[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002Fphilip-morris_2005":3,"menu:\u002Fpl-pl:":203,"sites:htmlblocks":370,"subsites":1809,"cite-subsites":5372,"footer:root":5849,"suggested:root":5947,"cite-footer:root":5951},{"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":183,"content_type_view":184,"extra_breadcrumbs":185,"body":187,"body_blocks":198,"related_pages":202},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":181,"translations":182},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"philip-morris_2005","e0989a60-33f8-11ea-8f5f-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fpoland\u002Fphilip-morris_2005\u002Fphilip-morris_2005\u002F","Philip Morris_2005","Philip Morris_2005 - 1998","Poland - Philip Morris_2005 - 1998","Philip Morris_2005 - 1998 - Handel hurtowy, Przetwórstwo przemysłowe",{"name":41,"data":42},"Philip Morris_2005.html","\n              \n              \n              \n              \n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New1\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>PHILIP MORRIS POLSKA\u003C\u002Fh1>\n\n\u003Ch1>SPÓŁKA AKCYJNA1\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>ZAKŁADOWY UKŁAD ZBIOROWY PRACY\u003C\u002Fh1>\n\n\u003Cp>TEKST JEDNOLITY\u003C\u002Fp>\n\n\u003Cp>(wg stanu na dzień 01 września 2005 r.)\u003C\u002Fp>\n\n\u003Cp>Niniejszy tekst jednolity zawiera zmiany wprowadzone przez:\u003C\u002Fp>\n\n\u003Cp>1.Protokół Dodatkowy Nr1 z dnia 29 marca 1999 r.\u003C\u002Fp>\n\n\u003Cp>2.Protokół Dodatkowy Nr 2 z dnia 25 czerwca 2002 r.\u003C\u002Fp>\n\n\u003Cp>3.Protokół Dodatkowy Nr 3 z dnia 10 marca 2005 r.\u003C\u002Fp>\n\n\u003Cp>4.Wniosek o wpisanie do rejestru Zakładowego Układu Zbiorowego Pracy z\ndnia 01 kwietnia 2005 r.\u003C\u002Fp>\n\n\u003Cp>5.Porozumienie płacowe dotyczące zmian w systemie wynagrodzeń z marca\n2000 r.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNE_1\">\u003Cp>Zbiorowy układ pracy zawarty przez:\u003C\u002Fp>\n\n\u003Cp>Zarząd Philip Morris Polska S.A.2, z siedzibą w Krakowie, al. Jana Pawła\nII 196\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>z jednej strony,\u003C\u002Fp>\n\n\u003Cp>a następującymi związkami zawodowymi z drugiej strony:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>1. Komisja Międzyzakładowa3 NSZZ Solidarność przy Philip Morris Polska\nS.A.4, z siedzibą w Krakowie, al. Jana Pawła II 196,\u003C\u002Fp>\n\n\u003Cp>2. Zarząd Samorządnego Niezależnego Międzyzakładowego Związku\nZawodowego Pracowników Philip Morris Polska S.A. oraz Pracowników\nPrzedsiębiorstw Świadczących Usługi na rzecz Philip Morris Polska S.A.5, z\nsiedzibą w Krakowie, al. Jana Pawła II 196,\u003C\u002Fp>\n\n\u003Cp>3. Zarząd Związku Zawodowego Pracowników Philip Morris Polska S.A w\nLeżajsku6, z siedzibą w Leżajsku, ul. Żeromskiego 3.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>I.POSTANOWIENIA OGÓLNE\u003C\u002Fh2>\n\n\u003Ch3>1.1Cel i przepisy powołane\u003C\u002Fh3>\n\n\u003Cp>Zakładowy Układ Zbiorowy Pracy określa warunki zatrudnienia pracowników\nw Philip Morris Polska S.A.8 oraz wzajemne zobowiązania stron.\u003C\u002Fp>\n\n\u003Cp>We wszystkich sprawach nie uregulowanych niniejszym zbiorowym układem pracy\nzastosowanie znajdują przepisy prawa polskiego.\u003C\u002Fp>\n\n\u003Cp>Postanowienia niniejszego układu nie mogą być mniej korzystne dla\npracowników niż postanowienia polskiego prawa pracy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup3\">\u003Ch3>1.2Zakres\u003C\u002Fh3>\n\n\u003Cp>Niniejszy zbiorowy układ pracy zawiera się dla pracowników Philip Morris\nPolska S.A.9\u003C\u002Fp>\n\n\u003Cp>Niniejszy układ obejmuje również emerytów i rencistów w zakresie\nuprawnień,\u003C\u002Fp>\n\n\u003Cp>0których mówią poszczególne postanowienia niniejszego układu.\u003C\u002Fp>\n\n\u003Cp>Niniejszy układ nie obejmuje osób zarządzających w rozumieniu\nodpowiednich przepisów Kodeksu Pracy będących pracownikami, pracowników\nzatrudnionych na miejscu w Biurze Spółki w Warszawie oraz pracowników\ndziału sprzedaży\u003C\u002Fp>\n\n\u003Cp>idystrybucji.10\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Ch3>1.3Termin i wypowiedzenie układu\u003C\u002Fh3>\n\n\u003Cp>Strony zawierają niniejszy układ na czas nieokreślony.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Sprawy związane z wypowiedzeniem lub zmianami niniejszego układu reguluje\nKodeks Pracy.\u003C\u002Fp>\n\n\u003Ch3>1.4Spokój układowy\u003C\u002Fh3>\n\n\u003Cp>Do czasu zawiadomienia o wypowiedzeniu układu, strony zobowiązują się do\nzachowania spokoju układowego, to znaczy, że w okresie obowiązywania układu\nnie mogą prowadzić sporu zbiorowego zmierzającego do zmiany jego treści.\u003C\u002Fp>\n\n\u003Ch3>1.5Realizacja układu\u003C\u002Fh3>\n\n\u003Cp>Strony układu zgadzają się, w okresie obowiązywania układu, realizować\njego postanowienia i nie podejmować działań sprzecznych z nimi.\u003C\u002Fp>\n\n\u003Ch3>1.6Ochrona danych osobowych.\u003C\u002Fh3>\n\n\u003Cp>a)Zabrania się udzielania informacji na temat warunków zatrudnienia\nposzczególnych pracowników. Informacje takie można przekazać jedynie\nzainteresowanemu pracownikowi lub jednostkom upoważnionym do otrzymywania\ntakich informacji na podstawie konkretnych przepisów prawnych oraz związkom\nzawodowym za zgodą pracownika.\u003C\u002Fp>\n\n\u003Cp>b) Naruszenie postanowień pkt a) przez pracodawcę może być podstawą\nuzasadnienia roszczenia pracownika w sprawie ochrony dóbr osobistych z mocy\nArt. 23 i 24 kodeksu cywilnego.\u003C\u002Fp>\n\n\u003Ch3>1.7Ujawnianie informacji\u003C\u002Fh3>\n\n\u003Cp>Przedstawiciele związków zawodowych prowadzący rokowania w sprawie\nukładu zbiorowego mogą żądać od pracodawcy informacji o jego sytuacji\nfinansowej, zwłaszcza informacji wykazywanych w sprawozdaniach dla Głównego\nUrzędu Statystycznego, w zakresie odpowiadającym przedmiotowi rokowań i\nniezbędnym dla prowadzenia rokowań w sposób odpowiedzialny. Przedstawiciele\nzwiązków zawodowych są zobowiązani do nie ujawniania informacji uzyskanych\nod pracodawcy, stanowiących tajemnicę Spółki w rozumieniu przepisów o\nzwalczaniu nieuczciwej konkurencji.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Podczas konsultacji z zakładowymi związkami zawodowymi w sprawie zwolnień\ngrupowych pracodawca jest zobowiązany udzielić związkom wszelkich\ninformacji\u003C\u002Fp>\n\n\u003Cp>0gospodarczo-finansowej sytuacji zakładu oraz o zamierzeniach w zakresie\npoziomu\u003C\u002Fp>\n\n\u003Cp>istruktury zatrudnienia w zakładzie.\u003C\u002Fp>\n\n\u003Cp>Pracodawca jest zobowiązany przedstawić związkom zawodowym informacje,\nktóre umożliwiają ocenę poziomu i struktury wynagrodzeń oraz proponowanego\nprzeszeregowania pracowników.\u003C\u002Fp>\n\n\u003Ch3>1.8Przywrócenie do pracy etatowych pracowników zarządów zakładowych\norganizacji związkowych\u003C\u002Fh3>\n\n\u003Cp>Wraz z zakończeniem pełnienia z wyboru funkcji w zarządzie zakładowych\nzwiązków zawodowych, pracownik wraca na poprzednio zajmowane stanowisko lub\nna stanowisko równorzędne lub odpowiadające jego kwalifikacjom zawodowym za\nwynagrodzeniem nie niższym niż pobierane przed wyborem na funkcję\nzwiązkową, przy uwzględnieniu przeprowadzonych w międzyczasie zmian\npłacowych.\u003C\u002Fp>\n\n\u003Ch3>1.9Obiekty i szkolenie związkowe\u003C\u002Fh3>\n\n\u003Cp>Pracodawca zobowiązuje się zapewnić związkom zawodowym użytkowanie na\ndotychczasowych warunkach pomieszczeń i urządzeń obecnie użytkowanych, jak\nrównież dystrybucję prasy związkowej oraz literatury i obsługę\nwewnętrznej korespondencji związkowej.\u003C\u002Fp>\n\n\u003Cp>Spółka w całości pokryje koszty szkolenia związkowego ujętego w\nrocznym planie szkoleń Spółki.\u003C\u002Fp>\n\n\u003Cp>Szkolenia związkowe wykraczające poza program ogólnych szkoleń muszą\nzostać zatwierdzone przez zarząd Spółki. Koszty takich kursów poniesie\norganizujący je związek zawodowy, zaś pracodawca gwarantuje uczestnikom\nszkolenia prawo do otrzymania ich normalnego wynagrodzenia za czas\nszkolenia.\u003C\u002Fp>\n\n\u003Ch3>1.10Spotkania Zarządu z pracownikami\u003C\u002Fh3>\n\n\u003Cp>Spotkania przedstawicieli pracowników i zarządu lub wybranych członków\nZarządu odbywać się będą, co najmniej dwa razy do roku w poszczególnych\nzakładach lub działach. Przedmiotem spotkań będą sprawy bieżące istotne\ndla pracowników oraz Zarządu Spółki.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch3>1.11Indywidualne spotkania związków zawodowych\u003C\u002Fh3>\n\n\u003Cp>Zarządy zakładowych organizacji związkowych, na początku każdego roku\nkalendarzowego, przedstawiają terminarz swoich posiedzeń zwyczajnych oraz\nimienny wykaz członków zarządu. Dni, w których odbywają się zwyczajne\nposiedzenia, są dniami wolnymi od pracy. Jeżeli dla członka zarządu\nzakładowej organizacji związkowej, w dniu zwyczajnego posiedzenia praca\nprzypada w porze nocnej, to dzień (noc) po posiedzeniu jest dniem wolnym od\npracy, z zachowaniem prawa do wynagrodzenia.\u003C\u002Fp>\n\n\u003Cp>Związki zawodowe w okresie kwartalnym przekazywać będą zarządowi\nSpółki aktualne imienne listy pracujących członków swych organizacji.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>1.12Skargi i zażalenia\u003C\u002Fh3>\n\n\u003Cp>Wewnętrzneprzepisy każdejjednostki organizacyjnej określają sposób\u003C\u002Fp>\n\n\u003Cp>rozpatrywania skarg i zażaleń pracowników. Pracownicy mogą składać\nskargę lub zażalenie do Dyrektora Działu Zasobów Ludzkich.\u003C\u002Fp>\n\n\u003Ch3>1.13Komisja Parytetowa\u003C\u002Fh3>\n\n\u003Cp>Strony układu powołają Komisję Parytetową składającą się z czterech\nczłonków wskazanych przez zarząd spółki i czterech członków wyznaczonych\nprzez zakładowe związki zawodowe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Przewodniczący Komisji wyłoniony jest spośród jej członków przez cały\nskład Komisji. Jeżeli Komisja nie zdoła wybrać przewodniczącego,\nprzewodniczącym zostaje członek wskazany przez Zarząd Spółki.\u003C\u002Fp>\n\n\u003Cp>Do zadań Komisji Parytetowej należy:\u003C\u002Fp>\n\n\u003Cp>1. rozstrzyganie sporów w sprawach związanych z przedmiotem rokowań\nmiędzy stronami;\u003C\u002Fp>\n\n\u003Cp>2. prowadzenie wstępnych rozmów na temat poprawek do układu zbiorowego,\nzaproponowanych przez jedną ze stron;\u003C\u002Fp>\n\n\u003Cp>3.interpretowanie układu zbiorowego oraz rozstrzyganie sporów z nim\nzwiązanych; wyjaśnienia w sprawie tych postanowień są wiążące również\ndla stron, które podpisały porozumienie o stosowaniu układu; treść\nwyjaśnień będzie udostępniona stronom;\u003C\u002Fp>\n\n\u003Cp>4.okresowe oceny realizacji postanowień układu.\u003C\u002Fp>\n\n\u003Cp>Komisja Parytetowa podejmuje decyzje poprzez osiąganie porozumienia\npomiędzy obiema stronami Komisji. Szczegółowe zasady postępowania Komisji\nopisane są w regulaminie wewnętrznym Komisji Parytetowej. Decyzje dotyczące\nregulaminu Komisja podejmuje jednogłośnie.\u003C\u002Fp>\n\n\u003Cp>Każda ze stron układu zbiorowego ma prawo zwołać posiedzenie Komisji\nParytetowej.\u003C\u002Fp>\n\n\u003Cp>W przypadku nieobecności jednego z członków, Komisja przesuwa posiedzenie\nna termin późniejszy lub wyznacza członka zastępczego na wniosek strony,\nktórej członek nie może uczestniczyć w spotkaniu.\u003C\u002Fp>\n\n\u003Ch3>1.14Definicje\u003C\u002Fh3>\n\n\u003Cp>Ilekroć w układzie użyto poniższych terminów, należy je rozumieć w\nsposób następujący:\u003C\u002Fp>\n\n\u003Cp>1.Zakład, Spółka lub pracodawca - Philip Morris Polska S.A.;11\u003C\u002Fp>\n\n\u003Cp>2.Zakładowe Związki Zawodowe - Wszystkie związki zawodowe działające w\nzakładach;\u003C\u002Fp>\n\n\u003Cp>3.Komórka\u002Fjednostka organizacyjna - wyodrębniona komórka w strukturze\nzakładów;\u003C\u002Fp>\n\n\u003Cp>4.Płaca zasadnicza - stały i główny składnik miesięcznego\nwynagrodzenia pracownika zgodny z tabelą stawek płac;\u003C\u002Fp>\n\n\u003Cp>5. Najniższe wynagrodzenie - najniższe wynagrodzenie krajowe ustalone\nprzez Ministra Pracy i Polityki Socjalnej;\u003C\u002Fp>\n\n\u003Cp>6. Nominalny czas pracy - czas pracy zgodny z odpowiednią normą, nie\nobejmujący godzin nadliczbowych;\u003C\u002Fp>\n\n\u003Cp>7.Skreślony12\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>II.PRZYJMOWANIE I ZWALNIANIE PRACOWNIKÓW\u003C\u002Fh2>\n\n\u003Ch3>2.1Decyzje w sprawie przyjmowania i zwalniania pracowników\u003C\u002Fh3>\n\n\u003Cp>Wszystkie decyzje dotyczące zatrudnienia lub zwolnienia pracowników muszą\nuzyskać zatwierdzenie Dyrektora d\u002Fs Zasobów Ludzkich w przypadku wszystkich\npracowników objętych niniejszym układem zbiorowym, w tym pracowników\nsezonowych.\u003C\u002Fp>\n\n\u003Ch3>2.2Rekrutacja wewnętrzna i praktyki naboru\u003C\u002Fh3>\n\n\u003Cp>Na wakujące stanowisko przyjmuje się w pierwszej kolejności\ndotychczasowych pracowników w drodze wewnętrznej rekrutacji, pod warunkiem\nposiadania odpowiednich kwalifikacji.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.3Pracownicy sezonowi.\u003C\u002Fh3>\n\n\u003Cp>Pracownicy sezonowi, z którymi zawarto umowy na czas wykonania określonej\npracy zostaną powiadomieni o zakończeniu umowy przez Spółkę z tygodniowym\nwyprzedzeniem13.\u003C\u002Fp>\n\n\u003Ch3>2.4Poufność informacji\u003C\u002Fh3>\n\n\u003Cp>Pracownicy Spółki są bezwzględnie zobowiązani do zachowania tajemnicy\nsłużbowej. Tajemnicą służbową jest wiadomość nie stanowiąca tajemnicy\npaństwowej, wyrażona w jakikolwiek sposób, z którą pracownik zapoznał\nsię w związku z wykonywaniem swoich obowiązków pracowniczych, a której\nujawnienie może narazić na szkodę interes społeczny, interes Spółki lub\nosoby trzeciej.\u003C\u002Fp>\n\n\u003Ch3>2.5Wypowiedzenie umowy i uzasadnienie.\u003C\u002Fh3>\n\n\u003Cp>Rozwiązanie umowy o pracę powinno nastąpić na piśmie z określeniem\nterminu, z nadejściem, którego umowa ulega rozwiązaniu.\u003C\u002Fp>\n\n\u003Cp>Pracodawca zobowiązany jest doręczyć wypowiedzenie pisemne ze wskazaniem\nprzyczyny uzasadniającej rozwiązanie umowy o pracę zawartej na czas\nnieokreślony oraz pouczeniem o przysługującym pracownikowi prawie odwołania\ndo sądu pracy.\u003C\u002Fp>\n\n\u003Ch3>2.6Zwolnienia grupowe\u003C\u002Fh3>\n\n\u003Cp>Zwolnienia grupowe w Spółce dokonywane będą w trybie określonym\nobowiązującymi przepisami w uzgodnieniu ze związkami zawodowymi.\u003C\u002Fp>\n\n\u003Cp>W przypadku grupowych zwolnień, stosuje się w Spółce następujące\nkryteria doboru pracowników do zwolnienia: słuszny interes Spółki,\numiejętności zawodowe pracownika, wyniki pracy pracownika.\u003C\u002Fp>\n\n\u003Ch3>2.7Rozwiązanie, konsultacje ze związkami zawodowymi\u003C\u002Fh3>\n\n\u003Cp>Rozwiązanie stosunku pracy pracownika nie zrzeszonego w związkach\nzawodowych nie podlega konsultacji z żadnymi związkami, o ile pracownik nie\nwskazał związku do obrony swych praw lub, jeżeli wspomniany pracownik\nwskazał związek, który mimo to odmówił jego obrony.\u003C\u002Fp>\n\n\u003Cp>W przypadku powzięcia zamiaru rozwiązania z pracownikiem umowy o pracę,\npracodawca kieruje do zakładowych organizacji związkowych pisemne zapytanie,\nczy pracownik ten korzysta z ochrony związkowej\u003C\u002Fp>\n\n\u003Ch3>2.8Preferencje w zatrudnieniu\u003C\u002Fh3>\n\n\u003Cp>W razie śmierci pracownika Zakładów Przemysłu Tytoniowego w Krakowie\nS.A. jego nie pracujący współmałżonek oraz dzieci korzystają z\npierwszeństwa zatrudnienia w Zakładach, o ile będą posiadać kwalifikacje\nwymagane przez Spółkę.\u003C\u002Fp>\n\n\u003Ch3>2.9Rozwiązanie umowy przez pracownika\u003C\u002Fh3>\n\n\u003Cp>W razie rozwiązania przez pracownika umowy o pracę z powodu dopuszczenia\nsię przez pracodawcę ciężkiego naruszenia podstawowych obowiązków wobec\npracownika, pracownikowi w każdym przypadku przysługuje odszkodowanie w\nwysokości 3-krotnego wynagrodzenia z miesiąca, w którym następuje\nrozwiązanie umowy.\u003C\u002Fp>\n\n\u003Ch3>2.10Polecenia sprzeczne z prawem\u003C\u002Fh3>\n\n\u003Cp>Przełożony nie może wydawać poleceń, które są sprzeczne z prawem.\nJeżeli pracownik zgłosi zastrzeżenie, co do zgodności polecenie z prawem,\nmoże żądać potwierdzenia polecenia na piśmie.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>III.WYNAGRODZENIE ZA PRACĘ I INNE ŚWIADCZENIA\u003C\u002Fh2>\n\n\u003Ch2>Z TYTUŁU PRACY\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-JOBTITLE_trigger\">\u003Ch3>3.1Wynagrodzenia - postanowienia ogólne\u003C\u002Fh3>\n\n\u003Cp>Płaca zasadnicza uzależniona jest od grupy zaszeregowania, wyników pracy\ni konkurencyjności na rynku pracy.\u003C\u002Fp>\n\n\u003Cp>Grupy zaszeregowania należy tak ustalić, by odpowiadały one rodzajowi\nwykonywanej pracy oraz umiejętnościom zawodowym koniecznym przy jej\nwykonaniu, przy uwzględnieniu ilości i jakości wykonanej pracy.\u003C\u002Fp>\n\n\u003Cp>Pracownicy podlegają zaszeregowaniu do grupy na podstawie wyników\nwartościowania stanowisk pracy przeprowadzonego przy użyciu przyjętej w\nSpółce metody ustalania grup zaszeregowania.\u003C\u002Fp>\n\n\u003Cp>Odpowiedzialnym za decyzje dotyczące zaszeregowania pracowników jest\ndyrektor Działu Zasobów Ludzkich lub inny upoważniony pracownik.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>3.2Wynagrodzenie\u003C\u002Fh3>\n\n\u003Cp>Pracownikowi przysługuje wynagrodzenie za cały czas niewykonywania pracy,\no ile był gotowy do wykonywania pracy, lecz zaistniały ku temu przeszkody z\nprzyczyn dotyczących pracodawcy.\u003C\u002Fp>\n\n\u003Cp>Jeżeli przestój nastąpił z winy pracownika, nie przysługuje mu\nwynagrodzenie. Wynagrodzenie wypłacane jest w terminie wskazanym w regulaminie\npracy.\u003C\u002Fp>\n\n\u003Cp>Na żądanie pracownika, pracodawca zobowiązany jest udostępnić\npracownikowi dokumenty, na podstawie, których obliczone zostało jego\nwynagrodzenie.\u003C\u002Fp>\n\n\u003Ch3>3.3Składki związkowe i inne potrącenia.\u003C\u002Fh3>\n\n\u003Cp>Pracodawca potrąca składki członkowskie z tytułu przynależności do\nzwiązków zawodowych od wynagrodzenia pracownika na podstawie przedłożonego\nprzez pracownika pisemnego oświadczenia, w którym wyraża on zgodę na takie\npotrącenie.\u003C\u002Fp>\n\n\u003Cp>Potrącone składki pracodawca przekazuje w sposób uzgodniony z każdym\nzwiązkiem zawodowym na rachunek bankowy danego związku zawodowego.\u003C\u002Fp>\n\n\u003Cp>Pracodawca będzie potrącać od wynagrodzenia składki na kasę zapomogowo-\npożyczkową lub spółdzielczą kasę oszczędnościowo-kredytową na\npodstawie oświadczenia pracownika wyrażającego na to zgodę.\u003C\u002Fp>\n\n\u003Ch3>3.4Skreślony14\u003C\u002Fh3>\n\n\u003Ch3>3.5Przeszeregowanie i awansowanie pracowników\u003C\u002Fh3>\n\n\u003Cp>Przeszeregowanie pracownika do wyższej grupy odbywa się w ramach grup i\nobowiązujących stawek płac.\u003C\u002Fp>\n\n\u003Cp>Propozycje podniesienia zaszeregowania należy składać do dyrektora\nDziału Zasobów Ludzkich\u003C\u002Fp>\n\n\u003Cp>Decyzje, co do podniesienia zaszeregowania pracowników podejmuje dyrektor\nDziału Zasobów Ludzkich lub inny upoważniony pracownik w porozumieniu z\ndyrektorem właściwego działu.\u003C\u002Fp>\n\n\u003Cp>Awanse pracowników odbywają się w zależności od tworzonych nowych\nstanowisk oraz umiejętności zawodowych, zdolności i kompetencji\npracownika.\u003C\u002Fp>\n\n\u003Cp>Propozycje awansów należy składać do dyrektora Działu Zasobów\nLudzkich.\u003C\u002Fp>\n\n\u003Cp>Decyzje, co do awansów podejmuje dyrektor Działu Zasobów Ludzkich lub\ninny upoważniony pracownik w porozumieniu z dyrektorem właściwego\ndziału.\u003C\u002Fp>\n\n\u003Ch3>3.6Regulamin oceny pracowników\u003C\u002Fh3>\n\n\u003Cp>Spółka opracuje szczegółowy regulamin oceny pracowników.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>3.713 pensja\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdate\">\u003Cp>Okresem obrachunkowym w rozumieniu niniejszego tytułu jest kolejnych\ndwanaście\u003C\u002Fp>\n\n\u003Cp>miesięcy, licząc od 1 lipca danego roku kalendarzowego do 30 czerwca\u003C\u002Fp>\n\n\u003Cp>następującego po nim roku kalendarzowego.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>13 pensja wypłacana jest wraz z pensją za czerwiec.\u003C\u002Fp>\n\n\u003Cp>Prawo do 13-ej pensji przysługuje pracownikom, którzy spełnią\nnastępujące\u003C\u002Fp>\n\n\u003Cp>warunki:\u003C\u002Fp>\n\n\u003Cp>a) zgodnie z terminem określonym w umowie o pracę rozpoczęli pracę w\nSpółce nie później niż w pierwszym dniu roboczym roku kalendarzowego, w\nktórym upływa dany okres obrachunkowy,\u003C\u002Fp>\n\n\u003Cp>b)nieprzerwanie pozostawali w stosunku pracy do końca czerwca tego roku z\nzastrzeżeniem pkt c),\u003C\u002Fp>\n\n\u003Cp>c)warunek określony w pkt b) nie ma zastosowania do pracowników, którzy\nnie przepracowali do końca okresu obrachunkowego z powodu:\u003C\u002Fp>\n\n\u003Cp>-powołana do służby wojskowej;\u003C\u002Fp>\n\n\u003Cp>-udzielenia urlopu wychowawczego;\u003C\u002Fp>\n\n\u003Cp>- rozwiązania umowy o pracę z tytułu przejścia na emeryturę, rentę,\nwyczerpania świadczeń chorobowych lub otrzymaniaświadczenia\nrehabilitacyjnego.\u003C\u002Fp>\n\n\u003Cp>- rozwiązania umowy o pracę w wyniku przeciwwskazań lekarskich lub z\nprzyczyn leżących po stronie pracodawcy;\u003C\u002Fp>\n\n\u003Cp>-zgonu pracownika.\u003C\u002Fp>\n\n\u003Cp>Osobom uprawnionym 13 pensję wypłaca się niezwłocznie po rozwiązaniu\nlub\u003C\u002Fp>\n\n\u003Cp>wygaśnięciu stosunku pracy.\u003C\u002Fp>\n\n\u003Cp>d)pracownikom nie przysługuje 13 pensja w przypadku:\u003C\u002Fp>\n\n\u003Cp>- usiłowania lub dopuszczenia się kradzieży lub zniszczenia mienia\nSpółki\u003C\u002Fp>\n\n\u003Cp>-nieusprawiedliwionej nieobecności w pracy;\u003C\u002Fp>\n\n\u003Cp>- stawienia się do pracy w stanie po spożyciu alkoholu, spożywania\nalkoholu w czasie pracy lub w miejscu pracy, jak również wnoszenia alkoholu\nna teren zakładów;\u003C\u002Fp>\n\n\u003Cp>-stwierdzenia niezgodnego z zaleceniami lekarza sposobu wykorzystania\nzwolnienia lekarskiego o ile w stosunku do nich nie zastosowano już za to\nprzewinienie kary porządkowej.\u003C\u002Fp>\n\n\u003Cp>Postanowienia powyższe dotyczą okresu, za który przyznawana jest 13\npensja,\u003C\u002Fp>\n\n\u003Cp>e)podstawę do obliczania 13 pensji stanowi wysokość płacy zasadniczej z\n1 marca roku obrachunkowego,\u003C\u002Fp>\n\n\u003Cp>f)w przypadku pracowników, którzy nie przepracowali pełnego miesiąca ze\nwzględu na rozpoczęcie lub zakończenie pracy w środku miesiąca, pensja\nzasadnicza stanowiąca podstawę wyliczenia 13 pensji będzie ustalona\nproporcjonalnie do liczby przepracowanych dni kalendarzowych,\u003C\u002Fp>\n\n\u003Cp>g)kwotę 13 pensji oblicza się proporcjonalnie do przepracowanego czasu\npracy, z uwzględnieniem okresu obrachunkowego 365 dni i ilości dni\nkalendarzowych nieprzepracowanych z powodu absencji chorobowej, nieobecności w\npracy z powodu pobierania zasiłku macierzyńskiego i opiekuńczego, lub\nkorzystania z urlopu bezpłatnego,\u003C\u002Fp>\n\n\u003Cp>h) dla pracowników wymienionych w pkt c) kwotę 13 pensji ustala się na\npodstawie wynagrodzenia zasadniczego z ostatniego miesiąca pracy z zachowaniem\npostanowień pkt g),\u003C\u002Fp>\n\n\u003Cp>i) grono osób uprawnionych do 13 pensji po zmarłym pracowniku określane\njest zgodnie z kodeksem pracy,\u003C\u002Fp>\n\n\u003Cp>j) 13 pensję dla pracowników przeniesionych służbowo w okresie, za\nktóry wypłacana jest 13 pensja do Biura w Warszawie i wynagradzanych wg zasad\nobowiązujących w Biurze w Warszawie wypłaca się 13 pensję proporcjonalnie\ndo czasu zatrudnienia w innych jednostkach organizacyjnych Spółki.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.8Dodatkowe składniki wynagrodzenia\u003C\u002Fh3>\n\n\u003Cp>Zakładowy społeczny inspektor pracy ma prawo do zryczałtowanego\nmiesięcznego wynagrodzenia ustalonego na zasadach określonych w\nobowiązujących przepisach\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>3.9Dodatek za pracę nocną\u003C\u002Fh3>\n\n\u003Cp>Pracownicy zatrudnieni na nocną zmianę są uprawnieni do otrzymania\ndodatkowego wynagrodzenia w wysokości 3,515 zł za każdą przepracowaną\ngodzinę. Wynagrodzenie to nie może być niższe niż określone w art.137 §\n2 kodeksu pracy16.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>3.10Wynagrodzenie za pracę w godzinach nadliczbowych\u003C\u002Fh3>\n\n\u003Cp>Pracownikom pracującym w godzinach nadliczbowych przysługuje dodatkowe\nwynagrodzenie zgodnie z przepisami Kodeksu Pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>3.11Nagrody jubileuszowe\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Pracownikowi przysługuje nagroda jubileuszowa po przepracowaniu: 10, 15,\n20, 25, 30, 35, 40 i 45 lat.\u003C\u002Fp>\n\n\u003Cp>Do okresu pracy uprawniającego do nagrody wlicza się okresy zatrudnienia w\nPhilip Morris Polska S.A.17 z wyłączeniem okresów\nzatrudnieniazakończonych\u003C\u002Fp>\n\n\u003Cp>rozwiązaniem umowy o pracę bez wypowiedzenia z winy pracownika.\u003C\u002Fp>\n\n\u003Cp>Do okresów zatrudnienia wymaganych do nabycia prawa do nagrody oraz prawa\ndo dodatkowego urlopu zalicza się niewykonywania pracy w Zakładach w czasie\ntrwania stosunku pracy z powodu:\u003C\u002Fp>\n\n\u003Cp>a)odbywania zasadniczej lub okresowej służby wojskowej;\u003C\u002Fp>\n\n\u003Cp>b)urlopu wychowawczego nie przekraczającego 6 lat;\u003C\u002Fp>\n\n\u003Cp>c)nauki zawodu w przyzakładowej szkole;\u003C\u002Fp>\n\n\u003Cp>d)pobierania świadczeń rehabilitacyjnych;\u003C\u002Fp>\n\n\u003Cp>e)odbywania kary pozbawienia wolności, gdy pracownik został następnie\nzrehabilitowany, jak również pobytu w tymczasowym areszcie, gdy postępowanie\nkarne zostało umorzone z powodu braku podstaw do oskarżenia lub został\nwydany wyrok uniewinniający.\u003C\u002Fp>\n\n\u003Cp>Do okresów zatrudnienia wlicza się pracę w przedsiębiorstwach, które\nzostały przyłączone do ZPT w Krakowie S.A.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype\">\u003Cp>Wysokość kwoty nagrody wynosi:18\u003C\u002Fp>\n\n\u003Cp>10 lat - 1100 zł 15 lat - 1650 zł 20 lat - 2200 zł\u003C\u002Fp>\n\n\u003Cp>25 lat - jedna miesięczna płaca zasadnicza, nie mniej niż 2750 zł 30 lat\n- 3300 zł 35 lat - 3850 zł 40 lat - 4400 zł 45 lat - 4950 zł\u003C\u002Fp>\n\n\u003Cp>Kwoty te będą waloryzowane w terminach uzgodnionych przez strony\nUkładu.\u003C\u002Fp>\n\n\u003Cp>Dwa razy w roku Jubilaci będą zapraszani na specjalne obchody jubileuszowe\nz tytułu przepracowania 10, 15, 20, 30, 35 i 45 lat.\u003C\u002Fp>\n\n\u003Cp>Obchody jubileuszowe z tytułu 25 i 40 lat pracy odbywać się będą w\nmiesiącach rocznic.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Dodatkowo Jubilaci otrzymują:\u003C\u002Fp>\n\n\u003Cp>po 10 latach pracy - Złotą Szpilkę Firmową po 25 latach pracy - zegarek\nz grawerunkiem po 40 latach pracy - prezent wartości 1000 zł W przypadku\npracowników pracujących w niepełnym wymiarze godzin, świadczenie zostaje\nzmniejszone proporcjonalnie do wymiaru czasu pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>W razie rozwiązania stosunku pracy z powodu przejścia pracownika na\nemeryturą lub rentą inwalidzką, pracownikowi, któremu do nabycia prawa do\nnagrody brakuje mniej niż 12 miesięcy licząc od dnia rozwiązania stosunku\npracy, nagrodą tą wypłaca sią w dniu ustania stosunku pracy.\u003C\u002Fp>\n\n\u003Cp>Nagrody jubileuszowe wrącza sie w czasie uroczystych obchodów\njubileuszowych. W roku jubileuszowym pracownik otrzyma dodatkowy urlop\nwypoczynkowy w wymiarze:\u003C\u002Fp>\n\n\u003Cp>25 lat - 3 dni dodatkowego urlopu 30 lat - 4 dni dodatkowego urlopu 35, 40,\n45 lat - 5 dni dodatkowego urlopu.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SICDIS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch3>3.12Wynagrodzenie za okres niezdolności do pracy\u003C\u002Fh3>\n\n\u003Cp>Z tytułu czasowej niezdolności pracownika do pracy pracownikowi\nprzysługuje prawo do 80% wynagrodzenia obliczonego według zasad\nobowiązujących przy ustalaniu podstawy wymiaru zasiłku chorobowego, poza\nprzypadkami określonymi w Kodeksie Pracy, za które przysługuje 100%\nwynagrodzenia stanowiącego podstawą wymiaru zasiłku chorobowego.19\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>IV.KWALIFIKACJE ZAWODOWE PRACOWNIKÓW\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>4.1Zasady ogólne\u003C\u002Fh3>\n\n\u003Cp>Kwalifikacje zawodowe pracowników wymagane do wykonywania niektórych prac\nokreśla taryfikator stanowisk i inne szczegółowe przepisy dotyczące\nrodzajów uprawnień wymaganych do pracy na niektórych stanowiskach.\u003C\u002Fp>\n\n\u003Cp>Pracownik nie posiadający kwalifikacji do wykonywania pracy na swym\nstanowisku zobowiązany jest do ich uzupełnienia w czasie i w sposób\nokreślony przez pracodawcą.\u003C\u002Fp>\n\n\u003Cp>Pracownik zatrudniony pomimo braku kwalifikacji nie może zostać z tego\npowodu zwolniony ani przesuniąty na inne stanowisko bez uprzedniego\nwyznaczenia stosowanego terminu na uzupełnienie kwalifikacji.\u003C\u002Fp>\n\n\u003Cp>Pracownikowi, który nie dopełni obowiązku uzupełnienia swych\nkwalifikacji w wyznaczony przez pracodawcą terminie może być po uprzednim\nwypowiedzeniu powierzona praca na innym stanowisku odpowiadającym posiadanym\nkwalifikacjom.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammestxt\">\u003Ch3>4.2Kursy i szkolenia\u003C\u002Fh3>\n\n\u003Cp>Spółka organizuje i ponosi koszty szkolenia, którego celem jest\npodnoszenie kwalifikacji pracowników, uzyskiwanie przez pracownika\nodpowiednich uprawnień oraz przekwalifikowanie sią pracowników zgodnie z\npotrzebami zakładu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>4.3Urlopy szkoleniowe\u003C\u002Fh3>\n\n\u003Cp>a)Pracownikowi, który podejmuje nauką w szkole na podstawie skierowania\npracodawcy, przysługuje urlop szkoleniowy i zwolnienie z cząści dnia pracy,\npłatne według zasad obowiązujących przy obliczaniu wynagrodzenia za urlop\nwypoczynkowy. Pracodawca zawiera z pracownikiem umową określającą wzajemne\nprawa i obowiązki stron.\u003C\u002Fp>\n\n\u003Cp>b)Wymiar urlopu szkoleniowego dla pracownika przystąpującego do egzaminów\nkońcowych (w tym eksternistycznych) oraz egzaminu dojrzałości w szkołach\nponadpodstawowych wszystkich typów, wynosi 6 dni roboczych.\u003C\u002Fp>\n\n\u003Cp>c)Pracownikowi podejmującemu nauką w szkole ponadpodstawowej systemem\nzaocznym, przysługuje urlop szkoleniowy w każdym roku szkolnym w wymiarze do\n12 dni roboczych, przeznaczony na udział w zająciach obowiązkowych\n(konsultacjach).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>d)Wymiar urlopu szkoleniowego w każdym roku studiów w szkole wyższej,\nprzeznaczonego na udział w obowiązkowych zajęciach oraz przygotowanie się i\nprzystąpienie do egzaminów, wynosi dla pracownika skierowanego:\u003C\u002Fp>\n\n\u003Cp>na studia wieczorowe - 21 dni roboczych; na studia zaoczne - 28 dni\nroboczych.\u003C\u002Fp>\n\n\u003Cp>e)W ostatnim roku studiów, o którym mowa w pkt d), pracownikowi\nskierowanemu przysługuje dodatkowo 21 dni roboczych urlopu szkoleniowego na\nprzygotowanie pracy magisterskiej (dyplomowej) oraz przygotowanie się i\nprzystąpienie do egzaminu magisterskiego.\u003C\u002Fp>\n\n\u003Cp>f)- Wymiar urlopu szkoleniowego na udział w obowiązkowych zajęciach w\nciągu\u003C\u002Fp>\n\n\u003Cp>całego okresu trwania nauki na studiach podyplomowych zaocznych wynosi dla\npracownika skierowanego do 28 dni roboczych.\u003C\u002Fp>\n\n\u003Cp>-Wymiar urlopu szkoleniowego przeznaczonego na przygotowanie się i\nprzystąpienie do egzaminów końcowych dla pracownika skierowanego na\nwieczorowe i zaoczne studia podyplomowe wynosi do 6 dni roboczych i ustalany\njest przez pracodawcę w zależności od czasu trwania szkolenia i\negzaminów.\u003C\u002Fp>\n\n\u003Cp>-Pracownikowi skierowanemu na wieczorowe studia podyplomowe przysługuje\nzwolnienie z części dnia nie przekraczające 5 godzin tygodniowo, jeżeli\nczas pracy nie pozwala na punktualne przybycie na zajęcia.\u003C\u002Fp>\n\n\u003Cp>g)Pracownikowi, który podejmuje naukę w szkole wieczorowej, przysługują\nzwolnienia z części dnia pracy nie przekraczające 5 godzin tygodniowo,\njeżeli czas pracy nie pozwala na punktualne przybycie na zajęcia.\u003C\u002Fp>\n\n\u003Cp>h)Pracownikowi, o którym mowa w pkt a), pracodawca może przyznać\ndodatkowe świadczenia na podstawie umowy określającej wzajemne prawa i\nobowiązki stron. Szczegółowe wyliczenie tych świadczeń oraz zasady zwrotu\nprzez pracownika kosztów poniesionych przez pracodawcę na jego naukę\nzawierają przepisy wykonawcze do Kodeksu Pracy.\u003C\u002Fp>\n\n\u003Ch3>4.4Niepłatne urlopy szkoleniowe\u003C\u002Fh3>\n\n\u003Cp>Pracownikowi podejmującemu naukę w szkole bez skierowania pracodawcy,\nmoże być udzielony bezpłatny urlop lub zwolnienie z części dnia pracy bez\nzachowania prawa do wynagrodzenia w wymiarze ustalonym na zasadzie porozumienia\npomiędzy pracodawcą, a pracownikiem. Pracodawca może też pokryć\npracownikowi koszty związane z nauką.\u003C\u002Fp>\n\n\u003Cp>Okres urlopu bezpłatnego, o którym mowa powyżej, wlicza się do okresu\nzatrudnienia u pracodawcy w zakresie wszelkich uprawnień pracowniczych\nwynikających z Kodeksu Pracy.\u003C\u002Fp>\n\n\u003Ch3>4.5Zwrot kosztów\u003C\u002Fh3>\n\n\u003Cp>a)Pracownikowi podnoszącemu kwalifikacje zawodowe w formach pozaszkolnych\nna podstawie skierowania pracodawcy, przysługuje zwrot kosztów z tym\nzwiązanych, urlop szkoleniowy na udział w obowiązkowych zajęciach oraz\nzwolnienie z części dnia pracy w wymiarze określonym w umowie zawartej\npomiędzy pracownikiem, a pracodawcą. Jeżeli umowa, o której mowa nie\nstanowi inaczej, mają zastosowanie odpowiednie przepisy wykonawcze do Kodeksu\nPracy.\u003C\u002Fp>\n\n\u003Cp>b)Pracownikowi podejmującemu naukę w formach pozaszkolnych bez skierowania\npracodawcy może być udzielony urlop bezpłatny i zwolnienie z części dnia\npracy bez zachowania prawa do wynagrodzenia, w wymiarze ustalonym na zasadzie\nporozumienia między pracodawcą i pracownikiem. Okres urlopu bezpłatnego,\u003C\u002Fp>\n\n\u003Cp>0 którym mowa powyżej, wlicza się do okresu zatrudnienia u pracodawcy w\nzakresie wszelkich uprawnień pracowniczych wynikających z Kodeksu Pracy.\u003C\u002Fp>\n\n\u003Cp>c)Spółka organizuje - ponosząc równocześnie ich koszty - szkolenia na\nterenie\u003C\u002Fp>\n\n\u003Cp>1poza zakładem pracy, mające na celu podnoszenie kwalifikacji\npracowników, uzyskiwanie odpowiednich uprawnień przez pracowników,\nprzekwalifikowanie się pracowników zgodnie z potrzebami Spółki.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Spółka w miarą możliwości finansowych, organizuje dla pracowników\nkursy nauki języków obcych i ponosi koszty z tym związane.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>V.CZAS PRACY\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>5.1Definicje\u003C\u002Fh3>\n\n\u003Cp>Czas pracy to czas, w którym pracownik pozostaje do dyspozycji pracodawcy w\nzakładzie pracy lub innym miejscu wyznaczonym do wykonywania pracy.\u003C\u002Fp>\n\n\u003Ch3>5.2\u003C\u002Fh3>\n\n\u003Cp>Pracodawca uzgadnia z zakładowymi organizacjami związkowymi ramowy roczny\nharmonogram pracy dla wszystkich jednostek organizacyjnych Spółki.20\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Ch3>5.3Czas pracy\u003C\u002Fh3>\n\n\u003Cp>a)Czas pracy nie może przekraczać 8 godzin na dobą i przeciętnie 40\ngodzin w przeciętnie pięciodniowym tygodniu pracy w przyjętym okresie\nrozliczeniowym.\u003C\u002Fp>\n\n\u003Cp>b)W Spółce obowiązuje maksymalny okres rozliczeniowy, określony w\nprzepisach Kodeksu Pracy o normach czasu pracy, z zastrzeżeniem Artykułu 5.7.\nOkresy rozliczeniowe dla poszczególnych jednostek organizacyjnych określa\nRegulamin Pracy, obowiązujący w Spółce.21\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>5.4Praca w godzinach nadliczbowych\u003C\u002Fh3>\n\n\u003Cp>Definicję pracy w godzinach nadliczbowych, dopuszczalność i maksymalną\ndługość pracy w godzinach nadliczbowych określają przepisy Kodeksu\nPracy.\u003C\u002Fp>\n\n\u003Cp>Odmowa pracy w godzinach nadliczbowych może być uzasadniona jedynie w\nwyjątkowych sytuacjach.\u003C\u002Fp>\n\n\u003Cp>Przełożony pracownika powinien uwzględnić prośby pracowników\ndotyczące wyłączenia z pracy w godzinach nadliczbowych, o ile uzasadnione\njest to względami osobistymi lub rodzinnymi.\u003C\u002Fp>\n\n\u003Ch3>5.5Rekompensaty za pracę w godzinach nadliczbowych\u003C\u002Fh3>\n\n\u003Cp>W zamian za pracę w godzinach nadliczbowych, pracownikowi, na jego wniosek,\nmoże być udzielony czas wolny od pracy w tym samym wymiarze. W takich\nprzypadkach pracownikowi nie przysługuje dodatek za pracę w godzinach\nnadliczbowych.\u003C\u002Fp>\n\n\u003Cp>W miarę możliwości czas wolny od pracy należy udzielać w miesiącu\nnastępnym, przypadającym po miesiącu, w którym pracownik pracował w\ngodzinach nadliczbowych.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Ch3>5.6Systemy pracy\u003C\u002Fh3>\n\n\u003Cp>W Spółce mogą być stosowane różne systemy czasu pracy przewidziane w\nKodeksie Pracy.\u003C\u002Fp>\n\n\u003Cp>Szczegółowe rozkłady czasu obowiązujące w Spółce określa Regulamin\nPracy. Zarząd Spółki ma prawo zmiany w jednostkach organizacyjnych,\nstosowanych systemów czasu pracy po uprzednim poinformowaniu zakładowych\norganizacji związkowych w trybie przewidzianym w Kodeksie Pracy. Zakładowe\norganizacje związkowe oraz pracownicy poinformowani zostaną o zmianie z\nprzynajmniej dwutygodniowym terminem wyprzedzenia.22\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>5.7\u003C\u002Fh3>\n\n\u003Cp>Za pracę wykonaną w niedzielę lubi święto, oprócz normalnego\nwynagrodzenia, pracownik otrzymuje dodatek w wysokości 85 złotych, z\nwyłączeniem przypadków,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>gdy za pracę w te dni pracownikowi przysługuje dodatek za pracę w\ngodzinach nadliczbowych.\u003C\u002Fp>\n\n\u003Cp>Dodatek w pełnej wysokości przysługuje pracownikom świadczącym pracę w\nniedzielę lub święto przez minimum 8 godzin. W przypadku świadczenia pracy\nw niedziele i święta w wymiarze niższym niż 8 godzin, dodatek zostaje\nwypłacony proporcjonalnie.23\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch2>VI.URLOPY WYPOCZYNKOWE\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>6.1Plan urlopów\u003C\u002Fh3>\n\n\u003Cp>Plan urlopów wypoczynkowych ustala się zgodnie z przepisami kodeksu pracy\ni powinny być zaplanowane na kolejny rok kalendarzowy najpóźniej do końca\nmiesiąca grudnia roku poprzedniego.\u003C\u002Fp>\n\n\u003Cp>Plan urlopów podaje się do wiadomości pracowników poprzez wywieszenie na\ntablicy ogłoszeń.\u003C\u002Fp>\n\n\u003Cp>Urlop wypoczynkowy powinien być wykorzystany do końca roku kalendarzowego,\nw którym pracownik nabył do niego prawo, najpóźniej jednak do końca\nmiesiąca marca następnego roku kalendarzowego.\u003C\u002Fp>\n\n\u003Cp>W razie odwołania pracownika z urlopu, czas podróży pracownika do\nzakładu pracy lub do miejsca zamieszkania nie podlega wliczeniu do urlopu.\u003C\u002Fp>\n\n\u003Cp>Jeśli pracownik nie wykorzystał urlopu wypoczynkowego w terminie\nokreślonym w planie urlopów, niewykorzystany urlop może zostać udzielony\nwyłącznie na pisemny wniosek pracownika.\u003C\u002Fp>\n\n\u003Cp>Zaplanowane terminy urlopów wypoczynkowych mogą ulec przesunięciu na\nwniosek pracownika umotywowany ważnymi przyczynami lub przez pracodawcą z\npowodów szczególnych potrzeb pracodawcy, jeżeli nieobecność pracownika\nspowodowałaby poważne zakłócenia toku pracy. Ważne przyczyny nie muszą\nbyć podawane w razie porozumienia między pracownikiem i pracodawcą.\u003C\u002Fp>\n\n\u003Cp>Przesunięcie terminu urlopu bieżącego, na które pracownik nie wyraził\nzgody, powinno zostać dokonane w uzgodnieniu z zakładowymi organizacjami\nzwiązkowymi.\u003C\u002Fp>\n\n\u003Ch3>6.2Urlopy dodatkowe\u003C\u002Fh3>\n\n\u003Cp>a) Pracownicy, którzy przepracowali w zakładzie, co najmniej 30 lat mają\nprawo do zwiększonego wymiaru urlopu w danym roku kalendarzowym i w kolejnych\nlatach w następującym wymiarze:\u003C\u002Fp>\n\n\u003Cp>1dzień po przepracowaniu 30 lat;\u003C\u002Fp>\n\n\u003Cp>2dni po przepracowaniu 35 lat;\u003C\u002Fp>\n\n\u003Cp>3dni po przepracowaniu 40 lat;\u003C\u002Fp>\n\n\u003Cp>4dni po przepracowaniu 45 lat;\u003C\u002Fp>\n\n\u003Cp>z zachowaniem prawa do urlopu określonego w pkt 3.11.\u003C\u002Fp>\n\n\u003Cp>b)Okresy zatrudnienia, o których mowa w pkt a) oblicza się według zasad\nobowiązujących przy obliczaniu okresów pracy uprawniających pracownika do\nnagrody za wieloletnią pracę.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch2>VII.OCHRONA PRACY KOBIET\u003C\u002Fh2>\n\n\u003Ch3>7.1Postanowienia ogólne\u003C\u002Fh3>\n\n\u003Cp>Zastosowanie znajdują przepisy prawa pracy. Rodzaje prac, przy których nie\nwolno zatrudniać kobiet określone są w regulaminie pracy oraz przepisach\nbhp.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaretxt\">\u003Ch3>7.2Dodatkowe urlopy pielęgnacyjne\u003C\u002Fh3>\n\n\u003Cp>Pracownicom wychowującym dzieci w wieku do 14 lat przysługuje w ciągu\nroku zwolnienie z pracy na 2 dni z zachowaniem prawa do wynagrodzenia oraz\ndodatkowe 2 dni rocznie na każde dziecko specjalnej troski w wieku do lat 18,\njeżeli przysługuje im na nie zasiłek pielęgnacyjny.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>7.3Urlopy wypoczynkowe, dzieci w wieku szkolnym\u003C\u002Fh3>\n\n\u003Cp>Kobieta posiadająca dzieci w wieku szkolnym korzysta z pierwszeństwa w\nuzyskaniu urlopu wypoczynkowego w okresie wakacyjnym.\u003C\u002Fp>\n\n\u003Cp>Uprawnienie, o którym mowa powyżej przysługuje również pracownikom\nsamotnie wychowującym dzieci w wieku szkolnym lub dzieci specjalnej troski, o\nktórych mowa w pkt.7.2.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">\u003Ch2>VIII.BEZPIECZEŃSTWO I HIGIENA PRACY\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>8.1Postanowienia ogólne\u003C\u002Fh3>\n\n\u003Cp>Spółka jest zobowiązana zapewnić pracownikom bezpieczne i higieniczne\nwarunki pracy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>8.2Odzież ochronna i środki ochrony osobistej\u003C\u002Fh3>\n\n\u003Cp>Zasady przydzielania pracownikom odzieży roboczej oraz środków ochrony\nindywidualnej określają wewnętrzne przepisy Spółki, wydane przez Spółkę\nw porozumieniu ze związkami zawodowymi.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>8.3Organizacja opieki medycznej\u003C\u002Fh3>\n\n\u003Cp>Spółka będzie organizować i finansować opiekę medyczną dla\npracowników w granicach i na zasadach przewidzianych w przepisach prawnych\nzwiązanych z zatrudnianiem pracowników. Spółka będzie dążyć do\npodniesienia aktualnego poziomu służby zdrowia poprzez rozszerzenie zakresu\nświadczonych usług medycznych i unowocześnienie gabinetów lekarskich.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3>8.4Postępowanie przy badaniach lekarskich\u003C\u002Fh3>\n\n\u003Cp>Szczegółowe zasady postępowania przy wykonywaniu profilaktycznych badań\nlekarskich, jak również jednostki służby zdrowia uprawnione do prowadzenia\ntakich badań określa procedura.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>8.5Ambulatorium i apteczki pierwszej pomocy\u003C\u002Fh3>\n\n\u003Cp>Spółka zobowiązana jest posiadać ambulatorium lub punkty sanitarne.\u003C\u002Fp>\n\n\u003Cp>Każda komórka organizacyjna Spółki zobowiązana jest posiadać apteczkę\npierwszej pomocy. Zawartość apteczki oraz zasady wydawania leków określają\nzarządzenia właściwego kierownictwa Spółki.\u003C\u002Fp>\n\n\u003Ch3>8.6Społeczny inspektor pracy\u003C\u002Fh3>\n\n\u003Cp>Zarząd Spółki udzieli związkom zawodowym niezbędnej pomocy\nadministracyjnej i technicznej przy wyborach społecznych inspektorów\npracy.\u003C\u002Fp>\n\n\u003Cp>Zarząd Spółki będzie uzgadniał ze związkami zawodowymi wynagrodzenie\nspołecznych inspektorów pracy.\u003C\u002Fp>\n\n\u003Cp>Zakładowy i oddziałowy społeczny inspektor pracy podlega ochronie\nprzewidzianej w ustawie o społecznej inspekcji pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IX. ŚWIADCZENIA DODATKOWE.\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>9.1Jednorazowe odprawy - przejście na rentę lub emeryturę\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>a) Pracownikowi spełniającemu warunki uprawniające do renty inwalidzkiej\nlub emerytury, którego stosunek pracy ustał w związku z przejściem na\nrentę lub emeryturę, przysługuje odprawa pieniężna.Odprawa przysługuje\nteż pracownikom, którzy przeszli na emeryturę lub rentę inwalidzką\nbezpośrednio po wyczerpaniu prawa do świadczenia rehabilitacyjnego, po\nrozwiązaniu stosunku pracy.\u003C\u002Fp>\n\n\u003Cp>b)Wysokość odprawy określają strony niniejszego Układu.\u003C\u002Fp>\n\n\u003Cp>c)Przy obliczaniu wysokości odprawy dla pracownika zatrudnionego w\nniepełnym wymiarze godzin, jej kwotę zmniejsza się proporcjonalnie do jego\nwymiaru czasu pracy.\u003C\u002Fp>\n\n\u003Cp>d) Do okresów pracy stanowiących podstawę do ustalania wysokości odprawy\nzalicza się okresy zatrudnienia i inne okresy równorzędne na zasadach\nokreślonych w aktualnie obowiązujących przepisach.\u003C\u002Fp>\n\n\u003Cp>e) Pracownik, który otrzymał odprawę, o której mowa w pkt a), nie może\nnabyć do niej ponownie prawa.\u003C\u002Fp>\n\n\u003Cp>f) Kwota odprawy nie może być niższa od jednomiesięcznego wynagrodzenia\npracownika, liczonego w\u002Fg zasad obowiązujących przy ustalaniu ekwiwalentu\npieniężnego za urlop wypoczynkowy.\u003C\u002Fp>\n\n\u003Ch3>9.2Odprawa pośmiertna\u003C\u002Fh3>\n\n\u003Cp>a) Jeżeli śmierć pracownika nastąpiła w wyniku wypadku przy pracy lub w\ndrodze do lub z pracy ustawowa odprawa pośmiertna ulega podwyższeniu o\n100%.\u003C\u002Fp>\n\n\u003Cp>b)Do okresu zatrudnienia stanowiącego podstawę obliczenia odprawy\npośmiertnej wlicza się wszystkie okresy pracy, bez względy na przerwy w\nzatrudnieniu oraz tryb rozwiązania stosunku pracy.\u003C\u002Fp>\n\n\u003Cp>c) Jeżeli po zmarłym pracowniku pozostał tylko jeden członek rodziny\nuprawniony do otrzymania odprawy pośmiertnej, przysługuje mu ona w pełnej\nwysokości.\u003C\u002Fp>\n\n\u003Cp>d)W razie śmierci pracownika, rodzinie zmarłego zwraca się\nrównowartość trumny w kwocie nie przekraczającej 3-krotnego najniższego\nwynagrodzenia na podstawie przedstawionego rachunku. Świadczenie to jednakże\nnie przysługuje rodzinie w sytuacji określonej w pkt a).\u003C\u002Fp>\n\n\u003Cp>e)W razie śmierci pracownika spowodowanej wypadkiem przy pracy, Spółka\nzobowiązana jest do pokrycia kosztów pogrzebu do wysokości 7-krotnego\nnajniższego wynagrodzenia - niezależnie od innych świadczeń należnych\nrodzinie zmarłego.\u003C\u002Fp>\n\n\u003Ch3>9.3Zakup papierosów\u003C\u002Fh3>\n\n\u003Cp>Pracownikowi przysługuje możliwość zakupu papierosów od Spółki o\nobniżonej cenie. Ilość papierosów i ich cenę określa Zarząd Spółki.\u003C\u002Fp>\n\n\u003Ch3>9.4Zwolnienia grupowe\u003C\u002Fh3>\n\n\u003Cp>Spółka przewiduje możliwość wypłacania dodatkowych odpraw\npieniężnych pracownikom zwalnianym grupowo. Odprawy te wypłacane będą\nniezależnie od innych odpraw przewidzianym prawem. Wysokość odpraw będzie\nuzgadniania z zakładowymi związkami zawodowymi.\u003C\u002Fp>\n\n\u003Ch3>9.5Relokacja\u003C\u002Fh3>\n\n\u003Cp>Pracownikom przenoszonym za ich zgodą przez pracodawcę do pracy w innej\nmiejscowości nastałe lub czasowo przysługują świadczeniaokreślone\u003C\u002Fp>\n\n\u003Cp>w obowiązujących w Spółce w tym zakresie procedurach, uzgodnionych ze\nzwiązkami zawodowymi na zasadzie odrębnych regulacji. Zasady wypłacania\nświadczeń związanych z relokacją nie naruszają przepisów o podróżach\nsłużbowych.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>X. ŚWIADCZENIA SOCJALNE\u003C\u002Fh2>\n\n\u003Ch3>10.1Fundusz Socjalny - postanowienia ogólne,\u003C\u002Fh3>\n\n\u003Cp>Spółka tworzy zakładowy fundusz świadczeń socjalnych na zasadach\nustawowych. Oprócz odpisu podstawowego fundusz może być zasilany\ndodatkowo.\u003C\u002Fp>\n\n\u003Cp>Środki funduszu socjalnego zostaną wykorzystane w oparciu o postanowienia\nniniejszego układu oraz regulaminu dotyczącego szczegółowych zasad i trybu\nudzielania świadczeń socjalnych.\u003C\u002Fp>\n\n\u003Cp>Roczny budżet wykorzystania środków funduszu zatwierdza Zarząd Spółki\npo uzgodnieniu z zakładowymi związkami zawodowymi.\u003C\u002Fp>\n\n\u003Cp>Związki zawodowe sprawują kontrolę nad realizacją rocznego budżetu\nwykorzystania środków z funduszu socjalnego zgodnie z ustawą o związkach\nzawodowych Przyznawanie świadczeń z zakładowego funduszu świadczeń\nsocjalnych podlega uzgodnieniu z zakładowymi związkami zawodowymi.\u003C\u002Fp>\n\n\u003Cp>Świadczenia socjalne nie mają charakteru roszczeniowego.\u003C\u002Fp>\n\n\u003Cp>Świadczenia socjalne są corocznie aktualizowane w oparciu o środki\nzakładowego funduszu świadczeń socjalnych.\u003C\u002Fp>\n\n\u003Cp>Pracownicy otrzymują świadczenia urlopowe w zależności od wysokości\notrzymywanego wynagrodzenia. Wysokość dopłaty będzie określana na każdy\nrok kalendarzowy.\u003C\u002Fp>\n\n\u003Cp>Ze świadczeń urlopowych nie korzystają pracownicy zatrudnieni na\npodstawie umów terminowych, pracownicy sezonowi oraz emeryci i renciści.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3>10.2Fundusz emerytalno-rentowy, postanowienia ogólne\u003C\u002Fh3>\n\n\u003Cp>Spółka zorganizuje system emerytalno-rentowy na podstawie obowiązujących\nprzepisów.\u003C\u002Fp>\n\n\u003Cp>W tym celu zobowiązuje się do wpłacenia specjalnej składki w momencie\nutworzenia funduszu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>10.3Kasa zapomogowo-pożyczkowa\u003C\u002Fh3>\n\n\u003Cp>Pracownicy, członkowie kasy zapomogowo-pożyczkowej mogą korzystać ze\nświadczeń kasy zapomogowo-pożyczkowej działającej w Spółce.\u003C\u002Fp>\n\n\u003Cp>W Spółce może działać także spółdzielcza kasa\noszczędnościowo-kredytowa. Szczegółowe zasady funkcjonowania w Spółce\nkasy zapomogowo-pożyczkowej i spółdzielczej kasy\noszczędnościowo-kredytowej określają odrębne przepisy.\u003C\u002Fp>\n\n\u003Ch3>10.4Stołówka pracownicza\u003C\u002Fh3>\n\n\u003Cp>Spółka zobowiązana jest utrzymywać poprawnie funkcjonującą, dotowaną\nstołówkę pracowniczą.\u003C\u002Fp>\n\n\u003Ch3>10.5Parking\u003C\u002Fh3>\n\n\u003Cp>Spółka zobowiązana jest w miarę możliwości wyznaczyć odpowiedni teren\ni przeznaczyć go na parking dla pojazdów pracowników. W wypadku kradzieży\nlub uszkodzenia pozostawionego przez pracownika na parkingu pojazdu, Spółka\nnie ponosi żadnej odpowiedzialności.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XI. POSTANOWIENIA KOŃCOWE\u003C\u002Fh2>\n\n\u003Ch3>11.1Zmiany do układu\u003C\u002Fh3>\n\n\u003Cp>Zmiany do niniejszego układu zbiorowego wprowadza się w drodze\nprotokołów dodatkowych.\u003C\u002Fp>\n\n\u003Cp>Protokoły dodatkowe i załączniki stanowią integralną część\nniniejszego układu zbiorowego pracy.\u003C\u002Fp>\n\n\u003Ch3>11.2Obwieszczenie układu\u003C\u002Fh3>\n\n\u003Cp>Strony niniejszego układu zobowiązują się do zapoznania z jego treścią\nwszystkich pracowników Spółki.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbaratification\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbaratified\">\u003Ch3>11.3Data wejścia w życie układu\u003C\u002Fh3>\n\n\u003Cp>Niniejszy układ wchodzi w życie z dniem 1 sierpnia 1998 r., nie wcześniej\njednak niż z dniem zarejestrowania przez właściwego okręgowego inspektora\npracy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>1Protokół Dodatkowy Nr 1\u003C\u002Fp>\n\n\u003Cp>2Protokół Dodatkowy Nr 1\u003C\u002Fp>\n\n\u003Cp>3Wniosek o wpisanie do kartoteki rejestru ZUZP\u003C\u002Fp>\n\n\u003Cp>4Protokół Nr 2\u003C\u002Fp>\n\n\u003Cp>5Wniosek o wpisanie do kartoteki rejestru ZUZP\u003C\u002Fp>\n\n\u003Cp>6Wniosek o wpisanie do kartoteki rejestru ZUZP\u003C\u002Fp>\n\n\u003Cp>7Protokół Dodatkowy Nr 3\u003C\u002Fp>\n\n\u003Cp>8Protokół Dodatkowy Nr 1\u003C\u002Fp>\n\n\u003Cp>9Protokół Dodatkowy Nr 1\u003C\u002Fp>\n\n\u003Cp>10Protokół Dodatkowy Nr 3\u003C\u002Fp>\n\n\u003Cp>11Protokół Dodatkowy Nr 1\u003C\u002Fp>\n\n\u003Cp>12Protokół Dodatkowy Nr 2\u003C\u002Fp>\n\n\u003Cp>13Protokół Dodatkowy Nr 2\u003C\u002Fp>\n\n\u003Cp>14Protokół Dodatkowy Nr 3\u003C\u002Fp>\n\n\u003Cp>15Protokół Dodatkowy Nr 2\u003C\u002Fp>\n\n\u003Cp>16Protokół Dodatkowy Nr 1\u003C\u002Fp>\n\n\u003Cp>17Protokół Dodatkowy Nr 1\u003C\u002Fp>\n\n\u003Cp>18Porozumienie płacowe z marca 2000 r.\u003C\u002Fp>\n\n\u003Cp>19Protokół Dodatkowy Nr 2\u003C\u002Fp>\n\n\u003Cp>20Protokół Dodatkowy Nr 2\u003C\u002Fp>\n\n\u003Cp>21Protokół Dodatkowy Nr 2\u003C\u002Fp>\n\n\u003Cp>22Protokół Dodatkowy Nr 2\u003C\u002Fp>\n\n\u003Cp>23Protokół Dodatkowy Nr 3\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n\n            \n            \n            \n            ",{"disabilitypay":44,"hourspday_select":48,"cbadate_end":52,"WAGES_determined":56,"ONCERISE_trigger":60,"trainingprogrammestxt":64,"MEDICAL_trigger":68,"childcare":71,"CBA_MNCOMPA_1":75,"pensionfund":79,"incidentalbonusdate":83,"longserviceallowancetype":87,"cbadate_start":91,"cbaratified":95,"TRAINING_trigger":97,"OVERTIME_trigger":100,"SENIOR_trigger":104,"healthcareaccess":107,"FLEXWORK_trigger":111,"cbamemtrad":115,"protectiveclothing":119,"healthandsafetypolicy":123,"WORKFAM_trigger":127,"childcaretxt":131,"dayspweek_select":133,"TRADEUNLEAV_trigger":135,"SICDIS_trigger":139,"SUNDAY_trigger":141,"NOCTPREM_trigger":145,"coverunion_trigger":149,"coveroccup3":153,"cbaratification":155,"hivpolicy":157,"hourspweek_select":161,"WORKHOURS_trigger":163,"WAGES_trigger":166,"JOBTITLE_trigger":170,"contractseverancepay":172,"PAIDLEAV_trigger":176,"CBA_MNE_1":179},{"bindId":45,"name":46,"text":47},"disabilitypay","3.12Wynagrodzenie za okres niezdolności ","3.12Wynagrodzenie za okres niezdolności do pracy\n\nZ tytułu czasowej niezdolności pracownika do pracy pracownikowi\nprzysługuje prawo do 80% wynagrodzenia obliczonego według zasad\nobowiązujących przy ustalaniu podstawy wymiaru zasiłku chorobowego, poza\nprzypadkami określonymi w Kodeksie Pracy, za które przysługuje 100%\nwynagrodzenia stanowiącego podstawą wymiaru zasiłku chorobowego.19",{"bindId":49,"name":50,"text":51},"hourspday_select","5.3Czas pracy a)Czas pracy nie może prze","5.3Czas pracy\n\na)Czas pracy nie może przekraczać 8 godzin na dobą i przeciętnie 40\ngodzin w przeciętnie pięciodniowym tygodniu pracy w przyjętym okresie\nrozliczeniowym.\n\nb)W Spółce obowiązuje maksymalny okres rozliczeniowy, określony w\nprzepisach Kodeksu Pracy o normach czasu pracy, z zastrzeżeniem Artykułu 5.7.\nOkresy rozliczeniowe dla poszczególnych jednostek organizacyjnych określa\nRegulamin Pracy, obowiązujący w Spółce.21",{"bindId":53,"name":54,"text":55},"cbadate_end","1.3Termin i wypowiedzenie układu Strony ","1.3Termin i wypowiedzenie układu\n\nStrony zawierają niniejszy układ na czas nieokreślony.",{"bindId":57,"name":58,"text":59},"WAGES_determined","3.1Wynagrodzenia - postanowienia ogólne ","3.1Wynagrodzenia - postanowienia ogólne\n\nPłaca zasadnicza uzależniona jest od grupy zaszeregowania, wyników pracy\ni konkurencyjności na rynku pracy.\n\nGrupy zaszeregowania należy tak ustalić, by odpowiadały one rodzajowi\nwykonywanej pracy oraz umiejętnościom zawodowym koniecznym przy jej\nwykonaniu, przy uwzględnieniu ilości i jakości wykonanej pracy.\n\nPracownicy podlegają zaszeregowaniu do grupy na podstawie wyników\nwartościowania stanowisk pracy przeprowadzonego przy użyciu przyjętej w\nSpółce metody ustalania grup zaszeregowania.\n\nOdpowiedzialnym za decyzje dotyczące zaszeregowania pracowników jest\ndyrektor Działu Zasobów Ludzkich lub inny upoważniony pracownik.",{"bindId":61,"name":62,"text":63},"ONCERISE_trigger","3.713 pensja Okresem obrachunkowym w roz","3.713 pensja\n\nOkresem obrachunkowym w rozumieniu niniejszego tytułu jest kolejnych\ndwanaście\n\nmiesięcy, licząc od 1 lipca danego roku kalendarzowego do 30 czerwca\n\nnastępującego po nim roku kalendarzowego.\n\n13 pensja wypłacana jest wraz z pensją za czerwiec.\n\nPrawo do 13-ej pensji przysługuje pracownikom, którzy spełnią\nnastępujące\n\nwarunki:\n\na) zgodnie z terminem określonym w umowie o pracę rozpoczęli pracę w\nSpółce nie później niż w pierwszym dniu roboczym roku kalendarzowego, w\nktórym upływa dany okres obrachunkowy,\n\nb)nieprzerwanie pozostawali w stosunku pracy do końca czerwca tego roku z\nzastrzeżeniem pkt c),\n\nc)warunek określony w pkt b) nie ma zastosowania do pracowników, którzy\nnie przepracowali do końca okresu obrachunkowego z powodu:\n\n-powołana do służby wojskowej;\n\n-udzielenia urlopu wychowawczego;\n\n- rozwiązania umowy o pracę z tytułu przejścia na emeryturę, rentę,\nwyczerpania świadczeń chorobowych lub otrzymaniaświadczenia\nrehabilitacyjnego.\n\n- rozwiązania umowy o pracę w wyniku przeciwwskazań lekarskich lub z\nprzyczyn leżących po stronie pracodawcy;\n\n-zgonu pracownika.\n\nOsobom uprawnionym 13 pensję wypłaca się niezwłocznie po rozwiązaniu\nlub\n\nwygaśnięciu stosunku pracy.\n\nd)pracownikom nie przysługuje 13 pensja w przypadku:\n\n- usiłowania lub dopuszczenia się kradzieży lub zniszczenia mienia\nSpółki\n\n-nieusprawiedliwionej nieobecności w pracy;\n\n- stawienia się do pracy w stanie po spożyciu alkoholu, spożywania\nalkoholu w czasie pracy lub w miejscu pracy, jak również wnoszenia alkoholu\nna teren zakładów;\n\n-stwierdzenia niezgodnego z zaleceniami lekarza sposobu wykorzystania\nzwolnienia lekarskiego o ile w stosunku do nich nie zastosowano już za to\nprzewinienie kary porządkowej.\n\nPostanowienia powyższe dotyczą okresu, za który przyznawana jest 13\npensja,\n\ne)podstawę do obliczania 13 pensji stanowi wysokość płacy zasadniczej z\n1 marca roku obrachunkowego,\n\nf)w przypadku pracowników, którzy nie przepracowali pełnego miesiąca ze\nwzględu na rozpoczęcie lub zakończenie pracy w środku miesiąca, pensja\nzasadnicza stanowiąca podstawę wyliczenia 13 pensji będzie ustalona\nproporcjonalnie do liczby przepracowanych dni kalendarzowych,\n\ng)kwotę 13 pensji oblicza się proporcjonalnie do przepracowanego czasu\npracy, z uwzględnieniem okresu obrachunkowego 365 dni i ilości dni\nkalendarzowych nieprzepracowanych z powodu absencji chorobowej, nieobecności w\npracy z powodu pobierania zasiłku macierzyńskiego i opiekuńczego, lub\nkorzystania z urlopu bezpłatnego,\n\nh) dla pracowników wymienionych w pkt c) kwotę 13 pensji ustala się na\npodstawie wynagrodzenia zasadniczego z ostatniego miesiąca pracy z zachowaniem\npostanowień pkt g),\n\ni) grono osób uprawnionych do 13 pensji po zmarłym pracowniku określane\njest zgodnie z kodeksem pracy,\n\nj) 13 pensję dla pracowników przeniesionych służbowo w okresie, za\nktóry wypłacana jest 13 pensja do Biura w Warszawie i wynagradzanych wg zasad\nobowiązujących w Biurze w Warszawie wypłaca się 13 pensję proporcjonalnie\ndo czasu zatrudnienia w innych jednostkach organizacyjnych Spółki.",{"bindId":65,"name":66,"text":67},"trainingprogrammestxt","4.2Kursy i szkolenia Spółka organizuje i","4.2Kursy i szkolenia\n\nSpółka organizuje i ponosi koszty szkolenia, którego celem jest\npodnoszenie kwalifikacji pracowników, uzyskiwanie przez pracownika\nodpowiednich uprawnień oraz przekwalifikowanie sią pracowników zgodnie z\npotrzebami zakładu.",{"bindId":69,"name":70,"text":70},"MEDICAL_trigger","VIII.BEZPIECZEŃSTWO I HIGIENA PRACY",{"bindId":72,"name":73,"text":74},"childcare","7.2Dodatkowe urlopy pielęgnacyjne Pracow","7.2Dodatkowe urlopy pielęgnacyjne\n\nPracownicom wychowującym dzieci w wieku do 14 lat przysługuje w ciągu\nroku zwolnienie z pracy na 2 dni z zachowaniem prawa do wynagrodzenia oraz\ndodatkowe 2 dni rocznie na każde dziecko specjalnej troski w wieku do lat 18,\njeżeli przysługuje im na nie zasiłek pielęgnacyjny.",{"bindId":76,"name":77,"text":78},"CBA_MNCOMPA_1","Zbiorowy układ pracy zawarty przez: Zarz","Zbiorowy układ pracy zawarty przez:\n\nZarząd Philip Morris Polska S.A.2, z siedzibą w Krakowie, al. Jana Pawła\nII 196",{"bindId":80,"name":81,"text":82},"pensionfund","10.2Fundusz emerytalno-rentowy, postanow","10.2Fundusz emerytalno-rentowy, postanowienia ogólne\n\nSpółka zorganizuje system emerytalno-rentowy na podstawie obowiązujących\nprzepisów.\n\nW tym celu zobowiązuje się do wpłacenia specjalnej składki w momencie\nutworzenia funduszu.",{"bindId":84,"name":85,"text":86},"incidentalbonusdate","Okresem obrachunkowym w rozumieniu ninie","Okresem obrachunkowym w rozumieniu niniejszego tytułu jest kolejnych\ndwanaście\n\nmiesięcy, licząc od 1 lipca danego roku kalendarzowego do 30 czerwca\n\nnastępującego po nim roku kalendarzowego.",{"bindId":88,"name":89,"text":90},"longserviceallowancetype","Wysokość kwoty nagrody wynosi:18 10 lat ","Wysokość kwoty nagrody wynosi:18\n\n10 lat - 1100 zł 15 lat - 1650 zł 20 lat - 2200 zł\n\n25 lat - jedna miesięczna płaca zasadnicza, nie mniej niż 2750 zł 30 lat\n- 3300 zł 35 lat - 3850 zł 40 lat - 4400 zł 45 lat - 4950 zł\n\nKwoty te będą waloryzowane w terminach uzgodnionych przez strony\nUkładu.\n\nDwa razy w roku Jubilaci będą zapraszani na specjalne obchody jubileuszowe\nz tytułu przepracowania 10, 15, 20, 30, 35 i 45 lat.\n\nObchody jubileuszowe z tytułu 25 i 40 lat pracy odbywać się będą w\nmiesiącach rocznic.",{"bindId":92,"name":93,"text":94},"cbadate_start","11.3Data wejścia w życie układu Niniejsz","11.3Data wejścia w życie układu\n\nNiniejszy układ wchodzi w życie z dniem 1 sierpnia 1998 r., nie wcześniej\njednak niż z dniem zarejestrowania przez właściwego okręgowego inspektora\npracy.",{"bindId":96,"name":93,"text":94},"cbaratified",{"bindId":98,"name":99,"text":99},"TRAINING_trigger","IV.KWALIFIKACJE ZAWODOWE PRACOWNIKÓW",{"bindId":101,"name":102,"text":103},"OVERTIME_trigger","3.10Wynagrodzenie za pracę w godzinach n","3.10Wynagrodzenie za pracę w godzinach nadliczbowych\n\nPracownikom pracującym w godzinach nadliczbowych przysługuje dodatkowe\nwynagrodzenie zgodnie z przepisami Kodeksu Pracy.",{"bindId":105,"name":106,"text":106},"SENIOR_trigger","3.11Nagrody jubileuszowe",{"bindId":108,"name":109,"text":110},"healthcareaccess","8.3Organizacja opieki medycznej Spółka b","8.3Organizacja opieki medycznej\n\nSpółka będzie organizować i finansować opiekę medyczną dla\npracowników w granicach i na zasadach przewidzianych w przepisach prawnych\nzwiązanych z zatrudnianiem pracowników. Spółka będzie dążyć do\npodniesienia aktualnego poziomu służby zdrowia poprzez rozszerzenie zakresu\nświadczonych usług medycznych i unowocześnienie gabinetów lekarskich.",{"bindId":112,"name":113,"text":114},"FLEXWORK_trigger","5.6Systemy pracy W Spółce mogą być stoso","5.6Systemy pracy\n\nW Spółce mogą być stosowane różne systemy czasu pracy przewidziane w\nKodeksie Pracy.\n\nSzczegółowe rozkłady czasu obowiązujące w Spółce określa Regulamin\nPracy. Zarząd Spółki ma prawo zmiany w jednostkach organizacyjnych,\nstosowanych systemów czasu pracy po uprzednim poinformowaniu zakładowych\norganizacji związkowych w trybie przewidzianym w Kodeksie Pracy. Zakładowe\norganizacje związkowe oraz pracownicy poinformowani zostaną o zmianie z\nprzynajmniej dwutygodniowym terminem wyprzedzenia.22",{"bindId":116,"name":117,"text":118},"cbamemtrad","1. Komisja Międzyzakładowa3 NSZZ Solidar","1. Komisja Międzyzakładowa3 NSZZ Solidarność przy Philip Morris Polska\nS.A.4, z siedzibą w Krakowie, al. Jana Pawła II 196,\n\n2. Zarząd Samorządnego Niezależnego Międzyzakładowego Związku\nZawodowego Pracowników Philip Morris Polska S.A. oraz Pracowników\nPrzedsiębiorstw Świadczących Usługi na rzecz Philip Morris Polska S.A.5, z\nsiedzibą w Krakowie, al. Jana Pawła II 196,\n\n3. Zarząd Związku Zawodowego Pracowników Philip Morris Polska S.A w\nLeżajsku6, z siedzibą w Leżajsku, ul. Żeromskiego 3.",{"bindId":120,"name":121,"text":122},"protectiveclothing","8.2Odzież ochronna i środki ochrony osob","8.2Odzież ochronna i środki ochrony osobistej\n\nZasady przydzielania pracownikom odzieży roboczej oraz środków ochrony\nindywidualnej określają wewnętrzne przepisy Spółki, wydane przez Spółkę\nw porozumieniu ze związkami zawodowymi.",{"bindId":124,"name":125,"text":126},"healthandsafetypolicy","8.1Postanowienia ogólne Spółka jest zobo","8.1Postanowienia ogólne\n\nSpółka jest zobowiązana zapewnić pracownikom bezpieczne i higieniczne\nwarunki pracy.\n\n8.2Odzież ochronna i środki ochrony osobistej\n\nZasady przydzielania pracownikom odzieży roboczej oraz środków ochrony\nindywidualnej określają wewnętrzne przepisy Spółki, wydane przez Spółkę\nw porozumieniu ze związkami zawodowymi.",{"bindId":128,"name":129,"text":130},"WORKFAM_trigger","VII.OCHRONA PRACY KOBIET 7.1Postanowieni","VII.OCHRONA PRACY KOBIET\n\n7.1Postanowienia ogólne\n\nZastosowanie znajdują przepisy prawa pracy. Rodzaje prac, przy których nie\nwolno zatrudniać kobiet określone są w regulaminie pracy oraz przepisach\nbhp.\n\n\n\n7.2Dodatkowe urlopy pielęgnacyjne\n\nPracownicom wychowującym dzieci w wieku do 14 lat przysługuje w ciągu\nroku zwolnienie z pracy na 2 dni z zachowaniem prawa do wynagrodzenia oraz\ndodatkowe 2 dni rocznie na każde dziecko specjalnej troski w wieku do lat 18,\njeżeli przysługuje im na nie zasiłek pielęgnacyjny.\n\n7.3Urlopy wypoczynkowe, dzieci w wieku szkolnym\n\nKobieta posiadająca dzieci w wieku szkolnym korzysta z pierwszeństwa w\nuzyskaniu urlopu wypoczynkowego w okresie wakacyjnym.\n\nUprawnienie, o którym mowa powyżej przysługuje również pracownikom\nsamotnie wychowującym dzieci w wieku szkolnym lub dzieci specjalnej troski, o\nktórych mowa w pkt.7.2.",{"bindId":132,"name":73,"text":74},"childcaretxt",{"bindId":134,"name":50,"text":51},"dayspweek_select",{"bindId":136,"name":137,"text":138},"TRADEUNLEAV_trigger","1.11Indywidualne spotkania związków zawo","1.11Indywidualne spotkania związków zawodowych\n\nZarządy zakładowych organizacji związkowych, na początku każdego roku\nkalendarzowego, przedstawiają terminarz swoich posiedzeń zwyczajnych oraz\nimienny wykaz członków zarządu. Dni, w których odbywają się zwyczajne\nposiedzenia, są dniami wolnymi od pracy. Jeżeli dla członka zarządu\nzakładowej organizacji związkowej, w dniu zwyczajnego posiedzenia praca\nprzypada w porze nocnej, to dzień (noc) po posiedzeniu jest dniem wolnym od\npracy, z zachowaniem prawa do wynagrodzenia.\n\nZwiązki zawodowe w okresie kwartalnym przekazywać będą zarządowi\nSpółki aktualne imienne listy pracujących członków swych organizacji.",{"bindId":140,"name":46,"text":47},"SICDIS_trigger",{"bindId":142,"name":143,"text":144},"SUNDAY_trigger","5.7 Za pracę wykonaną w niedzielę lubi ś","5.7\n\nZa pracę wykonaną w niedzielę lubi święto, oprócz normalnego\nwynagrodzenia, pracownik otrzymuje dodatek w wysokości 85 złotych, z\nwyłączeniem przypadków,\n\n\n\ngdy za pracę w te dni pracownikowi przysługuje dodatek za pracę w\ngodzinach nadliczbowych.\n\nDodatek w pełnej wysokości przysługuje pracownikom świadczącym pracę w\nniedzielę lub święto przez minimum 8 godzin. W przypadku świadczenia pracy\nw niedziele i święta w wymiarze niższym niż 8 godzin, dodatek zostaje\nwypłacony proporcjonalnie.23",{"bindId":146,"name":147,"text":148},"NOCTPREM_trigger","3.9Dodatek za pracę nocną Pracownicy zat","3.9Dodatek za pracę nocną\n\nPracownicy zatrudnieni na nocną zmianę są uprawnieni do otrzymania\ndodatkowego wynagrodzenia w wysokości 3,515 zł za każdą przepracowaną\ngodzinę. Wynagrodzenie to nie może być niższe niż określone w art.137 §\n2 kodeksu pracy16.",{"bindId":150,"name":151,"text":152},"coverunion_trigger","1.2Zakres Niniejszy zbiorowy układ pracy","1.2Zakres\n\nNiniejszy zbiorowy układ pracy zawiera się dla pracowników Philip Morris\nPolska S.A.9\n\nNiniejszy układ obejmuje również emerytów i rencistów w zakresie\nuprawnień,\n\n0których mówią poszczególne postanowienia niniejszego układu.\n\nNiniejszy układ nie obejmuje osób zarządzających w rozumieniu\nodpowiednich przepisów Kodeksu Pracy będących pracownikami, pracowników\nzatrudnionych na miejscu w Biurze Spółki w Warszawie oraz pracowników\ndziału sprzedaży\n\nidystrybucji.10",{"bindId":154,"name":151,"text":152},"coveroccup3",{"bindId":156,"name":93,"text":94},"cbaratification",{"bindId":158,"name":159,"text":160},"hivpolicy","8.4Postępowanie przy badaniach lekarskic","8.4Postępowanie przy badaniach lekarskich\n\nSzczegółowe zasady postępowania przy wykonywaniu profilaktycznych badań\nlekarskich, jak również jednostki służby zdrowia uprawnione do prowadzenia\ntakich badań określa procedura.",{"bindId":162,"name":50,"text":51},"hourspweek_select",{"bindId":164,"name":165,"text":165},"WORKHOURS_trigger","V.CZAS PRACY",{"bindId":167,"name":168,"text":169},"WAGES_trigger","III.WYNAGRODZENIE ZA PRACĘ I INNE ŚWIADC","III.WYNAGRODZENIE ZA PRACĘ I INNE ŚWIADCZENIA\n\nZ TYTUŁU PRACY",{"bindId":171,"name":58,"text":59},"JOBTITLE_trigger",{"bindId":173,"name":174,"text":175},"contractseverancepay","9.1Jednorazowe odprawy - przejście na re","9.1Jednorazowe odprawy - przejście na rentę lub emeryturę",{"bindId":177,"name":178,"text":178},"PAIDLEAV_trigger","VI.URLOPY WYPOCZYNKOWE",{"bindId":180,"name":77,"text":78},"CBA_MNE_1","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Philip Morris_2005 - 1998\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Data rozpoczęcia: → 1998-08-01\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Data końcowa: → Nieokreślony\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Zatwierdzona przez: → Other\u003C\u002Fdiv>\n                \n                \n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nazwa sektora przemysłu: → Handel hurtowy, Przetwórstwo przemysłowe\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nazwa sektora przemysłu: → Produkcja wyrobów tytoniowych  , Sprzedaż hurtowa żywności, napojów i wyrobów tytoniowych  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sektor publiczny \u002F prywatny: → W sektorze prywatnym\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Zawarta przez:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nazwa firmy: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nazwy związków zawodowych: → \n\n                \n                    \n                    \u003Cspan>\n                        NSZZ - Niezalezny Samorzadny Zwiazek Zawodowy \"Solidarnosc\"\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">UBEZPIECZENIE SPOŁECZNE I EMERYTURY\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Pracodawca dopłaca do funduszu emerytalnego dla pracowników: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Pracodawca dopłaca do funduszu rentowego dla pracowników: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Pracodawca dopłaca do pracowniczego funduszu dla bezrobotnych: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">SZKOLENIA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programy szkoleniowe: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Praktyki zawodowe: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Pracodawca dopłaca do funduszu szkoleniowego dla pracowników: → 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: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Uzgodnione ubezpieczenie zdrowotne dla rodziny: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Uzgodniony program zdrowotny i program bezpieczeństwa pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Uzgodnione szkolenie dotyczące bezpieczeństwa i higieny pracy: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Zapewniona odzież ochronna: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regularne lub coroczne badania medyczne lub wizyty u lekarza zapewnione przez pracodawcę: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitorowanie mięśniowo-szkieletowych zmian podczas pracy na stanowiskach pracy, ryzyka i \u002F lub wpływem pracy na stan zdrowia: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Pomoc w czynnościach pogrzebowych: → Nie\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">USTALENIA DOTYCZĄCE PRACY I RODZINY\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Ryzyko utraty pracy po urlopie macierzyńskim: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Zakaz dyskryminacji związanej z macierzyństwem: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Zakaz zobowiązywania pracownic w ciąży lub karmiących piersią do wykonywania niebezpiecznych lub zagrażających zdrowiu prac: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Ocena ryzyka związanego ze stanowiskiem pracy dla bezpieczeństwa i zdrowia kobiet w ciąży lub karmiących piersią: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Możliwość wykonywania czynności zastępczych w miejsce prac niebezpiecznych lub zagrażających zdrowiu dla pracownic w ciąży lub karmiących piersią: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Czas wolny na prenatalne badania lekarskie: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Zakaz przesiewowych badań prenatalnych przed uregulowaniem stosunku zatrudnienia: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Zakaz przesiewowych badań prenatalnych przed awansem: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Udogodnienia dla matek karmiących piersią: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Zapewnianie przez pracodawcę placówek opieki nad dziećmi: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Placówki opieki nad dziećmi dotowane przez pracodawcę: → Nie\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Czesne \u002F dotacja na edukację dzieci: → Nie\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Płatny urlop roczny w przypadku opieki nad członkami rodziny: → 2 dni\n            \u003C\u002Fdiv>\n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">UMOWY O PRACĘ\u003C\u002Fh3>\n\n            \n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Odprawa po 5 latach pracy (liczba wynagrodzeń dziennych): → No provision dni\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Odprawy po pierwszym roku pracy (liczba wynagrodzeń dziennych): → No provision dni\n            \u003C\u002Fdiv>\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            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Coroczny płatny urlop: → -10.0 dni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Coroczny płatny urlop: → -10.0 tygodnie\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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: → 1.0 dni\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Przepisy dotyczące elastycznych form pracy: → Tak\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WYNAGRODZENIA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wynagrodzenia ustala się za pomocą skali płac: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Dostosowywanie do rosnących kosztów utrzymania: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Jednorazowe dodatkowe wynagrodzenie\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Jednorazowe dodatkowe wynagrodzenie za wyniki firmy: → Nie\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Jednorazowe dodatkowe wynagrodzenie ma miejsce: → 2020-07\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premia za pracę wieczorną lub w nocy\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premia za pracę wieczorną lub w nocy: → PLN  miesięcznie\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premia za pracę w nocy: → Tak\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premia za nadgodziny\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premia za pracę w niedzielę\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-sundayallowanceamount1\">\n                    Premia za pracę w niedzielę: → PLN 85.0 za pracę w niedzielę\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Dodatek za staż pracy\u003C\u002Fh4>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowanceamount1\">\n                    Dodatek za staż pracy: → PLN  miesięcznie\n                \u003C\u002Fdiv>\n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Dodatek za staż pracy po: → 10 lata pracy\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Bony żywnościowe\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Zapewnienie dodatków na wyżywienie: → Nie\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Bezpłatna pomoc prawna: → Nie\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[186],{"title":37,"slug":33},[188],{"type":189,"data":190},"call_to_action_body_block",{"title":191,"description":192,"variant":193,"link":194},"Porównaj umowy zbiorowe","Porównaj teksty umów zbiorowych z Polski między wszystkimi sektorami, tematami i 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