[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002Fponadzakl-uzp-dla-przem":3,"menu:\u002Fpl-pl:":120,"sites:htmlblocks":287,"subsites":1726,"cite-subsites":5289,"footer:root":5766,"suggested:root":5864,"cite-footer:root":5868},{"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":100,"content_type_view":101,"extra_breadcrumbs":102,"body":104,"body_blocks":115,"related_pages":119},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":98,"translations":99},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"ponadzakl-uzp-dla-przem","22cde76c-1359-11ee-89f1-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fpoland\u002Fponadzakl-uzp-dla-przem\u002Fponadzakl-uzp-dla-przem\u002F","Ponadzakl._UZP_dla_przem","Ponadzakl._UZP_dla_przem - 2014","Poland - Ponadzakl._UZP_dla_przem - 2014","Ponadzakl._UZP_dla_przem - 2014 - Przetwórstwo przemysłowe",{"name":41,"data":42},"Ponadzakl._UZP_dla_przem.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Ponadzakl._UZP_dla_przem\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>P O N A D Z A K Ł A D O W Y\u003C\u002Fh1>\n\n\u003Ch1>UKŁAD ZBIOROWY PRACY\u003C\u002Fh1>\n\n\u003Ch1>DLA\u003C\u002Fh1>\n\n\u003Ch1>PRACOWNIKÓW PRZEDSIĘBIORSTW \u003C\u002Fh1>\n\n\u003Ch1>PRZEMYSŁU OBRONNEGO I LOTNICZEGO\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>Tekst jednolity — wg stanu na dzień 20.08.2014 r. \u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>PONADZAKŁADOWY UKŁAD ZBIOROWY PRACY dla Pracowników\u003C\u002Fh2>\n\n\u003Cp>Przedsiębiorstw Przemyślu Obronnego i Lotniczego \u003C\u002Fp>\n\n\u003Cp>zawarty w dniu 20 września 1996 roku pomiędzy:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Związkiem Pracodawców Przedsiębiorstw Przemysłu Obronnego i\nLotniczego\u003C\u002Fp>\n\n\u003Cp> z siedzibą ul. Poligonowa 30, 04-051 WARSZAWA\u003C\u002Fp>\n\n\u003Cp>a\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Statutowo właściwymi organami Związków Zawodowych reprezentowanych\nprzez:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Komisję Krajową NSZZ „Solidarność\"\u003C\u002Fp>\n\n\u003Cp> z siedzibą ul. Wały Piastowskie 24, 80 - 855 Gdańsk,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zarząd Związku Zawodowego Przemysłu Elektromaszynowego\u003C\u002Fp>\n\n\u003Cp> z siedzibą ul. Długa 29, 00 - 238 WARSZAWA,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Radę Federacji Zakładowych Organizacji Związkowych Pracowników\nPrzemysłu Metalowego i Elektromaszynowego „METALOWCY\" z \u003C\u002Fp>\n\n\u003Cp>siedzibą ul. Długa 29, 00-238 WARSZAWA,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Radę Federacji Związków Zawodowych Przemysłu Chemicznego, Szklarskiego i\nCeramicznego z \u003C\u002Fp>\n\n\u003Cp>siedzibą ul. Dąbrowskiego 23, 40-032 KATOWICE,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zarząd Krajowy Związku Zawodowego Inżynierów i Techników z siedzibą\n\u003C\u002Fp>\n\n\u003Cp>ul. Świętokrzyska 14a, 00-950 WARSZAWA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ I\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Postanowienia wstępne\u003C\u002Fh3>\n\n\u003Ch4>Art. l \u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ponadzakładowy Układ Zbiorowy Pracy dla Pracowników Przedsiębiorstw\nPrzemysłu Obronnego i Lotniczego zwany dalej Układem zawiera się dla\nwszystkich pracowników zatrudnionych w przedsiębiorstwach przemysłu\nobronnego i lotniczego, wymienionych w załączniku Nr 1 do niniejszego Układu\noraz dla uczniów zakładowych szkół zawodowych, z którymi pracodawcy\nobjęci Układem zawarli umowy o pracę, jak też dla pracowników, którzy\nodeszli na emeryturę lub rentę, a ostatnie ich miejsce pracy było u\npracodawcy objętego Układem\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Dla pracowników objętych Układem, których prawa i obowiązki regulują w\nsposób szczególny odrębne przepisy, postanowienia niniejszego Układu\nstosuje się wyłącznie w zakresie nieuregulowanym tymi przepisami.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Układ określa:\u003C\u002Fp>\n\n\u003Cp>1.Warunki zatrudnienia.\u003C\u002Fp>\n\n\u003Cp>2.Czas pracy.\u003C\u002Fp>\n\n\u003Cp>3.Zasady wynagradzania oraz przyznawania innych świadczeń związanych z\npracą i warunkami w jakich praca ta jest wykonywana.\u003C\u002Fp>\n\n\u003Cp>4.Wzajemne zobowiązania stron Układu dotyczące zasad i form\nwspółdziałania przy jego stosowaniu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 2\u003C\u002Fh4>\n\n\u003Cp>Ilekroć w Układzie jest mowa o:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>przedsiębiorstwie -\u003C\u002Fstrong> rozumie się przedsiębiorstwa\nwymienione w załączniku Nr 1 do Układu,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>pracowniku -\u003C\u002Fstrong> rozumie się przez to wszystkie osoby\nświadczące pracę na podstawie\u003C\u002Fp>\n\n\u003Cp>stosunku pracy lub świadczące pracę na innej podstawie niż stosunek\npracy, w tym członków Zarządów Spółek i Dyrektorów Naczelnych\nprzedsiębiorstw państwowych,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>osobie zarządzającej przedsiębiorstwem -\u003C\u002Fstrong> rozumie się\nprzez to osobę zarządzającą przedsiębiorstwem w imieniu pracodawcy,\nreprezentującą go na zewnątrz i działającą w jego imieniu,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>pracodawcy -\u003C\u002Fstrong> rozumie się jednostkę organizacyjną choćby\nnie posiadała\u003C\u002Fp>\n\n\u003Cp>osobowości prawnej, a także osobę fizyczną, jeżeli zatrudniają one\npracowników,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>zakładowej organizacji związkowej -\u003C\u002Fstrong> rozumie się przez to\nzakładowe i międzyzakładowe organizacje związkowe działające na terenie\nprzedsiębiorstwa objętego Układem,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>minimalnym wynagrodzeniu -\u003C\u002Fstrong> rozumie się przez to\nobowiązujące minimalne wynagrodzenie za pracę ustalone na podstawie\nodrębnych przepisów.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art.3\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Postanowienia niniejszego Układu są obowiązujące dla wszystkich\nprzedsiębiorstw wymienionych w załączniku Nr 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>W razie podziału przedsiębiorstwa objętego Układem, pracodawców\npowstałych w wyniku podziału wiążą postanowienia tego Układu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ II\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Warunki zatrudnienia\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 4\u003C\u002Fh4>\n\n\u003Cp>Podstawową formą umowy o pracę stosowaną dla pracowników objętych\nUkładem jest umowa na czas nie określony. Pracodawca może zawierać z\npracownikiem umowę na czas określony z zastrzeżeniem odrębnych\nprzepisów.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Umowa o pracę powinna być zawarta na piśmie, z wyraźnym określeniem\nrodzaju i warunków umowy, a w szczególności powinna określać:\u003C\u002Fp>\n\n\u003Cp>-rodzaj pracy i miejsce jej wykonywania oraz termin rozpoczęcia pracy,\u003C\u002Fp>\n\n\u003Cp>-wynagrodzenie odpowiadające rodzajowi pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Jeżeli umowa o pracę nie została zawarta na piśmie, pracodawca powinien\nniezwłocznie, nie później jednak niż w ciągu 7 dni od dnia rozpoczęcia\npracy, potwierdzić pracownikowi na piśmie rodzaj umowy i jej warunki.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 5\u003C\u002Fh4>\n\n\u003Cp>Dopuszcza się zawieranie umów o pracę na czas określony dłuższy niż 9\nmiesięcy dla pracowników zarządzających w imieniu pracodawcy zakładem\npracy, głównych księgowych i kierowników wyodrębnionych komórek\norganizacyjnych zakładu pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 6\u003C\u002Fh4>\n\n\u003Cp>W przypadkach szczególnych ( restrukturyzacja, likwidacja stanowisk pracy,\nredukcja zatrudnienia) strony negocjują szczególne warunki zatrudnienia z\newentualnym uwzględnieniem koniecznych przekwalifikowań.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ III\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>Czas pracy\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 7 \u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Za czas pracy uznaje się czas pozostawania pracownika do dyspozycji\npracodawcy w miejscu wyznaczonym zgodnie z Regulaminem Pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Czas pracy nie może przekraczać 8 godzin na dobę i przeciętnie 40 godzin\nw pięciodniowym tygodniu pracy w przyjętym okresie rozliczeniowym\nnieprzekraczającym 4-ch miesięcy. Przepisy art. 129-132 Kodeksu pracy stosuje\nsię odpowiednio.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ze względu na specyfikę produkcji, określoną szczególnymi warunkami\npracy, a w szczególności związanych z produkcją materiałów wybuchowych w\nwarunkach niebezpiecznych ( MW i MWI), łatwopalnych itp. skrócony czas pracy\npracowników zatrudnionych w tych warunkach wynosi 6 godzin na dobę i nie\nmoże przekroczyć 30 godzin tygodniowo w przyjętym okresie rozliczeniowym nie\nprzekraczającym 3 miesięcy, z zastrzeżeniem odpowiednich przepisów Kodeksu\nPracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>\u003Cstrong>§4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracownikom przysługuje wliczana do czasu pracy 15 minutowa przerwa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 8 \u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Praca w porze nocnej (8 godzin pomiędzy godziną 2100 a 700 dnia\nnastępnego) nie może przekraczać 1\u002F3 liczby godzin czasu pracy w przyjętym\nokresie rozliczeniowym nie przekraczającym 3 miesięcy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Praca w godzinach nadliczbowych na stanowiskach uznanych za prace wykonywane\nw warunkach szkodliwych dla zdrowia, szczególnie uciążliwych i\nniebezpiecznych, na których występują przekroczenia dopuszczalnych norm\nstężeń i natężeń czynników szkodliwych jest zabroniona.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>W przypadku zlecania pracy w godzinach nadliczbowych wynikającej ze\nszczególnych potrzeb pracodawcy, pracownik powinien być poinformowany co\nnajmniej 16 godzin wcześniej, a zasady tej pracy wymagają uzgodnienia z\nzakładową organizacją związkową.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Praca w godzinach nadliczbowych nie może być uważana za stałą formę\nzatrudnienia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ IV\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Ogólne zasady wynagradzania\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 9\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Podstawowym kryterium oceny i miarą wartości pracy jest wynagrodzenie za\npracę.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ustalenia o zastosowaniu odpowiedniej formy wynagradzania powinny\nuwzględniać charakter wykonywanej pracy, warunki pracy oraz wpływ danej\nformy wynagradzania na wyniki pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Określa się następujące formy wynagrodzenia:\u003C\u002Fp>\n\n\u003Cp>1.dla pracowników zatrudnionych na stanowiskach nierobotniczych: -\nwynagrodzenie miesięczne,\u003C\u002Fp>\n\n\u003Cp>-wynagrodzenie zryczałtowane,\u003C\u002Fp>\n\n\u003Cp>-wynagrodzenie prowizyjne,\u003C\u002Fp>\n\n\u003Cp>-wynagrodzenie zadaniowe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.dla pracowników zatrudnionych na stanowiskach robotniczych:\u003C\u002Fp>\n\n\u003Cp>-wynagrodzenie miesięczne,\u003C\u002Fp>\n\n\u003Cp>-wynagrodzenie akordowe,\u003C\u002Fp>\n\n\u003Cp>-wynagrodzenie czasowo-premiowe,\u003C\u002Fp>\n\n\u003Cp>-wynagrodzenie ryczałtowe,\u003C\u002Fp>\n\n\u003Cp>-wynagrodzenie prowizyjne.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 10\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Minimalne wynagrodzenie pracownika objętego Układem nie może być niższe\nniż 110% minimalnego wynagrodzenia określonego w Art. 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Minimalne wynagrodzenie, o którym mowa w § 1 , oblicza się według\nanalogicznych zasad jak minimalne wynagrodzenie za pracę określone na\npodstawie odrębnych przepisów.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 11\u003C\u002Fh4>\n\n\u003Cp>Płacę zasadniczą stanowi wynagrodzenie wynikające z kategorii osobistego\nzaszeregowania, określone stawką godzinową lub miesięczną.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 12\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Za czas niezawinionego przez pracownika przestoju przysługuje wynagrodzenie\nnie mniejsze niż 70% wynagrodzenia obliczonego jak za urlop wypoczynkowy.\nWynagrodzenie to nie może być jednak niższe od wynagrodzenia wynikającego z\nkategorii osobistego zaszeregowania pracownika określonego stawką godzinową\nlub miesięczną, a jeżeli taki składnik wynagrodzenia nie został\nwyodrębniony przy określeniu warunków wynagrodzenia - 60% wynagrodzenia.\u003C\u002Fp>\n\n\u003Cp>W każdym przypadku wynagrodzenie to nie może być również niższe od\nminimalnego wynagrodzenia dla pracowników objętych Układem, określonego w\nArt. 10.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca zobowiązany jest na czas przestoju powierzyć pracownikowi inną\nodpowiednią pracę, za której wykonanie przysługuje wynagrodzenie\nprzewidziane za tę pracę, nie niższe jednak od wynagrodzenia ustalonego\nzgodnie z Art. 12 §1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Jeżeli przestój nastąpił z winy pracownika, w przypadku podjęcia innej\nodpowiedniej pracy, przysługuje wynagrodzenie przewidziane za wykonaną\npracę.\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Jeżeli przestój nastąpił z winy pracownika i pracownik nie podjął\ninnej odpowiedniej pracy, wynagrodzenie nie przysługuje.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 13\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>W przypadku trwałej zmiany charakteru wykonywanej pracy i związanej z tym\nkonieczności przeszkolenia w nowym zawodzie, pracownik otrzymuje w tym czasie\nwynagrodzenie obliczone jak za urlop wypoczynkowy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Okres przeszkolenia nie może być dłuższy niż 3 miesiące, a w przypadku\nzmiany kwalifikacji zawodowych, nie dłuższy niż 6 miesięcy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ V\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Dodatki do wynagrodzenia i świadczenia związane z pracą.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 14\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracownikom objętym Układem przysługują dodatki do wynagrodzenia :\u003C\u002Fp>\n\n\u003Cp>1.za pracę w godzinach nadliczbowych na zasadach określonych w Art. 15,\u003C\u002Fp>\n\n\u003Cp>2.za pracę w porze nocnej na zasadach określonych w Art. 16,\u003C\u002Fp>\n\n\u003Cp>3.za prace wykonywane w warunkach szkodliwych dla zdrowia, szczególnie\nuciążliwych i niebezpiecznych na zasadach określonych w Art. 17,\u003C\u002Fp>\n\n\u003Cp>4.za pracę przy produkcji materiałów wybuchowych oraz przebywającym w\nstrefie zagrożonej wybuchem przylegającej, bezpośredniej i bliskiej na\nzasadach określonych w Art. 18,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 15\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Za pracę w godzinach nadliczbowych - oprócz normalnego wynagrodzenia\nprzysługuje dodatek w wysokości:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>50% wynagrodzenia - za pracę w czterech pierwszych godzinach nadliczbowych\nna dobę,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>100 % wynagrodzenia - za pracę w dalszych godzinach nadliczbowych oraz w\ngodzinach nadliczbowych przypadających w nocy, niedziele i święta, a także\nw godzinach nadliczbowych przypadających w dniu wolnym od pracy, udzielonym w\nzamian za pracę w niedzielę lub w święto będące dla pracownika dniami\npracy zgodnie z obowiązującym go rozkładem czasu pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Dodatek, o którym mowa w § 1 przysługuje także za każdą godzinę pracy\nprzekraczającą przeciętną tygodniową normę czasu pracy, o której mowa w\nArt. 7 w § 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Wynagrodzenie stanowiące podstawę obliczania dodatków, o których mowa w\n§ 1 i § 2 obejmuje wynagrodzenie pracownika wynikające z jego osobistego\nzaszeregowania, określonego stawką godzinową lub miesięczną.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch4>Art 16\u003C\u002Fh4>\n\n\u003Cp>Pracownikowi wykonującemu pracę w porze nocnej ( 8 godzin pomiędzy\ngodziną 21 00 a 7 00 dnia następnego ) przysługuje dodatkowe wynagrodzenie\nza każdą godzinę pracy w porze nocnej w wysokości 20% stawki godzinowej\nwynikającej z minimalnego wynagrodzenia określonego w Art. 2.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 17\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>Za każdą godzinę pracy wykonywanej w warunkach uciążliwych, szkodliwych\ndla zdrowia i niebezpiecznych oprócz normalnego wynagrodzenia przysługuje\ndodatek w wysokości: w I stopniu - 4 % stawki godzinowej wynikającej z\nminimalnego wynagrodzenia określonego w Art. 2,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hardshipallowancetype\">\u003Cp>w II stopniu - 6 % stawki godzinowej wynikającej z minimalnego\nwynagrodzenia określonego w Art. 2,\u003C\u002Fp>\n\n\u003Cp>w III stopniu - 8 % stawki godzinowej wynikającej z minimalnego\nwynagrodzenia określonego w Art. 2,\u003C\u002Fp>\n\n\u003Cp>w IV stopniu - 10 % stawki godzinowej wynikającej z minimalnego\nwynagrodzenia określonego w Art. 2.\u003C\u002Fp>\n\n\u003Cp>Wykaz prac zaliczanych do poszczególnych stopni uciążliwości,\nszkodliwości dla zdrowia lub niebezpiecznych określa załącznik Nr 2.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Podstawą przyznania dodatku za prace wykonywane w warunkach szkodliwych dla\nzdrowia oraz szczególnie uciążliwych i niebezpiecznych stanowią karty\nzagrożenia zawodowego stanowisk pracy, opracowane na podstawie wyników badań\ni pomiarów czynników szkodliwych mających wpływ na środowisko pracy oraz\noceny warunków pracy przeprowadzonych przez instytucje do tego upoważnione,\npotwierdzające występowanie warunków szkodliwych dla zdrowia lub\nuciążliwych.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Dodatek, o którym mowa w § 1 przysługuje pracownikowi za rzeczywisty czas\npracy i do czasu występowania warunków pracy, które były podstawą do jego\nprzyznania.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca zobowiązany jest do stałego podejmowania działań\nzmierzających do wyeliminowania warunków szkodliwych dla zdrowia,\nszczególnie uciążliwych i niebezpiecznych.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Decyzję o przyznaniu dodatku za prace wykonywane w warunkach szkodliwych\ndla zdrowia, szczególnie uciążliwych i niebezpiecznych, określeniu jego\nwysokości oraz decyzje o jego cofnięciu w razie poprawy warunków pracy\npodejmuje pracodawca w porozumieniu z zakładowymi organizacjami\nzwiązkowymi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§6\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>W przypadku równoczesnego wykonywania prac w warunkach zaliczonych do\nróżnych stopni szkodliwości, uciążliwości i niebezpieczeństwa pracy\nprzysługuje z tego tytułu tylko jeden dodatek w najwyższej wysokości.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 18\u003C\u002Fh4>\n\n\u003Cp>Pracownikom zatrudnionym przy produkcji materiałów wybuchowych oraz\nprzebywających w strefie zagrożonej wybuchem przylegającej, bezpośredniej i\nbliskiej, niezależnie od dodatków określonych w Art. 17 § 1 przysługuje za\nkażdą godzinę pracy, dodatek tzw. MWiS w wysokości 30% stawki godzinowej\nwynikającej z minimalnego wynagrodzenia określonego w Art. 10.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 19\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracownikom objętym Układem przysługuje nagroda jubileuszowa z tytułu\ndługoletniej pracy, oraz odprawa pieniężna wypłacana pracownikom, których\nstosunek pracy ustał w związku z przej ściem na rentę lub emeryturę.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>W razie śmierci pracownika w czasie trwania stosunku pracy lub w okresie\npobierania po jego rozwiązaniu zasiłku z tytułu niezdolności do pracy\nwskutek choroby, rodzinie zmarłego pracownika przysługuje od pracodawcy\nodprawa pośmiertna.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Zasady przyznawania odprawy pieniężnej w związku z przejściem na rentę\nlub emeryturę, nagrody jubileuszowej oraz odprawy pośmiertnej określa\nZałącznik Nr 3 do Układu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ VI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Ochrona Warunków Pracy.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 20\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracownikom zatrudnionym w warunkach pracy szczególnie uciążliwych lub\nszkodliwych dla zdrowia przysługuje dodatkowy urlop wypoczynkowy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Szczegółowe zasady i wymiar dodatkowego urlopu wypoczynkowego określa\nZałącznik nr 4 do Układu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 21.\u003C\u002Fh4>\n\n\u003Cp>Pracodawca jest zobowiązany do bezpłatnego zapewnienia pracownikom:\u003C\u002Fp>\n\n\u003Cp>1.opieki lekarskiej w zakresie profilaktyki, badań okresowych, kontrolnych\ni specjalistycznych związanych z wykonywaną pracą,\u003C\u002Fp>\n\n\u003Cp>2.środków czystości oraz niezbędnych środków higieny osobistej,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>3.środków ochrony indywidualnej zabezpieczającej przed działaniem\nniebezpiecznych i szkodliwych dla zdrowia czynników, odzieży i obuwia\nroboczego oraz do zorganizowania odpowiednio ich prania, konserwacji, naprawy,\nodpylania i odkażania, względnie w razie braku możliwości zapewnienia\nprania odzieży roboczej, wypłacenia ekwiwalentu pieniężnego za wykonywanie\ntych czynności przez pracownika,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.posiłków profilaktycznych i napojów dla osób uprawnionych,\u003C\u002Fp>\n\n\u003Cp>5.odpowiednich pomieszczeń higieniczno-sanitarnych.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 22\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>W razie stwierdzenia u pracownika objawów wskazujących na powstawanie\nchoroby zawodowej, pracodawca jest obowiązany, na podstawie orzeczenia\nlekarskiego w terminie i na czas określony w tym orzeczeniu, przenieść\npracownika do innej pracy nie narażającej go na działanie czynnika, który\nwywołał te objawy. Pracodawca jest obowiązany - na podstawie orzeczenia\nlekarskiego - przenieść do innej odpowiedniej pracy pracownika, który stał\nsię niezdolny do wykonywania dotychczasowej pracy w skutek wypadku przy pracy\nlub choroby zawodowej i nie został zaliczony do żadnej z grup inwalidów.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Jeżeli przeniesienie do innej pracy powoduje obniżenie wynagrodzenia,\npracownikowi przysługuje dodatek wyrównawczy przez okres nie przekraczający\n6 miesięcy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca jest zobowiązany wydzielić lub zorganizować stanowiska pracy\nwraz z podstawowym zapleczem socjalnym, umożliwiające zatrudnienie\npracowników zatrudnionych u pracodawcy, którzy w wyniku wypadku przy pracy\nlub choroby zawodowej utracili zdolność do pracy na dotychczasowym stanowisku\ni zostali uznani za osoby niepełnosprawne.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 23\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca udostępnia zakładowym organizacjom związkowym wykaz stanowisk\npracy, na których występują zagrożenia dla zdrowia lub wypadki przy pracy\nwraz z dokładnym określeniem przyczyn i programem przeciwdziałali.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca ma obowiązek ustalić w rocznych planach zadania w zakresie\npoprawy warunków bezpieczeństwa i higieny pracy oraz zapewnić środki\nfinansowe na ich realizację.\u003C\u002Fp>\n\n\u003Cp>Po zakończeniu roku kalendarzowego informację o realizacji planu poprawy\nwarunków bezpieczeństwa i higieny pracy należy niezwłocznie przedstawić\nzakładowym organizacjom związkowym.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca zobowiązany jest do oznakowania w widocznych miejscach,\nstanowisk pracy lub miejsc o zagrożeniu dla zdrowia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca powinien przyjąć do pracy członka rodziny lub opiekuna\nprzejmującego na siebie obowiązek utrzymania rodziny pracownika, który\nuległ śmiertelnemu wypadkowi przy pracy lub wypadkowi powodującemu trwałą\nniezdolność do pracy. Pracodawca jest obowiązany do zatrudnienia osób, o\nktórych mowa wyżej, pod warunkiem złożenia oferty pracy przez te osoby w\nterminie do 3 miesięcy od daty zdarzenia lub stwierdzenia trwałej\nniezdolności do pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>\u003Cstrong>§5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>W przypadku wystąpienia choroby zawodowej lub wypadku przy pracy bez winy\npracownika, pracodawca wypłaci niezależnie od przysługującego odszkodowania\nwynikającego z odrębnych przepisów, dodatkową, jednorazową gratyfikację w\nwysokości 50 % tego odszkodowania.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 24\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca uznaje zakładowe organizacje związkowe jako wyłącznych\nprzedstawicieli do negocjacji zbiorowych w imieniu pracowników.\u003C\u002Fp>\n\n\u003Cp>Zakładowe organizacje związkowe reprezentowane przez ponadzakładowe\norganizacje związkowe będące stroną Układu, uznają pracodawców i ich\norganizacje za stronę upoważnioną do negocjacji w imieniu\nprzedsiębiorstw.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca zapewni nieodpłatnie warunki niezbędne do funkcjonowania\nzakładowych organizacji związkowych , a w szczególności:\u003C\u002Fp>\n\n\u003Cp>-pomieszczenia biurowe wraz z podstawowym wyposażeniem,\u003C\u002Fp>\n\n\u003Cp>-łączność telefoniczną oraz możliwość korzystania z telefaksu i\nurządzeń poligraficznych,\u003C\u002Fp>\n\n\u003Cp>-pobieranie za zgodą pracownika składek członkowskich i przekazywanie ich\nwg zasad i w terminach wskazanych przez poszczególne zakładowe organizacje\nzwiązkowe,\u003C\u002Fp>\n\n\u003Cp>-przejazd zakładowymi środkami transportu w miarę możliwości.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca udzieli na wniosek zarządu zakładowej organizacji związkowej,\nzwolnienia z obowiązku świadczenia pracy z zachowaniem prawa do\nwynagrodzenia, pracownikom pełniącym z wyboru funkcję w zarządzie\nzakładowej organizacji związkowej, zgodnie z powszechnie obowiązującymi\nprzepisami. Pracownicy ci będą otrzymywać wynagrodzenie nie niższe niż\nśrednia zakładowa za ostatni miesiąc poprzedniego kwartału.\u003C\u002Fp>\n\n\u003Cp>Po upływie okresu zwolnienia z obowiązku świadczenia pracy, pracodawca\nzapewni podjęcie pracy na uprzednio zajmowanym stanowisku, a jeżeli nie jest\nto możliwe, na stanowisku równorzędnym lub na innym odpowiadającym jego\nkwalifikacjom za wynagrodzeniem nie niższym od pobieranego przed zwolnieniem z\nobowiązku świadczenia pracy, uwzględniającym zmiany zasad wynagradzania\ndokonane u pracodawcy w czasie zwolnienia - przez okres 2 lat.\u003C\u002Fp>\n\n\u003Cp>Pracodawca gwarantuje, że nie zostaną podjęte żadne środki\ndyskryminujące w stosunku do żadnej osoby za jej działalność związkową\npo tym, jak osoba ta funkcję tę pełnić przestanie.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca gwarantuje pracownikowi będącemu członkiem zakładowej\norganizacji związkowej, odbywającemu szkolenie, zwolnienie od pracy z\nzachowaniem prawa do wynagrodzenia, ustalonym jak za urlop wypoczynkowy. Liczba\ndni zwolnienia od pracy wynosi:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>-10 osobodni zwolnienia w ciągu roku dla zakładowej organizacji\nzwiązkowej o liczebności do 500 członków,\u003C\u002Fp>\n\n\u003Cp>-dodatkowo 1 osobodzień zwolnienia w ciągu roku na każdych 100 członków\nzakładowej organizacji związkowej.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Jako podstawę do obliczenia liczby dni zwolnienia w danym roku, przyjmuje\nsię stan liczebności zakładowej organizacji związkowej na dzień 31 grudnia\nroku poprzedniego. Przy obliczaniu liczby dni zwolnienia na dany rok\nkalendarzowy uwzględnia się tylko czynnych zawodowo członków związku.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca zobowiązany jest do udzielenia na wniosek zakładowych\norganizacji związkowych informacji potrzebnych do prowadzenia działalności\nzwiązkowej, z zachowaniem obowiązujących przepisów o tajemnicy służbowej\ni państwowej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§6\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca zobowiązany jest umożliwić wejście osobom wskazanym przez\nzakładową organizację związkową do siedziby związku.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§7\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca zobowiązany jest do uzgodnienia z zakładowymi organizacjami\nzwiązkowymi, zakładowych rozporządzeń dotyczących wszelkich spraw\npracowniczych wynikającychz\u003C\u002Fp>\n\n\u003Cp>powszechnie obowiązujących przepisów, a w szczególności:\u003C\u002Fp>\n\n\u003Cp>-zasad podziału nagród z części zysku przeznaczonego dla załogi, z\nzachowaniem obowiązujących przepisów w tym zakresie,\u003C\u002Fp>\n\n\u003Cp>-zasad podziału premii i nagród.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ VIII\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Postanowienia końcowe\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 25\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cp>Układ zawiera się na czas nie określony.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracodawca zobowiązany jest udostępnić pracownikom tekst Układu i\nwyjaśnić jego treść.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Zmianę lub uzupełnienia postanowień Układu, w tym także załączników\nwprowadza się w drodze protokółów dodatkowych w trybie przewidzianym\nUstawą dla zawarcia Układu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Wyjaśnień treści postanowień Układu i protokołów dodatkowych będzie\ndokonywać komisja składająca się z przedstawicieli stron, które Układ\nzawarły. Komisja będzie spotykać się co najmniej dwa razy w roku; na\nwniosek jednej ze stron, która określi termin, tematykę i miejsce\nspotkania.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Spory wynikające na tle wyjaśnień postanowień Układu rozstrzyga się w\ntrybie Ustawy o rozwiązaniu sporów zbiorowych.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§6\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Integralną część Układu stanowią załączniki i protokoły\ndodatkowe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§7\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Układ wchodzi w życie z dniem 1 stycznia 1997r.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 8\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Strony Układu uznają, że troską ich jest dążenie do stałej poprawy\nwarunków socjalnych pracowników.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§9\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Układ rozwiązuje się na podstawie zgodnego oświadczenia stron lub z\nupływem okresu wypowiedzenia dokonanego przez jedną ze stron.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§10\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Wypowiedzenie Układu następuje na piśmie z tym, że okres wypowiedzenia\nnie może być krótszy niż sześć miesięcy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§11\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Pracodawca zobowiązany jest do przestrzegania obowiązujących przepisów\nprawa w zakresie organizowania, prowadzenia i finansowania zakładowej\ndziałalności socjalno-bytowej dla pracowników, emerytów i rencistów\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Radom, dnia 20 września 1996 roku.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ponadzakładowy Układ Zbiorowy Pracy dla Pracowników Przedsiębiorstw\nPrzemysłu Obronnego i Lotniczego podpisali:\u003C\u002Fp>\n\n\u003Cp>za Zarząd\u003Cspan style=\"color:#ffffff\">******************************************************\u003C\u002Fspan>Mieczysław\u003C\u002Fp>\n\n\u003Cp>Związku Pracodawców Przedsiębiorstw\u003Cspan style=\"color:#ffffff\">***********************\u003C\u002Fspan>Majewski\u003C\u002Fp>\n\n\u003Cp>Przemysłu Obronnego i Lotniczego Przewodniczący Zarządu\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>za Komisję Krajową NSZZ „Solidarność\"\u003Cspan style=\"color:#ffffff\">******************************\u003C\u002Fspan>\u003Cstrong>~~~~~~~~~\u003Cspan style=\"color:#ffffff\">\u003C\u002Fspan>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Przewodniczący Sekcji Krajowej\u003Cspan style=\"color:#ffffff\">**************************************\u003C\u002Fspan>\nStanislaw\u003C\u002Fp>\n\n\u003Cp>Przemysłu Zbrojeniowego\u003Cspan style=\"color:#ffffff\">********************************************\u003C\u002Fspan>Głowacki\u003C\u002Fp>\n\n\u003Cp>NSZZ „ Solidarność ” \u002F\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>za Zarząd Związku Zawodowego Przemysłu\u003C\u002Fp>\n\n\u003Cp>Elektromaszynowego\u003Cspan style=\"color:#ffffff\">********************************************\u003C\u002Fspan>Jerzy\u003C\u002Fp>\n\n\u003Cp>Przewodniczący Sekcji Krajowej\u003Cspan style=\"color:#ffffff\">*********************************\u003C\u002Fspan>Szpecht\u003C\u002Fp>\n\n\u003Cp>Przemysłu Zbrojeniowego\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>za Radę Federacji Zakładowych Organizacji\u003C\u002Fp>\n\n\u003Cp>Związkowych Pracowników Przemysłu\u003Cspan style=\"color:#ffffff\">********************************************\u003C\u002Fspan>Jerzy\u003C\u002Fp>\n\n\u003Cp>Metalowego i Elektromaszynowego\u003Cspan style=\"color:#ffffff\">***********************************************\u003C\u002Fspan>Derdej\u003C\u002Fp>\n\n\u003Cp>METALOWCY\"\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>za Radę Federacji Związków Zawodowych\u003C\u002Fp>\n\n\u003Cp>Przemysłu Chemicznego-Szklarskiego i Ceramicznego\u003Cspan style=\"color:#ffffff\">****************************\u003C\u002Fspan>Tomasz\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">************************************************************************************\u003C\u002Fspan>Narojczyk\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>za Zarząd Krajowy Związku Zawodowego Wiktor Inżynierów i Techników\u003Cspan style=\"color:#ffffff\">*******************\u003C\u002Fspan> Wiktor Borecki \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 1\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>do Ponadzakładowego Układu Zbiorowego Pracy dla Pracowników\nPrzedsiębiorstw Przemyślu Obronnego i Lotniczego\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Wykaz przedsiębiorstw objętych Ponadzakładowym Układem Zbiorowym Pracy\ndla Przedsiębiorstw Przemysłu Obronnego i Lotniczego.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Zakłady Mechaniczne „TARNÓW\" S.A. - Tarnów\u003C\u002Fp>\n\n\u003Cp>2.BUMAR Amunicja S.A. - Skarżysko Kamienna\u003C\u002Fp>\n\n\u003Cp>3.Zakłady Metalowe „DEZAMET\" S.A. - Nowa Dęba\u003C\u002Fp>\n\n\u003Cp>4.Przemysłowe Centrum Optyki S.A. - Warszawa\u003C\u002Fp>\n\n\u003Cp>5.Państwowe Zakłady Lotnicze „WARSZAWA-OKĘCIE\" S.A. - Warszawa\u003C\u002Fp>\n\n\u003Cp>6.Zakłady Chemiczne „NITRO-CHEM\" S.A. - Bydgoszcz\u003C\u002Fp>\n\n\u003Cp>7.Bydgoskie Zakłady Elektromechaniczne „BELMA\" S.A. - Bydgoszcz\u003C\u002Fp>\n\n\u003Cp>8.Fabryka Łożysk Tocznych „KRAŚNIK\" S.A. w Kraśniku\u003C\u002Fp>\n\n\u003Cp>9.Gdańskie Zakłady Elektroniczne „UNIMOR\" S.A. - Gdańsk\u003C\u002Fp>\n\n\u003Cp>10.RADMOR SA. - Gdynia\u003C\u002Fp>\n\n\u003Cp>11.Przedsiębiorstwo Sprzętu Ochronnego „MASKPOL\" S.A. - Konieczki\u003C\u002Fp>\n\n\u003Cp>12.Wytwórnia Sprzętu Komunikacyjnego „PZL-ŚWIDNIK\" S.A. - Świdnik\u003C\u002Fp>\n\n\u003Cp>13.Zakłady Mechaniczne „BUMAR-ŁABĘDY\" S.A. - Gliwice\u003C\u002Fp>\n\n\u003Cp>14.Huta „STALOWA WOLA\" S.A. - Stalowa Wola\u003C\u002Fp>\n\n\u003Cp>15.„STOMIL - POZNAŃ\" S.A. - Poznań\u003C\u002Fp>\n\n\u003Cp>16.UNIMOR-RADIOCOM Sp. z o.o.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 2\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>do Ponadzakładowego Układu Zbiorowego Pracy dla Pracowników\nPrzedsiębiorstw Przemysłu Obronnego i Lotniczego\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Wykaz prac zaliczanych do poszczególnych stopni szkodliwości dla zdrowia,\nszczególnej uciążliwości i niebezpieczeństwa.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Występujące na stanowiskach pracy szkodliwości dla zdrowia szczególne\nuciążliwości i niebezpieczeństwa uzasadniające dodatkowe wynagrodzenie\ndzieli się na cztery stopnie.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Do pierwszego stopnia uciążliwości lub szkodliwości dla zdrowia zalicza\nsię prace wykonywane:\u003C\u002Fp>\n\n\u003Cp>1.w warunkach narażenia na działanie pyłów nie wywołujących\nzwłóknienia tkanki płucnej,\u003C\u002Fp>\n\n\u003Cp>2.w warunkach narażenia na działanie substancji toksycznych.\nniekumulujących się w organizmie.\u003C\u002Fp>\n\n\u003Cp>3.w pomieszczeniach zamkniętych. w których ze względów technologicznych\nutrzymuje się stała temperatura efektywna powyżej 25 C lub poniżej 10 C.\u003C\u002Fp>\n\n\u003Cp>4.w mokrym środowisku o względnej wilgotności powietrza przekraczającej\n80%. w błocie lub w bezpośrednim kontakcie z wodą.\u003C\u002Fp>\n\n\u003Cp>5.w warunkach narażenia na promieniowanie ultrafioletowe lub podczerwone\nnp. spawanie. hartowanie,\u003C\u002Fp>\n\n\u003Cp>6.w pomieszczeniach. w których konieczne jest stałe stosowanie sztucznego\noświetlenia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Do drugiego stopnia szkodliwości dla zdrowia lub szczególnej\nuciążliwości zalicza się prace wykonywane:\u003C\u002Fp>\n\n\u003Cp>1.w warunkach narażenia na działanie pyłów wywołujących zwłóknienie\ntkanki płucnej.\u003C\u002Fp>\n\n\u003Cp>2.w warunkach narażenia na działanie substancji toksycznych kumulujących\nsię w organizmie.\u003C\u002Fp>\n\n\u003Cp>3.w warunkach narażenia na hałas.\u003C\u002Fp>\n\n\u003Cp>4.w obniżonym lub podwyższonym ciśnieniu wynikającym z procesu\ntechnologicznego,\u003C\u002Fp>\n\n\u003Cp>5.w warunkach narażenia na działanie miejscowej wibracji. np.; używanie\nręcznych narzędzi pneumatycznych.\u003C\u002Fp>\n\n\u003Cp>6.w warunkach nadmiernego obciążenia wysiłkiem fizycznym co najmniej 2000\nkcal dla mężczyzn i 1150 kcal dla kobiet lub wymagające wymuszonej pozycji\nciała.\u003C\u002Fp>\n\n\u003Cp>7.w warunkach narażenia na działanie hormonów i antybiotyków\npowodujących zaburzenia czynności fizjologicznych organizmu oraz innych\nczynników o analogicznym jak te hormony i antybiotyki działaniu. jeżeli\nzostanie to uznane przez Instytut Medycyny Pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Do trzeciego stopnia szkodliwości dla zdrowia lub szczególnej\nuciążliwości zalicza się prace wykonywane:\u003C\u002Fp>\n\n\u003Cp>1.w warunkach narażenia na promieniowanie jonizujące.\u003C\u002Fp>\n\n\u003Cp>2.w warunkach narażenia na działanie pól elektromagnetycznych wysokiej\nczęstotliwości w zakresie od 0.1 do 300.000 MHz w strefie zagrożenia.\u003C\u002Fp>\n\n\u003Cp>Do trzeciego stopnia zalicza się szczególnie niebezpieczne prace:\u003C\u002Fp>\n\n\u003Cp>3.na wysokości powyżej 2 m i w wykopach o głębokości poniżej 2 m\nuznane za niebezpieczne w przepisach o bezpieczeństwie i higienie pracy.\u003C\u002Fp>\n\n\u003Cp>4.związane z wytwarzaniem, stosowaniem, magazynowaniem i transportowaniem\ngazów i materiałów wybuchowych,\u003C\u002Fp>\n\n\u003Cp>5.wewnątrz zbiorników, aparatów, kanałów, studni itp. których\nwykonywanie wymaga specjalnego zezwolenia,\u003C\u002Fp>\n\n\u003Cp>6.przy urządzeniach elektromagnetycznych znajdujących się pod napięciem\npowyżej 220 V, wykonywane zgodnie z przepisami o bezpieczeństwie pracy w\nenergetyce,\u003C\u002Fp>\n\n\u003Cp>7.związane z załadunkiem i rozładunkiem paliw płynnych oraz ich\ntransportem,\u003C\u002Fp>\n\n\u003Cp>8.w kontakcie z materiałem zakaźnym albo chorymi zakaźnie ludźmi i\nzwierzętami,\u003C\u002Fp>\n\n\u003Cp>9.pod ziemią lub pod wodą.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Do czwartego stopnia szkodliwości dla zdrowia zalicza się pracę\nwykonywaną z benzydyną, alfa i beta naftyloaminą, chlorkiem winylu oraz\ninnymi czynnikami o analogicznym jak te substancje działaniu, jeżeli zostanie\nto uznane przez Instytut Medycyny Pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 3\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>do Ponadzakładowego Układu Zbiorowego Pracy dla Pracowników\nPrzedsiębiorstw Przemysłu Obronnego i Lotniczego\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Zasady przyznawania odprawy pieniężnej z tytułu przej ścia pracowników\nna rentę lub emeryturę, nagród jubileuszowych oraz odprawy pośmiertnej,\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 1\u003C\u002Fh4>\n\n\u003Cp>Pracownikom objętym Układem, którym stosunek pracy ustał w związki z\nprzejściem na rentę lub emeryturę przysługuje odprawa pieniężna w\nwysokości:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>- do 20 lat pracy\u003C\u002Ftd>\n      \u003Ctd>100% podstawy\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- po 20 latach pracy\u003C\u002Ftd>\n      \u003Ctd>200% podstawy\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- po 30 latach pracy\u003C\u002Ftd>\n      \u003Ctd>300% podstawy\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>- po 40 latach pracy\u003C\u002Ftd>\n      \u003Ctd>400% podstawy\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Procentową wysokość odprawy ustała się za ogólny staż pracy a\npodstawę wymiaru stanowi:\u003C\u002Fp>\n\n\u003Cp>-za lata pracy poza przedsiębiorstwami objętymi Układem minimalne\nwynagrodzenie określone w Art. 2,\u003C\u002Fp>\n\n\u003Cp>-za lata pracy w przedsiębiorstwach objętych Układem średnie miesięczne\nindywidualne wynagrodzenie pracownika liczone jak za urlop wypoczynkowy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>W każdym przypadku wysokość odprawy, o której mowa w § 2 nie może być\nniższa od wysokości jednomiesięcznego wynagrodzenia pracownika uprawnionego\ndo otrzymania odprawy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Procentowy wymiar odprawy za lata przepracowane w innych zakładach niż\nobjęte Układem oraz lata pracy w Zakładach objętych Układem ustala się\njako udział w ogólnym stażu pracy,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>W przypadku ponownego zatrudnienia rencisty i osiągnięciu przez niego\nwieku emerytalnego, pracownikowi, którego stosunek pracy ustał w związku z\nprzejściem na emeryturę, przysługuje odprawa pieniężna w wysokości\nróżnicy pomiędzy odprawą otrzymaną w związku z przejściem na rentę (\nprzeliczoną w dniu nabycia uprawnień emerytalnych ) a odprawą emerytalną\nobliczoną w dniu przejścia na emeryturę,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 2\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracownikom objętym\u003C\u002Fp>\n\n\u003Cp>-po 20 latach pracy\u003Cspan style=\"color:#ffffff\">****************************\u003C\u002Fspan>75 % podstawy\u003C\u002Fp>\n\n\u003Cp>-po 25 latach pracy\u003Cspan style=\"color:#ffffff\">****************************\u003C\u002Fspan>100 % podstawy\u003C\u002Fp>\n\n\u003Cp>-po 30 latach pracy\u003Cspan style=\"color:#ffffff\">****************************\u003C\u002Fspan>150 % podstawy\u003C\u002Fp>\n\n\u003Cp>-po 35 latach pracy\u003Cspan style=\"color:#ffffff\">****************************\u003C\u002Fspan>200 % podstawy\u003C\u002Fp>\n\n\u003Cp>-po 40 latach pracy\u003Cspan style=\"color:#ffffff\">****************************\u003C\u002Fspan>200 % podstawy\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Procentową wysokość nagrody jubileuszowej ustala się za ogólny staż\npracy a podstawę wymiaru stanowi:\u003C\u002Fp>\n\n\u003Cp>-za lata pracy poza przedsiębiorstwami objętymi Układem minimalne\nwynagrodzenie określone w Art. 2,\u003C\u002Fp>\n\n\u003Cp>-za lata pracy w przedsiębiorstwach objętych Układem średnie miesięczne\nindywidualne wynagrodzenie liczone jak za urlop wypoczynkowy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Procentowy wymiar nagrody jubileuszowej za lata przepracowane w innych\nzakładach niż objęte Układem oraz lata pracy w Zakładach objętych\nUkładem ustala się jako udział w ogólnym stażu pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 3\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>W razie śmierci pracownika w czasie trwania stosunku pracy lub w czasie\npobierania po jego rozwiązaniu zasiłku z tytułu niezdolności do pracy\nwskutek choroby, rodzinie przysługuje od pracodawcy odprawa pośmiertna w\nwysokości:\u003C\u002Fp>\n\n\u003Cp>1 \u002F dwumiesięcznego wynagrodzenia, jeżeli okres zatrudnienia był krótszy\nniż 10 lat,\u003C\u002Fp>\n\n\u003Cp>21 czteromiesięcznego wynagrodzenia, jeżeli okres zatrudnienia wynosił co\nnajmniej 10 lat \u003C\u002Fp>\n\n\u003Cp>3\u002F sześciomiesięcznego wynagrodzenia, jeżeli okres zatrudnienia wynosił\nco najmniej 15 lat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Do okresów zatrudnienia, o których mowa w § 1, wlicza się wszystkie\nokresy pracy, bez względu na przerwy w zatrudnieniu i tryb rozwiązania\nstosunku pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Odprawa pośmiertna przysługuje małżonkowi oraz innym członkom rodziny\nspełniającym warunki wymagane do uzyskania renty rodzinnej w myśl przepisów\no zaopatrzeniu emerytalnym pracowników i ich rodzin.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Odprawę pośmiertną dzieli się w równych częściach pomiędzy\nwszystkich uprawnionych członków rodziny.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Jeżeli po zmarłym pracowniku pozostał tylko jeden członek uprawniony do\nodprawy pośmiertnej, przysługuje mu odprawa w wysokości określonej w §\n1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 4\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>do Ponadzakładowego Układu Zbiorowego Pracy dla Pracowników\nPrzedsiębiorstw Przemysłu Obronnego i Lotniczego\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Zasady udzielania dodatkowych urlopów wypoczynkowych w przedsiębiorstwach\nprzemysłu obronnego i lotniczego.\u003C\u002Fh4>\n\n\u003Ch4>Art. 1\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracownikom bezpośrednio narażonym na działanie czynników szkodliwych\ndla zdrowia i zatrudnionym w warunkach szczególnie szkodliwych i uciążliwych\nprzysługują dodatkowe urlopy wypoczynkowe w wymiarze 6, 9 lub 12 dni\nroboczych w każdym roku kalendarzowym, w zależności od stopnia narażenia na\nczynniki szkodliwe dla zdrowia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Prawo do pierwszego dodatkowego urlopu wypoczynkowego pracownik nabywa po\nprzepracowaniu 1 roku na danym stanowisku pracy, jeżeli praca wykonywana jest\nco najmniej w połowie wymiaru czasu pracy w warunkach określonych w § 1 .\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Płatny urlop dodatkowy powinien być wykorzystany w tym roku, w którym\npracownik nabył do niego prawo i nie może być dzielony na części.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 2\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Płatny urlop dodatkowy przysługuje pracownikowi do czasu wyeliminowania\nczynników szkodliwych dla zdrowia lub uciążliwych.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Analizę i ocenę oraz prowadzenie badań występujących zagrożeń na\nstanowiskach pracy należy dokonywać zgodnie z obowiązującymi przepisami w\ntym zakresie.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>W przypadku poprawy warunków występujących na stanowiskach pracy,\nstwierdzonych w wyniku przeprowadzenia stosownych badań, należy cofnąć\nwzględnie zmniejszyć przyznane uprawnienie do dodatkowego urlopu\nwypoczynkowego na następny rok.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>W przypadku pogorszenia warunków występujących na stanowisku pracy,\nstosownie do stwierdzonych przekroczeń, należy przyznać odpowiednie\nuprawnienia do płatnego urlopu dodatkowego po przepracowaniu roku w tych\nwarunkach.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 3\u003C\u002Fh4>\n\n\u003Cp>Przy ustalaniu wymiaru dodatkowego urlopu wypoczynkowego stosuje się\nnastępujące kryteria:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kryteria oceny warunków pracy\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>\u003Csup>L\u003C\u002Fsup>p.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Czynniki szkodliwe dla zdrowia lub uciążliwe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"4\" width=\"401\">\u003Cp>Intensywność występowania czynników\n        szkodliwych dla zdrowia lub uciążliwych \u002F wartość średnia w ciągu\n        zmiany roboczej\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>1.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Substancje szkodliwe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\">\u003Cp>krotność przekroczenia NDS\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\">\u003Cp>poniżej - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>2 - 5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>powyżej - 5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>2.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Pyły przemysłowe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\">\u003Cp>krotność przekroczenia NDS\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\">\u003Cp>poniżej - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>2 - 5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>powyżej - 5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>3.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Hałas\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\">\u003Cp>wielkość przekroczeń NDN w dB\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\">\u003Cp>do 5 dB\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>6-15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>powyżej-15\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>4.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Wibracja\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\">\u003Cp>krotność przekroczeń dopuszczalnych norm\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\">\u003Cp>poniżej - 2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>2 - 5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>powyżej - 5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>5.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Mikroklimat\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\">\u003Cp>mikroklimat gorący\u003C\u002Fp>\n\n        \u003Cp>mikroklimat zimny\u003C\u002Fp>\n\n        \u003Cp>nadmierne promieniowanie cieplne\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\">\u003Cp>powyżej\u003C\u002Fp>\n\n        \u003Cp>- 30 °C poniżej -\u003C\u002Fp>\n\n        \u003Cp> 14 °C\u003C\u002Fp>\n\n        \u003Cp>powyżej 1400 W\u002Fm\u003Csup>2\u003C\u002Fsup>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>6.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Obciążenie psychiczne\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\">\u003Cp>duże lub bardzo duże wg skali 100 stopniowej\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\">\u003Cp>powyżej -50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>7.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"169\">\u003Cp>Ciężki wysiłek fizyczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"174\">\u003Cp>nadmierny wydatek energetyczny\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\">\u003Cp>dla mężczyzn ponad 1500 kcal\u002Fzm, dla kobiet ponad\n        1000 kcal\u002Fzm\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd colspan=\"3\" width=\"384\">\u003Cp>Ilość punktów za każdy z czynników\n        wymienionych\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"91\">\u003Cp>1 pkt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"44\">\u003Cp>2 pkt\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"92\">\u003Cp>5 pkt\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 4\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§ 1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ustala się 3 grupy warunków pracy uprawniających do dodatkowych urlopów\nwypoczynkowych:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"92\">\u003Cp>grupa I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>6-8 punktów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"374\">\u003Cp>w wyniku dokonanej oceny warunków pracy na\n        określonym stanowisku,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"92\">\u003Cp>\u003Csup>\u003C\u002Fsup>grupa II\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>9-11 punktów\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"374\">\u003Cp>w wyniku dokonanej oceny warunków pracy na\n        określonym stanowisku,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"92\">\u003Cp>grupa III\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>powyżej 11 pkt.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"374\">\u003Cp>w wyniku dokonanej oceny warunków pracy na\n        określonym stanowisku,\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Pracownikom zatrudnionym w określonych grupach warunków pracy przysługuje\ndodatkowy urlop wypoczynkowy w wymiarze:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"159\">\u003Cp>grupa I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"181\">\u003Cp>- 6 dni roboczych\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"159\">\u003Cp>grupa II\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"181\">\u003Cp>- 9 dni roboczych\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"159\">\u003Cp>grupa III\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"181\">\u003Cp>- 12 dni roboczych\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 5\u003C\u002Fh4>\n\n\u003Cp>Pracodawca stosownie do stopnia występujących zagrożeń w uzgodnieniu ze\nzwiązkami zawodowymi i z uwzględnieniem opinii komisji bezpieczeństwa i\nhigieny pracy w tym opinii lekarza sprawującego opiekę zdrowotną nad\npracownikami z zakresu medycyny pracy - ustala stanowiska pracy, na których\nzatrudnieni pracownicy będą otrzymywali dodatkowe urlopy wypoczynkowe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_end":44,"trainingprogrammes":47,"pensionfund":51,"disabilitypay":55,"healthandsafetypolicy":59,"protectiveclothing":63,"WORKHOURS_trigger":67,"hourspday_select":70,"SCHEDULE_trigger":74,"TRADEUNLEAV_trigger":78,"NOCTPREM_trigger":82,"OVERTIME_trigger":86,"HARDSHIP_trigger":90,"hardshipallowancetype":94},{"bindId":45,"name":46,"text":46},"cbadate_end","Układ zawiera się na czas nie określony.",{"bindId":48,"name":49,"text":50},"trainingprogrammes","§ 1 W przypadku trwałej zmiany charakter","§ 1\n\nW przypadku trwałej zmiany charakteru wykonywanej pracy i związanej z tym\nkonieczności przeszkolenia w nowym zawodzie, pracownik otrzymuje w tym czasie\nwynagrodzenie obliczone jak za urlop wypoczynkowy.\n\n\n\n§2\n\nOkres przeszkolenia nie może być dłuższy niż 3 miesiące, a w przypadku\nzmiany kwalifikacji zawodowych, nie dłuższy niż 6 miesięcy.",{"bindId":52,"name":53,"text":54},"pensionfund","Pracodawca zobowiązany jest do przestrze","Pracodawca zobowiązany jest do przestrzegania obowiązujących przepisów\nprawa w zakresie organizowania, prowadzenia i finansowania zakładowej\ndziałalności socjalno-bytowej dla pracowników, emerytów i rencistów",{"bindId":56,"name":57,"text":58},"disabilitypay","§5 W przypadku wystąpienia choroby zawod","§5\n\nW przypadku wystąpienia choroby zawodowej lub wypadku przy pracy bez winy\npracownika, pracodawca wypłaci niezależnie od przysługującego odszkodowania\nwynikającego z odrębnych przepisów, dodatkową, jednorazową gratyfikację w\nwysokości 50 % tego odszkodowania.",{"bindId":60,"name":61,"text":62},"healthandsafetypolicy","§2 Pracodawca ma obowiązek ustalić w roc","§2\n\nPracodawca ma obowiązek ustalić w rocznych planach zadania w zakresie\npoprawy warunków bezpieczeństwa i higieny pracy oraz zapewnić środki\nfinansowe na ich realizację.\n\nPo zakończeniu roku kalendarzowego informację o realizacji planu poprawy\nwarunków bezpieczeństwa i higieny pracy należy niezwłocznie przedstawić\nzakładowym organizacjom związkowym.",{"bindId":64,"name":65,"text":66},"protectiveclothing","3.środków ochrony indywidualnej zabezpie","3.środków ochrony indywidualnej zabezpieczającej przed działaniem\nniebezpiecznych i szkodliwych dla zdrowia czynników, odzieży i obuwia\nroboczego oraz do zorganizowania odpowiednio ich prania, konserwacji, naprawy,\nodpylania i odkażania, względnie w razie braku możliwości zapewnienia\nprania odzieży roboczej, wypłacenia ekwiwalentu pieniężnego za wykonywanie\ntych czynności przez pracownika,",{"bindId":68,"name":69,"text":69},"WORKHOURS_trigger","Czas pracy",{"bindId":71,"name":72,"text":73},"hourspday_select","§2 Czas pracy nie może przekraczać 8 god","§2\n\nCzas pracy nie może przekraczać 8 godzin na dobę i przeciętnie 40 godzin\nw pięciodniowym tygodniu pracy w przyjętym okresie rozliczeniowym\nnieprzekraczającym 4-ch miesięcy. Przepisy art. 129-132 Kodeksu pracy stosuje\nsię odpowiednio.",{"bindId":75,"name":76,"text":77},"SCHEDULE_trigger","§4 Pracownikom przysługuje wliczana do c","§4\n\nPracownikom przysługuje wliczana do czasu pracy 15 minutowa przerwa.",{"bindId":79,"name":80,"text":81},"TRADEUNLEAV_trigger","-10 osobodni zwolnienia w ciągu roku dla","-10 osobodni zwolnienia w ciągu roku dla zakładowej organizacji\nzwiązkowej o liczebności do 500 członków,\n\n-dodatkowo 1 osobodzień zwolnienia w ciągu roku na każdych 100 członków\nzakładowej organizacji związkowej.",{"bindId":83,"name":84,"text":85},"NOCTPREM_trigger","Art 16 Pracownikowi wykonującemu pracę w","Art 16\n\nPracownikowi wykonującemu pracę w porze nocnej ( 8 godzin pomiędzy\ngodziną 21 00 a 7 00 dnia następnego ) przysługuje dodatkowe wynagrodzenie\nza każdą godzinę pracy w porze nocnej w wysokości 20% stawki godzinowej\nwynikającej z minimalnego wynagrodzenia określonego w Art. 2.",{"bindId":87,"name":88,"text":89},"OVERTIME_trigger","50% wynagrodzenia - za pracę w czterech ","50% wynagrodzenia - za pracę w czterech pierwszych godzinach nadliczbowych\nna dobę,",{"bindId":91,"name":92,"text":93},"HARDSHIP_trigger","Za każdą godzinę pracy wykonywanej w war","Za każdą godzinę pracy wykonywanej w warunkach uciążliwych, szkodliwych\ndla zdrowia i niebezpiecznych oprócz normalnego wynagrodzenia przysługuje\ndodatek w wysokości: w I stopniu - 4 % stawki godzinowej wynikającej z\nminimalnego wynagrodzenia określonego w Art. 2,",{"bindId":95,"name":96,"text":97},"hardshipallowancetype","w II stopniu - 6 % stawki godzinowej wyn","w II stopniu - 6 % stawki godzinowej wynikającej z minimalnego\nwynagrodzenia określonego w Art. 2,\n\nw III stopniu - 8 % stawki godzinowej wynikającej z minimalnego\nwynagrodzenia określonego w Art. 2,\n\nw IV stopniu - 10 % stawki godzinowej wynikającej z minimalnego\nwynagrodzenia określonego w Art. 2.\n\nWykaz prac zaliczanych do poszczególnych stopni uciążliwości,\nszkodliwości dla zdrowia lub niebezpiecznych określa załącznik Nr 2.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Ponadzakl._UZP_dla_przem - 2014\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Data rozpoczęcia: → 2014-09-20\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            \u003Cdiv id=\"display-NACE2004\">\n                Nazwa sektora przemysłu: → Produkcja metali  , Produkcja wyrobów z pozostałych mineralnych surowców niemetalicznych  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sektor publiczny \u002F prywatny: → W sektorze prywatnym\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Zawarta przez:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Nazwy stowarzyszeń: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nazwy związków zawodowych: → \n\n                \n                    \n                    \u003Cspan>\n                        FZZ - Związek Zawodowy Inżynierów i Techników, METALOWCY OPZZ\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: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Uzgodniona pomoc medyczna dla rodziny: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Uzgodniona wysokość składki na ubezpieczenie zdrowotne: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Uzgodnione ubezpieczenie zdrowotne dla rodziny: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Uzgodniony program zdrowotny i program bezpieczeństwa pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Uzgodnione szkolenie dotyczące bezpieczeństwa i higieny pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Zapewniona odzież ochronna: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regularne lub coroczne badania medyczne lub wizyty u lekarza zapewnione przez pracodawcę: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitorowanie mięśniowo-szkieletowych zmian podczas pracy na stanowiskach pracy, ryzyka i \u002F lub wpływem pracy na stan zdrowia: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Pomoc w czynnościach pogrzebowych: → Nie\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">USTALENIA DOTYCZĄCE PRACY I RODZINY\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Ryzyko utraty pracy po urlopie macierzyńskim: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Zakaz dyskryminacji związanej z macierzyństwem: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Zakaz zobowiązywania pracownic w ciąży lub karmiących piersią do wykonywania niebezpiecznych lub zagrażających zdrowiu prac: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Ocena ryzyka związanego ze stanowiskiem pracy dla bezpieczeństwa i zdrowia kobiet w ciąży lub karmiących piersią: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Możliwość wykonywania czynności zastępczych w miejsce prac niebezpiecznych lub zagrażających zdrowiu dla pracownic w ciąży lub karmiących piersią: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Czas wolny na prenatalne badania lekarskie: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Zakaz przesiewowych badań prenatalnych przed uregulowaniem stosunku zatrudnienia: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Zakaz przesiewowych badań prenatalnych przed awansem: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Udogodnienia dla matek karmiących piersią: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Zapewnianie przez pracodawcę placówek opieki nad dziećmi: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Placówki opieki nad dziećmi dotowane przez pracodawcę: → Nie\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Czesne \u002F dotacja na edukację dzieci: → Nie\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">KWESTIE ZWIĄZANE Z RÓWNOUPRAWNIENIEM\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Równa płaca za tę samą pracę: → Nie\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Klauzule dotyczące dyskryminacji w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Równe szanse awansu dla kobiet i mężczyzn: → Nie\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Równe szanse na szkolenia i programy przekwalifikujące dla kobiet i mężczyzn: → Nie\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Równouprawnienie dotyczące stanowiska reprezentanta związku zawodowego w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Klauzule dotyczące molestowania seksualnego w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Klauzule dotyczące przemocy w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Specjalny urlop dla pracowników narażonych na przemoc ze strony swoich partnerów: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Wsparcie dla pracownic z niepełnosprawnościami: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitorowanie równości płci: → Nie\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">UMOWY O PRACĘ\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Pracownicy zatrudnieni w niepełnym wymiarze godzin wyłączeni z jakichkolwiek świadczeń: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Przepisy dotyczące pracowników tymczasowych: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Praktykanci wyłączeni z jakichkolwiek postanowień: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Drobne prace \u002F prace dla studentów wyłączone z jakichkolwiek postanowień: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">GODZINY PRACY, HARMONOGRAMY I ŚWIĘTA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Liczba godzin pracy dziennie: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Liczba godzin pracy tygodniowo: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Liczba dni pracy w tygodniu: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Coroczny płatny urlop: → -9.0 dni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Coroczny płatny urlop: → -9.0 tygodnie\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Ustalony co najmniej jeden dzień wypoczynku tygodniowo: → Tak\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \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: → Nie\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WYNAGRODZENIA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wynagrodzenia ustala się za pomocą skali płac: → 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            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premia za pracę wieczorną lub w nocy\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premia za pracę wieczorną lub w nocy: → 120 % podstawowego wynagrodzenia\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premia za pracę w nocy: → Nie\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premia za nadgodziny\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-HARDSHIP_trigger\">Premia za ciężką pracę\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-hardshipallowanceperc1\">\n                    Premia za ciężką pracę: → 4% podstawowego wynagrodzenia\n                \u003C\u002Fdiv>\n\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Dodatek za staż pracy\u003C\u002Fh4>\n\n                \n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Bony żywnościowe\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Zapewnienie dodatków na wyżywienie: → Nie\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Bezpłatna pomoc prawna: → Nie\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[103],{"title":37,"slug":33},[105],{"type":106,"data":107},"call_to_action_body_block",{"title":108,"description":109,"variant":110,"link":111},"Porównaj umowy zbiorowe","Porównaj teksty umów zbiorowych z Polski między wszystkimi sektorami, tematami i krajami","dark",{"title":108,"url":112,"description":108,"rel":113,"type":114},"\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002Fporownaj-umowy-zbiorowe","follow","internal",[116],{"type":106,"data":117},{"title":108,"description":109,"variant":110,"link":118},{"title":108,"url":112,"description":108,"rel":113,"type":114},[],{"title":17,"seo_title":121,"description":7,"path":122,"redirect_url":7,"locale":18,"children":123},"WageIndicator Polska: Wynagrodzenia, płaca minimalna","\u002Fpl-pl",[124,207,236],{"title":20,"seo_title":125,"description":7,"path":126,"redirect_url":7,"locale":18,"children":127},"Praca w Polsce: Wynagrodzenia, płaca minimalna, warunki","\u002Fpl-pl\u002Fpraca-w-polsce",[128,132,136,154,203],{"title":129,"seo_title":129,"description":7,"path":130,"redirect_url":7,"locale":18,"children":131},"Płaca 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