obowiązek, o którym mowa w ust. 1, może być spełniony poprzez\nzawarcie przez pracodawcę stosownej umowy z właściwymi jednostkami pogotowia\nratunkowego lub specjalistycznymi jednostkami służby zdrowia.\u003C\u002Fp>\n\n\u003Cp>4.Czas zużyty przez pracownika w godzinach pracy na korzystanie z pomocy\ndoraźnej w zakładowym punkcie sanitarnym wlicza się do czasu pracy, za\nwyjątkiem wizyt u lekarzy spowodowanych nagłym zachorowaniem lub\nleczeniem.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>§ 59\u003C\u002Fp>\u003C\u002Fdiv>\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\npowyżej, odbywały się wg zasad jednakowych dla wszystkich systemów\npracy.\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 miejscowości przysługuje mu zwrot kosztów podróży według zasad\nobowiązujących przy podróżach służbowych.\u003C\u002Fp>\n\n\u003Cp>§ 60\u003C\u002Fp>\n\n\u003Cp>W obrębie stanowisk pracy pracodawca jest obowiązany urządzić umywalnie\noraz węzły sanitarne w ilości i rodzaju określonych szczegółowymi\nprzepisami.\u003C\u002Fp>\n\n\u003Cp>W pomieszczeniach tych powinny znajdować się niezbędne środki\nhigieniczne\u003C\u002Fp>\n\n\u003Cp>§ 61\u003C\u002Fp>\n\n\u003Cp>Na terenie objętym prowadzoną działalnością gospodarczą, pracodawca\njest obowiązany urządzać i stale utrzymywać w należytym stanie łaźnie z\ndostateczną ilością ciepłej i zimnej wody oraz szatnie z wydzielonymi\nosobnymi miejscami na odzież prywatną i roboczą, odpowiednio zabezpieczone\nprzed kradzieżą.\u003C\u002Fp>\n\n\u003Cp>§ 62\u003C\u002Fp>\n\n\u003Cp>Pracodawca jest obowiązany do wydzielenia pomieszczeń dla spożycia\nposiłku, zapewniających odpowiednie warunki zgodnie z obowiązującymi\nprzepisami.\u003C\u002Fp>\n\n\u003Cp>§ 63\u003C\u002Fp>\n\n\u003Cp>1.Pranie, naprawianie, odkażanie, suszenie i odpylanie środków ochrony\nindywidualnej oraz odzieży i obuwia roboczego realizowane jest przez zakład,\nktóry 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\u003Cp>§ 64\u003C\u002Fp>\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\u003Cp>§ 65\u003C\u002Fp>\n\n\u003Cp>Odzież i obuwie robocze, środki ochrony indywidualnej oraz środki higieny\nosobistej\u003C\u002Fp>\n\n\u003Cp>dostarcza pracownikowi pracodawca bezpłatnie w niezbędnej ilości.\u003C\u002Fp>\n\n\u003Cp>§ 66\u003C\u002Fp>\n\n\u003Cp>Każdy pracownik otrzymuje do osobistego użytkowania co najmniej 2\nręczniki kąpielowe rocznie. .\u003C\u002Fp>\n\n\u003Cp>§ 67\u003C\u002Fp>\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\u003Cp>§ 68\u003C\u002Fp>\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\u003Cp>§ 69\u003C\u002Fp>\n\n\u003Cp>Wszystkie niezbędne narzędzia, środki ochrony indywidualnej oraz odzież\ni obuwie robo¬cze, a także środki higieny osobistej pracownik otrzymuje\nprzed podjęciem pracy na określonym stanowisku.\u003C\u002Fp>\n\n\u003Cp>§ 70\u003C\u002Fp>\n\n\u003Cp>1.Zakład pracy jest obowiązany zapewnić społecznym inspektorom pracy\nodpowiednie warunki realizacji ich zadań.\u003C\u002Fp>\n\n\u003Cp>2.Koszty związane z działalnością społecznej inspekcji pracy ponosi\nzakład pracy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2>Rozdział IX Polityka socjalna\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>§ 71\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>1.Pracodawca tworzy Zakładowy Fundusz Świadczeń Socjalnych (ZFŚS) w\nramach własnych środków finansowych, zgodnie z obowiązującymi w tym\nzakresie przepisami.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Środki ZFŚS gromadzone są na odrębnym koncie bankowym i przekazywane\nsą w terminach zgodnych z Ustawą, zabezpieczających realizację korzystania\nze świad¬czeń określonych w Regulaminie ZFŚS.\u003C\u002Fp>\n\n\u003Cp>3.Pracodawca zobowiązuje się do zwiększania w każdym roku odpisu na\nZakładowy Fundusz Świadczeń Socjalnych o 10% odpisu podstawowego, o którym\nmowa w Ustawie o ZFŚS, na każdego uprawnionego.\u003C\u002Fp>\n\n\u003Cp>4.Środkami ZFŚS administruje Pracodawca.\u003C\u002Fp>\n\n\u003Cp>§ 72\u003C\u002Fp>\n\n\u003Cp>1.Zasady przeznaczania środków funduszu na poszczególne cele i rodzaje\ndziałalności ZFŚS oraz warunki korzystania z tych świadczeń określa\nPracodawca w corocznie uzgodnionym Regulaminie. ze związkami zawodowymi.\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\nwysokości odpisu, jaki będzie służył sfinansowaniu działalności\nsocjalnej pracowników.\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ X Współpraca ze związkami zawodowymi\u003C\u002Fh2>\n\n\u003Cp>§ 73\u003C\u002Fp>\n\n\u003Cp>1.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\u003Cp>2.Pracodawca zobowiązuje się do zapewnienia organizacjom związkowym\ndziałającym w Spółce warunków do prowadzenia działalności związkowej,\nzgodnie z:\u003C\u002Fp>\n\n\u003Cp>1)Ustawą z dnia 23 maja 1991 r. o związkach zawodowych (Dz. U. Nr 55 poz.\n234 z późniejszymi zmianami),\u003C\u002Fp>\n\n\u003Cp>2)Umowami dotyczącymi zasad współpracy pomiędzy Pracodawcą a\nOrganizacjami Związkowymi działającymi w Spółce.\u003C\u002Fp>\n\n\u003Cp>§ 74\u003C\u002Fp>\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:\u003C\u002Fp>\n\n\u003Cp>1)danych, przewidzianych w przepisach prawa pracy, niezbędnych do\nwłaściwego współdziałania Pracodawcy z Organizacją związkową.\u003C\u002Fp>\n\n\u003Cp>2)publikowanych przez siebie wydawnictw.\u003C\u002Fp>\n\n\u003Cp>§ 75\u003C\u002Fp>\n\n\u003Cp>Pracodawca jest obowiązany udzielić na żądanie związku zawodowego\ninformacji niezbędnych do prowadzenia działalności związkowej, w\nszczególności informacji dotyczących warunków pracy i zasad\nwynagradzania.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>Rozdział XI Polityka zatrudnienia, szkolenie, rozwój zawodowy i\nawanse\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>§ 76\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca przekazuje Organizacjom Związkowym informacje dotyczące:\u003C\u002Fp>\n\n\u003Cp>1)stanu, struktury i przewidywanych zmian zatrudnienia oraz działań\nmających na celu utrzymanie poziomu zatrudnienia,\u003C\u002Fp>\n\n\u003Cp>2)działań, które mogą powodować istotne zmiany w organizacji pracy lub\npodstawach zatrudnienia.\u003C\u002Fp>\n\n\u003Cp>2.Informacje, o których mowa w ust.1., Pracodawca przekazuje w formie\npisemnej, w razie przewidywanych zmian lub zamierzonych działań oraz na\npisemny wniosek Organizacji Związkowych .\u003C\u002Fp>\n\n\u003Cp>3.Pracodawca przekazuje informacje w terminie i w zakresie umożliwiającym\nOrganizacjom Związkowym zapoznanie się ze sprawą i przeanalizowanie tych\ninformacji, celem ewentualnego zajęcia stanowiska.\u003C\u002Fp>\n\n\u003Cp>§ 77\u003C\u002Fp>\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.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfundtxt\">\u003Cp>§ 78\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1.Formy i zakres pomocy dla pracowników podnoszących i uzyskujących nowe\nkwalifikacje uwarunkowane są obowiązującymi w tym zakresie przepisami prawa\ni możliwościami Pracodawcy.\u003C\u002Fp>\n\n\u003Cp>2.Przepisy wewnętrzne Pracodawcy, o których mowa w ust.1, powinny w\nszczególności określać:\u003C\u002Fp>\n\n\u003Cp>1)zasadę, że zakres pomocy Pracodawcy dla pracowników zależy od\nmożliwości finansowych Pracodawcy, z uwzględnieniem przepisów\nodrębnych,\u003C\u002Fp>\n\n\u003Cp>2)przypadki, które zobowiązują pracownika - na podstawie odrębnej umowy\n- o zwrot kosztów szkolenia w zamian za pokrycie przez Pracodawcę kosztów\nszkolenia, udzielania płatnych urlopów szkoleniowych oraz innych\nświadczeń.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§ 79\u003C\u002Fp>\n\n\u003Cp>Ukończenie lub udział w szkoleniu w zakresie uzupełniania, podnoszenia i\nzdobycia nowych kwalifikacji, potwierdzane jest wydaniem odpowiedniego\nświadectwa lub innego właściwego dokumentu.\u003C\u002Fp>\n\n\u003Cp>§ 80\u003C\u002Fp>\n\n\u003Cp>1.Pracownicy uzupełniają lub podnoszą kwalifikacje w formach szkolnych i\npoza szkolnych w sposób uwzględniający ambicje i aspiracje pracowników oraz\npotrzeby i możliwości Pracodawcy.\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\u003Cp>§ 81\u003C\u002Fp>\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\u003Cp>§ 82\u003C\u002Fp>\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\u003Cp>§ 83\u003C\u002Fp>\n\n\u003Cp>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>§ 84\u003C\u002Fp>\n\n\u003Cp>1.Strony Układu wyrażają wolę tworzenia warunków umożliwiających\ndalszy rozwój zawodowy pracowników przy uwzględnieniu postępu techniczno -\norganizacyjnego, konkurencyjności branży i Spółki.\u003C\u002Fp>\n\n\u003Cp>2.Rozwój zawodowy pracowników leży we wspólnym interesie Pracodawcy i\npracowników.\u003C\u002Fp>\n\n\u003Cp>§ 85\u003C\u002Fp>\n\n\u003Cp>Rozwój zawodowy pracowników jest realizowany sukcesywnie poprzez zmiany i\ndoskonalenie organizacji w perspektywie rozwoju Spółki, ewolucji zawodów, z\nzastosowaniem ustawicznej edukacji w granicach możliwości Pracodawcy.\u003C\u002Fp>\n\n\u003Cp>§ 86\u003C\u002Fp>\n\n\u003Cp>Narzędziami realizacji celów, o których mowa w §84 §85 powinny być w\nszczególności:\u003C\u002Fp>\n\n\u003Cp>1)badania predyspozycji i możliwości kandydatów do pracy i pracowników,\nprowadzone z wykorzystaniem dostępnych metod i technik organizacyjnych i\npsychologicznych,\u003C\u002Fp>\n\n\u003Cp>2)systemy ocen pracy i pracowników, przy znaczącym ukierunkowaniu\nsystemów ocen pracowników na pomoc w ich rozwoju zawodowym,\u003C\u002Fp>\n\n\u003Cp>3)wdrażane sukcesywne ścieżki rozwoju zawodowego i awansów,\u003C\u002Fp>\n\n\u003Cp>4)szkolenia organizowane bądź inspirowane i zalecane przez Pracodawcę,\u003C\u002Fp>\n\n\u003Cp>5)ukierunkowane samokształcenie pracowników wspierane przez\nPracodawcę.\u003C\u002Fp>\n\n\u003Cp>§ 87\u003C\u002Fp>\n\n\u003Cp>Strony Układu wyrażają gotowość do koordynowania działań programowych\ni organizacyjnych związanych z projektowaniem i stosowaniem narzędzi, o\nktórych mowa w § 86\u003C\u002Fp>\n\n\u003Cp>§ 88\u003C\u002Fp>\n\n\u003Cp>Pracodawca prowadzić będzie prace nad projektowaniem i wdrażaniem\nnowoczesnych klasyfikacji zatrudnienia, zmierzające w szczególności do\nzwiększenia stopnia kwalifikacji pracowników, w tym rozwijaniu\nwielozawodowości.\u003C\u002Fp>\n\n\u003Cp>§ 89\u003C\u002Fp>\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 XII Postanowienia końcowe\u003C\u002Fh2>\n\n\u003Cp>§ 90\u003C\u002Fp>\n\n\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>\n\n\u003Cp>3.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\u003Cp>§ 91\u003C\u002Fp>\n\n\u003Cp>1.W sprawach nie uregulowanych Układem mają zastosowanie przepisy zawarte\nw pra¬wie pracy i przepisach odrębnych.\u003C\u002Fp>\n\n\u003Cp>2.Układ zawiera się na czas nie określony.\u003C\u002Fp>\n\n\u003Cp>3.Układ rozwiązuje się:\u003C\u002Fp>\n\n\u003Cp>1)na podstawie zgodnego oświadczenia stron,\u003C\u002Fp>\n\n\u003Cp>2)z upływem dwunastomiesięcznego okresu wypowiedzenia dokonanego przez\njedną 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.T reść 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\u003Cp>§ 92\u003C\u002Fp>\n\n\u003Cp>Układ wchodzi w życie z dniem jego zarejestrowania przez Państwową\nInspekcję Pracy.\u003C\u002Fp>\n\n\u003Cp>Za stronę Pracodawcy\u003C\u002Fp>\n\n\u003Cp>1.Sanjay Samaddar - Prezes Zarządu\u003C\u002Fp>\n\n\u003Cp>2.Andrzej Wypych - Członek Zarządu\u003C\u002Fp>\n\n\u003Cp>Za stronę związkową\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 1 do Zakładowego Układu Zbiorowego Pracy dla pracowników\nArcelorMittal Poland S.A. Taryfikator stanowisk i tabele zaszeregowania\npracowników\u003C\u002Fh2>\n\n\u003Ch3>I.POSTANOWIENIA OGÓLNE I ZASADY STOSOWANIA TARYFIKATORÓW\nKWALIFIKACYJNYCH\u003C\u002Fh3>\n\n\u003Cp>§ 1\u003C\u002Fp>\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 wykonania 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>\n\n\u003Cp>§ 2\u003C\u002Fp>\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\u003Cp>§ 3\u003C\u002Fp>\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 da¬nym stanowisku.\u003C\u002Fp>\n\n\u003Cp>3.Praktyka kierownicza, bądź praca na stanowisku samodzielnym winna być\nrozumiana jako praktyka w danej specjalności bądź w danej branży.\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\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 merytorycznego (np. Kierownik Zakładu Walcowni Blach,\nGłówny specjalista ds. sprzedaży, Specjalista ds. kadr).\u003C\u002Fp>\n\n\u003Cp>§ 5\u003C\u002Fp>\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 wymaganych dla wykonywania prac na stanowiskach zaszeregowanych\ndo niższych grup wykonywanych w ramach tego samego zawodu (specjalności).\u003C\u002Fp>\n\n\u003Cp>5.Taryfikator nie zawiera uprawnień zawodowych i wymagań\nspecjalistycznych, które są konieczne do wykonywania pracy na danym\nstanowisku (np. uprawnienia BHP i p.poż, uprawnienia dla elektryków,\nsuwnicowych, itp.) a wynikają z przepisów szczególnych. W odniesieniu do\ntych stanowisk nie mogą mieć miejsca zwolnienia od wymagań kwalifikacyjnych\nustalonych przepisami szczegółowymi.\u003C\u002Fp>\n\n\u003Cp>§ 6\u003C\u002Fp>\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 podstawowe 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\u003Cp>§ 7\u003C\u002Fp>\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>2.Zaszeregowania pracowników na stanowiskach pracy dokonuje Dyrektor\nPersonalny 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\u003Cp>§ 8\u003C\u002Fp>\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-JOBTITLE_trigger\">\u003Cp>II.1. Tabela wymagań kwalifikacyjnych - stanowiska robotnicze\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"118\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs295ptFlkvr\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"font-size:9.5pt\">Kategoria\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs295ptFlkvr\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"font-size:9.5pt\">zaszeregowania\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"478\" colspan=\"4\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs295ptFlkvr\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"font-size:9.5pt\">Wymogi\n        kwalifikacyjne\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs295ptFlkvr\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"font-size:9.5pt\">wykształcenie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"240\" colspan=\"2\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs295ptFlkvr\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"font-size:9.5pt\">staż pracy na stanowisku\u002F w\n        zawodzie\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"118\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"239\" colspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">gimnazjalne, zasadnicze\n        zawodowe, średnie ogólne lub kurs kwalifikacyjny w zawodzie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">bez wymagań w zakresie stażu\n        pracy\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\" rowspan=\"5\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs27pt\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"font-size:7.0pt\">posiadanie stażu pracy traktuje się\n        jako zalecenie, ostateczną decyzję podejmuje kierownik komórki\n        organizacyjnej\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"118\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">IV-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">zasadnicze zawodowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\" rowspan=\"4\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs27pt\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"font-size:7.0pt\">dla poszczególnych stanowisk pracy\n        mogą być ustalone dodatkowe wymogi kwalifikacyjne wynikające z\n        przepisów ogólnie obowiązujących, w tym okresowa weryfikacja\n        posiadanych uprawnień\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2 lata pracy w zakładzie\n        produkcyjnym\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"147\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">średnie techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">bez wymagań w zakresie stażu\n        pracy\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"118\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">VI-VII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">zasadnicze zawodowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4 lata pracy w hutnictwie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"147\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">średnie techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"164\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2 lata pracy w hutnictwie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Na etapie wdrażania nowych zasad wynagradzania dopuszcza się możliwość\nuznania posiadanego przez pracownika wykształcenia za zgodne z wymaganymi\nkwalifikacjami.\u003C\u002Fp>\n\n\u003Cp>Dla osób zatrudnianych w spółce obowiązują wymogi wykształcenia\nokreślone w tabeli. Dyrektor Personalny w uzasadnionych przypadkach, na\nwniosek kierownika jednostki organizacyjnej może zwolnić pracownika z\nokreślonego wymogu wykształcenia\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan class=\"Tblzatfelirata0\">\u003Cspan xml:lang=\"PL\" lang=\"PL\">II. 2. Taryfikator stanowisk\nrobotniczych\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n\n      <span style\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"587\" style=\"width:439.95pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Lp.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Stanowisko\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Kategoria\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">nazwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\u003Ctd width=\"1\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Stanowiska technologiczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"top\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">WIELKIE PIECE\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"top\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">NAGRZEWNICOWY\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">III-VII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">WYTAPIACZ SURÓWKI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">ROZLEWACZ SURÓWKI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">SPIEKACZ\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">OPERATOR URZĄDZEŃ WIELKIEGO PIECA\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">SUWNICOWY\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"top\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">STALOWNIA\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"top\">\u003Cp class=\"MsoNormal\" align=\"center\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">WYTAPIACZ STALI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">III-VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">ROZLEWACZ STALI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">WYPALACZ WAD POWIERZCHNIOWYCH\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">OPERATOR URZĄDZEŃ STALOWNI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"84\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">SUWNICOWY\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">KOKSOWNIA\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">KOKSOWNICZY\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">III-VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">OPERATOR URZĄDZEŃ KOKSOWNICZYCH\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">WALCOWNIE\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">WALCOWNIK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">III-VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">OPERATOR URZĄDZEŃ WALCOWNICZYCH\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">TOKARZ\n        KALIBROWNIK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">SUWNICOWY\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">ZEN\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">OPERATOR URZĄDZEŃ ENERGETYCZNYCH\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">UTRZYMANIE RUCHU\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">ELEKTRYK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">ELEKTRONIK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">ŚLUSARZ\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">AUTOMATYK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">TOKARZ\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Murarz\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">MECHANIK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">SPAWACZ\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">TELETECHNIK\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Stanowiska techniczne, pomocnicze\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">REALIZATOR PRODUKCJI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">KONTROLER\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">OPERATOR URZADZEŃ SKRAWAJĄCYCH\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">EKSPEDYTOR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">MAGAZYNIER\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">PRACOWNIK OBSŁUGI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">KIEROWCA\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">LABORANT\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">POMIAROWIEC\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">OPERATOR SUWNIC POMOCNICZYCH\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"1\">\u003Cp class=\"MsoNormal\"> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"38\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"464\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">RATOWNIK GAZOWY\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"85\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I-III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr height=\"0\">\n      \u003Ctd width=\"1\">\u003C\u002Ftd>\n      \u003Ctd width=\"37\">\u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003C\u002Ftd>\n      \u003Ctd width=\"464\">\u003C\u002Ftd>\n      \u003Ctd width=\"84\">\u003C\u002Ftd>\n      \u003Ctd width=\"1\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Na etapie wdrażania nowych zasad wynagradzania dopuszcza się możliwość\nuznania posiadanego przez pracownika wykształcenia za zgodne z wymaganymi\nkwalifikacjami.\u003C\u002Fp>\n\n\u003Cp>Dla osób zatrudnianych w spółce obowiązują wymogi wykształcenia\nokreślone w tabeli. Dyrektor Personalny w uzasadnionych przypadkach, na\nwniosek kierownika komórki organizacyjnej może zwolnić pracownika z\nokreślonego wymogu wykształcenia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan class=\"Tblzatfelirata0\">\u003Cspan xml:lang=\"PL\" lang=\"PL\">II. 3. Tabela wymagań kwalifikacyjnych dla stanowisk\nnierobotniczych\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Lp.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Stanowisko\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wykształcenie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Doświadczenie zawodowe\u002FStaż\n        pracy\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Szef\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wyższe kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">5 lat w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Kierownik\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wyższe kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">5 lat w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Główny Specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wyższe kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Starszy Specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wyższe kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Średnie ogólne lub techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Lider\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wyższe kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Średnie ogólne lub techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wyższe kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Średnie ogólne lub techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Mistrz\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wyższe kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Średnie ogólne lub techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Asystent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wyższe oraz znajomość\n        języków obcych\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1 rok na podobnym stanowisku\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Dyspozytor\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wyższe kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Średnie ogólne lub techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Młodszy\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wyższe\n        kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1 rok w danej\n        specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Średnie ogólne lub techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Starszy referent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wyższe kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1 rok w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Średnie ogólne lub techniczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"32\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">12\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Referent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"236\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wyższe lub średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"228\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">z dniem zatrudnienia\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Na etapie wdrażania nowych zasad wynagradzania dopuszcza się możliwość\nuznania posiadanego przez pracownika wykształcenia za zgodne z wymaganymi\nkwalifikacjami.\u003C\u002Fp>\n\n\u003Cp>Dla osób zatrudnianych w spółce obowiązują wymogi wykształcenia\nokreślone w tabeli. Dyrektor Personalny w uzasadnionych przypadkach, na\nwniosek kierownika komórki organizacyjnej może zwolnić pracownika z\nokreślonego wymogu wykształcenia\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"HU\" lang=\"HU\">II.\u003C\u002Fspan>\u003Cspan xml:lang=\"HU\" lang=\"HU\">\u003C\u002Fspan>\u003Cspan class=\"Tblzatfelirata0\">\u003Cspan xml:lang=\"PL\" lang=\"PL\">3.A. Tabela wymagań kwalifikacyjnych dla stanowisk -\nHotel Jaskółka\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Lp.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Stanowisko\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Kategoria\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wykształcenie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"219\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Doświadczenie zawodowe\u002F Staż\n        pracy\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Kierownik Hotelu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">VI - VII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wyższe kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"219\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"161\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Średnie kierunkowe lub ogólne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"219\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">6 lat w danej\n        specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Główny Specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wyższe kierunkowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"219\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4 lata w danej specjalności\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Starszy\n        recepcjonista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Średnie hotelarskie lub\n        ogólne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"219\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2 lata stażu w zawodzie\n        recepcjonisty\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Recepcjonista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Średnie hotelarskie lub\n        ogólne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"219\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">z dniem zatrudnienia\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Kucharz\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II - III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">minimum. zawodowe gastronomiczne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"219\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">lub 5 lat stażu w zawodzie kucharz\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Starsza pokojowa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II - III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">zawodowe hotelarskie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"219\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">lub 3 lata stażu w zawodzie pokojowej\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"150\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Pokojowa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"76\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I - II\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"161\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">podstawowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"219\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">z dniem zatrudnienia\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp>Na etapie wdrażania nowych zasad wynagradzania dopuszcza się możliwość\nuznania posiadanego przez pracownika wykształcenia za zgodne z wymaganymi\nkwalifikacjami.\u003C\u002Fp>\n\n\u003Cp>Dla osób zatrudnianych w spółce obowiązują wymogi wykształcenia\nokreślone w tabeli. Dyrektor Personalny w uzasadnionych przypadkach, na\nwniosek kierownika komórki organizacyjnej może zwolnić pracownika z\nokreślonego wymogu wykształcenia\u003C\u002Fp>\n\n\u003Cp>II.3B. 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=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"31\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Lp.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Stanowisko\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Kategoria\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Wykształcenie\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">ogólne\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Kwalifikacje\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">zawodowe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Staż pracy w ochronie\n        przeciw pożarowej\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">nazwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Komendant\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">VI - VII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">wyższe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Inżynier\n        pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"98\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Technik\n        pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Z-ca Komendanta\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">V - VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">wyższe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Inżynier\n        pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"98\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Technik\n        pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Inspektor\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">IV -\n        V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Technik\n        pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" rowspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Dowódca\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">kompanii\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">IV - V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">wyższe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Inżynier\n        pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"98\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Technik\n        pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Dowódca plutonu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">III - V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">wyższe\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Inżynier\n        pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">-\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"98\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Technik\n        pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Dowódca zastępu\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">III - IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Strażak\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" rowspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Dyżurny punktu alarmowego\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II - III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Technik\n        pożarnictwa\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"147\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Strażak\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Kierowca ratownik\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I - II\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Strażak\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">-\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"122\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Ratownik\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"79\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I - II\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">średnie\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"147\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Strażak\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>Wymagania kwalifikacyjne jakie powinni spełniać pracownicy na\nposzczególnych stanowiskach pracy w jednostkach ochrony przeciwpożarowej\nzostały określone na podstawie Rozporządzenia Ministra Spraw Wewnętrznych i\nAdministracji z dnia 25 października 2005r. w sprawie wymagań\nkwalifikacyjnych oraz szkoleń dla strażaków jednostek ochrony\nprzeciwpożarowej i osób wykonujących czynności z zakresu ochrony\nprzeciwpożarowej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II.\n4.Taryfikator stanowisk nierobotniczych w AMP\u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:.5pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"30\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Lp.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"248\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Stanowisko\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Kategoria\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"248\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Szef\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">IX -\n        X\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"248\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Kierownik\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">VI -\n        X\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"248\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Główny\n        Specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">VI -\n        X\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"248\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Starszy\n        Specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">VI -\n        VIII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"248\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Lider\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">V -\n        VIII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"248\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">V -\n        VII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"248\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Mistrz\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">V -\n        VII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"248\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Asystent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">III -\n        VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"248\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Dyspozytor\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II -\n        V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"248\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Młodszy\n        specjalista\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II-IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"248\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Starszy referent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II -\n        III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"30\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">12\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"248\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Referent\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I -\n        II\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>II. Tabela zaszeregowania pracowników\u003C\u002Fp>\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"122\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">kategoria\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"454\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Stawka\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"114\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">od\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">do\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">krotność kwoty maksymalnej do obliczania\n        specjalnego wynagrodzenia branżowego, tzw. Karty Hutnika\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">I\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1300\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">II\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1400\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1,4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">III\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1500\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1,5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">IV\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1600\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1,7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">V\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1800\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">VI\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">VII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2200\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">VIII\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2400\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">IX\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">2700\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">5,5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">X\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">3000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"341\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Ch2>Załącznik Nr 2 do Zakładowego Układu Zbiorowego Pracy dla pracowników\nArcelorMittal Poland S.A. Zasady stosowania zmianowej organizacji pracy\u003C\u002Fh2>\n\n\u003Cp>1.W komórkach organizacyjnych Spółki, może być stosowana praca zmianowa\n(zwana także czterobrygadową organizacją pracy) przy wykorzystaniu czterech\nbrygad, według której urządzenia (agregaty) są obsługiwane przez cztery\nbrygady, pracujące w układzie co najmniej 3 zmian w ciągu doby, zgodnie z\nnastępującym rozkładem 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 Personalnego w uzgodnieniu z Organizacjami 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\n(UDW), przy czym:\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.Dodatkowe zatrudnienie pracownika w dniu, który zgodnie z rozkładem\nczasu pracy jest dniem wolnym od pracy, jest pracą w godzinach\nnadliczbowych.\u003C\u002Fp>\n\n\u003Cp>5.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\u003C\u002Fp>\n\n\u003Cp>i święta wprowadza się jeden dodatek, zwany „zmianowym dodatkiem\nkwotowym”. Zmianowy dodatek kwotowy:\u003C\u002Fp>\n\n\u003Cp>1) wynosi 5,53 zł za każdą godzinę pracy w czterobrygadowej organizacji\nczasu pracy w normatywnym (kodeksowym) czasie pracy,\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 pracownikówzatrudnionych\u003C\u002Fp>\n\n\u003Cp>w czterobrygadowej organizacji czasu pracy z dwóch ostatnich lat\npoprzedzających waloryzację - wg stanu na 31.12. danego roku,\u003C\u002Fp>\n\n\u003Cp>i w przypadku, gdy wielkość ta jest dodatnia:\u003C\u002Fp>\n\n\u003Cp>b)ustaleniekwoty odpowiadającej 30%różnicy wynikającejz porównania\u003C\u002Fp>\n\n\u003Cp>średnich płac zasadniczych z okresów, o których mowa w ppkt. a),\u003C\u002Fp>\n\n\u003Cp>c)dodaniedo aktualnego zmianowegododatku kwotowego,kwoty będącej\u003C\u002Fp>\n\n\u003Cp>ilorazemkwoty, o której jest mowaw ppkt. b) i średniomiesięcznego\u003C\u002Fp>\n\n\u003Cp>nominalnego czasu pracy w roku kalendarzowym, w którym ustala się\nwaloryzację.\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. 151 kp i\nart. 151 kp.\u003C\u002Fp>\n\n\u003Cp>Za pracę w porze nocnej w godzinach nadliczbowych przysługuje dodatek\nnocny w wysokości określonej w §34 ust.1. ZUZP.\u003C\u002Fp>\n\n\u003Cp>6.Pracownik wykonujący pracę w czterobrygadowej organizacji czasu pracy,\nniezależnie od zmianowego dodatku kwotowego, o którym mowa w ust.5.,\notrzymuje za pracę w Święta Bożego Narodzenia, oraz w Święta Wielkanocne,\ndodatkowe wynagrodzenie za każdą godzinę pracy w wysokości 100% godzinowego\nwynagrodzenia wynikającego z osobistego zaszeregowania pracownika\u003C\u002Fp>\n\n\u003Cp>7.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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype\">\u003Ch2>Załącznik Nr 3 do Zakładowego Układu Zbiorowego Pracy dla pracowników\nArcelorMittal Poland S.A. Zasady wypłacania specjalnego wynagrodzenia zwanego\nKartą Hutnika\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>1.Z okazji „Dnia Hutnika” pracownikom wypłacane jest specjalne\ndodatkowe wynagrodzenie roczne z tytułu tzw. „Karty Hutnika”, zwane dalej\nspecjalnym wynagrodzeniem.\u003C\u002Fp>\n\n\u003Cp>2.Okresem obliczeniowym dla ustalenia specjalnego wynagrodzenia jest\nmiesiąc Specjalne wynagrodzenie wypłacane jest łącznie z wypłatą\nwynagrodzenia za pracę.\u003C\u002Fp>\n\n\u003Cp>3.Do okresu zatrudnienia, od którego zależy nabycie prawa do Karty Hutnika\nzalicza się okresy zatrudnienia u:\u003C\u002Fp>\n\n\u003Cp>a)pracodawców, u których było ono wypłacane, co najmniej w dniu\nrozwiązania umowy o pracę,\u003C\u002Fp>\n\n\u003Cp>b)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\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>4.Specjalne wynagrodzenie wynosi 5 % płacy zasadniczej (nie większej\njednak niż 5000zł) po przepracowaniu 5 lat i wzrasta o 1 % za każdy\nnastępny rok pracy do 26 % płacy zasadniczej po 26 latach pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.Specjalne wynagrodzenie po raz pierwszy lub w wymiarze wyższym, nalicza\nsię:\u003C\u002Fp>\n\n\u003Cp>1)począwszy od pierwszego dnia miesiąca kalendarzowego następującego po\nmiesiącu, w którym pracownik nabył uprawnienia do Karty Hutnika lub do\nwyższej stawki procentowej jeżeli nabycie prawa nastąpiło w ciągu\nmiesiąca,\u003C\u002Fp>\n\n\u003Cp>2)za dany miesiąc, jeżeli nabycie uprawnień do Karty Hutnika lub do\nwyższej stawki procentowej nastąpiło pierwszego dnia miesiąca.\u003C\u002Fp>\n\n\u003Cp>5.Pracownikowi zatrudnionemu w niepełnym wymiarze czasu pracy jako\ndodatkowym zatrudnieniu, staż pracy w hutnictwie ustala się odrębnie dla\nkażdego zatrudnienia, tj. zatrudnienia podstawowego nie wlicza się do\nzatrudnienia dodatkowego i odwrotnie.\u003C\u002Fp>\n\n\u003Cp>6.Podstawę wymiaru specjalnego wynagrodzenia stanowi płaca zasadnicza za\nczas pracy i urlopu wypoczynkowego pracownika.\u003C\u002Fp>\n\n\u003Cp>7.Niezależnie od specjalnego wynagrodzenia, z okazji „Dnia Hutnika”\npracownikowi wypłacany jest tradycyjny dodatek - tzw. „Mały Hutnik”.\u003C\u002Fp>\n\n\u003Cp>Dodatek, o którym mowa powyżej, przysługuje raz w roku każdemu\npracownikowi zatrudnionemu i otrzymującemu wynagrodzenie w dniu wypłaty\ndodatku, bez względu na wymiar czasu pracy i ilość zawartych umów. Kwota\ndodatku wynosi 6% średniej\u003C\u002Fp>\n\n\u003Cp>płacy w Spółce z I kwartału danego roku, jednak nie mniej niż\n250zł.\u003C\u002Fp>\n\n\u003Cp>Tradycyjny dodatek jest wypłacany w najbliższym terminie wypłaty\nwynagrodzeń po „Dniu Hutnika”.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate\">\u003Cp>8.„Dzień Hutnika”, który przypada w dniu 4 maja, jest dniem wolnym od\npracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch2>Załącznik Nr 4 do Zakładowego Układu Zbiorowego Pracy dla pracowników\nArcelorMittal Poland S.A. Zasady przyznawania i obliczania jednorazowej odprawy\nemerytalno-rentowej\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_dismissal_type\">\u003Cp>1.Z chwilą rozwiązania umowy o pracę w związku z odejściem na\nemeryturę lub rentę inwalidzką, pracownikowi przysługuje jednorazowa\nodprawa pieniężna, zwana dalej odprawą.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2.Odprawa jest wypłacana w dniu wypłaty wynagrodzenia po rozwiązaniu\numowy o pracę.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype1\">\u003Cp>3.Wysokość odprawy wynosi:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1)do 15 lat- 100 % podstawy wymiaru,\u003C\u002Fp>\n\n\u003Cp>2)po 15 latach pracy- 150 % podstawy wymiaru,\u003C\u002Fp>\n\n\u003Cp>3)po 20 latach pracy- 200 % podstawy wymiaru\u003C\u002Fp>\n\n\u003Cp>4)po 25 latach pracy- 300 % podstawy wymiaru,\u003C\u002Fp>\n\n\u003Cp>5)po 30 latach pracy- 400 % podstawy wymiaru,\u003C\u002Fp>\n\n\u003Cp>6)po 35 latach pracy- 500 % podstawy wymiaru,\u003C\u002Fp>\n\n\u003Cp>7)po 40 latach pracy- 600 % podstawy wymiaru,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Po przepracowaniu każdych następnych pięcioletnich okresów pracy odprawa\nulega zwiększeniu o dalsze 100 % podstawy wymiaru.\u003C\u002Fp>\n\n\u003Cp>Począwszy od szczebla \"po 30 latach zatrudnienia” podstawę wymiaru\nodprawy zwiększa się co rok o 20% po przepracowaniu pełnego roku.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>4.Wysokość odprawy pracownika nie może być niższa niż jego\njednomiesięczne wynagrodzenie obliczone jak ekwiwalent pieniężny za urlop\nwypoczynkowy.\u003C\u002Fp>\n\n\u003Cp>5.Podstawę wymiaru odprawy stanowi średnie wynagrodzenia pracownika za\nostatnie 3 miesiące, obliczone jak wynagrodzenie za urlop wypoczynkowy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-part_time_excluded\">\u003Cp>6.Dla pracownika zatrudnionego w niepełnym wymiarze czasu pracy podstawę\nwymiaru odprawy ustala się w wysokości proporcjonalnej do wymiaru czasu pracy\nokreślonego w umowie o pracę.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7.Emeryci i renciści ponownie zatrudnieni nie nabywają prawa do odprawy\nemerytalno - rentowej.\u003C\u002Fp>\n\n\u003Cp>8.Do okresów pracy i innych okresów uprawniających do odprawy\nemerytalno-rentowej zalicza się wszystkie okresy zatrudnienia w ramach\nstosunku pracy oraz okresy, które podlegają zaliczeniu w oparciu o\npowszechnie obowiązujące przepisy, z wyłączeniem okresów pracy\nzakończonych rozwiązaniem umowy o pracę z winy pracownika.\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 5 do Zakładowego Układu Zbiorowego Pracy dla pracowników\nArcelorMittal Poland S.A. Zasady obliczania i wypłacania nagrody\njubileuszowej\u003C\u002Fh2>\n\n\u003Cp>1.Pracownikowi, który osiągnął okresy zatrudnienia 20, 25, 30, 35, 40,\n45, 50 i więcej lat pracy przysługuje nagroda jubileuszowa zwana dalej\n„nagrodą”.\u003C\u002Fp>\n\n\u003Cp>1)po 20 latach pracy- 200 % podstawy wymiaru,\u003C\u002Fp>\n\n\u003Cp>2)po 25 latach pracy- 300 % podstawy wymiaru,\u003C\u002Fp>\n\n\u003Cp>3)po 30 latach pracy- 400 % podstawy wymiaru,\u003C\u002Fp>\n\n\u003Cp>4)po 35 latach pracy- 500 % podstawy wymiaru,\u003C\u002Fp>\n\n\u003Cp>5)po 40 latach pracy- 600 % podstawy wymiaru,\u003C\u002Fp>\n\n\u003Cp>6)po 45 latach pracy- 700 % podstawy wymiaru,\u003C\u002Fp>\n\n\u003Cp>7)po 50 latach pracy- 800 % podstawy wymiaru.\u003C\u002Fp>\n\n\u003Cp>Po przepracowaniu każdych następnych pięcioletnich okresów pracy nagroda\nulega zwiększeniu o dalsze 100 % podstawy wymiaru.\u003C\u002Fp>\n\n\u003Cp>3.Do okresów pracy i innych okresów uprawniających do nagrody\njubileuszowej zalicza się wszystkie okresy zatrudnienia w ramach stosunku\npracy oraz okresy, które podlegają zaliczeniu w oparciu o powszechnie\nobowiązujące przepisy, z wyłączeniem okresów pracy zakończonych\nrozwiązaniem umowy o pracę z winy pracownika.\u003C\u002Fp>\n\n\u003Cp>4.Nagrodę wypłaca się w najbliższym terminie wypłaty wynagrodzenia za\npracę.\u003C\u002Fp>\n\n\u003Cp>5.Pracownikowi, niezależnie od nagrody, przysługuje upominek, który jest\nwręczany na okazjonalnym spotkaniu .\u003C\u002Fp>\n\n\u003Cp>6.Podstawę wymiaru nagrody stanowi miesięczne wynagrodzenie zasadnicze (\nnie większe jednak niż 5000zł), określone w umowie o pracę w dniu nabycia\nuprawnień do nagrody.\u003C\u002Fp>\n\n\u003Cp>7.Dla pracownika zatrudnionego w niepełnym wymiarze czasu pracy podstawę\nwymiaru nagrody ustala się w wysokości proporcjonalnej do wymiaru czasu pracy\nokreślonego w umowie o pracę.\u003C\u002Fp>\n\n\u003Cp>8.Do nagrody jubileuszowej jest również uprawniony pracownik przechodzący\nna świadczenie przedemerytalne, rentę, emeryturę, który nabywa uprawnienie\nw okresie wypowiedzenia albo w okresie nie dłuższym niż 12 miesięcy licząc\nod dnia rozwiązania stosunku pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Ch2>Załącznik Nr 6 do Zakładowego Układu Zbiorowego Pracy dla pracowników\nArcelorMittal Poland S.A. Zasady obliczania i wypłacania wynagrodzenia oraz\ndodatkowego świadczenia w przypadku niezdolności do pracy spowodowanej\nchorobą\u003C\u002Fh2>\u003C\u002Fdiv>\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\u003Cp>pracownik, w okresie, o którym mowa w ust.1., zachowuje prawo do 100%\nwynagrodzenia.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspaytxt\">\u003Cp>3.Wynagrodzenie, o którym mowa w ust.1. i ust.2. oblicza się według zasad\nobowiązujących 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\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>\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\u003Ch2>Załącznik Nr 7 do Zakładowego Układu Zbiorowego Pracy dla pracowników\nArcelorMittal Poland S.A. Zasady uruchamiania Funduszu Premiowego i Dodatkowego\nFunduszu Motywacyjnego\u003C\u002Fh2>\n\n\u003Cp>I.Zasady uruchamiania Funduszu Premiowego i Dodatkowego Funduszu\u003C\u002Fp>\n\n\u003Cp>Motywacyjnego.\u003C\u002Fp>\n\n\u003Cp>1.Fundusz Premiowy i Dodatkowy Fundusz Motywacyjny jest składnikiem\nosobowego funduszu płac.\u003C\u002Fp>\n\n\u003Cp>2.Fundusz Premiowy jest uruchamiany, za okresy miesięczne, w wysokości 7%\nod płac zasadniczych pracowników Spółki, wg stanu na ostatni dzień\nmiesiąca, za który uruchamiany jest Fundusz Premiowy.\u003C\u002Fp>\n\n\u003Cp>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>II.Zasady naliczania Funduszu Premiowego.\u003C\u002Fp>\n\n\u003Cp>1.Dyrektor Personalny dokonuje - proporcjonalnie do udziału płac\nzasadniczych - podziału Funduszu Premiowego dla poszczególnych\nZakładów\u002FBiur w Centrali.\u003C\u002Fp>\n\n\u003Cp>2.Dodatkowo w każdym miesiącu uruchamiany jest Dodatkowy Fundusz\nMotywacyjny w wysokości 2% płac zasadniczych pracowników Spółki, do\npodziału za realizację szczególnie ważnych zadań, z przyjęciem zasady,\nże dysponentem 50% w\u002Fw Funduszu jest Prezes Zarządu Dyrektor Generalny, a\npozostałe 50% Funduszu Motywacyjnego przekazywane jest Dyrektorom\nZakładów\u002FBiur Centrali na podstawie udziału płac zasadniczych pracowników\nposzczególnych Zakładów\u002FBiur Centrali.\u003C\u002Fp>\n\n\u003Cp>3.Dyrektor Personalny comiesięcznie informuje pisemnie Zakładowe\nOrganizacje Związkowe o wielkości Funduszu Premiowego w Spółce, kwotach\nFunduszu Premiowego i Dodatkowego Funduszu Motywacyjnego przydzielonych dla\nposzczególnych Zakładów\u002FBiur Centrali.\u003C\u002Fp>\n\n\u003Cp>III.Podział Funduszu Premiowego i Dodatkowego Funduszu Motywacyjnego\u003C\u002Fp>\n\n\u003Cp>w Zakładach i Biurach w Centrali.\u003C\u002Fp>\n\n\u003Cp>1. Dyrektor Zakładu\u002F Biura w Centrali, dokonuje podziału przyznanego mu\nFunduszu Premiowego dla podległych komórek organizacyjnych w\nZakładach\u002FBiurach Centrali\u003C\u002Fp>\n\n\u003Cp>na podstawie udziału sumy płac zasadniczych pracowników zatrudnionych w\ntych komórkach.\u003C\u002Fp>\n\n\u003Cp>2.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>3.Na pisemny wniosek Zakładowej Organizacji Związkowej działającej w\nZakładzie\u002FBiurze w Centrali, kierownik komórki organizacyjnej, o której mowa\nw pkt. 2 powyżej lub osoba przez niego upoważniona, zobowiązany jest do\nprzekazania (z możliwością przekazania w wersji elektronicznej) - w ciągu 5\ndni od otrzymania stosownego wystąpienia - zwrotnej informacji o sposobie\npodziału Funduszu Premiowego na brygady\u002Fzespoły itp.\u003C\u002Fp>\n\n\u003Cp>4.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\u003C\u002Fp>\n\n\u003Cp>w cz. I pkt. 2 (z zastrzeżeniem pkt. 13), bezpośredni przełożony\nzobowiązany jest do przedstawienia pracownikowi pisemnego uzasadnienia swojej\ndecyzji.\u003C\u002Fp>\n\n\u003Cp>Pracownik nie może zostać pozbawiony Funduszu Premiowego, za wyjątkiem\nprzypadków określonych w pkt. 13.\u003C\u002Fp>\n\n\u003Cp>5.Podstawą przyznania indywidualnego Funduszu Premiowego kierownikowi\nkomórki organizacyjnej jest ocena pracy kierownika oraz wyników kierowanej\nprzez niego komórki.\u003C\u002Fp>\n\n\u003Cp>6.Indywidualna wysokość Funduszu Premiowego nie może być wyższa niż\n150% iloczynu płacy zasadniczej pracownika oraz procentowej wysokości\nFunduszu Premiowego, o którym mowa w cz. I pkt. 2.\u003C\u002Fp>\n\n\u003Cp>7.Za okres urlopu wypoczynkowego pracownik otrzymuje Fundusz Premiowy tak,\njakby w tym czasie pracował, co oznacza, że Fundusz Premiowy nie jest\nuwzględniany\u003C\u002Fp>\n\n\u003Cp>w wynagrodzeniu za urlop.\u003C\u002Fp>\n\n\u003Cp>8.Pracownikom, którym udzielono zwolnienia od wykonywania pracy\nzawodowej\u003C\u002Fp>\n\n\u003Cp>z zachowaniem prawa do wynagrodzenia w związku z wykonywaniem\ndziałalności związkowej, wysokość Funduszu Premiowego za czas udzielonego\noddelegowania stanowi iloczyn płacy zasadniczej pracownika oraz procentowej\nwysokości Funduszu Premiowego, o którym mowa w cz. I pkt. 2.\u003C\u002Fp>\n\n\u003Cp>9.Dyrektor Zakładu\u002FBiura Centrali dokonuje podziału Dodatkowego Funduszu\nMotywacyjnego, o którym mowa w cz. II pkt. 2., biorąc pod uwagę w\nszczególności\u003C\u002Fp>\n\n\u003Cp>wkład pracy pracowników w wypracowaniu osiągniętych wyników oraz\nstopień realizacji budżetu.\u003C\u002Fp>\n\n\u003Cp>Podstawą do przyznania Dodatkowego Funduszu Motywacyjnego znajdującego\nsię w gestii Prezesa Zarządu\u002FDyrektora Generalnego lub Dyrektora\nZakładu\u002FBiura Centrali, może być również wdrażanie do pracy, szkolenie\noraz przekazywanie umiejętności i kompetencji nowozatrudnionym\npracownikom.\u003C\u002Fp>\n\n\u003Cp>10.Fundusz Premiowy za dany miesiąc nie może być przenoszony na kolejne\nokresy miesięczne.\u003C\u002Fp>\n\n\u003Cp>11.Dodatkowy Fundusz Motywacyjny znajdujący się w gestii Dyrektora\nZakładu\u002FBiura Centrali jest w całości rozdysponowywany i wypłacany nie\npóźniej niż wraz\u003C\u002Fp>\n\n\u003Cp>z wypłatą wynagrodzenia za grudzień danego roku.\u003C\u002Fp>\n\n\u003Cp>12.Dodatkowy Fundusz Motywacyjny nie jest przenoszony na rok następny.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cp>13.Indywidualny Fundusz Premiowy nie przysługuje za okres nieobecności\u003C\u002Fp>\n\n\u003Cp>w pracy 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>14.Dodatkowy Fundusz Motywacyjny nie przysługuje pracownikowi, który nie\nprzepracował w danym miesiącu ani jednego dnia z powodu nieobecności\u003C\u002Fp>\n\n\u003Cp>w pracy 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>\u003C\u002Fdiv>\n\n\u003Cp>IV.Postanowienia końcowe.\u003C\u002Fp>\n\n\u003Cp>1.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>2.Wypłata Funduszu Premiowego i Dodatkowego Funduszu Motywacyjnego\nnastępuje w terminie wypłaty wynagrodzenia za pracę.\u003C\u002Fp>\n\n\u003Cp>3.Dodatkowy Fundusz Motywacyjny i Fundusz Premiowy wypłacane są pod\nodrębnymi kodami płacowymi.\u003C\u002Fp>\n\n\u003Cp>4.Interpretacji \u002F Wyjaśnień treści niniejszych zasad dokonują\nwyłącznie strony w trybie uzgodnienia w formie pisemnej.\u003C\u002Fp>\n\n\u003Cp>5.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>6.„Zasady uruchamiania i przyznawania Funduszu Premiowego i Dodatkowego\nFunduszu Motywacyjnego” zostaną podane do wiadomości pracowników i\nwyjaśnione przez bezpośrednich przełożonych w sposób przyjęty w\nkomórkach organizacyjnych.\u003C\u002Fp>\n\n\u003Cp>7.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>8.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 8 do Zakładowego Układu Zbiorowego Pracy dla pracowników\nArcelorMittal Poland S.A. Zasady przyznawania dodatku mistrzowskiego w\nArcelorMittal Poland S.A.\u003C\u002Fh2>\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.Maksymalna wysokość dodatku w zależności od stopnia realizacji\npowierzonych mistrzowi zadań, przy określonej ilości wszystkich pracowników\npodległych pośrednio i bezpośrednio danemu mistrzowi, może wynosić:\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"333\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">liczba podległych pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Maksymalna miesięczna\n        kwota dodatku w zł\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"333\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">do 5 pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">0\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"333\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">od 6 do 10\n        pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">300\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"333\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">od 11 do 20 pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">400\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"333\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">od 21 do 30 pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">500\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"333\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">od 31 do 40 pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">700\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"333\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Od 41 do 50 pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">800\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"333\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">Powyżej 50 pracowników\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"153\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"PL\" lang=\"PL\" style=\"color:black\">1000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>4.Decyzję o wysokości indywidualnego dodatku podejmuje jednoosobowo, w\nsposób uznaniowy, bezpośredni przełożony mistrza, informując bez zbędnej\nzwłoki pracownika o podjętej decyzji.\u003C\u002Fp>\n\n\u003Cp>Wysokość dodatku uzależniona jest m.in. od:\u003C\u002Fp>\n\n\u003Cp>1)oceny wykonywania zadań, określonych przed danym miesiącem,\u003C\u002Fp>\n\n\u003Cp>2)promowania i egzekwowania wśród pracowników procesu podnoszenia\nświadomości w zakresie bhp oraz przestrzegania przez nich norm i przepisów\nbhp,\u003C\u002Fp>\n\n\u003Cp>5.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,\nWynagrodzeń i Świadczeń - 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>6.W przypadku pełnienia zastępstwa obowiązków mistrza w sposób ciągły\nprzez okres co najmniej 14 dni kalendarzowych, dodatek mistrzowski z tytułu\npełnienia obowiązków mistrza przysługuje z dniem powierzenia pełnienia\nobowiązków mistrza, z przyjęciem zasady, że łączna wielkość dodatku\nmistrzowskiego dla mistrza i osoby pełniącej obowiązki mistrza nie może\nbyć wyższa niż określona w ust.3.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            ",{"disabilitypay":42,"trainingfundtxt":46,"contracttrialperiod":49,"wageincreasetype":52,"hourspday_select":56,"severance_dismissal_type":59,"healthandsafetypolicy":63,"STRUCINCR_trigger":66,"trainingfund":70,"severance":74,"cbadate_start":78,"ANNLEAVE_trigger":82,"TRAINING_trigger":86,"OVERTIME_trigger":90,"SOCSEC_trigger":93,"healthcareaccess":96,"apprenticeships":100,"COMMUTE_trigger":104,"healthandsafetytraining":107,"sicknesspaytxt":111,"MEDICAL_trigger":115,"part_time_excluded":119,"LOWWAGE_government":123,"overtimeallowanceperc1":127,"schedulesrestpw":131,"JOBTITLE_trigger":135,"overtimeallowancetxt":139,"longserviceallowancetype1":142,"SICDIS_trigger":145,"overtimeallowancetype_general":149,"NOCTPREM_trigger":152,"LOWWAGE_trigger":155,"funeralpayamount":159,"WORKFAM_trigger":163,"hivpolicy":167,"SENIOR_trigger":170,"WORKHOURS_trigger":174,"disabilityfund":177,"wageincreasedate":181,"PAIDLEAV_trigger":185,"longserviceallowanceperc1":188},{"bindId":43,"name":44,"text":45},"disabilitypay","Rozdział VII Obowiązki Pracodawcy § 48 1","Rozdział VII Obowiązki Pracodawcy\n\n§ 48\n\n1.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.\n\n2.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 odszkodowanie w wysokości 50 000zł (\npięćdziesiąt tysięcy złotych) w terminie 30 dni od zgłoszenia wniosku,\nniezależnie od innych świadczeń wynikających z przepisów prawa.\n\nOdszkodowanie, o którym mowa powyżej, wypłacane jest małżonkowi\npracownika oraz innym członkom rodziny spełniającym warunki wymagane do\nuzyskania renty rodzinnej w myśl przepisów o ubezpieczeniu społecznym\npracowników i ich rodzin.\n\n0sposobie podziału odszkodowania pomiędzy uprawnione osoby decyduje\npracodawca.\n\n3.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\n\n1całkowitą niezdolność do pracy.\n\n4.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.\n\n5.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.\n\n§ 49",{"bindId":47,"name":48,"text":48},"trainingfundtxt","§ 78",{"bindId":50,"name":51,"text":51},"contracttrialperiod","§ 10",{"bindId":53,"name":54,"text":55},"wageincreasetype","Załącznik Nr 3 do Zakładowego Układu Zbi","Załącznik Nr 3 do Zakładowego Układu Zbiorowego Pracy dla pracowników\nArcelorMittal Poland S.A. Zasady wypłacania specjalnego wynagrodzenia zwanego\nKartą Hutnika",{"bindId":57,"name":58,"text":58},"hourspday_select","§ 18",{"bindId":60,"name":61,"text":62},"severance_dismissal_type","1.Z chwilą rozwiązania umowy o pracę w z","1.Z chwilą rozwiązania umowy o pracę w związku z odejściem na\nemeryturę lub rentę inwalidzką, pracownikowi przysługuje jednorazowa\nodprawa pieniężna, zwana dalej odprawą.",{"bindId":64,"name":65,"text":65},"healthandsafetypolicy","Rozdział VIII Zasady BHP",{"bindId":67,"name":68,"text":69},"STRUCINCR_trigger","4.Specjalne wynagrodzenie wynosi 5 % pła","4.Specjalne wynagrodzenie wynosi 5 % płacy zasadniczej (nie większej\njednak niż 5000zł) po przepracowaniu 5 lat i wzrasta o 1 % za każdy\nnastępny rok pracy do 26 % płacy zasadniczej po 26 latach pracy.",{"bindId":71,"name":72,"text":73},"trainingfund","§ 78 1.Formy i zakres pomocy dla pracown","§ 78\n\n1.Formy i zakres pomocy dla pracowników podnoszących i uzyskujących nowe\nkwalifikacje uwarunkowane są obowiązującymi w tym zakresie przepisami prawa\ni możliwościami Pracodawcy.\n\n2.Przepisy wewnętrzne Pracodawcy, o których mowa w ust.1, powinny w\nszczególności określać:\n\n1)zasadę, że zakres pomocy Pracodawcy dla pracowników zależy od\nmożliwości finansowych Pracodawcy, z uwzględnieniem przepisów\nodrębnych,\n\n2)przypadki, które zobowiązują pracownika - na podstawie odrębnej umowy\n- o zwrot kosztów szkolenia w zamian za pokrycie przez Pracodawcę kosztów\nszkolenia, udzielania płatnych urlopów szkoleniowych oraz innych\nświadczeń.",{"bindId":75,"name":76,"text":77},"severance","3.Wysokość odprawy wynosi: 1)do 15 lat- ","3.Wysokość odprawy wynosi:\n\n1)do 15 lat- 100 % podstawy wymiaru,\n\n2)po 15 latach pracy- 150 % podstawy wymiaru,\n\n3)po 20 latach pracy- 200 % podstawy wymiaru\n\n4)po 25 latach pracy- 300 % podstawy wymiaru,\n\n5)po 30 latach pracy- 400 % podstawy wymiaru,\n\n6)po 35 latach pracy- 500 % podstawy wymiaru,\n\n7)po 40 latach pracy- 600 % podstawy wymiaru,",{"bindId":79,"name":80,"text":81},"cbadate_start","z dnia18.10.2011r., Protokołem Dodatkowy","z dnia18.10.2011r., Protokołem Dodatkowym nr 2 z dnia 27.05.2015r.,",{"bindId":83,"name":84,"text":85},"ANNLEAVE_trigger","4.Wysokość odprawy pracownika nie może b","4.Wysokość odprawy pracownika nie może być niższa niż jego\njednomiesięczne wynagrodzenie obliczone jak ekwiwalent pieniężny za urlop\nwypoczynkowy.\n\n5.Podstawę wymiaru odprawy stanowi średnie wynagrodzenia pracownika za\nostatnie 3 miesiące, obliczone jak wynagrodzenie za urlop wypoczynkowy.",{"bindId":87,"name":88,"text":89},"TRAINING_trigger","Rozdział XI Polityka zatrudnienia, szkol","Rozdział XI Polityka zatrudnienia, szkolenie, rozwój zawodowy i\nawanse",{"bindId":91,"name":92,"text":92},"OVERTIME_trigger","§ 35",{"bindId":94,"name":95,"text":95},"SOCSEC_trigger","Rozdział IX Polityka socjalna",{"bindId":97,"name":98,"text":99},"healthcareaccess","2.Przez dyżury lekarskie rozumie się poz","2.Przez dyżury lekarskie rozumie się pozostawanie w dyspozycji pracodawcy\nw czasie pracy zakładu lekarza lub lekarzy, którzy w każdej chwili mogą\nudzielić niezbędnej pomocy lekarskiej lub zadecydować o udzieleniu\nkoniecznej pomocy przez wyspecjalizowane jednostki służby zdrowia.",{"bindId":101,"name":102,"text":103},"apprenticeships","§ 2 Postanowieniami Układu nie są objęci","§ 2\n\nPostanowieniami Układu nie są objęci:\n\n1)członkowie Zarządu Spółki,\n\n2)Dyrektorzy i ich Zastępcy, Kierownicy, Szefowie oraz Główni\nSpecjaliści - zgodnie z decyzją Pracodawcy, w ilości nie większej niż 150\nosób.\n\n3)pracownicy młodociani zatrudnieni w celu przygotowania zawodowego.",{"bindId":105,"name":106,"text":106},"COMMUTE_trigger","§ 8",{"bindId":108,"name":109,"text":110},"healthandsafetytraining","§ 56 Pracodawca jest obowiązany zapewnić","§ 56\n\nPracodawca 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":112,"name":113,"text":114},"sicknesspaytxt","3.Wynagrodzenie, o którym mowa w ust.1. ","3.Wynagrodzenie, o którym mowa w ust.1. i ust.2. oblicza się według zasad\nobowiązujących przy ustalaniu podstawy wymiaru zasiłku chorobowego i\nwypłaca za każdy dzień niezdolności do pracy, nie wyłączając dni wolnych\nod pracy.",{"bindId":116,"name":117,"text":118},"MEDICAL_trigger","§ 58 1.Pracodawca jest obowiązany zapewn","§ 58\n\n1.Pracodawca jest obowiązany zapewniać w czasie pracy zakładu dyżury\nlekarskie.\n\n2.Przez dyżury lekarskie rozumie się pozostawanie w dyspozycji pracodawcy\nw czasie pracy zakładu lekarza lub lekarzy, którzy w każdej chwili mogą\nudzielić niezbędnej pomocy lekarskiej lub zadecydować o udzieleniu\nkoniecznej pomocy przez wyspecjalizowane jednostki służby zdrowia.\n\n3.Obowiązek, o którym mowa w ust. 1, może być spełniony poprzez\nzawarcie przez pracodawcę stosownej umowy z właściwymi jednostkami pogotowia\nratunkowego lub specjalistycznymi jednostkami służby zdrowia.\n\n4.Czas zużyty przez pracownika w godzinach pracy na korzystanie z pomocy\ndoraźnej w zakładowym punkcie sanitarnym wlicza się do czasu pracy, za\nwyjątkiem wizyt u lekarzy spowodowanych nagłym zachorowaniem lub\nleczeniem.",{"bindId":120,"name":121,"text":122},"part_time_excluded","6.Dla pracownika zatrudnionego w niepełn","6.Dla pracownika zatrudnionego w niepełnym wymiarze czasu pracy podstawę\nwymiaru odprawy ustala się w wysokości proporcjonalnej do wymiaru czasu pracy\nokreślonego w umowie o pracę.",{"bindId":124,"name":125,"text":126},"LOWWAGE_government","10.Minimalnym wynagrodzeniu gwarantowany","10.Minimalnym wynagrodzeniu gwarantowanym Układem - należy przez to\nrozumieć 115% minimalnego wynagrodzenie za pracę, określonego na podstawie\nUstawy z dnia 10.10.2002r. o minimalnym wynagrodzeniu za pracę ( Dz. U. z\n2002r. Nr 200, poz. 1679, z późn. zm.).",{"bindId":128,"name":129,"text":130},"overtimeallowanceperc1","Za każdą godzinę pracy wykonywanej w god","Za każdą godzinę pracy wykonywanej w godzinach nadliczbowych\npracownikowi, oprócz normalnego wynagrodzenia, przysługuje dodatek w\nwysokości 100% stawki godzinowej pracownika.",{"bindId":132,"name":133,"text":134},"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.",{"bindId":136,"name":137,"text":138},"JOBTITLE_trigger","II.1. Tabela wymagań kwalifikacyjnych - ","II.1. Tabela wymagań kwalifikacyjnych - stanowiska robotnicze",{"bindId":140,"name":141,"text":141},"overtimeallowancetxt","§ 36",{"bindId":143,"name":144,"text":144},"longserviceallowancetype1","3.Wysokość odprawy wynosi:",{"bindId":146,"name":147,"text":148},"SICDIS_trigger","Załącznik Nr 6 do Zakładowego Układu Zbi","Załącznik Nr 6 do Zakładowego Układu Zbiorowego Pracy dla pracowników\nArcelorMittal Poland S.A. Zasady obliczania i wypłacania wynagrodzenia oraz\ndodatkowego świadczenia w przypadku niezdolności do pracy spowodowanej\nchorobą",{"bindId":150,"name":151,"text":151},"overtimeallowancetype_general","§ 32",{"bindId":153,"name":154,"text":154},"NOCTPREM_trigger","§ 34",{"bindId":156,"name":157,"text":158},"LOWWAGE_trigger","§ 30 1.Wynagrodzenie pracownika za przep","§ 30\n\n1.Wynagrodzenie pracownika za przepracowany pełny miesięczny wymiar czasu\npracy nie może być niższe od minimalnego wynagrodzenia gwarantowanego\nUkładem.",{"bindId":160,"name":161,"text":162},"funeralpayamount","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":164,"name":165,"text":166},"WORKFAM_trigger","13.Indywidualny Fundusz Premiowy nie prz","13.Indywidualny Fundusz Premiowy nie przysługuje za okres nieobecności\n\nw pracy 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.\n\n14.Dodatkowy Fundusz Motywacyjny nie przysługuje pracownikowi, który nie\nprzepracował w danym miesiącu ani jednego dnia z powodu nieobecności\n\nw pracy 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.",{"bindId":168,"name":169,"text":169},"hivpolicy","§ 59",{"bindId":171,"name":172,"text":173},"SENIOR_trigger","Załącznik Nr 4 do Zakładowego Układu Zbi","Załącznik Nr 4 do Zakładowego Układu Zbiorowego Pracy dla pracowników\nArcelorMittal Poland S.A. Zasady przyznawania i obliczania jednorazowej odprawy\nemerytalno-rentowej",{"bindId":175,"name":176,"text":176},"WORKHOURS_trigger","Rozdział III Czas pracy",{"bindId":178,"name":179,"text":180},"disabilityfund","1.Pracodawca tworzy Zakładowy Fundusz Św","1.Pracodawca tworzy Zakładowy Fundusz Świadczeń Socjalnych (ZFŚS) w\nramach własnych środków finansowych, zgodnie z obowiązującymi w tym\nzakresie przepisami.",{"bindId":182,"name":183,"text":184},"wageincreasedate","8.„Dzień Hutnika”, który przypada w dniu","8.„Dzień Hutnika”, który przypada w dniu 4 maja, jest dniem wolnym od\npracy.",{"bindId":186,"name":187,"text":187},"PAIDLEAV_trigger","§ 13",{"bindId":189,"name":61,"text":62},"longserviceallowanceperc1","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Arcelor-Mittal - 2011\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Data rozpoczęcia: → 2011-10-17\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Data końcowa: → Nieokreślony\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nazwa sektora przemysłu: → Przetwórstwo przemysłowe\n            \u003C\u002Fdiv>\n\n            \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                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">UBEZPIECZENIE SPOŁECZNE I EMERYTURY\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Pracodawca dopłaca do funduszu emerytalnego dla pracowników: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Pracodawca dopłaca do funduszu rentowego dla pracowników: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Pracodawca dopłaca do pracowniczego funduszu dla bezrobotnych: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">SZKOLENIA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programy szkoleniowe: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Praktyki zawodowe: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Pracodawca dopłaca do funduszu szkoleniowego dla pracowników: → Yes, but only if the employer wishes to\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">CHOROBY I NIEPEŁNOSPRAWNOŚĆ\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Przepisy dotyczące powrotu do pracy po długotrwałej chorobie, np. leczeniu raka: → Nie\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Płatny urlop menstruacyjny: → Nie\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Wynagrodzenie w przypadku niepełnosprawności spowodowanej wypadkiem przy pracy: → 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: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Uzgodniona pomoc medyczna dla rodziny: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Uzgodniona wysokość składki na ubezpieczenie zdrowotne: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Uzgodnione ubezpieczenie zdrowotne dla rodziny: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Uzgodniony program zdrowotny i program bezpieczeństwa pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Uzgodnione szkolenie dotyczące bezpieczeństwa i higieny pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Zapewniona odzież ochronna: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regularne lub coroczne badania medyczne lub wizyty u lekarza zapewnione przez pracodawcę: → 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 not stated exactly\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: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Ocena ryzyka związanego ze stanowiskiem pracy dla bezpieczeństwa i zdrowia kobiet w ciąży lub karmiących piersią: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Możliwość wykonywania czynności zastępczych w miejsce prac niebezpiecznych lub zagrażających zdrowiu dla pracownic w ciąży lub karmiących piersią: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Czas wolny na prenatalne badania lekarskie: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Zakaz przesiewowych badań prenatalnych przed uregulowaniem stosunku zatrudnienia: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Zakaz przesiewowych badań prenatalnych przed awansem: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Udogodnienia dla matek karmiących piersią: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Zapewnianie przez pracodawcę placówek opieki nad dziećmi: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Placówki opieki nad dziećmi dotowane przez pracodawcę: → Nie\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Czesne \u002F dotacja na edukację dzieci: → Nie\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">UMOWY O PRACĘ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Czas trwania okresu próbnego: → 90 dni\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc\">\n                Odprawa po 5 latach pracy (procent miesięcznego wynagrodzenia): → 100 %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Odprawa po pierwszym roku pracy (procent miesięcznego wynagrodzenia): → 100 %\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Pracownicy zatrudnieni w niepełnym wymiarze godzin wyłączeni z jakichkolwiek świadczeń: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Przepisy dotyczące pracowników tymczasowych: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Praktykanci wyłączeni z jakichkolwiek postanowień: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Drobne prace \u002F prace dla studentów wyłączone z jakichkolwiek postanowień: → Tak\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">GODZINY PRACY, HARMONOGRAMY I ŚWIĘTA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Liczba godzin pracy dziennie: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Liczba godzin pracy tygodniowo: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Liczba dni pracy w tygodniu: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Coroczny płatny urlop: → -9.0 dni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Coroczny płatny urlop: → -9.0 tygodnie\n            \u003C\u002Fdiv>\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: → Nie\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WYNAGRODZENIA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wynagrodzenia ustala się za pomocą skali płac: → Yes, in 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            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wzrost wynagrodzenia\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Wzrost wynagrodzenia: → 5.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-wageincreaseamount1\">\n                    Wzrost wynagrodzenia: → PLN 5000.0\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premia za pracę wieczorną lub w nocy\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premia za pracę wieczorną lub w nocy: → PLN  miesięcznie\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premia za pracę w nocy: → Tak\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Dodatkowe wynagrodzenie za roczny urlop\u003C\u002Fh4>\n                \u003Cdiv id=\"display-annleaveallowanceperc1\">\n                    Dodatkowe wynagrodzenie za roczny urlop: → 100.0 % podstawowego wynagrodzenia\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\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            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Dodatek za staż pracy\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Dodatek za staż pracy: → 100.0 % podstawowego wynagrodzenia\n                \u003C\u002Fdiv>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Dodatek za staż pracy po: → 1 lata pracy\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Bony żywnościowe\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Zapewnienie dodatków na wyżywienie: → Nie\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Bezpłatna pomoc prawna: → Nie\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[195],{"title":35,"slug":31},[197],{"type":198,"data":199},"call_to_action_body_block",{"title":200,"description":201,"variant":202,"link":203},"Porównaj umowy zbiorowe","Porównaj teksty umów zbiorowych z Polski między wszystkimi sektorami, tematami i krajami","dark",{"title":200,"url":204,"description":200,"rel":205,"type":206},"\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002Fporownaj-umowy-zbiorowe","follow","internal",[208],{"type":198,"data":209},{"title":200,"description":201,"variant":202,"link":210},{"title":200,"url":204,"description":200,"rel":205,"type":206},[],{"title":15,"seo_title":213,"description":7,"path":214,"redirect_url":7,"locale":16,"children":215},"WageIndicator Polska: Wynagrodzenia, płaca minimalna","\u002Fpl-pl",[216,299,328],{"title":18,"seo_title":217,"description":7,"path":218,"redirect_url":7,"locale":16,"children":219},"Praca w Polsce: Wynagrodzenia, płaca minimalna, warunki","\u002Fpl-pl\u002Fpraca-w-polsce",[220,224,228,246,295],{"title":221,"seo_title":221,"description":7,"path":222,"redirect_url":7,"locale":16,"children":223},"Płaca minimalna","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fplaca-minimalna",[],{"title":225,"seo_title":225,"description":7,"path":226,"redirect_url":7,"locale":16,"children":227},"Płaca wystarczająca na utrzymanie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fplaca-wystarczajaca-na-utrzymanie",[],{"title":229,"seo_title":8,"description":7,"path":230,"redirect_url":7,"locale":16,"children":231},"Wynagrodzenie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie",[232,237,242],{"title":233,"seo_title":234,"description":7,"path":235,"redirect_url":7,"locale":16,"children":236},"Sprawdź wynagrodzenie","Porównaj Zarobki","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fsprawdz",[],{"title":238,"seo_title":239,"description":7,"path":240,"redirect_url":7,"locale":16,"children":241},"Ankieta wynagrodzeń","Krótki Kwestionariusz Pracownika","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fankieta",[],{"title":243,"seo_title":243,"description":7,"path":244,"redirect_url":7,"locale":16,"children":245},"Wynagrodzenia V.I.P.ów","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fvip",[],{"title":247,"seo_title":248,"description":7,"path":249,"redirect_url":7,"locale":16,"children":250},"Prawo pracy","Prawo pracy: Umowy, płace, prawa prac.","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy",[251,255,259,263,267,271,275,279,283,287,291],{"title":252,"seo_title":8,"description":7,"path":253,"redirect_url":7,"locale":16,"children":254},"Zatrudnienie i Zarobki","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fzatrudnienie-i-zarobki",[],{"title":256,"seo_title":8,"description":7,"path":257,"redirect_url":7,"locale":16,"children":258},"Wynagrodzenie i czas pracy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fwynagrodzenie-i-czas-pracy",[],{"title":260,"seo_title":8,"description":7,"path":261,"redirect_url":7,"locale":16,"children":262},"Urlop Wypoczynkowy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Furlop-wypoczynkowy",[],{"title":264,"seo_title":8,"description":7,"path":265,"redirect_url":7,"locale":16,"children":266},"Umowy i zwolnienia","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fumowy-i-zwolnienia",[],{"title":268,"seo_title":8,"description":7,"path":269,"redirect_url":7,"locale":16,"children":270},"Obowiązki Rodzinne","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fobowiazki-rodzinne",[],{"title":272,"seo_title":8,"description":7,"path":273,"redirect_url":7,"locale":16,"children":274},"Macierzyństwo i Praca","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fmacierzynstwo-i-praca",[],{"title":276,"seo_title":8,"description":7,"path":277,"redirect_url":7,"locale":16,"children":278},"Zdrowie i 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Zawodowe","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fzwiazki-zawodowe",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":296},[297],{"title":200,"seo_title":8,"description":7,"path":204,"redirect_url":7,"locale":16,"children":298},[],{"title":300,"seo_title":8,"description":7,"path":301,"redirect_url":7,"locale":16,"children":302},"Czym się zajmujemy","\u002Fpl-pl\u002Fczym-sie-zajmujemy",[303,307,313,318,323],{"title":304,"seo_title":8,"description":7,"path":305,"redirect_url":7,"locale":16,"children":306},"Dane i usługi","\u002Fpl-pl\u002Fczym-sie-zajmujemy\u002Fdane-i-uslugi",[],{"title":308,"seo_title":8,"description":7,"path":309,"redirect_url":310,"locale":311,"children":312},"Projekty","\u002Fpl-pl\u002Fczym-sie-zajmujemy\u002Fprojekty","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":314,"seo_title":8,"description":7,"path":315,"redirect_url":316,"locale":311,"children":317},"Wydarzenia","\u002Fpl-pl\u002Fczym-sie-zajmujemy\u002Fwydarzenia","\u002Fwhat-we-do\u002Fevents",[],{"title":319,"seo_title":8,"description":7,"path":320,"redirect_url":321,"locale":311,"children":322},"Publikacje","\u002Fpl-pl\u002Fczym-sie-zajmujemy\u002Fpublikacje","\u002Fwhat-we-do\u002Fpublications",[],{"title":324,"seo_title":8,"description":7,"path":325,"redirect_url":326,"locale":311,"children":327},"Aktualności i 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nami","\u002Fpl-pl\u002Fo-nas\u002Fkim-jestesmy\u002Fwspolpracuj-z-nami","\u002Fabout\u002Fwho-we-are\u002Fjobs",[],{"title":342,"seo_title":8,"description":7,"path":343,"redirect_url":344,"locale":311,"children":345},"Staże","\u002Fpl-pl\u002Fo-nas\u002Fkim-jestesmy\u002Fstaze","\u002Fabout\u002Fwho-we-are\u002Finternships",[],{"title":347,"seo_title":8,"description":7,"path":348,"redirect_url":7,"locale":16,"children":349},"Nasza historia","\u002Fpl-pl\u002Fo-nas\u002Fkim-jestesmy\u002Fhistoria",[],{"title":351,"seo_title":8,"description":7,"path":352,"redirect_url":7,"locale":16,"children":353},"Użytkownicy danych","\u002Fpl-pl\u002Fo-nas\u002Fkim-jestesmy\u002Fuzytkownicy-danych",[],{"title":355,"seo_title":8,"description":7,"path":356,"redirect_url":357,"locale":311,"children":358},"Nasi partnerzy","\u002Fpl-pl\u002Fo-nas\u002Fpartnerzy","\u002Fabout\u002Fpartners",[],{"title":360,"seo_title":8,"description":7,"path":361,"redirect_url":362,"locale":311,"children":363},"Gdzie działamy","\u002Fpl-pl\u002Fo-nas\u002Fgdzie-dzialamy","\u002Fabout\u002Fwhere-we-operate",[],{"title":365,"seo_title":8,"description":7,"path":366,"redirect_url":367,"locale":311,"children":368},"Nasze polityki i plany","\u002Fpl-pl\u002Fo-nas\u002Fpolityki-i-plany","\u002Fabout\u002Fpolicies",[],{"title":370,"seo_title":8,"description":7,"path":371,"redirect_url":372,"locale":311,"children":373},"Centrum prasowe","\u002Fpl-pl\u002Fo-nas\u002Fcentrum-prasowe","\u002Fabout\u002Fpress-room",[],{"title":375,"seo_title":8,"description":7,"path":376,"redirect_url":377,"locale":311,"children":378},"Skontaktuj się z 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