[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002Fleonardo_2012":3,"menu:\u002Fpl-pl:":330,"sites:htmlblocks":497,"subsites":1936,"cite-subsites":5499,"footer:root":5976,"suggested:root":6074,"cite-footer:root":6078},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":310,"content_type_view":311,"extra_breadcrumbs":312,"body":314,"body_blocks":325,"related_pages":329},4817,"baza-danych-umow-zbiorowych","Baza Danych Umów Zbiorowych",null,"","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych","collective_agreements.collectiveagreementoverview","pl_PL","2025-09-28T17:06:53.816393+00:00","2026-04-02T10:16:23.433978+00:00","\u002Fcms\u002Fpages\u002F4817\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Polska","pl-pl",{"title":20,"slug":21},"Praca w Polsce","praca-w-polsce",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002F","index, follow","website","summary_large_image","2025-09-28T19:06:53.816393+02:00","2026-04-02T12:16:23.626438+02:00",{"cba":32,"clauses":43,"details":308,"translations":309},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"leonardo_2012","84f4aff8-cb72-11e9-9bb4-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fpoland\u002Fleonardo_2012\u002Fleonardo_2012\u002F","Leonardo","Leonardo - 1997","Poland - Leonardo - 1997","Leonardo - 1997 - Przetwórstwo przemysłowe",{"name":41,"data":42},"Leonardo_2012.html","\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>Leonardo_2012\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>UNIFORM TEXT COLLECTIVE LABOUR AGREEMENT FOR EMPLOYEES OF WYTWÓRNIA\nSPRZĘTU KOMUNIKACYJNEGO „ PZL-ŚWI DNIK” SPÓŁKA AKCYJNA IN ŚWIDNIK\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>entered into in Świdnik on 19 June 1997\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(uniform text of 01.03.2012)\u003C\u002Fp>\n\n\u003Cp>between:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignsingle\">\u003Cp>1 Wytwórnia Sprzętu Komunikacyjnego PZL- Świdnik S.A., with its\nregistered office in Świdnik,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>and\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>2.The following trade unions:\u003C\u002Fp>\n\n\u003Cp>1\u002F The Organisation of the Independent Self-Governing Trade Union\nSolidarność operating in Wytwórnia Sprzętu Komunikacyjnego PZL- Świdnik\nS.A. with its registered office in Świdnik;\u003C\u002Fp>\n\n\u003Cp>2\u002F The Metalworkers Trade Union of Wytwórnia Sprzętu Komunikacyjnego\nPZL-Świdnik S.A. with its registered office in Świdnik;\u003C\u002Fp>\n\n\u003Cp>3\u002F The Engineers’ and Technicians’ Trade Union of Wytwórnia Sprzętu\nKomunikacyjnego PZL-Świdnik S.A. with its registered office in Świdnik.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Chapter I\u003C\u002Fh2>\n\n\u003Ch2>GENERAL PROVISIONS\u003C\u002Fh2>\n\n\u003Ch3>Article 1\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>1.This Collective Labour Agreement covers:\u003C\u002Fp>\n\n\u003Cp>1\u002F all employees employed in Wytwórnia Sprzętu Komunikacyjnego PZL-\nŚwidnik S.A.;\u003C\u002Fp>\n\n\u003Cp>2\u002F former employees of Wytwórnia Sprzętu Komunikacyjnego PZL- Świdnik\nS.A. who now draw a pension or disability benefit.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.If a new business entity is separated off from the Company, which employs\nthe employees of the Company, the newly- created business entity will be bound\nby the provisions of this Agreement in relation to the employees it takes\nover.\u003C\u002Fp>\n\n\u003Cp>3.Employees covered by this Collective Labour Agreement whose rights and\nobligations are specially regulated by separate provisions of law will only be\nsubject to the provisions of this Agreement with regard to matters that are not\ncovered by those provisions of law, unless this Agreement is more advantageous\nfor them.\u003C\u002Fp>\n\n\u003Cp>4.This Collective Labour Agreement lays down, in particular:\u003C\u002Fp>\n\n\u003Cp>1\u002F Terms of employment;\u003C\u002Fp>\n\n\u003Cp>2\u002F Working hours;\u003C\u002Fp>\n\n\u003Cp>3\u002F Rules for paying remuneration and awarding other benefits associated with\nwork and work conditions;\u003C\u002Fp>\n\n\u003Cp>4\u002F Rules relating to measures to promote\u003C\u002Fp>\n\n\u003Cp>5\u002F Social benefits;\u003C\u002Fp>\n\n\u003Cp>6\u002F Trade union entitlements;\u003C\u002Fp>\n\n\u003Cp>7\u002F The mutual obligations of the parties to this Collective Labour Agreement\nrelating to the principles and forms of co-operation in its application.\u003C\u002Fp>\n\n\u003Cp>5.This Agreement cannot breach third-party rights.\u003C\u002Fp>\n\n\u003Ch3>Article 2\u003C\u002Fh3>\n\n\u003Cp>When used in this Collective Labour Agreement, the terms listed below will\nhave the following meanings:\u003C\u002Fp>\n\n\u003Cp>1.\"Agreement” means this Collective Labour Agreement for employees of\nWytwórnia Sprzętu Komunikacyjnego PZL-Świdnik S.A.;\u003C\u002Fp>\n\n\u003Cp>2.\"Employee” means any person employed under an employment contract in\nWytwórnia Sprzętu Komunikacyjnego PZL-Świdnik S.A.;\u003C\u002Fp>\n\n\u003Cp>3.\"President of the management board\u002FGeneral Director” means the person\nappointed to that position in accordance with the applicable provisions of\nlaw;\u003C\u002Fp>\n\n\u003Cp>4.\"Trade unions or trade union organisations operating in the company”\nmeans:\u003C\u002Fp>\n\n\u003Cp>1\u002F The organisation of the Independent Self-Governing Trade Union\nSolidarność operating in PZL-Świdnik S.A.;\u003C\u002Fp>\n\n\u003Cp>Świdnik S.A.,\u003C\u002Fp>\n\n\u003Cp>2\u002F Związek Zawodowy „Metalowcy” PZL-Świdnik S.A.,\u003C\u002Fp>\n\n\u003Cp>1.\"Base amount” means an amount negotiated by the parties to this\nAgreement. If a base amount is not negotiated, the existing base amount will\ncontinue to apply;\u003C\u002Fp>\n\n\u003Cp>2.\"Lowest wage” means the lowest wage specified in this Agreement;\u003C\u002Fp>\n\n\u003Cp>3.\"Employer” means Wytwórnia Sprzętu Komunikacyjnego PZL-Świdnik\nS.A.;\u003C\u002Fp>\n\n\u003Cp>4.\"Company” means Wytwórnia Sprzętu Komunikacyjnego PZL-Świdnik\nS.A.;\u003C\u002Fp>\n\n\u003Cp>5.\"Persons drawing a pension or disability benefit” means former employees\nof the Company who now draw a pension or disability benefit.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-EMPCONTR_trigger\">\u003Ch2>Chapter II\u003C\u002Fh2>\n\n\u003Ch2>TERMS OF EMPLOYMENT\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Article 3\u003C\u002Fh3>\n\n\u003Cp>1.Employment contracts are concluded in accordance with the Labour Code and\nthe provisions of this Agreement.\u003C\u002Fp>\n\n\u003Cp>2.Employment contracts should be made in writing and should clearly state\nthe type and terms of employment. In particular, they should specify:\u003C\u002Fp>\n\n\u003Cp>1\u002F the type of work and the place where it will be performed;\u003C\u002Fp>\n\n\u003Cp>2\u002F the remuneration payable for the type of work in question;\u003C\u002Fp>\n\n\u003Cp>3\u002F the date of commencing work.\u003C\u002Fp>\n\n\u003Cp>1.The employer will be responsible for concluding contracts in writing.\u003C\u002Fp>\n\n\u003Cp>2.If a contract has not been made in writing, the employer should promptly,\ni.e. within seven days from the date of commencing work, confirm to the\nemployee in writing the type of contract and its terms and conditions.\u003C\u002Fp>\n\n\u003Cp>3.Employment contracts will be concluded for:\u003C\u002Fp>\n\n\u003Cp>1\u002F An indefinite term;\u003C\u002Fp>\n\n\u003Cp>2\u002F A fixed term;\u003C\u002Fp>\n\n\u003Cp>3\u002F For the period for which particular work will be performed;\u003C\u002Fp>\n\n\u003Cp>4\u002F If it becomes necessary to provide a substitute for an employee during a\njustified absence from work, the employer will be able to employ a different\nemployee for that purpose under a fixed term contract covering the duration of\nthe absence.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>4.Each of the contracts referred to in Sect. 5 can be preceded by an\nemployment contract for a trial period not exceeding three months.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.The basic form of employment contract used for employees covered by this\nAgreement is a contract for an indefinite term. The employer can conclude a\nfixed-\u003C\u002Fp>\n\n\u003Cp>term contract with an employee subject to separate provisions of law.\u003C\u002Fp>\n\n\u003Ch3>Article 3\u003C\u002Fh3>\n\n\u003Cp>1\u003C\u002Fp>\n\n\u003Cp>1.Employer undertakes to employ all employees employed in the Company on the\nbasis of employment contracts for an indefinite period irrespective of working\ntime, on 29 January, 2010, including employees which do not render work for\njustified reasons, such as military service, maternity leave, unpaid extended\npost- maternity leave etc., for Employment Guarantee Period, that is for the\nperiod of 72 months (6 years).\u003C\u002Fp>\n\n\u003Cp>2.Rights of employees connected with Employment Guarantee Period are defined\nin Annex no. 22 to ZUZP, which constitutes Annex no. 1 to this Additional\nProtocol.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>Article 4\u003C\u002Fh3>\n\n\u003Cp>1.The Company will create conditions for employees who accept employment\nafter graduating from vocational school, secondary school or an institution of\nhigher education enabling them to undergo induction training in the proper\nperformance of their job.\u003C\u002Fp>\n\n\u003Cp>2.The persons referred to in Sect. 1 will be trained according to an\nindividual programme established by the division responsible for employee\naffairs in consultation with the employee’s superior, for a period of up to\nthree months or, in justified cases, for a period of up to 12 months.\u003C\u002Fp>\n\n\u003Cp>3.The induction training period will end with an interview. Trade union\nrepresentatives will have the right to participate in the interview as\nobservers.\u003C\u002Fp>\n\n\u003Cp>4.If the interview has a positive outcome and the employee’s direct\nsuperior submits a positive assessment after the period of induction training,\nthis will constitute confirmation that the employee is suitable for the\nposition in question and will oblige the employer to award him a higher\npersonal classification rate.\u003C\u002Fp>\n\n\u003Cp>5.An employee who has been assessed will have the right to apply to the\ntrade unions for them to intervene with regard to the assessment.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 5\u003C\u002Fh3>\n\n\u003Cp>1.Team composed of representatives of Trade Unions and Employer will review\nand assess recruitment of employees to the Company once per quarter.\u003C\u002Fp>\n\n\u003Cp>2.Conclusions of review will be presented to the Employer by the team in\norder to include them in personnel policy.\u003C\u002Fp>\n\n\u003Ch3>Article 6\u003C\u002Fh3>\n\n\u003Cp>The employer is obliged to inform the employees of vacancies in the Company\nin the form of announcements broadcast over the radio system and posted on the\nnotice board in the division responsible for employee affairs. Announcements\nshould specify the qualifications required for the position.\u003C\u002Fp>\n\n\u003Ch3>Article 7\u003C\u002Fh3>\n\n\u003Cp>In special cases (restructuring or liquidation of jobs or reduction of\nemployment), the parties will negotiate special employment terms, taking into\naccount any retraining which is required.\u003C\u002Fp>\n\n\u003Ch3>Article 8\u003C\u002Fh3>\n\n\u003Cp>1.If it becomes necessary to permanently change the nature of the tasks\ncurrently performed by an employee and, as a result, it is necessary to retrain\nhim in a new occupation, the retraining period can last up to three months.\nHowever, if it is necessary for the employee to obtain special qualifications,\nit can be extended up to six months. In that period, the employee will receive\nthe same remuneration as before the training.\u003C\u002Fp>\n\n\u003Cp>2.Where it is justified in terms of the Company’s needs, an employee\nshould perform other work than that specified in his employment contract, for a\nperiod of not more than three months in a calendar year, if this does not cause\na decrease in his remuneration and the work is within the scope of his\nqualifications.\u003C\u002Fp>\n\n\u003Ch3>Article 9\u003C\u002Fh3>\n\n\u003Cp>1.An employment contract can be terminated:\u003C\u002Fp>\n\n\u003Cp>1\u002F by mutual consent of the parties;\u003C\u002Fp>\n\n\u003Cp>2\u002F with notice - by one of the parties making a declaration of termination\ngiving the required notice;\u003C\u002Fp>\n\n\u003Cp>3\u002F without a notice - by one of the parties making a declaration of\ntermination without giving notice;\u003C\u002Fp>\n\n\u003Cp>4\u002F due to the period for which the contract was concluded ending;\u003C\u002Fp>\n\n\u003Cp>5\u002F on the date when the work for which it was concluded is completed.\u003C\u002Fp>\n\n\u003Cp>1.A declaration of either of the parties giving notice of termination of an\nemployment contract or terminating it without notice should be made in writing.\nA declaration of the employer giving notice of termination of an employment\ncontract or terminating it without notice and a declaration of the employee\nterminating his employment contract without notice should state the reason for\nterminating the contract.\u003C\u002Fp>\n\n\u003Cp>2.Employment contracts for a trial period will be terminated at the end of\nthat period and can be terminated before the end of that period giving advance\nnotice.\u003C\u002Fp>\n\n\u003Cp>3.Thenoticeperiodforterminatingan\u003C\u002Fp>\n\n\u003Cp>employment contract concluded for a trial period will be:\u003C\u002Fp>\n\n\u003Cp>1\u002F three business days, if the trial period does not exceed two weeks;\u003C\u002Fp>\n\n\u003Cp>2\u002F one week, if the trial period is longer than two weeks;\u003C\u002Fp>\n\n\u003Cp>3\u002F two weeks, if the trial period is three months.\u003C\u002Fp>\n\n\u003Cp>4.Thenoticeperiodforterminatingan\u003C\u002Fp>\n\n\u003Cp>employment contract concluded for an indefinite term will depend on how long\nthe employee has been employed by the employer and will amount to:\u003C\u002Fp>\n\n\u003Cp>1\u002F two weeks, if the employee has been employed for less than six months;\u003C\u002Fp>\n\n\u003Cp>2\u002F one month, if the employee has been employed for at least six months;\u003C\u002Fp>\n\n\u003Cp>3\u002F three months, if the employee has been employed for at least three\nyears.\u003C\u002Fp>\n\n\u003Cp>2.The period for which an employee was employed by a previous employer will\nbe counted towards the period of employment referred to in Sect. 5 if he\nchanged employer due to a transfer of a workplace or a part thereof to a\ndifferent employer and the new employer became, by virtue of law, a party in\nthe existing employment relationships, as well as in other cases where, under\nseparate provisions of law, the new employer is the legal successor in\nemployment relationships entered into by the employer which previously employed\nthat employee.\u003C\u002Fp>\n\n\u003Cp>3.Notice periodsforterminatingan\u003C\u002Fp>\n\n\u003Cp>employment contract consisting of a week or a month or multiples thereof\nwill end on a Saturday or on the last day of the month, as appropriate.\u003C\u002Fp>\n\n\u003Cp>4.Theemployercan terminatean\u003C\u002Fp>\n\n\u003Cp>employment contract giving notice for the reasons specified in the Act on\nSpecial Rules for Terminating Employment Relationships with Employees for\nReasons Unrelated to Employees (Journal of Laws 03.90.844).\u003C\u002Fp>\n\n\u003Cp>5.If an employee’s employment contract concluded for an indefinite term is\nterminated due to the employer being declared bankrupt or being liquidated or\ndue to employment being reduced for other reasons that do not concern the\nemployee, specified in separate provisions of law, in order to terminate the\nemployment contract earlier, the employer can shorten the three-month notice\nperiod by up to one month, in which case the employee will be entitled to\ncompensation in the amount of his remuneration for the remainder of the notice\nperiod.\u003C\u002Fp>\n\n\u003Cp>5.For an employee who remains unemployed in the period for which\ncompensation is payable, that period will be counted towards his period of\nemployment.\u003C\u002Fp>\n\n\u003Cp>6.In a notice period for the termination of an employment contract by the\nemployer of two weeks or more, employees will be entitled to be exempted from\nwork so that they can seek employment, while retaining their right to receive\nremuneration, for:\u003C\u002Fp>\n\n\u003Cp>1\u002F two business days - in a two-week and one-month notice period;\u003C\u002Fp>\n\n\u003Cp>2\u002F three business days - in a three-month notice period, including if it is\nshortened under Sect. 9.\u003C\u002Fp>\n\n\u003Ch3>Article 10\u003C\u002Fh3>\n\n\u003Cp>The employer or the employee can terminate\u003C\u002Fp>\n\n\u003Cp>an employment contract without giving notice\u003C\u002Fp>\n\n\u003Cp>on the terms set out in the Labour Code.\u003C\u002Fp>\n\n\u003Ch3>Article 11\u003C\u002Fh3>\n\n\u003Cp>1.Employment contracts will expire in the circumstances specified in the\nLabour Code and in special provisions of law.\u003C\u002Fp>\n\n\u003Cp>2.An employment relationship will expire on the date when the employee\ndies.\u003C\u002Fp>\n\n\u003Cp>1.An employment contract will expire after the employee has been absent for\nthree months due to being held on remand, unless the employer terminated the\nemployment contract earlier without notice due to the employee’s fault.\u003C\u002Fp>\n\n\u003Cp>2.If an employment contract expires due to the employee being held on\nremand, the employer will be obliged to re-employ the employee if the\nproceedings are dismissed or the employee is acquitted and reports his return\nto work within seven days from the date when the judgement becomes legally\nbinding.\u003C\u002Fp>\n\n\u003Cp>3.The provisions of Sect. 4 will not be applicable where criminal\nproceedings were dismissed due to their being time-barred or due to an amnesty,\nor if the proceedings were conditionally dismissed.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>Chapter III\u003C\u002Fh2>\n\n\u003Ch2>WORKING HOURS\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Article 12\u003C\u002Fh3>\n\n\u003Cp>1.An employee’s working hours are the time when he is at the employer’s\ndisposal in a place designated in accordance with the Work Rules.\u003C\u002Fp>\n\n\u003Cp>2.For all employees subject to this Agreement, all Saturdays are days off\nwork, except for employees who work according to a working hours system and a\nschedule that requires that a timetable be drawn up, in which case days off\nwork will be established on a case-by-case basis in the timetable.\u003C\u002Fp>\n\n\u003Cp>1\u002F The parties agree that it will be possible to exchange a free Saturday\nfor a different free day;\u003C\u002Fp>\n\n\u003Cp>2\u002F By the end of a particular year, the Company’s management board, in\nconsultation with the trade unions, will establish a schedule of days off work\nfor the following year;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>3\u002F With regard to the days of the week on which public holidays occur in a\nparticular year, in order to enable employees to have several days off work in\na row, working for six days in a week will be permitted, in which case work on\nthe sixth day of the week will not constitute overtime, provided that it does\nnot exceed eight hours per 24-hour period and 40 hours per week in an adopted\nsettlement period consisting of a six-day working week.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>3.Working hours cannot exceed eight hours per 24-hour period or an average\nof 40 hours in an average five-day working week in a settlement period of not\nmore than four months. Depending on the employer’s needs, employees will be\nsubject to the working hours systems and schedules set out in Article 135-146\nof the Labour Code. Applying a particular system of scheduling working hours in\nthe Company and the detailed solutions of that system will require a separate\nwritten agreement with the trade unions being party to this Agreement.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype1\">\u003Cp>4.The night shift covers eight hours between 11 p.m. and 7 a.m. In the cases\nindicated in the Labour Regulations, it is admissible to set other night shift\nhours for specific employees or groups of employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.Work on a Sunday, public holiday or day off work established by this\nAgreement will be deemed to be work performed between 7.00 am on that day and\n7.00 am on the next day.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>6.Employees will be entitled to a 15-minute meal break included in their\nworking hours, and employees employed in the LOT-Medical Health Centre will be\nentitled to a 30-minute break included in their working hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>7.For work performed according to a timetable in an equivalent working hours\nsystem on Sundays and public holidays, employees will be entitled to a bonus of\n100 per cent of the remuneration resulting from their personal classification\ngroup. If entitlements to a bonus for overtime work and for work performed on a\nSunday, a public holiday or on additional days off work coincide, only one\nbonus (the higher one) will be applicable.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.The working hours of employees employed in the LOT-Medical Health Centre,\nas:\u003C\u002Fp>\n\n\u003Cp>1\u002F a doctor, nurse or medical technician cannot exceed 7 hours and 35\nminutes per 24-hour period and an average of 40 hours per week in a settlement\nperiod not exceeding three months;\u003C\u002Fp>\n\n\u003Cp>2\u002F a financial\u002Fadmin employee cannot exceed 8 hours per 24-hour period and\n40 hours per week in a settlement period not exceeding three months;\u003C\u002Fp>\n\n\u003Cp>3\u002F a radiology technician cannot exceed 5 hours per 24-hour period and an\naverage of 26 hours and 15 minutes per week in a settlement period not\nexceeding three months. Employees subjectto theabove-mentioned\u003C\u002Fp>\n\n\u003Cp>reduction of their working hours are not entitled to a bonus for work in\nharmful conditions.\u003C\u002Fp>\n\n\u003Cp>(The provisions of this sect. will apply until such time as amendments (if\nany) are made to the Act on Health Care Centres)\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>9.Flexibleworkinghours can be\u003C\u002Fp>\n\n\u003Cp>introduced depending on requirements in particular organisational units of\nthe Company.\u003C\u002Fp>\n\n\u003Cp>The introduction and rules of applying flexible working hours will be agreed\nwith the trade unions.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 13\u003C\u002Fh3>\n\n\u003Cp>1.In justified cases, leave can be granted where there is a shortfall in the\nwork requirement.\u003C\u002Fp>\n\n\u003Cp>2.The duration and conditions of such leave and the positions to which it\nrelates will be determined on a case-by- case basis by the President of the\nmanagement board\u002FGeneral Director in consultation with the trade unions.\u003C\u002Fp>\n\n\u003Cp>3.Remuneration for the above-mentioned leave will be not less than 70 per\ncent of the employee’s average wage calculated as if for recreational leave\nand cannot be lower than the lowest wage defined in this Agreement.\nFurthermore, that remuneration cannot be lower than the remuneration resulting\nfrom the employee’s personnel classification category, determined by means of\nan hourly or monthly rate.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Ch3>Article 14\u003C\u002Fh3>\n\n\u003Cp>1.The working hours of women from the seventh month of pregnancy can be\nreduced to six hours per day at the request of a doctor.\u003C\u002Fp>\n\n\u003Cp>2.When their working hours are reduced, employees will be granted a bonus in\nan amount that makes up for the reduction in their earnings. That bonus will\nonly be payable for the period of reduced working hours.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 15\u003C\u002Fh3>\n\n\u003Cp>1.Working hours should be fully utilised for occupational work.\u003C\u002Fp>\n\n\u003Cp>2.Occupational working hours will include time spent on:\u003C\u002Fp>\n\n\u003Cp>1\u002F Technical maintenance of a workstation;\u003C\u002Fp>\n\n\u003Cp>2\u002F Instruction provided by a superior;\u003C\u002Fp>\n\n\u003Cp>3\u002F Explanations of technical requirements that arose through no fault of the\nemployee;\u003C\u002Fp>\n\n\u003Cp>4\u002F Toilet breaks\u003C\u002Fp>\n\n\u003Ch3>Article 16\u003C\u002Fh3>\n\n\u003Cp>1.Any work performed over and above the standard working hours applicable to\nthe employee and any work performed over and above an increased number of\nworking hours per 24-hour period resulting from the working hours system and\nschedule applicable to the employee will be deemed to be overtime.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>2.For an individual employee, the number of overtime hours cannot exceed\nfour hours per 24-hour period and 250 hours per calendar year (in special cases\n300 overtime hours), except for the situations specified in Article 133 par. 1\npt. 1 of the Labour Code. An employee’s working hours, taking into account\novertime, cannot exceed an average of 48 hours per week in the adopted\nsettlement period.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Overtime work is prohibited in positions (specified in a list prepared by\nthe employer and agreed with the trade unions) where permissible concentrations\nand intensities of harmful factors are exceeded. The list will be updated at\nleast once a year.\u003C\u002Fp>\n\n\u003Cp>4.Subject to Sect. 2, overtime work must be agreed with the trade unions\nwith regard to the planned annual limit of the number of overtime hours and the\nrules governing that work.\u003C\u002Fp>\n\n\u003Cp>5.The employer will present a quarterly report to the trade unions detailing\nthe number of overtime hours that have been utilised and the justification for\nutilising them.\u003C\u002Fp>\n\n\u003Cp>6.Employees should be notified of the need for overtime at least 16 hours in\nadvance, except for special requirements of the Company and situations\nrequiring that an operation be organised and carried out to save human life or\nhealth or the Company’s property or eliminate malfunctions threatening to\nhalt production.\u003C\u002Fp>\n\n\u003Cp>7.Employees will be engaged to perform overtime work on a voluntary basis,\nexcept for the situations specified in Sect. 6.\u003C\u002Fp>\n\n\u003Cp>8.Employing employees to perform overtime work cannot be considered a\npermanent form of employment.\u003C\u002Fp>\n\n\u003Ch3>Article 17\u003C\u002Fh3>\n\n\u003Cp>1.The following working time shall apply to the Production and support\nservices:\u003C\u002Fp>\n\n\u003Cp>1\u002F I shift: from 07.00 to 15.00,\u003C\u002Fp>\n\n\u003Cp>2\u002F II shift: from 15.00 to 23.00,\u003C\u002Fp>\n\n\u003Cp>3\u002F III shift: from 23.00 to 07.00.\u003C\u002Fp>\n\n\u003Cp>2.The following working time shall apply to other employees occupying\nnon-manual labour positions:\u003C\u002Fp>\n\n\u003Cp>4\u002F I shift: from 08.00 to 16.00,\u003C\u002Fp>\n\n\u003Cp>5\u002F II shift: from 16.00 to 24.00.\u003C\u002Fp>\n\n\u003Cp>3.With respect to the production and support services, the normal working\ntime shall be work on I, II or III shift, for other employees occupying\nnon-manual labour positions , the normal working time shall be work on I or II\nshift.\u003C\u002Fp>\n\n\u003Ch3>Article 18\u003C\u002Fh3>\n\n\u003Cp>Detailed principles concerning the scheduling and utilisation of working\nhours are set out in the Work Rules of Wytwórnia Sprzętu Komunikacyjnego\nPZL-Świdnik S.A. in Świdnik, agreed with the trade unions.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>Chapter IV\u003C\u002Fh2>\n\n\u003Ch2>HOLIDAY LEAVE\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Article 19\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>1.The following leave entitlements will apply: 1\u002F 20 days - for employees\nwho have\u003C\u002Fp>\n\n\u003Cp>been employed for less than 10 years;\u003C\u002Fp>\n\n\u003Cp>2\u002F 26 days - for employees who have been employed for 10 years or more.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.In the calendar year in which he undertook employment, an employee\naccepting employment for the first time will become eligible at the end of each\nmonth of work to 1\u002F12 of the leave entitlement to which he will be entitled\nafter working for one year.\u003C\u002Fp>\n\n\u003Cp>3.Employees will acquire the right to further leave in each subsequent\ncalendar year.\u003C\u002Fp>\n\n\u003Cp>4.The leave entitlement of employees employed on a part-time basis will be\nestablished proportionally to the number of working hours of such employees, on\nthe basis of the leave entitlements specified in Sect. 1. Incomplete days of\nleave will be rounded up to a full day.\u003C\u002Fp>\n\n\u003Cp>5.Leave will be granted on days which are working days for the employee, in\naccordance with the working hours schedule applicable to him, in a number of\nhours corresponding to the number of working hours per 24-hour period of the\nemployee on the day in question, subject to Sect. 7.\u003C\u002Fp>\n\n\u003Cp>6.When paid leave is granted in accordance with Sect. 5, one day of leave\nwill correspond to eight hours of work.\u003C\u002Fp>\n\n\u003Cp>7.On a working day, an employee can only be granted leave consisting of a\nnumber of hours corresponding to a part of his number of working hours per\n24-hour period if the amount of leave which remains to be utilised is lower\nthan the full number of working hours per 24-hour period of the employee on the\nday on which leave is to be granted.\u003C\u002Fp>\n\n\u003Cp>8.The employer is obliged to grant an employee, at his request and within a\ntime limit specified by him, not more than four days of leave in each calendar\nyear. The employee must submit his demand to be granted leave not later than\nthe date when the leave commences.\u003C\u002Fp>\n\n\u003Ch3>Article 20\u003C\u002Fh3>\n\n\u003Cp>1.The period of work on which the leave entitlement depends will include the\nfollowing periods of education completed by the employee:\u003C\u002Fp>\n\n\u003Cp>1\u002F basic (or equivalent) vocational school - the period of study envisaged\nby the teaching syllabus, not exceeding three years;\u003C\u002Fp>\n\n\u003Cp>2\u002F secondary vocational school - the period of study envisaged by the\nteaching syllabus, not exceeding five years;\u003C\u002Fp>\n\n\u003Cp>3\u002F secondary vocational school for graduates of basic (or equivalent)\nvocational school - five years;\u003C\u002Fp>\n\n\u003Cp>4\u002F secondary comprehensive school - four years;\u003C\u002Fp>\n\n\u003Cp>5\u002F postsecondary school - six years;\u003C\u002Fp>\n\n\u003Cp>6\u002F institution of higher education – eight years.\u003C\u002Fp>\n\n\u003Cp>The periods of study referred to in Items 1-6 cannot be added up.\u003C\u002Fp>\n\n\u003Cp>1.If an employee studied while being employed, the period of work\ndetermining his leave entitlement will include either the period of employment\nfor which he studied or the period of study, depending which is more\nadvantageous for the employee.\u003C\u002Fp>\n\n\u003Cp>2.The period of work on which obtaining a right to leave and the leave\nentitlement depends will include periods of previous employment, irrespective\nof breaks in employment and the way in which the employment relationship was\nterminated.\u003C\u002Fp>\n\n\u003Cp>3.Employees who have utilised their leave in a given calendar year and\nsubsequently obtained a right during that year to a greater leave entitlement\nwill be entitled to supplementary leave.\u003C\u002Fp>\n\n\u003Cp>4.The employer must grant an employee leave in the calendar year in which\nthe employee obtained the right to it.\u003C\u002Fp>\n\n\u003Cp>5.Leave can be divided up into parts at an employee’s request. At least\none part of the leave should consist of not less than 14 consecutive calendar\ndays.\u003C\u002Fp>\n\n\u003Cp>6.Leave should be granted in accordance with a leave schedule established by\nthe employer in consultation with the trade unions.\u003C\u002Fp>\n\n\u003Cp>7.In the calendar year in which an employment relationship with an employee\nentitled to leave is terminated, the employee will be entitled to leave in the\nCompany in proportion to the period for which he worked in the year when his\nemployment relationship was terminated, unless he utilised an amount of leave\ngreater than or equal to his entitlement before the employment relationship was\nterminated.\u003C\u002Fp>\n\n\u003Cp>8.Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 21\u003C\u002Fh3>\n\n\u003Cp>1.The employer can order employees to take holiday leave during periods of\nplanned refurbishment stoppages in the Company, in accordance with the leave\nschedule described in Article 20.7.\u003C\u002Fp>\n\n\u003Cp>2.In the period referred to in Sect. 1, an employee will utilise his holiday\nleave entitlement or, if he has already utilised all of that entitlement in the\nyear in question, unpaid leave will be granted to the employee at his\nrequest.\u003C\u002Fp>\n\n\u003Cp>3.Employees should be notified of a break such as referred to in Sect. 1 by\nthe end of January of the year in question, by the notification procedure\napplied in the Company.\u003C\u002Fp>\n\n\u003Ch3>Article 22\u003C\u002Fh3>\n\n\u003Cp>1.Leave can be postponed at an employee’s request, justified by valid\nreasons.\u003C\u002Fp>\n\n\u003Cp>2.If an employee cannot commence his leave at the established time for\nreasons that justify his absence from work and, in particular, due to:\u003C\u002Fp>\n\n\u003Cp>1\u002F a temporary inability to work due to illness;\u003C\u002Fp>\n\n\u003Cp>2\u002F being quarantined after contracting a contagious illness;\u003C\u002Fp>\n\n\u003Cp>3\u002F being summoned to participate in military exercises or military training\nfor up to three months;\u003C\u002Fp>\n\n\u003Cp>4\u002F maternity leave,\u003C\u002Fp>\n\n\u003Cp>3.The employer must grant, at a later time, a portion of leave which is not\nutilised due to:\u003C\u002Fp>\n\n\u003Cp>1\u002F temporary inability to work due to illness;\u003C\u002Fp>\n\n\u003Cp>2\u002F the employee being quarantined after contracting a contagious illness;\u003C\u002Fp>\n\n\u003Cp>3\u002F the employee participating in military exercises or military training\nlasting up to three months;\u003C\u002Fp>\n\n\u003Cp>4\u002F maternity leave.\u003C\u002Fp>\n\n\u003Cp>4.Leave that is not utilised in accordance with the leave schedule should be\ngranted to the employee not later than the end of the first quarter of the next\ncalendar year.\u003C\u002Fp>\n\n\u003Cp>5.During the notice period for the termination of an employment contract,\nthe employer must utilise his leave entitlement if the employer grants him\nleave.\u003C\u002Fp>\n\n\u003Ch3>Article 23\u003C\u002Fh3>\n\n\u003Cp>1.The employer can only order an employee to return from leave when his\npresence in the Company is required due to circumstances that were not\nanticipated at the moment when the leave began.\u003C\u002Fp>\n\n\u003Cp>2.The employer must cover any costs incurred by the employee in direct\nconnection with his being ordered to return from leave and grant him the\ninterrupted leave in its entirety at a later time.\u003C\u002Fp>\n\n\u003Ch3>Article 24\u003C\u002Fh3>\n\n\u003Cp>1.If an employee does not utilise part or all of his leave due to his\nemployment relationship being terminated or expiring,\u003C\u002Fp>\n\n\u003Cp>2.Deleted.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>3.For a period of holiday leave, the employee will be entitled to the\nremuneration that he would have received if he had worked for that period.\nVariable components of remuneration will be calculated on the basis of the\naverage remuneration paid in the three calendar months preceding the month when\nthe leave commenced. In the event of a substantial fluctuation in the variable\ncomponents of remuneration in relation to remuneration consisting of basic pay,\nthe incentive fund, and the length of service bonus, those components can be\ntaken into account, when establishing remuneration for leave, in the total\namount paid to the employee in a period not exceeding 12 calendar months\npreceding the month when the leave was commenced.\u003C\u002Fp>\n\n\u003Cp>In the event of a change in the variable components of remuneration or a\nchange in the amount of those components in the period for which average\nremuneration is established, implemented before the commencement of holiday\nleave or in the month when that leave is being utilised, the average\nremuneration will be established again taking those changes into account.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.The employer must pay remuneration for do leave within the time limit\nspecified in Article 44.\u003C\u002Fp>\n\n\u003Ch2>Chapter V UNPAID LEAVE \u003C\u002Fh2>\n\n\u003Ch3>Article 25\u003C\u002Fh3>\n\n\u003Cp>1.The employer can grant unpaid leave at the written request of an\nemployee.\u003C\u002Fp>\n\n\u003Cp>2.A period of unpaid leave will not be included in the period of work on\nwhich employee entitlements depend.\u003C\u002Fp>\n\n\u003Cp>3.When granting unpaid leave of more than three months, the parties can\nagree that the employee may be ordered to return from leave for valid\nreasons.\u003C\u002Fp>\n\n\u003Cp>4.An employee can return from unpaid leave early, provided that:\u003C\u002Fp>\n\n\u003Cp>1\u002F he obtains the employer’s consent, or\u003C\u002Fp>\n\n\u003Cp>2\u002F he personally notifies the employer three months in advance.\u003C\u002Fp>\n\n\u003Cp>5.Upon the completion of unpaid leave, the employer must accept the employee\nfor work on terms agreed by the interested parties before the leave was\ngranted.\u003C\u002Fp>\n\n\u003Ch2>Chapter VI\u003C\u002Fh2>\n\n\u003Ch2>EXEMPTIONS FROM WORK\u003C\u002Fh2>\n\n\u003Ch3>Article 26\u003C\u002Fh3>\n\n\u003Cp>1. Employees are entitled to an exemption from work whilst retaining their\nright to receive remuneration, in the event of:\u003C\u002Fp>\n\n\u003Cp>1\u002F an employee getting married - two days;\u003C\u002Fp>\n\n\u003Cp>2\u002F an employee’s child being born - two days;\u003C\u002Fp>\n\n\u003Cp>3\u002F an employee’s child getting married - one day;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-deathrelatives\">\u003Cp>4\u002F the death and funeral of the spouse, child, father, mother, stepmother or\nstepfather of an employee - three days;\u003C\u002Fp>\n\n\u003Cp>5\u002F the death and funeral of the sister, brother, mother-in-law,\nfather-in-law, grandmother or grandfather of an employee or other person who is\ndependent on him or under his direct care - one day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.The exemptions referred to above should be utilised at the time when the\ncircumstances that entitle the employee to the exemption occur.\u003C\u002Fp>\n\n\u003Cp>3.After utilising an exemption, the employee must document the circumstances\nthat entitled him to the exemption.\u003C\u002Fp>\n\n\u003Ch3>Article 27\u003C\u002Fh3>\n\n\u003Cp>An employee can be exempted from work for a period required to deal with\nimportant personal or family matters which must be dealt with during working\nhours. Remuneration can be paid for the duration of such exemptions depending\non the decision of the department manager or the duration of such an exemption\ncan be made up. Time spent making up for an exemption will not be counted as\novertime.\u003C\u002Fp>\n\n\u003Ch3>Article 28\u003C\u002Fh3>\n\n\u003Cp>1.The employer must exempt an employee from work, without losing the right\nto receive remuneration from the employer, in the following circumstances:\u003C\u002Fp>\n\n\u003Cp>1\u002F to enable the employee to participate as a party or a member in a meeting\nof committees or groups whose activities result from the employer’s\nobligations under the statute or this Agreement, or which are appointed on an\nad hoc basis by the parties hereto;\u003C\u002Fp>\n\n\u003Cp>2\u002F for the purpose of undergoing examinations required under the provisions\nof law on compulsory medical examinations and vaccinations or health\nexaminations for persons who perform certain paid work in the Company, if it is\nnot possible to carry out the examinations or vaccinations during time off\nwork;\u003C\u002Fp>\n\n\u003Cp>3\u002F to enable the employee to work as a lecturer on courses organised by\nexternal training institutions or in a vocational school or institution of\nhigher education which trains pupils and students with a profile required by\nthe Company, for a period of not more than six hours per week or 24 hours per\nmonth;\u003C\u002Fp>\n\n\u003Cp>4\u002F to enable the employee to work as a lecturer, examination committee\nmember or course director on courses and training organised by the Training\nCentre for the Company’s employees and contracting parties, for the period\nnecessary for planned training sessions, courses and exams to be carried\nout;\u003C\u002Fp>\n\n\u003Cp>5\u002F to enable the employee to participate in combating natural disasters or\ndirectly participate in fire-fighting and flood protection operations. Such\nexemptions from work should be certified by the district office (urząd gminy)\nin the area where the operation is taking place;\u003C\u002Fp>\n\n\u003Cp>6\u002F to enable the employee to undergo training in connection with performing\nthe function of social labour inspector and participate in consultations and\nexaminations, for a period of not more than 10 days during his term of\noffice;\u003C\u002Fp>\n\n\u003Cp>7\u002F to enable the employee to participate in training and examinations\nrelating to safety and hygiene in the workplace;\u003C\u002Fp>\n\n\u003Cp>8\u002F to enable social labour inspectors to perform their statutory\nobligations;\u003C\u002Fp>\n\n\u003Cp>9\u002F to enable the employee to participate in training and examinations to\nimprovehisprofessional\u003C\u002Fp>\n\n\u003Cp>qualifications, thus enabling him to obtain authorisations to perform work\nin the Company in his current position (except for foreign language courses and\nexaminations), for 50 per cent of the time envisaged by the training programme,\nexcept for training and examinations organised by external institutions whose\norganisational structure requires a different type delegation;\u003C\u002Fp>\n\n\u003Cp>10\u002F to enable the employee to donate blood or undergo periodic medical\nexaminations, for the time specified by the blood donor centre.\u003C\u002Fp>\n\n\u003Cp>1.The employer can exempt an employee from work, without the employee losing\nthe right to receive remuneration from the employer, to enable the employee to\nparticipate in training and examinations aimed at improving his professional\nqualifications, thus enabling him to obtain licences to perform work in the\nCompany.\u003C\u002Fp>\n\n\u003Cp>2.Employees are entitled to a break of not more than eight hours after\ncompleting a night-time business journey, with the right to receive\nremuneration for that time, if they did not have a sleeper compartment.\u003C\u002Fp>\n\n\u003Ch3>Article 29\u003C\u002Fh3>\n\n\u003Cp>1.The employer can exempt an employee from work, without him being entitled\nto receive remuneration from the employer, to enable him to participate in\ntraining and examinations aimed at improving his professional\nqualifications.\u003C\u002Fp>\n\n\u003Cp>2.The employer must exempt an employee from work, without him being entitled\nto receive remuneration from the employer, in the following circumstances:\u003C\u002Fp>\n\n\u003Cp>1\u002F To enable him to respond to a summons issued by:\u003C\u002Fp>\n\n\u003Cp>-a national administrative authority;\u003C\u002Fp>\n\n\u003Cp>-a local government authority;\u003C\u002Fp>\n\n\u003Cp>-a court;\u003C\u002Fp>\n\n\u003Cp>-a prosecutor’s office;\u003C\u002Fp>\n\n\u003Cp>-the police;\u003C\u002Fp>\n\n\u003Cp>-a magistrate’s court;\u003C\u002Fp>\n\n\u003Cp>-to perform national military service;\u003C\u002Fp>\n\n\u003Cp>2\u002F When an employee is summoned as a witness in inspection proceedings being\nconducted by the Supreme Audit Board or if he is appointed to participate in\nsuch proceedings as a specialist;\u003C\u002Fp>\n\n\u003Cp>3\u002F To enable an employee to act as a member of a social committee or other\nsocial consultation body appointed by supreme state authorities, the Council of\nMinisters or the President of the Council of Ministers, or as a research member\nof a commission of the State Committee for Scientific Research;\u003C\u002Fp>\n\n\u003Cp>4\u002F To enable an employee to participate in fire-fighting training and to\ncarry out inspections of fire safety measures outside the Company, for a period\nnot exceeding six days per calendar year. Such an exemption from work should be\ncertified by the institutions organising the training or inspection.\u003C\u002Fp>\n\n\u003Cp>5\u002F To enable an employee to conduct lessons in a vocational school,\ninstitution of higher education or scientific facility or research and\ndevelopment unit or to conduct training on professional courses organised\nby:\u003C\u002Fp>\n\n\u003Cp>-ministries, central offices or regional government administration\nauthorities and bodies which are subordinate to them;\u003C\u002Fp>\n\n\u003Cp>-organisational units of the Minister of National Education;\u003C\u002Fp>\n\n\u003Cp>-social associations and organisations which, on the basis of applicable\nprovisions of law, have obtained a permit from the Minister of National\nEducation or the competent national administrative authority to conduct courses\ncommissioned by state- owned organisational units, for a number of working\nhours not exceeding six hours per week or 24 hours per month;\u003C\u002Fp>\n\n\u003Cp>6\u002F To enable the employee to undergo specialist medical examinations that\ncannot be carried out in the LOT- Medical Health Centre. The duration of that\nexemption can be made up, but time spent making up such an exemption will not\nconstitute overtime work.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cp>7\u002F To enable the employee to act as an expert in administrative, criminal,\npreparatory or court proceedings or in proceedings before a magistrate’s\ncourt - the total period of such exemptions cannot exceed six days per calendar\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 30\u003C\u002Fh3>\n\n\u003Cp>1.An employee being absent from work or arriving late, without losing his\nright to receive remuneration, can be justified by factors that prevent him\nfrom coming to work, in particular:\u003C\u002Fp>\n\n\u003Cp>1\u002F If the employee is unfit for work due to sickness or because he has been\nquarantined after being infected with a contagious illness;\u003C\u002Fp>\n\n\u003Cp>2\u002F if the employer is unable to work due to an occupational illness;\u003C\u002Fp>\n\n\u003Cp>3\u002F If the employee has been ordered not to work on the basis of a\ncertificate (decision) issued by a doctor, a medical committee, the Company\nRehabilitation and Transfer Committee or a sanitary inspector, unless the\nCompany employs the employee in a different job which is appropriate in view of\nthe state of his health;\u003C\u002Fp>\n\n\u003Cp>4\u002F If the employee is undergoing treatment in a health resort and the period\nof that treatment has been authorised by a doctor’s certificate, for the\nperiod of the employee’s inability to work due to sickness;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>5\u002F If a member of the employee’s family is ill such that the employee is\nrequired to personally take care of that person, for up to 14 days in a\ncalendar year;\u003C\u002Fp>\n\n\u003Cp>6\u002F If circumstances occur which require that the employee take care of a\nsick child of up to 14 years of age, for up to 60 days in a calendar year;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7\u002F An exemption to which a female or male employee bringing up a child of up\nto 14 years of age is entitled, of up to two days in a calendar year. If both\nparents are employed, only one of them can take advantage of this\nentitlement.\u003C\u002Fp>\n\n\u003Cp>2.The justification for an absence in the circumstances described in Sect. 1\nshould be confirmed by appropriate documents.\u003C\u002Fp>\n\n\u003Ch3>Article 31\u003C\u002Fh3>\n\n\u003Cp>Deleted\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>TERMS AND CONDITIONS OF PAYING EMPLOYEES FOR WORK\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Article 32\u003C\u002Fh3>\n\n\u003Cp>1.The basic criterion for assessing and measuring the value of work is\nremuneration for hours of work and the effectiveness of the work.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Cp>2.The principle will apply that women and men will receive the same payment\nfor the same work. Discrimination of any kind in this respect is\nunacceptable.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.The principles of remuneration will apply to all employees employed in the\nCompany, except for the President of the management board\u002FGeneral Director and\nthe Members of the management board.\u003C\u002Fp>\n\n\u003Ch3>Article 33\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>1.Employees employed in both blue and white-collar positions will be subject\nto a monthly remuneration.\u003C\u002Fp>\n\n\u003Cp>2.The amount of basic pay depends on the personal classification category\nand rate and the number of effective hours of work.\u003C\u002Fp>\n\n\u003Cp>3.The personnel classification rate results from the category according to\nthe qualifications scale and from a work assessment carried out by the\nemployee’s direct superior, with particular consideration for the\nproductivity, quality and discipline of the employee’s work.\u003C\u002Fp>\n\n\u003Cp>Classification category incompetency tarifficator is the result of number\ngrade of job positions prepared on the basis of job evaluation.\u003C\u002Fp>\n\n\u003Cp>4.Deleted.\u003C\u002Fp>\n\n\u003Cp>5.Average remuneration for direct supervision should amount to from 1.3 to\n2.0 times the average wage for the employees of the department or\norganisational unit in question.\u003C\u002Fp>\n\n\u003Cp>6.The average remuneration for a department manager should amount to from\n1.8 to 3.0 times the average wage for the employees.\u003C\u002Fp>\n\n\u003Cp>7.For calculating the amount of the average wages referred to in Sect. 5 and\n6, the following components of remuneration should be taken into account:\u003C\u002Fp>\n\n\u003Cp>-basic pay;\u003C\u002Fp>\n\n\u003Cp>-the incentive fund;\u003C\u002Fp>\n\n\u003Cp>-the functional bonus.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 34\u003C\u002Fh3>\n\n\u003Cp>A table of basic rate coefficients for individual classification categories\nwith regard to the minimum wage specified in this Collective Labour Agreement\nfor blue and white-collar positions is attached as Appendix 2 hereto.\u003C\u002Fp>\n\n\u003Ch3>Article 35\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>1.Employees shall be entitled to an annual bonus on terms and conditions\nspecified below, composed of the two parts:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1\u002F Monthly:\u003C\u002Fp>\n\n\u003Cp>a)in a part concerning individual presence at work dependent on working in a\ncalendar month not less than 150 hours of the total number of labour hours in\nthat month (without overtime). However, the holiday leave of 14 subsequent\ncalendar days once a year, which is required by the Law, shall be treated as a\nperiod of work.\u003C\u002Fp>\n\n\u003Cp>b)in a part concerning performance of deliveries, dependent on performance\nof 100% of monthly deliveries specified on a basis of a budget for a given\nyear, on the condition that the employee worked at least 80 labour hours of the\ntotal number of labour hours in that month. In the event of non- performance of\nthe deliveries plan in a given month\u002Fmonths, it is provided that the monthly\nbonus will be awarded after performance of 100% of deliveries planned for a\ngiven calendar quarter.\u003C\u002Fp>\n\n\u003Cp>2\u002F Annual - related to the following criteria: EBIT, quality, collective\nabsence.\u003C\u002Fp>\n\n\u003Cp>1.In 2012 the annual bonus will be as follows:\u003C\u002Fp>\n\n\u003Cp>1\u002F In the monthly part the amount of the bonus will be 200 PLN gross out of\nwhich 120 PLN gross will be linked to individual presence of an employee at\nwork, and 80 PLN gross will be linked to performance of deliveries planned in\nthe budget for a given month;\u003C\u002Fp>\n\n\u003Cp>2\u002F In the annual part the amount of the bonus in case of maximum performance\nby the Company of all goals in 2012 will be 1785 PLN gross.\u003C\u002Fp>\n\n\u003Cp>2.In 2013 the annual bonus will be as follows:\u003C\u002Fp>\n\n\u003Cp>1\u002F In the monthly part the amount of the bonus will be 250 PLN gross out of\nwhich 125 PLN gross will be linked to individual presence of an employee at\nwork, and 125 PLN gross will be linked to performance of deliveries planned in\nthe budget for a given month;\u003C\u002Fp>\n\n\u003Cp>2\u002F In the annual part the amount of the bonus in case of maximum performance\nby the Company of all goals in 2013 will be 1925 PLN gross.\u003C\u002Fp>\n\n\u003Cp>2.In 2014 the annual bonus will be as follows:\u003C\u002Fp>\n\n\u003Cp>1\u002F In the monthly part the amount of the bonus will be 300 PLN gross out of\nwhich 125 PLN gross will be linked to individual presence of an employee at\nwork, and 175 PLN gross will be linked to performance of deliveries planned in\nthe budget for a given month;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>2\u002F In the annual part the amount of the bonus in case of maximum performance\nby the Company of all goals in 2014 will be 2100 PLN gross.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdate\">\u003Cp>3.By 10 April each year employees will paid the annual part of the bonus\nwhich amount will depend on results of the Company for the preceding fiscal\nyear.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.The amount of the annual part of the bonus will depend on the level of\nperformance by the Company of, inter alia, financial goals, efficiency goals,\nproductivity goals and quality goals in the preceding fiscal year.\u003C\u002Fp>\n\n\u003Cp>5.Detailed rules of awarding the bonus referred to in sect. 1-4 shall be\ndefined by the Parties to ZUZP in a separate agreement.\u003C\u002Fp>\n\n\u003Cp>6.In 2014 the parties shall hold talks with the aim of implementation of a\nnew bonus system, which would come into force starting from 2015.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Ch3>Article 36\u003C\u002Fh3>\n\n\u003Cp>1.On motion of Trade Unions the Company shall pay employees employed in the\nCompany the Holiday Bonus. Bonus shall amount to one fourth of monthly\nremuneration of an employee calculated on the basis of data for the following\nmonths: September, October, November. The elements of remuneration taken into\naccount while calculating average monthly remuneration of an employee, the\nmanner of calculating Holiday Bonus in case when the employee had not received\nremuneration for the whole or part of the period which is the basis for\ncalculation of average monthly remuneration shall be agreed upon in the form of\na separate agreement by Employer and Trade Unions.\u003C\u002Fp>\n\n\u003Cp>2.Holiday Bonus shall be divided into two equal parts, unless the Company\nand Trade Unions shall define otherwise, and one part shall be payable for\nChristmas, the second for Easter.\u003C\u002Fp>\n\n\u003Cp>3.Bonus shall be payable, jointly with remuneration, before each holiday.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 37\u003C\u002Fh3>\n\n\u003Cp>The rules for classifying and promoting employees employed in blue and\nwhite-collar positions are set out in Appendix 5.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>Article 38\u003C\u002Fh3>\n\n\u003Cp>1.Employees are entitled to remuneration resulting from their personal\nclassification rate and the bonuses provided for in this Agreement in\nproportion to their hours of effective work.\u003C\u002Fp>\n\n\u003Cp>2.Employees will be entitled to remuneration for time when they do not work\nwhen it is provided for in this Agreement or in generally applicable provisions\nof law.\u003C\u002Fp>\n\n\u003Ch3>Article 39\u003C\u002Fh3>\n\n\u003Cp>1.For the duration of stoppages that are not\u003C\u002Fp>\n\n\u003Cp>the fault of the employee, the employee will be entitled to remuneration of\n80 per cent of the remuneration calculated as if forholiday leave.\nHowever,that\u003C\u002Fp>\n\n\u003Cp>remuneration cannot be lower than that resulting from his personal\nclassification category, determined by an hourly or monthly rate. Furthermore,\nthat remuneration cannot in any event be lower than thelowestremuneration\nfor\u003C\u002Fp>\n\n\u003Cp>employees subject to this Agreement.\u003C\u002Fp>\n\n\u003Cp>2.If a stoppage occurs through the fault of an employee and he does not\nundertake substitute work, he will not be entitled to remuneration.\u003C\u002Fp>\n\n\u003Cp>3.For the duration of a stoppage, the employer can assign an employee\nappropriate other work, for which he will be entitled to remuneration as if for\nnormal hours of work.\u003C\u002Fp>\n\n\u003Cp>4.If a stoppage occurs through the fault of the employee and he undertakes\nsubstitute work, he will be entitled to the remuneration resulting from his\npersonal classification.\u003C\u002Fp>\n\n\u003Ch3>Article 40\u003C\u002Fh3>\n\n\u003Cp>1.Employees will not be entitled to remuneration where products are\nmanufactured with defects through the fault of the employee.\u003C\u002Fp>\n\n\u003Cp>2.If the quality of a product is compromised due to defective work being the\nfault of the employee, remuneration will be reduced accordingly.\u003C\u002Fp>\n\n\u003Cp>3.If the defectiveness of a product is eliminated by the employee, he will\nbe entitled to appropriate remuneration in view of the quality of the product.\nHowever, he will not be entitled to remuneration for the time spent eliminating\nthe defect.\u003C\u002Fp>\n\n\u003Ch3>Article 41\u003C\u002Fh3>\n\n\u003Cp>1.If the work provided for in an employee’s contract does not completely\noccupy his working hours, his superior should assign him temporary\nsupplementary work in accordance with his qualifications, as specified in his\nemployment contract.\u003C\u002Fp>\n\n\u003Cp>2.Employees will not receive any additional remuneration for performing\ntemporary or supplementary work.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_comments_txt\">\u003Ch3>Article 42\u003C\u002Fh3>\n\n\u003Cp>1.Employees’ individual remuneration is confidential and will not be\npublished.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>The following information will be kept confidential and will not be\npublished:\u003C\u002Fp>\n\n\u003Cp>-the personal classification rate;\u003C\u002Fp>\n\n\u003Cp>-effective hours worked;\u003C\u002Fp>\n\n\u003Cp>-any sanctions imposed on an employee.\u003C\u002Fp>\n\n\u003Cp>2.Employees will be notified of the following data concerning wages:\u003C\u002Fp>\n\n\u003Cp>-the average hourly rate in the department;\u003C\u002Fp>\n\n\u003Cp>-the difference between the minimum and maximum rates in the department.\u003C\u002Fp>\n\n\u003Cp>3.At the request of an interested employee, the manager will be obliged to\ninform him of a change made to an employee’s personal classification\nrate.:\u003C\u002Fp>\n\n\u003Cp>4.At the request of the trade unions, the Company’s management board must\nprovide the employees with information on the level of average wages in the\nCompany and in individual divisions and departments.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3>Article 43\u003C\u002Fh3>\n\n\u003Cp>The lowest wage for employees covered by this Agreement cannot be lower than\n110 per cent of the minimum wage determined in accordance with the Minimum Wage\nAct of 10 October 2002 (Journal of Laws No. 200 item 1679).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 44\u003C\u002Fh3>\n\n\u003Cp>Remuneration will be paid by the 10th day of the next calendar month in the\nform of a money transfer to the employee’s bank account.\u003C\u002Fp>\n\n\u003Ch3>Article 45\u003C\u002Fh3>\n\n\u003Cp>The average wage increase in the Company for a particular calendar year will\nbe established on the basis of the Rules for the Negotiation System for\nDetermining the Average Wage Increase in the Company, attached as Appendix 6\nhereto.\u003C\u002Fp>\n\n\u003Ch2>Chapter VIII RULES FOR PAYING ADDITIONAL REMUNERATION\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Article 46\u003C\u002Fh3>\n\n\u003Cp>1.A bonus in addition to normal remuneration will be payable for overtime\nwork, in the following amounts:\u003C\u002Fp>\n\n\u003Cp>1\u002F 50 per cent of remuneration - for work in the first four hours of\novertime on weekdays and on Sundays and public holidays that are working days\nfor the\u003C\u002Fp>\n\n\u003Cp>employee according to the schedule of working hours applicable to him;\u003C\u002Fp>\n\n\u003Cp>2\u002F100 per cent of remuneration - for\u003C\u002Fp>\n\n\u003Cp>overtime at night and on Sundays and public holidays that are not working\ndays for the employee according to the schedule of working hours applicable to\nhim and on days off work granted in exchange for work on a Sunday or public\nholidays which are working days for the employee according to the schedule of\nworking hours applicable to him.\u003C\u002Fp>\n\n\u003Cp>2.The bonus referred to in Sect. 1.1\u002F will not be paid if free time is\ngranted, without the employee requesting it, in exchange for hours of work\nperformed over and above the established standard amount. In such case, the\nemployer will grant time off work not later than by the end of the settlement\nperiod, the amount of which will be 50 per cent higher than the number of\novertime hours worked. However, this cannot cause a reduction in the\nremuneration due to the employee for the full monthly amount of working\nhours.\u003C\u002Fp>\n\n\u003Cp>2.1. The bonus referred to in Sect. 1 will not be paid if free time is\ngranted at the employee’s request in exchange for work performed over and\nabove the established standard amount.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype1\">\u003Cp>3.Division directors, the chief accountant, chief specialists, programme\nheads, plant\u002Fcentre managers, heads of a group of departments and department\nmanagers, as well as their full-time deputies will, if necessary, perform work\noutside their normal working hours without the right to receive separate\nremuneration for overtime.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.However, the employees specified in Sect.3., except for division directors\nand the chief accountant, will be entitled to receive separate remuneration for\nwork performed at the order of their superior in overtime hours on a Sunday, a\npublic holiday or on an additional day off work, if they have not been granted\na different day off work in exchange for working on that day.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 47\u003C\u002Fh3>\n\n\u003Cp>Employees will be entitled to a bonus for working on the second shift, in\nthe amount of seven per cent of the hourly rate resulting from the base amount,\nfor each hour worked on the second shift in a fixed shift cycle and in\ncontinuous operation.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>Article 48\u003C\u002Fh3>\n\n\u003Cp>Employees will be entitled to a bonus for working at night, in the amount of\n20 per cent of the hourly rate resulting from the base amount, for each hour\nworked.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 49\u003C\u002Fh3>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 50\u003C\u002Fh3>\n\n\u003Cp>1.Employees who direct the work of a gang are entitled to a bonus for\nrunning the gang, which will depend on the number of hours worked and the\nnumber of persons in the gang.\u003C\u002Fp>\n\n\u003Cp>2.The monthly index rate for the bonus for leading a gang is specified in\nAppendix 8 and amounts to:\u003C\u002Fp>\n\n\u003Cp>1\u002F for a gang of 5-10 people - 1\u002F2 of level 1;\u003C\u002Fp>\n\n\u003Cp>2\u002F for a gang of 11-15 people - 1\u002F2 of level 2;\u003C\u002Fp>\n\n\u003Cp>3\u002F for a gang of more than 15 people - 1\u002F2 of level 3.\u003C\u002Fp>\n\n\u003Cp>The bonus will be paid for the period for which the function of gang leader\nis performed.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>Article 51\u003C\u002Fh3>\n\n\u003Cp>1.Employees employed in managerial positions are entitled to a functional\nbonus, the amount of which depends on the position they hold in the\nhierarchical structure of the Company, the complexity of their work, the number\nof their subordinates and other justified circumstances.\u003C\u002Fp>\n\n\u003Cp>2.There will be no entitlement to a functional bonus if there are less than\nthree subordinate employees.\u003C\u002Fp>\n\n\u003Cp>3.The President of the management board\u002FGeneral Director will make the\ndecision as to whether to award a functional bonus where the number of\nsubordinate employees is less than that specified in Sect. 2.\u003C\u002Fp>\n\n\u003Cp>4.The amount of the functional bonus will be proposed by the employee’s\nsuperior in consultation with the division responsible for employee affairs.\u003C\u002Fp>\n\n\u003Cp>5.The monthly percentage rates of the functional bonus and a list of\npositions that carry an entitlement to a functional bonus are set out in\nAppendix 8.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Ch3>Article 51.1\u003C\u002Fh3>\n\n\u003Cp>1. The employees working at Zakład Przychodnia Zdrowia \"LOT-Medical” are\nentitled to a \"NFZ” (National Health Fund) supplement as a result of the\nincrease of remuneration provided for in the Act of 22 July 2006 on the\ntransfer of financial means to service providers in connection with the\nincrease of remunerations (Polish Journal of Laws No 149, item 1076).\u003C\u002Fp>\n\n\u003Cp>2.The supplement referred to in section 1 cannot exceed 40 % of the average\nremuneration of the given employee in the second quarter of 2006.\u003C\u002Fp>\n\n\u003Cp>3.This provision will be in force for a specified period, i.e. until the end\nof 2007 or as long as the National Health Fund, or any other entity performing\nthe tasks pertaining to the health insurance system, provides funds allowing\nfor the payment of the \"NFZ” supplement.\u003C\u002Fp>\n\n\u003Cp>4.The specific rules for granting and paying out the \"NFZ” supplement are\ndefined in the Regulations agreed with the trade unions.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Chapter IX PAYMENTS AND ADDITIONAL PERFORMANCES OTHER THAN REMUNERATION FOR\nWORK\u003C\u002Fh2>\n\n\u003Ch3>Article 52\u003C\u002Fh3>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 53\u003C\u002Fh3>\n\n\u003Cp>1.Employees who have worked 20 years or more will be entitled to a long\nservice award.\u003C\u002Fp>\n\n\u003Cp>2.The percentage amount of the long service award will be established\nseparately for the period of employment in PZL-Świdnik S.A. and for a period\nof employment in other companies.\u003C\u002Fp>\n\n\u003Cp>3.The period of employment in PZL Świdnik S.A. will include:\u003C\u002Fp>\n\n\u003Cp>1\u002FPeriods ofemployment in the\u003C\u002Fp>\n\n\u003Cp>Company, except for periods of employmentthat endedwiththe\u003C\u002Fp>\n\n\u003Cp>contract expiring due to the employee abandoninghis positionorthe\u003C\u002Fp>\n\n\u003Cp>employment contract being terminated without notice through the fault of the\nemployee. The expiry of a contract due to the employee abandoning his position\napplies to periods before 2 June 1996 (the date when the Act Amending the\nLabour Code and Certain Acts of 2 February 1996, Journal of Laws No. 24\u002F96 item\n110, came into force);\u003C\u002Fp>\n\n\u003Cp>2\u002F A period of employment in limited liability companies separated off from\nPZL-Świdnik S.A. and the Employees’ Social Foundation;\u003C\u002Fp>\n\n\u003Cp>3\u002F The period of employment in the Company of employees dismissed for the\nreasons set out in Article 1 of the Act of 24 May 1989 (Journal of Laws No.\n32\u002F89, item 172, as amended), who accepted employment in PZL- Świdnik S.A.\nagain;\u003C\u002Fp>\n\n\u003Cp>4\u002F A period for which an employee was exempted from occupational work as a\nresult of being elected or appointed to perform a national or social\nfunction;\u003C\u002Fp>\n\n\u003Cp>5\u002F A period for which an employee performs basic or periodic military\nservice according to the principles set out in the Polish Military Service Act\nof 21 November 1967 (Journal of Laws No. 4\u002F92 item 16);\u003C\u002Fp>\n\n\u003Cp>6\u002F A period that a woman spends on parental leave in accordance with the\nRegulation of the Council of Ministers of 28 May 1996 on parental leave and\nbenefits (Journal of Laws No. 60\u002F96 item 277);\u003C\u002Fp>\n\n\u003Cp>7\u002F The last period of uninterrupted work in an organisational unit, where\nthat unit was taken over;\u003C\u002Fp>\n\n\u003Cp>8\u002F The last period of uninterrupted work in the previous company, where the\nemployee was transferred to the Company on the basis of a decision of a\ndominant undertaking;\u003C\u002Fp>\n\n\u003Cp>9\u002F Periods of employment in defence and aviation industry companies covered\nby the Multi-Establishment Collective Labour Agreement for Employees of Defence\nand Aviation Industry Companies.\u003C\u002Fp>\n\n\u003Cp>3.Periods of employment in other companies will include all other documented\nperiods of employment in companies, not specified in Sect. 3.\u003C\u002Fp>\n\n\u003Cp>4.The award should be paid immediately after the employee becomes eligible\nfor it.\u003C\u002Fp>\n\n\u003Cp>5.The employee will be obliged to prove his eligibility for the award if\nthere is no appropriate documentation in the personnel files held by the\nemployer.\u003C\u002Fp>\n\n\u003Cp>6.If an employee became eligible for an award after changing his amount of\nworking hours, the basis for calculating the award will be the remuneration to\nwhich the employee was entitled in the period for which he worked after that\nchange.\u003C\u002Fp>\n\n\u003Cp>If an employee became eligible for an award while he was employed to work\nfor a different number of hours than on the date when the award is paid, the\nbasis for calculating thebonus will be the\u003C\u002Fp>\n\n\u003Cp>remuneration to which the employee was entitled immediately before changing\nthe number of his working hours.\u003C\u002Fp>\n\n\u003Cp>7.If an employment relationship was terminated due to the employee retiring\non a pension or disability benefit in connection with an accident in the\nworkplace or occupational sickness or on group 1 or 2 disability benefit for\nreasons other than an accident in the workplace or occupational sickness, an\nemployee who is less than twelve months away from becoming eligible for an\naward, counting from the date when the employment relationship is\nterminated,\u003C\u002Fp>\n\n\u003Cp>8.An employee who has documented his right to an award on a particular date\nand within 12 months from that date becomes eligible for a higher grade award\nwill be paid the lower award within the time limit specified in Sect. 5 and the\ndifference between the amounts of the higher and lower award on the date when\nhe becomes eligible for the higher award.\u003C\u002Fp>\n\n\u003Cp>9.The payment of the long service award provided for in this Agreement for\n20 years of work only applies to employees who become eligible for 20 years of\nwork after the effective date of this Agreement.\u003C\u002Fp>\n\n\u003Cp>10.Employees who were paid a long service award before this Agreement came\ninto force will not be entitled to any claims stemming from the change in the\nrules for awarding long service awards.\u003C\u002Fp>\n\n\u003Cp>11.The basis for calculating an award will be the remuneration to which the\nemployee is entitled on the date when the award is paid or, if it is more\nadvantageous for the employee, the remuneration to which he was entitled on the\ndate when he became eligible for the award.\u003C\u002Fp>\n\n\u003Cp>12a. At the request of an employee who becomes eligible for a long service\naward while working abroad, the long service award will be paid on the day\nbefore he leaves Poland to work abroad or on the date when his employment\ncontract is amended to extend his period of working abroad. In both cases, the\nexclusive basis for calculating the amount of the long service award will be\nthe remuneration to which the employee is entitled on the day before he leaves\nPoland to work abroad, and Sect. 12 will not apply.\u003C\u002Fp>\n\n\u003Cp>13.The basis for calculating the amount of the long service award will\nbe:\u003C\u002Fp>\n\n\u003Cp>1\u002F for the period of employment in PZL Świdnik S.A. - 100 per cent of\nindividual monthly remuneration, calculated according to the principles\napplicable when determining the monetary equivalent for holiday leave;\u003C\u002Fp>\n\n\u003Cp>2\u002F for a period of employment in other companies - the lowest monthly\nremuneration provided for in this Agreement.\u003C\u002Fp>\n\n\u003Cp>14.The amount of the long service award will be:\u003C\u002Fp>\n\n\u003Cp>1\u002F after 20 years of work - 100 % of the basic salary rate;\u003C\u002Fp>\n\n\u003Cp>2\u002F after 25 years of work - 150 % of the basic salary rate;\u003C\u002Fp>\n\n\u003Cp>3\u002F after 30 years of work - 200 % of the basic salary rate;\u003C\u002Fp>\n\n\u003Cp>4\u002F after 35 years of work - 250 % of the basic salary rate;\u003C\u002Fp>\n\n\u003Cp>5\u002F after 40 years of work - 300 % of the basic salary rate;\u003C\u002Fp>\n\n\u003Cp>6\u002F after 45 years of work and more, in 5-year intervals - 350 % of the basic\nsalary rate.\u003C\u002Fp>\n\n\u003Ch3>Article 54\u003C\u002Fh3>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 55\u003C\u002Fh3>\n\n\u003Cp>1.An employee who is performing the function of company social labour\ninspector will be entitled to monthly flat remuneration calculated in\naccordance with the applicable provisions of law in that respect.\u003C\u002Fp>\n\n\u003Cp>2.An employee who is delegated to perform the function of company social\nlabour inspector will be entitled to remuneration equal to 1.6 times the\naverage wage in the Company for the last quarter.\u003C\u002Fp>\n\n\u003Ch3>Article 56\u003C\u002Fh3>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 57\u003C\u002Fh3>\n\n\u003Cp>1.Compensation benefit will be payable, according to principles set out in\ngenerally applicable provisions of law, to employees:\u003C\u002Fp>\n\n\u003Cp>1\u002F with reduced fitness for work, whose remuneration has been reduced due to\ntheir undergoing occupational rehabilitation or training for a particular\njob;\u003C\u002Fp>\n\n\u003Cp>2\u002F whose remuneration has been reduced due to their undertaking work in a\ndifferent department or at a different employer in connection with their being\nfound to be carrying microbes of a contagious illness.\u003C\u002Fp>\n\n\u003Cp>2.If wages are increased in the period when an employee is collecting\ncompensation benefit, the benefit will be supplemented:\u003C\u002Fp>\n\n\u003Cp>1\u002F In an amount compensating for the average pay rise in his previous job\n(department), if he had to undergo rehabilitation due to an occupational\nillness, an accident in the workplace or an accident on the way to or from\nwork, irrespective of the number of years he has worked;\u003C\u002Fp>\n\n\u003Cp>2\u002F In cases not specified in Item 1:\u003C\u002Fp>\n\n\u003Cp>a\u002F in an amount compensating for 50 per cent of the average pay rise in his\nprevious job (department), if the employer has worked for at least 15 years at\nthe employer and in companies separated off from PZL- Świdnik S.A. or the\nEmployees’ Social Foundation;\u003C\u002Fp>\n\n\u003Cp>b\u002F in an amount compensating for 75 per cent of the average pay rise in his\nprevious job (department), if the employer has worked for at least 20 years at\nthe employer and in companies separated off from PZL- Świdnik S.A. or the\nEmployees’ Social Foundation;\u003C\u002Fp>\n\n\u003Cp>c\u002F in an amount compensating for 100 per cent of the average pay rise in his\nprevious job (department), if the employer has worked for at least 25 years at\nthe employer and in companies separated off from PZL- Świdnik S.A. or the\nEmployees’ Social Foundation;\u003C\u002Fp>\n\n\u003Ch3>Article 58-59\u003C\u002Fh3>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 60\u003C\u002Fh3>\n\n\u003Cp>1.Employees who are authorised to self- monitor production quality are\nentitled to a self-monitoring bonus.\u003C\u002Fp>\n\n\u003Cp>2.The bonus for employees who are authorised to self-monitor production\nquality will be awarded by the President of the management board\u002FGeneral\nDirector at the request of the Quality Director.\u003C\u002Fp>\n\n\u003Cp>3.The rules for awarding the bonus and its amount will be determined by the\nPresident of the management board\u002FGeneral Director.\u003C\u002Fp>\n\n\u003Ch3>Article 61 - 65\u003C\u002Fh3>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 66\u003C\u002Fh3>\n\n\u003Cp>1.Employees will be entitled to receive a one- off severance payment if\ntheir employment relationship is terminated due to their becoming eligible for\na pension or disability benefit.\u003C\u002Fp>\n\n\u003Cp>2.The principles for awarding and paying the severance payment are set out\nin Appendix 10.\u003C\u002Fp>\n\n\u003Ch3>Article 67\u003C\u002Fh3>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 68\u003C\u002Fh3>\n\n\u003Cp>1.If an employee dies during his employment relationship or while he is\ncollecting benefits after its termination on account of being unable to work\ndue to sickness, his family will be entitled to receive a posthumous severance\npayment from the employer.\u003C\u002Fp>\n\n\u003Cp>2.The principles for paying posthumous severance payments are set out in\nAppendix 12.\u003C\u002Fp>\n\n\u003Ch3>Article 69 - 71\u003C\u002Fh3>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 72\u003C\u002Fh3>\n\n\u003Cp>1.Employees who are delegated to work outside their place of permanent\nresidence for a period of more than 10 days and at a distance of more than 100\nkm will be entitled to a separation bonus.\u003C\u002Fp>\n\n\u003Cp>2.For each day of separation, the employee will be entitled to a bonus in\nthe amount of a single business trip allowance.\u003C\u002Fp>\n\n\u003Cp>3.A separation bonus will not be paid:\u003C\u002Fp>\n\n\u003Cp>1\u002F for days of unjustified absence from work;\u003C\u002Fp>\n\n\u003Cp>2\u002F for a period of hospital-based treatment;\u003C\u002Fp>\n\n\u003Cp>3\u002F for a period of holiday leave;\u003C\u002Fp>\n\n\u003Cp>4\u002F for a period when an employee is unable to work due to sickness, if he\nwas not in the location he was delegated to;\u003C\u002Fp>\n\n\u003Cp>5\u002F to an employee who has been referred for training;\u003C\u002Fp>\n\n\u003Cp>6\u002F to an employee who has been referred for work abroad.\u003C\u002Fp>\n\n\u003Ch2>Chapter X EMPLOYER’S OBLIGATIONS\u003C\u002Fh2>\n\n\u003Ch3>Article 73\u003C\u002Fh3>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 74\u003C\u002Fh3>\n\n\u003Cp>1.When an employment relationship is terminated or expires, the employer\nmust promptly issue a work certificate to the employee. In the event of the\ntermination or expiry of an employment contract with an employee with whom the\nemployer enters into another employment contract immediately after the\ntermination or expiry of the previous one, the employer will only be obliged to\nissue a work certificate to the employee at his request.\u003C\u002Fp>\n\n\u003Cp>2.At an employee’s request, the employer will issue a reference in\nconnection with the termination or expiry of an employment relationship. The\nemployee concerned can request that the employer give the reference a greater\ndegree of detail, either directly or through a trade union.\u003C\u002Fp>\n\n\u003Cp>3.Within seven days of receiving a work certificate, the employee can apply\nto the employer for it to be corrected. If the application is refused, the\nemployee will be entitled to submit a request for the work certificate to be\ncorrected to a labour court within seven days from the date when he receives\nnotification of the refusal to correct the work certificate.\u003C\u002Fp>\n\n\u003Cp>4.The employer will be obliged to pay the employee compensation for a period\nof unemployment, not exceeding six weeks’ remuneration,if the period of\nunemployment was caused by a work certificate being issued late or an incorrect\nwork certificate being issued.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Ch3>Article 75\u003C\u002Fh3>\n\n\u003Cp>The employer must pay employees sickness, family, maternity, attendance,\ncare, and birth benefits within the established time limit for paying\nremuneration.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 76\u003C\u002Fh3>\n\n\u003Cp>1.The employer should accept for employment:\u003C\u002Fp>\n\n\u003Cp>1\u002F A member or guardian of the family of an employee who has died due to an\noccupational illness or accident in the workplace or who is permanently or\ncompletely unable to work. The first person to be considered for employment\nwill be the person who accepts the obligation of maintaining the employee’s\nfamily;\u003C\u002Fp>\n\n\u003Cp>2\u002F A member or guardian of the family of an employee who has died during his\nemployment relationship, excluding one-off unpaid leave exceeding 31 calendar\ndays. The first person who will be considered for employment will be the person\nwho accepts the obligations related to maintaining the family, provided that\nthat person has appropriate skills for the Company.\u003C\u002Fp>\n\n\u003Cp>2.The entitled persons specified in Sect. 1 should submit their offers\nwithin three months from the date of the event.\u003C\u002Fp>\n\n\u003Ch3>Article 77\u003C\u002Fh3>\n\n\u003Cp>1.Where employees become eligible for disability benefit or a pension, the\nemployer will be obliged to carry out the formalities associated with obtaining\nthe benefits due to them.\u003C\u002Fp>\n\n\u003Cp>2.With regard to the employees referred to in Sect. 1, the employer must\nbegin carrying out the formalities early enough to ensure that the pension or\ndisability benefit is granted to the employee not later than the date when the\nemployment relationship is terminated.\u003C\u002Fp>\n\n\u003Cp>This provision will not apply if the employee impedes those formalities or\nprevents them from being carried out or if other circumstances have occurred\nthat are independent of the employee and the employer.\u003C\u002Fp>\n\n\u003Cp>3.The employer will be obliged to re-employ an employee who began applying\nfor disability benefit or early retirement and did not acquire the right to\nreceive them and has also terminated his employment relationship, at the\nemployee’s request submitted within three months from a negative decision\nbeing issued by the Social Security Office.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfundtxt\">\u003Ch3>Article 77.1\u003C\u002Fh3>\n\n\u003Cp>Employer shall support financially employees which improve their\nqualifications at vocational schools, secondary schools and universities\nrecognized by Ministry of Education, and employees which improve their\nqualifications on professional trainings approved by Employer, provided that\nsuch schools, trainings and study are connected with the demands of the Company\nrelated to operation of the Company, or planned development, or shall turn out\nto be indispensable for an employee to perform his\u002Fher duties. The Company\nshall reimburse 100% of registration fee and tuition, provided that the\ntraining or academic year had been completed successfully, and shall provide\nproper payable block release in accordance with the effective\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Chapter XI EMPLOYEE’S OBLIGATIONS\u003C\u002Fh2>\n\n\u003Ch3>Article 78\u003C\u002Fh3>\n\n\u003Cp>The employees understand that they share common interests with the employer,\nwhich properly fulfils its obligations towards the employees, and will\nendeavour to promote the common goal of preserving jobs.\u003C\u002Fp>\n\n\u003Ch3>Article 79\u003C\u002Fh3>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 80\u003C\u002Fh3>\n\n\u003Cp>1.Employees will be responsible for using the tools, protective and work\nclothes and personal protection measures assigned to them correctly and for\ntheir intended purpose. If they are damaged, lost or misplaced through the\nexclusive fault of the employee, he will be obliged to return their value\naccording to the retail price as at the date when the tools, protective or work\nclothes or personal protection equipment were lost or were found to be\nmissing.\u003C\u002Fp>\n\n\u003Cp>2.The existence of culpability and the amount of the damage caused will be\nestablished by an ad hoc committee appointed by the employer, taking into\naccount the retail price, the period of use and the degree of wear and tear of\nthe lost items.\u003C\u002Fp>\n\n\u003Cp>3.If an employee does not agree with the committee’s decision, he can\nappeal to the Company (Inter-Company) Conciliation Committee.\u003C\u002Fp>\n\n\u003Ch3>Article 81\u003C\u002Fh3>\n\n\u003Cp>1.Employees of the Company can conduct individual business activity provided\nthat\u003C\u002Fp>\n\n\u003Cp>2.Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 82\u003C\u002Fh3>\n\n\u003Cp>Employees of the Company cannot conduct activities which are competitive in\nrelation to PZL-Świdnik S.A. The prohibition on competitive work is set out in\nAppendix 16.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">\u003Ch2>Chapter XII SAFETY AND HYGIENE IN THE WORKPLACE AND HEALTH PROTECTION\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>Article 83\u003C\u002Fh3>\n\n\u003Cp>The employer must protect the health and life of employees by providing safe\nand hygienic conditions of work with the appropriate use of current science and\ntechnology. In particular, the employer is obliged to:\u003C\u002Fp>\n\n\u003Cp>1\u002F Organise work in a manner which ensures safe and hygienic work\nconditions;\u003C\u002Fp>\n\n\u003Cp>2\u002F Ensure compliance with health and safety rules and regulations in the\nCompany, issue orders to eliminate deficiencies in that respect, and monitor\nthe execution of those orders;\u003C\u002Fp>\n\n\u003Cp>3\u002F Ensure that any orders, requests, decisions and instructions issued by\nauthorities that supervise work conditions are carried out;\u003C\u002Fp>\n\n\u003Cp>4\u002F Ensure that recommendations of the social labour inspector are carried\nout;\u003C\u002Fp>\n\n\u003Cp>5\u002F Continually take action to improve work safety;\u003C\u002Fp>\n\n\u003Cp>6\u002F Continually take action aimed at eliminating conditions that are\ndetrimental to health, particularly onerous or dangerous;\u003C\u002Fp>\n\n\u003Cp>7\u002F Provide and apply measures that prevent occupational illnesses and other\nhealth conditions associated with conditions prevailing in the work\nenvironment;\u003C\u002Fp>\n\n\u003Cp>8\u002F Maintain building structures and the work spaces inside them, as well as\nland and equipment associated with them, in a condition ensuring safe and\nhygienic work conditions;\u003C\u002Fp>\n\n\u003Cp>9\u002F Only equip workstations with machines and technical equipment which meet\ncompliance assessment requirements set out in separate provisions of law;\u003C\u002Fp>\n\n\u003Cp>10\u002F Co-operate with other employers to ensure safe work conditions when\nemployees from different companies are employed in the same place at the same\ntime;\u003C\u002Fp>\n\n\u003Cp>11\u002F Provide fire prevention facilities and procedures to ensure the safety\nof people and the protection of property and familiarise employees with fire\nprevention regulations;\u003C\u002Fp>\n\n\u003Cp>12\u002F Provide appropriate hygiene\u002Fsanitary rooms.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 84\u003C\u002Fh3>\n\n\u003Cp>1.People holding managerial positions in the Company must familiarise\nthemselves with work safety and hygiene rules and regulations and normative\nacts on work protection to the extent necessary to enable them to perform their\nobligations.\u003C\u002Fp>\n\n\u003Cp>2.All persons appointed to managerial positions must undergo required health\nand safety training sufficient to enable them to perform their new function,\nbefore they begin performing it.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 85\u003C\u002Fh3>\n\n\u003Cp>1.The employer must maintain a register of occupational hazards and assess\nworkstations with regard to occupational risk.\u003C\u002Fp>\n\n\u003Cp>2.Once a year, the employer must present to the trade union organisations\noperating in the Company and the social labour inspector a list of jobs or\nworkstations where occupational sicknesses, health hazards or accidents in the\nworkplace occur, with precise specification of causes and countermeasures.\u003C\u002Fp>\n\n\u003Cp>3.The employer must present to the trade union organisations operating in\nthe Company and the social labour inspector the results of measurements of\nfactors which are detrimental to health occurring at workstations.\u003C\u002Fp>\n\n\u003Cp>4.The employer must establish tasks relating to improving health and safety\nconditions in its annual and long-term plans, take them into account in its\ninvestment, modernisation and refurbishment plans, and provide funds for their\nimplementation.\u003C\u002Fp>\n\n\u003Cp>5.The employer must disclose information on the implementation of its plan\nto improve health and safety conditions and present a written report to the\ntrade union organisations operating in the Company on its implementation\nimmediately after the end of the calendar year.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Ch3>Article 86\u003C\u002Fh3>\n\n\u003Cp>1.The employer must provide essential training at workstations in the\nprinciples of safety and hygiene of work.\u003C\u002Fp>\n\n\u003Cp>2.The employer must provide basic and periodic training in the principles of\nsafety and hygiene of work, ending with an examination.\u003C\u002Fp>\n\n\u003Cp>3.Training and examinations will take place during working hours at the\nemployer’s expense.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 87\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>1.The employer must provide free medical care involving preventive measures\nand periodic, follow-up and specialist examinations associated with the work\nperformed by the employee in question.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.The employer must co-operate with the doctors at the LOT-Medical Health\nCentre with regard to preventive measures and employee health care.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>3.Each employee must undergo initial, periodic and follow-up medical\nexaminations at the employer’s expense. People who are re-employed in the\nsame position or under the same terms of employment on the basis of a\nsubsequent employment contract concluded immediately after the termination or\nexpiry of their previous employment contract need not undergo an initial\nexamination.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.Periodic and follow-up medical examinations should, if possible, be\ncarried out during working hours. Employees will retain their right to receive\nremuneration for the time when they are not working, and if periodic and\nfollow-up medical examinations are carried out in a different town\u002Fcity, the\nrelated trip should be deemed to be a business trip.\u003C\u002Fp>\n\n\u003Cp>5.Only employees who hold a medical certificate confirming that there is no\nreason why they should not perform their job will be allowed to work.\u003C\u002Fp>\n\n\u003Cp>6.After being unable to work for an uninterrupted period of 30 days,\nemployees will undergo a follow-up medical examination at the employer’s\nexpense.\u003C\u002Fp>\n\n\u003Ch3>Article 88\u003C\u002Fh3>\n\n\u003Cp>1.An employee cannot undertake work for which he has insufficient knowledge\nof the rules and regulations relating to safety and hygiene of work or the\nrequired qualifications or skills.\u003C\u002Fp>\n\n\u003Cp>2.Before allowing an employee to work, the employer must inform him of the\noccupational risk involved with performing the work and of the principles of\nprotecting employees from hazards.\u003C\u002Fp>\n\n\u003Cp>3.If work conditions do not comply with health and safety regulations and\ncreate a direct threat to the health or life of an employee or if the work\nwhich he is performing threatens other people with such dangers, the employee\nwill have the right to refrain from working, promptly notifying his superior to\nthat effect.\u003C\u002Fp>\n\n\u003Cp>4.If refraining from working fails to eliminate the threat referred to in\nSect. 3, the employee will have the right to leave the place where the threat\nexists, promptly notifying his superior to that effect.\u003C\u002Fp>\n\n\u003Cp>5.The employee will retain his right to receive remuneration for time when\nhe refrains from working or leaves the place where a threat exists in the\ncircumstances referred to in Sect. 3 and 4.\u003C\u002Fp>\n\n\u003Cp>6.Employees will have the right, after notifying their superior, to refrain\nfrom performing work that requires special mental and physical fitness, if\ntheir mental and physical condition does not guarantee that they will perform\nthe work safely and creates a threat for other people. An employee will not\nretain his right to receive remuneration for time when he refrains from working\nfor that reason.\u003C\u002Fp>\n\n\u003Cp>7.Work specified in separate provisions of law, where there is a possibility\nof a special threat to human health or life occurring, must be performed by two\npeople to ensure safety.\u003C\u002Fp>\n\n\u003Ch3>Article 89\u003C\u002Fh3>\n\n\u003Cp>The employer is obliged to apply measures preventing accidents, occupational\nillnesses and other health conditions associated with the conditions of the\nwork environment, in particular:\u003C\u002Fp>\n\n\u003Cp>1\u002F To keep equipment that restricts or eliminates harmful factors from the\nwork environment and equipment used to measure those factors in working order\nat all times;\u003C\u002Fp>\n\n\u003Cp>2\u002F To carry out, at its own expense, tests and measurements of factors that\nare detrimental to health, register and file the results of those tests and\nmeasurements, and make them available to employees;\u003C\u002Fp>\n\n\u003Cp>3\u002F Provide employees employed in conditions which are particularly onerous\nwith free meals and drinks if it is necessary for the purposes of preventive\nhealth care. Detailed rules for providing meals and drinks are set out in\nAppendix 17;\u003C\u002Fp>\n\n\u003Cp>4\u002F Provide employees with personal hygiene materials free of charge.\nDetailed rules for providing personal hygiene materials are set out in Appendix\n18;\u003C\u002Fp>\n\n\u003Cp>5\u002F Provide, free of charge, work clothes and footwear and individual\nprotection measures protecting against the effects of factors occurring in the\nwork environment that are dangerous or detrimental to health, and ensure they\nare cleaned and repaired. Detailed rules for providing work clothes and\nfootwear and individual protection measures are set out in Appendix 18;\u003C\u002Fp>\n\n\u003Cp>6\u002F Establish the degree to which new materials or technological processes\nthat are introduced in the production process represent a health hazard for\nemployees and take appropriate preventive measures;\u003C\u002Fp>\n\n\u003Cp>7\u002F Mark in visible places workstations or places where a health hazard\nexists or where there is a high frequency of accidents.\u003C\u002Fp>\n\n\u003Ch3>Article 90\u003C\u002Fh3>\n\n\u003Cp>1.If an accident occurs in the workplace, the employer must:\u003C\u002Fp>\n\n\u003Cp>1\u002F take the necessary action to eliminate or restrict the threat;\u003C\u002Fp>\n\n\u003Cp>2\u002F ensure that first aid is provided to any injured persons;\u003C\u002Fp>\n\n\u003Cp>3\u002F appoint an accident investigation team to establish the circumstances and\ncauses of the accident;\u003C\u002Fp>\n\n\u003Cp>4\u002F inform any injured persons and their families of their entitlements to\nbenefits etc.;\u003C\u002Fp>\n\n\u003Cp>5\u002F apply appropriate measures to prevent similar accidents.\u003C\u002Fp>\n\n\u003Cp>2.Deleted.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>3.If an accident in the workplace occurs and the employee is not exclusively\nresponsible for causing it, the employer will pay him, after he has received\nthe one-off compensation payment provided for in general applicable laws, an\nadditional payment amounting to 75 per cent of that compensation.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 91\u003C\u002Fh3>\n\n\u003Cp>1.If an employee is diagnosed with an occupational illness, the employer\nmust:\u003C\u002Fp>\n\n\u003Cp>1\u002F establish the causes of the occupational illness and the nature and scale\nof the threat represented by that illness;\u003C\u002Fp>\n\n\u003Cp>2\u002F immediately eliminate the factors that caused the occupational illness\nand apply other necessary preventive measures;\u003C\u002Fp>\n\n\u003Cp>3\u002F ensure that doctor’s recommendations are implemented.\u003C\u002Fp>\n\n\u003Cp>2.Deleted.\u003C\u002Fp>\n\n\u003Cp>3.If an employee contracts an occupational illness, the employer will pay\nhim, after he has received the one-off compensation payment provided for in\ngenerally applicable laws, an additional payment amounting to 90 per cent of\nthat compensation.\u003C\u002Fp>\n\n\u003Ch3>Article 92\u003C\u002Fh3>\n\n\u003Cp>1.The employer is obliged to grant an employee who has had an accident or\ncontracted an occupational illness a paid work exemption for the duration of\nhealth resort treatment or rehabilitation, on the basis of a doctor’s\nopinion.\u003C\u002Fp>\n\n\u003Cp>2.The employer will pay the justified costs of the treatment specified in\nSect. 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 93\u003C\u002Fh3>\n\n\u003Cp>The employer will supply organisational units with first aid kits and train\nthe necessary number of employees to use them.\u003C\u002Fp>\n\n\u003Ch3>Article 94\u003C\u002Fh3>\n\n\u003Cp>1.If an employee submits a medical opinion confirming that he requires\noccupational rehabilitation, the employer must transfer the employee to a\nprotected work position established for that purpose.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-riskassessment\">\u003Cp>2.The provisions of Sect. 1 will also apply to pregnant women if they submit\na doctor’s certificate confirming that they should not perform their current\nwork due to the status of their pregnancy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 95\u003C\u002Fh3>\n\n\u003Cp>1.The employer will create a health and safety service which will perform\nadvisory and inspection functions relating to health and safety.\u003C\u002Fp>\n\n\u003Cp>2.The detailed scope of the health and safety service’s activities and its\npowers, organisation, numbers and subordination and the qualifications required\nto perform its tasks are set out in the relevant regulation of the Council of\nMinisters.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-monitoring\">\u003Ch3>Article 96\u003C\u002Fh3>\n\n\u003Cp>1.The employer will appoint a health and safety committee as its advisory\nand assessment body.\u003C\u002Fp>\n\n\u003Cp>2.The committee will include employees of the health and safety service,\ndoctors responsible for providing health care for employees, the social labour\ninspector, and employee representatives, selected by the trade union\norganisations operating in the Company.\u003C\u002Fp>\n\n\u003Cp>3.The committee will be chaired by the President of the management\nboard\u002FGeneral Director or a different management board member authorised by\nhim, and the social labour inspector will be the deputy chairman.\u003C\u002Fp>\n\n\u003Cp>4.The task of the committee will be to review work conditions, periodically\nassess health and safety, assess measures taken by the employer to prevent\naccidents in the workplace and occupational sickness, formulate conclusions on\nthe improvement of work conditions, and co-operate with the employer in the\nfulfilment of its health and safety obligations.\u003C\u002Fp>\n\n\u003Cp>5.Committee operates on the basis of regulations prepared on their own,\nagreed upon with the Employer and Trade Unions.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 97\u003C\u002Fh3>\n\n\u003Cp>The employer will organise a \"Work Conditions Review” at least once a year\nand take appropriate action aimed at eliminating any irregularities identified\nduring the review.\u003C\u002Fp>\n\n\u003Ch3>Article 98\u003C\u002Fh3>\n\n\u003Cp>Rooms in the Company’s grounds (including production halls) will be\nsubject to a ban on smoking tobacco products.\u003C\u002Fp>\n\n\u003Ch3>Article 99\u003C\u002Fh3>\n\n\u003Cp>1.On the basis of a medical opinion, the employer must transfer to an\nappropriate different job any employee who has been diagnosed with symptoms of\nan occupational illness or who has become unable to work in his current\nposition as a result of an accident in the workplace or occupational illness\nand has not become eligible for disability benefit.\u003C\u002Fp>\n\n\u003Cp>2.The employer cannot terminate an employment contract with an employee such\nas referred to in Sect. 1 if the state of his health evidenced by a medical\nopinion enables him to work in an appropriate different position.\u003C\u002Fp>\n\n\u003Cp>3.If transferring an employee to a different job for the reasons specified\nin Sect. 1 causes a reduction in his remuneration, the employee will retain his\nexisting personal classification rate and will be entitled to a compensation\nbonus amounting to the difference between the remuneration he previously\nreceived and the remuneration he receives in his new job, for a period of not\nmore than six months.\u003C\u002Fp>\n\n\u003Cp>4.The provisions of Sect. 2 will not apply where the exclusive reason for\nthe accident in the workplace was a breach of health and safety regulations by\nthe employee through his own fault or resulting from his being drunk, which the\nemployer must prove.\u003C\u002Fp>\n\n\u003Ch3>Article 100\u003C\u002Fh3>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 101\u003C\u002Fh3>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 102\u003C\u002Fh3>\n\n\u003Cp>To the extent of its capacity to do so, the employer will provide employees,\npersons collecting pensions and disability benefit and persons collecting\npre-retirement benefit or a pre-retirement allowance with the opportunity to\ntake advantage of rehabilitation treatments, according to the principles set\nout in the Rules of the Social Benefits Fund.\u003C\u002Fp>\n\n\u003Ch3>Article 103\u003C\u002Fh3>\n\n\u003Cp>1.If an employee is transferred to a worsepaid position during a period of\ntwo years before becoming eligible for a pension for health reasons, he will\nretain his right to receive his current remuneration.\u003C\u002Fp>\n\n\u003Cp>2.Sect. 1 will not apply if the employee retires early.\u003C\u002Fp>\n\n\u003Ch3>Article 104\u003C\u002Fh3>\n\n\u003Cp>1.Work performed by young people will be subject to special protection.\u003C\u002Fp>\n\n\u003Cp>2.The scope of protection for young people is specified in the Labour\nCode.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalityotherclause\">\u003Ch3>Article 105\u003C\u002Fh3>\n\n\u003Cp>1.Work performed by women will be subject to special protection;\u003C\u002Fp>\n\n\u003Cp>2.A list of work that women are prohibited from doing is set out in Appendix\n20.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Article 106\u003C\u002Fh3>\n\n\u003Cp>1.The employer cannot terminate an employment contract, with or without\nnotice, with an employee performing the function of social labour inspector\nduring the period of his mandate and for two years after it expires, unless\nthere are valid reasons for terminating his employment contract without\nnotice.\u003C\u002Fp>\n\n\u003Cp>In which case the employment contract can be terminated after prior consent\nhas been obtained from the trade union of which the person is a member, or\nwhich he has asked to defend him.\u003C\u002Fp>\n\n\u003Cp>2.The employer cannot alter the work and payment conditions of an employee\nperforming the function of social labour inspector to his disadvantage in the\nperiod specified in Sect. 1, unless it becomes necessary for the reasons\nreferred to in Article 43 of the Labour Code.\u003C\u002Fp>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch2>Chapter XIII AWARDS AND COMMENDATIONS\u003C\u002Fh2>\n\n\u003Ch3>Article 107\u003C\u002Fh3>\n\n\u003Cp>1.Employees who perform their duties in an exemplary manner, showing\ninitiative in their work, increase its efficiency and quality and contribute to\nthe completion of the Company’s tasks may receive the following awards and\ncommendations:\u003C\u002Fp>\n\n\u003Cp>1\u002F A pecuniary award;\u003C\u002Fp>\n\n\u003Cp>2.\u002F A written commendation;\u003C\u002Fp>\n\n\u003Cp>3\u002F A public commendation;\u003C\u002Fp>\n\n\u003Cp>4\u002F A certificate of recognition;\u003C\u002Fp>\n\n\u003Cp>5\u002F A transfer to a position with a higher classification (to work).\u003C\u002Fp>\n\n\u003Cp>2. A copy of the notice informing the employee he has been granted an award\nor commendation will be included in his personal files.\u003C\u002Fp>\n\n\u003Ch3>Article 108\u003C\u002Fh3>\n\n\u003Cp>For outstanding achievements in occupational and social work on behalf of\nthe Company and its employees, for regular and dedicated work on achieving its\nbusiness, production, quality and social objectives, on the basis of a\njustified and positively assessed application submitted by the manager of the\nrelevant organisational unit, the President of the management board\u002FGeneral\nDirector can, in consultation with the trade union organisations operating in\nthe company:\u003C\u002Fp>\n\n\u003Cp>1\u002F award the “Outstanding Employee of Wytwórnia Sprzętu Komunikacyjnego\nPZL-Świdnik” badge and a pecuniary award of 100 per cent of the base amount\nto employees who have worked in PZL-Świdnik S.A. for at least 15 years;\u003C\u002Fp>\n\n\u003Cp>2\u002F submit an application to the relevant state authorities for an employee\nto be granted a national award.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 109\u003C\u002Fh3>\n\n\u003Cp>Employees who have worked in PZL-Świdnik\u003C\u002Fp>\n\n\u003Cp>S.A. for 25 years or more can be granted an honorary diploma and receive\nawards according to principles set out in a separate understanding concluded by\nthe parties to this Agreement.\u003C\u002Fp>\n\n\u003Ch3>Article 110 - 111\u003C\u002Fh3>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch2>Chapter XIV OTHER EMPLOYMENT CONDITIONS\u003C\u002Fh2>\n\n\u003Ch3>Article 112\u003C\u002Fh3>\n\n\u003Cp>1.For the purpose of amicably settling disputes over employees’ claims\nstemming from their employment relationship, the employer and the trade unions\nwill jointly appoint a Conciliation Committee.\u003C\u002Fp>\n\n\u003Cp>2.The following will be established according to the procedure provided for\nin Sect. 1:\u003C\u002Fp>\n\n\u003Cp>1\u002F The rules and procedure for appointing the committee;\u003C\u002Fp>\n\n\u003Cp>2\u002F The committee’s term of office;\u003C\u002Fp>\n\n\u003Cp>3\u002F The number of members of the committee.\u003C\u002Fp>\n\n\u003Cp>3.The Conciliation Committee will establish the rules for conciliation\nproceedings, which will be approved by the employer and the trade unions.\u003C\u002Fp>\n\n\u003Cp>4.On the initiative of the trade union organisations operating in the\nCompany, the Company’s management board and the management boards of\ncompanies separated off from PZL-Świdnik S.A., an Inter-Company Conciliation\nCommittee can be appointed, which will cover all the companies which express\ntheir wish to accede to it.\u003C\u002Fp>\n\n\u003Ch2>Chapter XV SOCIAL BENEFITS\u003C\u002Fh2>\n\n\u003Ch3>Article 113\u003C\u002Fh3>\n\n\u003Cp>1.The parties to this Agreement declare that they intend to continually\nimprove the employees’ social conditions.\u003C\u002Fp>\n\n\u003Cp>2.The employer is obliged to organise, conduct and finance social activities\nwithin the company for employees, people drawing pensions and disability\nbenefit, and people drawing pre-retirement benefit or a pre-retirement\nallowance.\u003C\u002Fp>\n\n\u003Cp>3.The employer is obliged to satisfy the employees’ cultural needs to the\nextent that funds are available for that purpose.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3>Article 114\u003C\u002Fh3>\n\n\u003Cp>1.The employer will create a company social benefits fund from an annual\nbasic write- off calculated in relation to the average number of employees.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfundtxt\">\u003Cp>2.The amount of the basic write-off referred to in Sect. 1 per employee will\namount to at least 37.5 per cent of the average monthly salary in the national\neconomy in the previous year or in the second half of the previous year, if the\naverage salary in that period was a higher amount, subject to Sect. 3.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.The amount of the basic write-off per employee employed in particularly\nonerous work conditions will amount to 50 per cent of the average monthly\nsalary referred to in Sect. 2.\u003C\u002Fp>\n\n\u003Cp>4.The amount of the fund will be increased by additional write-offs related\nto the employment of group 1 and 2 disabled persons and to the Company’s care\nof persons drawing pensions and disability benefit, in the amount of 6.25 per\ncent of the monthly salary referred to in Sect. 2.\u003C\u002Fp>\n\n\u003Cp>5.The resources of the social benefits fund can be increased by titles\nspecified in the official rules relating to social benefits.\u003C\u002Fp>\n\n\u003Ch3>Article 115\u003C\u002Fh3>\n\n\u003Cp>1.Employees and persons drawing pensions or disability benefit have the\nright to receive social benefits.\u003C\u002Fp>\n\n\u003Cp>2.Social benefits will include, in particular:\u003C\u002Fp>\n\n\u003Cp>1\u002F Financial and material assistance;\u003C\u002Fp>\n\n\u003Cp>2\u002F The opportunity to take advantage of the Company’s rehabilitation\ncentre;\u003C\u002Fp>\n\n\u003Cp>3\u002F Funding collectively organised weekend holidays;\u003C\u002Fp>\n\n\u003Cp>4\u002F Funding holidays and summer camps for children and young people;\u003C\u002Fp>\n\n\u003Cp>5\u002F Housing loans.\u003C\u002Fp>\n\n\u003Cp>3.The detailed principles for using the social benefits fund are set out in\nthe rules of the social benefits fund attached as Appendix 21 hereto.\u003C\u002Fp>\n\n\u003Cp>4.Deleted.\u003C\u002Fp>\n\n\u003Ch3>Article 116\u003C\u002Fh3>\n\n\u003Cp>1.The parties to this Agreement will appoint a Social Benefits Committee.\u003C\u002Fp>\n\n\u003Cp>2.The Social Benefits Committee will operate on the basis of rules that it\nhas drawn up and agreed with the employer and the trade unions.\u003C\u002Fp>\n\n\u003Cp>3.The scope of the Social Benefits Committee’s activities and competence\nwill include:\u003C\u002Fp>\n\n\u003Cp>1\u002F The scope of activities and authorisations provided for in the rules of\nthe Social Benefits Fund;\u003C\u002Fp>\n\n\u003Cp>2\u002F\u003C\u002Fp>\n\n\u003Cp>3\u002F Assessing the implementation of other social tasks of the employer.\u003C\u002Fp>\n\n\u003Cp>4.In order to function more efficiently, the Social Benefits Committee can\nselect two sub-committees from among its number:\u003C\u002Fp>\n\n\u003Cp>1\u002F a sub-committee for social benefits;\u003C\u002Fp>\n\n\u003Cp>2\u002F a sub-committee for housing assistance.\u003C\u002Fp>\n\n\u003Ch3>Article 117\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>1.The employer will provide facilities for the functioning of the\nInter-Company Employees’ Grant and Loan Fund, within which a funeral fund\nwill also be maintained.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.The trade union organisations operating in the company will supervise the\nactivities of the Inter-Company Employees’ Grant and Loan Fund.\u003C\u002Fp>\n\n\u003Cp>3.The employer will provide support, free of charge, associated with the\nactivities of the Inter-Company Employees’ Grant and Loan Fund.\u003C\u002Fp>\n\n\u003Cp>4.Meetings of members of the management board of the Inter-Company\nEmployees’ Grant and Loan Fund can be held during working hours. The persons\nparticipating in the meetings will retain their right to receive remuneration\nfor time spent at them.\u003C\u002Fp>\n\n\u003Cp>5.The employer will provide organisational assistance for the purpose of\norganising elections, once per term of office, to the corporate bodies of the\nInter-Company Employees’ Grant and Loan Fund.\u003C\u002Fp>\n\n\u003Ch3>Article 118\u003C\u002Fh3>\n\n\u003Cp>1.The employer will provide facilities for the functioning of the\nInter-Company Co- operative Credit and Savings Fund.\u003C\u002Fp>\n\n\u003Cp>2.The conditions of cooperation between the Inter-Company Co-operative\nCredit and Savings Fund and the employer and the scope of the performances that\nthe employer renders to the Fund will be defined in an agreement.\u003C\u002Fp>\n\n\u003Cp>3.The employer will deduct contributions and amounts due to the Fund from\nemployees from remuneration, free of charge.\u003C\u002Fp>\n\n\u003Cp>4.Meetings of members of the Fund’s corporate bodies can be held during\nworking hours. People participating in meetings will not retain their right to\nreceive remuneration for the time spent at them (this applies to the\nCompany’s employees).\u003C\u002Fp>\n\n\u003Cp>5.The employer will provide organisational assistance for the purpose of\norganising elections to the Fund’s corporate bodies once per term or\noffice.\u003C\u002Fp>\n\n\u003Ch3>Article 119\u003C\u002Fh3>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch2>Chapter XVI TRADE UNIONS\u003C\u002Fh2>\n\n\u003Ch3>Article 120\u003C\u002Fh3>\n\n\u003Cp>The employer recognises the trade unions as exclusive representatives in\nnegotiations on behalf of the employees.\u003C\u002Fp>\n\n\u003Ch3>Article 121\u003C\u002Fh3>\n\n\u003Cp>The employer will provide, free of charge, the facilities necessary for the\nfunctioning of the trade unions, in particular:\u003C\u002Fp>\n\n\u003Cp>1\u002F office spaces together with basic equipment;\u003C\u002Fp>\n\n\u003Cp>2\u002F telephone connections and the possibility of using a telex, fax machine\nand printing equipment;\u003C\u002Fp>\n\n\u003Cp>3\u002F It will deduct membership contributions from remuneration and transfer\nthem to the trade unions, according to principles and at times specified by the\nindividual trade union organisations;\u003C\u002Fp>\n\n\u003Cp>4\u002F transport for trade union leaders in the company’s vehicles;\u003C\u002Fp>\n\n\u003Cp>5\u002F access to the company’s radio broadcasting system, according to\nprinciples agreed with the trade unions;\u003C\u002Fp>\n\n\u003Cp>6\u002F notice boards in individual organisational units;\u003C\u002Fp>\n\n\u003Cp>7\u002F administrative support.\u003C\u002Fp>\n\n\u003Ch3>Article 122\u003C\u002Fh3>\n\n\u003Cp>1.At the request of the management boards of the trade union organisations\noperating in the Company, the employer will grant a work exemption to employees\nperforming elected functions in those management boards, in accordance with the\nTrade Unions Act.\u003C\u002Fp>\n\n\u003Cp>2.The exemption referred to Sect. 1 can also be granted for a period\nexceeding the statutory exemption.\u003C\u002Fp>\n\n\u003Cp>3.Employees who are exempted from work so that they can work in a trade\nunion organisation operating in the company will receive remuneration\nconsisting of the following components:\u003C\u002Fp>\n\n\u003Cp>1\u002F The chairman of a trade union organisation operating in the company:\u003C\u002Fp>\n\n\u003Cp>-the basic salary amounting to 2.2 average salaries within the establishment\nas calculated quarterly (non-negotiable).\u003C\u002Fp>\n\n\u003Cp>-a long service award;\u003C\u002Fp>\n\n\u003Cp>-a severance payment if he leaves his position on disability benefit or a\npension;\u003C\u002Fp>\n\n\u003Cp>2\u002F The deputy chairman of a trade union organisation operating in the\ncompany:\u003C\u002Fp>\n\n\u003Cp>-the basic salary amounting to 2.0 average salaries within the establishment\nas calculated quarterly (non-negotiable).\u003C\u002Fp>\n\n\u003Cp>-a long service award;\u003C\u002Fp>\n\n\u003Cp>-a severance payment if he leaves his position on disability benefit or a\npension.\u003C\u002Fp>\n\n\u003Cp>1.When the exemption period ends, the employer will ensure that the employee\nresumes work in his previous position or, if that is not possible, in an\nequivalent position or in a different position that corresponds to his\nqualifications, for remuneration not lower than that which he received prior to\nthe exemption, taking into account any changes in the principles of paying\nremuneration made in the Company during the exemption.\u003C\u002Fp>\n\n\u003Cp>2.If the interested person and the employer give their consent, it will also\nbe possible for an employee delegated to perform trade union work to return to\noccupational work in a different position. However, that position cannot be\nlower than the position which he held before being delegated.\u003C\u002Fp>\n\n\u003Ch3>Article 123\u003C\u002Fh3>\n\n\u003Cp>1.The employer guarantees that no disciplinary measures or discriminatory\naction will be taken against any person for his trade union activity.\u003C\u002Fp>\n\n\u003Cp>2.Without the consent of the management board of a trade union organisation\noperating in the company, the employer cannot terminate an employment\nrelationship, with or without notice, or unilaterally amend an employment\ncontract, to the employee’s disadvantage, with employees whose employment\nrelationship is subject to special protection under the Trade Unions Act, for a\nperiod specified in a resolution of the management board of the trade union\norganisation and after that period has ended for an additional period\ncorresponding to half of the period specified in the resolution, but not longer\nthan one year after the end of that period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 124\u003C\u002Fh3>\n\n\u003Cp>1.The employer guarantees that it will grant an exemption from work to\nemployees being trade union members who are undergoing training, while\ncontinuing to pay them as if for normal working hours.\u003C\u002Fp>\n\n\u003Cp>2.An exemption for a period of training will be granted at the request of\nthe management board of a trade union organisation operating in the company and\nagreed with the employer.\u003C\u002Fp>\n\n\u003Ch3>Article 125\u003C\u002Fh3>\n\n\u003Cp>The employer is obliged to provide information at the request of the trade\nunion organisations operating in the company which is necessary for conducting\ntrade union activities, in compliance with the applicable provisions of law on\nofficial and state secrets.\u003C\u002Fp>\n\n\u003Ch3>Article 126\u003C\u002Fh3>\n\n\u003Cp>Representatives of multi-establishment trade union structures can\nparticipate in all negotiations in which trade unions are participating.\u003C\u002Fp>\n\n\u003Ch3>Article 127\u003C\u002Fh3>\n\n\u003Cp>The employer must allow persons indicated by the management boards of the\ntrade union organisation operating in the company to enter the Company’s\ngrounds, according to the principles which are generally applicable in the\nCompany.\u003C\u002Fp>\n\n\u003Ch3>Article 128\u003C\u002Fh3>\n\n\u003Cp>The employer must seek the trade unions’ approval for all normative acts\nand regulations concerning all employee matters, in particular:\u003C\u002Fp>\n\n\u003Cp>1\u002F Rules for determining wages and salaries;\u003C\u002Fp>\n\n\u003Cp>2\u002F Rules for distributing the portion of profits designated for the\nemployees; 3\u002F Rules for distributing the incentive fund;\u003C\u002Fp>\n\n\u003Cp>4\u002F Rules for granting awards;\u003C\u002Fp>\n\n\u003Cp>5\u002F Rules for electing employees’ representatives in the supervisory\nboard\u003C\u002Fp>\n\n\u003Ch3>Article 129\u003C\u002Fh3>\n\n\u003Cp>1.The employer (the manager of the organisational unit) will provide the\ncompetent (according to the statute) trade union representatives with a list of\npersons entitled to bonuses under Articles 60 and 70 and with information on\nthe distribution of the incentive fund, any changes in rates and on awards in a\nsection or department.\u003C\u002Fp>\n\n\u003Cp>2.The trade union representatives will acknowledge the information referred\nto in Sect. 1 by signing those documents. Any comments should be made in\nwriting and submitted to the relevant division director for consideration with\nthe participation of the trade unions.\u003C\u002Fp>\n\n\u003Cp>3.The employer will make the information referred to in Sect. 1 available to\nthe trade union organisations operating in the Company and notify them of\npromotions to higher managerial positions.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>Article 130\u003C\u002Fh3>\n\n\u003Cp>An employee will be entitled to a paid exemption from his occupational work\nfor the time necessary to perform a one-off task resulting from a trade union\nfunction, if that task cannot be performed during time off work.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Article 131\u003C\u002Fh3>\n\n\u003Cp>The employer will make it possible, once per term of office, for elections\nto be held during working hours for company-wide and department trade union\nleaders, without employees losing their right to remuneration.\u003C\u002Fp>\n\n\u003Ch3>Article 132\u003C\u002Fh3>\n\n\u003Cp>1.The trade unions will carry out elections for social labour inspectors\naccording to rules adopted by them.\u003C\u002Fp>\n\n\u003Cp>2.The employer will ensure appropriate conditions for carrying out elections\nof social labour inspectors during normal working hours without employees\nlosing their right to remuneration.\u003C\u002Fp>\n\n\u003Ch2>Chapter XVII FINAL PROVISIONS\u003C\u002Fh2>\n\n\u003Ch3>Article 133\u003C\u002Fh3>\n\n\u003Cp>As of its effective date, this Agreement will supersede the existing\ncollective bargaining agreement that came into being through the registration\nof the Understanding on the Introduction of a System of Paying Remuneration to\nEmployees of WSK PZL- Świdnik S.A., the relevant provisions of the Labour\nCode, the provisions of the collective bargaining agreement for the machine\nindustry, and other provisions of relevant legislative acts.\u003C\u002Fp>\n\n\u003Ch3>Article 134\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cp>1.This Collective Labour Agreement is made for an indefinite term.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.This Collective Labour Agreement is subject to registration in the\nRegional Labour Inspectorate in Lublin.\u003C\u002Fp>\n\n\u003Cp>3.Any amendments to this Collective Labour Agreement must be made by way of\nadditional reports according to the procedure provided for the conclusion of\nthis Agreement.\u003C\u002Fp>\n\n\u003Cp>4.This Agreement can be terminated by mutual consent of the parties or upon\nthe lapse of the notice period, where one of the parties has issued a notice of\ntermination.\u003C\u002Fp>\n\n\u003Cp>5.A notice of termination of this Collective Labour Agreement must be issued\nin writing. The notice period cannot be shorter than six months.\u003C\u002Fp>\n\n\u003Cp>6.If this Collective Labour Agreement is terminated, with or without notice,\nthe parties will promptly commence negotiating a new collective bargaining\nagreement.\u003C\u002Fp>\n\n\u003Cp>The existing Agreement will be applicable until the parties conclude a new\nAgreement.\u003C\u002Fp>\n\n\u003Ch3>Article 135\u003C\u002Fh3>\n\n\u003Cp>The employer must make the content of this Agreement available to the\nemployees.\u003C\u002Fp>\n\n\u003Ch3>Article 136\u003C\u002Fh3>\n\n\u003Cp>The employer will provide the necessary funds to finance the activities of\nthe committees and teams appointed under this Agreement.\u003C\u002Fp>\n\n\u003Ch3>Article 137\u003C\u002Fh3>\n\n\u003Cp>At least once a year, the parties to this Agreement will assess the content\nof this Agreement and, if they find that it is necessary to update or amend it\nthey will do so according to the procedure provided for concluding it.\u003C\u002Fp>\n\n\u003Ch3>Article 138\u003C\u002Fh3>\n\n\u003Cp>Any disputes that arise in connection with the.interpretation of the\nprovisions of this Agreement will be resolved according to the procedure\nprovided in the Act on Resolving Collective Disputes.\u003C\u002Fp>\n\n\u003Ch3>Article 139\u003C\u002Fh3>\n\n\u003Cp>Any matters which are not provided for in this Collective Labour Agreement\nwill be subject to the provisions of the Labour Code, executive regulations\nrelated to the Labour Code, other generally applicable provisions of labour law\nand the Multi-Establishment Collective Labour Agreement for Employees of\nDefence and Aviation Industry Companies.\u003C\u002Fp>\n\n\u003Ch3>Article 140\u003C\u002Fh3>\n\n\u003Cp>1.The parties hereto will jointly interpret the provisions of this Agreement\nand of any additional reports.\u003C\u002Fp>\n\n\u003Cp>2.The parties concluding this Agreement will appoint a permanent team to\ninterpret its provisions.\u003C\u002Fp>\n\n\u003Ch3>Article 141\u003C\u002Fh3>\n\n\u003Cp>The following appendices form an integral part of this Agreement:\u003C\u002Fp>\n\n\u003Cp>Appendix 1 Deleted\u003C\u002Fp>\n\n\u003Cp>Appendix 2 Table coefficient of basic remuneration rates for particular\ncategories of classification eith reference to minimum remuneration defined in\ncorporate collective labour agreement for worker positions and non-manual\npositions\u003C\u002Fp>\n\n\u003Cp>Appendix 3 Deleted\u003C\u002Fp>\n\n\u003Cp>Appendix 4 Deleted\u003C\u002Fp>\n\n\u003Cp>Appendix 5 Rules for classifying and promoting employees in blue and white-\ncollar positions\u003C\u002Fp>\n\n\u003Cp>Appendix 6 Rules for the negotiation system determining the average wage\nincrease in the Company\u003C\u002Fp>\n\n\u003Cp>Appendix 7 Deleted\u003C\u002Fp>\n\n\u003Cp>Appendix 8 List of positions that carry an entitlement to a functional bonus\nand functional bonus levels and multipliers.\u003C\u002Fp>\n\n\u003Cp>Appendix 9 Deleted\u003C\u002Fp>\n\n\u003Cp>Appendix 10 Rules for awarding and paying severance payments when an\nemployment relationship is terminated due to an employee becoming eligible for\na pension or disability benefit.\u003C\u002Fp>\n\n\u003Cp>Appendix 11 Deleted\u003C\u002Fp>\n\n\u003Cp>Appendix 12 Rules for paying death benefit.\u003C\u002Fp>\n\n\u003Cp>Appendix 13-15 Deleted\u003C\u002Fp>\n\n\u003Cp>Appendix 16 Prohibition on competitive work.\u003C\u002Fp>\n\n\u003Cp>Appendix 17 Rules for providing meals, drinks and vitamin C\u003C\u002Fp>\n\n\u003Cp>Appendix 18 Rules for providing personal protection measures, work clothes\nand footwear and personal hygiene materials.\u003C\u002Fp>\n\n\u003Cp>Appendix 19 Deleted\u003C\u002Fp>\n\n\u003Cp>Appendix 20 List of work that women are prohibited from performing.\u003C\u002Fp>\n\n\u003Cp>Appendix 21 Rules of the social benefits fund.\u003C\u002Fp>\n\n\u003Cp>Appendix 22 Employment guarantee.\u003C\u002Fp>\n\n\u003Ch3>Article 142\u003C\u002Fh3>\n\n\u003Cp>1.This Collective Labour Agreement will come into force on the date when it\nis registered.\u003C\u002Fp>\n\n\u003Cp>2.Article 34 will apply until 30 September 1998.\u003C\u002Fp>\n\n\u003Cp>1998 r.\u003C\u002Fp>\n\n\u003Cp>3.Art. 12 ust. 3 pkt 4 i art. 12 ust. 8 wchodzą w życie od 1 sierpnia\n1997r.\u003C\u002Fp>\n\n\u003Cp>4.Art. 35 wejdzie w życie po wynegocjowaniu przez strony Układu wielkości\nzmian płacowych zgodnie z załącznikiem nr 6 §7\u003C\u002Fp>\n\n\u003Cp>5.Art.36 wchodzi w życie od 1 stycznia 1998r.\u003C\u002Fp>\n\n\u003Cp>6. Art. 120 ust. 3 wchodzi w życie od 1 stycznia 1998 r.\u003C\u002Fp>\n\n\u003Cp>7. Art. 33 ust. 3 wchodzi w życie od 1 października 1998 r.\u003C\u002Fp>\n\n\u003Cp>1.Articles 12.3.4 and 12.8 will come into force on 1 August 1997.\u003C\u002Fp>\n\n\u003Cp>2.Article 35 will come into force after the parties to this Agreement have\nnegotiated the amount of wage\u002Fsalary changes in accordance with Appendix 6 par.\n7.\u003C\u002Fp>\n\n\u003Cp>3.Article 36 will come into force on 1 August 1998.\u003C\u002Fp>\n\n\u003Cp>4.Article 120.3 will come into force on 1 August 1998.\u003C\u002Fp>\n\n\u003Cp>5.Article 33.3 will come into force on 1 October 1998.\u003C\u002Fp>\n\n\u003Cp>The page containing the signatures of the parties to this Agreement has been\nomitted.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 1\u003C\u002Fh2>\n\n\u003Cp>deleted\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2>Appendix 2\u003C\u002Fh2>\n\n\u003Cp>TABLE 1\u003C\u002Fp>\n\n\u003Cp>COEFFICIENT OF BASIC REMUNERATION RATES FOR PARTICULAR CATEGORIES OF\nCLASSIFICATION EITH REFERENCE TO MINIMUM REMUNERATION DEFINED IN CORPORATE\nCOLLECTIVE LABOUR AGREEMENT FOR WORKER POSITIONS AND NON-MANUAL POSITIONS\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"HU\" lang=\"HU\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"141\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">Classification category\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">Coefficient to payment\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">Minimum\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">I\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">II\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">III\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">IV\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,05\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">V\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">VI\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">VII\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">VIII\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,20\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">IX\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">X\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,35\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">XI\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">XII\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,55\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">XIII\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,65\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">XIV\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,75\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">XV\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">1,85\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">XVI\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">2,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">XVII\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">2,10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">XVIII\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">2,25\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">XIX\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">2,40\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">XX\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">2,60\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">XXI\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">2,80\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">XXII\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs29ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:9.0pt\">3,00\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan xml:lang=\"HU\" lang=\"HU\"> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Appendix 3 \u003C\u002Fh2>\n\n\u003Cp>deleted\u003C\u002Fp>\n\n\u003Ch2>Appendix 4\u003C\u002Fh2>\n\n\u003Cp>deleted\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch2>Appendix 5 RULES FOR CLASSIFYING AND PROMOTING EMPLOYEES IN BLUE AND\nWHITE-COLLAR POSITIONS \u003C\u002Fh2>\n\n\u003Ch3>I.RULES FOR ASSIGNING A PERSONAL CLASSIFICATION CATEGORY\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>Employees who are newly-employed in the\u003C\u002Fp>\n\n\u003Cp>Company will be assigned a personal\u003C\u002Fp>\n\n\u003Cp>classification category depending on:\u003C\u002Fp>\n\n\u003Cp>-their education;\u003C\u002Fp>\n\n\u003Cp>-their practical training in their occupation, taking into account the\nprovisions of the applicable qualifications scale.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>1.Graduates of vocational school, secondary school or an institution of\nhigher education employed in blue or white-collar positions will receive\nminimum rates in individual classification categories:\u003C\u002Fp>\n\n\u003Cp>1\u002F after completing basic vocational school - 2-4;\u003C\u002Fp>\n\n\u003Cp>2\u002F after completing secondary school- 3-6; 3\u002F after completing higher\neducation - 5-7;\u003C\u002Fp>\n\n\u003Cp>2.The personal classification category assigned will depend on:\u003C\u002Fp>\n\n\u003Cp>-the grade on the certificate of graduation from basic vocational school,\nsecondary school or vocational college or on the graduation diploma for studies\nat an institution of higher education;\u003C\u002Fp>\n\n\u003Cp>-additional qualifications required to work in a particular position;\u003C\u002Fp>\n\n\u003Cp>-the results of tests of fitness for work in a particular position;\u003C\u002Fp>\n\n\u003Cp>-the results of interviews with the candidate.\u003C\u002Fp>\n\n\u003Cp>3.After completing an induction training period and after being positively\nassessed in an interview and having obtained a positive assessment from his\ndirect superior, the employee will receive a higher classification group by a\nminimum of one category and a maximum of three categories, and an increase in\nhis personal classification rate of not less than 5 per cent of the rate\nresulting from the lowest remuneration defined by this Agreement.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Ch3>II. RULES FOR ASSIGNING HIGHER CATEGORIES AND RATES TO EMPLOYEES\u003C\u002Fh3>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>Employees will be reclassified in accordance with an annual wages and\nsalaries understanding concluded between the Company’s management board and\nthe trade unions.\u003C\u002Fp>\n\n\u003Cp>§ 5\u003C\u002Fp>\n\n\u003Cp>The trade unions will be informed of the distribution of funds for\nreclassification in individual divisions of the Company.\u003C\u002Fp>\n\n\u003Cp>§ 6\u003C\u002Fp>\n\n\u003Cp>Direct superiors will reclassify employees on the basis of a work\nassessment, with particular consideration for the productivity, quality and\ndiscipline of their work.\u003C\u002Fp>\n\n\u003Cp>§ 7\u003C\u002Fp>\n\n\u003Cp>Individual reclassifications of employees in connection with promotion to\nhigher positions can be carried out independently of general reclassifications\nin the Company.\u003C\u002Fp>\n\n\u003Cp>§ 8\u003C\u002Fp>\n\n\u003Cp>Deleted.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Ch2>Appendix 6 RULES FOR THE NEGOTIATING SYSTEM FOR DETERMINING THE AVERAGE\nWAGE INCREASE IN THE COMPANY\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>Pursuant to the Act on the Negotiation System for Determining the Average\nWage Increase in Business Entities and Amending Certain Acts (Journal of Laws\nNo. 1\u002F95, item 2), when establishing the average wage increase for the next\nyear, the Company must apply the provisions set out in the act.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>A Trilateral Committee appointed under the above act, composed of supreme\nstate administrative authorities, trade unions and employer organisations will\nestablish, by 31 August of each year, the maximum annual index for the average\nmonthly wage increase and provisional indices for the average monthly wage\nincrease in subsequent quarters in relation to the average monthly wage in the\nprevious year.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>If the Trilateral Committee does not establish the indices referred to in §\n2, the Council of Ministers will establish them by way of a regulation by 1\nDecember of each year.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetype2\">\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>The average monthly wage increase in the Company in a particular year will\nbe established, by way of an understanding, by the parties authorised to\nconclude collective bargaining agreements, i.e. the Company’s management\nboard and the trade unions. That understanding should take into account the\nCompany’s financial standing and capacity and the indices established in § 2\nor § 3.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasedate\">\u003Cp>§ 5\u003C\u002Fp>\n\n\u003Cp>1.The understanding referred to in § 4 should be concluded by the end of\nFebruary of each year and should contain:\u003C\u002Fp>\n\n\u003Cp>1.A percentage index of the average wage increase in the Company;\u003C\u002Fp>\n\n\u003Cp>2.The amount of the base amount and its effective period.\u003C\u002Fp>\n\n\u003Cp>2.If the understanding referred to in § 4 is not concluded in the Company,\nthe average monthly wage increase will be established by 10 March of each year\nby the President of the management board\u002FGeneral Director by way of an\nexecutive order.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§ 6\u003C\u002Fp>\n\n\u003Cp>The provisions of § 4 and § 5 do not breach separate provisions of law on\nrules for establishing pay conditions for work and awarding other work-related\nbenefits.\u003C\u002Fp>\n\n\u003Cp>§ 7\u003C\u002Fp>\n\n\u003Cp>The schedule and amount of wage increase instalments for employees of the\nCompany for a particular year will be established by the Company’s management\nboard and the trade unions in the first quarter of the year in question, by way\nof negotiations, taking § 4 and § 5 into account.\u003C\u002Fp>\n\n\u003Ch2>Appendix 7 \u003C\u002Fh2>\n\n\u003Cp>deleted\u003C\u002Fp>\n\n\u003Ch2>Appendix 8 LIST OF POSITIONS THAT CARRY AN ENTITLEMENT TO A FUNCTIONAL\nBONUS AND THE LEVELS AND MULTIPLIERS OF THE FUNCTIONAL BONUS\u003C\u002Fh2>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>The following functional bonus levels are established:\u003C\u002Fp>\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=\"33\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">No.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"172\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">Position\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">Additional\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs20\" align=\"right\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">levels\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">1\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"172\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">Division director (who is not a\n        management board member), chief accountant, plant director\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"right\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">7 - 10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"172\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">Deputy director of plant, plant manager,\n        chief specialist, head of a group of departments.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">6 - 8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"172\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">Deputy plant manager, department manager,\n        office director, programme head, deputy department manager, unit\n        manager, chief dispatcher, deputy chief accountant\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">4 - 7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"172\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">Branch manager\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">4 - 6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"172\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">Office\u002F workshop\u002F section manager,\n        quality control department manager\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">3 - 5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"172\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">Foreman,\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">laboratory manager.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">3 - 4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"172\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">Sorting office, lending facility or\n        warehouse manager, dispatcher\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">2 - 3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"172\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">Hostel manager, admin office\n        manager\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"80\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">1 - 2\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>The following multipliers are established for the functional bonus levels in\nrelation to the base amount:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"69\" rowspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs2105ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:10.5pt\">bonus\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs2105ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:10.5pt\">level\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"171\" colspan=\"3\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs2105ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:10.5pt\">GROUP MULTIPLIER\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs2105ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:10.5pt\">A\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs2105ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:10.5pt\">B\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs2105ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:10.5pt\">C\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"69\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs2105ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:10.5pt\">1\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,08\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,14\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"69\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs2105ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:10.5pt\">2\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,12\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,16\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,20\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"69\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs2105ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:10.5pt\">3\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,18\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,22\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,28\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"69\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs2105ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:10.5pt\">4\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,25\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,28\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,34\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"69\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs2105ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:10.5pt\">5\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,30\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,34\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,40\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"69\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs2105ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:10.5pt\">6\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,35\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,42\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan 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class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs2105ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:10.5pt\">9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,55\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,65\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,80\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"69\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan class=\"Szvegtrzs2105ptFlkvr\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\" style=\"font-size:10.5pt\">10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,65\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"57\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,75\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"58\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"left\">\u003Cspan xml:lang=\"EN-GB\" lang=\"EN-GB\">0,90\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"58\" valign=\"bottom\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>Appendix 9 \u003C\u002Fh2>\n\n\u003Cp>deleted\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch2>Appendix 10 RULES FOR AWARDING AND PAYING SEVERANCE PAYMENTS WHEN AN\nEMPLOYMENT RELATIONSHIP IS TERMINATED DUE TO AN EMPLOYEE BECOMING ELIGIBLE FOR\nA PENSION OR DISABILITY BENEFIT\u003C\u002Fh2>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>Employees will be entitled to a one-off severance payment if their\nemployment relationship is terminated due to them becoming eligible for a\npension or disability benefit.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>The percentage amount of the severance payment will be established\nseparately for years worked in the Company and for a period of work in other\ncompanies.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>Years worked will include periods of work taking into account the provisions\nof Article 53.3 and Article 53.4.\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>The basis for calculating the amount of the severance payment will be:\u003C\u002Fp>\n\n\u003Cp>1.for years worked in the Company - 100 per cent of individual monthly\nremuneration, calculated according to the principles applicable for\nestablishing the pecuniary equivalent for holiday leave, before the employee\nbecame eligible for a severance payment;\u003C\u002Fp>\n\n\u003Cp>2.for a period of work in other companies - the lowest monthly remuneration\nprovided for in this Agreement.\u003C\u002Fp>\n\n\u003Cp>§ 5\u003C\u002Fp>\n\n\u003Cp>The amount of the severance payment, taking paragraphs 1-4 into account,\nwill be:\u003C\u002Fp>\n\n\u003Cp>1\u002F Up to 20 years of work - 100 per cent of the calculation basis;\u003C\u002Fp>\n\n\u003Cp>2\u002F After 20 years of work - 200 per cent of the calculation basis;\u003C\u002Fp>\n\n\u003Cp>3\u002F After 30 years of work - 300 per cent of the calculation basis;\u003C\u002Fp>\n\n\u003Cp>4\u002F After 40 years of work - 400 per cent of the calculation basis.\u003C\u002Fp>\n\n\u003Cp>§ 6\u003C\u002Fp>\n\n\u003Cp>If an employee who collects disability benefit is re-employed, when he\nreaches retirement age in his new position and retires on a pension he will be\nentitled to a severance payment in the amount of the difference between the\nseverance payment he received in connection with leaving work on disability\nbenefit (recalculated on the date when he becomes eligible for a pension) and\nthe pension severance payment calculated on the date when he retires.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>Appendix 11 \u003C\u002Fh2>\n\n\u003Cp>deleted\u003C\u002Fp>\n\n\u003Ch2>Appendix 12 RULES FOR PAYING DEATH BENEFIT\u003C\u002Fh2>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>If an employee dies during his employment relationship or in a period when\nhe is drawing benefits after its termination on account of being unfit for work\ndue to illness, his family will be entitled to a death benefit payment in the\namount of:\u003C\u002Fp>\n\n\u003Cp>1\u002F two months’ remuneration, if the period of employment was shorter than\n10 years;\u003C\u002Fp>\n\n\u003Cp>2\u002F six months’ remuneration, if the period of employment was 10 years or\nmore;\u003C\u002Fp>\n\n\u003Cp>3\u002F nine months’ remuneration, if the period of employment was 15 years or\nmore.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>The periods of employment referred to in § 1 will include the period of\nemployment in PZL- Świdnik S.A., calculated according to the arrangements set\nout in Article 53.3 of this Agreement, and all other periods of employment,\nregardless of breaks in employment and the procedure by which the employment\nrelationship was terminated.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>The following members of the employee’s family will be entitled to a death\nbenefit payment:\u003C\u002Fp>\n\n\u003Cp>1\u002F the spouse;\u003C\u002Fp>\n\n\u003Cp>2\u002F other family members who fulfil the requirements for obtaining a family\nallowance from the Social Security Fund, under the provisions of law on\npensions and disability benefit.\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>The death benefit payment will be divided equally among all the entitled\nfamily members.\u003C\u002Fp>\n\n\u003Cp>§ 5\u003C\u002Fp>\n\n\u003Cp>If only one family member is entitled to receive death benefit remains after\nan employee dies, he will be entitled to a payment in the amount specified in\n§ 1.\u003C\u002Fp>\n\n\u003Ch2>Appendix 13-15 \u003C\u002Fh2>\n\n\u003Cp>deleted\u003C\u002Fp>\n\n\u003Ch2>Appendix 16 PROHIBITION ON PERFORMING COMPETITIVE WORK\u003C\u002Fh2>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>1.Within the scope defined in a separate agreement, an employee cannot\nconduct activities which are competitive with respect to the employer or\nperform work under an employment relationship or on a different basis for an\nentity which conducts such activities (non-compete obligation).\u003C\u002Fp>\n\n\u003Cp>2.The provisions of Sect. 1 do not apply to work performed with the\nemployee’s consent given, for example, to enable an employee to gain work\nexperience.\u003C\u002Fp>\n\n\u003Cp>3.The non-compete obligation also applies to employees on unpaid leave.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>If the employer has incurred damage due to an employee breaching the\nnon-compete obligation provided for in the agreement, it will be able to demand\nthat the employee compensate it for that damage according to the principles set\nout in the Labour Code.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>1.The employer can conclude non-compete agreements with employees employed\nin the Company.\u003C\u002Fp>\n\n\u003Cp>2.If an employee refuses to conclude the agreement specified in Sect. 1, the\nemployer can terminate his employment relationship with notice.\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>1. The employer and an employee employed in a position in which he has\naccess to particularly important information whose disclosure could cause\ndamage to the employer will conclude a non-compete agreement after the\nemployment relationship has ended.\u003C\u002Fp>\n\n\u003Cp>2.The agreement will also specify the period for which the non-compete\nobligation will apply and the amount of compensation due to the employee from\nthe employer.\u003C\u002Fp>\n\n\u003Cp>3.The conclusion of an agreement will be a pre-condition for an employee\nbeing employed in the position specified in Sect. 1.\u003C\u002Fp>\n\n\u003Cp>§ 5\u003C\u002Fp>\n\n\u003Cp>1.The non-compete obligation referred to in § 4 will cease to apply before\nthe end of the term for which the agreement provided for in these provisions\nwas concluded if the reasons justifying such an obligation cease to exist or if\nthe employer fails to perform its obligation to pay compensation.\u003C\u002Fp>\n\n\u003Cp>2.The compensation referred to in § 4 cannot be lower than 25 per cent of\nthe remuneration received by the employee before his employment relationship\nwas terminated, and will be paid as long as the non-compete obligation is\napplicable. The compensation can be paid in monthly instalments.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Ch2>Appendix 17 RULES FOR PROVIDING MEALS, DRINKS AND VITAMIN C\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>The employer will provide employees of the Company employed in conditions\nwhich are particularly onerous or harmful, free of charge, with:\u003C\u002Fp>\n\n\u003Cp>-meals, in order to prevent health problems;\u003C\u002Fp>\n\n\u003Cp>-drinks;\u003C\u002Fp>\n\n\u003Cp>-vitamin C.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>1.Preventive meals will be provided to\u003C\u002Fp>\n\n\u003Cp>employees who perform work during a shift:\u003C\u002Fp>\n\n\u003Cp>1\u002F which involves physical exertion resulting in effective energy output, in\na single shift, of more than 2,000 kcal (8,374 kJ) for men or more than 1,100\nkcal (4,606 kJ) for women;\u003C\u002Fp>\n\n\u003Cp>2\u002F deleted;\u003C\u002Fp>\n\n\u003Cp>3\u002F which involves physical exertion resulting in effective energy output, in\na single shift, of more than 1,500 kcal (6,280 kJ) for men or more than 1,000\nkcal (4,187 kJ) for women, performed in closed spaces in which a constant\ntemperature below 10°C is maintained for technological reasons or the heat\nstress indicator (WBGT) exceeds 25°C;\u003C\u002Fp>\n\n\u003Cp>4\u002F which involves physical exertion resulting in effective energy output, in\na single shift, of more than 1,500 kcal (6,280 kJ) for men or more than 1,000\nkcal (4,187 kJ) for women, performed in the open air from 1 November to 31\nMarch;\u003C\u002Fp>\n\n\u003Cp>5\u002F Deleted.\u003C\u002Fp>\n\n\u003Cp>6\u002F Deleted.\u003C\u002Fp>\n\n\u003Cp>7\u002F Deleted.\u003C\u002Fp>\n\n\u003Cp>8\u002F which involves eliminating the effects of natural disasters or other\nevents of force majeure.\u003C\u002Fp>\n\n\u003Cp>9\u002F underground.\u003C\u002Fp>\n\n\u003Cp>2.Preventive meals will consist of one hot\u003C\u002Fp>\n\n\u003Cp>dish with an energy value of approximately\u003C\u002Fp>\n\n\u003Cp>1,000 kcal.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>1. The employer will be obliged to provide:\u003C\u002Fp>\n\n\u003Cp>1\u002F All employees with a sufficient amount of bottled mineral water to fully\nsatisfy the body’s requirements from 1 June to 31 August. For the remaining\nnine months of the year, it will provide them with at least one bottle per\nperson for each working day.\u003C\u002Fp>\n\n\u003Cp>2\u002F A sufficient quantity of drinks to fully satisfy the bodily needs of\nemployees employed:\u003C\u002Fp>\n\n\u003Cp>a\u002F in hot microclimatic conditions with a heat stress indicator (WBGT)\nexceeding 25°C;\u003C\u002Fp>\n\n\u003Cp>b\u002F in cold microclimatic conditions with a wind chill index exceeding\n1,000;\u003C\u002Fp>\n\n\u003Cp>c\u002F to perform work involving physical exertion resulting in effective energy\noutput, in a single shift, of more than 1,500 kcal (6,280 kJ) for men or more\nthan 1,000 kcal (4,187 kJ) for women;\u003C\u002Fp>\n\n\u003Cp>d\u002F to perform work in the open air where the ambient temperature is lower\nthan 10°C or higher than 25°C;\u003C\u002Fp>\n\n\u003Cp>e\u002F at workstations at which the temperature due to atmospheric conditions\nexceeds 28°C.\u003C\u002Fp>\n\n\u003Cp>2.Drinks provided by the employer in accordance with Sect. 1.2\u002F should be\nhot or cold depending on the work conditions and, in the cases specified in\nSect. 1.2\u002Fa\u002F, they should be additionally enriched with mineral salts and\nvitamins.\u003C\u002Fp>\n\n\u003Cp>3.The employer should provide employees exposed to the effects of dust\ncontaining lead and lead compounds with a daily dose of 300 mg of vitamin C in\nthe Company’s grounds.\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>Where it is not possible to determine the heat stress indicator (WBGT), one\nof the below conditions of work in closed spaces in which the following\nconditions are maintained for reasons related to technology, should be deemed\nto be heat stress exceeding 25°C:\u003C\u002Fp>\n\n\u003Cp>1\u002F Temperature exceeding 30°C, where relative air humidity exceeds 65 per\ncent\u003C\u002Fp>\n\n\u003Cp>2\u002F Temperature exceeding 35°C, where relative air humidity exceeds 50 per\ncent;\u003C\u002Fp>\n\n\u003Cp>3\u002F Temperature exceeding 40°C, irrespective of air humidity.\u003C\u002Fp>\n\n\u003Cp>§ 5\u003C\u002Fp>\n\n\u003Cp>On the basis of an analysis of the work environment based on these\nprinciples, the employer, in consultation with the trade unions, will draw up a\nlist of positions which carry an entitlement to meals, drinks and vitamin C.\u003C\u002Fp>\n\n\u003Cp>§ 6\u003C\u002Fp>\n\n\u003Cp>1.Meals, drinks and vitamin C will be issued to employees on days when they\nare performing work which justifies their being issued.\u003C\u002Fp>\n\n\u003Cp>2.Drinks should be available for employees throughout their working\nshift.\u003C\u002Fp>\n\n\u003Cp>§ 7\u003C\u002Fp>\n\n\u003Cp>Employees will not be entitled to a pecuniary equivalent for meals, drinks\nand vitamin C.\u003C\u002Fp>\n\n\u003Cp>§ 8\u003C\u002Fp>\n\n\u003Cp>The employer will determine the detailed rules for issuing meals, drinks and\nvitamin C in consultation with the trade unions.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch2>Appendix 18 RULES FOR PROVIDING INDIVIDUAL PROTECTION MEASURES, WORK\nCLOTHES AND FOOTWEAR AND PERSONAL HYGIENE MATERIALS\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Chapter 1 RULES FOR PROVIDING INDIVIDUAL PROTECTION MEASURES AND WORK\nCLOTHES AND FOOTWEAR\u003C\u002Fh3>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>1.The employer must provide employees, free of charge, with individual\nprotection measures and work clothes and footwear, which will be the\nemployer’s property.\u003C\u002Fp>\n\n\u003Cp>2.Individual protection measures should protect the employee against the\neffects of dangerous and harmful factors occurring in the work environment and\nmeet compliance assessment requirements set out in separate provisions of\nlaw.\u003C\u002Fp>\n\n\u003Cp>3.Work clothes and footwear will be provided to employees:\u003C\u002Fp>\n\n\u003Cp>1\u002F Where there is a possibility that that their own clothes will be\ndestroyed or significantly soiled while they are performing their duties;\u003C\u002Fp>\n\n\u003Cp>2\u002F In order to meet technological, sanitary or occupational health and\nsafety requirements;\u003C\u002Fp>\n\n\u003Cp>4.The employer will ensure that the clothes which it provides are cleaned\nand repaired and will pay the related costs.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>In consultation with the trade unions and the company social labour\ninspector, the employer will prepare a table detailing the allocation of work\nclothes and footwear, which will be updated at least once a year.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>1.Deleted.\u003C\u002Fp>\n\n\u003Cp>2.Clothes provided to an employee should only be used when he is performing\nhis duties.\u003C\u002Fp>\n\n\u003Cp>3.Work and protective clothes and work shoes can only be used outside the\nworkplace on the way to work and when returning when work is being performed\noutside the Company’s grounds.\u003C\u002Fp>\n\n\u003Cp>4.The employee will be responsible for using clothes correctly and according\nto their intended purpose, keeping them clean and in good technical condition,\nand for correctly using personal protection equipment.\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>1.Employees will be provided with protective clothes, personal protection\nmeasures and work footwear for performing work with a short duration and\ninspection procedures, according to the tasks they are required to perform.\u003C\u002Fp>\n\n\u003Cp>2.Personal protection measures, work clothes and footwear will also be\nprovided to employees delegated by their superior to perform periodic work on\nsite of the Company, in case they had not been entitled to receive such clothes\nbefore.\u003C\u002Fp>\n\n\u003Cp>§ 5\u003C\u002Fp>\n\n\u003Cp>If an employee is transferred to a workstation which does not carry an\nentitlement to work or protective clothes or personal protection measures or\nwhich carries an entitlement to a different type, he must return the clothes he\nused previously or the equivalent monetary value of any wear and tear that\noccurred during the period for which he used them. The above rules also apply\nto protective clothes, personal protection measures and work shoes provided\naccording to the principles set out in § 4.\u003C\u002Fp>\n\n\u003Cp>§ 6\u003C\u002Fp>\n\n\u003Cp>1.Employees of the Industrial Security Service are entitled to use special\nuniforms. An employee becomes eligible for a uniform upon concluding an\nemployment contract for an indefinite term.\u003C\u002Fp>\n\n\u003Cp>2. Ifanemployment relationshipis\u003C\u002Fp>\n\n\u003Cp>terminated before the end of a uniform’s usability period, the employee\nmust return the uniform or its equivalent monetary value less the amount of\nwear and tear that occurred during the period for which he used it.\u003C\u002Fp>\n\n\u003Cp>§ 7\u003C\u002Fp>\n\n\u003Cp>Students and pupils undergoing practical instruction and occupational work\nexperience in the Company will be provided with work clothes and footwear for\nthe period of their work experience according to the standards and rules\nprovided for the workstations at which they are undergoing such training or\nwork experience. Clean used clothes will be issued first for such work.\u003C\u002Fp>\n\n\u003Cp>§ 8\u003C\u002Fp>\n\n\u003Cp>1.If an employee’s employment relationship is terminated, he must return\nany clothes and personal protection measures, except for underwear, or take\nover its ownership in return for repaying an amount equal to its undepreciated\nvalue.\u003C\u002Fp>\n\n\u003Cp>2.Clothes and uniforms need not be returned where:\u003C\u002Fp>\n\n\u003Cp>1\u002F An employee retires or leaves work on disability benefit;\u003C\u002Fp>\n\n\u003Cp>2\u002F An employee dies;\u003C\u002Fp>\n\n\u003Cp>3\u002F Those objects were used before the employment relationship was terminated\nfor a period exceeding 75 per cent of the usability period specified in the\ntable of standards.\u003C\u002Fp>\n\n\u003Cp>1.Work footwear and underwear need not be returned.\u003C\u002Fp>\n\n\u003Cp>§ 9\u003C\u002Fp>\n\n\u003Cp>1.Protective and work clothes which were issued individually and have\nexceeded their usability period need not be returned.\u003C\u002Fp>\n\n\u003Cp>2.Leather clothing need not be returned after a period of use if the\nemployee agrees to the usability period being extended by 20 per cent or pays\nthe equivalent of 20 per cent of the price of the clothes when new.\u003C\u002Fp>\n\n\u003Cp>3.Protective equipment which has exceeded its usability period will be\nreturned for destruction.\u003C\u002Fp>\n\n\u003Cp>§ 10\u003C\u002Fp>\n\n\u003Cp>Detailed rules for managing personal protection measures, protective clothes\nand work footwear are set out in a manual prepared by the employer and agreed\nwith the trade unions.\u003C\u002Fp>\n\n\u003Ch3>Chapter II RULES FOR PROVIDING PERSONAL HYGIENE MATERIALS\u003C\u002Fh3>\n\n\u003Cp>§ 11\u003C\u002Fp>\n\n\u003Cp>1.In order to maintain employees’ personal hygiene, the employer will\nprovide them, free of charge, with toilet soap, hand cleaner, towels and\nprotective cream.\u003C\u002Fp>\n\n\u003Cp>2.Hand cleaner and protective cream should be provided to employees\nindividually according to the standards set out in § 13 or provided in\ndispensers in departments\u002Fcells, ensuring that the needs of the employees in\nthe department\u002Fcell are met in terms of quantity, quality and protection.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>The following groups of workstations are established with regard to the\npossibility of employees getting dirty:\u003C\u002Fp>\n\n\u003Cp>1\u002FGroupI -includespositionswhich\u003C\u002Fp>\n\n\u003Cp>require:\u003C\u002Fp>\n\n\u003Cp>a\u002F washing dirt which is stuck fast to the skin of the hands, face and\nlegs;\u003C\u002Fp>\n\n\u003Cp>b\u002F frequent washing of hands due to constantcontactwith poisonous\u003C\u002Fp>\n\n\u003Cp>substances;\u003C\u002Fp>\n\n\u003Cp>2\u002FGroupII -includespositionswhich\u003C\u002Fp>\n\n\u003Cp>require:\u003C\u002Fp>\n\n\u003Cp>a\u002F washing of the upper body due to a high degree of dirtiness;\u003C\u002Fp>\n\n\u003Cp>b cleaning dirt consisting of washable substances from the entire body;\u003C\u002Fp>\n\n\u003Cp>3\u002FGroupIII -includespositionswhich\u003C\u002Fp>\n\n\u003Cp>require:\u003C\u002Fp>\n\n\u003Cp>a\u002F careful washing of hands several times during working hours due to\nproduction requirements:\u003C\u002Fp>\n\n\u003Cp>b\u002F careful washing of hands several times during working hours due to\nsanitary requirements.\u003C\u002Fp>\n\n\u003Cp>4\u002FGroupIV -includespositionswhich\u003C\u002Fp>\n\n\u003Cp>require washing washable dirt from the hands and face.\u003C\u002Fp>\n\n\u003Cp>5\u002FGroupV -includespositionswhich\u003C\u002Fp>\n\n\u003Cp>require washing moderately dirty hands.\u003C\u002Fp>\n\n\u003Cp>§ 13\u003C\u002Fp>\n\n\u003Cp>The following quarterly norms for allocating personal hygiene materials are\nestablished:\u003C\u002Fp>\n\n\u003Cp>1\u002F Group I - 300 grams of toilet soap and 1,600 grams of hand cleaner; 800\ngrams of hand cleaner;\u003C\u002Fp>\n\n\u003Cp>3\u002F Group III - 200 grams of toilet soap and 1,200 grams of hand cleaner;\u003C\u002Fp>\n\n\u003Cp>4\u002F Group IV - 200 grams of toilet soap and 400 grams of hand cleaner;\u003C\u002Fp>\n\n\u003Cp>5\u002F Group V - 200 grams of toilet soap.\u003C\u002Fp>\n\n\u003Cp>§ 14\u003C\u002Fp>\n\n\u003Cp>In positions where it is necessary to protect the hands using protective\ncreams, employees will be provided with creams at the request of the department\nmanager approved by the health and safety service and the LOT-Medical Health\nCentre.\u003C\u002Fp>\n\n\u003Cp>§ 15\u003C\u002Fp>\n\n\u003Cp>1.Employees in Groups I-IV referred to in § 12 will be entitled to two\ntowels per year;\u003C\u002Fp>\n\n\u003Cp>2.Employees in Group V referred to in § 12 will be entitled to one towel\nper year.\u003C\u002Fp>\n\n\u003Ch2>Appendix 19 \u003C\u002Fh2>\n\n\u003Cp>deleted\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Ch2>Appendix 20 LIST OF WORK THAT WOMEN ARE PROHIBITED FROM PERFORMING\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Part A - Women are prohibited from doing the following work:\u003C\u002Fh3>\n\n\u003Cp>I.Work involving physical exertion, heavy lifting and adopting an awkward\nbody position.\u003C\u002Fp>\n\n\u003Cp>1.Physical work where the workload exceeds a net energy output of 5,000 kJ\n(1,200 kcal) per working shift or 20 kJ\u002Fminute for incidental work.\u003C\u002Fp>\n\n\u003Cp>2.Manually lifting weights exceeding:\u003C\u002Fp>\n\n\u003Cp>1\u002F 12 kg for permanent work;\u003C\u002Fp>\n\n\u003Cp>2\u002F 20 kg for incidental work (up to four times per hour during a work\nshift).\u003C\u002Fp>\n\n\u003Cp>3.Manually operating equipment such as cranes, cranks, steering wheels etc.,\nif it requires exertion exceeding:\u003C\u002Fp>\n\n\u003Cp>1\u002F 50 N (~5 kG) for permanent work;\u003C\u002Fp>\n\n\u003Cp>2\u002F 100 N (~10 kG) for incidental work (up to four times per hour during a\nwork shift).\u003C\u002Fp>\n\n\u003Cp>4.Foot-powered operation of equipment (pedals, buttons etc.), if it requires\nexertion exceeding:\u003C\u002Fp>\n\n\u003Cp>1\u002F 120 N (~12 kG) for permanent work;\u003C\u002Fp>\n\n\u003Cp>2\u002F 200 N (~20 kG) for incidental work (up to four times per hour during a\nwork shift).\u003C\u002Fp>\n\n\u003Cp>5.Manual uphill shifting - up ramps, stairs etc., where the maximum gradient\nexceeds 30° and the height exceeds 5 metres - of weights with weight\nexceeding:\u003C\u002Fp>\n\n\u003Cp>1\u002F 8 kg for permanent work;\u003C\u002Fp>\n\n\u003Cp>2\u002F 15 kg for incidental work (up to four times per hour during a work\nshift).\u003C\u002Fp>\n\n\u003Cp>1.Transporting weights whose weight exceeds:\u003C\u002Fp>\n\n\u003Cp>1\u002F 50 kg, using a one-wheel\u003C\u002Fp>\n\n\u003Cp>wheelbarrow, up a gradient of up to\u003C\u002Fp>\n\n\u003Cp>2°;\u003C\u002Fp>\n\n\u003Cp>2\u002F 80 kg, using 2, 3, and 4-wheel trolleys, up a gradient of up to 2°;\u003C\u002Fp>\n\n\u003Cp>3\u002F 300 kg, using a trolley mounted on rails, up a gradient of up to 1°.\u003C\u002Fp>\n\n\u003Cp>Where weights are transported over an uneven surface in the manner specified\nin items 1 and 2, the weight of the loads cannot exceed 60 per cent of the\nquantity specified in those items.\u003C\u002Fp>\n\n\u003Cp>I.Work involving exposure to vibrations\u003C\u002Fp>\n\n\u003Cp>1.Workinanenvironmentinvolving\u003C\u002Fp>\n\n\u003Cp>exposure to vibrations transferred through the upper limbs - the permissible\nvalues of accelerations are specified in the Regulation of the Council of\nMinisters of 10 September 1996 on a list of work which women are prohibited\nfrom doing (Journal of Laws No. 114 of 1996, item 545).\u003C\u002Fp>\n\n\u003Cp>2.Workinanenvironmentinvolving\u003C\u002Fp>\n\n\u003Cp>exposure to general vibrations - the permissible values of accelerations are\nspecified in the Regulation of the Council of Ministers of 10 September 1996 on\na list of work which women are prohibited from doing (Journal of Laws No. 114\nof 1996, item 545).\u003C\u002Fp>\n\n\u003Ch3>Part B - Pregnant and breast-feeding women are prohibited from performing\nthe following work:\u003C\u002Fh3>\n\n\u003Cp>I.Work involving physical exertion and transporting heavy weights and work\nin an awkward body position.\u003C\u002Fp>\n\n\u003Cp>.\u003C\u002Fp>\n\n\u003Cp>1.All work where the maximum values of the physical workload, measured in\nterms of the net energy output on performing the work, exceeds 2,900 kJ (700\nkcal) per work shift.\u003C\u002Fp>\n\n\u003Cp>2.All the work specified in Part A Chapter I Items 2-6, if one quarter of\nthe values specified in them is exceeded.\u003C\u002Fp>\n\n\u003Cp>1.Work in an awkward body position.\u003C\u002Fp>\n\n\u003Cp>2.Work in a standing position for a total of more than three hours during a\nshift.\u003C\u002Fp>\n\n\u003Cp>I.Work in a cold, hot or variable microclimate.\u003C\u002Fp>\n\n\u003Cp>1.Work under conditions in which the PMV index (the predicted mean value),\ndetermined in accordance with the Polish Standard, is greater than 1.5 or less\nthan -1.5.\u003C\u002Fp>\n\n\u003Cp>2.Work in an environment in which there are sudden changes in air\ntemperature with a range exceeding 15°C.\u003C\u002Fp>\n\n\u003Cp>II.Work involving exposure to the effects of electromagnetic fields and\nionising and ultraviolet radiation.\u003C\u002Fp>\n\n\u003Cp>1.Work within range of electromagnetic fields with an intensity exceeding\nthe value for a safe zone.\u003C\u002Fp>\n\n\u003Cp>2.Work in an environment in which one quarter of the value of the maximum\npermissible intensities of ultra-violet radiation is exceeded, as specified in\nthe regulations on maximum permissible intensities and concentrations of\nfactors which are detrimental to the health in work environments.\u003C\u002Fp>\n\n\u003Cp>3.Work involving exposure to the effects of ionising radiation.\u003C\u002Fp>\n\n\u003Cp>III.Work under increased or reduced pressure.\u003C\u002Fp>\n\n\u003Cp>All work under increased or reduced pressure.\u003C\u002Fp>\n\n\u003Cp>IV.Work in contact with harmful biological factors.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hiv\">\u003Cp>Work involving a risk of infection with the hepatitis B virus, the varicella\nand zoster viruses, the rubella virus, the HIV virus, the cytomegaly virus,\nlisteria monocytogenes and toxoplasmosis.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>V.Work involving exposure to the effects of harmful chemical substances.\u003C\u002Fp>\n\n\u003Cp>1.Work involving exposure to the effects of factors which are carcinogenic\nor likely to be carcinogenic, specified in separate provisions of law.\u003C\u002Fp>\n\n\u003Cp>2.Work involving exposure to the chemical substances specified below,\nirrespective of their concentration in the work environment:\u003C\u002Fp>\n\n\u003Cp>-chloroprene,\u003C\u002Fp>\n\n\u003Cp>-2-ethoxyethanol,\u003C\u002Fp>\n\n\u003Cp>-ethylene dibromide,\u003C\u002Fp>\n\n\u003Cp>-chemotherapeutic medicines,\u003C\u002Fp>\n\n\u003Cp>-manganese,\u003C\u002Fp>\n\n\u003Cp>-2-methoxyethanol,\u003C\u002Fp>\n\n\u003Cp>-lead and its organic and inorganic compounds,\u003C\u002Fp>\n\n\u003Cp>-mercury and its organic and inorganic compounds,\u003C\u002Fp>\n\n\u003Cp>-styrene,\u003C\u002Fp>\n\n\u003Cp>-synthetic oestrogen and progesteron,\u003C\u002Fp>\n\n\u003Cp>-carbon disulphide,\u003C\u002Fp>\n\n\u003Cp>-pesticides.\u003C\u002Fp>\n\n\u003Cp>3.Work involving exposure to the effects of organic solvents if their\nconcentration in the work environment exceeds one third of the maximum\npermissible concentrations.\u003C\u002Fp>\n\n\u003Cp>VI.Work involving a risk of serious physical or mental injury\u003C\u002Fp>\n\n\u003Cp>1.Work with a forced rhythm (e.g. on a conveyor belt);\u003C\u002Fp>\n\n\u003Cp>2.Work inside tanks and channels;\u003C\u002Fp>\n\n\u003Cp>3.Work which involves a risk of serious physical or mental injury, e.g.\nextinguishing fires, participating in chemical rescue operations, removing the\neffects of malfunctions, and work with explosive materials.\u003C\u002Fp>\n\n\u003Ch3>Part C - Pregnant women are prohibited from performing the following\nwork:\u003C\u002Fh3>\n\n\u003Cp>I.Work involving exposure to noise and\u003C\u002Fp>\n\n\u003Cp>vibrations.\u003C\u002Fp>\n\n\u003Cp>1.Work in an environment in which the level of exposure to the effects of\nnoise in relation to an eight-hour working day, measured in accordance with\nPolish Standards, exceeds 65 dB.\u003C\u002Fp>\n\n\u003Cp>2.Work in an environment which involves exposure to the acoustic pressure of\ninfrasonic and ultrasonic noise. The permissible level of acoustic pressure is\nspecified in the regulation of the Council of Ministers of 10 September 1996 on\na list of work that women are prohibited from doing (Journal of Laws No. 114 of\n1996, item 545).\u003C\u002Fp>\n\n\u003Cp>3.Work in an environment which involves exposure to vibrations transferred\nthrough the upper limbs. The permissible values of accelerations are specified\nin the regulation of the Council of Ministers of 10 September 1996 on a list of\nwork which women are prohibited from doing (Journal of Laws No. 114 of 1996,\nitem 545).\u003C\u002Fp>\n\n\u003Cp>4.Any work in conditions involving exposure to vibrations which have a\ngeneral effect on the human body.\u003C\u002Fp>\n\n\u003Cp>II.Work operating monitors.\u003C\u002Fp>\n\n\u003Cp>Work involving operating monitors for more than four hours per 24-hour\nperiod.\u003C\u002Fp>\n\n\u003Cp>III.Work below ground level and at height.\u003C\u002Fp>\n\n\u003Cp>1.Work at height outside permanent galleries, platforms and other permanent\nraised areas which are fully secured against falls (i.e. where there is no need\nto use individual protection measures against falls) and ascending and\ndescending ladders and step irons.\u003C\u002Fp>\n\n\u003Cp>2.Work in trenches and open tanks.\u003C\u002Fp>\n\n\u003Ch2>Appendix 21 RULES OF THE SOCIAL BENEFITS FUND\u003C\u002Fh2>\n\n\u003Ch3>Chapter I CREATING THE FUND\u003C\u002Fh3>\n\n\u003Cp>§ 1\u003C\u002Fp>\n\n\u003Cp>The Company social benefits fund (the \"Fund”) is created and utilised on\nthe basis of the Act on Company Social Benefits Funds of 4 March 1994 (Journal\nof Laws No. 43\u002F94 item 163, as amended) and the provisions of law associated\nwith it.\u003C\u002Fp>\n\n\u003Cp>§ 2\u003C\u002Fp>\n\n\u003Cp>1.The Fund is created from a basic annual write-off calculated in relation\nto the average number of employees, including an increased write-off for\nemployees employed in particularly onerous work conditions.\u003C\u002Fp>\n\n\u003Cp>2.The amount of the Fund is increased by additional write-offs on account of\nthe employment of Group 1 and 2 disabled persons and on account of the\nCompany’s care of persons drawing pensions and disability benefit.\u003C\u002Fp>\n\n\u003Cp>§ 3\u003C\u002Fp>\n\n\u003Cp>The Fund’s resources are increased by:\u003C\u002Fp>\n\n\u003Cp>1\u002F Revenues from fees collected from individuals and organisational units\nwhich take advantage of social activities;\u003C\u002Fp>\n\n\u003Cp>2\u002F Donations and bequests from individuals and business entities;\u003C\u002Fp>\n\n\u003Cp>3\u002F Interest on resources of the Fund kept in a bank account;\u003C\u002Fp>\n\n\u003Cp>4\u002F Revenues from interest on granted housing loans;\u003C\u002Fp>\n\n\u003Cp>5\u002F Any income from selling, leasing and liquidating fixed assets used for\nthe Company’s social activities which is not designated for maintaining or\nrefurbishing the Company’s social facilities;\u003C\u002Fp>\n\n\u003Cp>6\u002F Income from the sale and liquidation of Company houses and flats;\u003C\u002Fp>\n\n\u003Cp>7\u002F Other funds specified in separate provisions of law.\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>1.The Fund’s resources will be kept in a separate bank account.\u003C\u002Fp>\n\n\u003Cp>2.Any resources of the Fund which are not utilised in a particular calendar\nyear will be carried forward to the next year.\u003C\u002Fp>\n\n\u003Ch3>Chapter II DISTRIBUTING THE FUND\u003C\u002Fh3>\n\n\u003Cp>§ 5\u003C\u002Fp>\n\n\u003Cp>1.Deleted.\u003C\u002Fp>\n\n\u003Cp>2.Proposals for distributing the Fund will be prepared by the division\nresponsible for employee affairs. The employer will present those proposals to\nthe trade unions not later than 14 days before the expiry of the time limits\nspecified in Sect. 3 and 4.\u003C\u002Fp>\n\n\u003Cp>3.By 31 January, the employer and the trade unions will adopt a temporary\nplan for the distribution of the Fund’s resources for the current year.\u003C\u002Fp>\n\n\u003Cp>4.By 31 March, the annual plan for distributing the Fund’s resources will\nbe adopted at a meeting of representatives of the employer and the trade\nunions.\u003C\u002Fp>\n\n\u003Cp>5.If the trade unions do not present a common position on the matters and\ntime limits specified in Sect. 3 and 4, the employer will adopt the plan or\nplans for the distribution of the Fund’s resources unilaterally, taking into\naccount those proposals with regard to which the trade unions presented a\ncommon position on time.\u003C\u002Fp>\n\n\u003Cp>The amounts of individual payments provided for in the approved spending\nplan for a particular year will be released at the request of the appropriate\norganisational unit of the employer, agreed with the Social Benefits Committee\nand approved by the employer.\u003C\u002Fp>\n\n\u003Ch3>Chapter III PERSONS ENTITLED TO USE THE FUND\u003C\u002Fh3>\n\n\u003Cp>§ 7\u003C\u002Fp>\n\n\u003Cp>1.The following persons will be entitled to assistance from the Social\nBenefits Fund: 1\u002F Employees employed on a full-time or\u003C\u002Fp>\n\n\u003Cp>part-time basis under an employment contract;\u003C\u002Fp>\n\n\u003Cp>2\u002F Employees on parental leave;\u003C\u002Fp>\n\n\u003Cp>3\u002F Young employees;\u003C\u002Fp>\n\n\u003Cp>4\u002F People drawing company pensions and disability benefits and former\nemployees of the Company who left the Company on a pre-retirement benefit or\nallowance;\u003C\u002Fp>\n\n\u003Cp>5\u002F Spouses of employees who died during their employment who receive a\nfamily allowance;\u003C\u002Fp>\n\n\u003Cp>6\u002F Spouses of deceased former employees who drew company pensions or\ndisability benefit.\u003C\u002Fp>\n\n\u003Cp>2.With regard to social activities, assistance will also be provided to\ndependent family members of employees or persons who are drawing a company\npension or disability benefit, including children who go to school or study.\u003C\u002Fp>\n\n\u003Cp>3.In exceptional cases, financial assistance from the Social Benefits Fund\ncan also be granted to:\u003C\u002Fp>\n\n\u003Cp>1\u002F orphans of former employees of the Company;\u003C\u002Fp>\n\n\u003Cp>2\u002F orphans covered by Company welfare; 3\u002F children staying in children’s\nhomes;\u003C\u002Fp>\n\n\u003Cp>4\u002F children taken into foster care by employees or persons who draw a\npension or disability benefit;\u003C\u002Fp>\n\n\u003Cp>5\u002F Deleted.\u003C\u002Fp>\n\n\u003Cp>6\u002F Other individuals who find themselves in difficult circumstances, via\ncharity organisations andsocieties, schools\u003C\u002Fp>\n\n\u003Cp>and similar entities.\u003C\u002Fp>\n\n\u003Cp>1.FinancialassistancefromtheSocial\u003C\u002Fp>\n\n\u003Cp>Benefits Fund can also be granted to clubs of people drawing pensions and\ndisability benefitscreated bythetradeunion\u003C\u002Fp>\n\n\u003Cp>organisations operating in the Company and to the Honoured Blood Donors Club\nof the Polish Red Cross operating in Wytwórnia Sprzętu Komunikacyjnego PZL-\nŚwidnik S.A.\u003C\u002Fp>\n\n\u003Cp>2.FinancialassistancefromtheSocial\u003C\u002Fp>\n\n\u003Cp>Benefits Fund can also be granted to societies, organisations and similar\nentities involved in the provision of cultural or sports and recreational\nactivities for employees of the Company and persons drawing company pensions\nand disability benefit.\u003C\u002Fp>\n\n\u003Ch3>Chapter IV RULES FOR PROVIDING SOCIAL ASSISTANCE\u003C\u002Fh3>\n\n\u003Cp>§ 8\u003C\u002Fp>\n\n\u003Cp>1. The social part of the Social Benefits Fund can also be used for:\u003C\u002Fp>\n\n\u003Cp>1\u002F Funding summer camps for children and young people;\u003C\u002Fp>\n\n\u003Cp>2\u002F Funding holidays;\u003C\u002Fp>\n\n\u003Cp>3\u002F Goods vouchers;\u003C\u002Fp>\n\n\u003Cp>4\u002F Grants;\u003C\u002Fp>\n\n\u003Cp>5\u002F Organising recreational events for children and young people,\nincluding:\u003C\u002Fp>\n\n\u003Cp>-Christmas parties;\u003C\u002Fp>\n\n\u003Cp>-cultural events;\u003C\u002Fp>\n\n\u003Cp>-other occasional events;\u003C\u002Fp>\n\n\u003Cp>6\u002F Organising recreational events for employees and people drawing pensions\nand disability benefit, including weekend events, in particular:\u003C\u002Fp>\n\n\u003Cp>-company sports matches;\u003C\u002Fp>\n\n\u003Cp>-tourist and recreational trips, with regard to the costs of transport for\neach entitled person;\u003C\u002Fp>\n\n\u003Cp>7\u002F Organising department meetings with former employees drawing pensions\nfrom a particular organisational unit;\u003C\u002Fp>\n\n\u003Cp>8\u002F Funding gifts for employees leaving the Company on a pension, disability\nbenefit or pre-retirement benefit;\u003C\u002Fp>\n\n\u003Cp>9\u002F Organising farewell parties for employees leaving the Company on a\npension, disability benefit or pre- retirement benefit;\u003C\u002Fp>\n\n\u003Cp>10\u002F Organising Christmas Eve parties for single people drawing pensions or\ndisability benefit;\u003C\u002Fp>\n\n\u003Cp>11\u002F Funding gifts associated with visiting sick employees or persons drawing\npensions or disability benefits in the event of long-term medical\nexemptions;\u003C\u002Fp>\n\n\u003Cp>12\u002F Funding recreational\u002Fsporting activities;\u003C\u002Fp>\n\n\u003Cp>13\u002F Funding cultural activities;\u003C\u002Fp>\n\n\u003Cp>14\u002F Other forms of assistance specified in annual plans for distributing the\nfund.\u003C\u002Fp>\n\n\u003Cp>2.Granting resources from the Fund is conditional on life, family and\nmaterial situation of the entitled person. In order to assess that situation,\nnatural persons applying for assistance from the Fund must submit:\u003C\u002Fp>\n\n\u003Cp>1\u002F A declaration of their income per member of their family for the past\nyear by the period specified by the employer;\u003C\u002Fp>\n\n\u003Cp>2\u002F Other documents justifying their need to be granted assistance.\u003C\u002Fp>\n\n\u003Cp>3.The detailed rules for granting social assistance will be determined by\nthe employer in consultation with the trade unions.\u003C\u002Fp>\n\n\u003Ch3>Chapter V RULES FOR PROVIDING HOUSING ASSISTANCE\u003C\u002Fh3>\n\n\u003Cp>§ 9\u003C\u002Fp>\n\n\u003Cp>1.Financial assistance for housing purposes can be granted in the form of a\nloan designated for:\u003C\u002Fp>\n\n\u003Cp>1\u002F Supplementing a contribution to a housing cooperative;\u003C\u002Fp>\n\n\u003Cp>2\u002F Buying a flat;\u003C\u002Fp>\n\n\u003Cp>3\u002F Building a single-family house;\u003C\u002Fp>\n\n\u003Cp>4\u002F Converting spaces for residential purposes;\u003C\u002Fp>\n\n\u003Cp>5\u002F Refurbishing and modernising flats and single-family houses;\u003C\u002Fp>\n\n\u003Cp>6\u002F Adapting flats and single-family houses for the needs of physically\nimpaired people;\u003C\u002Fp>\n\n\u003Cp>7\u002F A security deposit required to obtain a flat;\u003C\u002Fp>\n\n\u003Cp>8\u002F Other forms of assistance specified in annual plans for distributing the\nFund.\u003C\u002Fp>\n\n\u003Cp>2.The detailed rules for granting housing assistance will be determined by\nthe employer in consultation with the trade unions.\u003C\u002Fp>\n\n\u003Ch3>Chapter VI FINAL PROVISIONS\u003C\u002Fh3>\n\n\u003Cp>§ 10\u003C\u002Fp>\n\n\u003Cp>At the request of the Social Benefits Committee, agreed with the trade union\norganisations and approved by the President of the management board\u002FGeneral\nDirector, other forms of social benefits that are not provided for in these\nrules can be arranged.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternityotherclause\">\u003Ch2>Appendix 22 EMPLOYMENT GUARANTEE\u003C\u002Fh2>\n\n\u003Cp>§1\u003C\u002Fp>\n\n\u003Cp>1.The provisions of this chapter apply to Employees employed at the Company\non the basis of an employment contract for an indefinite term, regardless of\nthe length of working time, who remain employed at 29 January 2010, including\nEmployees on a justified absence, including because of military service, on\nmaternity leave, on child-care leave, etc.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.The commitment referred to in art 31 CCLA means that the Employer\nguarantees that, during the Employment Guarantee Period, the Employer will not\nterminate employment contracts and it will not terminate work and pay terms and\nconditions arising from such contracts (Article 42 of the Labour Code) with\nrespect to the Employees referred to in clause 1, for reasons set out in the\nAct on Special Terms and Conditions of Terminating an Employment Relationship\nwith Employees for Reasons not Applicable to Employees dated 13 March 2003\n(Journal of Laws No. 90, item 844, as amended). This commitment means that the\nEmployer guarantees that, during the Employment Guarantee Period, it will not\nengage in any group or individual dismissals due to reasons referred to by the\nact, and it will not terminate work and pay terms and conditions arising from\nemployment contracts due to such reasons (Article 42 of the Labour Code).\u003C\u002Fp>\n\n\u003Cp>3.The following Employees will not be covered by the Employment Guarantee\nPeriod referred to in clauses 1, 2 and 31 CCLA:\u003C\u002Fp>\n\n\u003Cp>a\u002F whose employment contract was terminated based on the employee’s\ntermination notice submitted to the Employer;\u003C\u002Fp>\n\n\u003Cp>b\u002F with whom the employment contract was terminated pursuant to Article 52\nof the Labour Code;\u003C\u002Fp>\n\n\u003Cp>c\u002F with whom the employment contract was terminated pursuant to Article 53\nof the Labour Code, except for Employees whose inability to work was caused by\nan accident in the work place that occurred at the Employer’s premises, or on\nthe way to or from work at the Employer’s premises, or by an occupational\ndisease acquired at the Employer’s premises;\u003C\u002Fp>\n\n\u003Cp>d\u002F whose employment contract was terminated based on a mutual agreement\nbetween the parties;\u003C\u002Fp>\n\n\u003Cp>e\u002F whose employment contract was terminated in the situation when one of the\nreasons of termination was becoming eligible for retirement upon reaching\nstatutory age, or because the person became eligible for disability pension due\nto an inability to perform work, except for the Employees who acquired this\nright as a result of an accident in the work place that occurred at the\nEmployer’s premises or on the way to or from work at the Employer’s\npremises, or as a result of an occupational disease acquired at the\nEmployer’s premises;\u003C\u002Fp>\n\n\u003Cp>f\u002F whose employment contract was terminated after the term for which it was\nconcluded;\u003C\u002Fp>\n\n\u003Cp>g\u002F whose employment contract has expired.\u003C\u002Fp>\n\n\u003Cp>§2\u003C\u002Fp>\n\n\u003Cp>If the Employer serves termination notice with respect to the employment\ncontract during the Employment Guarantee Period on an Employee covered by the\nprovisions of this Package, both in case of individual as well as group\ndismissals, for reasons not applicable to the Employee, or if the employment\ncontract is terminated due to other reasons, or if, as a result of the\nEmployee’s appeal before the Labour Court, a final and valid decision was\nissued awarding compensation for the unlawful termination of the employment\ncontract due to such other reasons, the Employer undertakes to pay compensation\non the date of the termination of the employment contract to each Employee with\nwhom it terminates the employment contract. This will also apply to the\ntermination notice modifying work and\u002For pay terms and conditions, referred to\nin Article 42 of the Labour Code, due to reasons not applicable to the\nEmployee, unless the new work and\u002For pay terms and conditions offered to the\nEmployee are equivalent to the existing ones and take into account the\nEmployee’s education, qualifications, statutory licences to perform the job\nand skills necessary to perform work in the new position. In such a case, no\ncompensation shall be due to the Employee. This does not conflict with the\nprovisions of Article 771 of the CCLA.\u003C\u002Fp>\n\n\u003Cp>2. Subject to clause 5 below, the compensation referred to in section 1 will\namount to the following:\u003C\u002Fp>\n\n\u003Cp>a\u002F if the employment contract is terminated during the second year of the\nEmployment Guarantee Period the employee compensation will amount to:\u003C\u002Fp>\n\n\u003Cp>-18timestheamountofthe\u003C\u002Fp>\n\n\u003Cp>employee’s monthly remuneration, if the Work Service of that employee is\nless than 15 years in total;\u003C\u002Fp>\n\n\u003Cp>-30timestheamountofthe\u003C\u002Fp>\n\n\u003Cp>employee’s monthly remuneration, if the Work Service of that employee is\n15 or more years but less than 30 years in total;\u003C\u002Fp>\n\n\u003Cp>-36timestheamountofthe employee’s monthly remuneration, if the Work\nService of that employee is 30 or more years in total;\u003C\u002Fp>\n\n\u003Cp>b\u002F if the employment contract is terminated during the third year of the\nEmployment Guarantee Period the employee compensation will amount to:\u003C\u002Fp>\n\n\u003Cp>-12timestheamountofthe\u003C\u002Fp>\n\n\u003Cp>employee’s monthly remuneration, if the Work Service of that employee is\nless than 15 years in total;\u003C\u002Fp>\n\n\u003Cp>-20timestheamountofthe\u003C\u002Fp>\n\n\u003Cp>employee’s monthly remuneration, if the Work Service of that employee is\n15 or more years but less than 30 years in total;\u003C\u002Fp>\n\n\u003Cp>-30timestheamountofthe\u003C\u002Fp>\n\n\u003Cp>employee’s monthly remuneration, if the Work Service of that employee is\n30 or more years in total;\u003C\u002Fp>\n\n\u003Cp>c\u002F if the employment contract is terminated during the fourth year of the\nEmployment Guarantee Period the employee compensation will amount to:\u003C\u002Fp>\n\n\u003Cp>-12timestheamountofthe\u003C\u002Fp>\n\n\u003Cp>employee’s monthly remuneration, if the Work Service of that employee is\nless than 15 years in total;\u003C\u002Fp>\n\n\u003Cp>-18timestheamountofthe\u003C\u002Fp>\n\n\u003Cp>employee’s monthly remuneration, if the Work Service of that employee is\n15 or more years but less than 30 years in total;\u003C\u002Fp>\n\n\u003Cp>-24timestheamountofthe\u003C\u002Fp>\n\n\u003Cp>employee’s monthly remuneration, if the Work Service of that employee is\n30 or more years in total;\u003C\u002Fp>\n\n\u003Cp>d\u002F if the employment contract is terminated during the fifth year of the\nEmployment Guarantee Period the employee compensation will amount to:\u003C\u002Fp>\n\n\u003Cp>-6-times the amount of the employee’s monthly remuneration, if the Work\nService of that employee is less than 15 years in total;\u003C\u002Fp>\n\n\u003Cp>-12-timestheamountofthe\u003C\u002Fp>\n\n\u003Cp>employee’s monthly remuneration, if the Work Service of that employee is\n15 or more years but less than 30 years in total;\u003C\u002Fp>\n\n\u003Cp>-18-timestheamountofthe\u003C\u002Fp>\n\n\u003Cp>employee’s monthly remuneration, if the Work Service of that employee is\n30 or more years in total;\u003C\u002Fp>\n\n\u003Cp>e\u002F if the employment contract is terminated during the sixth year of the\nEmployment Guarantee Period the employee compensation will amount to:\u003C\u002Fp>\n\n\u003Cp>-3 times the amount of the employee’s monthly remuneration, if the Work\nService of that employee is less than 15 years in total;\u003C\u002Fp>\n\n\u003Cp>-6 times the amount of the employee’s monthly remuneration, if the Work\nService of that employee is 15 or more years but less than 30 years in\ntotal;\u003C\u002Fp>\n\n\u003Cp>- 12 times the amount of the employee’s monthly remuneration, if the Work\nService of that employee is 30 or more years in total.\u003C\u002Fp>\n\n\u003Cp>3.The employee’s remuneration for the purposes of clause 1 above shall be\ncalculated a monetary equivalent for unused recreational holiday and shall not\ninclude in particular:\u003C\u002Fp>\n\n\u003Cp>-remuneration under civil law contracts;\u003C\u002Fp>\n\n\u003Cp>-Holiday Bonus, Long Service Award and\u003C\u002Fp>\n\n\u003Cp>Privatisation Bonus (according to Article 36,53 and article 25 Employee\u003C\u002Fp>\n\n\u003Cp>Guarantee Package for severance pay and compensation in connection with the\ntermination of an employment contract.\u003C\u002Fp>\n\n\u003Cp>3.During the Employment Guarantee Period, if the Employer terminates the\nemployment contract due to reasons other than referred to in clause 1 in\nviolation of labour law, confirmed by a final and valid decision issued by the\nrelevant court, unless the Employee is reinstated, the Employer will\nimmediately pay the compensation referred to in clause 2, (or as the case may\nbe, clause 5 below) to the Employee.\u003C\u002Fp>\n\n\u003Cp>4.Unless the calculation of compensation in accordance with section 2 above\ndoes not prove more beneficial for the Employee, in case of an Employee who has\nsix or less years left before reaching the statutory retirement age, if the\nemployment period enables such Employee to become eligible for retirement upon\nreaching such age, the amount for compensation due under circumstances set out\nin clause 2 will constitute the product of:\u003C\u002Fp>\n\n\u003Cp>-the number of full calendar months calculated from the end of the date when\nthe employment contract was terminated and the date on which such Employee\nwould reach the statutory retirement age; and\u003C\u002Fp>\n\n\u003Cp>-the monthly remuneration of the Employee determined as at the termination\ndate of the employment relationship and calculated according to the provisions\nof clause 3 above.\u003C\u002Fp>\n\n\u003Cp>5.The compensation, referred to in clause 2 (or as the case may be, clause 5\nabove) is independent of the Employee’s rights to benefits arising from other\nregulations in connection with a breach of regulations concerning the\ntermination of the employment contract during the Employment Guarantee\nPeriod.\u003C\u002Fp>\n\n\u003Cp>4.Employees covered by the Employment Guarantee Period, in cases referred to\nin clause 1 will be entitled to severance pay in compliance with Article 8 of\nthe Act on Special Terms and Conditions of Terminating an Employment\nRelationship with Employees for Reasons not Applicable to Employees dated 13\nMarch 2003 (Journal of Laws No. 90, item 844, as amended) in case dismissals\nare carried out on the basis of the aforementioned Act.\u003C\u002Fp>\n\n\u003Cp>5. The compensation referred to in this paragraph is not due in the case of\na termination notice changing work and pay terms and conditions, related with\nthe termination notice served on the Employee with respect to a management\nposition also resulting in the termination of a functional bonus and the amount\nof basic pay.\u003C\u002Fp>\n\n\u003Cp>6. In the case of termination of an employment contract, Work Service\nreferred to in clause 2 shall be calculated to the date when the employment\ncontract is terminated.\u003C\u002Fp>\n\n\u003Cp>§3\u003C\u002Fp>\n\n\u003Cp>The provisions of §1 and §2 shall not apply to members of the Employer’s\nManagement Board\u003C\u002Fp>\n\n\u003Cp>§ 4\u003C\u002Fp>\n\n\u003Cp>Work Service - means: the employment period calculated separately for each\nCompany employee, taking into account: (1) the period of employment at\nemployment at Zakład Produkcji Cywilnej Sp.z o.o., (5) the period of\nemployment at Zakład Utrzymania Ruchu Sp.z o.o. (6) the period of employment\nat Zakład Obróbki Plastycznej Sp. z o.o., 7) the period of employment at\nLotnicze Przedsiębiorstwo Usługowe “Heliseco” Sp. z o.o., 8) the period\nof employment at Przedsię¬biorstwo Usług Transportowych “Świd-Trans”\nSp.z o.o., 9) the period of employment at Zakład Remontowy Sp. z o.o., 10) the\nperiod of employment at PZL Inwest Sp.z o.o., 10) the period of employment at\nWSK Tomaszow Lubelski Sp.zo.o., 11) the period of employment at\n“Swid-Bud”” Sp. z o.o. and 13) the period of employment at Pracownicza\nFundacja Socjalna [Employee Social Foundation] at Świdnik.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>The period of employment also includes justified interruptions in the\nperformance of work provided under labour regulations, such as the period\nduring which military service was performed, maternity or paternity leave,\nchild- care leave, etc.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§5\u003C\u002Fp>\n\n\u003Cp>In the event of a justified termination of an employment contract by an\nEmployee during the Employment Guarantee Period pursuant to Article 55 of the\nLabour Code, the Employee will be entitled to compensation upon terms and\nconditions and in the amount set out in §2 of this annex.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            ",{"disabilitypay":44,"ONCERISE2_trigger":48,"riskassessment":52,"cbadate_end":56,"WAGES_determined":60,"trainingfundtxt":64,"protectiveclothing":68,"childcare":72,"cbadate_start":76,"pregnancy":79,"WORKHOURS_trigger":83,"equalityotherclause":87,"STRUCINCR_trigger":91,"funeralpay":95,"GENEQ_trigger":99,"wageincreasetype2":103,"incidentalbonusdate":107,"maternityotherclause":111,"longserviceallowancetype":115,"hourspday_select":119,"pensionfund":123,"OVERTIME_trigger":127,"ADMINISTRATIVE_trigger":131,"holidaysdays":135,"healthcareaccess":139,"healthinsurance":143,"FLEXWORK_trigger":147,"cbamemtrad":151,"EMPCONTR_trigger":155,"healthandsafetytraining":159,"ANNLEAVE_trigger":163,"incidentalbonustype2":167,"MEDICAL_trigger":171,"healthandsafetypolicy":175,"hiv":179,"overtimeallowancetype1":183,"pensionfundtxt":187,"breastfeeding_dangerouswork":191,"ONCERISE_trigger":195,"schedulesrestpw":199,"wageincreasedate":203,"longserviceallowancetxt":207,"dayspweek_select":210,"monitoring":212,"SCHEDULE_trigger":216,"contracttrial":220,"shiftallowancetype1":224,"paidpaternityleave":228,"TRADEUNLEAV_trigger":232,"SUNDAY_trigger":236,"NOCTPREM_trigger":240,"WAGES_comments_txt":244,"LOWWAGE_trigger":248,"coverunion_trigger":252,"cbasignsingle":256,"PAYSCALES_trigger":260,"hivpolicy":264,"SENIOR_trigger":268,"mealvouchers":272,"trainingprogrammes":276,"paidmaternityleave":280,"WAGES_trigger":284,"JOBTITLE_trigger":288,"contractseverancepay":292,"PAIDLEAV_trigger":296,"MAXHOURS_trigger":300,"deathrelatives":304},{"bindId":45,"name":46,"text":47},"disabilitypay","3.If an accident in the workplace occurs","3.If an accident in the workplace occurs and the employee is not exclusively\nresponsible for causing it, the employer will pay him, after he has received\nthe one-off compensation payment provided for in general applicable laws, an\nadditional payment amounting to 75 per cent of that compensation.",{"bindId":49,"name":50,"text":51},"ONCERISE2_trigger","Article 36 1.On motion of Trade Unions t","Article 36\n\n1.On motion of Trade Unions the Company shall pay employees employed in the\nCompany the Holiday Bonus. Bonus shall amount to one fourth of monthly\nremuneration of an employee calculated on the basis of data for the following\nmonths: September, October, November. The elements of remuneration taken into\naccount while calculating average monthly remuneration of an employee, the\nmanner of calculating Holiday Bonus in case when the employee had not received\nremuneration for the whole or part of the period which is the basis for\ncalculation of average monthly remuneration shall be agreed upon in the form of\na separate agreement by Employer and Trade Unions.\n\n2.Holiday Bonus shall be divided into two equal parts, unless the Company\nand Trade Unions shall define otherwise, and one part shall be payable for\nChristmas, the second for Easter.\n\n3.Bonus shall be payable, jointly with remuneration, before each holiday.",{"bindId":53,"name":54,"text":55},"riskassessment","2.The provisions of Sect. 1 will also ap","2.The provisions of Sect. 1 will also apply to pregnant women if they submit\na doctor’s certificate confirming that they should not perform their current\nwork due to the status of their pregnancy.",{"bindId":57,"name":58,"text":59},"cbadate_end","1.This Collective Labour Agreement is ma","1.This Collective Labour Agreement is made for an indefinite term.",{"bindId":61,"name":62,"text":63},"WAGES_determined","1.Employees employed in both blue and wh","1.Employees employed in both blue and white-collar positions will be subject\nto a monthly remuneration.\n\n2.The amount of basic pay depends on the personal classification category\nand rate and the number of effective hours of work.\n\n3.The personnel classification rate results from the category according to\nthe qualifications scale and from a work assessment carried out by the\nemployee’s direct superior, with particular consideration for the\nproductivity, quality and discipline of the employee’s work.\n\nClassification category incompetency tarifficator is the result of number\ngrade of job positions prepared on the basis of job evaluation.\n\n4.Deleted.\n\n5.Average remuneration for direct supervision should amount to from 1.3 to\n2.0 times the average wage for the employees of the department or\norganisational unit in question.\n\n6.The average remuneration for a department manager should amount to from\n1.8 to 3.0 times the average wage for the employees.\n\n7.For calculating the amount of the average wages referred to in Sect. 5 and\n6, the following components of remuneration should be taken into account:\n\n-basic pay;\n\n-the incentive fund;\n\n-the functional bonus.",{"bindId":65,"name":66,"text":67},"trainingfundtxt","Article 77.1 Employer shall support fina","Article 77.1\n\nEmployer shall support financially employees which improve their\nqualifications at vocational schools, secondary schools and universities\nrecognized by Ministry of Education, and employees which improve their\nqualifications on professional trainings approved by Employer, provided that\nsuch schools, trainings and study are connected with the demands of the Company\nrelated to operation of the Company, or planned development, or shall turn out\nto be indispensable for an employee to perform his\u002Fher duties. The Company\nshall reimburse 100% of registration fee and tuition, provided that the\ntraining or academic year had been completed successfully, and shall provide\nproper payable block release in accordance with the effective",{"bindId":69,"name":70,"text":71},"protectiveclothing","Appendix 18 RULES FOR PROVIDING INDIVIDU","Appendix 18 RULES FOR PROVIDING INDIVIDUAL PROTECTION MEASURES, WORK\nCLOTHES AND FOOTWEAR AND PERSONAL HYGIENE MATERIALS",{"bindId":73,"name":74,"text":75},"childcare","5\u002F If a member of the employee’s family ","5\u002F If a member of the employee’s family is ill such that the employee is\nrequired to personally take care of that person, for up to 14 days in a\ncalendar year;\n\n6\u002F If circumstances occur which require that the employee take care of a\nsick child of up to 14 years of age, for up to 60 days in a calendar year;",{"bindId":77,"name":78,"text":78},"cbadate_start","entered into in Świdnik on 19 June 1997",{"bindId":80,"name":81,"text":82},"pregnancy","Article 14 1.The working hours of women ","Article 14\n\n1.The working hours of women from the seventh month of pregnancy can be\nreduced to six hours per day at the request of a doctor.\n\n2.When their working hours are reduced, employees will be granted a bonus in\nan amount that makes up for the reduction in their earnings. That bonus will\nonly be payable for the period of reduced working hours.",{"bindId":84,"name":85,"text":86},"WORKHOURS_trigger","Chapter III WORKING HOURS","Chapter III\n\nWORKING HOURS",{"bindId":88,"name":89,"text":90},"equalityotherclause","Article 105 1.Work performed by women wi","Article 105\n\n1.Work performed by women will be subject to special protection;\n\n2.A list of work that women are prohibited from doing is set out in Appendix\n20.",{"bindId":92,"name":93,"text":94},"STRUCINCR_trigger","Appendix 6 RULES FOR THE NEGOTIATING SYS","Appendix 6 RULES FOR THE NEGOTIATING SYSTEM FOR DETERMINING THE AVERAGE\nWAGE INCREASE IN THE COMPANY",{"bindId":96,"name":97,"text":98},"funeralpay","1.The employer will provide facilities f","1.The employer will provide facilities for the functioning of the\nInter-Company Employees’ Grant and Loan Fund, within which a funeral fund\nwill also be maintained.",{"bindId":100,"name":101,"text":102},"GENEQ_trigger","2.The principle will apply that women an","2.The principle will apply that women and men will receive the same payment\nfor the same work. Discrimination of any kind in this respect is\nunacceptable.",{"bindId":104,"name":105,"text":106},"wageincreasetype2","§ 4 The average monthly wage increase in","§ 4\n\nThe average monthly wage increase in the Company in a particular year will\nbe established, by way of an understanding, by the parties authorised to\nconclude collective bargaining agreements, i.e. the Company’s management\nboard and the trade unions. That understanding should take into account the\nCompany’s financial standing and capacity and the indices established in § 2\nor § 3.",{"bindId":108,"name":109,"text":110},"incidentalbonusdate","3.By 10 April each year employees will p","3.By 10 April each year employees will paid the annual part of the bonus\nwhich amount will depend on results of the Company for the preceding fiscal\nyear.",{"bindId":112,"name":113,"text":114},"maternityotherclause","Appendix 22 EMPLOYMENT GUARANTEE §1 1.Th","Appendix 22 EMPLOYMENT GUARANTEE\n\n§1\n\n1.The provisions of this chapter apply to Employees employed at the Company\non the basis of an employment contract for an indefinite term, regardless of\nthe length of working time, who remain employed at 29 January 2010, including\nEmployees on a justified absence, including because of military service, on\nmaternity leave, on child-care leave, etc.",{"bindId":116,"name":117,"text":118},"longserviceallowancetype","The following multipliers are establishe","The following multipliers are established for the functional bonus levels in\nrelation to the base amount:",{"bindId":120,"name":121,"text":122},"hourspday_select","3.Working hours cannot exceed eight hour","3.Working hours cannot exceed eight hours per 24-hour period or an average\nof 40 hours in an average five-day working week in a settlement period of not\nmore than four months. Depending on the employer’s needs, employees will be\nsubject to the working hours systems and schedules set out in Article 135-146\nof the Labour Code. Applying a particular system of scheduling working hours in\nthe Company and the detailed solutions of that system will require a separate\nwritten agreement with the trade unions being party to this Agreement.",{"bindId":124,"name":125,"text":126},"pensionfund","Article 114 1.The employer will create a","Article 114\n\n1.The employer will create a company social benefits fund from an annual\nbasic write- off calculated in relation to the average number of employees.",{"bindId":128,"name":129,"text":130},"OVERTIME_trigger","Article 46 1.A bonus in addition to norm","Article 46\n\n1.A bonus in addition to normal remuneration will be payable for overtime\nwork, in the following amounts:\n\n1\u002F 50 per cent of remuneration - for work in the first four hours of\novertime on weekdays and on Sundays and public holidays that are working days\nfor the\n\nemployee according to the schedule of working hours applicable to him;\n\n2\u002F100 per cent of remuneration - for\n\novertime at night and on Sundays and public holidays that are not working\ndays for the employee according to the schedule of working hours applicable to\nhim and on days off work granted in exchange for work on a Sunday or public\nholidays which are working days for the employee according to the schedule of\nworking hours applicable to him.\n\n2.The bonus referred to in Sect. 1.1\u002F will not be paid if free time is\ngranted, without the employee requesting it, in exchange for hours of work\nperformed over and above the established standard amount. In such case, the\nemployer will grant time off work not later than by the end of the settlement\nperiod, the amount of which will be 50 per cent higher than the number of\novertime hours worked. However, this cannot cause a reduction in the\nremuneration due to the employee for the full monthly amount of working\nhours.\n\n2.1. The bonus referred to in Sect. 1 will not be paid if free time is\ngranted at the employee’s request in exchange for work performed over and\nabove the established standard amount.\n\n3.Division directors, the chief accountant, chief specialists, programme\nheads, plant\u002Fcentre managers, heads of a group of departments and department\nmanagers, as well as their full-time deputies will, if necessary, perform work\noutside their normal working hours without the right to receive separate\nremuneration for overtime.\n\n4.However, the employees specified in Sect.3., except for division directors\nand the chief accountant, will be entitled to receive separate remuneration for\nwork performed at the order of their superior in overtime hours on a Sunday, a\npublic holiday or on an additional day off work, if they have not been granted\na different day off work in exchange for working on that day.",{"bindId":132,"name":133,"text":134},"ADMINISTRATIVE_trigger","7\u002F To enable the employee to act as an e","7\u002F To enable the employee to act as an expert in administrative, criminal,\npreparatory or court proceedings or in proceedings before a magistrate’s\ncourt - the total period of such exemptions cannot exceed six days per calendar\nyear.",{"bindId":136,"name":137,"text":138},"holidaysdays","1.The following leave entitlements will ","1.The following leave entitlements will apply: 1\u002F 20 days - for employees\nwho have\n\nbeen employed for less than 10 years;\n\n2\u002F 26 days - for employees who have been employed for 10 years or more.",{"bindId":140,"name":141,"text":142},"healthcareaccess","1.The employer must provide free medical","1.The employer must provide free medical care involving preventive measures\nand periodic, follow-up and specialist examinations associated with the work\nperformed by the employee in question.",{"bindId":144,"name":145,"text":146},"healthinsurance","Article 51.1 1. The employees working at","Article 51.1\n\n1. The employees working at Zakład Przychodnia Zdrowia \"LOT-Medical” are\nentitled to a \"NFZ” (National Health Fund) supplement as a result of the\nincrease of remuneration provided for in the Act of 22 July 2006 on the\ntransfer of financial means to service providers in connection with the\nincrease of remunerations (Polish Journal of Laws No 149, item 1076).\n\n2.The supplement referred to in section 1 cannot exceed 40 % of the average\nremuneration of the given employee in the second quarter of 2006.\n\n3.This provision will be in force for a specified period, i.e. until the end\nof 2007 or as long as the National Health Fund, or any other entity performing\nthe tasks pertaining to the health insurance system, provides funds allowing\nfor the payment of the \"NFZ” supplement.\n\n4.The specific rules for granting and paying out the \"NFZ” supplement are\ndefined in the Regulations agreed with the trade unions.",{"bindId":148,"name":149,"text":150},"FLEXWORK_trigger","9.Flexibleworkinghours can be introduced","9.Flexibleworkinghours can be\n\nintroduced depending on requirements in particular organisational units of\nthe Company.\n\nThe introduction and rules of applying flexible working hours will be agreed\nwith the trade unions.",{"bindId":152,"name":153,"text":154},"cbamemtrad","2.The following trade unions: 1\u002F The Org","2.The following trade unions:\n\n1\u002F The Organisation of the Independent Self-Governing Trade Union\nSolidarność operating in Wytwórnia Sprzętu Komunikacyjnego PZL- Świdnik\nS.A. with its registered office in Świdnik;\n\n2\u002F The Metalworkers Trade Union of Wytwórnia Sprzętu Komunikacyjnego\nPZL-Świdnik S.A. with its registered office in Świdnik;\n\n3\u002F The Engineers’ and Technicians’ Trade Union of Wytwórnia Sprzętu\nKomunikacyjnego PZL-Świdnik S.A. with its registered office in Świdnik.",{"bindId":156,"name":157,"text":158},"EMPCONTR_trigger","Chapter II TERMS OF EMPLOYMENT","Chapter II\n\nTERMS OF EMPLOYMENT",{"bindId":160,"name":161,"text":162},"healthandsafetytraining","Article 86 1.The employer must provide e","Article 86\n\n1.The employer must provide essential training at workstations in the\nprinciples of safety and hygiene of work.\n\n2.The employer must provide basic and periodic training in the principles of\nsafety and hygiene of work, ending with an examination.\n\n3.Training and examinations will take place during working hours at the\nemployer’s expense.",{"bindId":164,"name":165,"text":166},"ANNLEAVE_trigger","3.For a period of holiday leave, the emp","3.For a period of holiday leave, the employee will be entitled to the\nremuneration that he would have received if he had worked for that period.\nVariable components of remuneration will be calculated on the basis of the\naverage remuneration paid in the three calendar months preceding the month when\nthe leave commenced. In the event of a substantial fluctuation in the variable\ncomponents of remuneration in relation to remuneration consisting of basic pay,\nthe incentive fund, and the length of service bonus, those components can be\ntaken into account, when establishing remuneration for leave, in the total\namount paid to the employee in a period not exceeding 12 calendar months\npreceding the month when the leave was commenced.\n\nIn the event of a change in the variable components of remuneration or a\nchange in the amount of those components in the period for which average\nremuneration is established, implemented before the commencement of holiday\nleave or in the month when that leave is being utilised, the average\nremuneration will be established again taking those changes into account.",{"bindId":168,"name":169,"text":170},"incidentalbonustype2","2\u002F In the annual part the amount of the ","2\u002F In the annual part the amount of the bonus in case of maximum performance\nby the Company of all goals in 2014 will be 2100 PLN gross.",{"bindId":172,"name":173,"text":174},"MEDICAL_trigger","Chapter XII SAFETY AND HYGIENE IN THE WO","Chapter XII SAFETY AND HYGIENE IN THE WORKPLACE AND HEALTH PROTECTION",{"bindId":176,"name":177,"text":178},"healthandsafetypolicy","Article 83 The employer must protect the","Article 83\n\nThe employer must protect the health and life of employees by providing safe\nand hygienic conditions of work with the appropriate use of current science and\ntechnology. In particular, the employer is obliged to:\n\n1\u002F Organise work in a manner which ensures safe and hygienic work\nconditions;\n\n2\u002F Ensure compliance with health and safety rules and regulations in the\nCompany, issue orders to eliminate deficiencies in that respect, and monitor\nthe execution of those orders;\n\n3\u002F Ensure that any orders, requests, decisions and instructions issued by\nauthorities that supervise work conditions are carried out;\n\n4\u002F Ensure that recommendations of the social labour inspector are carried\nout;\n\n5\u002F Continually take action to improve work safety;\n\n6\u002F Continually take action aimed at eliminating conditions that are\ndetrimental to health, particularly onerous or dangerous;\n\n7\u002F Provide and apply measures that prevent occupational illnesses and other\nhealth conditions associated with conditions prevailing in the work\nenvironment;\n\n8\u002F Maintain building structures and the work spaces inside them, as well as\nland and equipment associated with them, in a condition ensuring safe and\nhygienic work conditions;\n\n9\u002F Only equip workstations with machines and technical equipment which meet\ncompliance assessment requirements set out in separate provisions of law;\n\n10\u002F Co-operate with other employers to ensure safe work conditions when\nemployees from different companies are employed in the same place at the same\ntime;\n\n11\u002F Provide fire prevention facilities and procedures to ensure the safety\nof people and the protection of property and familiarise employees with fire\nprevention regulations;\n\n12\u002F Provide appropriate hygiene\u002Fsanitary rooms.",{"bindId":180,"name":181,"text":182},"hiv","Work involving a risk of infection with ","Work involving a risk of infection with the hepatitis B virus, the varicella\nand zoster viruses, the rubella virus, the HIV virus, the cytomegaly virus,\nlisteria monocytogenes and toxoplasmosis.",{"bindId":184,"name":185,"text":186},"overtimeallowancetype1","3.Division directors, the chief accounta","3.Division directors, the chief accountant, chief specialists, programme\nheads, plant\u002Fcentre managers, heads of a group of departments and department\nmanagers, as well as their full-time deputies will, if necessary, perform work\noutside their normal working hours without the right to receive separate\nremuneration for overtime.",{"bindId":188,"name":189,"text":190},"pensionfundtxt","2.The amount of the basic write-off refe","2.The amount of the basic write-off referred to in Sect. 1 per employee will\namount to at least 37.5 per cent of the average monthly salary in the national\neconomy in the previous year or in the second half of the previous year, if the\naverage salary in that period was a higher amount, subject to Sect. 3.",{"bindId":192,"name":193,"text":194},"breastfeeding_dangerouswork","Appendix 20 LIST OF WORK THAT WOMEN ARE ","Appendix 20 LIST OF WORK THAT WOMEN ARE PROHIBITED FROM PERFORMING",{"bindId":196,"name":197,"text":198},"ONCERISE_trigger","1.Employees shall be entitled to an annu","1.Employees shall be entitled to an annual bonus on terms and conditions\nspecified below, composed of the two parts:",{"bindId":200,"name":201,"text":202},"schedulesrestpw","3\u002F With regard to the days of the week o","3\u002F With regard to the days of the week on which public holidays occur in a\nparticular year, in order to enable employees to have several days off work in\na row, working for six days in a week will be permitted, in which case work on\nthe sixth day of the week will not constitute overtime, provided that it does\nnot exceed eight hours per 24-hour period and 40 hours per week in an adopted\nsettlement period consisting of a six-day working week.",{"bindId":204,"name":205,"text":206},"wageincreasedate","§ 5 1.The understanding referred to in §","§ 5\n\n1.The understanding referred to in § 4 should be concluded by the end of\nFebruary of each year and should contain:\n\n1.A percentage index of the average wage increase in the Company;\n\n2.The amount of the base amount and its effective period.\n\n2.If the understanding referred to in § 4 is not concluded in the Company,\nthe average monthly wage increase will be established by 10 March of each year\nby the President of the management board\u002FGeneral Director by way of an\nexecutive order.",{"bindId":208,"name":117,"text":209},"longserviceallowancetxt","The following multipliers are established for the functional bonus levels in\nrelation to the base amount:\n\n\n  \n    \n      bonus\n\n        level\n      \n      GROUP MULTIPLIER\n      \n    \n    \n      A\n      \n      B\n      \n      C\n      \n    \n    \n      1\n      \n      0,08\n      \n      0,10\n      \n      0,14\n      \n    \n    \n      2\n      \n      0,12\n      \n      0,16\n      \n      0,20\n      \n    \n    \n      3\n      \n      0,18\n      \n      0,22\n      \n      0,28\n      \n    \n    \n      4\n      \n      0,25\n      \n      0,28\n      \n      0,34\n      \n    \n    \n      5\n      \n      0,30\n      \n      0,34\n      \n      0,40\n      \n    \n    \n      6\n      \n      0,35\n      \n      0,42\n      \n      0,50\n      \n    \n    \n      7\n      \n      0,40\n      \n      0,48\n      \n      0,60\n      \n    \n    \n      8\n      \n      0,45\n      \n      0,55\n      \n      0,70\n      \n    \n    \n      9\n      \n      0,55\n      \n      0,65\n      \n      0,80\n      \n    \n    \n      10\n      \n      0,65\n      \n      0,75\n      \n      0,90",{"bindId":211,"name":121,"text":122},"dayspweek_select",{"bindId":213,"name":214,"text":215},"monitoring","Article 96 1.The employer will appoint a","Article 96\n\n1.The employer will appoint a health and safety committee as its advisory\nand assessment body.\n\n2.The committee will include employees of the health and safety service,\ndoctors responsible for providing health care for employees, the social labour\ninspector, and employee representatives, selected by the trade union\norganisations operating in the Company.\n\n3.The committee will be chaired by the President of the management\nboard\u002FGeneral Director or a different management board member authorised by\nhim, and the social labour inspector will be the deputy chairman.\n\n4.The task of the committee will be to review work conditions, periodically\nassess health and safety, assess measures taken by the employer to prevent\naccidents in the workplace and occupational sickness, formulate conclusions on\nthe improvement of work conditions, and co-operate with the employer in the\nfulfilment of its health and safety obligations.\n\n5.Committee operates on the basis of regulations prepared on their own,\nagreed upon with the Employer and Trade Unions.",{"bindId":217,"name":218,"text":219},"SCHEDULE_trigger","6.Employees will be entitled to a 15-min","6.Employees will be entitled to a 15-minute meal break included in their\nworking hours, and employees employed in the LOT-Medical Health Centre will be\nentitled to a 30-minute break included in their working hours.",{"bindId":221,"name":222,"text":223},"contracttrial","4.Each of the contracts referred to in S","4.Each of the contracts referred to in Sect. 5 can be preceded by an\nemployment contract for a trial period not exceeding three months.",{"bindId":225,"name":226,"text":227},"shiftallowancetype1","4.The night shift covers eight hours bet","4.The night shift covers eight hours between 11 p.m. and 7 a.m. In the cases\nindicated in the Labour Regulations, it is admissible to set other night shift\nhours for specific employees or groups of employees.",{"bindId":229,"name":230,"text":231},"paidpaternityleave","The period of employment also includes j","The period of employment also includes justified interruptions in the\nperformance of work provided under labour regulations, such as the period\nduring which military service was performed, maternity or paternity leave,\nchild- care leave, etc.",{"bindId":233,"name":234,"text":235},"TRADEUNLEAV_trigger","Article 130 An employee will be entitled","Article 130\n\nAn employee will be entitled to a paid exemption from his occupational work\nfor the time necessary to perform a one-off task resulting from a trade union\nfunction, if that task cannot be performed during time off work.",{"bindId":237,"name":238,"text":239},"SUNDAY_trigger","7.For work performed according to a time","7.For work performed according to a timetable in an equivalent working hours\nsystem on Sundays and public holidays, employees will be entitled to a bonus of\n100 per cent of the remuneration resulting from their personal classification\ngroup. If entitlements to a bonus for overtime work and for work performed on a\nSunday, a public holiday or on additional days off work coincide, only one\nbonus (the higher one) will be applicable.",{"bindId":241,"name":242,"text":243},"NOCTPREM_trigger","Article 48 Employees will be entitled to","Article 48\n\nEmployees will be entitled to a bonus for working at night, in the amount of\n20 per cent of the hourly rate resulting from the base amount, for each hour\nworked.",{"bindId":245,"name":246,"text":247},"WAGES_comments_txt","Article 42 1.Employees’ individual remun","Article 42\n\n1.Employees’ individual remuneration is confidential and will not be\npublished.",{"bindId":249,"name":250,"text":251},"LOWWAGE_trigger","Article 43 The lowest wage for employees","Article 43\n\nThe lowest wage for employees covered by this Agreement cannot be lower than\n110 per cent of the minimum wage determined in accordance with the Minimum Wage\nAct of 10 October 2002 (Journal of Laws No. 200 item 1679).",{"bindId":253,"name":254,"text":255},"coverunion_trigger","1.This Collective Labour Agreement cover","1.This Collective Labour Agreement covers:\n\n1\u002F all employees employed in Wytwórnia Sprzętu Komunikacyjnego PZL-\nŚwidnik S.A.;\n\n2\u002F former employees of Wytwórnia Sprzętu Komunikacyjnego PZL- Świdnik\nS.A. who now draw a pension or disability benefit.",{"bindId":257,"name":258,"text":259},"cbasignsingle","1 Wytwórnia Sprzętu Komunikacyjnego PZL-","1 Wytwórnia Sprzętu Komunikacyjnego PZL- Świdnik S.A., with its\nregistered office in Świdnik,",{"bindId":261,"name":262,"text":263},"PAYSCALES_trigger","Appendix 2 TABLE 1 COEFFICIENT OF BASIC ","Appendix 2\n\nTABLE 1\n\nCOEFFICIENT OF BASIC REMUNERATION RATES FOR PARTICULAR CATEGORIES OF\nCLASSIFICATION EITH REFERENCE TO MINIMUM REMUNERATION DEFINED IN CORPORATE\nCOLLECTIVE LABOUR AGREEMENT FOR WORKER POSITIONS AND NON-MANUAL POSITIONS",{"bindId":265,"name":266,"text":267},"hivpolicy","3.Each employee must undergo initial, pe","3.Each employee must undergo initial, periodic and follow-up medical\nexaminations at the employer’s expense. People who are re-employed in the\nsame position or under the same terms of employment on the basis of a\nsubsequent employment contract concluded immediately after the termination or\nexpiry of their previous employment contract need not undergo an initial\nexamination.",{"bindId":269,"name":270,"text":271},"SENIOR_trigger","Article 51 1.Employees employed in manag","Article 51\n\n1.Employees employed in managerial positions are entitled to a functional\nbonus, the amount of which depends on the position they hold in the\nhierarchical structure of the Company, the complexity of their work, the number\nof their subordinates and other justified circumstances.\n\n2.There will be no entitlement to a functional bonus if there are less than\nthree subordinate employees.\n\n3.The President of the management board\u002FGeneral Director will make the\ndecision as to whether to award a functional bonus where the number of\nsubordinate employees is less than that specified in Sect. 2.\n\n4.The amount of the functional bonus will be proposed by the employee’s\nsuperior in consultation with the division responsible for employee affairs.\n\n5.The monthly percentage rates of the functional bonus and a list of\npositions that carry an entitlement to a functional bonus are set out in\nAppendix 8.",{"bindId":273,"name":274,"text":275},"mealvouchers","Appendix 17 RULES FOR PROVIDING MEALS, D","Appendix 17 RULES FOR PROVIDING MEALS, DRINKS AND VITAMIN C",{"bindId":277,"name":278,"text":279},"trainingprogrammes","Article 4 1.The Company will create cond","Article 4\n\n1.The Company will create conditions for employees who accept employment\nafter graduating from vocational school, secondary school or an institution of\nhigher education enabling them to undergo induction training in the proper\nperformance of their job.\n\n2.The persons referred to in Sect. 1 will be trained according to an\nindividual programme established by the division responsible for employee\naffairs in consultation with the employee’s superior, for a period of up to\nthree months or, in justified cases, for a period of up to 12 months.\n\n3.The induction training period will end with an interview. Trade union\nrepresentatives will have the right to participate in the interview as\nobservers.\n\n4.If the interview has a positive outcome and the employee’s direct\nsuperior submits a positive assessment after the period of induction training,\nthis will constitute confirmation that the employee is suitable for the\nposition in question and will oblige the employer to award him a higher\npersonal classification rate.\n\n5.An employee who has been assessed will have the right to apply to the\ntrade unions for them to intervene with regard to the assessment.",{"bindId":281,"name":282,"text":283},"paidmaternityleave","Article 75 The employer must pay employe","Article 75\n\nThe employer must pay employees sickness, family, maternity, attendance,\ncare, and birth benefits within the established time limit for paying\nremuneration.",{"bindId":285,"name":286,"text":287},"WAGES_trigger","TERMS AND CONDITIONS OF PAYING EMPLOYEES","TERMS AND CONDITIONS OF PAYING EMPLOYEES FOR WORK",{"bindId":289,"name":290,"text":291},"JOBTITLE_trigger","Appendix 5 RULES FOR CLASSIFYING AND PRO","Appendix 5 RULES FOR CLASSIFYING AND PROMOTING EMPLOYEES IN BLUE AND\nWHITE-COLLAR POSITIONS \n\nI.RULES FOR ASSIGNING A PERSONAL CLASSIFICATION CATEGORY",{"bindId":293,"name":294,"text":295},"contractseverancepay","Appendix 10 RULES FOR AWARDING AND PAYIN","Appendix 10 RULES FOR AWARDING AND PAYING SEVERANCE PAYMENTS WHEN AN\nEMPLOYMENT RELATIONSHIP IS TERMINATED DUE TO AN EMPLOYEE BECOMING ELIGIBLE FOR\nA PENSION OR DISABILITY BENEFIT\n\n§ 1\n\nEmployees will be entitled to a one-off severance payment if their\nemployment relationship is terminated due to them becoming eligible for a\npension or disability benefit.\n\n§ 2\n\nThe percentage amount of the severance payment will be established\nseparately for years worked in the Company and for a period of work in other\ncompanies.\n\n§ 3\n\nYears worked will include periods of work taking into account the provisions\nof Article 53.3 and Article 53.4.\n\n§ 4\n\nThe basis for calculating the amount of the severance payment will be:\n\n1.for years worked in the Company - 100 per cent of individual monthly\nremuneration, calculated according to the principles applicable for\nestablishing the pecuniary equivalent for holiday leave, before the employee\nbecame eligible for a severance payment;\n\n2.for a period of work in other companies - the lowest monthly remuneration\nprovided for in this Agreement.\n\n§ 5\n\nThe amount of the severance payment, taking paragraphs 1-4 into account,\nwill be:\n\n1\u002F Up to 20 years of work - 100 per cent of the calculation basis;\n\n2\u002F After 20 years of work - 200 per cent of the calculation basis;\n\n3\u002F After 30 years of work - 300 per cent of the calculation basis;\n\n4\u002F After 40 years of work - 400 per cent of the calculation basis.\n\n§ 6\n\nIf an employee who collects disability benefit is re-employed, when he\nreaches retirement age in his new position and retires on a pension he will be\nentitled to a severance payment in the amount of the difference between the\nseverance payment he received in connection with leaving work on disability\nbenefit (recalculated on the date when he becomes eligible for a pension) and\nthe pension severance payment calculated on the date when he retires.",{"bindId":297,"name":298,"text":299},"PAIDLEAV_trigger","Chapter IV HOLIDAY LEAVE","Chapter IV\n\nHOLIDAY LEAVE",{"bindId":301,"name":302,"text":303},"MAXHOURS_trigger","2.For an individual employee, the number","2.For an individual employee, the number of overtime hours cannot exceed\nfour hours per 24-hour period and 250 hours per calendar year (in special cases\n300 overtime hours), except for the situations specified in Article 133 par. 1\npt. 1 of the Labour Code. An employee’s working hours, taking into account\novertime, cannot exceed an average of 48 hours per week in the adopted\nsettlement period.",{"bindId":305,"name":306,"text":307},"deathrelatives","4\u002F the death and funeral of the spouse, ","4\u002F the death and funeral of the spouse, child, father, mother, stepmother or\nstepfather of an employee - three days;\n\n5\u002F the death and funeral of the sister, brother, mother-in-law,\nfather-in-law, grandmother or grandfather of an employee or other person who is\ndependent on him or under his direct care - one day.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Leonardo - 1997\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Data rozpoczęcia: → 1997-06-19\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                        NSZZ - Niezalezny Samorzadny Zwiazek Zawodowy \"Solidarnosc\", OPZZ - Federacja Związków Zawodowych 'Metalowcy', FZZ - Związek Zawodowy Inżynierów i Techników\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">UBEZPIECZENIE SPOŁECZNE I EMERYTURY\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Pracodawca dopłaca do funduszu emerytalnego dla pracowników: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Pracodawca dopłaca do funduszu rentowego dla pracowników: → Tak\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: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">CHOROBY I NIEPEŁNOSPRAWNOŚĆ\u003C\u002Fh3>\n\n            \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: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Uzgodnione ubezpieczenie zdrowotne dla rodziny: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Uzgodniony program zdrowotny i program bezpieczeństwa pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Uzgodnione szkolenie dotyczące bezpieczeństwa i higieny pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Zapewniona odzież ochronna: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regularne lub coroczne badania medyczne lub wizyty u lekarza zapewnione przez pracodawcę: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitorowanie mięśniowo-szkieletowych zmian podczas pracy na stanowiskach pracy, ryzyka i \u002F lub wpływem pracy na stan zdrowia: → Professional risks, The relationship between work and health\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 \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            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Płatny urlop macierzyński: → -9 tygodnie\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Ryzyko utraty pracy po urlopie macierzyńskim: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Zakaz dyskryminacji związanej z macierzyństwem: → Nie\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Zakaz zobowiązywania pracownic w ciąży lub karmiących piersią do wykonywania niebezpiecznych lub zagrażających zdrowiu prac: → Tak\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Ocena ryzyka związanego ze stanowiskiem pracy dla bezpieczeństwa i zdrowia kobiet w ciąży lub karmiących piersią: → Tak\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: → Tak\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Czas wolny na prenatalne badania lekarskie: → Nie\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Zakaz przesiewowych badań prenatalnych przed uregulowaniem stosunku zatrudnienia: → Nie\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Zakaz przesiewowych badań prenatalnych przed awansem: → Nie\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Udogodnienia dla matek karmiących piersią: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Zapewnianie przez pracodawcę placówek opieki nad dziećmi: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Placówki opieki nad dziećmi dotowane przez pracodawcę: → Nie\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Czesne \u002F dotacja na edukację dzieci: → Nie\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Płatny urlop roczny w przypadku opieki nad członkami rodziny: → 60 dni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Płatny urlop tacierzyński \u002F ojcowski: → Not specified dni\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Długość urlopu w przypadku śmierci bliskiej osoby: → 3 dni\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">KWESTIE ZWIĄZANE Z RÓWNOUPRAWNIENIEM\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Równa płaca za tę samą pracę: → Tak\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Szczególne podkreślenie obowiązku równości płac dla mężczyzn i kobiet: → Tak\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Klauzule dotyczące dyskryminacji w miejscu pracy: → Tak\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Równe szanse awansu dla kobiet i mężczyzn: → Nie\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Równe szanse na szkolenia i programy przekwalifikujące dla kobiet i mężczyzn: → Nie\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Równouprawnienie dotyczące stanowiska reprezentanta związku zawodowego w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Klauzule dotyczące molestowania seksualnego w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Klauzule dotyczące przemocy w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Specjalny urlop dla pracowników narażonych na przemoc ze strony swoich partnerów: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Wsparcie dla pracownic z niepełnosprawnościami: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitorowanie równości płci: → Nie\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">UMOWY O PRACĘ\u003C\u002Fh3>\n\n            \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: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Drobne prace \u002F prace dla studentów wyłączone z jakichkolwiek postanowień: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">GODZINY PRACY, HARMONOGRAMY I ŚWIĘTA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Liczba godzin pracy dziennie: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Liczba godzin pracy tygodniowo: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Liczba dni pracy w tygodniu: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maksymalna liczba godzin nadliczbowych: → 4.8\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Coroczny płatny urlop: → 20.0 dni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Coroczny płatny urlop: → 4.0 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            \u003Cdiv id=\"display-sundays_year\">\n                Maksymalna liczba przepracowanych niedziel \u002F dni ustawowo wolnych od pracy w ciągu roku: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Płatny urlop na działalność związkową: →  dni\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Płatny urlop na stawienie się w sądzie lub do przeznaczenia na obowiązki administracyjne: → 6.0 dni\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Przepisy dotyczące elastycznych form pracy: → Tak\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WYNAGRODZENIA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wynagrodzenia ustala się za pomocą skali płac: → Yes, but there are only indices (no wages)\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            \u003Cdiv id=\"display-lowwageperiod\">\n                Uzgodnione najniższe wynagrodzenie za: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Najniższe wynagrodzenie: → PLN \n            \u003C\u002Fdiv>\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                \n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Jednorazowe dodatkowe wynagrodzenie\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Jednorazowe dodatkowe wynagrodzenie: → PLN 2100.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Jednorazowe dodatkowe wynagrodzenie za wyniki firmy: → Tak\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Jednorazowe dodatkowe wynagrodzenie ma miejsce: → 2019-04\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premia za pracę wieczorną lub w nocy\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premia za pracę wieczorną lub w nocy: → 120 % podstawowego wynagrodzenia\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premia za pracę w nocy: → Tak\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premia za nadgodziny\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premia za nadgodziny: → 150 % podstawowego wynagrodzenia\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premia za pracę w niedzielę\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premia za pracę w niedzielę: → 200 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Dodatek za staż pracy\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Dodatek za staż pracy: →  % podstawowego wynagrodzenia\n                \u003C\u002Fdiv>\n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Bony żywnościowe\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Zapewnienie bonów żywnościowych: → Tak\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Zapewnienie dodatków na wyżywienie: → Nie\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Bezpłatna pomoc prawna: → Nie\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    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