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Z PROT DOD 13-22 BILINGUAL 2 (1).html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n \u003Ctitle>ZUZP-TEKST JEDN. Z PROT DOD 13-22 BILINGUAL 2\u003C\u002Ftitle>\n \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>ZAKŁADOWY UKŁAD ZBIOROWY PRACY COLLECTIVE LABOUR AGREEMENT\u003C\u002Fh1>\n\n\u003Ch1>DLA PRACOWNIKÓW \u002F FOR EMPLOYEES OF WYTWÓRNIA SPRZĘTU KOMUNIKACYJNEGO\n„PZL - ŚWIDNIK” S.A. W ŚWIDNIKU \u002F IN ŚWIDNIK\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>Świdnik 1997 (tekst jednolity z dnia 01.03.2012 roku uniform text of\n01.03.2012)\u003C\u002Fh1>\u003C\u002Fdiv>\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>\u003Ch1>TEKST JEDNOLITY ZAKŁADOWY UKŁAD ZBIOROWY PRACY DLA PRACOWNIKÓW\n WYTWÓRNI SPRZĘTU KOMUNIKACYJNEGO „PZL-ŚWIDNIK”SPÓŁKA AKCYJNA W\n ŚWIDNIKU\u003C\u002Fh1>\n \u003C\u002Ftd>\n \u003Ctd>\u003Ch1>UNIFORM TEXT COLLECTIVE LABOUR AGREEMENT FOR EMPLOYEES OF\n WYTWÓRNIA SPRZĘTU KOMUNIKACYJNEGO „PZL-ŚWIDNIK”SPÓŁKA AKCYJNA\n IN ŚWIDNIK\u003C\u002Fh1>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>zawarty w Świdniku w dniu 19 czerwca 1997roku pomiędzy stronami: \n\n \u003Cp>1. Wytwórnią Sprzętu Komunikacyjnego „PZL-Świdnik” S.A. z\n siedzibą w Świdniku,\u003C\u002Fp>\n\n \u003Cp>a\u003C\u002Fp>\n\n \u003Cp>2. Związkami Zawodowymi:\u003C\u002Fp>\n\n \u003Cp>1\u002F Organizacją Zakładową Niezależnego Samorządnego Związku\n Zawodowego „Solidarność” Wytwórni Sprzętu Komunikacyjnego\n „PZL-Świdnik” S.A. z siedzibą w Świdniku,\u003C\u002Fp>\n\n \u003Cp>2\u002F Związkiem Zawodowym Metalowcy Wytwórni Sprzętu Komunikacyjnego\n „PZL-Świdnik” S.A. z siedzibą w Świdniku,\u003C\u002Fp>\n\n \u003Cp>3\u002F Związkiem Zawodowym Inżynierów i Techników Wytwórni Sprzętu\n Komunikacyjnego „PZL-Świdnik” S.A. z siedzibą w Świdniku.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział I\u003C\u002Fh2>\n\n \u003Ch3>POSTANOWIENIA OGÓLNE\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 1\u003C\u002Fh4>\n\n \u003Cp>1. Zakładowy Układ Zbiorowy Pracy obejmuje:\u003C\u002Fp>\n\n \u003Cp>1\u002F wszystkich pracowników zatrudnionych w Wytwórni Sprzętu\n Komunikacyjnego „PZL- Świdnik” S.A.\u003C\u002Fp>\n\n \u003Cp>2\u002F odpowiednio emerytów i rencistów, którzy odeszli na emeryturę\n lub rentę z Wytwórni Sprzętu Komunikacyjnego „PZL-Świdnik”\n S.A.\u003C\u002Fp>\n\n \u003Cp>2. W przypadku wydzielenia ze Spółki nowego podmiotu gospodarczego\n zatrudniającego pracowników Spółki, pracodawcę nowo powstałego\n podmiotu gospodarczego wiążą postanowienia niniejszego układu w\n stosunku do pracowników przejętych.\u003C\u002Fp>\n\n \u003Cp>3. Dla pracowników objętych Zakładowym Układem Zbiorowym Pracy,\n których prawa i obowiązki w sposób szczególny regulują odrębne\n przepisy, postanowienia niniejszego układu stosuje się wyłącznie w\n zakresie nieuregulowanym tymi przepisami, chyba, że niniejszy Układ\n jest korzystniejszy.\u003C\u002Fp>\n\n \u003Cp>4. Zakładowy Układ Zbiorowy Pracy określa w szczególności:\u003C\u002Fp>\n\n \u003Cp>1\u002F warunki zatrudnienia,\u003C\u002Fp>\n\n \u003Cp>2\u002F czas pracy,\u003C\u002Fp>\n\n \u003Cp>3\u002F zasady wynagradzania oraz przyznawania innych świadczeń\n związanych z pracą i warunkami pracy,\u003C\u002Fp>\n\n \u003Cp>4\u002F zasady dotyczące działania na rzecz bezpieczeństwa i higieny\n pracy,\u003C\u002Fp>\n\n \u003Cp>5\u002F świadczenia socjalne,\u003C\u002Fp>\n\n \u003Cp>6\u002F uprawnienia związków zawodowych,\u003C\u002Fp>\n\n \u003Cp>7\u002F wzajemne zobowiązania stron Zakładowego Układu Zbiorowego\n Pracy dotyczące zasad i form współdziałania przy jego\n stosowaniu.\u003C\u002Fp>\n\n \u003Cp>5. Układ nie może naruszać praw osób trzecich.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 2\u003C\u002Fh4>\n\n \u003Cp>Ilekroć w Zakładowym Układzie Zbiorowym Pracy jest mowa o:\u003C\u002Fp>\n\n \u003Cp>1. „Układzie Zakładowym lub Układzie” - rozumie się przez to\n Zakładowy Układ Zbiorowy Pracy dla pracowników Wytwórni Sprzętu\n Komunikacyjnego „PZL-Świdnik” S.A.\u003C\u002Fp>\n\n \u003Cp>2. „Pracowniku” - rozumie się przez to wszystkie osoby\n zatrudnione na podstawie umowy o pracę w Wytwórni Sprzętu\n Komunikacyjnego „PZL-Świdnik” S.A.\u003C\u002Fp>\n\n \u003Cp>3. „Prezesie Zarządu - Dyrektorze Naczelnym” - rozumie się\n przez to osobę powołaną zgodnie z obowiązującymi przepisami na to\n stanowisko.\u003C\u002Fp>\n\n \u003Cp>4. „Związkach zawodowych lub zakładowych organizacjach\n związkowych” - rozumie się przez to:\u003C\u002Fp>\n\n \u003Cp>1\u002F Organizację Zakładową Niezależ-nego Samorządnego Związku\n Zawodowego „Solidarność” PZL- Świdnik S.A.,\u003C\u002Fp>\n\n \u003Cp>2\u002F Związek Zawodowy „Metalowcy” PZL-Świdnik S.A.,\u003C\u002Fp>\n\n \u003Cp>3\u002F Związek Zawodowy Inżynierów i Techników PZL-Świdnik S.A.\u003C\u002Fp>\n\n \u003Cp>5. „Kwocie bazowej” – rozumie się przez to kwotę ustaloną w\n drodze negocjacji przez strony Układu. W przypadku nie ustalenia kwoty\n bazowej w drodze negocjacji, dotychczasowa kwota bazowa pozostaje bez\n zmian.\u003C\u002Fp>\n\n \u003Cp>6. „Najniższym wynagrodzeniu” - rozumie się przez to\n najniższe wynagrodzenie określone niniejszym Układem.\u003C\u002Fp>\n\n \u003Cp>7. „Pracodawcy”-rozumie się przez to Wytwórnię Sprzętu\n Komunikacyjnego„PZL-Świdnik” S.A.\u003C\u002Fp>\n\n \u003Cp>8. „Spółce” - rozumie się przez to Wytwórnię Sprzętu\n Komunikacyjnego „PZL- Świdnik” S.A.\u003C\u002Fp>\n\n \u003Cp>9. „Emerytach i rencistach” - rozumie się przez to byłych\n pracowników, którzy odeszli ze Spółki na emeryturę lub rentę.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział II \u003C\u002Fh2>\n\n \u003Ch2>WARUNKI ZATRUDNIENIA\u003C\u002Fh2>\n\n \u003Ch2>\u003C\u002Fh2>\n\n \u003Ch4>Artykuł 3\u003C\u002Fh4>\n\n \u003Cp>1. Umowy o pracę zawierane są zgodnie z Kodeksem pracy i\n postanowieniami niniejszego Układu.\u003C\u002Fp>\n\n \u003Cp>2. Umowa o pracę powinna być zawarta na piśmie z wyraźnym\n określeniem rodzaju i warunków pracy, a w szczególności powinna\n określać:\u003C\u002Fp>\n\n \u003Cp>1\u002F rodzaj pracy i miejsce jej wykonywania,\u003C\u002Fp>\n\n \u003Cp>2\u002F wynagrodzenie odpowiadające rodzajowi pracy,\u003C\u002Fp>\n\n \u003Cp>3\u002F termin rozpoczęcia pracy.\u003C\u002Fp>\n\n \u003Cp>3. Pracodawca jest odpowiedzialny za zawarcie umowy na piśmie.\u003C\u002Fp>\n\n \u003Cp>4. Jeżeli umowa nie została zawarta na piśmie, pracodawca\n powinien niezwłocznie w ciągu 7 dni od dnia rozpoczęcia pracy,\n potwierdzić pracownikowi na piśmie rodzaj umowy i jej warunki.\u003C\u002Fp>\n\n \u003Cp>5. Umowę o pracę zawiera się:\u003C\u002Fp>\n\n \u003Cp>1\u002F na czas nieokreślony,\u003C\u002Fp>\n\n \u003Cp>2\u002F na czas określony,\u003C\u002Fp>\n\n \u003Cp>3\u002F na czas wykonywania określonej pracy,\u003C\u002Fp>\n\n \u003Cp>4\u002F jeżeli zachodzi konieczność zastępstwa pracownika w czasie\n jego usprawiedliwionej nieobecności w pracy, pracodawca może w tym\n celu zatrudnić innego pracownika na podstawie umowy na czas\n określony, obejmujący czas tej nieobecności.\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>6. Każda z umów o których mowa w ust. 5, może być poprzedzona\n umową o pracę na okres próbny, nie przekraczający 3 miesięcy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>7. Podstawową formą umowy o pracę stosowaną dla pracowników\n objętych Układem jest umowa na czas nieokreślony. Pracodawca może\n zawierać z pracownikiem umowę na czas określony z zastrzeżeniem\n odrębnych przepisów.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 3\u003Csup>1\u003C\u002Fsup>\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca zobowiązuje się zatrudniać wszystkich pracowników\n zatrudnionych w Spółce na podstawie umowy o pracę na czas\n nieokreślony, bez względu na wymiar czasu pracy, w dniu 29 stycznia\n 2010 r., w tym pracowników nieświadczących pracy z przyczyn\n usprawiedliwionych, m.in. z powodu odbywania służby wojskowej,\n korzystania z urlopu macierzyńskiego, wychowawczego, itp. przez Okres\n Gwarancji Zatrudnienia tj. przez okres 72 miesięcy (6 lat).\u003C\u002Fp>\n\n \u003Cp>2. Uprawnienia pracowników związane z Okresem Gwarancji\n Zatrudnienia określa załącznik nr 22 do ZUZP, który to stanowi\n załącznik nr 1 do niniejszego protokółu dodatkowego.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 4\u003C\u002Fh4>\n\n \u003Cp>1. Pracownikom podejmującym zatrudnienie po ukończeniu szkoły\n zawodowej, średniej lub wyższej, Spółka stwarza warunki\n sprzyjające adaptacji do należytego wykonywania pracy.\u003C\u002Fp>\n\n \u003Cp>2. Absolwenci wymienieni w ust. 1 odbywają adaptację wg\n indywidualnego programu ustalonego przez pion właściwy ds.\n pracowniczych w porozumieniu z przełożonym pracownika w okresie do 3\n miesięcy, a w uzasadnionych przypadkach w okresie do 12 miesięcy.\u003C\u002Fp>\n\n \u003Cp>3. Okres adaptacji kończy się rozmową kwalifikacyjną. W rozmowie\n mają prawo uczestniczyć przedstawiciele związków zawodowych w\n charakterze obserwatorów.\u003C\u002Fp>\n\n \u003Cp>4. Pozytywny wynik rozmowy kwalifikacyjnej oraz pozytywna ocena\n wystawiona przez bezpośredniego przełożonego po okresie adaptacji,\n jest potwierdzeniem przydatności pracownika na określonym stanowisku\n pracy i zobowiązuje pracodawcę do przyznania podwyżki stawki\n osobistego zaszeregowania.\u003C\u002Fp>\n\n \u003Cp>5. Pracownik poddany ocenie ma prawo odwołać się do związków\n zawodowych z wnioskiem o interwencję w zakresie dokonanej oceny.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 5\u003C\u002Fh4>\n\n \u003Cp>1. Zespół złożony z przedstawicieli związków zawodowych i\n pracodawcy raz na kwartał dokona przeglądu i oceny naboru\n pracowników do Spółki.\u003C\u002Fp>\n\n \u003Cp>2. Wnioski z przeglądu, zespół przedstawi pracodawcy celem\n uwzględnienia ich w polityce kadrowej.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 6\u003C\u002Fh4>\n\n \u003Cp>Pracodawca zobowiązany jest informować pracowników o wolnych\n miejscach pracy w Spółce w formie ogłoszeń w radiowęźle i na\n tablicy ogłoszeń umieszczonej przy pionie właściwym ds.\n pracowniczych. W ogłoszeniu należy podać kwalifikacje konieczne na\n tym stanowisku.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 7\u003C\u002Fh4>\n\n \u003Cp>W przypadkach szczególnych (restrukturyzacja, likwidacja stanowisk\n pracy, redukcja zatrudnienia) strony negocjują szczególne warunki\n zatrudnienia z ewentualnym uwzględnieniem koniecznych\n przekwalifikowań.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 8\u003C\u002Fh4>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>1. W razie konieczności trwałej zmiany charakteru czynności\n dotychczas wykonywanych przez pracownika i związanej z tym\n konieczności przeszkolenia go w nowym zawodzie, okres przeszkolenia\n może trwać do 3 miesięcy, a w przypadku konieczności osiągnięcia\n specjalnych kwalifikacji może być przedłużony do 6 miesięcy.\n Pracownik w tym okresie otrzymuje wynagrodzenie takie jak przed\n szkoleniem.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>2. W przypadkach uzasadnionych potrzebami Spółki, pracownik\n powinien wykonywać inne prace niż określone w umowie o pracę w\n okresie nie przekraczającym 3 miesięcy w roku kalendarzowym, jeżeli\n nie powoduje to obniżenia wynagrodzenia i mieści się w zakresie\n kwalifikacji pracownika.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 9\u003C\u002Fh4>\n\n \u003Cp>1. Umowę o pracę rozwiązuje się:\u003C\u002Fp>\n\n \u003Cp>1\u002F na mocy porozumienia stron,\u003C\u002Fp>\n\n \u003Cp>2\u002F za wypowiedzeniem - przez oświadczenie jednej ze stron z\n zachowaniem okresu wypowiedzenia,\u003C\u002Fp>\n\n \u003Cp>3\u002F bez wypowiedzenia - prze oświadczenie jednej ze stron bez\n zachowania okresu wypowiedzenia,\u003C\u002Fp>\n\n \u003Cp>4\u002F z upływem czasu, na który była zawarta,\u003C\u002Fp>\n\n \u003Cp>5\u002F z dniem ukończenia pracy, dla której wykonania była\n zawarta.\u003C\u002Fp>\n\n \u003Cp>2. Oświadczenie każdej ze stron o wypowiedzeniu lub rozwiązaniu\n umowy o pracę bez wypowiedzenia powinno nastąpić na piśmie. W\n oświadczeniu pracodawcy o wypowiedzeniu lub rozwiązaniu umowy o\n pracę bez wypowiedzenia, a także w oświadczeniu pracownika o\n rozwiązaniu umowy o pracę bez wypowiedzenia powinna być wskazana\n przyczyna.\u003C\u002Fp>\n\n \u003Cp>3. Umowa o pracę na okres próbny, rozwiązuje się z upływem tego\n okresu, a przed jego upływem może być rozwiązana za\n wypowiedzeniem.\u003C\u002Fp>\n\n \u003Cp>4. Okres wypowiedzenia umowy o pracę zawartej na okres próbny\n wynosi:\u003C\u002Fp>\n\n \u003Cp>1\u002F 3 dni robocze, jeżeli okres próbny nie przekracza 2 tygodni,\u003C\u002Fp>\n\n \u003Cp>2\u002F 1 tydzień, jeżeli okres próbny jest dłuższy niż 2\n tygodnie,\u003C\u002Fp>\n\n \u003Cp>3\u002F 2 tygodnie, jeżeli okres próbny wynosi 3 miesiące.\u003C\u002Fp>\n\n \u003Cp>5. Okres wypowiedzenia umowy o pracę zawartej na czas nieokreślony\n jest uzależniony od okresu zatrudnienia u pracodawcy i wynosi:\u003C\u002Fp>\n\n \u003Cp>1\u002F 2 tygodnie - jeżeli pracownik był zatrudniony krócej niż 6\n miesięcy,\u003C\u002Fp>\n\n \u003Cp>2\u002F 1 miesiąc - jeżeli pracownik był zatrudniony co najmniej 6\n miesięcy,\u003C\u002Fp>\n\n \u003Cp>3\u002F 3 miesiące - jeżeli pracownik był zatrudniony co najmniej 3\n lata.\u003C\u002Fp>\n\n \u003Cp>6. Do okresu zatrudnienia o którym mowa w ust. 5, wlicza się\n pracownikowi okres zatrudnienia u poprzedniego pracodawcy, jeżeli\n zmiana pracodawcy nastąpiła w wyniku przejścia zakładu pracy lub\n jego części na innego pracodawcę i staje się on z mocy prawa,\n stroną w dotychczasowych stosunkach pracy, a także w innych\n przypadkach, gdy z mocy odrębnych przepisów nowy pracodawca jest\n następcą prawnym w stosunkach pracy nawiązanych przez pracodawcę\n poprzednio zatrudniającego tego pracownika.\u003C\u002Fp>\n\n \u003Cp>7. Okres wypowiedzenia umowy o pracę obejmujący tydzień lub\n miesiąc, albo ich wielokrotność - kończy się odpowiednio w sobotę\n lub w ostatnim dniu miesiąca.\u003C\u002Fp>\n\n \u003Cp>8. Pracodawca może rozwiązać umowę o pracę za wypowiedzeniem z\n przyczyn określonych ustawą z dnia 13 marca 2003r. o szczególnych\n zasadach rozwiązywania z pracownikami stosunków pracy z przyczyn\n niedotyczących pracowników (Dz.U. 03.90.844).\u003C\u002Fp>\n\n \u003Cp>9. Jeżeli wypowiedzenie pracownikowi umowy o pracę zawartej na\n czas nieokreślony następuje z powodu ogłoszenia upadłości lub\n likwidacji pracodawcy, albo zmniejszenia zatrudnienia z innych przyczyn\n niedotyczących pracowników, określonych w odrębnych przepisach,\n pracodawca może, w celu wcześniejszego rozwiązania umowy o pracę,\n skrócić okres trzymiesięcznego wypowiedzenia najwyżej jednak do 1\n miesiąca; w takim przypadku pracownikowi przysługuje odszkodowanie w\n wysokości wynagrodzenia za pozostałą część okresu\n wypowiedzenia.\u003C\u002Fp>\n\n \u003Cp>10. Okres za który przysługuje odszkodowanie, wlicza się\n pracownikowi pozostającemu w tym okresie bez pracy do okresu\n zatrudnienia.\u003C\u002Fp>\n\n \u003Cp>11. W okresie co najmniej dwutygodniowego wypowiedzenia umowy o\n pracę dokonanego przez pracodawcę, pracownikom przysługuje\n zwolnienie na poszukiwanie pracy z zachowaniem prawa do wynagrodzenia w\n wymiarze:\u003C\u002Fp>\n\n \u003Cp>1\u002F 2 dni robocze - w okresie dwutygodnio-wego i jednomiesięcznego\n wypowiedzenia,\u003C\u002Fp>\n\n \u003Cp>2\u002F 3 dni robocze - w okresie trzymiesięcz-nego wypowiedzenia,\n także w przypadku jego skrócenia na podstawie ust. 9.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 10\u003C\u002Fh4>\n\n \u003Cp>Pracodawca lub pracownik może rozwiązać umowę o pracę bez\n wypowiedzenia na warunkach określonych w Kodeksie pracy.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 11\u003C\u002Fh4>\n\n \u003Cp>1. Umowa o pracę wygasa w przypadkach określonych w Kodeksie pracy\n oraz przepisach szczególnych.\u003C\u002Fp>\n\n \u003Cp>2. Z dniem śmierci pracownika stosunek pracy wygasa.\u003C\u002Fp>\n\n \u003Cp>3. Umowa o pracę wygasa z upływem 3 miesięcy nieobecności\n pracownika z powodu tymczasowego aresztowania, chyba, że pracodawca\n rozwiązał wcześniej bez wypowiedzenia umowę o pracę z winy\n pracownika.\u003C\u002Fp>\n\n \u003Cp>4. Pracodawca, pomimo wygaśnięcia umowy o pracę z powodu\n tymczasowego aresztowania, jest obowiązany ponownie zatrudnić\n pracownika, jeżeli postępowanie zostało umorzone lub gdy zapadł\n wyrok uniewinniający, a pracownik zgłosił swój powrót do pracy w\n ciągu 7 dni od uprawomocnienia orzeczenia.\u003C\u002Fp>\n\n \u003Cp>5. Przepisów ust. 4 nie stosuje się w przypadku, gdy postępowanie\n karne zostało umorzone z powodu przedawnienia albo amnestii, a także\n w razie warunkowego umorzenia postępowania.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział III\u003C\u002Fh2>\n\n \u003Ch3>CZAS PRACY\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 12\u003C\u002Fh4>\n\n \u003Cp>1. Czasem pracy jest czas, w którym pracownik pozostaje w\n dyspozycji pracodawcy w miejscu wyznaczonym zgodnie z Regulaminem\n pracy.\u003C\u002Fp>\n\n \u003Cp>2. Dla wszystkich pracowników objętych układem wszystkie soboty\n są dniami wolnymi od pracy, z wyjątkiem pracowników pracujących w\n systemie i rozkładzie czasu pracy wymagającym sporządzenia\n harmonogramu, w tym przypadku dni wolne od pracy ustala się\n każdorazowo w harmonogramie.\u003C\u002Fp>\n\n \u003Cp>1\u002F strony dopuszczają możliwość zamiany wolnej soboty na inny\n dzień wolny,\u003C\u002Fp>\n\n \u003Cp>2\u002F do końca roku poprzedzającego, Zarząd Spółki w uzgodnieniu\n ze związkami zawodowymi ustali rozkład dni wolnych od pracy na rok\n następny;\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>3\u002F w związku z rozkładem świąt w danym roku, w celu\n umożliwienia pracownikom skorzystania z kilkudniowych przerw w pracy\n dopuszczalna jest praca przez sześć dni w tygodniu. W takim przypadku\n praca w szóstym dniu tygodnia nie stanowi pracy w godzinach\n nadliczbowych o ile nie przekracza 8 godzin na dobę i 40 godzin na\n tydzień w przyjętym okresie rozliczeniowym, obejmującym\n sześciodniowy tydzień pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>3. Czas pracy nie może przekraczać osiem godzin na dobę i\n przeciętnie 40 godzin w przeciętnie pięciodniowym tygodniu pracy w\n okresie rozliczeniowym nie przekraczającym 4 miesięcy. Do\n pracowników w zależności od potrzeb pracodawcy mają zastosowanie\n systemy i rozkłady czasu pracy określone w art. 135-146 Kodeksu\n pracy. Stosowanie określonego systemu rozkładu czasu pracy w Spółce\n oraz jego szczegółowych rozwiązań wymaga odrębnego pisemnego\n porozumienia ze związkami zawodowymi będącymi stronami układu.\u003C\u002Fp>\n\n \u003Cp>4. Pora nocna obejmuje 8 godzin między godzinami 23.00 – 7.00. W\n przypadkach wskazanych w Regulaminie pracy dopuszcza się określenie\n innych godzin pory nocnej dla poszczególnych pracowników lub grup\n pracowników.\u003C\u002Fp>\n\n \u003Cp>5. Za pracę w niedzielę, święto lub dzień wolny od pracy\n ustalony niniejszym układem, uważa się pracę wykonywaną pomiędzy\n godziną 7.00 w tym dniu, a godziną 7.00 dnia następnego.\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>6. Pracownikom przysługuje przerwa 15 minutowa na spożycie\n posiłku, wliczona do czasu pracy, natomiast pracownikom zatrudnionym w\n Zakładzie Przychodnia Zdrowia „LOT-Medical” przysługuje przerwa\n 30 minutowa wliczona do czasu pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cp>7. Za pracę według harmonogramu w równoważnym systemie czasu\n pracy w niedziele i święta, pracownikowi przysługuje dodatek w\n wysokości 100% wynagrodzenia wynikającego z grupy osobistego\n zaszeregowania. W razie zbiegu uprawnień do dodatku za pracę w\n godzinach nadliczbowych oraz za pracę w niedzielę i święta lub w\n dodatkowych dniach wolnych od pracy, przysługuje tylko jeden wyższy\n dodatek.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>8. Czas pracy pracowników zatrudnionych w Zakładzie Przychodnia\n Zdrowia „LOT-Medical” w charakterze:\u003C\u002Fp>\n\n \u003Cp>1\u002F lekarza, pielęgniarki, technika analityki lekarskiej w okresie\n rozliczeniowym nie przekraczającym 3 miesięcy nie może przekraczać\n 7 godzin 35 minut na dobę i przeciętnie 40 godzin na tydzień;\u003C\u002Fp>\n\n \u003Cp>2\u002F pracownika administracyjno – ekonomicznego w okresie\n rozliczeniowym nie przekraczającym 3 miesięcy nie może przekraczać\n 8 godzin na dobę i 40 godzin na tydzień;\u003C\u002Fp>\n\n \u003Cp>3\u002F technika radiologa w okresie rozliczeniowym nie przekraczającym\n 3 miesięcy nie może przekraczać 5 godzin na dobę i przeciętnie 26\n godzin i 15 minut na tydzień. Pracownicy objęci wyżej wymienionym\n skróceniem czasu pracy nie są uprawnieni do dodatku za pracę w\n warunkach szkodliwych. (Zapis niniejszego ust. obowiązuje do czasu\n wprowadzenia ewentualnych zmian do ustawy o zakładach opieki\n zdrowotnej).\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp>9. W zależności od potrzeb w niektórych komórkach\n organizacyjnych Spółki, może być wprowadzony ruchomy czas pracy.\u003C\u002Fp>\n\n \u003Cp>Wprowadzenie i zasady stosowania ruchomego czasu pracy są\n uzgadniane ze związkami zawodowymi.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 13\u003C\u002Fh4>\n\n \u003Cp>1. W przypadkach uzasadnionych może być stosowane urlopowanie z\n powodu braku napełnienia robót.\u003C\u002Fp>\n\n \u003Cp>2. Czas trwania, stanowiska pracy oraz warunki tego urlopowania\n każdorazowo określa Prezes Zarządu - Dyrektor Naczelny w uzgodnieniu\n ze związkami zawodowymi.\u003C\u002Fp>\n\n \u003Cp>3. Wynagrodzenie za ww. urlopowanie będzie wynosić nie mniej niż\n 70% średniej płacy pracownika obliczonej jak za urlop wypoczynkowy i\n nie może być niższe niż najniższe wynagrodzenie określone\n niniejszym Układem. Wynagrodzenie to nie może być również niższe\n od wynagrodzenia wynikającego z kategorii osobistego zaszeregowania\n pracownika określonego stawką godzinową lub miesięczną.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 14\u003C\u002Fh4>\n\n \u003Cp>1. Czas pracy kobiet od 7 miesiąca ciąży na wniosek lekarza,\n może być skrócony do 6 godzin dziennie.\u003C\u002Fp>\n\n \u003Cp>2. Wraz ze skróceniem czasu pracy, pracownicy zostaje przyznany\n dodatek w wysokości wyrównującej zmniejszenie zarobku. Dodatek ten\n przysługuje tylko za okres skrócenia czasu pracy.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 15\u003C\u002Fh4>\n\n \u003Cp>1. Czas pracy winien być w pełni wykorzystany na pracę\n zawodową.\u003C\u002Fp>\n\n \u003Cp>2. Do czasu pracy zawodowej wlicza się także czas przeznaczony\n na:\u003C\u002Fp>\n\n \u003Cp>1\u002F techniczną obsługę stanowiska,\u003C\u002Fp>\n\n \u003Cp>2\u002F instruktaż przełożonego,\u003C\u002Fp>\n\n \u003Cp>3\u002F wyjaśnienie potrzeb technicznych zaistniałych nie z winy\n pracownika,\u003C\u002Fp>\n\n \u003Cp>4\u002F załatwianie potrzeb fizjologicznych.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 16\u003C\u002Fh4>\n\n \u003Cp>1. Praca wykonywana ponad obowiązujące pracownika normy czasu\n pracy, a także praca wykonywana ponad przedłużony dobowy wymiar\n czasu pracy, wynikający z obowiązującego pracownika systemu i\n rozkładu czasu pracy, stanowi pracę w godzinach nadliczbowych.\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>2. Liczba godzin nadliczbowych nie może przekroczyć dla\n poszczególnego pracownika 4 godzin na dobę i 250 godzin w roku\n kalendarzowym (w przypadkach szczególnych 300 godzin nadliczbowych),\n oprócz sytuacji wymienionych w art. 133 § 1 pkt 1 Kodeksu pracy. Czas\n pracy pracownika z uwzględnieniem pracy w godzinach nadliczbowych nie\n może przekroczyć przeciętnie 48 godzin tygodniowo w przyjętym\n okresie rozliczeniowym.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>3. Praca w godzinach nadliczbowych na stanowiskach określonych w\n wykazie opracowanym przez pracodawcę i uzgodnionym ze związkami\n zawodowymi, na których występują przekroczenia dopuszczalnych norm\n stężeń i natężeń czynników szkodliwych jest zabroniona Wykaz\n powyższy będzie aktualizowany nie rzadziej niż jeden raz w roku.\u003C\u002Fp>\n\n \u003Cp>4. Praca w godzinach nadliczbowych z zastrzeżeniem ust. 2 wymaga\n uzgodnienia ze związkami zawodowymi w zakresie planowanego limitu\n rocznego ilości godzin nadliczbowych i zasad tej pracy.\u003C\u002Fp>\n\n \u003Cp>5. W okresach kwartalnych pracodawca przedstawia związkom zawodowym\n rozliczenie ilości wykorzystanych godzin nadliczbowych i zasadność\n ich wykorzystania.\u003C\u002Fp>\n\n \u003Cp>6 O konieczności pracy w godzinach nadliczbowych, pracownik\n powinien być poinformowany co najmniej 16 godzin wcześniej z\n wyjątkiem szczególnych potrzeb Spółki, sytuacji wymagających\n organizowania i prowadzenia akcji ratowania życia lub zdrowia\n ludzkiego oraz mienia Spółki i usuwania awarii grożących\n zatrzymaniem produkcji.\u003C\u002Fp>\n\n \u003Cp>7. Zatrudnianie pracowników w godzinach nadliczbowych odbywa się\n na zasadzie dobrowolności, oprócz sytuacji określonych w ust. 6.\u003C\u002Fp>\n\n \u003Cp>8. Zatrudnianie pracowników w godzinach nadliczbowych nie może\n być uważane za stałą formę pracy.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 17\u003C\u002Fh4>\n\n \u003Cp>1. Dla służb produkcyjnych i pomocniczych obowiązuje rozkład\n czasu pracy:\u003C\u002Fp>\n\n \u003Cp>1\u002F I zmiana od godz. 07.00 do 15.00,\u003C\u002Fp>\n\n \u003Cp>2\u002F II zmiana od godz. 5.00 do 23.00,\u003C\u002Fp>\n\n \u003Cp>3\u002F III zmiana od godz. 23.00 do 07.00.\u003C\u002Fp>\n\n \u003Cp>2. Dla pozostałych pracowników zatrudnionych na stanowiskach\n nierobotniczych obowiązuje rozkład czasu pracy:\u003C\u002Fp>\n\n \u003Cp>1\u002F I zmiana od godz. 08.00 do 16.00,\u003C\u002Fp>\n\n \u003Cp>2\u002F II zmiana od godz. 16.00 do 24.00.\u003C\u002Fp>\n\n \u003Cp>3. Dla służb produkcyjnych i pomocniczych normalnym czasem pracy\n jest praca na I, II lub III zmianie, dla pozostałych pracowników\n zatrudnionych na stanowiskach nierobotniczych normalnym czasem pracy\n jest praca na I lub II zmianie.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 18\u003C\u002Fh4>\n\n \u003Cp>Szczegółowe zasady dotyczące rozkładu i wykorzystania czasu\n pracy określa Regulamin pracy Wytwórni Sprzętu Komunikacyjnego\n „PZL-Świdnik” S.A. w Świdniku uzgodniony ze związkami\n zawodowymi.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział IV\u003C\u002Fh2>\n\n \u003Ch3>URLOPY WYPOCZYNKOWE\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 19\u003C\u002Fh4>\n\n \u003Cp>1. Wymiar urlopu wynosi:\u003C\u002Fp>\n\n \u003Cp>1\u002F 20 dni – jeżeli pracownik jest zatrudniony krócej niż 10\n lat,\u003C\u002Fp>\n\n \u003Cp>2\u002F 26 dni – jeżeli pracownik jest zatrudniony co najmniej 10\n lat.\u003C\u002Fp>\n\n \u003Cp>2. Pracownik podejmujący pracę po raz pierwszy, w roku\n kalendarzowym w którym podjął pracę, uzyskuje prawo do urlopu z\n upływem każdego miesiąca pracy w wymiarze 1\u002F12 wymiaru urlopu\n przysługującego mu po przepracowaniu roku.\u003C\u002Fp>\n\n \u003Cp>3. Prawo do kolejnych urlopów pracownik nabywa w każdym następnym\n roku kalendarzowym.\u003C\u002Fp>\n\n \u003Cp>4. Wymiar urlopu pracownika zatrudnionego w niepełnym wymiarze\n czasu pracy ustala się proporcjonalnie do wymiaru czasu pracy tego\n pracownika, biorąc za podstawę wymiar urlopu określony w ust. 1;\n niepełny dzień urlopu zaokrągla się w górę do pełnego dnia.\u003C\u002Fp>\n\n \u003Cp>5. Urlopu udziela się w dni, które są dla pracownika dniami pracy\n zgodnie z obowiązującym go rozkładem czasu pracy, w wymiarze\n godzinowym odpowiadającym dobowemu wymiarowi czasu pracy pracownika w\n danym dniu z zastrzeżeniem ust. 7.\u003C\u002Fp>\n\n \u003Cp>6. Przy udzielaniu urlopu zgodnie z ust. 5 jeden dzień urlopu\n odpowiada 8 godzinom pracy.\u003C\u002Fp>\n\n \u003Cp>7. Udzielanie pracownikowi urlopu w dniu pracy w wymiarze godzinowym\n odpowiadającym części dobowego wymiaru czasu pracy jest dopuszczalne\n jedynie w przypadku, gdy część urlopu pozostała do wykorzystania\n jest niższa niż pełny dobowy wymiar czasu pracy pracownika w dniu,\n na który ma być udzielony urlop.\u003C\u002Fp>\n\n \u003Cp>8. Pracodawca jest obowiązany udzielić na żądanie pracownika i w\n terminie przez niego wskazanym nie więcej niż 4 dni urlopu w każdym\n roku kalendarzowym. Pracownik zgłasza żądanie udzielenia urlopu\n najpóźniej w dniu rozpoczęcia urlopu.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 20\u003C\u002Fh4>\n\n \u003Cp>1. Do okresu pracy od którego zależy wymiar urlopu, wlicza się z\n tytułu ukończenia:\u003C\u002Fp>\n\n \u003Cp>1\u002F zasadniczej lub innej równorzędnej szkoły zawodowej -\n przewidziany programem nauczania, czas trwania nauki, nie więcej niż\n 3 lata,\u003C\u002Fp>\n\n \u003Cp>2\u002F średniej szkoły zawodowej - przewidziany programem nauczania\n czas trwania nauki nie więcej niż 5 lat,\u003C\u002Fp>\n\n \u003Cp>3\u002F średniej szkoły zawodowej dla absolwentów zasadniczych\n (równorzędnych) szkół zawodowych - 5 lat,\u003C\u002Fp>\n\n \u003Cp>4\u002F średniej szkoły ogólnokształcącej - 4 lata,\u003C\u002Fp>\n\n \u003Cp>5\u002F szkoły policealnej - 6 lat,\u003C\u002Fp>\n\n \u003Cp>6\u002F szkoły wyższej - 8 lat.\u003C\u002Fp>\n\n \u003Cp>Okresy nauki o których mowa w punktach 1 - 6 nie podlegają\n sumowaniu.\u003C\u002Fp>\n\n \u003Cp>2. Jeżeli pracownik pobierał naukę w czasie zatrudnienia, do\n okresu pracy, od którego zależy wymiar urlopu, wlicza się bądź\n okres zatrudnienia, w którym była pobierana nauka, bądź okres\n nauki, zależnie od tego co jest korzystniejsze dla pracownika.\u003C\u002Fp>\n\n \u003Cp>3. Do okresu pracy, od którego zależy uzyskanie prawa do urlopu i\n wymiar urlopu, wlicza się okresy poprzedniego zatrudnienia, bez\n względu na przerwy w zatrudnieniu oraz sposób ustania stosunku\n pracy.\u003C\u002Fp>\n\n \u003Cp>4. Pracownikowi, który wykorzystał urlop za dany rok kalendarzowy,\n a następnie uzyskał w ciągu tego roku prawo do urlopu w wyższym\n wymiarze, przysługuje urlop uzupełniający.\u003C\u002Fp>\n\n \u003Cp>5. Pracodawca jest obowiązany udzielić pracownikowi urlopu w tym\n roku kalendarzowym, w którym pracownik uzyskał do niego prawo.\u003C\u002Fp>\n\n \u003Cp>6. Na wniosek pracownika urlop może być podzielony na części, co\n najmniej jedna cześć urlopu powinna obejmować nie mniej niż 14\n kolejnych dni kalendarzowych.\u003C\u002Fp>\n\n \u003Cp>7. Urlopy powinny być udzielane zgodnie z planem urlopów ustalonym\n przez pracodawcę w uzgodnieniu ze związkami zawodowymi.\u003C\u002Fp>\n\n \u003Cp>8. W roku kalendarzowym, w którym ustaje stosunek pracy z\n pracownikiem uprawnionym do urlopu, pracownikowi przysługuje urlop w\n Spółce w wymiarze proporcjonalnym do okresu przepracowanego w roku\n ustania stosunku pracy, chyba, że przed ustaniem tego stosunku\n pracownik wykorzystał urlop w przysługującym mu wymiarze lub\n wymiarze wyższym.\u003C\u002Fp>\n\n \u003Cp>9. skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 21\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca może skierować pracowników na urlop wypoczynkowy w\n okresie planowanych przestojów remontowych w Spółce, zgodnie z\n planem urlopów według art.20 ust.7.\u003C\u002Fp>\n\n \u003Cp>2. W okresie, o którym mowa w ust. 1 pracownicy wykorzystują\n przysługujący urlop wypoczynkowy lub na prośbę pracownika w\n przypadku wykorzystania w całości przysługującego pracownikowi na\n dany rok urlopu wypoczynkowego udzielany jest urlop bezpłatny.\u003C\u002Fp>\n\n \u003Cp>3. O przerwie, o której mowa w ust.1 pracownicy powinni być\n poinformowani do końca stycznia danego roku w sposób przyjęty w\n Spółce.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 22\u003C\u002Fh4>\n\n \u003Cp>1. Przesunięcie terminu urlopu może nastąpić na wniosek\n pracownika, umotywowany ważnymi przyczynami.\u003C\u002Fp>\n\n \u003Cp>2. Jeżeli pracownik nie może rozpocząć urlopu w ustalonym\n terminie z przyczyn usprawiedliwiających nieobecność w pracy, a w\n szczególności z powodu:\u003C\u002Fp>\n\n \u003Cp>1\u002F czasowej niezdolności do pracy wskutek choroby,\u003C\u002Fp>\n\n \u003Cp>2\u002F odosobnienia w związku z chorobą zakaźną,\u003C\u002Fp>\n\n \u003Cp>3\u002F powołania na ćwiczenia wojskowe albo na przeszkolenie wojskowe\n na czas do 3 miesięcy,\u003C\u002Fp>\n\n \u003Cp>4\u002F urlopu macierzyńskiego, \u003C\u002Fp>\n\n \u003Cp>pracodawca jest obowiązany przesunąć urlop na termin\n późniejszy.\u003C\u002Fp>\n\n \u003Cp>3. Część urlopu nie wykorzystana z powodu:\u003C\u002Fp>\n\n \u003Cp>1\u002F czasowej niezdolności do pracy wskutek choroby,\u003C\u002Fp>\n\n \u003Cp>2\u002F odosobnienia w związku z chorobą zakaźną,\u003C\u002Fp>\n\n \u003Cp>3\u002F odbywania ćwiczeń wojskowych lub przeszkolenia wojskowego przez\n czas do 3 miesięcy,\u003C\u002Fp>\n\n \u003Cp>4\u002F urlopu macierzyńskiego,\u003C\u002Fp>\n\n \u003Cp>pracodawca jest obowiązany udzielić w terminie późniejszym.\u003C\u002Fp>\n\n \u003Cp>4. Urlopu nie wykorzystanego zgodnie z planem urlopów, należy\n pracownikowi udzielić najpóźniej do końca pierwszego kwartału\n następnego roku kalendarzowego.\u003C\u002Fp>\n\n \u003Cp>5. W okresie wypowiedzenia umowy o pracę pracownik zobowiązany\n jest wykorzystać przysługujący mu urlop, jeżeli pracodawca udzieli\n mu urlopu.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 23\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca może odwołać pracownika z urlopu tylko wówczas,\n gdy jego obecności w Spółce wymagają okoliczności nieprzewidziane\n w chwili rozpoczynania urlopu.\u003C\u002Fp>\n\n \u003Cp>2. Pracodawca jest obowiązany pokryć koszty poniesione przez\n pracownika w bezpośrednim związku z odwołaniem go z urlopu oraz\n udzielić urlopu przerwanego w całości w terminie późniejszym.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 24\u003C\u002Fh4>\n\n \u003Cp>1. W przypadku niewykorzystania urlopu w całości lub w części z\n powodu rozwiązania lub wygaśnięcia stosunku pracy pracownikowi\n przysługuje ekwiwalent pieniężny. Pracodawca nie ma obowiązku\n wypłacenia ekwiwalentu pieniężnego, w przypadku gdy strony\n postanowią o wykorzystaniu urlopu w czasie pozostawania pracownika w\n stosunku pracy na podstawie kolejnej umowy o pracę zawartej z\n pracodawcą bezpośrednio po rozwiązaniu lub wygaśnięciu poprzedniej\n umowy o pracę.\u003C\u002Fp>\n\n \u003Cp>2. skreślony\u003C\u002Fp>\n\n \u003Cp>3. Za czas urlopu wypoczynkowego pracownikowi przysługuje\n wynagrodzenie, jakie by otrzymał gdyby w tym czasie pracował. Zmienne\n składniki wynagrodzenia są obliczane na podstawie przeciętnego\n wynagrodzenia wypłaconego w okresie 3 miesięcy kalendarzowych\n poprzedzających miesiąc rozpoczęcia urlopu. W przypadkach znacznego\n wahania zmiennych składników wynagrodzenia w stosunku do\n wynagrodzenia obejmującego wynagrodzenie zasadnicze, fundusz\n motywacyjny i dodatek za wysługę lat, składniki te mogą być\n uwzględnione przy ustalaniu wynagrodzenia urlopowego w łącznej\n wysokości wypłaconej pracownikowi w okresie nie przekraczającym 12\n miesięcy kalendarzowych poprzedzających miesiąc rozpoczęcia\n urlopu.\u003C\u002Fp>\n\n \u003Cp>W razie zmiany w zmiennych składnikach wynagrodzenia lub zmiany\n wysokości tych składników w okresie, z którego ustala się\n przeciętne wynagrodzenie, wprowadzo-nych przed rozpoczęciem urlopu\n wypo-czynkowego lub w miesiącu wykorzy stywania tego urlopu,\n przeciętne wyna-grodzenie ustala się ponownie z uwzględnieniem tych\n zmian.\u003C\u002Fp>\n\n \u003Cp>4. Pracodawca zobowiązany jest do wypłaty wynagrodzenia za urlop w\n terminie określonym w art. 44.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział V\u003C\u002Fh2>\n\n \u003Ch3>URLOPY BEZPŁATNE\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 25\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca na pisemną prośbę pracownika może udzielić urlopu\n bezpłatnego.\u003C\u002Fp>\n\n \u003Cp>2. Okresu urlopu bezpłatnego nie wlicza się do okresu pracy od\n którego zależą uprawnienia pracownicze.\u003C\u002Fp>\n\n \u003Cp>3. Przy udzielaniu urlopu bezpłatnego dłuższego niż 3 miesiące\n strony mogą przewidzieć dopuszczalność odwołania pracownika z\n urlopu z ważnych przyczyn.\u003C\u002Fp>\n\n \u003Cp>4. Pracownik może przerwać urlop bezpłatny pod warunkiem:\u003C\u002Fp>\n\n \u003Cp>1\u002F uzyskania zgody pracodawcy lub,\u003C\u002Fp>\n\n \u003Cp>2\u002F osobistego powiadomienia praco-dawcy z trzymiesięcznym\n wyprze-dzeniem.\u003C\u002Fp>\n\n \u003Cp>5. Po zakończeniu urlopu bezpłatnego pracodawca jest zobowiązany\n przyjąć pracownika do pracy na warunkach uzgodnionych przez\n zainteresowane strony przed udzieleniem urlopu.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział VI\u003C\u002Fh2>\n\n \u003Ch3>ZWOLNIENIA OD PRACY\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 26\u003C\u002Fh4>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>1. Pracownikowi przysługuje zwolnienie od pracy, z zachowaniem\n prawa do wynagrodzenia, w razie:\u003C\u002Fp>\n\n \u003Cp>1\u002F ślubu pracownika - 2 dni,\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>2\u002F urodzenia się dziecka pracownika - 2 dni,\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriagetxt\">\u003Cp>3\u002F ślubu dziecka pracownika - 1 dzień,\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>4\u002F zgonu i pogrzebu małżonka, dziecka, ojca, matki, macochy,\n ojczyma - 3 dni,\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-deathrelativestxt\">\u003Cp>5\u002F zgonu i pogrzebu siostry lub brata, teściowej, teścia, babki\n lub dziadka albo innej osoby pozostającej na utrzymaniu pracownika lub\n pod jego bezpośrednią opieką - 1 dzień.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>2. Zwolnienia o których mowa wyżej, winny być wykorzystane w\n czasie zaistnienia okoliczności uprawniającej do zwolnienia.\u003C\u002Fp>\n\n \u003Cp>3. Pracownik obowiązany jest po wykorzystaniu zwolnienia,\n udokumentować okoliczność uprawniającą go do zwolnienia.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 27\u003C\u002Fh4>\n\n \u003Cp>Pracownik może być zwolniony od pracy na czas niezbędny do\n załatwienia ważnych spraw osobistych lub rodzinnych, które wymagają\n załatwienia w godzinach pracy. Za czas tych zwolnień może\n przysługiwać wynagrodzenie w zależności od decyzji kierownika\n wy-działu lub czas takiego zwolnienia może być odpracowany, a\n odpracowanie to nie stanowi pracy w godzinach nadliczbowych.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 28\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca obowiązany jest zwolnić pracownika od pracy z\n zachowaniem prawa do wynagrodzenia u pracodawcy w następujących\n przypadkach:\u003C\u002Fp>\n\n \u003Cp>1\u002F w celu wzięcia udziału w charakterze strony lub członka w\n posiedzeniu komisji i zespołów, których działalność wynika ze\n statutowych obowiązków pracodawcy, niniejszego Układu lub\n powołanych doraźnie przez strony Układu,\u003C\u002Fp>\n\n \u003Cp>2\u002F w celu przeprowadzenia badań przewidzianych przepisami w sprawie\n obowiązkowych badań lekarskich lub szczepień albo badań stanu\n zdrowia osób wykonujących niektóre zajęcia zarobkowe w Spółce,\n jeżeli nie jest możliwe przeprowadzenie badań lub szczepień w\n czasie wolnym od pracy,\u003C\u002Fp>\n\n \u003Cp>3\u002F w celu pełnienia funkcji wykładowcy na kursach organizowanych\n przez zewnętrzne instytucje szkoleniowe oraz w szkole zawodowej i\n szkole wyższej szkolących uczniów i studentów o profilu niezbędnym\n dla potrzeb Spółki, na czas nie przekraczający 6 godzin tygodniowo\n lub 24 godziny miesięcznie,\u003C\u002Fp>\n\n \u003Cp>4\u002F w celu pełnienia funkcji wykładowcy, członka komisji\n egzaminacyjnej lub kierownika kursu na kursach i szkoleniach\n organizowanych przez Ośrodek Szkolenia dla pracowników i\n kontrahentów Spółki na czas niezbędny do przeprowadzenia\n zaplanowanych szkoleń, kursów i egzaminów,\u003C\u002Fp>\n\n \u003Cp>5\u002F w celu uczestnictwa w zwalczaniu klęsk żywiołowych,\n bezpośredniego uczestnictwa w akcji gaszenia pożaru i ochronie przed\n powodzią. Powyższe zwolnienia od pracy winny być poświadczone przez\n urząd gminy na terenie której odbywa się akcja,\u003C\u002Fp>\n\n \u003Cp>6\u002F w celu odbywania szkolenia w związku z pełnieniem funkcji\n społecznego inspektora pracy oraz udziału w konsultacjach i\n egzaminach w wymiarze nie przekraczającym 10 dni w czasie kadencji,\u003C\u002Fp>\n\n \u003Cp>7\u002F w celu wzięcia udziału w szkoleniach i egzaminach z zakresu\n bezpieczeństwa i higieny pracy,\u003C\u002Fp>\n\n \u003Cp>8\u002F w celu wypełniania ustawowych obowiązków przez społecznych\n inspektorów pracy,\u003C\u002Fp>\n\n \u003Cp>9\u002F w celu wzięcia udziału w szkoleniach i egzaminach dla\n podniesienia kwalifikacji zawodowych umożliwiających uzyskanie\n uprawnień do wykonywania pracy w Spółce na dotychczasowym stanowisku\n (z wyłączeniem kursów i egzaminów z języka obcego) w wymiarze 50%\n czasu przewidzianego programem szkolenia za wyjątkiem szkoleń i\n egzaminów organizowanych przez instytucje zewnętrzne, których ramy\n organizacyjne określają potrzebę oddelegowania w innym zakresie,\u003C\u002Fp>\n\n \u003Cp>10\u002F celem oddania krwi i na okresowe badania lekarskie na czas\n oznaczony przez stację krwiodawstwa.\u003C\u002Fp>\n\n \u003Cp>2. Pracodawca może zwolnić pracownika od pracy z zachowaniem prawa\n do wynagrodzenia u pracodawcy w celu wzięcia udziału w szkoleniach i\n egzaminach dla podniesienia kwalifikacji zawodowych umożliwiających\n uzyskanie uprawnień do wykonywania pracy w Spółce.\u003C\u002Fp>\n\n \u003Cp>3. Pracownikowi przysługuje wypoczynek po zakończeniu nocnej\n podróży służbowej w ilości nie-przekraczajacej 8 godzin z prawem\n do wynagrodzenia, jeżeli nie korzystał z miejsca sypialnego.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 29\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca może zwolnić pracownika od pracy bez prawa do\n wynagrodzenia u pracodawcy, w celu wzięcia udziału w szkoleniach i\n egzaminach dla podniesienia kwalifikacji zawodowych.\u003C\u002Fp>\n\n \u003Cp>2. Pracodawca obowiązany jest zwolnić pracownika od pracy bez\n prawa do wynagrodzenia u pracodawcy w następujących przypadkach:\u003C\u002Fp>\n\n \u003Cp>1\u002F w celu stawienia się na wezwanie:\u003C\u002Fp>\n\n \u003Cp>- organu administracji państwowej,\u003C\u002Fp>\n\n \u003Cp>- organu samorządu terytorialnego,\u003C\u002Fp>\n\n \u003Cp>- sądu,\u003C\u002Fp>\n\n \u003Cp>- prokuratury,\u003C\u002Fp>\n\n \u003Cp>- policji,\u003C\u002Fp>\n\n \u003Cp>- kolegium d\u002Fs wykroczeń,\u003C\u002Fp>\n\n \u003Cp>- do wykonywania powszechnego obowiązku obrony,\u003C\u002Fp>\n\n \u003Cp>2\u002F wezwanego w charakterze świadka w postępowaniu kontrolnym przez\n Najwyższą Izbę Kontroli i pracownika powołanego do udziału w tym\n postępowaniu w charakterze specjalisty,\u003C\u002Fp>\n\n \u003Cp>3\u002F w celu pełnienia funkcji członka komisji społecznej lub innego\n społecznego organu konsultacyjnego, powołanych przez naczelne organy\n władzy państwowej albo Radę Ministrów lub Prezesa Rady Ministrów,\n a także członka badań Komisji Komitetu Badań Naukowych,\u003C\u002Fp>\n\n \u003Cp>4\u002F na szkolenie pożarnicze i do wykonywania kontroli zabezpieczenia\n przeciwpożarowego poza Spółką w wymiarze nie przekraczającym 6 dni\n w roku kalendarzowym. Powyższe zwolnienie od pracy winno być\n poświadczone przez instytucje organizujące szkolenie lub\n kontrolę,\u003C\u002Fp>\n\n \u003Cp>5\u002F w celu prowadzenia zajęć dydaktycznych w szkole zawodowej,\n szkole wyższej, w placówce naukowej albo jednostce\n badawczo-rozwojowej oraz prowadzenie szkolenia na kursach zawodowych\n organizowanych przez:\u003C\u002Fp>\n\n \u003Cp>- ministerstwa oraz urzędy centralne, a także terenowe organy\n administracji rządowej oraz jednostki im podległe,\u003C\u002Fp>\n\n \u003Cp>- jednostki organizacyjne Ministra Edukacji Narodowej,\u003C\u002Fp>\n\n \u003Cp>- stowarzyszenia i organizacje społeczne, które na podstawie\n obowiązujących przepisów uzyskały zezwolenie Ministra Edukacji\n Narodowej albo właściwego organu administracji państwowej na\n prowadzenie kursów na zlecenie uspołecznionych jednostek\n organizacyjnych w wymiarze czasu pracy nie przekraczającym 6 godzin\n tygodniowo lub 24 godziny miesięcznie,\u003C\u002Fp>\n\n \u003Cp>6\u002F w celu wykonania specjalistycznych badań lekarskich\n niemożliwych do przeprowadzenia w Zakładzie Przychodnia Zdrowia\n „LOT-Medical”. Czas tego zwolnienia może być odpracowany, a\n odpracowanie nie stanowi pracy w godzinach nadliczbowych,\u003C\u002Fp>\n\n \u003Cp>7\u002F w celu wykonywania czynności biegłego w postępowaniu\n administracyjnym, karnym przygotowawczym, sądowym lub przed kolegium\n do spraw wykroczeń - łączny wymiar zwolnień z tego tytułu nie\n może przekraczać 6 dni w ciągu roku kalendarzowego.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 30\u003C\u002Fh4>\n\n \u003Cp>1. Nieobecność w pracy lub spóźnienie do pracy z prawem do\n wynagrodzenia, usprawiedliwiają przyczyny uniemożliwiające stawienie\n się do pracy, aw szczególności:\u003C\u002Fp>\n\n \u003Cp>1\u002F niezdolność do pracy spowodowana chorobą pracownika lub jego\n odosobnienie z powodu choroby zakaźnej,\u003C\u002Fp>\n\n \u003Cp>2\u002F niezdolność do pracy spowodowana chorobą zawodową\n pracownika,\u003C\u002Fp>\n\n \u003Cp>3\u002F odsunięcie od pracy na podstawie zaświadczenia (decyzji)\n lekarza, komisji lekarskiej, Zakładowej Komisji\n Rehabilitacyjno-Przeniesieniowej lub inspektora sanitarnego, jeżeli\n Spółka nie zatrudni pracownika przy innej pracy odpowiedniej do stanu\n jego zdrowia,\u003C\u002Fp>\n\n \u003Cp>4\u002F leczenie uzdrowiskowe, jeżeli jego okres został uznany\n zaświadczeniem lekarskim za okres niezdolności do pracy z powodu\n choroby,\u003C\u002Fp>\n\n \u003Cp>5\u002F choroba członka rodziny pracownika wymagająca sprawowania przez\n pracownika osobistej opieki do 14 dni w roku kalendarzowym,\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>6\u002F okoliczności wymagające sprawowania przez pracownika opieki nad\n chorym dzieckiem w wieku do lat 14 - do 60 dni w roku kalendarzowym,\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>7\u002F zwolnienie od pracy przysługujące dla pracownicy albo\n pracownika wychowujących dziecko do lat 14 w wysokości 2 dni w ciągu\n roku kalendarzowego. Jeżeli oboje rodzice są zatrudnieni wówczas z\n uprawnienia tego może skorzystać jedno z nich.\u003C\u002Fp>\n\n \u003Cp>2. Zasadność nieobecności w przypadkach przedstawionych w ust. 1\n powinna być poświadczona odpowiednimi dokumentami.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 31\u003C\u002Fh4>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział VII\u003C\u002Fh2>\n\n \u003Ch3>WARUNKI I ZASADY WYNAGRADZANIA PRACOWNIKÓW ZA PRACĘ\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 32\u003C\u002Fh4>\n\n \u003Cp>1. Podstawowym kryterium oceny i miarą wartości pracy jest\n wynagrodzenie za czas pracy i jej efektywność.\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>2. Obowiązuje zasada, że za taką samą pracę kobiety i\n mężczyźni otrzymują taką samą płacę. Niedopuszczalna jest w tym\n zakresie jakakolwiek dyskryminacja.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>3. Zasady wynagradzania obejmują wszystkich pracowników\n zatrudnionych w Spółce z wyłączeniem Prezesa Zarządu - Dyrektora\n Naczelnego i Członków Zarządu.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 33\u003C\u002Fh4>\n\n \u003Cp>1. Dla pracowników zatrudnionych na stanowiskach robotniczych i\n nierobotniczych stosuje się miesięczną formę wynagradzania.\u003C\u002Fp>\n\n \u003Cp>2. Wysokość wynagrodzenia zasadniczego uzależniona jest od\n kategorii i stawki zaszeregowania osobistego oraz ilości efektywnie\n przepracowanych godzin.\u003C\u002Fp>\n\n \u003Cp>3. Stawka zaszeregowania osobistego wynika z kategorii wg\n taryfikatora kwalifikacyjnego oraz oceny pracy, ze szczególnym\n uwzględnieniem wydajności, jakości i dyscypliny pracy dokonanej\n przez bezpośredniego przełożonego.\u003C\u002Fp>\n\n \u003Cp>Kategoria zaszeregowania w taryfikatorze kwalifikacyjnym jest\n wynikiem oceny punktowej stanowisk pracy sporządzonej w oparciu o\n wartościowanie pracy.\u003C\u002Fp>\n\n \u003Cp>4. skreślony\u003C\u002Fp>\n\n \u003Cp>5. Średnia płaca dozoru bezpośredniego powinna kształtować się\n na poziomie od 1,3 do 2,0 średnich płac pracowników wy-działu lub\n komórki organizacyjnej.\u003C\u002Fp>\n\n \u003Cp>6. Średnia płaca kierownika wy-działu powinna kształtować się\n na poziomie od 1,8 do 3,0 średnich płac pracowników.\u003C\u002Fp>\n\n \u003Cp>7. Do obliczenia poziomu średnich płac według ust. 5 i ust. 6\n należy uwzględnić następujące składniki wynagrodzenia:\u003C\u002Fp>\n\n \u003Cp>- płacę zasadniczą,\u003C\u002Fp>\n\n \u003Cp>- fundusz motywacyjny,\u003C\u002Fp>\n\n \u003Cp>- dodatek funkcyjny\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 34\u003C\u002Fh4>\n\n \u003Cp>Tabela współczynników stawek zasadniczych dla poszczególnych\n kategorii zaszeregowania w od-niesieniu do płacy minimalnej\n określonej w Zakładowym Układzie Zbiorowym Pracy dla stanowisk\n robotniczych i nierobotniczych stanowi załącznik nr 2.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 35\u003C\u002Fh4>\n\n \u003Cp>1. Pracownikom przysługuje premia roczna na warunkach i zasadach\n określonych poniżej, składająca się z dwóch części:\u003C\u002Fp>\n\n \u003Cp>1\u002F Miesięcznej:\u003C\u002Fp>\n\n \u003Cp>a) w części dotyczącej indywidualnej obecności w pracy\n uzależnionej od przepracowania w miesiącu kalendarzowym nie mniej\n niż 150 godzin z obowiązującego w danym miesiącu wymiaru czasu\n pracy (bez godzin nadliczbowych). Z zastrze-żeniem, że raz w roku\n wymagany przepisami urlop wypoczynkowy obejmujący kolejnych 14 dni\n kalendarzowych będzie traktowany jako czas przepracowany.\u003C\u002Fp>\n\n \u003Cp>b) w części dotyczącej realizacji dostaw uzależnionej od\n wykonania 100% miesięcznych dostaw określonych w oparciu o budżet na\n dany rok, pod warunkiem przepracowania minimum 80 godzin z\n obowiązującego w danym miesiącu wymiaru czasu pracy. W przypadku nie\n wykonania dostaw w danym miesiącu\u002F miesiącach przewiduje się\n przyznanie premii miesięcznej po zrealizowaniu 100% dostaw dla danego\n kwartału kalendarzowego.\u003C\u002Fp>\n\n \u003Cp>2\u002F Rocznej odnoszącej się do następujących kryteriów: EBIT,\n jakość, absencja zbiorowa.\u003C\u002Fp>\n\n \u003Cp>2. W 2012 roku premia roczna kształtować się będzie\n następująco:\u003C\u002Fp>\n\n \u003Cp>1\u002F W części miesięcznej wysokość premii wynosić będzie 200\n zł brutto, z czego 120 zł brutto będzie związane z indywidualną\n obecnością pracownika w pracy a 80 zł brutto z realizacją dostaw\n przewidzianych w budżecie za dany miesiąc.\u003C\u002Fp>\n\n \u003Cp>2\u002F W części rocznej wysokość premii w przypadku maksymalnego\n wykonania przez Spółkę wszystkich celów w 2012 roku wyniesie 1785\n zł brutto.\u003C\u002Fp>\n\n \u003Cp>3. W 2013 roku premia roczna kształtować się będzie\n następująco:\u003C\u002Fp>\n\n \u003Cp>1\u002F W części miesięcznej wysokość premii wynosić będzie 250\n zł brutto, z czego 125 zł brutto będzie związane z indywidualną\n obecnością pracownika w pracy a 125 zł brutto z realizacją dostaw\n przewidzianych w budżecie za dany miesiąc.\u003C\u002Fp>\n\n \u003Cp>2\u002F W części rocznej wysokość premii w przypadku maksymalnego\n wykonania przez Spółkę wszystkich celów w 2013 roku wyniesie 1925\n zł brutto.\u003C\u002Fp>\n\n \u003Cp>4. W 2014 roku premia roczna kształtować się będzie\n następująco:\u003C\u002Fp>\n\n \u003Cp>1\u002F W części miesięcznej wysokość premii wynosić będzie 300\n zł brutto, z czego 125 zł brutto będzie związane z indywidualną\n obecnością pracownika w pracy a 175 zł brutto z realizacją dostaw\n przewidzianych w budżecie za dany miesiąc.\u003C\u002Fp>\n\n \u003Cp>2\u002F W części rocznej wysokość premii w przypadku maksymalnego\n wykonania przez Spółkę wszystkich celów w 2014 roku wyniesie 2100\n zł brutto.\u003C\u002Fp>\n\n \u003Cp>5. Do 10 kwietnia każdego roku pracownikom będzie wypłacana\n część roczna premii, której wysokość będzie uzależniona od\n wyników Spółki za poprzedni rok obrotowy.\u003C\u002Fp>\n\n \u003Cp>6. Kwota części rocznej premii będzie uzależniona od stopnia\n wykonania przez Spółkę, między innymi, celów finansowych,\n efektywnościowych, wydajnościowych i jakościowych w poprzednim roku\n obrotowym\u003C\u002Fp>\n\n \u003Cp>7. Szczegółowe zasady przyznawania premii, o której mowa w ust\n 1-4, strony układu określają w odrębnym porozumieniu.\u003C\u002Fp>\n\n \u003Cp>8. W 2014 r. strony podejmą rozmowy w celu wdrożenia nowego\n systemu premiowego,który obowiązywałby od 2015 r.”\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 36\u003C\u002Fh4>\n\n \u003Cp>1 Na wniosek Związków Zawodowych Spółka będzie wypłacać\n pracownikom w niej zatrudnionym Premię Świąteczną. Premia będzie\n równa jednej czwartej średniego miesięcznego wynagrodzenia danego\n pracownika obliczonego w oparciu o dane za następujące miesiące:\n wrzesień, październik, listopad. Składniki wynagrodzenia\n uwzględniane przy obliczaniu średniego miesięcznego wynagrodzenia\n danego pracownika, sposób obliczania Premii Świątecznej w przypadku\n gdy pracownik nie otrzymał wynagrodzenia przez cały lub część\n okresu w oparciu, o który ma być obliczone średnie miesięczne\n wynagrodzenie, zostaną uzgodnione w formie odrębnego, pisemnego\n porozumienia przez Pracodawcę i Związki Zawodowe.\u003C\u002Fp>\n\n \u003Cp>2. Premia Świąteczna zostanie podzielona na dwie równe części,\n o ile inaczej nie postanowią Spółka i Związki Zawodowe, przy czym\n jedna część zostanie wypłacona z okazji Świąt Bożego Narodzenia,\n a druga z okazji Świąt Wielkiej Nocy.\u003C\u002Fp>\n\n \u003Cp>3. Premia będzie wypłacana, wraz z wynagrodzeniem, przed każdym z\n tych świąt.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 37\u003C\u002Fh4>\n\n \u003Cp>Zasady zaszeregowania i awansowania pracowników zatrudnionych na\n stanowiskach robotniczych i nierobotniczych określa załącznik nr\n 5.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 38\u003C\u002Fh4>\n\n \u003Cp>1. Pracownikowi przysługuje wynagrodzenie, wynikające ze stawki\n osobistego zaszeregowania oraz dodatków określonych niniejszym\n Układem, proporcjonalne do czasu efektywnie przepracowanego.\u003C\u002Fp>\n\n \u003Cp>2. Za czas nieprzepracowany, pracownikowi przysługuje wynagrodzenie\n wówczas, gdy to wynika z niniejszego Układu lub powszechnie\n obowiązujących przepisów.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 39\u003C\u002Fh4>\n\n \u003Cp>1. Za czas niezawinionego przez pracownika przestoju przysługuje\n wynagrodzenie w wysokości 80% wynagrodzenia obliczonego jak za urlop\n wypoczynkowy. Wynagrodzenie to nie może być jednak niższe od\n wynagrodzenia wynikającego z kategorii osobistego zaszeregowania\n pracownika określonego stawką godzinową lub miesięczną. W każdym\n przypadku wynagrodzenie to nie może być również niższe od\n najniższego wynagrodzenia dla pracowników objętych Układem.\u003C\u002Fp>\n\n \u003Cp>2. Jeżeli przestój nastąpił z winy pracownika i pracownik nie\n podjął pracy zastępczej, wynagrodzenie nie przysługuje.\u003C\u002Fp>\n\n \u003Cp>3. Pracodawca może na czas przestoju powierzyć pracownikowi inną,\n odpowiednią pracę za wykonanie której, przysługuje wynagrodzenie\n jak za normalny czas pracy.\u003C\u002Fp>\n\n \u003Cp>4. Jeżeli przestój nastąpił z winy pracownika w przypadku\n podjęcia pracy zastępczej, przysługuje wynagrodzenie wynikające z\n osobistego zaszeregowania pracownika.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 40\u003C\u002Fh4>\n\n \u003Cp>1. Za wadliwe wykonanie wyrobów z winy pracownika - wynagrodzenie\n nie przysługuje.\u003C\u002Fp>\n\n \u003Cp>2. Jeżeli wskutek wadliwie wykonanej pracy z winy pracownika\n nastąpiło obniżenie jakości wyrobu wynagrodzenie ulega\n odpowiedniemu zmniejszeniu.\u003C\u002Fp>\n\n \u003Cp>3. Jeżeli wadliwość wyrobu została usunięta przez pracownika,\n przysługuje mu wynagrodzenie odpowiednie do jakości wyrobu, z tym,\n że za czas pracy przy usuwaniu wady wynagrodzenie nie przysługuje.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 41\u003C\u002Fh4>\n\n \u003Cp>1. Jeżeli praca określona umową nie wypełnia pracownikowi\n całkowicie czasu pracy, przełożony powinien powierzyć mu doraźną\n pracę uzupełniającą zgodnie z jego kwalifikacjami wynikającymi z\n umowy o pracę.\u003C\u002Fp>\n\n \u003Cp>2. Za wykonanie pracy doraźnej lub uzupełniającej pracownik nie\n otrzymuje dodatkowego wynagrodzenia.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 42\u003C\u002Fh4>\n\n \u003Cp>1. Wynagrodzenia indywidualne pracowników są poufne i nie\n podlegają publikacji:\u003C\u002Fp>\n\n \u003Cp>Poufność wynika z niepublikowania:\u003C\u002Fp>\n\n \u003Cp>- stawki osobistego zaszeregowania,\u003C\u002Fp>\n\n \u003Cp>- czasu efektywnie przepracowanego,\u003C\u002Fp>\n\n \u003Cp>- zastosowanych sankcji w stosunku do pracownika.\u003C\u002Fp>\n\n \u003Cp>2. Pracownicy są informowani o następujących danych dotyczących\n płac:\u003C\u002Fp>\n\n \u003Cp>- średniej stawce godzinowej w wy-dziale,\u003C\u002Fp>\n\n \u003Cp>- rozpiętości stawek minimalnych i maksymalnych w wy-dziale.\u003C\u002Fp>\n\n \u003Cp>3. Na wniosek zainteresowanego pracownika kierownik zobowiązany\n jest do poinformowania o dokonanej zmianie stawki osobistego\n zaszeregowania pracownika.\u003C\u002Fp>\n\n \u003Cp>4. Zarząd Spółki na wniosek związków zawodowych obowiązany\n jest do przedstawienia pracownikom informacji o kształtowaniu się\n średnich płac w Spółce, pionach i wydziałach.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 43\u003C\u002Fh4>\n\n \u003Cp>Najniższe wynagrodzenie dla pracowników objętych Układem nie\n może być niższe niż 110% minimalnego wynagrodzenia określonego\n zgodnie z ustawą z dnia 10.10.2002r. o minimalnym wynagrodzeniu za\n pracę (Dz.U. nr 200 poz 1679).\u003C\u002Fp>\n\n \u003Ch4>Artykuł 44\u003C\u002Fh4>\n\n \u003Cp>Wypłata wynagrodzenia następuje do 10 dnia następnego miesiąca\n kalendarzowego w formie pieniężnej na rachunek bankowy pracownika.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 45\u003C\u002Fh4>\n\n \u003Cp>Przyrost przeciętnych wynagrodzeń w Spółce na dany rok\n kalendarzowy ustalany jest w oparciu o Zasady negocjacyjnego systemu\n kształtowania przyrostu przeciętnych wynagro-dzeń w Spółce\n stanowiące załącznik nr 6.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział VIII\u003C\u002Fh2>\n\n \u003Ch3>ZASADY WYPŁAT DODATKÓW DO WYNAGRODZENIA\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 46\u003C\u002Fh4>\n\n \u003Cp>1. Za pracę w godzinach nadliczbowych, oprócz normalnego\n wynagrodzenia przysługuje dodatek w wysokości:\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cp>1\u002F 50% wynagrodzenia – za pracę w czterech pierwszych godzinach\n nadliczbowych przypadających w dni powszednie oraz w niedziele i\n święta będące dla pracownika dniami pracy zgodnie z obowiązującym\n go rozkładem czasu pracy,\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>2\u002F 100% wynagrodzenia – za pracę w godzinach nadliczbowych\n przypadają-cych w nocy, w godzinach nadliczbo-wych w niedziele i\n święta nie będące dla pracownika dniami pracy zgodnie z\n obowiązującym go rozkładem czasu pracy, a także w godzinach\n nadliczbo-wych przypadających w dniu wolnym od pracy udzielonym w\n zamian za pracę w niedziele lub święta będące dla pracownika\n dniami pracy zgodnie z obowiązującym go rozkładem czasu pracy.\u003C\u002Fp>\n\n \u003Cp>2. Dodatek, o którym mowa w ust. 1 pkt 1\u002F nie przysługuje w\n przypadku udzielenia czasu wolnego bez wniosku pracownika, w zamian za\n czas przepracowany ponad ustaloną normę. W takim przypadku pracodawca\n udziela czasu wolnego od pracy najpóźniej do zakończenia okresu\n rozliczeniowego w wymiarze o połowę wyższym niż liczba\n przepracowanych godzin nadliczbowych, jednakże nie może to\n spowodować obniżenia wynagrodzenia należnego pracownikowi za pełny\n miesięczny wymiar czasu pracy.\u003C\u002Fp>\n\n \u003Cp>2\u003Csup>1\u003C\u002Fsup>. Dodatek, o którym mowa w ust. 1 nie przysługuje w\n przypadku udzielenia na wniosek pracownika czasu wolnego w zamian za\n czas przepracowany ponad ustaloną normę.\u003C\u002Fp>\n\n \u003Cp>3. Dyrektorzy pionów, główny księgowy, główni specjaliści,\n szef programu, kierownik zakładu, szef zespołu wydziałów oraz\n kierownicy wy-działów, a także ich etatowi zastępcy wykonują w\n razie konieczności pracę poza normalnymi godzinami pracy bez prawa do\n oddzielnego wynagrodzenia z tytułu pracy w godzinach nadliczbowych.\u003C\u002Fp>\n\n \u003Cp>4. Pracownikom wymienionym w ust. 3 za wyjątkiem dyrektorów\n pionów, gł. księgowego, przysługuje jednak prawo do oddzielnego\n wynagrodzenia z tytułu pracy wykonanej na polecenie przełożonego w\n godzinach nadliczbowych przypadających w niedzielę, święto lub w\n dodatkowym dniu wolnym od pracy, jeżeli za pracę w tym dniu nie\n otrzymali innego dnia wolnego od pracy.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 47\u003C\u002Fh4>\n\n \u003Cp>Pracownikowi przysługuje dodatek za pracę na II zmianie w\n wysokości 7% stawki godzinowej wynikającej z kwoty bazowej za każdą\n godzinę przepracowaną na drugiej zmianie w stałym cyklu zmianowym i\n ruchu ciągłym.\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch4>Artykuł 48\u003C\u002Fh4>\n\n \u003Cp>Pracownikowi przysługuje dodatek za pracę w porze nocnej w\n wysokości 20% stawki godzinowej wynikającej z kwoty bazowej za\n każdą godzinę przepracowaną w tym czasie.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Ch4>Artykuł 49\u003C\u002Fh4>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Ch4>Artykuł 50\u003C\u002Fh4>\n\n \u003Cp>1. Pracownikom kierującym pracą brygady przysługuje dodatek za\n prowadzenie brygady, uzależniony od ilości godzin przepracowanych\n oraz ilości osób w brygadzie.\u003C\u002Fp>\n\n \u003Cp>2. Miesięczna, wskaźnikowa wysokość dodatku za kierowanie\n brygadą określona\u003C\u002Fp>\n\n \u003Cp>jest w załączniku nr 8 i wynosi:\u003C\u002Fp>\n\n \u003Cp>1\u002F przy 5 - 10 osób w brygadzie - 1\u002F2 szczebla 1,\u003C\u002Fp>\n\n \u003Cp>2\u002F przy 11 - 15 osób w brygadzie - 1\u002F2 szczebla 2,\u003C\u002Fp>\n\n \u003Cp>3\u002F powyżej 15 osób w brygadzie - 1\u002F2 szczebla 3.\u003C\u002Fp>\n\n \u003Cp>Dodatek przysługuje w okresie pełnienia funkcji brygadzisty.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 51\u003C\u002Fh4>\n\n \u003Cp>1. Pracownikom zatrudnionym na stanowiskach kierowniczych\n przysługuje dodatek funkcyjny, którego wysokość zależna jest od\n zajmowanego stanowiska w hierarchicznej strukturze Spółki, stopnia\n skomplikowania prac, liczby osób podporządkowanych i innych\n uzasadnionych okoliczności.\u003C\u002Fp>\n\n \u003Cp>2. Dodatek funkcyjny nie przysługuje, jeżeli liczba pracowników\n podporządkowanych wynosi mniej niż 3 osoby.\u003C\u002Fp>\n\n \u003Cp>3. Prezes Zarządu - Dyrektor Naczelny podejmuje decyzję o\n przyznaniu dodatku funkcyjnego w przypadku, gdy liczba\n podporządkowanych pracowników jest mniejsza niż wynika to z ust.\n 2.\u003C\u002Fp>\n\n \u003Cp>4. Wysokość dodatku funkcyjnego proponuje przełożony pracownika\n w uzgodnieniu z pionem właściwym do spraw pracowniczych.\u003C\u002Fp>\n\n \u003Cp>5. Miesięczne, procentowe stawki dodatku funkcyjnego oraz wykaz\n stanowisk uprawnionych do dodatku funkcyjnego określa załącznik nr\n 8.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 51\u003Csup>1\u003C\u002Fsup>\u003C\u002Fh4>\n\n \u003Cp>1. Pracownikom zatrudnionym w Zakładzie Przychodnia Zdrowia „LOT\n – Medical” przysługuje dodatek „NFZ” będący realizacją\n wzrostu wynagrodzenia wynikającego z ustawy z dnia 22 lipca 2006 roku\n o przekazaniu środków finansowych świadczeniodawcom na wzrost\n wynagrodzeń (Dz.U nr 149 poz.1076).\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>2. Dodatek, o którym mowa w ust 1 nie może być wyższy niż 40%\n przeciętnego wynagrodzenia danego pracownika z II kwartału 2006r.\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>3. Przepis niniejszy obowiązuje przez czas określony tj. do końca\n 2007r lub do czasu przekazywania przez Narodowy Fundusz Zdrowia bądź\n inny podmiot realizujący zadania systemu ubezpieczeń zdrowotnych\n środków finansowych pozwalających na wypłatę dodatku „NFZ”\n .\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>4. Szczegółowe zasady przyznawania i rozliczania dodatku „NFZ”\n określa Regulamin, uzgodniony ze związkami zawodowymi.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział IX\u003C\u002Fh2>\n\n \u003Ch3>ŚWIADCZENIA PŁACOWE I DODATKOWE INNE NIŻ WYNAGRODZENIE ZA\n PRACĘ\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 52\u003C\u002Fh4>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 53\u003C\u002Fh4>\n\n \u003Cp>1. Pracownikowi, który przepracował 20 lat i więcej przysługuje\n nagroda jubileuszowa.\u003C\u002Fp>\n\n \u003Cp>2. Procentowy wymiar nagrody jubileuszowej ustala się odrębnie dla\n okresu zatrudnienia w PZL-Świdnik S.A., odrębnie dla okresu\n zatrudnienia w innych zakładach pracy.\u003C\u002Fp>\n\n \u003Cp>3. Do okresu zatrudnienia w PZL Świdnik S.A. wlicza się:\u003C\u002Fp>\n\n \u003Cp>1\u002F okresy zatrudnienia w Spółce z wyjątkiem okresów zatrudnienia\n zakończonych wygaśnięciem umowy wskutek porzucenia pracy i\n rozwiązania umowy o pracę bez wypowiedzenia z winy pracownika.\n Wygaśnięcie umowy wskutek porzucenia pracy dotyczy okresów przed 2\n czerwca 1996r. (wejście w życie ustawy z 2 lutego 1996r. o zmianie\n ustawy Kodeks pracy oraz o zmianie niektórych ustaw Dz.U. nr 24\u002F96\n poz. 110),\u003C\u002Fp>\n\n \u003Cp>2\u002F okres zatrudnienia w Spółkach z o.o. wydzielonych z PZL\n Świdnik S.A i Pracowniczej Fundacji Socjalnej,\u003C\u002Fp>\n\n \u003Cp>3\u002F okres zatrudnienia w Spółce pracowników zwolnionych z przyczyn\n określonych w art. 1 ustawy z dnia 24 maja 1989 (Dz.U. nr 32\u002F89 poz.\n 172 z późniejszymi zmianami), którzy ponownie podjęli pracę w PZL\n Świdnik S.A.,\u003C\u002Fp>\n\n \u003Cp>4\u002F okres zwolnienia od pracy zawodowej w związku z wyborem lub\n powołaniem pracownika do pełnienia funkcji państwowych i\n społecznych,\u003C\u002Fp>\n\n \u003Cp>5\u002F okres odbywania zasadniczej lub okresowej służby wojskowej na\n zasadach określonych w ustawie z dnia 21 listopada 1967r. o\n powszechnym obowiązku obrony Rzeczpospolitej Polskiej (Dz.U. nr 4\u002F92\n poz. 16),\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>6\u002F okres przebywania kobiet na urlopach wychowawczych zgodnie z\n rozporządzeniem Rady Ministrów z dnia 28 maja 1996r. w sprawie\n urlopów i zasiłków wychowawczych (Dz.U. nr 60\u002F96 poz. 277),\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>7\u002F ostatni okres nieprzerwanej pracy w jednostce organizacyjnej w\n przypadku przejęcia tej jednostki,\u003C\u002Fp>\n\n \u003Cp>8\u002F ostatni okres nieprzerwanej pracy w poprzednim zakładzie w\n przypadku przeniesienia pracownika do Spółki na podstawie decyzji\n jednostki nadrzędnej,\u003C\u002Fp>\n\n \u003Cp>9\u002F okresy zatrudnienia w zakładach przemysłu obronnego i\n lotniczego objętych Ponadzakładowym Układem Zbiorowym Pracy dla\n Pracowników Przedsiębiorstw Przemysłu Obronnego i Lotniczego.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>4. Do okresów zatrudnienia w innych zakładach pracy wlicza się\n wszystkie inne udokumentowane okresy zatrudnienia w\n przedsiębiorstwach, nie wymienione w ust. 3.\u003C\u002Fp>\n\n \u003Cp>5. Wypłata nagrody powinna nastąpić niezwłocznie po nabyciu\n przez pracownika prawa do tej nagrody.\u003C\u002Fp>\n\n \u003Cp>6. Pracownik jest obowiązany udowodnić swoje prawo do nagrody,\n jeżeli w aktach osobowych będących w dyspozycji pracodawcy brak jest\n odpowiedniej dokumentacji.\u003C\u002Fp>\n\n \u003Cp>7. W razie nabycia przez pracownika prawa do nagrody po zmianie\n wymiaru czasu pracy, podstawę obliczenia nagrody stanowi wynagrodzenie\n przysługujące pracownikowi w okresie przepracowanym po tej\n zmianie.\u003C\u002Fp>\n\n \u003Cp>Jeżeli pracownik nabył prawo do nagrody będąc zatrudnionym w\n innym wymiarze czasu pracy niż w dniu jej wypłaty, podstawę\n obliczenia nagrody stanowi wynagrodzenie przysługujące pracownikowi\n bezpośrednio przed zmianą wymiaru czasu pracy.\u003C\u002Fp>\n\n \u003Cp>8. Jeżeli rozwiązanie stosunku pracy nastąpiło z powodu\n przejścia na emeryturę lub rentę inwalidzką w związku z wypadkiem\n przy pracy lub chorobą zawodową albo na rentę inwalidzką I lub II\n grupy z innych przyczyn niż wypadek przy pracy lub choroba zawodowa -\n pracownikowi, któremu do nabycia prawa do nagrody brakuje mniej niż\n 12 miesięcy, licząc od dnia rozwiązania stosunku pracy, nagrodę tę\n wypłaca się w dniu rozwiązania stosunku pracy.\u003C\u002Fp>\n\n \u003Cp>9. Pracownikowi, który udokumentował w danym dniu swoje prawo do\n nagrody, a w ciągu 12 miesięcy od tego dnia nabędzie prawo do\n nagrody wyższego stopnia, wypłaca się nagrodę niższą w terminie\n określonym w ust. 5, a w dniu nabycia prawa do nagrody wyższej -\n różnicę między kwotą nagrody wyższej, a kwotą nagrody\n niższej.\u003C\u002Fp>\n\n \u003Cp>10. Wypłata nagrody jubileuszowej określonej w Układzie\n Zakładowym za 20 lat pracy dotyczy tylko tych pracowników, którzy\n nabędą uprawnienia za 20 lat pracy po wejściu w życie Układu.\u003C\u002Fp>\n\n \u003Cp>11. Pracownikom, którym wypłacono nagrody jubileuszowe przed\n wejściem w życie Układu nie przysługują roszczenia wynikające ze\n zmiany zasad przyznawania nagród jubileuszowych.\u003C\u002Fp>\n\n \u003Cp>12. Podstawę obliczenia nagrody stanowi wynagrodzenie\n przysługujące pracownikowi w dniu jej wypłaty, a jeżeli dla\n pracownika jest to korzystniejsze - wynagrodzenie przysługujące mu w\n dniu nabycia prawa do nagrody.\u003C\u002Fp>\n\n \u003Cp>12a. Na wniosek pracownika, który uzyska prawo do nagrody\n jubileuszowej podczas pracy za granicą, nagrodę jubileuszową\n wypłaca się w dniu poprzedzającym jego wyjazd do pracy za granicą\n lub w dniu, w którym dokonano zmiany umowy o pracę polegającej na\n przedłużeniu okresu pracy za granicą. W obu przypadkach podstawę\n wymiaru nagrody jubileuszowej stanowi wyłącznie wynagrodzenie\n przysługujące pracownikowi w dniu poprzedzającym jego wyjazd do\n pracy za granicą, ust. 12 nie stosuje się.\u003C\u002Fp>\n\n \u003Cp>13. Podstawę wymiaru nagrody jubileuszowej stanowi:\u003C\u002Fp>\n\n \u003Cp>1\u002F za okres zatrudnienia w PZL Świdnik S.A. - 100% indywidualnego\n wynagro-dzenia miesięcznego obliczonego według zasad obowiązujących\n przy ustalaniu ekwiwalentu pieniężnego jak za urlop wypoczynkowy,\u003C\u002Fp>\n\n \u003Cp>2\u002F za okres zatrudnienia w innych zakładach pracy - najniższe\n miesięczne wynagrodzenie wynikające z niniejszego Układu.\u003C\u002Fp>\n\n \u003Cp>14. Wysokość nagrody jubileuszowej wynosi:\u003C\u002Fp>\n\n \u003Cp>1\u002F po 20 latach pracy - 100% podstawy wymiaru\u003C\u002Fp>\n\n \u003Cp>2\u002F po 25 latach pracy - 150% podstawy wymiaru\u003C\u002Fp>\n\n \u003Cp>3\u002F po 30 latach pracy - 200% podstawy wymiaru\u003C\u002Fp>\n\n \u003Cp>4\u002F po 35 latach pracy - 250% podstawy wymiaru\u003C\u002Fp>\n\n \u003Cp>5\u002F po 40 latach pracy - 300% podstawy wymiaru\u003C\u002Fp>\n\n \u003Cp>6\u002F po 45 latach pracy i więcej w przedziałach co 5 lat - 350%\n podstawy wymiaru.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 54\u003C\u002Fh4>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 55\u003C\u002Fh4>\n\n \u003Cp>1. Pracownikowi pełniącemu funkcję zakładowego społecznego\n inspektora pracy przysługuje miesięczne wynagrodzenie zryczałtowane\n obliczone zgodnie z obowiązującymi przepisami w tym zakresie.\u003C\u002Fp>\n\n \u003Cp>2. Pracownikowi oddelegowanemu do pełnienia funkcji zakładowego\n społecznego inspektora pracy przysługuje wynagrodzenie równe 1,6\n średniej płacy zakładowej za ostatni kwartał.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 56\u003C\u002Fh4>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 57\u003C\u002Fh4>\n\n \u003Cp>1. Zasiłek wyrównawczy na zasadach określonych w powszechnie\n obowiązujących przepisach przysługuje pracownikom:\u003C\u002Fp>\n\n \u003Cp>1\u002F ze zmniejszoną sprawnością do pracy, których wynagrodzenie\n uległo obniżeniu wskutek poddania się rehabilitacji zawodowej lub\n przyuczenia do określonej pracy,\u003C\u002Fp>\n\n \u003Cp>2\u002F którym wynagrodzenie uległo obniżeniu wskutek podjęcia pracy\n na innym wydziale lub u innego pracodawcy w związku ze stwierdzeniem\n nosicielstwa zarazków choroby zakaźnej.\u003C\u002Fp>\n\n \u003Cp>2. Jeżeli w okresie pobierania zasiłku wyrównawczego nastąpiła\n podwyżka płac, przysługuje wyrównanie tego zasiłku:\u003C\u002Fp>\n\n \u003Cp>1\u002F w wysokości wyrównującej średnią podwyżkę płac w\n poprzednim miejscu pracy (wy-dziale), jeżeli poddanie się\n rehabilitacji spowodowane było chorobą zawodową lub wypadkiem przy\n pracy lub wypadkiem w drodze do pracy i z pracy - niezależnie od\n ilości lat pracy,\u003C\u002Fp>\n\n \u003Cp>2\u002F w przypadkach nie wymienionych w punkcie 1:\u003C\u002Fp>\n\n \u003Cp>a\u002F w wysokości wyrównującej 50% średniej podwyżki płac w\n po-przednim miejscu pracy (wy-dziale), jeżeli pracownik przepracował\n u pracodawcy i w spółkach wydzielonych z PZL - Świdnik S.A. lub\n Pracowniczej Fundacji Socjalnej, co najmniej 15 lat,\u003C\u002Fp>\n\n \u003Cp>b\u002F w wysokości wyrównującej 75% średniej podwyżki płac w\n po-przednim miejscu pracy (wy-dziale), jeżeli pracownik przepra-cował\n u pracodawcy i w spółkach wydzielonych z PZL - Świdnik S.A. lub\n Pracowniczej Fundacji Socjalnej, co najmniej 20 lat,\u003C\u002Fp>\n\n \u003Cp>c\u002F w wysokości wyrównującej 100% średniej podwyżki płac w\n po-przednim miejscu pracy (wy-dziale), jeżeli pracownik przepra-cował\n u pracodawcy i w spółkach wydzielonych z PZL - Świdnik S.A. lub\n Pracowniczej Fundacji Socjalnej, co najmniej 25 lat.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 58-59\u003C\u002Fh4>\n\n \u003Cp>skreślone\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 60\u003C\u002Fh4>\n\n \u003Cp>1. Pracownikom posiadającym uprawnienia do samokontroli jakości\n produkcji przysługuje dodatek za samokontrolę.\u003C\u002Fp>\n\n \u003Cp>2. Dodatek dla pracowników posiadających uprawnienia do\n samokontroli jakości produkcji przyznaje Prezes Zarządu - Dyrektor\n Naczelny na wniosek Dyrektora Jakości.\u003C\u002Fp>\n\n \u003Cp>3. Zasady przyznawania dodatku oraz jego wysokość ustala Prezes\n Zarządu - Dyrektor Naczelny.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 61 - 65\u003C\u002Fh4>\n\n \u003Cp>skreślone\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 66\u003C\u002Fh4>\n\n \u003Cp>1. Pracownikom przysługuje jednorazowa odprawa pieniężna w razie\n rozwiązania stosunku pracy, w związku z nabyciem przez tych\n pracowników prawa do emerytury lub renty z tytułu niezdolności do\n pracy.\u003C\u002Fp>\n\n \u003Cp>2. Zasady przyznawania i wypłacania odprawy pieniężnej określa\n załącznik nr 10.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 67\u003C\u002Fh4>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 68\u003C\u002Fh4>\n\n \u003Cp>1. W razie śmierci pracownika w czasie trwania stosunku pracy lub w\n okresie pobierania po jego rozwiązaniu zasiłku z tytułu\n niezdolności do pracy wskutek choroby, rodzinie przysługuje od\n pracodawcy odprawa pośmiertna.\u003C\u002Fp>\n\n \u003Cp>2. Zasady wypłacania odprawy pośmiertnej określa załącznik nr\n 12.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 69-71\u003C\u002Fh4>\n\n \u003Cp>skreślone\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 72\u003C\u002Fh4>\n\n \u003Cp>1. Pracownikom oddelegowanym do pracy poza miejsce stałego\n zamieszkania na okres powyżej 10 dni i odległość ponad 100 km\n przysługuje dodatek za rozłąkę.\u003C\u002Fp>\n\n \u003Cp>2. Za każdy dzień rozłąki przysługuje pracownikowi dodatek w\n wysokości jednej diety z tytułu podróży służbowej.\u003C\u002Fp>\n\n \u003Cp>3. Dodatek za rozłąkę nie przysługuje:\u003C\u002Fp>\n\n \u003Cp>1\u002F za dni nieusprawiedliwionej nieobecności w pracy,\u003C\u002Fp>\n\n \u003Cp>2\u002F za okres pobytu na leczeniu w szpitalu,\u003C\u002Fp>\n\n \u003Cp>3\u002F za okres urlopu wypoczynkowego,\u003C\u002Fp>\n\n \u003Cp>4\u002F za okres niezdolności do pracy wskutek choroby, jeżeli\n pracownik nie przebywał w miejscowości oddelegowania,\u003C\u002Fp>\n\n \u003Cp>5\u002F pracownikowi skierowanemu na szkolenie,\u003C\u002Fp>\n\n \u003Cp>6\u002F pracownikowi skierowanemu do pracy za granicę.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział X\u003C\u002Fh2>\n\n \u003Ch3>OBOWIĄZKI PRACODAWCY\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 73\u003C\u002Fh4>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 74\u003C\u002Fh4>\n\n \u003Cp>1. W związku z rozwiązaniem lub wygaśnięciem stosunku pracy,\n pracodawca obowiązany jest niezwłocznie wydać pracownikowi\n świadectwo pracy. W przypadku rozwiązania lub wygaśnięcia umowy o\n pracę z pracownikiem, z którym pracodawca nawiązuje kolejną umowę\n o pracę bezpośrednio po rozwiązaniu lub wygaśnięciu poprzedniej\n umowy o pracę, pracodawca jest obowiązany wydać pracownikowi\n świadectwo pracy tylko na jego żądanie.\u003C\u002Fp>\n\n \u003Cp>2. Na wniosek pracownika, pracodawca wydaje opinię o pracy w\n związku z rozwiązaniem lub wygaśnięciem stosunku pracy.\n Zainteresowany bezpośrednio lub za pośrednictwem związku zawodowego,\n może zwrócić się do pracodawcy o uszczegółowienie opinii.\u003C\u002Fp>\n\n \u003Cp>3. Pracownik może w ciągu 7 dni od otrzymania świadectwa pracy\n wystąpić z wnioskiem do pracodawcy o sprostowanie świadectwa. W\n razie nieuwzględnienia wniosku, pracownikowi przysługuje w ciągu 7\n dni od otrzymania zawiadomienia o odmowie sprostowania świadectwa\n pracy, prawo wystąpienia z żądaniem sprostowania świadectwa pracy\n do sądu pracy.\u003C\u002Fp>\n\n \u003Cp>4. Pracodawca zobowiązany jest wypłacić pracownikowi\n odszkodowanie za czas pozostawania bez pracy, jednak w wysokości nie\n większej niż 6 tygodniowe wynagrodzenie, jeżeli pozostawanie bez\n pracy było spowodowane nie wydaniem w terminie lub wydaniem\n niewłaściwego świadectwa pracy.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Ch4>Artykuł 75\u003C\u002Fh4>\n\n \u003Cp>Pracodawca obowiązany jest do wypłacania pracownikom zasiłków\n chorobowych, rodzinnych, macierzyńskich, pielęgnacyjnych,\n opiekuńczych, porodowych w przyjętym terminie wypłaty\n wynagrodzenia.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n \u003Ch4>Artykuł 76\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca powinien przyjąć do pracy:\u003C\u002Fp>\n\n \u003Cp>1\u002F członka lub opiekuna rodziny pracownika zmarłego w wyniku\n choroby zawodowej lub wypadku przy pracy albo w przypadku trwałej lub\n całkowitej niezdolności do pracy, w pierwszej kolejności osobę\n przejmującą na siebie obowiązek utrzymania rodziny pracownika,\u003C\u002Fp>\n\n \u003Cp>2\u002F członka lub opiekuna rodziny pracownika zmarłego w czasie\n trwania stosunku pracy z wyłączeniem urlopu bezpłatnego,\n jednorazowo, przekra-czającego 31 dni kalendarzowych, w pierwszej\n kolejności osobę przejmującą na siebie obowiązki utrzymania\n rodziny, pod warunkiem posiadania przez ww. osobę odpowiednich dla\n Spółki kompetencji.\u003C\u002Fp>\n\n \u003Cp>2. Złożenie oferty przez uprawnione osoby wymienione w ust. 1\n powinno nastąpić w terminie nie przekraczającym 3 miesięcy od daty\n zdarzenia.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 77\u003C\u002Fh4>\n\n \u003Cp>1. W przypadkach kwalifikujących pracowników do renty inwalidzkiej\n lub emerytury, pracodawca obowiązany jest do załatwienia formalności\n związanych z uzyskaniem należnych im świadczeń.\u003C\u002Fp>\n\n \u003Cp>2. W stosunku do pracowników o których mowa w ust. 1, pracodawca\n obowiązany jest rozpocząć załatwianie formalności w takim\n terminie, aby emerytura lub renta przyznana została pracownikowi\n najpóźniej z dniem rozwiązania stosunku pracy.\u003C\u002Fp>\n\n \u003Cp>Przepisu tego nie stosuje się w przypadkach, gdy pracownik utrudnia\n lub uniemożliwia załatwianie tych formalności, względnie\n zaistniały inne okoliczności niezależne od pracownika lub\n pracodawcy.\u003C\u002Fp>\n\n \u003Cp>3. Pracownika, który rozpoczął starania o rentę lub\n wcześniejszą emeryturę nie uzyskując do niej prawa i jednocześnie\n rozwiązał stosunek pracy, pracodawca obowiązany jest zatrudnić\n ponownie na jego wniosek, złożony w terminie do 3 miesięcy od\n negatywnej decyzji Zakładu Ubezpieczeń Społecznych.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 77\u003Csup>1\u003C\u002Fsup>\u003C\u002Fh4>\n\n \u003Cp>Pracodawca zapewni wsparcie finansowe pracownikom podnoszącym swoje\n wykształcenie w szkołach zawodowych, średnich i uczelniach wyższych\n uznanych przez Ministerstwo Edukacji Narodowej, a także pracownikom\n podnoszącym swoje kwalifikacje zawodowe na kursach specjalistycznych\n zatwierdzonych przez pracodawcę, o ile takie szkoły, kursy i studia\n będą podyktowane potrzebami Spółki związanymi z jej\n działalnością bądź planowanym rozwojem lub okażą się niezbędne\n danemu pracownikowi do wykonywania jego obowiązków pracowniczych.\n Spółka będzie zwracać 100% kosztów wpisowego i czesnego, pod\n warunkiem pozytywnego ukończenia danego kursu lub zaliczenia roku\n akademickiego, oraz zapewni udzielenie stosownego płatnego urlopu\n szkoleniowego zgodnie z obowiązującymi przepisami prawa.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział XI\u003C\u002Fh2>\n\n \u003Ch3>OBOWIĄZKI PRACOWNIKA\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 78\u003C\u002Fh4>\n\n \u003Cp>Pracownicy rozumiejąc wspólny interes z pracodawcą właściwie\n wywiązującym się ze swoich obowiązków wobec pracowników, będą\n działać na rzecz wspólnego dobra jakim jest zachowanie miejsc\n pracy.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 79\u003C\u002Fh4>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 80\u003C\u002Fh4>\n\n \u003Cp>1. Pracownik ponosi odpowiedzialność za prawidłowe i zgodne z\n przeznaczeniem wykorzystanie przydzielonych mu narzędzi pracy,\n odzieży ochronnej, roboczej i środków ochrony osobistej.\u003C\u002Fp>\n\n \u003Cp>W razie ich uszkodzenia, utraty lub zagubienia z wyłącznej winy\n pracownika obowiązany jest on zwrócić ich wartość według ceny\n detalicznej w dacie utraty - stwierdzenia braku narzędzi, odzieży\n ochronnej, roboczej i sprzętu ochrony osobistej.\u003C\u002Fp>\n\n \u003Cp>2. Fakt zaistnienia winy oraz wysokość wyrządzonej szkody ustala\n Komisja powołana doraźnie przez pracodawcę, biorąc pod uwagę cenę\n detaliczną, czas użytkowania oraz stopień zużycia utraconych\n przedmiotów.\u003C\u002Fp>\n\n \u003Cp>3. Pracownik nie zgadzający się z decyzją Komisji może odwołać\n się do Zakładowej (Międzyzakładowej) Komisji Pojednawczej.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 81\u003C\u002Fh4>\n\n \u003Cp>1. Pracownicy Spółki mogą prowadzić indywidualną działalność\n gospodarczą, o ile prowadzenie jej nie narusza podstawowych\n obowiązków pracowniczych oraz nie pogarsza jakości wykonywanej pracy\n na rzecz Spółki.\u003C\u002Fp>\n\n \u003Cp>2. skreślony\u003C\u002Fp>\n\n \u003Ch4>Artykuł 82\u003C\u002Fh4>\n\n \u003Cp>Pracownicy Spółki nie mogą prowadzić działalności\n konkurencyjnej wobec PZL-Świdnik S.A. Zakaz wykonywania prac\n konkurencyjnych określa załącznik nr 16.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział XII\u003C\u002Fh2>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>BEZPIECZEŃSTWO I HIGIENA PRACY, OCHRONA ZDROWIA\u003C\u002Fh3>\u003C\u002Fdiv>\n\n \u003Ch4>Artykuł 83\u003C\u002Fh4>\n\n \u003Cp>Pracodawca jest obowiązany chronić zdrowie i życie pracowników\n poprzez zapewnienie bezpiecznych i higienicznych warunków pracy przy\n odpowiednim wykorzystaniu osiągnięć nauki i techniki.\u003C\u002Fp>\n\n \u003Cp>W szczególności pracodawca jest obowiązany:\u003C\u002Fp>\n\n \u003Cp>1\u002F organizować pracę w sposób zapewniający bezpieczne i\n higieniczne warunki pracy,\u003C\u002Fp>\n\n \u003Cp>2\u002F zapewniać przestrzeganie w Spółce przepisów oraz zasad bhp,\n wydawać polecenia usunięcia uchybień w tym zakresie oraz\n kontrolować wykonanie tych poleceń,\u003C\u002Fp>\n\n \u003Cp>3\u002F zapewniać wykonanie nakazów, wystąpień, decyzji i zarządzeń\n wydawanych przez organy nadzoru nad warunkami pracy,\u003C\u002Fp>\n\n \u003Cp>4\u002F zapewniać wykonanie zaleceń społecznego inspektora pracy,\u003C\u002Fp>\n\n \u003Cp>5\u002F stale podejmować działania na rzecz poprawy stanu\n bezpieczeństwa pracy,\u003C\u002Fp>\n\n \u003Cp>6\u002F stale podejmować działania zmierzające do wyeliminowania\n warunków szkodliwych dla zdrowia, szczególnie uciążliwych i\n niebezpiecznych,\u003C\u002Fp>\n\n \u003Cp>7\u002F zapewniać i stosować środki zapobiegające chorobom zawodowym\n i innym schorzeniom związanym z warunkami środowiska pracy,\u003C\u002Fp>\n\n \u003Cp>8\u002F utrzymać obiekty budowlane i znajdujące się w nich\n pomieszczenia pracy, a także tereny i urządzenia z nimi związane w\n stanie zapewniającym bezpieczne i higieniczne warunki pracy,\u003C\u002Fp>\n\n \u003Cp>9\u002F wyposażać stanowiska pracy tylko w te maszyny i urządzenia\n techniczne, które spełniają wymagania dotyczące oceny zgodności\n określone w odrębnych przepisach.\u003C\u002Fp>\n\n \u003Cp>10\u002F współpracować z innymi pracodawcami w celu zapewnienia\n bezpiecznych warunków pracy, gdy jednocześnie w tym samym miejscu są\n zatrudnieni pracownicy różnych zakładów,\u003C\u002Fp>\n\n \u003Cp>11\u002F zapewnić warunki ochrony przeciwpożarowej w zakresie\n bezpieczeństwa osób i ochrony mienia oraz zaznajamiać pracowników z\n przepisami przeciwpożarowymi,\u003C\u002Fp>\n\n \u003Cp>12\u002F zapewnić odpowiednie pomieszczenia higieniczno-sanitarne.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 84\u003C\u002Fh4>\n\n \u003Cp>1. Osoby zajmujące w Spółce stanowiska kierownicze obowiązane\n są do znajomości przepisów zasad bezpieczeństwa i higieny pracy\n oraz aktów normatywnych o ochronie pracy w zakresie niezbędnym do\n wykonywania ciążących na nich obowiązków.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>2. Wszystkie osoby powołane na stanowiska kierownicze przed\n objęciem nowej funkcji, przejdą wymagane szkolenie z bhp w zakresie\n niezbędnym do pełnienia nowej funkcji.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 85\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca zobowiązany jest do prowadzenia rejestru zagrożeń\n zawodowych oraz oceny stanowiska pod kątem ryzyka zawodowego.\u003C\u002Fp>\n\n \u003Cp>2. Pracodawca zobowiązany jest do przedstawienia raz w roku\n zakładowym organizacjom związkowym oraz zakładowemu społecznemu\n inspektorowi pracy wykazu miejsc lub stanowisk pracy, na których\n występują choroby zawodowe, zagrożenia zdrowia lub wypadki przy\n pracy wraz z precyzyjnym określeniem przyczyn i sposobami\n przeciwdziałań.\u003C\u002Fp>\n\n \u003Cp>3. Pracodawca zobowiązany jest do przedstawienia zakładowym\n organizacjom związkowym oraz zakładowemu społecznemu inspektorowi\n pracy wyników pomiarów czynników szkodliwych dla zdrowia,\n występujących na stanowiskach pracy.\u003C\u002Fp>\n\n \u003Cp>4. Pracodawca ma obowiązek w rocznych i wieloletnich planach\n ustalić zadania w zakresie poprawy warunków bhp i uwzględnić je w\n swoich planach inwestycyjnych, modernizacyjnych i remontowych oraz\n zapewnić środki finansowe na ich realizację.\u003C\u002Fp>\n\n \u003Cp>5. Pracodawca ma obowiązek przekazywać informacje o realizacji\n planu poprawy warunków bhp oraz przedstawić zakładowym organizacjom\n związkowym, pisemne sprawozdanie o jego realizacji niezwłocznie po\n zakończeniu roku kalendarzowego.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 86\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca zobowiązany jest przeprowadzać niezbędne\n instruktaże na stanowisku pracy z zakresu zasad bezpieczeństwa i\n higieny pracy.\u003C\u002Fp>\n\n \u003Cp>2. Pracodawca zobowiązany jest przeprowadzać szkolenia podstawowe\n i okresowe z zakresu zasad bezpieczeństwa i higieny pracy, kończące\n się egzaminem.\u003C\u002Fp>\n\n \u003Cp>3. Szkolenia i egzaminy odbywać się będą w czasie godzin pracy i\n na koszt pracodawcy.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 87\u003C\u002Fh4>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>1. Pracodawca zobowiązany jest do bezpłatnego zapewnienia opieki\n lekarskiej w zakresie profilaktyki, badań okresowych, kontrolnych i\n specjalistycznych związanych z wykonywaną pracą.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>2. Pracodawca obowiązany jest współdziałać z lekarzami Zakładu\n Przychodnia Zdrowia „LOT-Medical” w zakresie profilaktyki i opieki\n nad zdrowiem pracowników.\u003C\u002Fp>\n\n \u003Cp>3. Każdy pracownik obowiązkowo podlega wstępnym, okresowym i\n kontrolnym badaniom lekarskim prowadzonym na koszt pracodawcy. Badaniom\n wstępnym nie podlegają jednak osoby przyjmowane ponownie do pracy na\n to samo stanowisko lub na takich samych warunkach pracy, na podstawie\n kolejnej umowy o pracę zawartej bezpośrednio po rozwiązaniu lub\n wygaśnięciu poprzedniej umowy o pracę.\u003C\u002Fp>\n\n \u003Cp>4. Badania lekarskie okresowe i kontrolne powinny być prowadzone w\n miarę możliwości w godzinach pracy. Za czas niewykonywania pracy,\n pracownicy zachowują prawo do wynagrodzenia, a w razie wykonywania\n badań okresowych i kontrolnych w innej miejscowości, wyjazd należy\n traktować jako podróż służbową.\u003C\u002Fp>\n\n \u003Cp>5. Do wykonywania pracy dopuszcza się pracownika, który posiada\n aktualne orzeczenie lekarskie stwierdzające brak przeciwwskazań do\n wykonywania tej pracy.\u003C\u002Fp>\n\n \u003Cp>6. Po trwającym nieprzerwanie 30 dni okresie niezdolności do\n pracy, pracownik zostanie poddany na koszt pracodawcy kontrolnym\n badaniom lekarskim.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 88\u003C\u002Fh4>\n\n \u003Cp>1. Pracownik nie może podjąć pracy, do wykonywania której nie\n posiada dostatecznej znajomości przepisów i zasad bezpieczeństwa i\n higieny pracy oraz wymaganych kwalifikacji lub potrzebnych\n umiejętności.\u003C\u002Fp>\n\n \u003Cp>2. Pracodawca przed dopuszczeniem pracownika do pracy obowiązany\n jest do poinformowania go o ryzyku zawodowym, które wiąże się z\n wykonywaną pracą oraz o zasadach ochrony przed zagrożeniem.\u003C\u002Fp>\n\n \u003Cp>3. W przypadku, gdy warunki pracy nie odpowiadają przepisom bhp i\n stwarzają bezpośrednie zagrożenie dla zdrowia lub życia pracownika\n albo, gdy wykonywana przez niego praca grozi takim niebezpieczeństwem\n innym osobom, pracownik ma prawo powstrzymać się od wykonywania\n pracy, zawiadamiając o tym niezwłocznie przełożonego.\u003C\u002Fp>\n\n \u003Cp>4. Jeżeli powstrzymanie się od wykonywania pracy nie usuwa\n zagrożenia o którym mowa w ust. 3, pracownik ma prawo oddalić się z\n miejsca zagrożenia, zawiadamiając o tym niezwłocznie\n przełożonego.\u003C\u002Fp>\n\n \u003Cp>5. Za czas powstrzymania się od wykonywania pracy lub oddalenia\n się z miejsca zagrożenia w przypadkach o których mowa w ust. 3 i\n ust.4, pracownik zachowuje prawo do wynagrodzenia.\u003C\u002Fp>\n\n \u003Cp>6. Pracownik ma prawo, po uprzednim zawiadomieniu przełożonego\n powstrzymać się od wykonywania pracy wymagającej szczególnej\n sprawności psychofizycznej w przypadku, gdy jego stan psychofizyczny\n nie zapewnia bezpiecznego wykonywania pracy i stwarza zagrożenie dla\n innych osób. Za czas tego powstrzymania się od pracy, pracownik nie\n zachowuje prawa do wynagrodzenia.\u003C\u002Fp>\n\n \u003Cp>7. Prace ujęte w odrębnych przepisach przy których istnieje\n możliwość wystąpienia szczególnego zagrożenia dla zdrowia lub\n życia ludzkiego, muszą być wykonywane przez dwie osoby w celu\n zapewnienia asekuracji.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 89\u003C\u002Fh4>\n\n \u003Cp>Pracodawca obowiązany jest stosować środki zapobiegające\n wypadkom, chorobom zawodowym i innym schorzeniom związanym z warunkami\n środowiska pracy, a w szczególności:\u003C\u002Fp>\n\n \u003Cp>1\u002F utrzymywać w stanie stałej sprawności urządzenia\n ograniczające lub eliminujące szkodliwe dla zdrowia czynniki\n środowiska pracy oraz urządzenia służące do pomiarów tych\n czynników,\u003C\u002Fp>\n\n \u003Cp>2\u002F przeprowadzać na własny koszt, badania i pomiary czynników\n szkodliwych dla zdrowia, rejestrować i przechowywać wyniki tych\n badań i pomiarów oraz udostępniać je pracownikom,\u003C\u002Fp>\n\n \u003Cp>3\u002F zapewniać pracownikom zatrudnionym w warunkach szczególnie\n uciążliwych nieodpłatnie posiłki i napoje, jeżeli jest to\n niezbędne ze względów profilaktycznych. Szczegółowe zasady\n przyznawania posiłków i napojów określa załącznik nr 17,\u003C\u002Fp>\n\n \u003Cp>4\u002F dostarczać nieodpłatnie pracownikom środki higieny osobistej.\n Szczegółowe zasady przyznawania środków higieny osobistej określa\n załącznik nr 18,\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>5\u002F dostarczać nieodpłatnie odzież i obuwie robocze i środki\n ochrony indywidualnej, zabezpieczające przed działaniem\n niebezpiecznych i szkodliwych dla zdrowia czynników występujących w\n środowisku pracy oraz zapewnić pranie i naprawę.\u003C\u002Fp>\n\n \u003Cp>Szczegółowe zasady przyznawania odzieży i obuwia roboczego oraz\n środków ochrony indywidualnej określa załącznik nr 18,\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>6\u002F ustalać stopień szkodliwości dla zdrowia pracownika\n wprowadzonych do produkcji nowych materiałów lub procesów\n technologicznych i podejmować odpowiednie środki zapobiegawcze,\u003C\u002Fp>\n\n \u003Cp>7\u002F oznakować w widocznych miejscach stanowiska pracy lub miejsca o\n zagrożeniu dla zdrowia albo zwiększonej wypadkowości.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 90\u003C\u002Fh4>\n\n \u003Cp>1. W przypadku powstania wypadku przy pracy, pracodawca zobowiązany\n jest:\u003C\u002Fp>\n\n \u003Cp>1\u002F podjąć niezbędne działania eliminujące lub ograniczające\n zagrożenia,\u003C\u002Fp>\n\n \u003Cp>2\u002F zapewnić udzielenie pierwszej pomocy osobom poszkodowanym,\u003C\u002Fp>\n\n \u003Cp>3\u002F powołać zespół powypadkowy celem ustalenia okoliczności i\n przyczyn wypadku,\u003C\u002Fp>\n\n \u003Cp>4\u002F poinformować poszkodowanego lub jego rodzinę o\n przysługujących świadczeniach i uprawnieniach,\u003C\u002Fp>\n\n \u003Cp>5\u002F zastosować odpowiednie środki zapobiegające podobnym\n wypadkom.\u003C\u002Fp>\n\n \u003Cp>2. skreślony\u003C\u002Fp>\n\n \u003Cp>3. W razie wypadku przy pracy bez wyłącznej winy pracownika,\n pracodawca wypłaci pracownikowi po otrzymaniu przez niego\n jednorazowego odszkodowania wynikającego z powszechnie\n obowiązujących przepisów, dodatkowe świadczenie w wysokości 75%\n tego odszkodowania.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 91\u003C\u002Fh4>\n\n \u003Cp>1. W razie rozpoznania u pracownika choroby zawodowej, pracodawca\n obowiązany jest:\u003C\u002Fp>\n\n \u003Cp>1\u002F ustalić przyczyny powstania choroby zawodowej oraz charakter i\n rozmiar zagrożenia tą chorobą,\u003C\u002Fp>\n\n \u003Cp>2\u002F przystąpić niezwłocznie do usunięcia czynników powodujących\n powstanie choroby zawodowej i zastosować inne niezbędne środki\n zapobiegawcze,\u003C\u002Fp>\n\n \u003Cp>3\u002F zapewnić realizację zaleceń lekarskich.\u003C\u002Fp>\n\n \u003Cp>2. skreślony\u003C\u002Fp>\n\n \u003Cp>3. W razie wystąpienia choroby zawodowej pracodawca wypłaci\n pracownikowi po otrzymaniu przez niego jednorazowego odszkodowania\n wynikającego z powszechnie obowiązujących przepisów, dodatkowe\n świadczenie w wysokości 90% tego odszkodowania.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 92\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca zobowiązany jest pracownikowi, który uległ\n wypadkowi przy pracy lub nabył chorobę zawodową, udzielić na\n podstawie orzeczenia lekarskiego płatnego zwolnienia od pracy na czas\n leczenia sanatoryjnego lub rehabilitacyjnego.\u003C\u002Fp>\n\n \u003Cp>2. Uzasadnione koszty leczenia określonego w ust. 1 ponosi\n pracodawca.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 93\u003C\u002Fh4>\n\n \u003Cp>Pracodawca zaopatrzy komórki organizacyjne w apteczki doraźnej\n pomocy, wyposażone w środki pierwszej pomocy i przeszkoli potrzebną\n ilość pracowników do obsługi tych apteczek.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 94\u003C\u002Fh4>\n\n \u003Cp>1. W razie przedłożenia przez pracownika orzeczenia lekarskiego\n stwierdzającego potrzebę przeprowadzenia rehabilitacji zawodowej,\n pracodawca zobowiązany jest do przeniesienia pracownika na utworzone w\n tym celu stanowisko pracy chronionej.\u003C\u002Fp>\n\n \u003Cp>2. Postanowienie ust. 1 stosuje się także do kobiety w ciąży, w\n przypadku przedłożenia zaświadczenia lekarskiego stwierdzają-cego,\n że ze względu na stan ciąży nie po-winna wykonywać dotychczasowej\n pracy.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 95\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca tworzy służbę bezpieczeństwa i higieny pracy\n pełniącą funkcje doradcze i kontrolne w zakresie bhp.\u003C\u002Fp>\n\n \u003Cp>2. Szczegółowy zakres działania, uprawnienia, organizację,\n liczebność, podporządkowanie służby bhp oraz kwalifikacje wymagane\n do wykonywania zadań służby bhp określone są w rozporządzeniu\n Rady Ministrów.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 96\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca powołuje komisję bezpieczeństwa i higieny pracy\n jako swój organ doradczy i opiniodawczy.\u003C\u002Fp>\n\n \u003Cp>2. W skład komisji wchodzą pracownicy służby bhp, lekarze\n sprawujący opiekę zdrowotną nad pracownikami, społeczny inspektor\n pracy, a także przedstawiciele pracowników - wytypowani przez\n zakładowe organizacje związkowe.\u003C\u002Fp>\n\n \u003Cp>3. Przewodniczącym komisji jest Prezes Zarządu - Dyrektor Naczelny\n lub inny Członek Zarządu przez niego upoważniony, a\n wiceprzewodniczącym - zakładowy społeczny inspektor pracy.\u003C\u002Fp>\n\n \u003Cp>4. Zadaniem komisji jest dokonywanie przeglądu warunków pracy,\n okresowej oceny stanu bhp, opiniowanie podejmowanych przez pracodawcę\n środków zapobiegających wypadkom przy pracy i chorobom zawodowym,\n formułowanie wniosków dotyczących poprawy warunków pracy oraz\n współdziałanie z pracodawcą w realizacji jego obowiązków w\n zakresie bhp.\u003C\u002Fp>\n\n \u003Cp>5. Komisja działa w oparciu o opracowany przez siebie regulamin,\n uzgodniony z pracodawcą i związkami zawodowymi.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 97\u003C\u002Fh4>\n\n \u003Cp>Pracodawca organizuje przeprowadzenie co najmniej raz w roku\n „Społecznego Przeglądu Warunków Pracy” oraz podejmuje\n odpowiednie działania zmierzające do usunięcia stwierdzonych w\n czasie przeglądu nieprawidłowości.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 98\u003C\u002Fh4>\n\n \u003Cp>W pomieszczeniach na terenie Spółki obowiązuje zakaz palenia\n wyrobów tytoniowych.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 99\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca jest zobowiązany – na podstawie orzeczenia\n lekarskiego – przenieść do innej odpowiedniej pracy pracownika, u\n którego stwierdzono objawy choroby zawodowej, pracownika, który stał\n się niezdolny do wykonywania pracy na dotychczasowym stanowisku\n wskutek wypadku przy pracy lub choroby zawodowej i nie nabył prawa do\n renty z tytułu niezdolności do pracy.\u003C\u002Fp>\n\n \u003Cp>2. Pracodawca nie może rozwiązać umowy o pracę z pracownikiem\n wymienionym w ust. 1, jeżeli stan zdrowia stwierdzony orzeczeniem\n lekarskim umożliwia mu pracę na innym odpowiednim stanowisku.\u003C\u002Fp>\n\n \u003Cp>3. Jeżeli przeniesienie pracownika do innej pracy z przyczyn\n określonych w ust. 1 powoduje obniżenie wynagrodzenia, pracownik\n zachowuje dotychczasową stawkę osobistego zaszeregowania oraz\n przysługuje mu dodatek wyrównawczy - stanowiący różnicę pomiędzy\n dotychczas otrzymywanym wynagrodzeniem, a wynagrodzeniem otrzymywanym\n na nowym stanowisku pracy - przez okres nie przekraczający 6\n miesięcy.\u003C\u002Fp>\n\n \u003Cp>4. Przepisu ust. 2 nie stosuje się, gdy wyłączną przyczyną\n wypadku przy pracy było naruszenie przepisów w zakresie bhp przez\n pracownika wynikające z jego winy lub jego stanu nietrzeźwości –\n udowodnione przez pracodawcę.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 100\u003C\u002Fh4>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 101\u003C\u002Fh4>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch4>Artykuł 102\u003C\u002Fh4>\n\n \u003Cp>Pracodawca, w miarę posiadanych możliwości, zapewnia pracownikom,\n emerytom, rencistom oraz osobom pobierającym świadczenie\n przedemerytalne i zasiłek przedemerytalny możliwość korzystania z\n zabiegów rehabilitacyjnych, na zasadach określonych w Regulaminie\n Zakładowego Funduszu Świadczeń Socjalnych.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Ch4>Artykuł 103\u003C\u002Fh4>\n\n \u003Cp>1. Jeżeli w okresie 2 lat przed uzyskaniem praw emerytalnych ze\n względów zdrowotnych nastąpiło przeniesienie pracownika na\n stanowisko gorzej płatne, zachowuje on prawo do dotychczasowego\n wynagrodzenia.\u003C\u002Fp>\n\n \u003Cp>2. Ust. 1 nie dotyczy przypadków wcześniejszego przejścia na\n emeryturę.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 104\u003C\u002Fh4>\n\n \u003Cp>1. Praca młodocianych podlega szczególnej ochronie.\u003C\u002Fp>\n\n \u003Cp>2. Zakres ochrony młodocianych określa Kodeks pracy.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 105\u003C\u002Fh4>\n\n \u003Cp>1. Praca kobiet podlega szczególnej ochronie.\u003C\u002Fp>\n\n \u003Cp>2. Wykaz prac wzbronionych kobietom określa załącznik nr 20.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 106\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca nie może wypowiedzieć ani rozwiązać umowy o pracę\n z pracownikiem pełniącym funkcję społecznego inspektora pracy w\n czasie trwania mandatu oraz w okresie dwóch lat po jego wygaśnięciu,\n chyba że zachodzą przyczyny uzasadniające rozwiązanie umowy o\n pracę bez wypowiedzenia.\u003C\u002Fp>\n\n \u003Cp>W takim przypadku rozwiązanie umowy o pracę może nastąpić po\n uprzednim uzyskaniu zgody związku zawodowego, którego w\u002Fw osoba jest\n członkiem lub do którego zwróciła się z prośbą o obronę.\u003C\u002Fp>\n\n \u003Cp>2. Pracodawca nie może wypowiedzieć pracownikowi pełniącemu\n funkcję społecznego inspektora pracy warunków pracy i płacy na jego\n niekorzyść w okresie ustalonym w ust. 1 chyba, że wypowiedzenie\n stało się konieczne z przyczyn o których mowa w art. 43 Kodeksu\n pracy.\u003C\u002Fp>\n\n \u003Ch2>Rozdział XIII\u003C\u002Fh2>\n\n \u003Ch3>WYRÓŻNIANIE I NAGRADZANIE\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 107\u003C\u002Fh4>\n\n \u003Cp>1. Pracownikom, którzy wzorowo wypełniają swoje obowiązki,\n przejawiając inicjatywę w pracy i podnoszą jej wydajność oraz\n jakość, przyczyniają się do wykonywania zadań Spółki, mogą być\n przyznawane następujące nagrody i wyróżnienia:\u003C\u002Fp>\n\n \u003Cp>1\u002F nagroda pieniężna,\u003C\u002Fp>\n\n \u003Cp>2\u002F pochwała pisemna,\u003C\u002Fp>\n\n \u003Cp>3\u002F pochwała publiczna,\u003C\u002Fp>\n\n \u003Cp>4\u002F dyplom uznania,\u003C\u002Fp>\n\n \u003Cp>5\u002F przeniesienie na stanowisko (do pracy) wyżej zaszeregowane.\u003C\u002Fp>\n\n \u003Cp>2. Odpis zawiadomienia o przyznaniu nagrody lub wyróżnienia\n umieszcza się w aktach osobowych pracownika.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 108\u003C\u002Fh4>\n\n \u003Cp>Za wybitne osiągnięcia w pracy zawodowej i społecznej na rzecz\n Spółki i pracowników Spółki, za systematyczną i ofiarną pracę w\n osiąganiu celów ekonomicznych, produkcyjnych i jakościowych oraz\n społeczno-wychowawczych, Prezes Zarządu - Dyrektor Naczelny na\n podstawie uzasadnionego i pozytywnie zaopiniowanego wniosku przez\n kierownika komórki organizacyjnej w uzgodnieniu z zakładowymi\n organizacjami związkowymi może:\u003C\u002Fp>\n\n \u003Cp>1\u002F przyznać odznakę „Zasłużony pracownik Wytwórni Sprzętu\n Komunikacyjnego \"PZL-Świdnik\" S.A.” oraz nagrodę pieniężną w\n wysokości 100% kwoty bazowej, pracownikom którzy przepracowali\n minimum 15 lat w PZL-Świdnik S. A.\u003C\u002Fp>\n\n \u003Cp>2\u002F wystąpić z wnioskiem do właściwych organów państwowych o\n nadanie odznaczenia państwowego.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 109\u003C\u002Fh4>\n\n \u003Cp>Pracownikom, którzy przepracowali 25 lat i więcej w PZL-Świdnik\n S.A. mogą być nadawane dyplomy honorowe oraz przyznawane nagrody na\n zasadach określonych odrębnym porozumieniem zawartym przez strony\n Układu.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 110 -111\u003C\u002Fh4>\n\n \u003Cp>skreślone\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział XIV\u003C\u002Fh2>\n\n \u003Ch3>POZOSTAŁE WARUNKI PRACY\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 112\u003C\u002Fh4>\n\n \u003Cp>1. W celu polubownego załatwienia sporów o roszczenia pracowników\n ze stosunku pracy, wspólnie pracodawca i związki zawodowe powołują\n Zakładową Komisję Pojednawczą.\u003C\u002Fp>\n\n \u003Cp>2. W trybie przewidzianym w ust. 1 ustala się:\u003C\u002Fp>\n\n \u003Cp>1\u002F zasady i tryb powoływania komisji,\u003C\u002Fp>\n\n \u003Cp>2\u002F czas trwania kadencji,\u003C\u002Fp>\n\n \u003Cp>3\u002F liczbę członków komisji.\u003C\u002Fp>\n\n \u003Cp>3. Zakładowa Komisja Pojednawcza ustala regulamin postępowania\n pojednawczego, który za-twierdza pracodawca i związki zawodowe.\u003C\u002Fp>\n\n \u003Cp>4. Z inicjatywy zakładowych organizacji związkowych, Zarządu\n Spółki i Zarządów spółek wydzielonych z PZL-Świdnik S.A., może\n zostać powołana Międzyzakładowa Komisja Pojednawcza wspólna dla\n spółek, które wyrażą wolę przystąpienia.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział XV\u003C\u002Fh2>\n\n \u003Ch3>ŚWIADCZENIA SOCJALNE\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 113\u003C\u002Fh4>\n\n \u003Cp>1. Strony Układu uznają, że troską ich jest dążenie do stałej\n poprawy warunków socjalnych załogi.\u003C\u002Fp>\n\n \u003Cp>2. Pracodawca zobowiązany jest do organizowania, prowadzenia i\n finansowania zakładowej działalności socjalnej dla pracowników,\n emerytów i rencistów oraz osób pobierających świadczenie\n przedemerytalne oraz zasiłek przedemerytalny.\u003C\u002Fp>\n\n \u003Cp>3. Pracodawca obowiązany jest w miarę posiadanych środków do\n zaspokajania kulturalnych potrzeb pracowników.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 114\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca tworzy z corocznego odpisu podstawowego, naliczonego w\n stosunku do przeciętnej liczby zatrudnionych, zakładowy fundusz\n świadczeń socjalnych.\u003C\u002Fp>\n\n \u003Cp>2. Wysokość odpisu podstawowego, o którym mowa w ust. 1 wynosi na\n jednego zatrud-nionego z zastrzeżeniem ust. 3 co najmniej 37,5%\n przeciętnego wynagrodzenia mie-sięcznego w gospodarce narodowej w\n roku poprzednim lub w drugim półroczu poprzedniego, jeżeli\n przeciętne wynagro-dzenie z tego okresu stanowiło kwotę wyższą.\u003C\u002Fp>\n\n \u003Cp>3. Wysokość odpisu podstawowego na jednego pracownika\n zatrudnionego w szczególnie uciążliwych warunkach pracy wynosi 50%\n przeciętnego wynagrodzenia miesięcznego, o którym mowa w ust. 2.\u003C\u002Fp>\n\n \u003Cp>4. Kwotę funduszu powiększa się o odpisy dodatkowe z tytułu\n zatrudnienia inwalidów I i II grupy oraz z tytułu opieki Spółki nad\n emerytami i rencistami w wysokości 6,25% wynagrodzenia miesięcznego\n określonego w ust. 2.\u003C\u002Fp>\n\n \u003Cp>5. Środki funduszu świadczeń socjalnych mogą być powiększone o\n tytuły określone w regulaminie świadczeń socjalnych.\u003C\u002Fp>\n\n \u003Cp>Artykuł 115\u003C\u002Fp>\n\n \u003Cp>1. Pracownicy, emeryci i renciści mają prawo do świadczeń\n socjalnych.\u003C\u002Fp>\n\n \u003Cp>2. Świadczenia socjalne obejmują w szczególności:\u003C\u002Fp>\n\n \u003Cp>1\u002F pomoc finansową i rzeczową,\u003C\u002Fp>\n\n \u003Cp>2\u002F możliwość korzystania z zakładowego ośrodka\n rehabilitacji,\u003C\u002Fp>\n\n \u003Cp>3\u002F dofinansowanie wypoczynku sobotnio - niedzielnego organizowanego\n na zasadach zbiorowych,\u003C\u002Fp>\n\n \u003Cp>4\u002F dofinansowanie do wczasów oraz kolonii i obozów dla dzieci i\n młodzieży,\u003C\u002Fp>\n\n \u003Cp>5\u002F pożyczki mieszkaniowe.\u003C\u002Fp>\n\n \u003Cp>3. Szczegółowe zasady korzystania z zakładowego funduszu\n świadczeń socjalnych określa regulamin zakładowego funduszu\n świadczeń socjalnych stanowiący załącznik nr 21.\u003C\u002Fp>\n\n \u003Cp>4. skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 116\u003C\u002Fh4>\n\n \u003Cp>1. Strony Układu powołują Zakładową Komisję Świadczeń\n Socjalnych.\u003C\u002Fp>\n\n \u003Cp>2. Zakładowa Komisja Świadczeń Socjalnych działa w oparciu o\n regulamin opracowany przez siebie i uzgodniony z pracodawcą i\n związkami zawodowymi.\u003C\u002Fp>\n\n \u003Cp>3. Do zakresu działania i kompetencji Zakładowej Komisji\n Świadczeń Socjalnych należą:\u003C\u002Fp>\n\n \u003Cp>1\u002F zakres działania i uprawnienia wynikające z regulaminu\n zakładowego funduszu świadczeń socjalnych,\u003C\u002Fp>\n\n \u003Cp>2\u002F opiniowanie realizacji innych zadań socjalnych pracodawcy.\u003C\u002Fp>\n\n \u003Cp>4. Dla sprawniejszego działania Zakładowa Komisja Świadczeń\n Socjalnych może wyłonić ze swego grona dwie podkomisje:\u003C\u002Fp>\n\n \u003Cp>1\u002F do spraw świadczeń socjalnych,\u003C\u002Fp>\n\n \u003Cp>2\u002F do spraw pomocy mieszkaniowej.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 117\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca zapewni warunki do funkcjonowania Międzyzakładowej\n Pracowniczej Kasy Zapomogowo Pożyczkowej, w ramach której jest\n prowadzony także fundusz pogrzebowy.\u003C\u002Fp>\n\n \u003Cp>2. Nadzór nad działalnością Międzyzakładowej Pracowniczej Kasy\n Zapomogowo Pożyczkowej sprawują zakładowe organizacje związkowe.\u003C\u002Fp>\n\n \u003Cp>3. Pracodawca zobowiązuje się do bezpłatnej obsługi związanej z\n działalnością Międzyzakładowej Pracowniczej Kasy Zapomogowo\n Pożyczkowej.\u003C\u002Fp>\n\n \u003Cp>4. Posiedzenia członków Zarządu Międzyzakładowej Pracowniczej\n Kasy Zapomogowo Pożyczkowej mogą odbywać się w czasie godzin pracy\n z zachowaniem prawa do wynagrodzenia osób biorących w nich\n udział.\u003C\u002Fp>\n\n \u003Cp>5. Pracodawca udzieli pomocy organizacyjnej w celu zorganizowania\n raz na kadencję wyborów do władz Międzyzakładowej Pracowniczej\n Kasy Zapomogowo Pożyczkowej.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 118\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca zapewni warunki do funkcjonowania Międzyzakładowej\n Spółdzielczej Kasy Oszczędnościowo Kredytowej.\u003C\u002Fp>\n\n \u003Cp>2. Warunki współpracy pomiędzy Międzyzakładową Spółdzielczą\n Kasą Oszczędnościowo Kredytową, a pracodawcą oraz zakres\n świadczeń pracodawcy na rzecz Kasy określa umowa.\u003C\u002Fp>\n\n \u003Cp>3. Pracodawca zapewni bezpłatne potrącanie składek i należności\n pracowników na rzecz Kasy.\u003C\u002Fp>\n\n \u003Cp>4. Posiedzenia członków organów Kasy mogą odbywać się w czasie\n godzin pracy bez zachowania prawa do wynagrodzenia osób biorących w\n nich udział - dotyczy to pracowników Spółki.\u003C\u002Fp>\n\n \u003Cp>5. Pracodawca udzieli pomocy organizacyjnej w celu zorganizowania\n raz na kadencję wyborów do władz Kasy.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 119\u003C\u002Fh4>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Rozdział XVI\u003C\u002Fh2>\n\n \u003Ch3>ZWIĄZKI ZAWODOWE\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 120\u003C\u002Fh4>\n\n \u003Cp>Pracodawca uznaje związki zawodowe jako wyłącznych\n przedstawicieli do negocjacji w imieniu pracowników.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 121\u003C\u002Fh4>\n\n \u003Cp>Pracodawca zapewni nieodpłatnie warunki niezbędne do\n funkcjonowania związków zawodowych, a w szczególności:\u003C\u002Fp>\n\n \u003Cp>1\u002F pomieszczenia biurowe wraz z podstawowym wyposażeniem,\u003C\u002Fp>\n\n \u003Cp>2\u002F łączność telefoniczną oraz możliwość korzystania z\n teleksu, telefaksu i urządzeń poligraficznych,\u003C\u002Fp>\n\n \u003Cp>3\u002F potrącanie składek członkowskich i przekazywanie ich według\n zasad i w terminach wskazanych przez poszczególne zakładowe\n organizacje związkowe,\u003C\u002Fp>\n\n \u003Cp>4\u002F przejazd władzom związków zakładowymi środkami\n transportu,\u003C\u002Fp>\n\n \u003Cp>5\u002F dostęp do zakładowego radiowęzła na zasadach uzgodnionych ze\n związkami zawodowymi,\u003C\u002Fp>\n\n \u003Cp>6\u002F tablice informacyjne w poszczególnych komórkach\n organizacyjnych,\u003C\u002Fp>\n\n \u003Cp>7\u002F obsługę administracyjną.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 122\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca udzieli na wniosek zarządów zakładowych organizacji\n związkowych zwolnienia od pracy z zachowaniem prawa do wynagrodzenia,\n pracownikom pełniącym z wyboru funkcje w zarządach zakładowych\n organizacji związkowych zgodnie z ustawą o związkach zawodowych.\u003C\u002Fp>\n\n \u003Cp>2. Zwolnienie o którym mowa w ust. 1 może być udzielone także w\n wymiarze większym niż ustawowy.\u003C\u002Fp>\n\n \u003Cp>3. Pracownicy zwolnieni do pracy w zakładowej organizacji\n związkowej będą otrzymywać wynagrodzenie składające się z\n następujących składników:\u003C\u002Fp>\n\n \u003Cp>1\u002F przewodniczący zakładowej organizacji związkowej:\u003C\u002Fp>\n\n \u003Cp>- płaca zasadnicza w wysokości 2,2 średniej płacy zakładowej\n obliczanej w okresach kwartalnych (nie negocjowanej),\u003C\u002Fp>\n\n \u003Cp>- nagroda jubileuszowa,\u003C\u002Fp>\n\n \u003Cp>- odprawa w przypadku odejścia na rentę lub emeryturę.\u003C\u002Fp>\n\n \u003Cp>2\u002F zastępca przewodniczącego zakładowej organizacji\n związkowej:\u003C\u002Fp>\n\n \u003Cp>- płaca zasadnicza w wysokości 2,0 średniej płacy zakładowej\n obliczanej w okresach kwartalnych (nie negocjowanej),\u003C\u002Fp>\n\n \u003Cp>- nagroda jubileuszowa,\u003C\u002Fp>\n\n \u003Cp>- odprawa w przypadku odejścia na rentę lub emeryturę.\u003C\u002Fp>\n\n \u003Cp>4. Po upływie okresu zwolnienia pracodawca zapewni podjęcie pracy\n na uprzednio zajmowanym stanowisku, a jeżeli nie jest to możliwe, na\n stanowisku równorzędnym lub na innym odpowiadającym jego\n kwalifikacjom, za wynagrodzeniem nie niższym od pobieranego przed\n zwolnieniem, uwzględniającym zmiany zasad wynagradzania dokonane w\n Spółce w czasie zwolnienia.\u003C\u002Fp>\n\n \u003Cp>5. Jeżeli zainteresowany i pracodawca wyrażą zgodę, możliwy\n jest również powrót do pracy zawodowej pracownika oddelegowanego do\n pracy związkowej, na inne stanowisko jednak nie niższe niż zajmowane\n przed oddelegowaniem.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 123\u003C\u002Fh4>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Cp>1. Pracodawca gwarantuje, że nie zostaną podjęte żadne środki\n dyscyplinarne ani działania dyskryminujące w stosunku do osób za ich\n działalność związkową.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>2. Pracodawca nie może bez zgody zarządu zakładowej organizacji\n związkowej rozwiązać ani wypowiedzieć stosunku pracy lub zmienić\n jednostronnie na niekorzyść umowy o pracę z pracownikami\n podlegającymi szczególnej ochronie stosunku pracy zgodnie z ustawą o\n związkach zawodowych przez okres określony uchwałą zarządu\n zakładowej organizacji związkowej, a po jego upływie dodatkowo przez\n czas odpowiadający połowie okresu określonego uchwałą, nie\n dłużej jednak niż 1 rok po jego upływie.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 124\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca gwarantuje pracownikom będącym członkami związku\n zawodowego odbywającym szkolenie, zwolnienie od pracy z zachowaniem\n prawa do wynagrodzenia jak za normalny czas pracy.\u003C\u002Fp>\n\n \u003Cp>2. Zwolnienie na okres szkolenia następuje na wniosek zarządu\n zakładowej organizacji związkowej i jest uzgadniane z pracodawcą.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 125\u003C\u002Fh4>\n\n \u003Cp>Pracodawca zobowiązany jest do udzielenia na wniosek zakładowych\n organizacji związkowych, informacji niezbędnych do prowadzenia\n działalności związkowej, z zachowaniem obowiązujących przepisów o\n tajemnicy służbowej i państwowej.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 126\u003C\u002Fh4>\n\n \u003Cp>We wszystkich negocjacjach z udziałem związków zawodowych mogą\n uczestniczyć przedstawiciele ponadzakładowych struktur\n związkowych.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 127\u003C\u002Fh4>\n\n \u003Cp>Pracodawca zobowiązany jest umożliwić wejście na teren Spółki,\n osobom wskazanym przez zarządy zakładowych organizacji związkowych\n na zasadach ogólnie obowiązujących w Spółce.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 128\u003C\u002Fh4>\n\n \u003Cp>Pracodawca zobowiązany jest do uzgodnienia ze związkami zawodowymi\n wszystkich aktów normatywnych i rozporządzeń dotyczących wszystkich\n spraw pracowniczych, a w szczególności:\u003C\u002Fp>\n\n \u003Cp>1\u002F zasad kształtowania płac,\u003C\u002Fp>\n\n \u003Cp>2\u002F zasad podziału zysku w części przeznaczonej dla załogi,\u003C\u002Fp>\n\n \u003Cp>3\u002F zasad podziału funduszu motywacyjnego,\u003C\u002Fp>\n\n \u003Cp>4\u002F zasad przyznawania nagród,\u003C\u002Fp>\n\n \u003Cp>5\u002F zasad wyboru przedstawicieli załogi do Rady Nadzorczej.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 129\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca (kierownik komórki organizacyjnej) przedstawia\n właściwym statutowo przedstawicielom związków zawodowych listy\n osób uprawnionych do dodatków zgodnie z art. 60 i 70 oraz informacje\n o podziale funduszu motywacyjnego, zmianie stawek i nagrodach w dziale\n lub wydziale.\u003C\u002Fp>\n\n \u003Cp>2. Przedstawiciele związków zawodowych potwierdzają przyjęcie do\n wiadomości informacji określonych w ust. 1 w formie podpisu na tych\n dokumentach, a ewentualne uwagi powinny być zgłoszone na piśmie i\n przedłożone do rozpatrzenia przez właściwego dyrektora pionu z\n udziałem związków zawodowych.\u003C\u002Fp>\n\n \u003Cp>3. Pracodawca udostępnia zakładowym organizacjom związkowym\n informacje określone w ust. 1 oraz informuje o awansowaniu na wyższe\n stanowiska kierownicze.\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch4>Artykuł 130\u003C\u002Fh4>\n\n \u003Cp>Pracownik ma prawo do zwolnienia od pracy zawodowej z zachowaniem\n prawa do wynagrodzenia, na czas niezbędny do wykonywania doraźnej\n czynności wynikającej z jego funkcji związkowej, jeżeli czynność\n ta nie może być wykonana w czasie wolnym od pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 131\u003C\u002Fh4>\n\n \u003Cp>Pracodawca umożliwi jeden raz na kadencję przeprowadzenie wyborów\n do zakładowych i wydziałowych władz związkowych w czasie godzin\n pracy z zachowaniem prawa do wynagrodzenia.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 132\u003C\u002Fh4>\n\n \u003Cp>1. Związki zawodowe przeprowadzają wybory społecznych\n inspektorów pracy na podstawie uchwalonego przez siebie regulaminu.\u003C\u002Fp>\n\n \u003Cp>2. Pracodawca zabezpieczy warunki do przeprowadzenia wyborów\n społecznych inspektorów pracy w normalnych godzinach pracy z\n zachowaniem prawa do wynagrodzenia.\u003C\u002Fp>\n\n \u003Ch2>Rozdział XVII\u003C\u002Fh2>\n\n \u003Ch3>POSTANOWIENIA KOŃCOWE\u003C\u002Fh3>\n\n \u003Ch4>Artykuł 133\u003C\u002Fh4>\n\n \u003Cp>Niniejszy Układ z dniem wejścia w życie zastępuje dotychczasowy\n zakładowy układ zbiorowy pracy powstały przez zarejestrowanie\n Porozumienia o wprowadzeniu zakładowego systemu wynagradzania\n pracowników WSK „PZL - Świdnik” S. A. oraz odpowiednie przepisy\n zawarte w Kodeksie pracy, postanowienia układu zbiorowego dla\n przemysłu maszynowego, a także inne przepisy zawarte w aktach\n prawnych.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 134\u003C\u002Fh4>\n\n \u003Cp>1. Zakładowy Układ Zbiorowy Pracy zawiera się na czas\n nieokreślony.\u003C\u002Fp>\n\n \u003Cp>2. Zakładowy Układ Zbiorowy Pracy podlega rejestracji w Okręgowym\n Inspektoracie Pracy w Lublinie.\u003C\u002Fp>\n\n \u003Cp>3. Zmiany do Zakładowego Układu Zbiorowego Pracy wprowadza się w\n drodze protokołów dodatkowych w trybie przewidzianym dla zawarcia\n Układu.\u003C\u002Fp>\n\n \u003Cp>4. Niniejszy Układ może być rozwiązany na mocy porozumienia\n stron lub z upływem okresu wypowiedzenia dokonanego przez jedną ze\n stron.\u003C\u002Fp>\n\n \u003Cp>5. Wypowiedzenie Układu Zakładowego następuje na piśmie, a okres\n wypowiedzenia nie może być krótszy niż 6 miesięcy.\u003C\u002Fp>\n\n \u003Cp>6. W razie rozwiązania lub wypowiedzenia Układu Zakładowego,\n strony przystępują niezwłocznie do negocjacji treści nowego\n Zakładowego Układu Zbiorowego Pracy.\u003C\u002Fp>\n\n \u003Cp>Do czasu zawarcia przez strony nowego Układu obowiązuje Układ\n dotychczasowy.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 135\u003C\u002Fh4>\n\n \u003Cp>Pracodawca zobowiązany jest udostępnić pracownikom treść\n Układu.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 136\u003C\u002Fh4>\n\n \u003Cp>Pracodawca zapewni niezbędne środki do działania komisjom i\n zespołom powołanym zgodnie z niniejszym Układem.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 137\u003C\u002Fh4>\n\n \u003Cp>Strony niniejszego Układu co najmniej raz w roku, obowiązane są\n dokonywać oceny treści Układu, a w przypadku stwierdzenia potrzeby\n jego aktualizacji lub zmian, przeprowadzają je w trybie przewidzianym\n dla zawarcia Układu.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 138\u003C\u002Fh4>\n\n \u003Cp>Spory wynikające na tle interpretacji postanowień Układu\n rozstrzygane są w trybie ustawy o rozwiązywaniu sporów\n zbiorowych.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 139\u003C\u002Fh4>\n\n \u003Cp>W sprawach nieuregulowanych w Układzie Zakładowym mają\n zastosowanie przepisy Kodeksu pracy, przepisy wykonawcze do Kodeksu\n pracy, inne powszechnie obowiązujące przepisy prawa pracy oraz\n Ponadzakładowy Układ Zbiorowy Pracy dla Pracowników Przedsiębiorstw\n Przemysłu Obronnego i Lotniczego.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 140\u003C\u002Fh4>\n\n \u003Cp>1. Interpretacji postanowień Układu i protokołów dodatkowych\n dokonują wspólnie strony Układu.\u003C\u002Fp>\n\n \u003Cp>2. W celu interpretacji postanowień Układu strony zawierające\n Układ powołują stały zespół.\u003C\u002Fp>\n\n \u003Ch4>Artykuł 141\u003C\u002Fh4>\n\n \u003Cp>Integralną część niniejszego Układu stanowią załączniki:\n Załącznik 1 skreślony Załącznik 2 Tabela współczynników stawek\n zasadniczych dla poszczególnych kate-gorii zaszeregowania w\n odniesieniu do płacy minimalnej określonej w ZUZP dla stanowisk\n robotniczych i nierobotniczych. Załącznik 3 skreślony Załącznik 4\n skreślony Załącznik 5 Zasady zaszeregowania i awan-sowania\n pracowników zatrudnionych na stanowiskach robotniczych i\n nierobotni-czych.\u003C\u002Fp>\n\n \u003Cp>Załącznik 6 Zasady negocjacyjnego systemu kształtowania przyrostu\n przeciętnych wynagrodzeń w Spółce. Załącznik 7 skreślony\n Załącznik 8 Wykaz stanowisk uprawnionych do dodatku funkcyjnego oraz\n szczeble i mnożniki dodatku funkcyjnego Załącznik 9 skreślony\n Załącznik 10 Zasady przyznawania i wypłaca-nia odprawy pieniężnej\n w razie rozwiąza-nia stosunku pracy w związku z nabyciem uprawnień\n do emerytury lub renty. Załącznik 11 skreślony Załącznik 12 Zasady\n wypłacania odprawy pośmiertnej. Załącznik 13-15 skreślony\n Załącznik 16 Zakaz wykonywania prac konkurencyjnych. Załącznik 17\n Zasady przyznawania posiłków, napojów i witaminy C. Załącznik 18\n Zasady przyznawania środków ochrony indywidualnej oraz odzieży,\n obuwia roboczego i środków higieny osobistej. Załącznik 19\n skreślony Załącznik 20 Wykaz prac wzbronionych kobietom. Załącznik\n 21 Regulamin zakładowego funduszu świadczeń socjalnych Załącznik\n 22 Gwarancja zatrudnienia.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Artykuł 142\u003C\u002Fh4>\n\n \u003Cp>1. Zakładowy Układ Zbiorowy Pracy wchodzi w życie z dniem\n rejestracji.\u003C\u002Fp>\n\n \u003Cp>2. Art. 34 obowiązuje do dnia 30 września 1998 r.\u003C\u002Fp>\n\n \u003Cp>3. Art. 12 ust. 3 pkt 4 i art. 12 ust. 8 wchodzą w życie od 1\n sierpnia 1997r.\u003C\u002Fp>\n\n \u003Cp>4. Art. 35 wejdzie w życie po wynegocjowaniu przez strony Układu\n wielkości zmian płacowych zgodnie z załącznikiem nr 6 §7\u003C\u002Fp>\n\n \u003Cp>5. Art.36 wchodzi w życie od 1 stycznia 1998r.\u003C\u002Fp>\n\n \u003Cp>6. Art. 120 ust. 3 wchodzi w życie od 1 stycznia 1998 r.\u003C\u002Fp>\n\n \u003Cp>7. Art. 33 ust. 3 wchodzi w życie od 1 października 1998 r.\u003C\u002Fp>\n\n \u003Cp>Strona zawierająca podpisy stron układu została pominięta.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Załącznik 1\u002F\u003C\u002Fh2>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>\u003Cstrong>TABELA\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>\u003Cstrong>WSPÓŁCZYNNIKÓW STAWEK ZASADNICZYCH DLA POSZCZEGÓLNYCH\n KATEGORII ZASZEREGOWANIA W ODNIESIENIU DO PŁACY MINIMALNEJ OKREŚLONEJ\n W ZAKŁADOWYM UKŁADZIE ZBIOROWYM PRACY DLA STANOWISK ROBOTNICZYCH I\n NIEROBOTNICZYCH\u003C\u002Fstrong>\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>Kategoria zaszeregowania\u003C\u002Ftd>\n \u003Ctd>Współczynnik do płacy \n\n \u003Cp>Minimalny\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>I\u003C\u002Ftd>\n \u003Ctd>1.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>II\u003C\u002Ftd>\n \u003Ctd>1.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>III\u003C\u002Ftd>\n \u003Ctd>1.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>IV\u003C\u002Ftd>\n \u003Ctd>1.05\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>V\u003C\u002Ftd>\n \u003Ctd>1.10\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>VI\u003C\u002Ftd>\n \u003Ctd>1.10\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>VII\u003C\u002Ftd>\n \u003Ctd>1.15\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>VIII\u003C\u002Ftd>\n \u003Ctd>1.20\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>IX\u003C\u002Ftd>\n \u003Ctd>1.25\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>X\u003C\u002Ftd>\n \u003Ctd>1.35\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>XI\u003C\u002Ftd>\n \u003Ctd>1.45\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>XII\u003C\u002Ftd>\n \u003Ctd>1.55\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>XIII\u003C\u002Ftd>\n \u003Ctd>1.65\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>XIV\u003C\u002Ftd>\n \u003Ctd>1.75\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>XV\u003C\u002Ftd>\n \u003Ctd>1.85\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>XVI\u003C\u002Ftd>\n \u003Ctd>2.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>XVII\u003C\u002Ftd>\n \u003Ctd>2.10\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>XVIII\u003C\u002Ftd>\n \u003Ctd>2.25\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>XIX\u003C\u002Ftd>\n \u003Ctd>2.40\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>XX\u003C\u002Ftd>\n \u003Ctd>2.60\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>XXI\u003C\u002Ftd>\n \u003Ctd>2.80\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>XXII\u003C\u002Ftd>\n \u003Ctd>3.00\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n \u003C\u002Ftable>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 3\u002F\u003C\u002Fh3>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 4\u002F\u003C\u002Fh3>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 5\u002F\u003C\u002Fh3>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>ZASADY ZASZEREGOWANIA I AWANSOWANIA PRACOWNIKÓW ZATRUDNIONYCH NA\n STANOWISKACH ROBOTNICZYCH I NIEROBOTNICZYCH\u003C\u002Fh3>\n\n \u003Ch3>I. ZASADY PRZYZNAWANIA KATEGORII ZASZEREGOWANIA OSOBISTEGO.\u003C\u002Fh3>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 1\u003C\u002Fh4>\n\n \u003Cp>Pracownikom nowo przyjmowanym do Spółki przyznaje się kategorię\n zaszeregowania osobistego w zależności od:\u003C\u002Fp>\n\n \u003Cp>- posiadanego wykształcenia,\u003C\u002Fp>\n\n \u003Cp>- przygotowania praktycznego w zawo-dzie z uwzględnieniem\n postanowień obowiązującego taryfikatora kwalifika-cyjnego.\u003C\u002Fp>\n\n \u003Ch4>§ 2\u003C\u002Fh4>\n\n \u003Cp>1. Absolwenci szkoły zawodowej, średniej lub wyższej zatrudnieni\n na stanowiskach robotniczych lub nierobotniczych otrzymują stawki\n minimalne w poszczególnych kategoriach zaszeregowania:\u003C\u002Fp>\n\n \u003Cp>1\u002F po ukończeniu ZSZ - 2-4\u003C\u002Fp>\n\n \u003Cp>2\u002F po ukończeniu szkoły średniej - 3-6\u003C\u002Fp>\n\n \u003Cp>3\u002F po ukończeniu szkoły wyższej - 5-7\u003C\u002Fp>\n\n \u003Cp>2. Przyznanie kategorii osobistego zaszeregowania uzależnione jest\n od:\u003C\u002Fp>\n\n \u003Cp>- oceny na świadectwie ukończenia ZSZ, szkoły średniej lub\n pomaturalnej albo na dyplomie ukończenia studiów wyższych,\u003C\u002Fp>\n\n \u003Cp>- dodatkowych kwalifikacji potrzebnych do wykonywania pracy na danym\n stanowisku,\u003C\u002Fp>\n\n \u003Cp>- wyników testów przydatności do wykonywania pracy na danym\n stanowisku\u003C\u002Fp>\n\n \u003Cp>- wyniku rozmów kwalifikacyjnych z absolwentem.\u003C\u002Fp>\n\n \u003Cp>3. Po ukończeniu okresu adaptacji i po § 1\u003C\u002Fp>\n\n \u003Cp>Pracownikom nowo przyjmowanym do Spółki przyznaje się kategorię\n zaszeregowania osobistego w zależności od:\u003C\u002Fp>\n\n \u003Cp>- posiadanego wykształcenia,\u003C\u002Fp>\n\n \u003Cp>- przygotowania praktycznego w zawo-dzie z uwzględnieniem\n postanowień obowiązującego taryfikatora kwalifika-cyjnego.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 3\u003C\u002Fh4>\n\n \u003Cp>Skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3>II. ZASADY ZASZEREGOWANIA DO WYŻSZYCH KATEGORII I STAWEK.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>Przeszeregowania pracowników odbywają się zgodnie z porozumieniem\n płacowym zawieranym corocznie pomiędzy Zarządem Spółki, a\n związkami zawodowymi.\u003C\u002Fp>\n\n \u003Ch4>§ 5\u003C\u002Fh4>\n\n \u003Cp>O podziale środków na przeszeregowania w poszczególnych pionach\n Spółki informuje się związki zawodowe.\u003C\u002Fp>\n\n \u003Ch4>§ 6\u003C\u002Fh4>\n\n \u003Cp>Przeszeregowania pracowników dokonuje bezpośredni przełożony na\n podstawie oceny pracy ze szczególnym uwzględnieniem wydajności,\n jakości i dyscypliny pracy.\u003C\u002Fp>\n\n \u003Ch4>§ 7\u003C\u002Fh4>\n\n \u003Cp>Przeszeregowania indywidualne pracowników w związku z awansowaniem\n na wyższe stanowiska mogą odbywać się niezależnie od generalnych\n przeszeregowań w Spółce.\u003C\u002Fp>\n\n \u003Ch4>§ 8\u003C\u002Fh4>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>ZASADY NEGOCJACYJNEGO SYSTEMU KSZTAŁTOWANIA PRZYROSTU\n PRZECIĘTNYCH WYNAGRODZEŃ W SPÓŁCE\u003C\u002Fh3>\n\n \u003Ch4>§ 1\u003C\u002Fh4>\n\n \u003Cp>Stosownie do ustawy z dnia 16 grudnia 1994 r. o negocjacyjnym\n systemie kształtowania przyrostu przeciętnych wynagrodzeń w\n podmiotach gospodarczych oraz o zmianie niektórych ustaw (Dz.U. nr\n 1\u002F95 poz.2), przy ustalaniu przyrostu przeciętnych wynagrodzeń na rok\n następny, Spółka obowiązana jest do stosowania postanowień\n zawartych w w\u002Fw ustawie.\u003C\u002Fp>\n\n \u003Ch4>§ 2\u003C\u002Fh4>\n\n \u003Cp>Powołana ustawą Komisja Trójstronna złożona z naczelnych\n organów administracji państwowej, związków zawodowych i organizacji\n pracodawców w terminie do dnia 31 sierpnia każdego roku, ustala\n maksymalny roczny wskaźnik przyrostu przeciętnego miesięcznego\n wynagrodzenia oraz orientacyjne wskaźniki przyrostu przeciętnego\n miesięcznego wynagrodzenia w kolejnych kwartałach roku w stosunku do\n przeciętnego miesięcznego wynagrodzenia z roku poprzedniego.\u003C\u002Fp>\n\n \u003Ch4>§ 3\u003C\u002Fh4>\n\n \u003Cp>Jeżeli Komisja Trójstronna nie ustali wskaźników o których mowa\n w § 2, Rada Ministrów ustala te wskaźniki, w drodze rozporządzenia\n w terminie do dnia 1 grudnia każdego roku.\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>W Spółce przyrost przeciętnego miesięcznego wynagrodzenia w\n danym roku ustalają, w drodze porozumienia, strony uprawnione do\n zawarcia zakładowego układu zbiorowego pracy, tj. Zarząd Spółki i\n związki zawodowe. Porozumienie to powinno uwzględniać sytuację i\n możliwości finansowe Spółki oraz wskaźniki ustalone w § 2 lub §\n 3.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 5\u003C\u002Fh4>\n\n \u003Cp>1. Porozumienie o którym mowa w § 4, powinno być zawarte w\n terminie do końca lutego każdego roku i powinno zawierać:\u003C\u002Fp>\n\n \u003Cp>1\u002F procentowy wskaźnik przyrostu przeciętnych wynagrodzeń w\n Spółce,\u003C\u002Fp>\n\n \u003Cp>2\u002F wysokość kwoty bazowej i okres jej obowiązywania.\u003C\u002Fp>\n\n \u003Cp>2. Jeżeli w Spółce nie zostanie zawarte porozumienie o którym\n mowa w § 4, przyrost przeciętnego miesięcznego wynagrodzenia ustala,\n w terminie do dnia 10 marca każdego roku Prezes Zarządu - Dyrektor\n Naczelny w drodze zarządzenia.\u003C\u002Fp>\n\n \u003Ch4>§ 6\u003C\u002Fh4>\n\n \u003Cp>Przepisy paragrafów 4 i 5 nie naruszają odrębnych przepisów w\n sprawie zasad ustalania warunków wynagradzania za pracę i\n przyznawania innych świadczeń związanych z pracą.\u003C\u002Fp>\n\n \u003Ch4>§ 7\u003C\u002Fh4>\n\n \u003Cp>Termin i wysokość rat podwyżek płac dla pracowników Spółki na\n dany rok, ustalają Zarząd Spółki i związki zawodowe w I kwartale\n danego roku w drodze negocjacji z uwzględnieniem paragrafów 4 i 5.§\n 5\u003C\u002Fp>\n\n \u003Cp>1. Porozumienie o którym mowa w § 4, powinno być zawarte w\n terminie do końca lutego każdego roku i powinno zawierać:\u003C\u002Fp>\n\n \u003Cp>1\u002F procentowy wskaźnik przyrostu przeciętnych wynagrodzeń w\n Spółce,\u003C\u002Fp>\n\n \u003Cp>2\u002F wysokość kwoty bazowej i okres jej obowiązywania.\u003C\u002Fp>\n\n \u003Cp>2. Jeżeli w Spółce nie zostanie zawarte porozumienie o którym\n mowa w § 4, przyrost przeciętnego miesięcznego wynagrodzenia ustala,\n w terminie do dnia 10 marca każdego roku Prezes Zarządu - Dyrektor\n Naczelny w drodze zarządzenia.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 6\u003C\u002Fh4>\n\n \u003Cp>Przepisy paragrafów 4 i 5 nie naruszają odrębnych przepisów w\n sprawie zasad ustalania warunków wynagradzania za pracę i\n przyznawania innych świadczeń związanych z pracą.\u003C\u002Fp>\n\n \u003Ch4>§ 7\u003C\u002Fh4>\n\n \u003Cp>Termin i wysokość rat podwyżek płac dla pracowników Spółki na\n dany rok, ustalają Zarząd Spółki i związki zawodowe w I kwartale\n danego roku w drodze negocjacji z uwzględnieniem paragrafów 4 i 5.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 7\u003C\u002Fh3>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 8\u002F\u003C\u002Fh3>\n\n \u003Ch3>WYKAZ STANOWISK UPRAWNIONYCH DO DODATKU FUNKCYJNEGO ORAZ SZCZEBLE I\n MNOŻNIKI DODATKU FUNKCYJNEGO\u003C\u002Fh3>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>§ 1\u003C\u002Fp>\n\n \u003Cp>Ustala się następujące szczeble dodatku funkcyjnego:\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ctable border=\"1\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>Lp.\u003C\u002Ftd>\n \u003Ctd>Stanowiska\u003C\u002Ftd>\n \u003Ctd>Szczeble dodatków\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>Dyrektor pionu (nie będący członkiem zarządu) główny\n księgowy, dyrektor zakładu.\u003C\u002Ftd>\n \u003Ctd>7-10\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>2\u003C\u002Ftd>\n \u003Ctd>Z-ca dyrektora zakładu, kierownik zakładu, główny\n specjalista, szef zespołu wydziałów.\u003C\u002Ftd>\n \u003Ctd>6-8\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>3\u003C\u002Ftd>\n \u003Ctd>Z- ca kierownika zakładu, kierownik wydziału, dyrektor\n biura, szef programu, z-ca kier. wydziału, kierownik działu,\n główny dyspozytor, z-ca główn. księgowego\u003C\u002Ftd>\n \u003Ctd>4-7\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>4\u003C\u002Ftd>\n \u003Ctd>Minimalny\u003C\u002Ftd>\n \u003Ctd>4-6\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>5\u003C\u002Ftd>\n \u003Ctd>Kierownik biura, kierownik pracowni, kierownik sekcji,\n kierownik WKJ\u003C\u002Ftd>\n \u003Ctd>3-5\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>6\u003C\u002Ftd>\n \u003Ctd>Mistrz, kierownik laboratorium.\u003C\u002Ftd>\n \u003Ctd>3-4\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>7\u003C\u002Ftd>\n \u003Ctd>Kierownik rozdzielni, wypożyczalni, magazynu, dyspozytor\u003C\u002Ftd>\n \u003Ctd>2-3\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>8\u003C\u002Ftd>\n \u003Ctd>Kierownik hotelu, kierownik kancelarii.\u003C\u002Ftd>\n \u003Ctd>1-2\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n \u003C\u002Ftable>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>Ustala się następujące mnożniki dla szczebli dodatku funkcyjnego\n w stosunku do kwoty bazowej:\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ctable border=\"1\">\n \u003Ccaption>\u003C\u002Fcaption>\n \u003Ccolgroup>\u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003Ccol>\n \u003C\u002Fcolgroup>\u003Ctbody>\n \u003Ctr>\n \u003Ctd>szczebel dodatku\u003C\u002Ftd>\n \u003Ctd colspan=\"3\">MNOŻNIK DLA GRUPY\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>\u003C\u002Ftd>\n \u003Ctd>A\u003C\u002Ftd>\n \u003Ctd>B\u003C\u002Ftd>\n \u003Ctd>C\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>1\u003C\u002Ftd>\n \u003Ctd>0.08\u003C\u002Ftd>\n \u003Ctd>0.10\u003C\u002Ftd>\n \u003Ctd>0.14\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>2\u003C\u002Ftd>\n \u003Ctd>0.12\u003C\u002Ftd>\n \u003Ctd>0.16\u003C\u002Ftd>\n \u003Ctd>0.20\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>3\u003C\u002Ftd>\n \u003Ctd>0.18\u003C\u002Ftd>\n \u003Ctd>0.22\u003C\u002Ftd>\n \u003Ctd>0.28\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>4\u003C\u002Ftd>\n \u003Ctd>0.25\u003C\u002Ftd>\n \u003Ctd>0.28\u003C\u002Ftd>\n \u003Ctd>0.34\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>5\u003C\u002Ftd>\n \u003Ctd>0.30\u003C\u002Ftd>\n \u003Ctd>0.34\u003C\u002Ftd>\n \u003Ctd>0.40\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>6\u003C\u002Ftd>\n \u003Ctd>0.35\u003C\u002Ftd>\n \u003Ctd>0.42\u003C\u002Ftd>\n \u003Ctd>0.50\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>7\u003C\u002Ftd>\n \u003Ctd>0.40\u003C\u002Ftd>\n \u003Ctd>0.48\u003C\u002Ftd>\n \u003Ctd>0.60\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>8\u003C\u002Ftd>\n \u003Ctd>0.45\u003C\u002Ftd>\n \u003Ctd>0.55\u003C\u002Ftd>\n \u003Ctd>0.70\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>9\u003C\u002Ftd>\n \u003Ctd>0.55\u003C\u002Ftd>\n \u003Ctd>0.65\u003C\u002Ftd>\n \u003Ctd>0.80\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd>10\u003C\u002Ftd>\n \u003Ctd>0.65\u003C\u002Ftd>\n \u003Ctd>0.75\u003C\u002Ftd>\n \u003Ctd>0.90\u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n \u003C\u002Ftable>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 9\u002F\u003C\u002Fh3>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>ZASADY PRZYZNAWANIA I WYPŁACANIA ODPRAWY PIENIĘŻNEJ W RAZIE\n ROZWIĄZANIA STOSUNKU PRACY W ZWIĄZKU Z NABYCIEM UPRAWNIEŃ DO\n EMERYTURY LUB RENTY\u003C\u002Fh3>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 1\u003C\u002Fh4>\n\n \u003Cp>Pracownikom przysługuje jednorazowa odprawa pieniężna w razie\n rozwiązania stosunku pracy, w związku z nabyciem przez tych\n pracowników prawa do emerytury lub renty z tytułu niezdolności do\n pracy.\u003C\u002Fp>\n\n \u003Ch4>§ 2\u003C\u002Fh4>\n\n \u003Cp>Procentowy wymiar odprawy pieniężnej ustala się odrębnie dla lat\n przepracowanych w Spółce i odrębnie dla okresu pracy w innych\n zakładach.\u003C\u002Fp>\n\n \u003Ch4>§ 3\u003C\u002Fh4>\n\n \u003Cp>Do lat przepracowanych wlicza się okresy pracy z uwzględnieniem\n postanowień zawartych w art. 53 ust. 3 i ust. 4.\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>Podstawę wymiaru odprawy pieniężnej stanowi:\u003C\u002Fp>\n\n \u003Cp>1\u002F za lata pracy w Spółce - 100% indywidualnego wynagrodzenia\n miesięcznego obliczonego według zasad obowiązujących przy ustalaniu\n ekwiwalentu pieniężnego jak za urlop wypoczynkowy, przed nabyciem\n uprawnień do odprawy pieniężnej,\u003C\u002Fp>\n\n \u003Cp>2\u002F za okres pracy w innych zakładach pracy - najniższe miesięczne\n wynagrodzenie wynikające z niniejszego Układu.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 5\u003C\u002Fh4>\n\n \u003Cp>Wysokość odprawy pieniężnej z uwzględnieniem paragrafów 1 - 4\n wynosi:\u003C\u002Fp>\n\n \u003Cp>1\u002F do 20 lat pracy - \u003Cspan style=\"color:#ffffff\">**********\u003C\u002Fspan>100% podstawy wymiaru\u003C\u002Fp>\n\n \u003Cp>2\u002F po 20 latach pracy - \u003Cspan style=\"color:#ffffff\">******\u003C\u002Fspan>200% podstawy wymiaru\u003C\u002Fp>\n\n \u003Cp>3\u002F po 30 latach pracy - \u003Cspan style=\"color:#ffffff\">******\u003C\u002Fspan>300% podstawy wymiaru\u003C\u002Fp>\n\n \u003Cp>4\u002F po 40 latach pracy - \u003Cspan style=\"color:#ffffff\">******\u003C\u002Fspan>400% podstawy wymiaru\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 6\u003C\u002Fh4>\n\n \u003Cp>W przypadku ponownego zatrudnienia rencisty, po osiągnięciu przez\n niego wieku emerytalnego na nowym stanowisku pracy i przejściu na\n emeryturę, przysługuje odprawa pieniężna w wysokości różnicy\n pomiędzy odprawą otrzymaną w związku z odejściem na rentę\n (przeliczona w dniu nabycia uprawnień emerytalnych), a odprawą\n emerytalną obliczoną w dniu przejścia na emeryturę.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 11\u002F\u003C\u002Fh3>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 12\u003C\u002Fh3>\n\n \u003Ch3>ZASADY WYPŁACANIA ODPRAWY POŚMIERTNEJ\u003C\u002Fh3>\n\n \u003Ch4>§ 1\u003C\u002Fh4>\n\n \u003Cp>W razie śmierci pracownika w czasie trwania stosunku pracy lub w\n okresie pobierania po jego rozwiązaniu zasiłku z tytułu\n niezdolności do pracy wskutek choroby, rodzinie przysługuje od\n pracodawcy odprawa pośmiertna w wysokości:\u003C\u002Fp>\n\n \u003Cp>1\u002F dwumiesięcznego wynagrodzenia, jeżeli okres zatrudnienia był\n krótszy niż 10 lat,\u003C\u002Fp>\n\n \u003Cp>2\u002F sześciomiesięcznego wynagrodzenia, jeżeli okres zatrudnienia\n wynosił co najmniej 10 lat,\u003C\u002Fp>\n\n \u003Cp>3\u002F dziewięciomiesięcznego wynagrodzenia, jeżeli okres\n zatrudnienia wynosił co najmniej 15 lat.\u003C\u002Fp>\n\n \u003Ch4>§ 2\u003C\u002Fh4>\n\n \u003Cp>Do okresów zatrudnienia o których mowa w § 1 wlicza się okres\n zatrudnienia w PZL-Świdnik S.A. obliczony według ustaleń zawartych w\n art. 53 ust. 3 niniejszego Układu oraz wszystkie inne okresy pracy bez\n względu na przerwy w zatrudnieniu i tryb rozwiązania stosunku\n pracy.\u003C\u002Fp>\n\n \u003Ch4>§ 3\u003C\u002Fh4>\n\n \u003Cp>Odprawa pośmiertna przysługuje następującym członkom rodziny\n pracownika:\u003C\u002Fp>\n\n \u003Cp>1\u002F małżonkowi,\u003C\u002Fp>\n\n \u003Cp>2\u002F innym członkom rodziny spełniającym warunki wymagane do\n uzyskania renty rodzinnej w myśl przepisów o emeryturach i rentach z\n Funduszu Ubezpieczeń Społecznych.\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>Odprawę pośmiertną dzieli się w równych częściach pomiędzy\n wszystkich uprawnionych członków rodziny.\u003C\u002Fp>\n\n \u003Ch4>§ 5\u003C\u002Fh4>\n\n \u003Cp>Jeżeli po zmarłym pracowniku pozostał tylko jeden członek\n uprawniony do odprawy pośmiertnej, przysługuje mu odprawa w\n wysokości określonej w § 1.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 13-15\u003C\u002Fh3>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 16\u002F\u003C\u002Fh3>\n\n \u003Ch3>ZAKAZ WYKONYWANIA PRAC KONKURENCYJNYCH\u003C\u002Fh3>\n\n \u003Ch4>§ 1\u003C\u002Fh4>\n\n \u003Cp>1. W zakresie określonym w odrębnej umowie pracownik nie może\n prowadzić działalności konkurencyjnej wobec pracodawcy, ani też\n świadczyć pracy w ramach stosunku pracy lub na innej podstawie na\n rzecz podmiotu prowadzącego taką działalność (zakaz\n konkurencji).\u003C\u002Fp>\n\n \u003Cp>2. Zastrzeżenie ust. 1 nie dotyczy przypadków pracy za zgodą\n pracodawcy udzielaną np: w celu odbycia praktyki.\u003C\u002Fp>\n\n \u003Cp>3. Zakaz działalności konkurencyjnej dotyczy również\n pracowników przebywających na urlopie bezpłatnym.\u003C\u002Fp>\n\n \u003Ch4>§ 2\u003C\u002Fh4>\n\n \u003Cp>Jeżeli pracodawca poniósł szkodę wskutek naruszenia przez\n pracownika zakazu konkurencji prze-widzianego w umowie, może\n dochodzić od pracownika wyrównania tej szkody na zasadach\n określonych w Kodeksie pracy.\u003C\u002Fp>\n\n \u003Ch4>§ 3\u003C\u002Fh4>\n\n \u003Cp>1. Z pracownikami zatrudnionymi w Spółce, pracodawca może\n zawrzeć umowę o zakazie konkurencji.\u003C\u002Fp>\n\n \u003Cp>2. W przypadku odmowy zawarcia umowy określonej w ust. 1,\n pracodawca może rozwiązać stosunek pracy za wypowiedzeniem.\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca i pracownik zatrudniony na stanowisku na którym ma\n dostęp do szczególnie ważnych informacji, których ujawnianie\n mogłoby narazić pracodawcę na szkodę, zawierają umowę o zakazie\n konkurencji po ustaniu stosunku pracy.\u003C\u002Fp>\n\n \u003Cp>2. W umowie określa się także okres obowiązywania zakazu\n konkurencji oraz wysokość odszkodowania należnego pracownikowi od\n pracodawcy.\u003C\u002Fp>\n\n \u003Cp>3. Zawarcie umowy jest warunkiem zatrudnienia na stanowisku\n określonym w ust. 1.\u003C\u002Fp>\n\n \u003Ch4>§ 5\u003C\u002Fh4>\n\n \u003Cp>1. Zakaz konkurencji o którym mowa w § 4, przestaje obowiązywać\n przed upływem terminu, na jaki została zawarta umowa przewidziana w\n tym przepisie, w razie ustania przyczyn uzasadniających taki zakaz lub\n nie wywiązania się pracodawcy z obowiązku wypłaty odszkodowania.\u003C\u002Fp>\n\n \u003Cp>2. Odszkodowanie o którym mowa w § 4 nie może być niższe od 25%\n wynagrodzenia otrzymanego przez pracownika przed ustaniem stosunku\n pracy przez okres odpowiadający okresowi obowiązywania zakazu\n konkurencji. Odszkodowanie może być wypłacone w miesięcznych\n ratach.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 17\u003C\u002Fh3>\n\n \u003Ch3>ZASADY PRZYZNAWANIA POSIŁKÓW, NAPOJÓW I WITAMINY C\u003C\u002Fh3>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 1\u003C\u002Fh4>\n\n \u003Cp>Pracownikom spółki zatrudnionym w warunkach szczególnie\n uciążliwych i szkodliwych pracodawca zapewnia nieodpłatnie:\u003C\u002Fp>\n\n \u003Cp>-posiłki wydawane ze względów profilaktycznych,\u003C\u002Fp>\n\n \u003Cp>- napoje,\u003C\u002Fp>\n\n \u003Cp>- witaminę C.\u003C\u002Fp>\n\n \u003Ch4>§ 2\u003C\u002Fh4>\n\n \u003Cp>1. Posiłki profilaktyczne przysługują pracownikom wykonującym w\n ciągu zmiany roboczej prace:\u003C\u002Fp>\n\n \u003Cp>1\u002F związane z wysiłkiem fizycznym, powodującym w ciągu zmiany\n roboczej efektywny wydatek energetyczny organizmu powyżej 2000 kcal\n (8374 kJ) u mężczyzn i powyżej 1100 kcal (4606 kJ) u kobiet,\u003C\u002Fp>\n\n \u003Cp>2\u002F skreślony\u003C\u002Fp>\n\n \u003Cp>3\u002F związane z wysiłkiem fizycznym, powodującym w ciągu zmiany\n roboczej efektywny wydatek energetyczny organizmu powyżej 1500 kcal\n (6280 kJ) u mężczyzn i powyżej 1000 kcal (4187 kJ) u kobiet,\n wykonywane w pomieszczeniach zamkniętych, w których ze względów\n technologicznych utrzymuje się stale temperatura poniżej 10°C lub\n wskaźnik obciążenia termicznego (WBGT) wynosi powyżej 25°C,\u003C\u002Fp>\n\n \u003Cp>4\u002F związane z wysiłkiem fizycznym, powodującym w ciągu zmiany\n roboczej efektywny wydatek energetyczny organizmu powyżej 1500 kcal\n (6280 kJ) u mężczyzn i powyżej 1000 kcal (4187 kJ) u kobiet,\n wykonywane na otwartej przestrzeni w okresie od 1 listopada do 31\n marca,\u003C\u002Fp>\n\n \u003Cp>5\u002F skreślony\u003C\u002Fp>\n\n \u003Cp>6\u002F skreślony\u003C\u002Fp>\n\n \u003Cp>7\u002F skreślony\u003C\u002Fp>\n\n \u003Cp>8\u002F związane z usuwaniem klęsk żywiołowych i innych zdarzeń\n losowych,\u003C\u002Fp>\n\n \u003Cp>9\u002F pod ziemią.\u003C\u002Fp>\n\n \u003Cp>2. Posiłki profilaktyczne składają się z jednego dania gorącego\n o wartości kalorycznej około 1000 kcal. § 3\u003C\u002Fp>\n\n \u003Cp>1. Pracodawca zobowiązany jest zapewnić:\u003C\u002Fp>\n\n \u003Cp>1\u002F wszystkim pracownikom butelkowaną wodę mineralną w okresie od\n 1 czerwca do 31 sierpnia w ilości zaspokajającej pełne\n zapotrzebowanie organizmu, w pozostałym okresie nie mniej niż jedna\n butelka na osobę na każdy dzień roboczy w rozliczeniu pozostałych 9\n miesięcy.\u003C\u002Fp>\n\n \u003Cp>2\u002F napoje w ilości zaspokajającej pełne zapotrzebowanie organizmu\n pracownikom zatrudnionym:\u003C\u002Fp>\n\n \u003Cp>a\u002F w warunkach gorącego mikroklimatu, charakteryzującego się\n wartością wskaźnika obciążenia termicznego (WBGT) powyżej\n 25°C,\u003C\u002Fp>\n\n \u003Cp>b\u002F w warunkach mikroklimatu zimnego, charakteryzującego się\n wartością wskaźnika siły chłodzącej powietrza (WCI) powyżej\n 1000,\u003C\u002Fp>\n\n \u003Cp>c\u002F przy pracach związanych z wysiłkiem fizycznym powodującym w\n ciągu zmiany roboczej efektywny wydatek energetyczny organizmu\n powyżej 1500 kcal (6280 kJ) u mężczyzn i powyżej 1000 kcal (4187\n kJ) u kobiet,\u003C\u002Fp>\n\n \u003Cp>d\u002F przy pracach na otwartej przestrzeni przy temperaturze otoczenia\n poniżej 10°C lub powyżej 25°C,\u003C\u002Fp>\n\n \u003Cp>e\u002F na stanowiskach pracy, na których temperatura spowodowana\n warunkami atmosferycznymi przekracza 28°C.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>2. Napoje zapewnione przez pracodawcę zgodnie z ust. 1 pkt 2\u002F\n powinny być zimne albo gorące w zależności od warunków wykonywania\n pracy, a w przypadkach określonych w ust. 1 pkt 2\u002Fa\u002F dodatkowo\n wzbogacone w sole mineralne i witaminy.\u003C\u002Fp>\n\n \u003Cp>3. Pracownikom narażonym na działanie pyłu zawierającego ołów\n oraz jego związki pracodawca zapewnia codzienne spożywanie na terenie\n zakładu pracy 300mg witaminy C. § 4\u003C\u002Fp>\n\n \u003Cp>W przypadku, gdy nie będzie możliwe ustalenie wskaźnika\n obciążenia termicznego (WBGT) należy przyjąć za obciążenie\n termiczne powyżej 25°C jeden z poniższych warunków pracy w\n pomieszczeniach zamkniętych, w których ze względu na technologię\n utrzymuje się:\u003C\u002Fp>\n\n \u003Cp>1\u002F temperatura powyżej 30°C przy wilgotności względnej powietrza\n przekraczającej 65%,\u003C\u002Fp>\n\n \u003Cp>2\u002F temperatura powyżej 35°C przy wilgotności względnej powietrza\n przekraczającej 50%,\u003C\u002Fp>\n\n \u003Cp>3\u002F temperatura powyżej 40°C bez względu na wilgotność\n powietrza.\u003C\u002Fp>\n\n \u003Ch4>§ 5\u003C\u002Fh4>\n\n \u003Cp>Na podstawie analizy środowiska pracy w oparciu o niniejsze zasady\n pracodawca w porozumieniu ze związkami zawodowymi sporządzi wykaz\n stanowisk na których przysługują posiłki, napoje i witamina C.\u003C\u002Fp>\n\n \u003Ch4>§ 6\u003C\u002Fh4>\n\n \u003Cp>1. Posiłki, napoje i witamina C wydawane są pracownikom w dniach\n wykonywania pracy uzasadniającej ich wydanie.\u003C\u002Fp>\n\n \u003Cp>2. Napoje powinny być dostępne dla pracowników podczas całej\n zmiany roboczej.\u003C\u002Fp>\n\n \u003Ch4>§ 7\u003C\u002Fh4>\n\n \u003Cp>Pracownikom nie przysługuje ekwiwalent pieniężny za posiłki,\n napoje i witaminę C.\u003C\u002Fp>\n\n \u003Ch4>§ 8\u003C\u002Fh4>\n\n \u003Cp>Szczegółowe zasady wydawania posiłków, napojów i witaminy C\n określi pracodawca w uzgodnieniu ze związkami zawodowymi.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 18\u003C\u002Fh3>\n\n \u003Ch3>ZASADY PRZYZNAWANIA ŚRODKÓW OCHRONY INDYWIDUALNEJ ORAZ ODZIEŻY,\n OBUWIA ROBOCZEGO I ŚRODKÓW HIGIENY OSOBISTEJ\u003C\u002Fh3>\n\n \u003Ch3>Rozdział I\u003C\u002Fh3>\n\n \u003Ch3>ZASADY PRZYZNAWANIA ŚRODKÓW OCHRONY INDYWIDUALNEJ,\u003C\u002Fh3>\n\n \u003Ch3>ODZIEŻY I OBUWIA ROBOCZEGO\u003C\u002Fh3>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 1\u003C\u002Fh4>\n\n \u003Cp>1. Pracodawca jest zobowiązany dostarczyć pracownikowi\n nieodpłatnie środki ochrony indywidualnej oraz odzież i obuwie\n robocze, stanowiące własność pracodawcy.\u003C\u002Fp>\n\n \u003Cp>2. Środki ochrony indywidualnej powinny zabezpieczać pracownika\n przed działaniem niebezpiecznych i szkodliwych dla zdrowia czynników\n występujących w środowisku pracy oraz spełniać wymagania\n dotyczące oceny zgodności określone w odrębnych przepisach.\u003C\u002Fp>\n\n \u003Cp>3. Odzież i obuwie robocze będą dostarczane pracownikom w\n przypadkach:\u003C\u002Fp>\n\n \u003Cp>1\u002F możliwości zniszczenia lub znacznego zabrudzenia odzieży\n własnej pracownika podczas wykonywania obowiązków służbowych,\u003C\u002Fp>\n\n \u003Cp>2\u002F wymagań technologicznych, sanitarnych lub bezpieczeństwa i\n higieny pracy.\u003C\u002Fp>\n\n \u003Cp>4. Pracodawca zapewnia pranie i regenerację przydzielonej odzieży\n oraz pokrywa koszty z tym związane.\u003C\u002Fp>\n\n \u003Ch4>§ 2\u003C\u002Fh4>\n\n \u003Cp>Pracodawca w uzgodnieniu ze związkami zawodowymi i zakładowym\n społecznym inspektorem pracy opracowuje zakładową tabelę\n przydziału odzieży i obuwia roboczego.\u003C\u002Fp>\n\n \u003Cp>Aktualizacja zakładowej tabeli odbywa się przynajmniej raz w\n roku.\u003C\u002Fp>\n\n \u003Ch4>§ 3\u003C\u002Fh4>\n\n \u003Cp>1. skreślony\u003C\u002Fp>\n\n \u003Cp>2. Przydzielona pracownikowi odzież powinna być używana\n wyłącznie podczas wykonywania obowiązków służbowych.\u003C\u002Fp>\n\n \u003Cp>3. Używanie odzieży roboczej, ochronnej, butów roboczych\n dopuszczalne jest poza miejscem pracy, tylko w czasie dojścia do pracy\n i powrotu w przypadku wykonywania pracy w terenie.\u003C\u002Fp>\n\n \u003Cp>4. Pracownik jest odpowiedzialny za prawidłowe używanie odzieży\n zgodnie z przeznaczeniem, utrzymanie jej w stanie czystym i technicznie\n sprawnym, a także za właściwe używanie sprzętu ochrony\n osobistej.\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>1. Do wykonywania krótkotrwałych prac oraz czynności\n inspekcyjnych przydziela się pracownikowi odzież ochronną, środki\n ochrony osobistej i obuwie robocze stosownie do wykonywanych\n czynności.\u003C\u002Fp>\n\n \u003Cp>2. Środki ochrony osobistej, odzież i obuwie robocze otrzymują\n również pracownicy skierowani przez przełożonego do wykonywania\n okresowych prac na terenie Spółki, jeżeli dotychczas nie\n przysługiwała im taka odzież.\u003C\u002Fp>\n\n \u003Ch4>§ 5\u003C\u002Fh4>\n\n \u003Cp>W przypadku przesunięcia pracownika na stanowisko pracy, na którym\n nie przysługuje odzież robocza, ochronna lub środki ochrony\n osobistej, albo przysługuje innego rodzaju, pracownik obowiązany jest\n zwrócić dotychczas używaną odzież lub zwrócić równowartość\n pieniężną obniżoną o stopień zużycia wynikający z okresu\n używalności. Powyższe zasady dotyczą również odzieży ochronnej,\n środków ochrony osobistej i obuwia roboczego przyznanych na zasadach\n określonych w § 4.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 6\u003C\u002Fh4>\n\n \u003Cp>1. Pracownicy Straży Przemysłowej mają prawo do korzystania z\n umundurowania specjalnego. Prawo to nabywa pracownik z chwilą zawarcia\n umowy o pracę na czas nieokreślony.\u003C\u002Fp>\n\n \u003Cp>2. W przypadku rozwiązania stosunku pracy przed upływem okresu\n używalności umundurowania, pracownik zobowiązany jest zwrócić\n umundurowanie lub jego równowartość pieniężną pomniejszoną o\n stopień zużycia wynikający z okresu używalności.\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch4>§ 7\u003C\u002Fh4>\n\n \u003Cp>Studenci i uczniowie odbywający w zakładzie zajęcia praktyczne i\n praktyki zawodowe otrzymują na czas wykonywania praktyki odzież i\n obuwie robocze według norm i na zasadach przewidzianych dla stanowisk,\n na których odbywają zajęcia lub praktyki zawodowe. Do wykonywania\n tych prac wydawana będzie w pierwszej kolejności odzież używana\n czysta.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Ch4>§ 8\u003C\u002Fh4>\n\n \u003Cp>1. W przypadku rozwiązania stosunku pracy pracownik jest\n zobowiązany zwrócić odzież i środki ochrony osobistej z wyjątkiem\n bielizny osobistej lub przyjąć na własność za zwrotem kwoty\n równej niezamortyzowanej części wartości tego wyposażenia.\u003C\u002Fp>\n\n \u003Cp>2. Odzież i umundurowanie nie podlega zwrotowi w przypadku:\u003C\u002Fp>\n\n \u003Cp>1\u002F przejścia na emeryturę lub rentę,\u003C\u002Fp>\n\n \u003Cp>2\u002F śmierci pracownika,\u003C\u002Fp>\n\n \u003Cp>3\u002F używania tych przedmiotów przed rozwiązaniem stosunku pracy\n przez okres przekraczający 75% okresu używalności określonego w\n tabeli norm.\u003C\u002Fp>\n\n \u003Cp>3. Obuwie robocze i bielizna osobista nie podlega zwrotowi.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 9\u003C\u002Fh4>\n\n \u003Cp>1. Odzież ochronna i robocza po okresie używalności, a wydana\n indywidualnie nie podlega zwrotowi.\u003C\u002Fp>\n\n \u003Cp>2. Odzież skórzana nie podlega zwrotowi po okresie używania,\n jeżeli pracownik wyraził zgodę na przedłużenie okresu\n używalności o 20% lub zapłacił równowartość 20% ceny nowej\n odzieży.\u003C\u002Fp>\n\n \u003Cp>3. Sprzęt ochronny po okresie używalności podlega zwrotowi celem\n jego zniszczenia.\u003C\u002Fp>\n\n \u003Ch4>§ 10\u003C\u002Fh4>\n\n \u003Cp>Szczegółowe zasady gospodarki środkami ochrony osobistej,\n odzieżą ochronną i obuwiem roboczym określa instrukcja opracowana\n przez pracodawcę i uzgodniona ze związkami zawodowymi.\u003C\u002Fp>\n\n \u003Ch3>Rozdział II\u003C\u002Fh3>\n\n \u003Ch3>ZASADY PRZYZNAWANIA ŚRODKÓW HIGIENY OSOBISTEJ\u003C\u002Fh3>\n\n \u003Ch4>§ 11\u003C\u002Fh4>\n\n \u003Cp>1. W celu utrzymania higieny osobistej pracowników, pracodawca\n zapewnia bezpłatne zaopatrzenie pracowników w mydło toaletowe,\n pastę do mycia rąk, ręczniki i krem ochronny.\u003C\u002Fp>\n\n \u003Cp>2. Pasta do mycia rąk i krem ochronny powinny być przydzielane\n indywidualnie pracownikom według norm określonych w § 13 lub\n zapewnione w ramach wydziałów\u002Fgniazd w dozownikach zapewniających od\n strony ilościowej, jakościowej oraz ochronnej potrzeby wszystkich\n pracowników wydziału\u002Fgniazda.\u003C\u002Fp>\n\n \u003Ch4>§ 12\u003C\u002Fh4>\n\n \u003Cp>Ustala się następujące grupy stanowisk pracy ze względu na\n możliwość zabrudzenia:\u003C\u002Fp>\n\n \u003Cp>1\u002F I grupa - do grupy tej należą\u003C\u002Fp>\n\n \u003Cp>stanowiska na których zachodzi konieczność:\u003C\u002Fp>\n\n \u003Cp>a\u002F mycia rąk, twarzy i nóg z brudu silnie przylegającego do\n skóry,\u003C\u002Fp>\n\n \u003Cp>b\u002F częstego mycia rąk ze względu na stały kontakt z substancjami\n trującymi.\u003C\u002Fp>\n\n \u003Cp>2\u002F II grupa - do grupy tej należą stanowiska na których zachodzi\n konieczność:\u003C\u002Fp>\n\n \u003Cp>a\u002F mycia górnej części ciała ze względu na duży stopień\n zabrudzenia,\u003C\u002Fp>\n\n \u003Cp>b\u002F mycia całego ciała z brudu pochodzącego z substancji łatwo\n zmywalnych.\u003C\u002Fp>\n\n \u003Cp>3\u002F III grupa - do grupy tej należą stanowiska na których zachodzi\n konieczność:\u003C\u002Fp>\n\n \u003Cp>a\u002F kilkakrotnego starannego mycia rąk w czasie pracy ze względu na\n wymagania produkcji,\u003C\u002Fp>\n\n \u003Cp>b\u002F kilkakrotnego starannego mycia rąk w czasie pracy ze względu na\n wymagania sanitarne.\u003C\u002Fp>\n\n \u003Cp>4\u002F IV grupa - do grupy tej należą stanowiska na których zachodzi\n konieczność mycia rąk i twarzy z brudu łatwo zmywalnego.\u003C\u002Fp>\n\n \u003Cp>5\u002F V grupa - do grupy tej należą stanowiska na których zachodzi\n konieczność mycia rąk nieznacznie zabrudzonych.\u003C\u002Fp>\n\n \u003Ch4>§ 13\u003C\u002Fh4>\n\n \u003Cp>Ustala się następujące kwartalne normy przydziału środków\n higieny osobistej:\u003C\u002Fp>\n\n \u003Cp>1\u002F I grupa - 300 g mydła toaletowego i 1600 g pasty do mycia\n rąk,\u003C\u002Fp>\n\n \u003Cp>2\u002F II grupa - 300 g mydła toaletowego i 800 g pasty do mycia\n rąk,\u003C\u002Fp>\n\n \u003Cp>3\u002F III grupa - 200 g mydła toaletowego i 1200 g pasty do mycia\n rąk,\u003C\u002Fp>\n\n \u003Cp>4\u002F IV grupa - 200 g mydła toaletowego i 400 g pasty do mycia\n rąk,\u003C\u002Fp>\n\n \u003Cp>5\u002F V grupa - 200 g mydła toaletowego.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 14\u003C\u002Fh4>\n\n \u003Cp>Na stanowiskach na których konieczna jest ochrona rąk za pomocą\n kremów ochronnych, pracownikom dostarczane są kremy na wniosek\n kierownika wydziału zaakceptowany przez służbę bhp i Zakład\n Przychodnia Zdrowia „LOT-Medical”.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 15\u003C\u002Fh4>\n\n \u003Cp>1. Pracownikom zaliczanym do grupy I - IV, o których mowa w § 12,\n przysługują rocznie 2 ręczniki.\u003C\u002Fp>\n\n \u003Cp>2. Pracownikom zaliczanym do grupy V, o których mowa w § 12,\n przysługuje rocznie 1 ręcznik.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 19\u002F\u003C\u002Fh3>\n\n \u003Cp>skreślony\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 20\u003C\u002Fh3>\n\n \u003Ch3>WYKAZ PRAC WZBRONIONYCH KOBIETOM\u003C\u002Fh3>\n\n \u003Cp>Część A - Kobietom wzbronione są prace\u003C\u002Fp>\n\n \u003Ch4>I. Prace związane z wysiłkiem fizycznym i transportem ciężarów\n oraz wymuszoną pozycją ciała.\u003C\u002Fh4>\n\n \u003Cp>1. Prace fizyczne o obciążeniu przekraczającym wydatek\n energetyczny netto 5000 kJ (1200 kcal) na zmianę roboczą lub 20\n kJ\u002Fmin przy pracy dorywczej.\u003C\u002Fp>\n\n \u003Cp>2. Ręcznie podnoszone ciężary o masie przekraczającej:\u003C\u002Fp>\n\n \u003Cp>1\u002F 12 kg przy pracy stałej,\u003C\u002Fp>\n\n \u003Cp>2\u002F 20 kg przy pracy dorywczej (do 4 razy na godzinę w czasie zmiany\n roboczej).\u003C\u002Fp>\n\n \u003Cp>3. Ręczna obsługa elementów urządzeń w postaci dźwigni, korb,\n kół sterowniczych itp. jeżeli wymaga to użycia siły\n przekraczającej:\u003C\u002Fp>\n\n \u003Cp>1\u002F 50 N (~ 5 kG) przy pracy stałej,\u003C\u002Fp>\n\n \u003Cp>2\u002F 100 N (~10 kG) przy pracy dorywczej (do 4 razy na godzinę w\n czasie zmiany roboczej).\u003C\u002Fp>\n\n \u003Cp>4. Nożna obsługa elementów urządzeń (pedałów, przycisków\n itp.), przy których wymagane jest użycie siły przekraczającej:\u003C\u002Fp>\n\n \u003Cp>1\u002F 120 N (~12 kG) przy pracy stałej,\u003C\u002Fp>\n\n \u003Cp>2\u002F 200 N (~20 kG) przy pracy dorywczej (do 4 razy na godzinę w\n czasie zmiany roboczej).\u003C\u002Fp>\n\n \u003Cp>5. Ręczne przenoszenie pod górę - po pochylniach, schodach itp.,\n których maksymalny kąt nachylenia przekracza 30°, a wysokość 5 m -\n ciężarów o masie przekraczającej:\u003C\u002Fp>\n\n \u003Cp>1\u002F 8 kg przy pracy stałej,\u003C\u002Fp>\n\n \u003Cp>2\u002F 15 kg przy pracy dorywczej (do 4 razy na godzinę w czasie zmiany\n roboczej).\u003C\u002Fp>\n\n \u003Cp>6. Przewożenie ciężarów o masie przekraczającej:\u003C\u002Fp>\n\n \u003Cp>1\u002F 50 kg przy przewożeniu na taczkach jednokołowych przy\n pochyleniu do 2°,\u003C\u002Fp>\n\n \u003Cp>2\u002F 80 kg przy przewożeniu na wózkach 2, 3, i 4 kołowych przy\n pochyleniu do 2°,\u003C\u002Fp>\n\n \u003Cp>3\u002F 300 kg przy przewożeniu na wózkach po szynach przy pochyleniu\n do 1°.\u003C\u002Fp>\n\n \u003Cp>W przypadku przewożenia ciężarów po powierzchni nierównej w\n sposób określony w pkt 1 i 2, masa ciężarów nie może przekraczać\n 60% wielkości podanych w tych punktach.\u003C\u002Fp>\n\n \u003Ch4>II. Prace w narażeniu na drgania.\u003C\u002Fh4>\n\n \u003Cp>1. Prace w środowisku, w warunkach narażenia na drgania\n przenoszone poprzez kończyny górne. Dopuszczalne wartości\n przyspieszeń określone są w rozporządzeniu Rady Ministrów z dnia\n 10 września 1996r. w sprawie wykazu prac wzbronionych kobietom (Dz. U.\n Nr 114 z 1996 r. poz. 545).\u003C\u002Fp>\n\n \u003Cp>2. Prace w środowisku, w warunkach narażenia na drgania o\n oddziaływaniu ogólnym. Dopuszczalne wartości przyspieszeń\n określone są w rozporządzeniu Rady Ministrów z dnia 10 września\n 1996r. w sprawie wykazu prac wzbronionych kobietom (Dz.U. Nr 114 z\n 1996r. poz. 545).\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp>Część B - Kobietom w ciąży i w okresie karmienia wzbronione są\n prace:\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>I. Prace związane z wysiłkiem fizycznym i transportem ciężarów\n oraz wymuszoną pozycją ciała.\u003C\u002Fp>\n\n \u003Cp>1. Wszystkie prace przy których najwyższe wartości obciążenia\n pracą fizyczną mierzone wydatkiem energetycznym netto na wykonanie\n pracy, przekraczają 2900 kJ (700 kcal) na zmianę roboczą.\u003C\u002Fp>\n\n \u003Cp>2. Wszystkie prace wymienione w części A. rozdz. I pkt 2 - 6\n jeżeli występuje przekroczenie 1\u002F4 określonych w nich wartości.\u003C\u002Fp>\n\n \u003Cp>3. Prace w pozycji wymuszonej.\u003C\u002Fp>\n\n \u003Cp>4. Prace w pozycji stojącej łącznie ponad 3 godziny w czasie\n zmiany.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>II. Prace w mikroklimacie zimnym, gorącym i zmiennym.\u003C\u002Fp>\n\n \u003Cp>1. Prace w warunkach w których wskaźnik PMV (przewidywana ocena\n średnia), określany zgodnie z Polską Normą, jest większy od 1,5\n lub mniejszy od -1,5.\u003C\u002Fp>\n\n \u003Cp>2. Prace w środowisku, w którym występują nagłe zmiany\n temperatury powietrza w zakresie przekraczającym 15°C.\u003C\u002Fp>\n\n \u003Ch4>III. Prace narażające na działanie pól elektromagnetycznych,\n promieniowania jonizującego i nadfioletowego.\u003C\u002Fh4>\n\n \u003Cp>1. Prace w zasięgu pól elektromagnetycznych o natężeniu\n przekraczającym wartości dla strefy bezpiecznej.\u003C\u002Fp>\n\n \u003Cp>2. Prace w środowisku w którym występuje przekroczenie 1\u002F4\n wartości najwyższych dopuszczalnych natężeń promieniowania\n nadfioletowego, określonych w przepisach w sprawie najwyższych\n dopuszczalnych stężeń i natężeń czynników szkodliwych dla\n zdrowia w środowisku pracy.\u003C\u002Fp>\n\n \u003Cp>3. Prace w warunkach narażenia na działanie promieniowania\n jonizującego.\u003C\u002Fp>\n\n \u003Cp>IV. Prace w podwyższonym lub obniżonym ciśnieniu.\u003C\u002Fp>\n\n \u003Cp>Wszystkie prace w warunkach podwyższonego lub obniżonego\n ciśnienia.\u003C\u002Fp>\n\n \u003Cp>V. Prace w kontakcie ze szkodliwymi czynnikami biologicznymi.\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-hiv\">\u003Cp>Prace stwarzające ryzyko zakażenia: wirusem zapalenia wątroby\n typu B, wirusem ospy wietrznej i półpaśca, wirusem różyczki,\n wirusem HIV, wirusem cytomegalii, pałeczką listeriozy,\n toksoplazmozą.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>VI. Prace w narażeniu na działanie szkodliwych substancji\n chemicznych.\u003C\u002Fp>\n\n \u003Cp>1. Prace w narażeniu na działanie czynników rakotwórczych i o\n prawdopodobnym działaniu rakotwórczym, określonych w odrębnych\n przepisach.\u003C\u002Fp>\n\n \u003Cp>2. Prace w narażeniu na niżej wymienione substancje chemiczne\n niezależnie od ich stężenia w środowisku pracy:\u003C\u002Fp>\n\n \u003Cp>- chloropren,\u003C\u002Fp>\n\n \u003Cp>- 2-etoksyetanol,\u003C\u002Fp>\n\n \u003Cp>- dwubromek etylenu,\u003C\u002Fp>\n\n \u003Cp>- leki cytostatyczne,\u003C\u002Fp>\n\n \u003Cp>- mangan,\u003C\u002Fp>\n\n \u003Cp>- 2-metoksyetanol,\u003C\u002Fp>\n\n \u003Cp>- ołów i jego związki organiczne i nieorganiczne,\u003C\u002Fp>\n\n \u003Cp>- rtęć i jej związki organiczne i nieorganiczne,\u003C\u002Fp>\n\n \u003Cp>- styren,\u003C\u002Fp>\n\n \u003Cp>- syntetyczne estrogeny i progesterony,\u003C\u002Fp>\n\n \u003Cp>- dwusiarczek węgla,\u003C\u002Fp>\n\n \u003Cp>- preparaty do ochrony roślin.\u003C\u002Fp>\n\n \u003Cp>3. Prace w narażeniu na działanie rozpuszczalników organicznych,\n jeżeli ich stężenia w środowisku pracy przekraczają wartości 1\u002F3\n najwyższych dopuszczalnych stężeń.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>VII. Prace grożące ciężkimi urazami fizycznymi i\n psychicznymi.\u003C\u002Fp>\n\n \u003Cp>1. Prace w wymuszonym rytmie pracy (np. na taśmie),\u003C\u002Fp>\n\n \u003Cp>2. Prace wewnątrz zbiorników i kanałów,\u003C\u002Fp>\n\n \u003Cp>3. Prace stwarzające ryzyko ciężkiego urazu fizycznego lub\n psychicznego np. gaszenie pożarów, udział w akcjach ratownictwa\n chemicznego, usuwanie skutków awarii, prace z materiałami\n wybuchowymi.\u003C\u002Fp>\n\n \u003Cp>Część C - Kobietom w ciąży wzbronione są prace:\u003C\u002Fp>\n\n \u003Cp>I. Prace w narażeniu na hałas i drgania.\u003C\u002Fp>\n\n \u003Cp>1. Prace w środowisku, w którym poziom narażenia na\n oddziaływanie hałasu, odniesiony do 8 godzinnego dnia pracy, mierzony\n zgodnie z Polskimi Normami przekracza wartość 65 dB.\u003C\u002Fp>\n\n \u003Cp>2. Prace w środowisku, w warunkach narażenia na ciśnienie\n akustyczne hałasu infradźwiękowego lub ultradźwiękowego.\n Dopuszczalny poziom ciśnienia akustycznego określony jest w\n rozporządzeniu Rady Ministrów z dnia 10 września w sprawie wykazu\n prac wzbronionych kobietom (Dz. U. Nr 114 z 1996r. poz. 545).\u003C\u002Fp>\n\n \u003Cp>3. Prace w środowisku, w warunkach narażenia na drgania\n przenoszone poprzez kończyny górne. Dopuszczalne wartości\n przyspieszeń określone są w rozporządzeniu Rady Ministrów z dnia\n 10 września w sprawie wykazu prac wzbronionych kobietom (Dz. U. Nr 114\n z 1996 r. poz. 545).\u003C\u002Fp>\n\n \u003Cp>4. Każda praca w warunkach narażenia na drgania o ogólnym\n oddziaływaniu na organizm człowieka.\u003C\u002Fp>\n\n \u003Cp>II. Prace przy monitorach ekranowych.\u003C\u002Fp>\n\n \u003Cp>Prace przy obsłudze monitorów ekranowych powyżej 4 godz. na\n dobę.\u003C\u002Fp>\n\n \u003Cp>III. Prace poniżej poziomu gruntu i na wysokościach.\u003C\u002Fp>\n\n \u003Cp>1. Prace na wysokości poza stałymi galeriami, podestami i innymi\n stałymi podwyższeniami, posiadającymi pełne zabezpieczenie przed\n upadkiem (bez potrzeby stosowania środków ochrony indywidualnej przed\n upadkiem) oraz wchodzenie i schodzenie po drabinach i klamrach.\u003C\u002Fp>\n\n \u003Cp>2. Prace w wykopach oraz zbiornikach otwartych.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 21\u003C\u002Fh3>\n\n \u003Ch3>REGULAMIN ZAKŁADOWEGO FUNDUSZU ŚWIADCZEŃ SOCJALNYCH\u003C\u002Fh3>\n\n \u003Ch3>Rozdział I\u003C\u002Fh3>\n\n \u003Ch3>TWORZENIE FUNDUSZU.\u003C\u002Fh3>\n\n \u003Ch4>§ 1\u003C\u002Fh4>\n\n \u003Cp>Zakładowy fundusz świadczeń socjalnych zwany dalej Funduszem\n tworzy się i wykorzystuje na podstawie ustawy z dnia 4 marca 1994 r. o\n zakładowym funduszu świadczeń socjalnych (Dz. U. Nr 43\u002F94 poz. 163 z\n późniejszymi zmianami) oraz przepisami z nią związanymi.\u003C\u002Fp>\n\n \u003Ch4>§ 2\u003C\u002Fh4>\n\n \u003Cp>1. Fundusz tworzy się z corocznego odpisu podstawowego, naliczonego\n w stosunku do przeciętnej liczby zatrudnionych, z uwzględnieniem\n zwiększonego odpisu na pracowników zatrudnionych w szczególnie\n uciążliwych warunkach pracy.\u003C\u002Fp>\n\n \u003Cp>2. Kwotę Funduszu powiększa się o odpisy dodatkowe z tytułu\n zatrudnienia inwalidów I i II grupy oraz z tytułu opieki Spółki nad\n emerytami i rencistami.\u003C\u002Fp>\n\n \u003Ch4>§ 3\u003C\u002Fh4>\n\n \u003Cp>Środki Funduszu zwiększa się o:\u003C\u002Fp>\n\n \u003Cp>1\u002F wpływy z opłat pobieranych od osób i jednostek organizacyjnych\n korzysta-jących z działalności socjalnej,\u003C\u002Fp>\n\n \u003Cp>2\u002F darowizny oraz zapisy osób fizycznych i prawnych,\u003C\u002Fp>\n\n \u003Cp>3\u002F odsetki od środków Funduszu na koncie bankowym,\u003C\u002Fp>\n\n \u003Cp>4\u002F wpływy z oprocentowania pożyczek udzielanych na cele\n mieszkaniowe,\u003C\u002Fp>\n\n \u003Cp>5\u002F dochody z tytułu sprzedaży, dzierżawy i likwidacji środków\n trwałych służących działalności socjalnej zakładu pracy w\n części nieprzeznaczonej na utrzyma-nie lub odtworzenie zakładowych\n obiektów socjalnych,\u003C\u002Fp>\n\n \u003Cp>6\u002F dochody z tytułu sprzedaży i likwidacji zakładowych domów i\n lokali mieszkalnych,\u003C\u002Fp>\n\n \u003Cp>7\u002F inne środki określone w odrębnych przepisach.\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>1. Środki Funduszu gromadzone są na odrębnym rachunku\n bankowym.\u003C\u002Fp>\n\n \u003Cp>2. Środki Funduszu nie wykorzystane w danym roku kalendarzowym,\n przechodzą na następny rok.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Rozdział II\u003C\u002Fh3>\n\n \u003Ch3>PODZIAŁ FUNDUSZU.\u003C\u002Fh3>\n\n \u003Ch4>§ 5\u003C\u002Fh4>\n\n \u003Cp>1. skreślony\u003C\u002Fp>\n\n \u003Cp>2. Propozycje podziału Funduszu przygotowuje pion właściwy ds.\n pracowniczych. Ww. propozycje pracodawca przedstawia związkom\n zawodowym nie później niż 14 dni przed upływem terminów wskazanych\n w ust. 3 i 4.\u003C\u002Fp>\n\n \u003Cp>3. W terminie do 31 stycznia pracodawca i związki zawodowe\n przyjmują tymczasowy plan rozdziału środków Funduszu na rok\n bieżący.\u003C\u002Fp>\n\n \u003Cp>4. W terminie do 31 marca roczny plan rozdziału środków Funduszu\n zostaje przyjęty na wspólnym posiedzeniu przedstawicieli pracodawcy i\n związków zawodowych.\u003C\u002Fp>\n\n \u003Cp>5. Jeżeli w sprawach i terminach wymienionych w ust. 3 i 4 związki\n zawodowe nie przedstawią wspólnego stanowiska, pracodawca przyjmuje\n plan lub plany rozdziału środków Funduszu jednostronnie,\n uwzględniając jednakże te propozycje, co do których związki\n zawodowe przedstawiły w terminie wspólne stanowisko.\u003C\u002Fp>\n\n \u003Ch4>§ 6\u003C\u002Fh4>\n\n \u003Cp>Uruchomienie kwot poszczególnych świadczeń wynikających z\n zatwierdzonego planu wydatków na dany rok następuje na wniosek\n odpowiedniej komórki organizacyjnej pracodawcy, uzgodniony z\n Zakładową Komisją Świadczeń Socjalnych i zatwierdzony przez\n pracodawcę.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Rozdział III\u003C\u002Fh3>\n\n \u003Ch3>OSOBY UPRAWNIONE DO KORZYSTANIA Z FUNDUSZU.\u003C\u002Fh3>\n\n \u003Ch4>§ 7\u003C\u002Fh4>\n\n \u003Cp>1. Pomoc z Zakładowego Funduszu Świadczeń Socjalnych\n przysługuje:\u003C\u002Fp>\n\n \u003Cp>1\u002F pracownikom zatrudnionym w pełnym lub niepełnym wymiarze czasu\n pracy na podstawie umowy o pracę,\u003C\u002Fp>\n\n \u003Cp>2\u002F pracownikom przebywającym na urlopach wychowawczych,\u003C\u002Fp>\n\n \u003Cp>3\u002F pracownikom młodocianym,\u003C\u002Fp>\n\n \u003Cp>4\u002F emerytom i rencistom oraz byłym pracownikom Spółki, którzy\n odeszli ze Spółki na świadczenie lub zasiłek przedemerytalny,\u003C\u002Fp>\n\n \u003Cp>5\u002F współmałżonkom pracowników zmarłych w czasie zatrudnienia,\n korzystającym z renty rodzinnej,\u003C\u002Fp>\n\n \u003Cp>6\u002F współmałżonkom po byłych pracownikach - emerytach lub\n rencistach.\u003C\u002Fp>\n\n \u003Cp>2. W zakresie działalności socjalnej pomoc przysługuje również\n członkom rodziny pracownika, emeryta lub rencisty pozostającym na\n jego utrzymaniu, w tym dzieciom uczącym się lub studiującym.\u003C\u002Fp>\n\n \u003Cp>3. Pomoc finansowa z Zakładowego Funduszu Świadczeń Socjalnych\n może być wyjątkowo przy-znana także:\u003C\u002Fp>\n\n \u003Cp>1\u002F sierotom po byłych pracownikach Spółki,\u003C\u002Fp>\n\n \u003Cp>2\u002F sierotom objętym opieką Spółki,\u003C\u002Fp>\n\n \u003Cp>3\u002F dzieciom przebywającym w domach dziecka,\u003C\u002Fp>\n\n \u003Cp>4\u002F dzieciom przyjętym na wychowanie w rodzinach zastępczych przez\n pracowników, emerytów lub rencistów,\u003C\u002Fp>\n\n \u003Cp>5\u002F skreślony\u003C\u002Fp>\n\n \u003Cp>6\u002F innym osobom fizycznym znajdującym się w trudnej sytuacji\n życiowej, za pośrednictwem organizacji i towarzystw charytatywnych,\n szkół itp. podmiotów.\u003C\u002Fp>\n\n \u003Cp>4. Pomoc finansowa z Zakładowego Funduszu Świadczeń Socjalnych\n może być przyznana także klubom emerytów i rencistów utworzonym\n przez działające w Spółce organizacje związków zawodowych, oraz\n Klubowi Honorowych Dawców Krwi PCK działającemu przy Wytwórni\n Sprzętu Komunikacyjnego „PZL- Świdnik” S.A.\u003C\u002Fp>\n\n \u003Cp>5. Pomoc finansowa z Zakładowego Funduszu Świadczeń Socjalnych\n może być przyznana także towarzystwom, organizacjom itp. podmiotom\n zajmującym się działalnością kulturalną, sportowo –\n rekreacyjną na rzecz pracowników, emerytów i rencistów Spółki.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Rozdział IV\u003C\u002Fh3>\n\n \u003Ch3>ZASADY UDZIELANIA POMOCY SOCJALNEJ\u003C\u002Fh3>\n\n \u003Ch4>§ 8\u003C\u002Fh4>\n\n \u003Cp>1. Środki Zakładowego Funduszu Świadczeń Socjalnych w części\n socjalnej mogą być przeznaczone na:\u003C\u002Fp>\n\n \u003Cp>1\u002F dofinansowanie kolonii i obozów dla dzieci i młodzieży,\u003C\u002Fp>\n\n \u003Cp>2\u002F dofinansowanie wczasów,\u003C\u002Fp>\n\n \u003Cp>3\u002F bony towarowe,\u003C\u002Fp>\n\n \u003Cp>4\u002F zapomogi,\u003C\u002Fp>\n\n \u003Cp>5\u002F organizację wypoczynku dla dzieci i młodzieży w tym:\u003C\u002Fp>\n\n \u003Cp>- choinki noworocznej,\u003C\u002Fp>\n\n \u003Cp>- imprez kulturalnych,\u003C\u002Fp>\n\n \u003Cp>- innych spotkań okolicznościowych,\u003C\u002Fp>\n\n \u003Cp>6\u002F organizację wypoczynku dla pracowników, emerytów i rencistów\n w tym wypoczynku sobotnio – niedziel-nego, a w szczególności:\u003C\u002Fp>\n\n \u003Cp>- zakładowych rozgrywek sportowych,\u003C\u002Fp>\n\n \u003Cp>- wycieczek turystycznych i rekre-acyjnych w zakresie kosztów\n transportu na każdą osobę uprawnioną,\u003C\u002Fp>\n\n \u003Cp>7\u002F organizację spotkań wydziałowych z emerytami – byłymi\n pracownikami danej komórki organizacyjnej,\u003C\u002Fp>\n\n \u003Cp>8\u002F upominki dla pracowników odchodzących na emeryturę, rentę lub\n świadczenie przedemerytalne,\u003C\u002Fp>\n\n \u003Cp>9\u002F organizację pożegnań pracowników odchodzących na emeryturę,\n rentę lub świadczenia przedemerytalne,\u003C\u002Fp>\n\n \u003Cp>10\u002F organizację spotkania wigilijnego dla samotnych emerytów i\n rencistów,\u003C\u002Fp>\n\n \u003Cp>11\u002F upominki związane z odwiedzinami chorych pracowników,\n emerytów lub rencistów w przypadku długotrwałych zwolnień\n lekarskich,\u003C\u002Fp>\n\n \u003Cp>12\u002F dofinansowanie działalności rekreacyjno – sportowej,\u003C\u002Fp>\n\n \u003Cp>13\u002F dofinansowanie działalności kulturalnej,\u003C\u002Fp>\n\n \u003Cp>14\u002F inne formy pomocy określone w corocznych planach podziału\n funduszu.\u003C\u002Fp>\n\n \u003Cp>2. Przyznawanie środków z Funduszu uzależnione jest od sytuacji\n życiowej, rodzinnej i materialnej osoby uprawnionej. W celu oceny ww.\n sytuacji osoby fizyczne ubiegające się o przyznanie pomocy z Funduszu\n muszą złożyć:\u003C\u002Fp>\n\n \u003Cp>1\u002F oświadczenie o uzyskanych dochodach na członka rodziny za rok\n ubiegły w terminie określonym przez pracodawcę,\u003C\u002Fp>\n\n \u003Cp>2\u002F inne dokumenty uzasadniające potrzebę przyznania pomocy.\u003C\u002Fp>\n\n \u003Cp>3. Szczegółowe zasady przyznawania pomocy socjalnej określa\n pracodawca w uzgodnieniu ze związkami zawodowymi.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Rozdział V\u003C\u002Fh3>\n\n \u003Ch3>ZASADY UDZIELANIA POMOCY MIESZKANIOWEJ\u003C\u002Fh3>\n\n \u003Cp>1. Pomoc finansowa na cele mieszkaniowe może być udzielona w\n formie pożyczki z przeznaczeniem na:\u003C\u002Fp>\n\n \u003Cp>1\u002F uzupełnienie wkładu w spółdzielni mieszkaniowej,\u003C\u002Fp>\n\n \u003Cp>2\u002F zakup mieszkania,\u003C\u002Fp>\n\n \u003Cp>3\u002F budowę domu jednorodzinnego,\u003C\u002Fp>\n\n \u003Cp>4\u002F adaptacje pomieszczeń na cele mieszkalne,\u003C\u002Fp>\n\n \u003Cp>5\u002F remonty i modernizację mieszkań i domów jednorodzinnych,\u003C\u002Fp>\n\n \u003Cp>6\u002F przystosowanie mieszkań i domów jednorodzinnych do potrzeb\n osób o ograniczonej sprawności fizycznej,\u003C\u002Fp>\n\n \u003Cp>7\u002F kaucję wymaganą przy uzyskaniu mieszkania,\u003C\u002Fp>\n\n \u003Cp>8\u002F inne formy pomocy określone w corocznych planach podziału\n Funduszu.\u003C\u002Fp>\n\n \u003Cp>2. Szczegółowe zasady przyznawania pomocy mieszkaniowej określa\n pracodawca w uzgodnieniu ze związkami zawodowymi.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Rozdział VI\u003C\u002Fh3>\n\n \u003Ch3>POSTANOWIENIA KOŃCOWE\u003C\u002Fh3>\n\n \u003Ch4>§ 10\u003C\u002Fh4>\n\n \u003Cp>Na wniosek Zakładowej Komisji Świadczeń Socjalnych, uzgodniony z\n organizacjami związkowymi i zatwierdzony przez Prezesa Zarządu -\n Dyrektora Naczelnego można zorganizować inne formy świadczeń\n socjalnych niż ujęte w regulaminie.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Załącznik 22\u002F\u003C\u002Fh3>\n\n \u003Ch3>GWARANCJA ZATRUDNIENIA\u003C\u002Fh3>\n\n \u003Ch4>§1\u003C\u002Fh4>\n\n \u003Cp>1. Postanowienia niniejszego załącznika dotyczą Pracowników\n zatrudnionych w Spółce na podstawie umowy o pracę na czas\n nieokreślony, bez względu na wymiar czasu pracy, którzy pozostają w\n zatrudnieniu w dniu 29 stycznia 2010, w tym Pracowników\n nieświadczących pracy z przyczyn usprawiedliwionych, m.in. z powodu\n odbywania służby wojskowej, korzystania z urlopu macierzyńskiego,\n wychowawczego, itp.\u003C\u002Fp>\n\n \u003Cp>2. Zobowiązanie określone w art. 31 ZUZP oznacza, iż Pracodawca\n gwarantuje, że w Okresie Gwarancji Zatrudnienia Pracodawca nie wypowie\n umów o pracę, ani nie wypowie wynikających z tych umów warunków\n pracy i płacy (art. 42 Kodeksu pracy), pracownikom wskazanym w ust. 1,\n z przyczyn określonych w ustawie z dnia 13 marca 2003 r. o\n szczególnych zasadach rozwiązywania z pracownikami stosunków pracy z\n przyczyn niedotyczących pracowników (Dz. U. Nr 90, poz. 844, z\n późniejszymi zmianami). Zobowiązanie powyższe oznacza, że\n pracodawca gwarantuje, iż w Okresie Gwarancji Zatrudnienia nie dokona\n zwolnień tak grupowych jak i indywidualnych z przyczyn określonych\n wyżej wymienioną ustawą, jak też z tych przyczyn nie wypowie\n wynikających z umów o pracę warunków pracy i płacy (art. 42\n Kodeksu pracy).\u003C\u002Fp>\n\n \u003Cp>3. Okresem Gwarancji Zatrudnienia, o którym mowa w art. 31 ZUZP\n oraz ust. 1, 2 nie jest objęty Pracownik:\u003C\u002Fp>\n\n \u003Cp>a\u002F którego umowa o pracę została rozwiązana w oparciu o\n wypowiedzenie pracownika złożone Pracodawcy;\u003C\u002Fp>\n\n \u003Cp>b\u002F z którym rozwiązano umowę o pracę w trybie art. 52 Kodeksu\n pracy;\u003C\u002Fp>\n\n \u003Cp>c\u002F z którym rozwiązano umowę o pracę w trybie art. 53 Kodeksu\n pracy, z wyłączeniem Pracowników, których niezdolność do pracy\n spowodowana została wypadkiem przy pracy zaistniałym u Pracodawcy,\n albo w drodze do pracy i z pracy u Pracodawcy lub chorobą zawodową\n nabytą u Pracodawcy;\u003C\u002Fp>\n\n \u003Cp>d\u002F którego umowa o pracę uległa rozwiązaniu na mocy wzajemnego\n porozumienia stron;\u003C\u002Fp>\n\n \u003Cp>e\u002F któremu wypowiedziano umowę o pracę w sytuacji gdy jednym z\n powodów wypowiedzenia jest nabycie uprawnień emerytalnych wraz z\n osiągnięciem ustawowego wieku lub który nabył uprawnienia do renty\n z tytułu niezdolności do pracy, z wyłączeniem Pracowników, którzy\n prawo to nabyli w wyniku wypadku przy pracy zaistniałego u Pracodawcy,\n albo w drodze do pracy i z pracy u Pracodawcy lub choroby zawodowej\n nabytej u Pracodawcy;\u003C\u002Fp>\n\n \u003Cp>f\u002F którego umowa o pracę uległa rozwiązaniu z nadejściem\n terminu na który została zawarta;\u003C\u002Fp>\n\n \u003Cp>g\u002F którego umowa o pracę wygasła.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§2\u003C\u002Fh4>\n\n \u003Cp>1. W przypadku wypowiedzenia przez pracodawcę umowy o pracę w\n Okresie Gwarancji Zatrudnienia, z pracownikiem objętym postanowieniami\n niniejszego załącznika, tak w przypadku zwolnień indywidualnych jak\n i grupowych, z przyczyn nie dotyczących Pracownika oraz w przypadku\n rozwiązania umowy o pracę z innych przyczyn jeśli wskutek odwołania\n Pracownika do Sądu Pracy zapadł prawomocny wyrok zasądzający\n odszkodowanie za niezgodne z prawem rozwiązanie umowy o pracę z tych\n innych przyczyn, pracodawca zobowiązuje się do wypłacenia\n odszkodowania w dniu rozwiązania umowy o pracę, każdemu\n pracownikowi, któremu wypowie umowę o pracę. Dotyczy to również\n tzw. wypowiedzenia zmieniającego warunki pracy i\u002Flub płacy\n określonego art. 42 kodeksu pracy z przyczyn nie dotyczących\n pracownika, chyba że zaproponowane pracownikowi nowe warunki pracy\n i\u002Flub płacy są równorzędne do dotychczasowych oraz uwzględniają\n wykształcenie pracownika, jego kwalifikacje, ustawowe uprawnienia do\n wykonywania zawodu i umiejętności niezbędne do wykonywania pracy na\n nowym stanowisku. W takim przypadku odszkodowanie pracownikowi nie\n przysługuje. Powyższe nie koliduje z zapisami art. 771 ZUZP.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>2. Z zastrzeżeniem ust. 5 poniżej wysokość odszkodowania, o\n którym mowa w ust. 1 powyżej wynosić będzie:\u003C\u002Fp>\n\n \u003Cp>a\u002F w przypadku rozwiązania umowy o pracę w ciągu drugiego roku\n obowiązywania Okresu Gwarancji Zatrudnienia, odszkodowanie należne\n pracownikowi będzie równe:\u003C\u002Fp>\n\n \u003Cp>- 18-krotności miesięcznego wynagro-dzenia pracownika, jeśli jego\n Staż Pracy nie przekracza łącznie 15 lat;\u003C\u002Fp>\n\n \u003Cp>- 30-krotności miesięcznego wynagro-dzenia pracownika, jeśli jego\n Staż Pracy wynosi łącznie 15 lub więcej lat lecz mniej niż 30\n lat;\u003C\u002Fp>\n\n \u003Cp>- 36-krotności miesięcznego wynagro dzenia pracownika, jeśli jego\n Staż Pracy wynosi łącznie 30 lat lub więcej;\u003C\u002Fp>\n\n \u003Cp>b\u002F w przypadku rozwiązania umowy o pracę w ciągu trzeciego roku\n obowiązywania Okresu Gwarancji Zatrudnienia, odszkodowanie należne\n pracownikowi będzie równe:\u003C\u002Fp>\n\n \u003Cp>- 12-krotności miesięcznego wynagro-dzenia pracownika, jeśli jego\n Staż Pracy nie przekracza łącznie 15 lat;\u003C\u002Fp>\n\n \u003Cp>- 20-krotności miesięcznego wynagro-dzenia pracownika, jeśli jego\n Staż Pracy wynosi łącznie 15 lub więcej lat lecz mniej niż 30\n lat;\u003C\u002Fp>\n\n \u003Cp>- 30-krotności miesięcznego wynagro-dzenia pracownika, jeśli jego\n Staż Pracy wynosi łącznie 30 lat lub więcej;\u003C\u002Fp>\n\n \u003Cp>c\u002F w przypadku rozwiązania umowy o pracę w ciągu czwartego roku\n obowiązywania Okresu Gwarancji Zatrudnienia, odszkodowanie należne\n pracownikowi będzie równe:\u003C\u002Fp>\n\n \u003Cp>- 12-krotności miesięcznego wyna-grodzenia pracownika, jeśli jego\n Staż Pracy nie przekracza łącznie 15 lat;\u003C\u002Fp>\n\n \u003Cp>- 18-krotności miesięcznego wyna-grodzenia pracownika, jeśli jego\n Staż Pracy wynosi łącznie 15 lub więcej lat lecz mniej niż 30\n lat;\u003C\u002Fp>\n\n \u003Cp>- 24-krotności miesięcznego wyna-grodzenia pracownika, jeśli jego\n Staż Pracy wynosi łącznie 30 lat lub więcej;\u003C\u002Fp>\n\n \u003Cp>d\u002F w przypadku rozwiązania umowy o pracę w ciągu piątego roku\n obowiązywania Okresu Gwarancji Zatrudnienia, odszkodowanie należne\n pracownikowi będzie równe:\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>- 6-krotności miesięcznego wynagro-dzenia pracownika, jeśli jego\n Staż Pracy nie przekracza łącznie 15 lat;\u003C\u002Fp>\n\n \u003Cp>- 12-krotności miesięcznego wynagro-dzenia pracownika, jeśli jego\n Staż Pracy wynosi łącznie 15 lub więcej lat lecz mniej niż 30\n lat;\u003C\u002Fp>\n\n \u003Cp>- 18-krotności miesięcznego wynagro-dzenia pracownika, jeśli jego\n Staż Pracy wynosi łącznie 30 lat lub więcej;\u003C\u002Fp>\n\n \u003Cp>e\u002F w przypadku rozwiązania umowy o pracę w ciągu szóstego roku\n obowiązywania Okresu Gwarancji Zatrudnienia, odszkodowanie należne\n pracownikowi będzie równe:\u003C\u002Fp>\n\n \u003Cp>- 3-krotności miesięcznego wynagro-dzenia pracownika, jeśli jego\n Staż Pracy nie przekracza łącznie 15 lat;\u003C\u002Fp>\n\n \u003Cp>- 6-krotności miesięcznego wynagro-dzenia pracownika, jeśli jego\n Staż Pracy wynosi łącznie 15 lub więcej lat lecz mniej niż 30\n lat;\u003C\u002Fp>\n\n \u003Cp>- 12-krotności miesięcznego wynagro-dzenia pracownika, jeśli jego\n Staż Pracy wynosi łącznie 30 lat lub więcej.\u003C\u002Fp>\n\n \u003Cp>3. Dla celów określonych w ust. 1 powyżej, wynagrodzenie\n pracownika będzie obliczane jako ekwiwalent pieniężny za\n niewykorzystany urlop wypoczynkowy i nie będzie obejmować\n następujących składników:\u003C\u002Fp>\n\n \u003Cp>- wynagrodzenia z tytułu umów cywilnoprawnych;\u003C\u002Fp>\n\n \u003Cp>- Premii Świątecznej, Nagrody Jubi-leuszowej i Świadczenia\n Prywatyzacyj-nego (zgodnie z art. 36 oraz 53 ZUZP oraz art. 25 Pakietu\n Gwarancji Pracowniczych dla Wytwórni Sprzętu Komunikacyjnego\n „PZL-Świdnik” S.A.);\u003C\u002Fp>\n\n \u003Cp>- odpraw i odszkodowań związanych z rozwiązaniem umowy o\n pracę.\u003C\u002Fp>\n\n \u003Cp>4. W Okresie Gwarancji Zatrudnienia w przypadku rozwiązania umowy o\n pracę przez pracodawcę z innych przyczyn niż wymienione w ust. 1 z\n naruszeniem przepisów prawa pracy, potwierdzonym prawomocnym\n orzeczeniem wydanym przez właściwy sąd, Pracodawca – o ile\n pracownik nie zostanie przywrócony do pracy – zapłaci Pracownikowi\n niezwłocznie odszkodowanie wskazane w ust. 2 (lub w zależności od\n okoliczności, w ust. 5 poniżej).\u003C\u002Fp>\n\n \u003Cp>5. O ile zasady ustalania wysokości odszkodowania, o których mowa\n w ust. 2 powyżej nie będą dla pracownika korzystniejsze w przypadku\n pracownika, któremu brakuje 6 (sześciu) lub mniej lat do\n osiągnięcia ustawowego wieku emerytalnego, jeżeli okres zatrudnienia\n umożliwia mu uzyskanie prawa do emerytury z osiągnięciem tego wieku,\n kwota odszkodowania należnego w okolicznościach, o których mowa w\n ust. 2 powyżej stanowić będzie iloczyn:\u003C\u002Fp>\n\n \u003Cp>- liczby pełnych miesięcy kalendarzowych liczonych od dnia\n rozwiązania umowy o pracę do dnia, w którym dany pracownik\n osiągnąłby wiek emerytalny; oraz\u003C\u002Fp>\n\n \u003Cp>- wynagrodzenia miesięcznego pracow-nika ustalonego na dzień\n rozwiązania stosunku pracy i obliczonego zgodnie z postanowieniami\n ust. 3 powyżej.\u003C\u002Fp>\n\n \u003Cp>6. Odszkodowanie, o których mowa w ust. 2 (lub w zależności od\n okoliczności, w ust. 5 powyżej) jest niezależne od uprawnień\n pracownika do świadczeń wynikających z innych przepisów prawa\n związanych z naruszeniem przepisów o rozwiązaniu umowy o pracę w\n Okresie Gwarancji Zatrudnienia.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>7. Pracownicy objęci Okresem Gwarancji Zatrudnienia w przypadkach\n określonych w ust. 1 będą uprawnieni do odprawy zgodnie z art. 8\n ustawy z dnia 13 marca 2003 r. o szczególnych zasadach rozwiązywania\n z pracownikami stosunków pracy z przyczyn niedotyczących pracowników\n (Dz. U. Nr 90, pozycja 844 z późniejszymi zmianami), o ile zwolnienia\n przeprowa-dzane są zgodnie z procedurą określoną w wyżej wskazanej\n Ustawie.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>8. Odszkodowanie, o którym mowa w niniejszym paragrafie, nie\n przysługuje w przypadku wypowiedzenia zmieniającego warunki pracy i\n płacy, związanego z wypowiedzeniem Pracownikowi stanowiska\n kierowniczego, czego konsekwencją jest także wypowiedzenie dodatku\n funkcyjnego oraz wysokości wynagrodzenia zasadniczego.\u003C\u002Fp>\n\n \u003Cp>9. W przypadku wypowiedzenia umowy o pracę Staż Pracy, o którym\n mowa w ust 2 liczy się do dnia rozwiązania umowy o pracę.\u003C\u002Fp>\n\n \u003Ch4>§3\u003C\u002Fh4>\n\n \u003Cp>Postanowienia § 1 i 2 nie dotyczą członków zarządu\n Pracodawcy.\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>Staż Pracy, o którym mowa w §2 oznacza: okres zatrudnienia\n obliczony indywidualnie dla każdego pracownika Spółki,\n uwzględniający: (1) okres zatrudnienia w Wytwórni Sprzętu\n Komunikacyjnego „PZL-Świdnik” S.A., (2) okres zatrudnienia w\n Przedsiębiorstwie Państwowym Wytwórnia Sprzętu Komunikacyjnego\n „PZL-Świdnik”, (3) okres zatrudnienia w Zakładzie Narzędziowym\n Sp.z o.o., (4) okres zatrudnienia w Zakładzie Produkcji Cywilnej Sp. z\n o.o., (5) okres zatrudnienia w Zakładzie Utrzymania Ruchu Sp.z o.o.\n (6) okres zatrudnienia w Zakładzie Obróbki Plastycznej Sp.z o.o., (7)\n okres zatrudnienia w Lotniczym przedsię-biorstwie usługowym\n “Heliseco” Sp.z o.o., (8) okres zatrudnienia w Przedsiębiorstwie\n Usług Transportowych „Świd-Trans” Sp. z o.o., (9) okres\n zatrudnienia w Zakładzie Remontowym Sp.z o.o., (10) okres zatrudnienia\n w PZL Inwest Sp.z o.o., (11) okres zatrudnienia w WSK Tomaszów\n Lubelski Sp. z o.o., (12) okres zatrudnienia w “Swid-Bud” Sp. z\n o.o. i (13) okres zatrudnienia w Pracowniczej Fundacji Socjalnej w\n Świdniku.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>Okres zatrudnienia obejmuje również usprawiedliwione przerwy w\n świadczeniu pracy przewidziane przepisami prawa pracy, takie jak okres\n pełnienia służby wojskowej, okres urlopu macierzyńskiego lub urlopu\n ojcowskiego, okres urlopu wychowawczego, itp.\u003C\u002Fp>\n\n \u003Ch4>§5\u003C\u002Fh4>\n\n \u003Cp>W razie uzasadnionego rozwiązania umowy o pracę przez pracownika w\n Okresie Gwarancji Zatrudnienia, w trybie art. 55 Kodeksu Pracy,\n Pracownikowi przysługiwać będzie odszkodowanie na zasadach i w\n wysokości określonej w §2 niniejszego załącznika.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd>entered into in Świdnik on 19 June 1997 between: \n\n \u003Cp>1 Wytwórnia Sprzętu Komunikacyjnego PZL-Świdnik S.A., with its\n registered office in Świdnik,\u003C\u002Fp>\n\n \u003Cp>and\u003C\u002Fp>\n\n \u003Cp>2. The following trade unions:\u003C\u002Fp>\n\n \u003Cp>1\u002F The Organisation of the Independent Self-Governing Trade Union\n Solidarność operating in Wytwórnia Sprzętu Komunikacyjnego\n PZL-Świdnik S.A. with its registered office in Świdnik;\u003C\u002Fp>\n\n \u003Cp>2\u002F The Metalworkers Trade Union of Wytwórnia Sprzętu\n Komunikacyjnego PZL-Świdnik S.A. with its registered office in\n Świdnik;\u003C\u002Fp>\n\n \u003Cp>3\u002F The Engineers’ and Technicians’ Trade Union of Wytwórnia\n Sprzętu Komunikacyjnego PZL-Świdnik S.A. with its registered office\n in Świdnik.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Chapter I\u003C\u002Fh2>\n\n \u003Ch3>GENERAL PROVISIONS\u003C\u002Fh3>\n\n \u003Ch4>Article 1\u003C\u002Fh4>\n\n \u003Cp>1. This Collective Labour Agreement covers:\u003C\u002Fp>\n\n \u003Cp>1\u002F all employees employed in Wytwórnia Sprzętu Komunikacyjnego\n PZL-Świdnik S.A.;\u003C\u002Fp>\n\n \u003Cp>2\u002F former employees of Wytwórnia Sprzętu Komunikacyjnego\n PZL-Świdnik S.A. who now draw a pension or disability benefit.\u003C\u002Fp>\n\n \u003Cp>2. If a new business entity is separated off from the Company, which\n employs the employees of the Company, the newly-created business entity\n will be bound by the provisions of this Agreement in relation to the\n employees it takes over.\u003C\u002Fp>\n\n \u003Cp>3. Employees covered by this Collective Labour Agreement whose\n rights and obligations are specially regulated by separate provisions\n of law will only be subject to the provisions of this Agreement with\n regard to matters that are not covered by those provisions of law,\n unless this Agreement is more advantageous for them.\u003C\u002Fp>\n\n \u003Cp>4. This Collective Labour Agreement lays down, in particular:\u003C\u002Fp>\n\n \u003Cp>1\u002F Terms of employment;\u003C\u002Fp>\n\n \u003Cp>2\u002F Working hours;\u003C\u002Fp>\n\n \u003Cp>3\u002F Rules for paying remuneration and awarding other benefits\n associated with work and work conditions;\u003C\u002Fp>\n\n \u003Cp>4\u002F Rules relating to measures to promote safety and hygiene in the\n workplace;\u003C\u002Fp>\n\n \u003Cp>5\u002F Social benefits;\u003C\u002Fp>\n\n \u003Cp>6\u002F Trade union entitlements;\u003C\u002Fp>\n\n \u003Cp>7\u002F The mutual obligations of the parties to this Collective Labour\n Agreement relating to the principles and forms of co-operation in its\n application.\u003C\u002Fp>\n\n \u003Cp>5. This Agreement cannot breach third-party rights.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 2\u003C\u002Fh4>\n\n \u003Cp>When used in this Collective Labour Agreement, the terms listed\n below will have the following meanings:\u003C\u002Fp>\n\n \u003Cp>1. “Agreement” means this Collective Labour Agreement for\n employees of Wytwórnia Sprzętu Komunikacyjnego PZL-Świdnik S.A.;\u003C\u002Fp>\n\n \u003Cp>2. “Employee” means any person employed under an employment\n contract in Wytwórnia Sprzętu Komunikacyjnego PZL-Świdnik S.A.;\u003C\u002Fp>\n\n \u003Cp>3. “President of the management board\u002FGeneral Director” means\n the person appointed to that position in accordance with the applicable\n provisions of law;\u003C\u002Fp>\n\n \u003Cp>4. “Trade unions or trade union organisations operating in the\n company” means:\u003C\u002Fp>\n\n \u003Cp>1\u002F The organisation of the Independent Self-Governing Trade Union\n Solidarność operating in PZL-Świdnik S.A.;\u003C\u002Fp>\n\n \u003Cp>2\u002F The Metalworkers Trade Union of PZL-Świdnik S.A.;\u003C\u002Fp>\n\n \u003Cp>3\u002F The Engineers’ and Technicians’ Trade Union of PZL-Świdnik\n S.A.\u003C\u002Fp>\n\n \u003Cp>5. “Base amount” means an amount negotiated by the parties to\n this Agreement. If a base amount is not negotiated, the existing base\n amount will continue to apply;\u003C\u002Fp>\n\n \u003Cp>6. “Lowest wage” means the lowest wage specified in this\n Agreement;\u003C\u002Fp>\n\n \u003Cp>7. “Employer” means Wytwórnia Sprzętu Komunikacyjnego\n PZL-Świdnik S.A.;\u003C\u002Fp>\n\n \u003Cp>8. “Company” means Wytwórnia Sprzętu Komunikacyjnego\n PZL-Świdnik S.A.;\u003C\u002Fp>\n\n \u003Cp>9. “Persons drawing a pension or disability benefit” means\n former employees of the Company who now draw a pension or disability\n benefit.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Chapter II\u003C\u002Fh2>\n\n \u003Ch3>TERMS OF EMPLOYMENT\u003C\u002Fh3>\n\n \u003Ch4>Article 3\u003C\u002Fh4>\n\n \u003Cp>1. Employment contracts are concluded in accordance with the Labour\n Code and the provisions of this Agreement.\u003C\u002Fp>\n\n \u003Cp>2. Employment contracts should be made in writing and should clearly\n state the type and terms of employment. In particular, they should\n specify:\u003C\u002Fp>\n\n \u003Cp>1\u002Fthe type of work and the place where it will be performed;\u003C\u002Fp>\n\n \u003Cp>2\u002F the remuneration payable for the type of work in question;\u003C\u002Fp>\n\n \u003Cp>3\u002F the date of commencing work.\u003C\u002Fp>\n\n \u003Cp>3. The employer will be responsible for concluding contracts in\n writing.\u003C\u002Fp>\n\n \u003Cp>4. If a contract has not been made in writing, the employer should\n promptly, i.e. within seven days from the date of commencing work,\n confirm to the employee in writing the type of contract and its terms\n and conditions.\u003C\u002Fp>\n\n \u003Cp>5. Employment contracts will be concluded for:\u003C\u002Fp>\n\n \u003Cp>1\u002F An indefinite term;\u003C\u002Fp>\n\n \u003Cp>2\u002F A fixed term;\u003C\u002Fp>\n\n \u003Cp>3\u002F For the period for which particular work will be performed;\u003C\u002Fp>\n\n \u003Cp>4\u002F If it becomes necessary to provide a substitute for an employee\n during a justified absence from work, the employer will be able to\n employ a different employee for that purpose under a fixed term\n contract covering the duration of the absence.\u003C\u002Fp>\n\n \u003Cp>6. Each of the contracts referred to in Sect. 5 can be preceded by\n an employment contract for a trial period not exceeding three\n months.\u003C\u002Fp>\n\n \u003Cp>7. The basic form of employment contract used for employees covered\n by this Agreement is a contract for an indefinite term. The employer\n can conclude a fixed- term contract with an employee subject to\n separate provisions of law.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 3\u003Csup>1\u003C\u002Fsup>\u003C\u002Fh4>\n\n \u003Cp>1. Employer undertakes to employ all employees employed in the\n Company on the basis of employment contracts for an indefinite period\n irrespective of working time, on 29 January, 2010, including employees\n which do not render work for justified reasons, such as military\n service, maternity leave, unpaid extended post-maternity leave etc.,\n for Employment Guarantee Period, that is for the period of 72 months (6\n years).\u003C\u002Fp>\n\n \u003Cp>2. Rights of employees connected with Employment Guarantee Period\n are defined in Annex no. 22 to ZUZP, which constitutes Annex no. 1 to\n this Additional Protocol.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 4\u003C\u002Fh4>\n\n \u003Cp>1. The Company will create conditions for employees who accept\n employment after graduating from vocational school, secondary school or\n an institution of higher education enabling them to undergo induction\n training in the proper performance of their job.\u003C\u002Fp>\n\n \u003Cp>2. The persons referred to in Sect. 1 will be trained according to\n an individual programme established by the division responsible for\n employee affairs in consultation with the employee’s superior, for a\n period of up to three months or, in justified cases, for a period of up\n to 12 months.\u003C\u002Fp>\n\n \u003Cp>3. The induction training period will end with an interview. Trade\n union representatives will have the right to participate in the\n interview as observers.\u003C\u002Fp>\n\n \u003Cp>4. If the interview has a positive outcome and the employee’s\n direct superior submits a positive assessment after the period of\n induction training, this will constitute confirmation that the employee\n is suitable for the position in question and will oblige the employer\n to award him a higher personal classification rate.\u003C\u002Fp>\n\n \u003Cp>5. An employee who has been assessed will have the right to apply to\n the trade unions for them to intervene with regard to the\n assessment.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 5\u003C\u002Fh4>\n\n \u003Cp>1. Team composed of representatives of Trade Unions and Employer\n will review and assess recruitment of employees to the Company once per\n quarter.\u003C\u002Fp>\n\n \u003Cp>2. Conclusions of review will be presented to the Employer by the\n team in order to include them in personnel policy.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 6\u003C\u002Fh4>\n\n \u003Cp>The employer is obliged to inform the employees of vacancies in the\n Company in the form of announcements broadcast over the radio system\n and posted on the notice board in the division responsible for employee\n affairs. Announcements should specify the qualifications required for\n the position.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 7\u003C\u002Fh4>\n\n \u003Cp>In special cases (restructuring or liquidation of jobs or reduction\n of employment), the parties will negotiate special employment terms,\n taking into account any retraining which is required.\u003C\u002Fp>\n\n \u003Ch4>Article 8\u003C\u002Fh4>\n\n \u003Cp>1. If it becomes necessary to permanently change the nature of the\n tasks currently performed by an employee and, as a result, it is\n necessary to retrain him in a new occupation, the retraining period can\n last up to three months. However, if it is necessary for the employee\n to obtain special qualifications, it can be extended up to six months.\n In that period, the employee will receive the same remuneration as\n before the training.\u003C\u002Fp>\n\n \u003Cp>2. Where it is justified in terms of the Company’s needs, an\n employee should perform other work than that specified in his\n employment contract, for a period of not more than three months in a\n calendar year, if this does not cause a decrease in his remuneration\n and the work is within the scope of his qualifications.\u003C\u002Fp>\n\n \u003Ch4>Article 9\u003C\u002Fh4>\n\n \u003Cp>1. An employment contract can be terminated:\u003C\u002Fp>\n\n \u003Cp>1\u002F by mutual consent of the parties;\u003C\u002Fp>\n\n \u003Cp>2\u002F with notice – by one of the parties making a declaration of\n termination giving the required notice;\u003C\u002Fp>\n\n \u003Cp>3\u002F without a notice – by one of the parties making a declaration\n of termination without giving notice;\u003C\u002Fp>\n\n \u003Cp>4\u002F due to the period for which the contract was concluded ending;\u003C\u002Fp>\n\n \u003Cp>5\u002F on the date when the work for which it was concluded is\n completed.\u003C\u002Fp>\n\n \u003Cp>2. A declaration of either of the parties giving notice of\n termination of an employment contract or terminating it without notice\n should be made in writing. A declaration of the employer giving notice\n of termination of an employment contract or terminating it without\n notice and a declaration of the employee terminating his employment\n contract without notice should state the reason for terminating the\n contract.\u003C\u002Fp>\n\n \u003Cp>3. Employment contracts for a trial period will be terminated at the\n end of that period and can be terminated before the end of that period\n giving advance notice.\u003C\u002Fp>\n\n \u003Cp>4. The notice period for terminating an employment contract\n concluded for a trial period will be:\u003C\u002Fp>\n\n \u003Cp>1\u002F three business days, if the trial period does not exceed two\n weeks;\u003C\u002Fp>\n\n \u003Cp>2\u002F one week, if the trial period is longer than two weeks;\u003C\u002Fp>\n\n \u003Cp>3\u002F two weeks, if the trial period is three months.\u003C\u002Fp>\n\n \u003Cp>5. The notice period for terminating an employment contract\n concluded for an indefinite term will depend on how long the employee\n has been employed by the employer and will amount to:\u003C\u002Fp>\n\n \u003Cp>1\u002F two weeks, if the employee has been employed for less than six\n months;\u003C\u002Fp>\n\n \u003Cp>2\u002F one month, if the employee has been employed for at least six\n months;\u003C\u002Fp>\n\n \u003Cp>3\u002F three months, if the employee has been employed for at least\n three years.\u003C\u002Fp>\n\n \u003Cp>6. The period for which an employee was employed by a previous\n employer will be counted towards the period of employment referred to\n in Sect. 5 if he changed employer due to a transfer of a workplace or a\n part thereof to a different employer and the new employer became, by\n virtue of law, a party in the existing employment relationships, as\n well as in other cases where, under separate provisions of law, the new\n employer is the legal successor in employment relationships entered\n into by the employer which previously employed that employee.\u003C\u002Fp>\n\n \u003Cp>7. Notice periods for terminating an employment contract consisting\n of a week or a month or multiples thereof will end on a Saturday or on\n the last day of the month, as appropriate.\u003C\u002Fp>\n\n \u003Cp>8. The employer can terminate an employment contract giving notice\n for the reasons specified in the Act on Special Rules for Terminating\n Employment Relationships with Employees for Reasons Unrelated to\n Employees (Journal of Laws 03.90.844).\u003C\u002Fp>\n\n \u003Cp>9. If an employee’s employment contract concluded for an\n indefinite term is terminated due to the employer being declared\n bankrupt or being liquidated or due to employment being reduced for\n other reasons that do not concern the employee, specified in separate\n provisions of law, in order to terminate the employment contract\n earlier, the employer can shorten the three-month notice period by up\n to one month, in which case the employee will be entitled to\n compensation in the amount of his remuneration for the remainder of the\n notice period.\u003C\u002Fp>\n\n \u003Cp>10. For an employee who remains unemployed in the period for which\n compensation is payable, that period will be counted towards his period\n of employment.\u003C\u002Fp>\n\n \u003Cp>11. In a notice period for the termination of an employment contract\n by the employer of two weeks or more, employees will be entitled to be\n exempted from work so that they can seek employment, while retaining\n their right to receive remuneration, for:\u003C\u002Fp>\n\n \u003Cp>1\u002F two business days – in a two-week and one-month notice\n period;\u003C\u002Fp>\n\n \u003Cp>2\u002F three business days – in a three-month notice period, including\n if it is shortened under Sect. 9.\u003C\u002Fp>\n\n \u003Ch4>Article 10\u003C\u002Fh4>\n\n \u003Cp>The employer or the employee can terminate an employment contract\n without giving notice on the terms set out in the Labour Code.\u003C\u002Fp>\n\n \u003Ch4>Article 11\u003C\u002Fh4>\n\n \u003Cp>1. Employment contracts will expire in the circumstances specified\n in the Labour Code and in special provisions of law.\u003C\u002Fp>\n\n \u003Cp>2. An employment relationship will expire on the date when the\n employee dies.\u003C\u002Fp>\n\n \u003Cp>3. An employment contract will expire after the employee has been\n absent for three months due to being held on remand, unless the\n employer terminated the employment contract earlier without notice due\n to the employee’s fault.\u003C\u002Fp>\n\n \u003Cp>4. If an employment contract expires due to the employee being held\n on remand, the employer will be obliged to re-employ the employee if\n the proceedings are dismissed or the employee is acquitted and reports\n his return to work within seven days from the date when the judgement\n becomes legally binding.\u003C\u002Fp>\n\n \u003Cp>5. The provisions of Sect. 4 will not be applicable where criminal\n proceedings were dismissed due to their being time-barred or due to an\n amnesty, or if the proceedings were conditionally dismissed.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Chapter III\u003C\u002Fh2>\n\n \u003Ch3>WORKING HOURS\u003C\u002Fh3>\n\n \u003Ch4>Article 12\u003C\u002Fh4>\n\n \u003Cp>1. An employee’s working hours are the time when he is at the\n employer’s disposal in a place designated in accordance with the Work\n Rules.\u003C\u002Fp>\n\n \u003Cp>2. For all employees subject to this Agreement, all Saturdays are\n days off work, except for employees who work according to a working\n hours system and a schedule that requires that a timetable be drawn up,\n in which case days off work will be established on a case-by-case basis\n in the timetable.\u003C\u002Fp>\n\n \u003Cp>1\u002F The parties agree that it will be possible to exchange a free\n Saturday for a different free day;\u003C\u002Fp>\n\n \u003Cp>2\u002F By the end of a particular year, the Company’s management\n board, in consultation with the trade unions, will establish a schedule\n of days off work for the following year;\u003C\u002Fp>\n\n \u003Cp>3\u002F With regard to the days of the week on which public holidays\n occur in a particular year, in order to enable employees to have\n several days off work in a row, working for six days in a week will be\n permitted, in which case work on the sixth day of the week will not\n constitute overtime, provided that it does not exceed eight hours per\n 24-hour period and 40 hours per week in an adopted settlement period\n consisting of a six-day working week.\u003C\u002Fp>\n\n \u003Cp>3. Working hours cannot exceed eight hours per 24-hour period or an\n average of 40 hours in an average five-day working week in a settlement\n period of not more than four months. Depending on the employer’s\n needs, employees will be subject to the working hours systems and\n schedules set out in Article 135-146 of the Labour Code. Applying a\n particular system of scheduling working hours in the Company and the\n detailed solutions of that system will require a separate written\n agreement with the trade unions being party to this Agreement.\u003C\u002Fp>\n\n \u003Cp>4. The night shift covers eight hours between 11 p.m. and 7 a.m. In\n the cases indicated in the Labour Regulations, it is admissible to set\n other night shift hours for specific employees or groups of\n employees.\u003C\u002Fp>\n\n \u003Cp>5. Work on a Sunday, public holiday or day off work established by\n this Agreement will be deemed to be work performed between 7.00 am on\n that day and 7.00 am on the next day.\u003C\u002Fp>\n\n \u003Cp>6. Employees will be entitled to a 15-minute meal break included in\n their working hours, and employees employed in the LOT-Medical Health\n Centre will be entitled to a 30-minute break included in their working\n hours.\u003C\u002Fp>\n\n \u003Cp>. For work performed according to a timetable in an equivalent\n working hours system on Sundays and public holidays, employees will be\n entitled to a bonus of 100 per cent of the remuneration resulting from\n their personal classification group. If entitlements to a bonus for\n overtime work and for work performed on a Sunday, a public holiday or\n on additional days off work coincide, only one bonus (the higher one)\n will be applicable.\u003C\u002Fp>\n\n \u003Cp>8. The working hours of employees employed in the LOT-Medical Health\n Centre, as:\u003C\u002Fp>\n\n \u003Cp>1\u002F a doctor, nurse or medical technician cannot exceed 7 hours and\n 35 minutes per 24-hour period and an average of 40 hours per week in a\n settlement period not exceeding three months;\u003C\u002Fp>\n\n \u003Cp>2\u002F a financial\u002Fadmin employee cannot exceed 8 hours per 24-hour\n period and 40 hours per week in a settlement period not exceeding three\n months;\u003C\u002Fp>\n\n \u003Cp>3\u002F a radiology technician cannot exceed 5 hours per 24-hour period\n and an average of 26 hours and 15 minutes per week in a settlement\n period not exceeding three months. Employees subject to the\n above-mentioned reduction of their working hours are not entitled to a\n bonus for work in harmful conditions.\u003C\u002Fp>\n\n \u003Cp>(The provisions of this sect. will apply until such time as\n amendments (if any) are made to the Act on Health Care Centres)\u003C\u002Fp>\n\n \u003Cp>9. Flexible working hours can be introduced depending on\n requirements in particular organisational units of the Company.\u003C\u002Fp>\n\n \u003Cp>The introduction and rules of applying flexible working hours will\n be agreed with the trade unions.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 13\u003C\u002Fh4>\n\n \u003Cp>1. In justified cases, leave can be granted where there is a\n shortfall in the work requirement.\u003C\u002Fp>\n\n \u003Cp>2. The duration and conditions of such leave and the positions to\n which it relates will be determined on a case-by-case basis by the\n President of the management board\u002FGeneral Director in consultation with\n the trade unions.\u003C\u002Fp>\n\n \u003Cp>3. Remuneration for the above-mentioned leave will be not less than\n 70 per cent of the employee’s average wage calculated as if for\n recreational leave and cannot be lower than the lowest wage defined in\n this Agreement. Furthermore, that remuneration cannot be lower than the\n remuneration resulting from the employee’s personnel classification\n category, determined by means of an hourly or monthly rate.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 14\u003C\u002Fh4>\n\n \u003Cp>1. The working hours of women from the seventh month of pregnancy\n can be reduced to six hours per day at the request of a doctor.\u003C\u002Fp>\n\n \u003Cp>2. When their working hours are reduced, employees will be granted a\n bonus in an amount that makes up for the reduction in their earnings.\n That bonus will only be payable for the period of reduced working\n hours.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 15\u003C\u002Fh4>\n\n \u003Cp>1. Working hours should be fully utilised for occupational work.\u003C\u002Fp>\n\n \u003Cp>2. Occupational working hours will include time spent on:\u003C\u002Fp>\n\n \u003Cp>1\u002F Technical maintenance of a workstation;\u003C\u002Fp>\n\n \u003Cp>2\u002F Instruction provided by a superior;\u003C\u002Fp>\n\n \u003Cp>3\u002F Explanations of technical requirements that arose through no\n fault of the employee;\u003C\u002Fp>\n\n \u003Cp>4\u002F Toilet breaks.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 16\u003C\u002Fh4>\n\n \u003Cp>1. Any work performed over and above the standard working hours\n applicable to the employee and any work performed over and above an\n increased number of working hours per 24-hour period resulting from the\n working hours system and schedule applicable to the employee will be\n deemed to be overtime.\u003C\u002Fp>\n\n \u003Cp>2. For an individual employee, the number of overtime hours cannot\n exceed four hours per 24-hour period and 250 hours per calendar year\n (in special cases 300 overtime hours), except for the situations\n specified in Article 133 par. 1 pt. 1 of the Labour Code. An\n employee’s working hours, taking into account overtime, cannot exceed\n an average of 48 hours per week in the adopted settlement period.\u003C\u002Fp>\n\n \u003Cp>3. Overtime work is prohibited in positions (specified in a list\n prepared by the employer and agreed with the trade unions) where\n permissible concentrations and intensities of harmful factors are\n exceeded. The list will be updated at least once a year.\u003C\u002Fp>\n\n \u003Cp>4. Subject to Sect. 2, overtime work must be agreed with the trade\n unions with regard to the planned annual limit of the number of\n overtime hours and the rules governing that work.\u003C\u002Fp>\n\n \u003Cp>5. The employer will present a quarterly report to the trade unions\n detailing the number of overtime hours that have been utilised and the\n justification for utilising them.\u003C\u002Fp>\n\n \u003Cp>6. Employees should be notified of the need for overtime at least 16\n hours in advance, except for special requirements of the Company and\n situations requiring that an operation be organised and carried out to\n save human life or health or the Company’s property or eliminate\n malfunctions threatening to halt production.\u003C\u002Fp>\n\n \u003Cp>7. Employees will be engaged to perform overtime work on a voluntary\n basis, except for the situations specified in Sect. 6.\u003C\u002Fp>\n\n \u003Cp>8. Employing employees to perform overtime work cannot be considered\n a permanent form of employment.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 17\u003C\u002Fh4>\n\n \u003Cp>1. The following working time shall apply to the Production and\n support services:\u003C\u002Fp>\n\n \u003Cp>1\u002F I shift: from 07.00 to 15.00,\u003C\u002Fp>\n\n \u003Cp>2\u002F II shift: from 15.00 to 23.00,\u003C\u002Fp>\n\n \u003Cp>3\u002F III shift: from 23.00 to 07.00.\u003C\u002Fp>\n\n \u003Cp>2. The following working time shall apply to other employees\n occupying non-manual labour positions:\u003C\u002Fp>\n\n \u003Cp>4\u002F I shift: from 08.00 to 16.00,\u003C\u002Fp>\n\n \u003Cp>5\u002F II shift: from 16.00 to 24.00.\u003C\u002Fp>\n\n \u003Cp>3. With respect to the production and support services, the normal\n working time shall be work on I, II or III shift, for other employees\n occupying non-manual labour positions , the normal working time shall\n be work on I or II shift.\u003C\u002Fp>\n\n \u003Ch4>Article 18\u003C\u002Fh4>\n\n \u003Cp>Detailed principles concerning the scheduling and utilisation of\n working hours are set out in the Work Rules of Wytwórnia Sprzętu\n Komunikacyjnego PZL-Świdnik S.A. in Świdnik, agreed with the trade\n unions.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Chapter IV\u003C\u002Fh2>\n\n \u003Ch3>HOLIDAY LEAVE\u003C\u002Fh3>\n\n \u003Ch4>Article 19\u003C\u002Fh4>\n\n \u003Cp>1. The following leave entitlements will apply:\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>1\u002F 20 days – for employees who have been employed for less than 10\n years;\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>2\u002F 26 days – for employees who have been employed for 10 years or\n more.\u003C\u002Fp>\n\n \u003Cp>2. In the calendar year in which he undertook employment, an\n employee accepting employment for the first time will become eligible\n at the end of each month of work to 1\u002F12 of the leave entitlement to\n which he will be entitled after working for one year.\u003C\u002Fp>\n\n \u003Cp>3. Employees will acquire the right to further leave in each\n subsequent calendar year.\u003C\u002Fp>\n\n \u003Cp>4. The leave entitlement of employees employed on a part-time basis\n will be established proportionally to the number of working hours of\n such employees, on the basis of the leave entitlements specified in\n Sect. 1. Incomplete days of leave will be rounded up to a full day.\u003C\u002Fp>\n\n \u003Cp>5. Leave will be granted on days which are working days for the\n employee, in accordance with the working hours schedule applicable to\n him, in a number of hours corresponding to the number of working hours\n per 24-hour period of the employee on the day in question, subject to\n Sect. 7.\u003C\u002Fp>\n\n \u003Cp>6. When paid leave is granted in accordance with Sect. 5, one day of\n leave will correspond to eight hours of work.\u003C\u002Fp>\n\n \u003Cp>7. On a working day, an employee can only be granted leave\n consisting of a number of hours corresponding to a part of his number\n of working hours per 24-hour period if the amount of leave which\n remains to be utilised is lower than the full number of working hours\n per 24-hour period of the employee on the day on which leave is to be\n granted.\u003C\u002Fp>\n\n \u003Cp>8. The employer is obliged to grant an employee, at his request and\n within a time limit specified by him, not more than four days of leave\n in each calendar year. The employee must submit his demand to be\n granted leave not later than the date when the leave commences.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 20\u003C\u002Fh4>\n\n \u003Cp>1. The period of work on which the leave entitlement depends will\n include the following periods of education completed by the\n employee:\u003C\u002Fp>\n\n \u003Cp>1\u002F basic (or equivalent) vocational school – the period of study\n envisaged by the teaching syllabus, not exceeding three years;\u003C\u002Fp>\n\n \u003Cp>2\u002F secondary vocational school – the period of study envisaged by\n the teaching syllabus, not exceeding five years;\u003C\u002Fp>\n\n \u003Cp>3\u002F secondary vocational school for graduates of basic (or\n equivalent) vocational school – five years;\u003C\u002Fp>\n\n \u003Cp>4\u002F secondary comprehensive school – four years;\u003C\u002Fp>\n\n \u003Cp>5\u002F postsecondary school – six years;\u003C\u002Fp>\n\n \u003Cp>6\u002F institution of higher education – eight years.\u003C\u002Fp>\n\n \u003Cp>The periods of study referred to in Items 1-6 cannot be added up.\u003C\u002Fp>\n\n \u003Cp>2. If an employee studied while being employed, the period of work\n determining his leave entitlement will include either the period of\n employment for which he studied or the period of study, depending which\n is more advantageous for the employee.\u003C\u002Fp>\n\n \u003Cp>3. The period of work on which obtaining a right to leave and the\n leave entitlement depends will include periods of previous employment,\n irrespective of breaks in employment and the way in which the\n employment relationship was terminated.\u003C\u002Fp>\n\n \u003Cp>4. Employees who have utilised their leave in a given calendar year\n and subsequently obtained a right during that year to a greater leave\n entitlement will be entitled to supplementary leave.\u003C\u002Fp>\n\n \u003Cp>5. The employer must grant an employee leave in the calendar year in\n which the employee obtained the right to it.\u003C\u002Fp>\n\n \u003Cp>6. Leave can be divided up into parts at an employee’s request. At\n least one part of the leave should consist of not less than 14\n consecutive calendar days.\u003C\u002Fp>\n\n \u003Cp>7. Leave should be granted in accordance with a leave schedule\n established by the employer in consultation with the trade unions.\u003C\u002Fp>\n\n \u003Cp>8. In the calendar year in which an employment relationship with an\n employee entitled to leave is terminated, the employee will be entitled\n to leave in the Company in proportion to the period for which he worked\n in the year when his employment relationship was terminated, unless he\n utilised an amount of leave greater than or equal to his entitlement\n before the employment relationship was terminated.\u003C\u002Fp>\n\n \u003Cp>9. Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 21\u003C\u002Fh4>\n\n \u003Cp>1. The employer can order employees to take holiday leave during\n periods of planned refurbishment stoppages in the Company, in\n accordance with the leave schedule described in Article 20.7.\u003C\u002Fp>\n\n \u003Cp>2. In the period referred to in Sect. 1, an employee will utilise\n his holiday leave entitlement or, if he has already utilised all of\n that entitlement in the year in question, unpaid leave will be granted\n to the employee at his request.\u003C\u002Fp>\n\n \u003Cp>3. Employees should be notified of a break such as referred to in\n Sect. 1 by the end of January of the year in question, by the\n notification procedure applied in the Company.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 22\u003C\u002Fh4>\n\n \u003Cp>1. Leave can be postponed at an employee’s request, justified by\n valid reasons.\u003C\u002Fp>\n\n \u003Cp>2. If an employee cannot commence his leave at the established time\n for reasons that justify his absence from work and, in particular, due\n to:\u003C\u002Fp>\n\n \u003Cp>1\u002F a temporary inability to work due to illness;\u003C\u002Fp>\n\n \u003Cp>2\u002F being quarantined after contracting a contagious illness;\u003C\u002Fp>\n\n \u003Cp>3\u002F being summoned to participate in military exercises or military\n training for up to three months;\u003C\u002Fp>\n\n \u003Cp>4\u002F maternity leave, the employer will be obliged to postpone the\n leave.\u003C\u002Fp>\n\n \u003Cp>the employer will be obliged to postpone the leave.\u003C\u002Fp>\n\n \u003Cp>3. The employer must grant, at a later time, a portion of leave\n which is not utilised due to:\u003C\u002Fp>\n\n \u003Cp>1\u002F temporary inability to work due to illness;\u003C\u002Fp>\n\n \u003Cp>2\u002F the employee being quarantined after contracting a contagious\n illness;\u003C\u002Fp>\n\n \u003Cp>3\u002F the employee participating in military exercises or military\n training lasting up to three months;\u003C\u002Fp>\n\n \u003Cp>4\u002F maternity leave.\u003C\u002Fp>\n\n \u003Cp>4. Leave that is not utilised in accordance with the leave schedule\n should be granted to the employee not later than the end of the first\n quarter of the next calendar year.\u003C\u002Fp>\n\n \u003Cp>5. During the notice period for the termination of an employment\n contract, the employer must utilise his leave entitlement if the\n employer grants him leave.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 23\u003C\u002Fh4>\n\n \u003Cp>1. The employer can only order an employee to return from leave when\n his presence in the Company is required due to circumstances that were\n not anticipated at the moment when the leave began.\u003C\u002Fp>\n\n \u003Cp>2. The employer must cover any costs incurred by the employee in\n direct connection with his being ordered to return from leave and grant\n him the interrupted leave in its entirety at a later time.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 24\u003C\u002Fh4>\n\n \u003Cp>1. If an employee does not utilise part or all of his leave due to\n his employment relationship being terminated or expiring, he will be\n entitled to a pecuniary equivalent. The employer will not be obliged to\n pay the pecuniary equivalent if the parties decide that the employee\n will utilise the leave while he is in a legal relationship on the basis\n of a subsequent employment contract concluded with the employer\n immediately after the termination or expiry of the previous employment\n contract.\u003C\u002Fp>\n\n \u003Cp>2. Deleted.\u003C\u002Fp>\n\n \u003Cp>3. For a period of holiday leave, the employee will be entitled to\n the remuneration that he would have received if he had worked for that\n period. Variable components of remuneration will be calculated on the\n basis of the average remuneration paid in the three calendar months\n preceding the month when the leave commenced. In the event of a\n substantial fluctuation in the variable components of remuneration in\n relation to remuneration consisting of basic pay, the incentive fund,\n and the length of service bonus, those components can be taken into\n account, when establishing remuneration for leave, in the total amount\n paid to the employee in a period not exceeding 12 calendar months\n preceding the month when the leave was commenced.\u003C\u002Fp>\n\n \u003Cp>In the event of a change in the variable components of remuneration\n or a change in the amount of those components in the period for which\n average remuneration is established, implemented before the\n commencement of holiday leave or in the month when that leave is being\n utilised, the average remuneration will be established again taking\n those changes into account.\u003C\u002Fp>\n\n \u003Cp>4. The employer must pay remuneration for leave within the time\n limit specified in Article 44.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Chapter V \u003C\u002Fh2>\n\n \u003Ch3>UNPAID LEAVE\u003C\u002Fh3>\n\n \u003Ch4>Article 25 \u003C\u002Fh4>\n\n \u003Cp>1. The employer can grant unpaid leave at the written request of an\n employee. 2. A period of unpaid leave will not be included in the\n period of work on which employee entitlements depend. 3. When granting\n unpaid leave of more than three months, the parties can agree that the\n employee may be ordered to return from leave for valid reasons. 4. An\n employee can return from unpaid leave early, provided that: 1\u002F he\n obtains the employer’s consent, or 2\u002F he personally notifies the\n employer three months in advance. 5. Upon the completion of unpaid\n leave, the employer must accept the employee for work on terms agreed\n by the interested parties before the leave was granted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Chapter VI \u003C\u002Fh4>\n\n \u003Ch3>EXEMPTIONS FROM WORK \u003C\u002Fh3>\n\n \u003Ch4>Article 26\u003C\u002Fh4>\n\n \u003Cp>1. Employees are entitled to an exemption from work whilst retaining\n their right to receive remuneration, in the event of: 1\u002F an employee\n getting married – two days;\u003C\u002Fp>\n\n \u003Cp>2\u002F an employee’s child being born – two days; \u003C\u002Fp>\n\n \u003Cp>3\u002F an employee’s child getting married – one day; \u003C\u002Fp>\n\n \u003Cp>4\u002F the death and funeral of the spouse, child, father, mother,\n stepmother or stepfather of an employee – three days; \u003C\u002Fp>\n\n \u003Cp>5\u002F the death and funeral of the sister, brother, mother-in-law,\n father-in-law, grandmother or grandfather of an employee or other\n person who is dependent on him or under his direct care – one day.\n \u003C\u002Fp>\n\n \u003Cp>2. The exemptions referred to above should be utilised at the time\n when the circumstances that entitle the employee to the exemption\n occur. \u003C\u002Fp>\n\n \u003Cp>3. After utilising an exemption, the employee must document the\n circumstances that entitled him to the exemption.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 27 \u003C\u002Fh4>\n\n \u003Cp>An employee can be exempted from work for a period required to deal\n with important personal or family matters which must be dealt with\n during working hours. Remuneration can be paid for the duration of such\n exemptions depending on the decision of the department manager or the\n duration of such an exemption can be made up. Time spent making up for\n an exemption will not be counted as overtime.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 28\u003C\u002Fh4>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>1. The employer must exempt an employee from work, without losing\n the right to receive remuneration from the employer, in the following\n circumstances: \u003C\u002Fp>\n\n \u003Cp>1\u002F to enable the employee to participate as a party or a member in a\n meeting of committees or groups whose activities result from the\n employer’s obligations under the statute or this Agreement, or which\n are appointed on an ad hoc basis by the parties hereto; \u003C\u002Fp>\n\n \u003Cp>2\u002F for the purpose of undergoing examinations required under the\n provisions of law on compulsory medical examinations and vaccinations\n or health examinations for persons who perform certain paid work in the\n Company, if it is not possible to carry out the examinations or\n vaccinations during time off work; \u003C\u002Fp>\n\n \u003Cp>3\u002F to enable the employee to work as a lecturer on courses organised\n by external training institutions or in a vocational school or\n institution of higher education which trains pupils and students with a\n profile required by the Company, for a period of not more than six\n hours per week or 24 hours per month; \u003C\u002Fp>\n\n \u003Cp>4\u002F to enable the employee to work as a lecturer, examination\n committee member or course director on courses and training organised\n by the Training Centre for the Company’s employees and contracting\n parties, for the period necessary for planned training sessions,\n courses and exams to be carried out; \u003C\u002Fp>\n\n \u003Cp>5\u002F to enable the employee to participate in combating natural\n disasters or directly participate in fire-fighting and flood protection\n operations. Such exemptions from work should be certified by the\n district office (urząd gminy) in the area where the operation is\n taking place; \u003C\u002Fp>\n\n \u003Cp>6\u002F to enable the employee to undergo training in connection with\n performing the function of social labour inspector and participate in\n consultations and examinations, for a period of not more than 10 days\n during his term of office;\u003C\u002Fp>\n\n \u003Cp>7\u002F to enable the employee to participate in training and\n examinations relating to safety and hygiene in the workplace; \u003C\u002Fp>\n\n \u003Cp>8\u002F to enable social labour inspectors to perform their statutory\n obligations; \u003C\u002Fp>\n\n \u003Cp>9\u002F to enable the employee to participate in training and\n examinations to improve his professional qualifications, thus enabling\n him to obtain authorisations to perform work in the Company in his\n current position (except for foreign language courses and\n examinations), for 50 per cent of the time envisaged by the training\n programme, except for training and examinations organised by external\n institutions whose organisational structure requires a different type\n delegation; \u003C\u002Fp>\n\n \u003Cp>10\u002F to enable the employee to donate blood or undergo periodic\n medical examinations, for the time specified by the blood donor centre.\n \u003C\u002Fp>\n\n \u003Cp>2. The employer can exempt an employee from work, without the\n employee losing the right to receive remuneration from the employer, to\n enable the employee to participate in training and examinations aimed\n at improving his professional qualifications, thus enabling him to\n obtain licences to perform work in the Company. \u003C\u002Fp>\n\n \u003Cp>3. Employees are entitled to a break of not more than eight hours\n after completing a night-time business journey, with the right to\n receive remuneration for that time, if they did not have a sleeper\n compartment.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 29 \u003C\u002Fh4>\n\n \u003Cp>1. The employer can exempt an employee from work, without him being\n entitled to receive remuneration from the employer, to enable him to\n participate in training and examinations aimed at improving his\n professional qualifications. \u003C\u002Fp>\n\n \u003Cp>2. The employer must exempt an employee from work, without him being\n entitled to receive remuneration from the employer, in the following\n circumstances:\u003C\u002Fp>\n\n \u003Cp>1\u002F To enable him to respond to a summons issued by: ,\u003C\u002Fp>\n\n \u003Cp>- a national administrative authority; \u003C\u002Fp>\n\n \u003Cp>- a local government authority;\u003C\u002Fp>\n\n \u003Cp>- a court; \u003C\u002Fp>\n\n \u003Cp>- a prosecutor’s office; \u003C\u002Fp>\n\n \u003Cp>- the police; \u003C\u002Fp>\n\n \u003Cp>- a magistrate’s court;\u003C\u002Fp>\n\n \u003Cp>- to perform national military service;\u003C\u002Fp>\n\n \u003Cp>2\u002F When an employee is summoned as a witness in inspection\n proceedings being conducted by the Supreme Audit Board or if he is\n appointed to participate in such proceedings as a specialist;\u003C\u002Fp>\n\n \u003Cp>3\u002F To enable an employee to act as a member of a social committee or\n other social consultation body appointed by supreme state authorities,\n the Council of Ministers or the President of the Council of Ministers,\n or as a research member of a commission of the State Committee for\n Scientific Research;\u003C\u002Fp>\n\n \u003Cp>4\u002F To enable an employee to participate in fire-fighting training\n and to carry out inspections of fire safety measures outside the\n Company, for a period not exceeding six days per calendar year. Such an\n exemption from work should be certified by the institutions organising\n the training or inspection.\u003C\u002Fp>\n\n \u003Cp>5\u002F To enable an employee to conduct lessons in a vocational school,\n institution of higher education or scientific facility or research and\n development unit or to conduct training on professional courses\n organised by:\u003C\u002Fp>\n\n \u003Cp>- ministries, central offices or regional government administration\n authorities and bodies which are subordinate to them; \u003C\u002Fp>\n\n \u003Cp>- organisational units of the Minister of National Education;\u003C\u002Fp>\n\n \u003Cp>- social associations and organisations which, on the basis of\n applicable provisions of law, have obtained a permit from the Minister\n of National Education or the competent national administrative\n authority to conduct courses commissioned by state-owned organisational\n units, for a number of working hours not exceeding six hours per week\n or 24 hours per month;\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>6\u002F To enable the employee to undergo specialist medical examinations\n that cannot be carried out in the LOT-Medical Health Centre. The\n duration of that exemption can be made up, but time spent making up\n such an exemption will not constitute overtime work.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>7\u002F To enable the employee to act as an expert in administrative,\n criminal, preparatory or court proceedings or in proceedings before a\n magistrate’s court – the total period of such exemptions cannot\n exceed six days per calendar year.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 30\u003C\u002Fh4>\n\n \u003Cp>1. An employee being absent from work or arriving late, without\n losing his right to receive remuneration, can be justified by factors\n that prevent him from coming to work, in particular: \u003C\u002Fp>\n\n \u003Cp>1\u002F If the employee is unfit for work due to sickness or because he\n has been quarantined after being infected with a contagious illness;\u003C\u002Fp>\n\n \u003Cp>2\u002F if the employer is unable to work due to an occupational\n illness;\u003C\u002Fp>\n\n \u003Cp>3\u002F If the employee has been ordered not to work on the basis of a\n certificate (decision) issued by a doctor, a medical committee, the\n Company Rehabilitation and Transfer Committee or a sanitary inspector,\n unless the Company employs the employee in a different job which is\n appropriate in view of the state of his health;\u003C\u002Fp>\n\n \u003Cp>4\u002F If the employee is undergoing treatment in a health resort and\n the period of that treatment has been authorised by a doctor’s\n certificate, for the period of the employee’s inability to work due\n to sickness;\u003C\u002Fp>\n\n \u003Cp>5\u002F If a member of the employee’s family is ill such that the\n employee is required to personally take care of that person, for up to\n 14 days in a calendar year;\u003C\u002Fp>\n\n \u003Cp>6\u002F If circumstances occur which require that the employee take care\n of a sick child of up to 14 years of age, for up to 60 days in a\n calendar year;\u003C\u002Fp>\n\n \u003Cp>7\u002F An exemption to which a female or male employee bringing up a\n child of up to 14 years of age is entitled, of up to two days in a\n calendar year. If both parents are employed, only one of them can take\n advantage of this entitlement.\u003C\u002Fp>\n\n \u003Cp>2. The justification for an absence in the circumstances described\n in Sect. 1 should be confirmed by appropriate documents.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 31\u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Chapter VII\u003C\u002Fh2>\n\n \u003Ch3>TERMS AND CONDITIONS OF PAYING EMPLOYEES FOR WORK\u003C\u002Fh3>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 32\u003C\u002Fh4>\n\n \u003Cp>1. The basic criterion for assessing and measuring the value of work\n is remuneration for hours of work and the effectiveness of the work.\n \u003C\u002Fp>\n\n \u003Cp>2. The principle will apply that women and men will receive the same\n payment for the same work. Discrimination of any kind in this respect\n is unacceptable.\u003C\u002Fp>\n\n \u003Cp>3. The principles of remuneration will apply to all employees\n employed in the Company, except for the President of the management\n board\u002FGeneral Director and the Members of the management board.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 33\u003C\u002Fh4>\n\n \u003Cp>1. Employees employed in both blue and white-collar positions will\n be subject to a monthly remuneration.\u003C\u002Fp>\n\n \u003Cp>2. The amount of basic pay depends on the personal classification\n category and rate and the number of effective hours of work.\u003C\u002Fp>\n\n \u003Cp>3. The personnel classification rate results from the category\n according to the qualifications scale and from a work assessment\n carried out by the employee’s direct superior, with particular\n consideration for the productivity, quality and discipline of the\n employee’s work.\u003C\u002Fp>\n\n \u003Cp>Classification category incompetency tarifficator is the result of\n number grade of job positions prepared on the basis of job\n evaluation.\u003C\u002Fp>\n\n \u003Cp>4. Deleted. \u003C\u002Fp>\n\n \u003Cp>5. Average remuneration for direct supervision should amount to from\n 1.3 to 2.0 times the average wage for the employees of the department\n or organisational unit in question.\u003C\u002Fp>\n\n \u003Cp>6. The average remuneration for a department manager should amount\n to from 1.8 to 3.0 times the average wage for the employees.\u003C\u002Fp>\n\n \u003Cp>7. For calculating the amount of the average wages referred to in\n Sect. 5 and 6, the following components of remuneration should be taken\n into account:\u003C\u002Fp>\n\n \u003Cp>- basic pay;\u003C\u002Fp>\n\n \u003Cp>- the incentive fund; \u003C\u002Fp>\n\n \u003Cp>- the functional bonus.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 34\u003C\u002Fh4>\n\n \u003Cp>A table of basic rate coefficients for individual classification\n categories with regard to the minimum wage specified in this Collective\n Labour Agreement for blue and white-collar positions is attached as\n Appendix 2 hereto.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 35\u003C\u002Fh4>\n\n \u003Cp>1. Employees shall be entitled to an annual bonus on terms and\n conditions specified below, composed of the two parts:\u003C\u002Fp>\n\n \u003Cp>1\u002F Monthly:\u003C\u002Fp>\n\n \u003Cp>a) in a part concerning individual presence at work dependent on\n working in a calendar month not less than 150 hours of the total number\n of labour hours in that month (without overtime). However, the holiday\n leave of 14 subsequent calendar days once a year, which is required by\n the Law, shall be treated as a period of work.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>b) in a part concerning performance of deliveries, dependent on\n performance of 100% of monthly deliveries specified on a basis of a\n budget for a given year, on the condition that the employee worked at\n least 80 labour hours of the total number of labour hours in that\n month. In the event of non-performance of the deliveries plan in a\n given month\u002Fmonths, it is provided that the monthly bonus will be\n awarded after performance of 100% of deliveries planned for a given\n calendar quarter.\u003C\u002Fp>\n\n \u003Cp>2\u002F Annual - related to the following criteria: EBIT, quality,\n collective absence.\u003C\u002Fp>\n\n \u003Cp>2. In 2012 the annual bonus will be as follows:\u003C\u002Fp>\n\n \u003Cp>1\u002F In the monthly part the amount of the bonus will be 200 PLN gross\n out of which 120 PLN gross will be linked to individual presence of an\n employee at work, and 80 PLN gross will be linked to performance of\n deliveries planned in the budget for a given month;\u003C\u002Fp>\n\n \u003Cp>2\u002F In the annual part the amount of the bonus in case of maximum\n performance by the Company of all goals in 2012 will be 1785 PLN\n gross.\u003C\u002Fp>\n\n \u003Cp>3. In 2013 the annual bonus will be as follows:\u003C\u002Fp>\n\n \u003Cp>1\u002F In the monthly part the amount of the bonus will be 250 PLN gross\n out of which 125 PLN gross will be linked to individual presence of an\n employee at work, and 125 PLN gross will be linked to performance of\n deliveries planned in the budget for a given month;\u003C\u002Fp>\n\n \u003Cp>2\u002F In the annual part the amount of the bonus in case of maximum\n performance by the Company of all goals in 2013 will be 1925 PLN\n gross.\u003C\u002Fp>\n\n \u003Cp>4. In 2014 the annual bonus will be as follows:\u003C\u002Fp>\n\n \u003Cp>1\u002F In the monthly part the amount of the bonus will be 300 PLN gross\n out of which 125 PLN gross will be linked to individual presence of an\n employee at work, and 175 PLN gross will be linked to performance of\n deliveries planned in the budget for a given month;\u003C\u002Fp>\n\n \u003Cp>2\u002F In the annual part the amount of the bonus in case of maximum\n performance by the Company of all goals in 2014 will be 2100 PLN\n gross.\u003C\u002Fp>\n\n \u003Cp>5. By 10 April each year employees will paid the annual part of the\n bonus which amount will depend on results of the Company for the\n preceding fiscal year.\u003C\u002Fp>\n\n \u003Cp>6. The amount of the annual part of the bonus will depend on the\n level of performance by the Company of, inter alia, financial goals,\n efficiency goals, productivity goals and quality goals in the preceding\n fiscal year.\u003C\u002Fp>\n\n \u003Cp>7. Detailed rules of awarding the bonus referred to in sect. 1-4\n shall be defined by the Parties to ZUZP in a separate agreement.\u003C\u002Fp>\n\n \u003Cp>8. In 2014 the parties shall hold talks with the aim of\n implementation of a new bonus system, which would come into force\n starting from 2015.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 36\u003C\u002Fh4>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>1. On motion of Trade Unions the Company shall pay employees\n employed in the Company the Holiday Bonus. Bonus shall amount to one\n fourth of monthly remuneration of an employee calculated on the basis\n of data for the following months: September, October, November. The\n elements of remuneration taken into account while calculating average\n monthly remuneration of an employee, the manner of calculating Holiday\n Bonus in case when the employee had not received remuneration for the\n whole or part of the period which is the basis for calculation of\n average monthly remuneration shall be agreed upon in the form of a\n separate agreement by Employer and Trade Unions.\u003C\u002Fp>\n\n \u003Cp>2. Holiday Bonus shall be divided into two equal parts, unless the\n Company and Trade Unions shall define otherwise, and one part shall be\n payable for Christmas, the second for Easter.\u003C\u002Fp>\n\n \u003Cp>3. Bonus shall be payable, jointly with remuneration, before each\n holiday.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 37\u003C\u002Fh4>\n\n \u003Cp>The rules for classifying and promoting employees employed in blue\n and white-collar positions are set out in Appendix 5.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 38\u003C\u002Fh4>\n\n \u003Cp>1. Employees are entitled to remuneration resulting from their\n personal classification rate and the bonuses provided for in this\n Agreement in proportion to their hours of effective work.\u003C\u002Fp>\n\n \u003Cp>2. Employees will be entitled to remuneration for time when they do\n not work when it is provided for in this Agreement or in generally\n applicable provisions of law.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 39\u003C\u002Fh4>\n\n \u003Cp>1.For the duration of stoppages that are not the fault of the\n employee, the employee will be entitled to remuneration of 80 per cent\n of the remuneration calculated as if forholiday leave. However,that\n remuneration cannot be lower than that resulting from his personal\n classification category, determined by an hourly or monthly rate.\n Furthermore, that remuneration cannot in any event be lower than\n thelowestremuneration for employees subject to this Agreement.\u003C\u002Fp>\n\n \u003Cp>2.If a stoppage occurs through the fault of an employee and he does\n not undertake substitute work, he will not be entitled to\n remuneration.\u003C\u002Fp>\n\n \u003Cp>3.For the duration of a stoppage, the employer can assign an\n employee appropriate other work, for which he will be entitled to\n remuneration as if for normal hours of work.\u003C\u002Fp>\n\n \u003Cp>4.If a stoppage occurs through the fault of the employee and he\n undertakes substitute work, he will be entitled to the remuneration\n resulting from his personal classification.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 40\u003C\u002Fh4>\n\n \u003Cp>1.Employees will not be entitled to manufactured with defects\n through the fault of the employee.\u003C\u002Fp>\n\n \u003Cp>2.If the quality of a product is compromised due to defective work\n being the fault of the employee, remuneration will be reduced\n accordingly.\u003C\u002Fp>\n\n \u003Cp>3.If the defectiveness of a product is eliminated by the employee,\n he will be entitled to appropriate remuneration in view of the quality\n of the product. However, he will not be entitled to remuneration for\n the time spent eliminating the defect.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 41\u003C\u002Fh4>\n\n \u003Cp>1.If the work provided for in an employee’s contract does not\n completely occupy his working hours, his superior should assign him\n temporary supplementary work in accordance with his qualifications, as\n specified in his employment contract.\u003C\u002Fp>\n\n \u003Cp>2.Employees will not receive any additional remuneration for\n performing temporary or supplementary work.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 42\u003C\u002Fh4>\n\n \u003Cp>1.Employees’ individual remuneration is confidential and will not\n be published.\u003C\u002Fp>\n\n \u003Cp>The following information will be kept confidential and will not be\n published:\u003C\u002Fp>\n\n \u003Cp>-the personal classification rate;\u003C\u002Fp>\n\n \u003Cp>-effective hours worked;\u003C\u002Fp>\n\n \u003Cp>-any sanctions imposed on an employee.\u003C\u002Fp>\n\n \u003Cp>2.Employees will be notified of the following data concerning\n wages:\u003C\u002Fp>\n\n \u003Cp>-the average hourly rate in the department;\u003C\u002Fp>\n\n \u003Cp>-the difference between the minimum and maximum rates in the\n department.\u003C\u002Fp>\n\n \u003Cp>3.At the request of an interested employee, the manager will be\n obliged to inform him of a change made to an employee’s personal\n classification rate.\u003C\u002Fp>\n\n \u003Ch4>Article 43\u003C\u002Fh4>\n\n \u003Cp>The lowest wage for employees covered by this Agreement cannot be\n lower than 110 per cent of the minimum wage determined in accordance\n with the Minimum Wage Act of 10 October 2002 (Journal of Laws No. 200\n item 1679).\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 44\u003C\u002Fh4>\n\n \u003Cp>Remuneration will be paid by the 10th day of the next calendar month\n in the form of a money transfer to the employee’s bank account.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 45\u003C\u002Fh4>\n\n \u003Cp>The average wage increase in the Company for a particular calendar\n year will be established on the basis of the Rules for the Negotiation\n System for Determining the Average Wage Increase in the Company,\n attached as Appendix 6 hereto.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Chapter VIII\u003C\u002Fh2>\n\n \u003Ch3>RULES FOR PAYING ADDITIONAL REMUNERATION\u003C\u002Fh3>\n\n \u003Ch4>Article 46\u003C\u002Fh4>\n\n \u003Cp>1.A bonus in addition to normal remuneration will be payable for\n overtime work, in the following amounts:\u003C\u002Fp>\n\n \u003Cp>1\u002F 50 per cent of remuneration - for work in the first four hours of\n overtime on weekdays and on Sundays and public holidays that are\n working days for the employee according to the schedule of working\n hours applicable to him;\u003C\u002Fp>\n\n \u003Cp>2\u002F 100 per cent of remuneration – for overtime at night and on\n Sundays and public holidays that are not working days for the employee\n according to the schedule of working hours applicable to him and on\n days off work granted in exchange for work on a Sunday or public\n holidays which are working days for the employee according to the\n schedule of working hours applicable to him.\u003C\u002Fp>\n\n \u003Cp>2. The bonus referred to in Sect. 1.1\u002F will not be paid if free time\n is granted, without the employee requesting it, in exchange for hours\n of work performed over and above the established standard amount. In\n such case, the employer will grant time off work not later than by the\n end of the settlement period, the amount of which will be 50 per cent\n higher than the number of overtime hours worked. However, this cannot\n cause a reduction in the remuneration due to the employee for the full\n monthly amount of working hours.\u003C\u002Fp>\n\n \u003Cp>2\u003Csup>1\u003C\u002Fsup>. The bonus referred to in Sect. 1 will not be paid if\n free time is granted at the employee’s request in exchange for work\n performed over and above the established standard amount.\u003C\u002Fp>\n\n \u003Cp>3. Division directors, the chief accountant, chief specialists,\n programme heads, plant\u002Fcentre managers, heads of a group of departments\n and department managers, as well as their full-time deputies will, if\n necessary, perform work outside their normal working hours without the\n right to receive separate remuneration for overtime.\u003C\u002Fp>\n\n \u003Cp>4. However, the employees specified in Sect.3, except for division\n directors and the chief accountant, will be entitled to receive\n separate remuneration for work performed at the order of their superior\n in overtime hours on a Sunday, a public holiday or on an additional day\n off work, if they have not been granted a different day off work in\n exchange for working on that day.\u003C\u002Fp>\n\n \u003Ch4>Article 47 \u003C\u002Fh4>\n\n \u003Cp>Employees will be entitled to a bonus for working on the second\n shift, in the amount of seven per cent of the hourly rate resulting\n from the base amount, for each hour worked on the second shift in a\n fixed shift cycle and in continuous operation.\u003C\u002Fp>\n\n \u003Ch4>Article 48\u003C\u002Fh4>\n\n \u003Cp>Employees will be entitled to a bonus for working at night, in the\n amount of 20 per cent of the hourly rate resulting from the base\n amount, for each hour worked.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 49\u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 50 \u003C\u002Fh4>\n\n \u003Cp>1. Employees who direct the work of a gang are entitled to a bonus\n for running the gang, which will depend on the number of hours worked\n and the number of persons in the gang. \u003C\u002Fp>\n\n \u003Cp>2. The monthly index rate for the bonus for leading a gang is\n specified in Appendix 8 and amounts to: \u003C\u002Fp>\n\n \u003Cp>1\u002F for a gang of 5-10 people – 1\u002F2 of level 1; \u003C\u002Fp>\n\n \u003Cp>2\u002F for a gang of 11-15 people – 1\u002F2 of evel 2;\u003C\u002Fp>\n\n \u003Cp>3\u002F for a gang of more than 15 people – 1\u002F2 of level 3.\u003C\u002Fp>\n\n \u003Cp>The bonus will be paid for the period for which the function of gang\n leader is performed.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 51\u003C\u002Fh4>\n\n \u003Cp>1. Employees employed in managerial positions are entitled to a\n functional bonus, the amount of which depends on the position they hold\n in the hierarchical structure of the Company, the complexity of their\n work, the number of their subordinates and other justified\n circumstances.\u003C\u002Fp>\n\n \u003Cp>2. There will be no entitlement to a functional bonus if there are\n less than three subordinate employees.\u003C\u002Fp>\n\n \u003Cp>3. The President of the management board\u002FGeneral Director will make\n the decision as to whether to award a functional bonus where the number\n of subordinate employees is less than that specified in Sect. 2.\u003C\u002Fp>\n\n \u003Cp>4. The amount of the functional bonus will be proposed by the\n employee’s superior in consultation with the division responsible for\n employee affairs. \u003C\u002Fp>\n\n \u003Cp>5. The monthly percentage rates of the functional bonus and a list\n of positions that carry an entitlement to a functional bonus are set\n out in Appendix 8.\u003C\u002Fp>\n\n \u003Ch4>Article 51\u003Csup>1\u003C\u002Fsup>\u003C\u002Fh4>\n\n \u003Cp>1. The employees working at Zakład Przychodnia Zdrowia\n “LOT-Medical” are entitled to a “NFZ” (National Health Fund)\n supplement as a result of the increase of remuneration provided for in\n the Act of 22 July 2006 on the transfer of financial means to service\n providers in connection with the increase of remunerations (Polish\n Journal of Laws No 149, item 1076).\u003C\u002Fp>\n\n \u003Cp>2. The supplement referred to in section 1 cannot exceed 40 % of the\n average remuneration of the given employee in the second quarter of\n 2006.\u003C\u002Fp>\n\n \u003Cp>3. This provision will be in force for a specified period, i.e.\n until the end of 2007 or as long as the National Health Fund, or any\n other entity performing the tasks pertaining to the health insurance\n system, provides funds allowing for the payment of the “NFZ”\n supplement.\u003C\u002Fp>\n\n \u003Cp>4. The specific rules for granting and paying out the “NFZ”\n supplement are defined in the Regulations agreed with the trade\n unions.\u003C\u002Fp>\n\n \u003Ch2>Chapter IX \u003C\u002Fh2>\n\n \u003Ch3>PAYMENTS AND ADDITIONAL PERFORMANCES OTHER THAN REMUNERATION FOR\n WORK\u003C\u002Fh3>\n\n \u003Ch4>Article 52\u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 53 \u003C\u002Fh4>\n\n \u003Cp>1. Employees who have worked 20 years or more will be entitled to a\n long service award. \u003C\u002Fp>\n\n \u003Cp>2. The percentage amount of the long service award will be\n established separately for the period of employment in PZL-Świdnik\n S.A. and for a period of employment in other companies. \u003C\u002Fp>\n\n \u003Cp>3. The period of employment in PZL Świdnik S.A. will include: \u003C\u002Fp>\n\n \u003Cp>1\u002F Periods of employment in the Company, except for periods of\n employment that ended with the contract expiring due to the employee\n abandoning his position or the employment contract being terminated\n without notice through the fault of the employee. The expiry of a\n contract due to the employee abandoning his position applies to periods\n before 2 June 1996 (the date when the Act Amending the Labour Code and\n Certain Acts of 2 February 1996, Journal of Laws No. 24\u002F96 item 110,\n came into force);\u003C\u002Fp>\n\n \u003Cp>2\u002F A period of employment in limited liability companies separated\n off from PZL-Świdnik S.A. and the Employees’ Social Foundation; \u003C\u002Fp>\n\n \u003Cp>3\u002F The period of employment in the Company of employees dismissed\n for the reasons set out in Article 1 of the Act of 24 May 1989 (Journal\n of Laws No. 32\u002F89, item 172, as amended), who accepted employment in\n PZL-Świdnik S.A. again; \u003C\u002Fp>\n\n \u003Cp>4\u002F A period for which an employee was exempted from occupational\n work as a result of being elected or appointed to perform a national or\n social function;\u003C\u002Fp>\n\n \u003Cp>5\u002F A period for which an employee performs basic or periodic\n military service according to the principles set out in the Polish\n Military Service Act of 21 November 1967 (Journal of Laws No. 4\u002F92 item\n 16); \u003C\u002Fp>\n\n \u003Cp>6\u002F A period that a woman spends on parental leave in accordance with\n the Regulation of the Council of Ministers of 28 May 1996 on parental\n leave and benefits (Journal of Laws No. 60\u002F96 item 277); \u003C\u002Fp>\n\n \u003Cp>7\u002F The last period of uninterrupted work in an organisational unit,\n where that unit was taken over; \u003C\u002Fp>\n\n \u003Cp>8\u002F The last period of uninterrupted work in the previous company,\n where the employee was transferred to the Company on the basis of a\n decision of a dominant undertaking;\u003C\u002Fp>\n\n \u003Cp>9\u002F Periods of employment in defence and aviation industry companies\n covered by the Multi-Establishment Collective Labour Agreement for\n Employees of Defence and Aviation Industry Companies.\u003C\u002Fp>\n\n \u003Cp>4. Periods of employment in other companies will include all other\n documented periods of employment in companies, not specified in Sect.\n 3.\u003C\u002Fp>\n\n \u003Cp>5. The award should be paid immediately after the employee becomes\n eligible for it.\u003C\u002Fp>\n\n \u003Cp>6. The employee will be obliged to prove his eligibility for the\n award if there is no appropriate documentation in the personnel files\n held by the employer.\u003C\u002Fp>\n\n \u003Cp>7. If an employee became eligible for an award after changing his\n amount of working hours, the basis for calculating the award will be\n the remuneration to which the employee was entitled in the period for\n which he worked after that change. If an employee became eligible for\n an award while he was employed to work for a different number of hours\n than on the date when the award is paid, the basis for calculating the\n bonus will be the remuneration to which the employee was entitled\n immediately before changing the number of his working hours.\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>8. If an employment relationship was terminated due to the employee\n retiring on a pension or disability benefit in connection with an\n accident in the workplace or occupational sickness or on group 1 or 2\n disability benefit for reasons other than an accident in the workplace\n or occupational sickness, an employee who is less than twelve months\n away from becoming eligible for an award, counting from the date when\n the employment relationship is terminated, will be paid that award on\n the date when the employment relationship is terminated.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>9. An employee who has documented his right to an award on a\n particular date and within 12 months from that date becomes eligible\n for a higher grade award will be paid the lower award within the time\n limit specified in Sect. 5 and the difference between the amounts of\n the higher and lower award on the date when he becomes eligible for the\n higher award. \u003C\u002Fp>\n\n \u003Cp>10. The payment of the long service award provided for in this\n Agreement for 20 years of work only applies to employees who become\n eligible for 20 years of work after the effective date of this\n Agreement.\u003C\u002Fp>\n\n \u003Cp>11. Employees who were paid a long service award before this\n Agreement came into force will not be entitled to any claims stemming\n from the change in the rules for awarding long service awards.\u003C\u002Fp>\n\n \u003Cp>12. The basis for calculating an award will be the remuneration to\n which the employee is entitled on the date when the award is paid or,\n if it is more advantageous for the employee, the remuneration to which\n he was entitled on the date when he became eligible for the award.\u003C\u002Fp>\n\n \u003Cp>12\u003Csup>a\u003C\u002Fsup>. At the request of an employee who becomes eligible\n for a long service award while working abroad, the long service award\n will be paid on the day before he leaves Poland to work abroad or on\n the date when his employment contract is amended to extend his period\n of working abroad. In both cases, the exclusive basis for calculating\n the amount of the long service award will be the remuneration to which\n the employee is entitled on the day before he leaves Poland to work\n abroad, and Sect. 12 will not apply.\u003C\u002Fp>\n\n \u003Cp>13. The basis for calculating the amount of the long service award\n will be:\u003C\u002Fp>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>1\u002F for the period of employment in PZL Świdnik S.A. – 100 per\n cent of individual monthly remuneration, calculated according to the\n principles applicable when determining the monetary equivalent for\n holiday leave;\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Cp>2\u002F for a period of employment in other companies – the lowest\n monthly remuneration provided for in this Agreement\u003C\u002Fp>\n\n \u003Cp>14. The amount of the long service award will be: \u003C\u002Fp>\n\n \u003Cp>1\u002F after 20 years of work – 100 % of the basic salary rate; 2\u002F\n after 25 years of work – 150 % of the basic salary rate; 3\u002F after 30\n years of work – 200 % of the basic salary rate; 4\u002F after 35 years of\n work – 250 % of the basic salary rate; 5\u002F after 40 years of work –\n 300 % of the basic salary rate; 6\u002F after 45 years of work and more, in\n 5-year intervals – 350 % of the basic salary rate.\u003C\u002Fp>\n\n \u003Ch4>Article 54 \u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 55 \u003C\u002Fh4>\n\n \u003Cp>1. An employee who is performing the function of company social\n labour inspector will be entitled to monthly flat remuneration\n calculated in accordance with the applicable provisions of law in that\n respect.\u003C\u002Fp>\n\n \u003Cp>2. An employee who is delegated to perform the function of company\n social labour inspector will be entitled to remuneration equal to 1.6\n times the average wage in the Company for the last quarter.\u003C\u002Fp>\n\n \u003Ch4>Article 56\u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>Article 57\u003C\u002Fp>\n\n \u003Cp>1. Compensation benefit will be payable, according to principles set\n out in generally applicable provisions of law, to employees: \u003C\u002Fp>\n\n \u003Cp>1\u002F with reduced fitness for work, whose remuneration has been\n reduced due to their undergoing occupational rehabilitation or training\n for a particular job; \u003C\u002Fp>\n\n \u003Cp>2\u002F whose remuneration has been reduced due to their undertaking work\n in a different department or at a different employer in connection with\n their being found to be carrying microbes of a contagious illness.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>2. If wages are increased in the period when an employee is\n collecting compensation benefit, the benefit will be supplemented: \u003C\u002Fp>\n\n \u003Cp>1\u002F In an amount compensating for the average pay rise in his\n previous job (department), if he had to undergo rehabilitation due to\n an occupational illness, an accident in the workplace or an accident on\n the way to or from work, irrespective of the number of years he has\n worked; 2\u002F In cases not specified in Item 1: \u003C\u002Fp>\n\n \u003Cp>a\u002F in an amount compensating for 50 per cent of the average pay rise\n in his previous job (department), if the employer has worked for at\n least 15 years at the employer and in companies separated off from\n PZL-Świdnik S.A. or the Employees’ Social Foundation;\u003C\u002Fp>\n\n \u003Cp>b\u002F in an amount compensating for 75 per cent of the average pay rise\n in his previous job (department), if the employer has worked for at\n least 20 years at the employer and in companies separated off from\n PZL-Świdnik S.A. or the Employees’ Social Foundation;\u003C\u002Fp>\n\n \u003Cp>c\u002F in an amount compensating for 100 per cent of the average pay\n rise in his previous job (department), if the employer has worked for\n at least 25 years at the employer and in companies separated off from\n PZL-Świdnik S.A. or the Employees’ Social Foundation;\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 58-59 \u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 60\u003C\u002Fh4>\n\n \u003Cp>1. Employees who are authorised to self-monitor production quality\n are entitled to a self-monitoring bonus. 2. The bonus for employees who\n are authorised to self-monitor production quality will be awarded by\n the President of the management board\u002FGeneral Director at the request\n of the Quality Director.\u003C\u002Fp>\n\n \u003Cp>3. The rules for awarding the bonus and its amount will be\n determined by the President of the management board\u002FGeneral\n Director.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 61 - 65\u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 66\u003C\u002Fh4>\n\n \u003Cp>Employees will be entitled to receive a one-off severance payment if\n their employment relationship is terminated due to their becoming\n eligible for a pension or disability benefit.\u003C\u002Fp>\n\n \u003Cp>2. The principles for awarding and paying the severance payment are\n set out in Appendix 10.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 67\u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Ch4>Article 68\u003C\u002Fh4>\n\n \u003Cp>1. If an employee dies during his employment relationship or while\n he is collecting benefits after its termination on account of being\n unable to work due to sickness, his family will be entitled to receive\n a posthumous severance payment from the employer. 2. The principles for\n paying posthumous severance payments are set out in Appendix 12.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 69 - 71\u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 72\u003C\u002Fh4>\n\n \u003Cp>1. Employees who are delegated to work outside their place of\n permanent residence for a period of more than 10 days and at a distance\n of more than 100 km will be entitled to a separation bonus. \u003C\u002Fp>\n\n \u003Cp>2. For each day of separation, the employee will be entitled to a\n bonus in the amount of a single business trip allowance.\u003C\u002Fp>\n\n \u003Cp>3. A separation bonus will not be paid: \u003C\u002Fp>\n\n \u003Cp>1\u002F for days of unjustified absence from work; \u003C\u002Fp>\n\n \u003Cp>2\u002F for a period of hospital-based treatment; \u003C\u002Fp>\n\n \u003Cp>3\u002F for a period of holiday leave;\u003C\u002Fp>\n\n \u003Cp>4\u002F for a period when an employee is unable to work due to sickness,\n if he was not in the location he was delegated to; 5\u002F to an employee\n who has been referred for training; \u003C\u002Fp>\n\n \u003Cp>6\u002F to an employee who has been referred for work abroad.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Chapter X\u003C\u002Fh2>\n\n \u003Ch3>EMPLOYER’S OBLIGATIONS\u003C\u002Fh3>\n\n \u003Ch4>Article 73\u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 74\u003C\u002Fh4>\n\n \u003Cp>1. When an employment relationship is terminated or expires, the\n employer must promptly issue a work certificate to the employee. In the\n event of the termination or expiry of an employment contract with an\n employee with whom the employer enters into another employment contract\n immediately after the termination or expiry of the previous one, the\n employer will only be obliged to issue a work certificate to the\n employee at his request.\u003C\u002Fp>\n\n \u003Cp>2. At an employee’s request, the employer will issue a reference\n in connection with the termination or expiry of an employment\n relationship. The employee concerned can request that the employer give\n the reference a greater degree of detail, either directly or through a\n trade union.\u003C\u002Fp>\n\n \u003Cp>3. Within seven days of receiving a work certificate, the employee\n can apply to the employer for it to be corrected. If the application is\n refused, the employee will be entitled to submit a request for the work\n certificate to be corrected to a labour court within seven days from\n the date when he receives notification of the refusal to correct the\n work certificate.\u003C\u002Fp>\n\n \u003Cp>4. The employer will be obliged to pay the employee compensation for\n a period of unemployment, not exceeding six weeks’ remuneration, if\n the period of unemployment was caused by a work certificate being\n issued late or an incorrect work certificate being issued.\u003C\u002Fp>\n\n \u003Ch4>Article 75\u003C\u002Fh4>\n\n \u003Cp>The employer must pay employees sickness, family, maternity,\n attendance, care, and birth benefits within the established time limit\n for paying remuneration.\u003C\u002Fp>\n\n \u003Ch4>Article 76\u003C\u002Fh4>\n\n \u003Cp>1. The employer should accept for employment:\u003C\u002Fp>\n\n \u003Cp>1\u002F A member or guardian of the family of an employee who has died\n due to an occupational illness or accident in the workplace or who is\n permanently or completely unable to work. The first person to be\n considered for employment will be the person who accepts the obligation\n of maintaining the employee’s family;\u003C\u002Fp>\n\n \u003Cp>2\u002F A member or guardian of the family of an employee who has died\n during his employment relationship, excluding one-off unpaid leave\n exceeding 31 calendar days. The first person who will be considered for\n employment will be the person who accepts the obligations related to\n maintaining the family, provided that that person has appropriate\n skills for the Company.\u003C\u002Fp>\n\n \u003Cp>2. The entitled persons specified in Sect. 1 should submit their\n offers within three months from the date of the event.\u003C\u002Fp>\n\n \u003Ch4>Article 77\u003C\u002Fh4>\n\n \u003Cp>1. Where employees become eligible for disability benefit or a\n pension, the employer will be obliged to carry out the formalities\n associated with obtaining the benefits due to them. \u003C\u002Fp>\n\n \u003Cp>2. With regard to the employees referred to in Sect. 1, the employer\n must begin carrying out the formalities early enough to ensure that the\n pension or disability benefit is granted to the employee not later than\n the date when the employment relationship is terminated.\u003C\u002Fp>\n\n \u003Cp>This provision will not apply if the employee impedes those\n formalities or prevents them from being carried out or if other\n circumstances have occurred that are independent of the employee and\n the employer. \u003C\u002Fp>\n\n \u003Cp>3. The employer will be obliged to re-employ an employee who began\n applying for disability benefit or early retirement and did not acquire\n the right to receive them and has also terminated his employment\n relationship, at the employee’s request submitted within three months\n from a negative decision being issued by the Social Security Office.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 77\u003Csup>1\u003C\u002Fsup>\u003C\u002Fh4>\n\n \u003Cp>Employer shall support financially employees which improve their\n qualifications at vocational schools, secondary schools and\n universities recognized by Ministry of Education, and employees which\n improve their qualifications on professional trainings approved by\n Employer, provided that such schools, trainings and study are connected\n with the demands of the Company related to operation of the Company, or\n planned development, or shall turn out to be indispensable for an\n employee to perform his\u002Fher duties. The Company shall reimburse 100% of\n registration fee and tuition, provided that the training or academic\n year had been completed successfully, and shall provide proper payable\n block release in accordance with the effective rules of law.\u003C\u002Fp>\n\n \u003Ch4>Chapter XI \u003C\u002Fh4>\n\n \u003Ch4>EMPLOYEE’S OBLIGATIONS \u003C\u002Fh4>\n\n \u003Ch4>Article 78\u003C\u002Fh4>\n\n \u003Cp>The employees understand that they share common interests with the\n employer, which properly fulfils its obligations towards the employees,\n and will endeavour to promote the common goal of preserving jobs.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 79\u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 80 \u003C\u002Fh4>\n\n \u003Cp>1. Employees will be responsible for using the tools, protective and\n work clothes and personal protection measures assigned to them\n correctly and for their intended purpose. If they are damaged, lost or\n misplaced through the exclusive fault of the employee, he will be\n obliged to return their value according to the retail price as at the\n date when the tools, protective or work clothes or personal protection\n equipment were lost or were found to be missing.\u003C\u002Fp>\n\n \u003Cp>2. The existence of culpability and the amount of the damage caused\n will be established by an ad hoc committee appointed by the employer,\n taking into account the retail price, the period of use and the degree\n of wear and tear of the lost items. \u003C\u002Fp>\n\n \u003Cp>3. If an employee does not agree with the committee’s decision, he\n can appeal to the Company (Inter-Company) Conciliation Committee.\u003C\u002Fp>\n\n \u003Ch4>Article 81\u003C\u002Fh4>\n\n \u003Cp>Employees of the Company can conduct individual business activity\n provided that conducting it does not breach basic employee obligations\n and does not affect the quality of the work that they perform for the\n Company. \u003C\u002Fp>\n\n \u003Cp>2. Deleted\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 82\u003C\u002Fh4>\n\n \u003Cp>Employees of the Company cannot conduct activities which are\n competitive in relation to PZL-Świdnik S.A. The prohibition on\n competitive work is set out in Appendix 16.\u003C\u002Fp>\n\n \u003Ch2>Chapter XII \u003C\u002Fh2>\n\n \u003Ch3>SAFETY AND HYGIENE IN THE WORKPLACE AND HEALTH PROTECTION \u003C\u002Fh3>\n\n \u003Ch4>Article 83\u003C\u002Fh4>\n\n \u003Cp>The employer must protect the health and life of employees by\n providing safe and hygienic conditions of work with the appropriate use\n of current science and technology. In particular, the employer is\n obliged to:\u003C\u002Fp>\n\n \u003Cp>1\u002F Organise work in a manner which ensures safe and hygienic work\n conditions; \u003C\u002Fp>\n\n \u003Cp>2\u002F Ensure compliance with health and safety rules and regulations in\n the Company, issue orders to eliminate deficiencies in that respect,\n and monitor the execution of those orders; \u003C\u002Fp>\n\n \u003Cp>3\u002F Ensure that any orders, requests, decisions and instructions\n issued by authorities that supervise work conditions are carried out;\n \u003C\u002Fp>\n\n \u003Cp>4\u002F Ensure that recommendations of the social labour inspector are\n carried out;\u003C\u002Fp>\n\n \u003Cp>5\u002F Continually take action to improve work safety; \u003C\u002Fp>\n\n \u003Cp>6\u002F Continually take action aimed at eliminating conditions that are\n detrimental to health, particularly onerous or dangerous;\u003C\u002Fp>\n\n \u003Cp>7\u002F Provide and apply measures that prevent occupational illnesses\n and other health conditions associated with conditions prevailing in\n the work environment;\u003C\u002Fp>\n\n \u003Cp>8\u002F Maintain building structures and the work spaces inside them, as\n well as land and equipment associated with them, in a condition\n ensuring safe and hygienic work conditions; \u003C\u002Fp>\n\n \u003Cp>9\u002F Only equip workstations with machines and technical equipment\n which meet compliance assessment requirements set out in separate\n provisions of law;\u003C\u002Fp>\n\n \u003Cp>10\u002F Co-operate with other employers to ensure safe work conditions\n when employees from different companies are employed in the same place\n at the same time; \u003C\u002Fp>\n\n \u003Cp>11\u002F Provide fire prevention facilities and procedures to ensure the\n safety of people and the protection of property and familiarise\n employees with fire prevention regulations; \u003C\u002Fp>\n\n \u003Cp>12\u002F Provide appropriate hygiene\u002Fsanitary rooms.\u003C\u002Fp>\n\n \u003Ch4>Article 84\u003C\u002Fh4>\n\n \u003Cp>1. People holding managerial positions in the Company must\n familiarise themselves with work safety and hygiene rules and\n regulations and normative acts on work protection to the extent\n necessary to enable them to perform their obligations.\u003C\u002Fp>\n\n \u003Cp>2. All persons appointed to managerial positions must undergo\n required health and safety training sufficient to enable them to\n perform their new function, before they begin performing it.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 85 \u003C\u002Fh4>\n\n \u003Cp>1. The employer must maintain a register of occupational hazards and\n assess workstations with regard to occupational risk. \u003C\u002Fp>\n\n \u003Cp>2. Once a year, the employer must present to the trade union\n organisations operating in the Company and the social labour inspector\n a list of jobs or workstations where occupational sicknesses, health\n hazards or accidents in the workplace occur, with precise specification\n of causes and countermeasures.\u003C\u002Fp>\n\n \u003Cp>3. The employer must present to the trade union organisations\n operating in the Company and the social labour inspector the results of\n measurements of factors which are detrimental to health occurring at\n workstations. \u003C\u002Fp>\n\n \u003Cp>4. The employer must establish tasks relating to improving health\n and safety conditions in its annual and long-term plans, take them into\n account in its investment, modernisation and refurbishment plans, and\n provide funds for their implementation.\u003C\u002Fp>\n\n \u003Cp>5. The employer must disclose information on the implementation of\n its plan to improve health and safety conditions and present a written\n report to the trade union organisations operating in the Company on its\n implementation immediately after the end of the calendar year.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 86\u003C\u002Fh4>\n\n \u003Cp>1.The employer must provide essential training at workstations in\n the principles of safety and hygiene of work. \u003C\u002Fp>\n\n \u003Cp>2. The employer must provide basic and periodic training in the\n principles of safety and hygiene of work, ending with an examination.\n \u003C\u002Fp>\n\n \u003Cp>3. Training and examinations will take place during working hours at\n the employer’s expense.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 87 \u003C\u002Fh4>\n\n \u003Cp>1. The employer must provide free medical care involving preventive\n measures and periodic, follow-up and specialist examinations associated\n with the work performed by the employee in question. \u003C\u002Fp>\n\n \u003Cp>2. The employer must co-operate with the doctors at the LOT-Medical\n Health Centre with regard to preventive measures and employee health\n care. \u003C\u002Fp>\n\n \u003Cp>3. Each employee must undergo initial, periodic and follow-up\n medical examinations at the employer’s expense. People who are\n re-employed in the same position or under the same terms of employment\n on the basis of a subsequent employment contract concluded immediately\n after the termination or expiry of their previous employment contract\n need not undergo an initial examination. \u003C\u002Fp>\n\n \u003Cp>4. Periodic and follow-up medical examinations should, if possible,\n be carried out during working hours. Employees will retain their right\n to receive remuneration for the time when they are not working, and if\n periodic and follow-up medical examinations are carried out in a\n different town\u002Fcity, the related trip should be deemed to be a business\n trip.\u003C\u002Fp>\n\n \u003Cp>5. Only employees who hold a current medical certificate confirming\n that there is no reason why they should not perform their job will be\n allowed to work.\u003C\u002Fp>\n\n \u003Cp>6. After being unable to work for an uninterrupted period of 30\n days, employees will undergo a follow-up medical examination at the\n employer’s expense.\u003C\u002Fp>\n\n \u003Ch4>Article 88 \u003C\u002Fh4>\n\n \u003Cp>1. An employee cannot undertake work for which he has insufficient\n knowledge of the rules and regulations relating to safety and hygiene\n of work or the required qualifications or skills. \u003C\u002Fp>\n\n \u003Cp>2. Before allowing an employee to work, the employer must inform him\n of the occupational risk involved with performing the work and of the\n principles of protecting employees from hazards.\u003C\u002Fp>\n\n \u003Cp>3. If work conditions do not comply with health and safety\n regulations and create a direct threat to the health or life of an\n employee or if the work which he is performing threatens other people\n with such dangers, the employee will have the right to refrain from\n working, promptly notifying his superior to that effect. \u003C\u002Fp>\n\n \u003Cp>4. If refraining from working fails to eliminate the threat referred\n to in Sect. 3, the employee will have the right to leave the place\n where the threat exists, promptly notifying his superior to that\n effect.\u003C\u002Fp>\n\n \u003Cp>5. The employee will retain his right to receive remuneration for\n time when he refrains from working or leaves the place where a threat\n exists in the circumstances referred to in Sect. 3 and 4. \u003C\u002Fp>\n\n \u003Cp>6. Employees will have the right, after notifying their superior, to\n refrain from performing work that requires special mental and physical\n fitness, if their mental and physical condition does not guarantee that\n they will perform the work safely and creates a threat for other\n people. An employee will not retain his right to receive remuneration\n for time when he refrains from working for that reason.\u003C\u002Fp>\n\n \u003Cp>7. Work specified in separate provisions of law, where there is a\n possibility of a special threat to human health or life occurring, must\n be performed by two people to ensure safety.\u003C\u002Fp>\n\n \u003Ch4>Article 89\u003C\u002Fh4>\n\n \u003Cp>The employer is obliged to apply measures preventing accidents,\n occupational illnesses and other health conditions associated with the\n conditions of the work environment, in particular:\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>1\u002F To keep equipment that restricts or eliminates harmful factors\n from the work environment and equipment used to measure those factors\n in working order at all times; \u003C\u002Fp>\n\n \u003Cp>2\u002F To carry out, at its own expense, tests and measurements of\n factors that are detrimental to health, register and file the results\n of those tests and measurements, and make them available to employees;\n \u003C\u002Fp>\n\n \u003Cp>3\u002F Provide employees employed in conditions which are particularly\n onerous with free meals and drinks if it is necessary for the purposes\n of preventive health care. Detailed rules for providing meals and\n drinks are set out in Appendix 17;\u003C\u002Fp>\n\n \u003Cp>4\u002F Provide employees with personal hygiene materials free of charge.\n Detailed rules for providing personal hygiene materials are set out in\n Appendix 18;\u003C\u002Fp>\n\n \u003Cp>5\u002F Provide, free of charge, work clothes and footwear and individual\n protection measures protecting against the effects of factors occurring\n in the work environment that are dangerous or detrimental to health,\n and ensure they are cleaned and repaired. Detailed rules for providing\n work clothes and footwear and individual protection measures are set\n out in Appendix 18; \u003C\u002Fp>\n\n \u003Cp>6\u002F Establish the degree to which new materials or technological\n processes that are introduced in the production process represent a\n health hazard for employees and take appropriate preventive\n measures;\u003C\u002Fp>\n\n \u003Cp>7\u002F Mark in visible places workstations or places where a health\n hazard exists or where there is a high frequency of accidents.\u003C\u002Fp>\n\n \u003Ch4>Article 90\u003C\u002Fh4>\n\n \u003Cp>1. If an accident occurs in the workplace, the employer must: \u003C\u002Fp>\n\n \u003Cp>1\u002F take the necessary action to eliminate or restrict the threat;\n \u003C\u002Fp>\n\n \u003Cp>2\u002F ensure that first aid is provided to any injured persons; 3\u002F\n appoint an accident investigation team to establish the circumstances\n and causes of the accident; \u003C\u002Fp>\n\n \u003Cp>4\u002F inform any injured persons and their families of their\n entitlements to benefits etc.; \u003C\u002Fp>\n\n \u003Cp>5\u002F apply appropriate measures to prevent similar accidents.\u003C\u002Fp>\n\n \u003Cp>2. Deleted. \u003C\u002Fp>\n\n \u003Cp>3. If an accident in the workplace occurs and the employee is not\n exclusively responsible for causing it, the employer will pay him,\n after he has received the one-off compensation payment provided for in\n general applicable laws, an additional payment amounting to 75 per cent\n of that compensation.\u003C\u002Fp>\n\n \u003Ch4>Article 91\u003C\u002Fh4>\n\n \u003Cp>1. If an employee is diagnosed with an occupational illness, the\n employer must: \u003C\u002Fp>\n\n \u003Cp>1\u002F establish the causes of the occupational illness and the nature\n and scale of the threat represented by that illness; 2\u002F immediately\n eliminate the factors that caused the occupational illness and apply\n other necessary preventive measures; \u003C\u002Fp>\n\n \u003Cp>3\u002F ensure that doctor’s recommendations are implemented.\u003C\u002Fp>\n\n \u003Cp>2. Deleted.\u003C\u002Fp>\n\n \u003Cp>3. If an employee contracts an occupational illness, the employer\n will pay him, after he has received the one-off compensation payment\n provided for in generally applicable laws, an additional payment\n amounting to 90 per cent of that compensation.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 92\u003C\u002Fh4>\n\n \u003Cp>1. The employer is obliged to grant an employee who has had an\n accident or contracted an occupational illness a paid work exemption\n for the duration of health resort treatment or rehabilitation, on the\n basis of a doctor’s opinion. \u003C\u002Fp>\n\n \u003Cp>2. The employer will pay the justified costs of the treatment\n specified in Sect. 1.\u003C\u002Fp>\n\n \u003Ch4>Article 93\u003C\u002Fh4>\n\n \u003Cp>The employer will supply organisational units with first aid kits\n and train the necessary number of employees to use them.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 94 \u003C\u002Fh4>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>1. If an employee submits a medical opinion confirming that he\n requires occupational rehabilitation, the employer must transfer the\n employee to a protected work position established for that purpose. \u003C\u002Fp>\n\n \u003Cp>2. The provisions of Sect. 1 will also apply to pregnant women if\n they submit a doctor’s certificate confirming that they should not\n perform their current work due to the status of their pregnancy.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 95\u003C\u002Fh4>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>1. The employer will create a health and safety service which will\n perform advisory and inspection functions relating to health and\n safety. \u003C\u002Fp>\n\n \u003Cp>2. The detailed scope of the health and safety service’s\n activities and its powers, organisation, numbers and subordination and\n the qualifications required to perform its tasks are set out in the\n relevant regulation of the Council of Ministers.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 96 \u003C\u002Fh4>\n\n \u003Cp>1. The employer will appoint a health and safety committee as its\n advisory and assessment body. 2. The committee will include employees\n of the health and safety service, doctors responsible for providing\n health care for employees, the social labour inspector, and employee\n representatives, selected by the trade union organisations operating in\n the Company.\u003C\u002Fp>\n\n \u003Cp>3. The committee will be chaired by the President of the management\n board\u002FGeneral Director or a different management board member\n authorised by him, and the social labour inspector will be the deputy\n chairman. \u003C\u002Fp>\n\n \u003Cp>4. The task of the committee will be to review work conditions,\n periodically assess health and safety, assess measures taken by the\n employer to prevent accidents in the workplace and occupational\n sickness, formulate conclusions on the improvement of work conditions,\n and co-operate with the employer in the fulfilment of its health and\n safety obligations. \u003C\u002Fp>\n\n \u003Cp>5. Committee operates on the basis of regulations prepared on their\n own, agreed upon with the Employer and Trade Unions.\u003C\u002Fp>\n\n \u003Ch4>Article 97 \u003C\u002Fh4>\n\n \u003Cp>The employer will organise a “Work Conditions Review” at least\n once a year and take appropriate action aimed at eliminating any\n irregularities identified during the review.\u003C\u002Fp>\n\n \u003Ch4>Article 98\u003C\u002Fh4>\n\n \u003Cp>Rooms in the Company’s grounds (including production halls) will\n be subject to a ban on smoking tobacco products.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 99 \u003C\u002Fh4>\n\n \u003Cp>1. On the basis of a medical opinion, the employer must transfer to\n an appropriate different job any employee who has been diagnosed with\n symptoms of an occupational illness or who has become unable to work in\n his current position as a result of an accident in the workplace or\n occupational illness and has not become eligible for disability\n benefit.\u003C\u002Fp>\n\n \u003Cp>2. The employer cannot terminate an employment contract with an\n employee such as referred to in Sect. 1 if the state of his health\n evidenced by a medical opinion enables him to work in an appropriate\n different position. 3. If transferring an employee to a different job\n for the reasons specified in Sect. 1 causes a reduction in his\n remuneration, the employee will retain his existing personal\n classification rate and will be entitled to a compensation bonus\n amounting to the difference between the remuneration he previously\n received and the remuneration he receives in his new job, for a period\n of not more than six months. \u003C\u002Fp>\n\n \u003Cp>4. The provisions of Sect. 2 will not apply where the exclusive\n reason for the accident in the workplace was a breach of health and\n safety regulations by the employee through his own fault or resulting\n from his being drunk, which the employer must prove.\u003C\u002Fp>\n\n \u003Ch4>Article 100\u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 101\u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 102 \u003C\u002Fh4>\n\n \u003Cp>To the extent of its capacity to do so, the employer will provide\n employees, persons collecting pensions and disability benefit and\n persons collecting pre-retirement benefit or a pre-retirement allowance\n with the opportunity to take advantage of rehabilitation treatments,\n according to the principles set out in the Rules of the Social Benefits\n Fund. \u003C\u002Fp>\n\n \u003Ch4>Article 103 \u003C\u002Fh4>\n\n \u003Cp>1. If an employee is transferred to a worse paid position during a\n period of two years before becoming eligible for a pension for health\n reasons, he will retain his right to receive his current remuneration.\n \u003C\u002Fp>\n\n \u003Cp>2. Sect. 1 will not apply if the employee retires early.\u003C\u002Fp>\n\n \u003Ch4>Article 104 \u003C\u002Fh4>\n\n \u003Cp>1. Work performed by young people will be subject to special\n protection. 2. The scope of protection for young people is specified in\n the Labour Code. \u003C\u002Fp>\n\n \u003Ch4>Article 105\u003C\u002Fh4>\n\n \u003Cp>1. Work performed by women will be subject to special protection; 2.\n A list of work that women are prohibited from doing is set out in\n Appendix 20. \u003C\u002Fp>\n\n \u003Ch4>Article 106 \u003C\u002Fh4>\n\n \u003Cp>1. The employer cannot terminate an employment contract, with or\n without notice, with an employee performing the function of social\n labour inspector during the period of his mandate and for two years\n after it expires, unless there are valid reasons for terminating his\n employment contract without notice. In which case the employment\n contract can be terminated after prior consent has been obtained from\n the trade union of which the person is a member, or which he has asked\n to defend him. \u003C\u002Fp>\n\n \u003Cp>2. The employer cannot alter the work and payment conditions of an\n employee performing the function of social labour inspector to his\n disadvantage in the period specified in Sect. 1, unless it becomes\n necessary for the reasons referred to in Article 43 of the Labour\n Code.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Chapter XIII \u003C\u002Fh2>\n\n \u003Ch3>AWARDS AND COMMENDATIONS \u003C\u002Fh3>\n\n \u003Ch3>Article 107\u003C\u002Fh3>\n\n \u003Cp>1. Employees who perform their duties in an exemplary manner,\n showing initiative in their work, increase its efficiency and quality\n and contribute to the completion of the Company’s tasks may receive\n the following awards and commendations:\u003C\u002Fp>\n\n \u003Cp>1\u002F A pecuniary award;\u003C\u002Fp>\n\n \u003Cp>2.\u002F A written commendation;\u003C\u002Fp>\n\n \u003Cp>3\u002F A public commendation;\u003C\u002Fp>\n\n \u003Cp>4\u002F A certificate of recognition;\u003C\u002Fp>\n\n \u003Cp>5\u002F A transfer to a position with a higher classification (to work).\n 2. A copy of the notice informing the employee he has been granted an\n award or commendation will be included in his personal files.\u003C\u002Fp>\n\n \u003Ch4>Article 108 \u003C\u002Fh4>\n\n \u003Cp>For outstanding achievements in occupational and social work on\n behalf of the Company and its employees, for regular and dedicated work\n on achieving its business, production, quality and social objectives,\n on the basis of a justified and positively assessed application\n submitted by the manager of the relevant organisational unit, the\n President of the management board\u002FGeneral Director can, in consultation\n with the trade union organisations operating in the company: \u003C\u002Fp>\n\n \u003Cp>1\u002F award the “Outstanding Employee of Wytwórnia Sprzętu\n Komunikacyjnego PZL-Świdnik” badge and a pecuniary award of 100 per\n cent of the base amount to employees who have worked in PZL-Świdnik\n S.A. for at least 15 years; \u003C\u002Fp>\n\n \u003Cp>2\u002F submit an application to the relevant state authorities for an\n employee to be granted a national award.\u003C\u002Fp>\n\n \u003Ch4>Article 109\u003C\u002Fh4>\n\n \u003Cp>Employees who have worked in PZL-Świdnik S.A. for 25 years or more\n can be granted an honorary diploma and receive awards according to\n principles set out in a separate understanding concluded by the parties\n to this Agreement. \u003C\u002Fp>\n\n \u003Ch4>Article 110 - 111\u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Chapter XIV\u003C\u002Fh2>\n\n \u003Ch3>OTHER EMPLOYMENT CONDITIONS \u003C\u002Fh3>\n\n \u003Ch4>Article 112 \u003C\u002Fh4>\n\n \u003Cp>1. For the purpose of amicably settling disputes over employees’\n claims stemming from their employment relationship, the employer and\n the trade unions will jointly appoint a Conciliation Committee. \u003C\u002Fp>\n\n \u003Cp>2. The following will be established according to the procedure\n provided for in Sect. 1: \u003C\u002Fp>\n\n \u003Cp>1\u002F The rules and procedure for appointing the committee; 2\u002F The\n committee’s term of office; \u003C\u002Fp>\n\n \u003Cp>3\u002F The number of members of the committee. \u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>3. The Conciliation Committee will establish the rules for\n conciliation proceedings, which will be approved by the employer and\n the trade unions. \u003C\u002Fp>\n\n \u003Cp>4. On the initiative of the trade union organisations operating in\n the Company, the Company’s management board and the management boards\n of companies separated off from PZL-Świdnik S.A., an Inter-Company\n Conciliation Committee can be appointed, which will cover all the\n companies which express their wish to accede to it.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Chapter XV \u003C\u002Fh2>\n\n \u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Ch3>SOCIAL BENEFITS\u003C\u002Fh3>\n\n \u003Ch4>Article 113\u003C\u002Fh4>\n\n \u003Cp>1. The parties to this Agreement declare that they intend to\n continually improve the employees’ social conditions. 2. The employer\n is obliged to organise, conduct and finance social activities within\n the company for employees, people drawing pensions and disability\n benefit, and people drawing pre-retirement benefit or a pre-retirement\n allowance. 3. The employer is obliged to satisfy the employees’\n cultural needs to the extent that funds are available for that\n purpose.\u003C\u002Fp>\u003C\u002Fdiv>\n\n \u003Ch4>Article 114 \u003C\u002Fh4>\n\n \u003Cp>1. The employer will create a company social benefits fund from an\n annual basic write-off calculated in relation to the average number of\n employees. \u003C\u002Fp>\n\n \u003Cp>2. The amount of the basic write-off referred to in Sect. 1 per\n employee will amount to at least 37.5 per cent of the average monthly\n salary in the national economy in the previous year or in the second\n half of the previous year, if the average salary in that period was a\n higher amount, subject to Sect. 3. \u003C\u002Fp>\n\n \u003Cp>3. The amount of the basic write-off per employee employed in\n particularly onerous work conditions will amount to 50 per cent of the\n average monthly salary referred to in Sect. 2. \u003C\u002Fp>\n\n \u003Cp>4. The amount of the fund will be increased by additional write-offs\n related to the employment of group 1 and 2 disabled persons and to the\n Company’s care of persons drawing pensions and disability benefit, in\n the amount of 6.25 per cent of the monthly salary referred to in Sect.\n 2.\u003C\u002Fp>\n\n \u003Cp>5. The resources of the social benefits fund can be increased by\n titles specified in the official rules relating to social benefits.\u003C\u002Fp>\n\n \u003Ch4>Article 115\u003C\u002Fh4>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>1. Employees and persons drawing pensions or disability benefit have\n the right to receive social benefits. \u003C\u002Fp>\n\n \u003Cp>2. Social benefits will include, in particular: \u003C\u002Fp>\n\n \u003Cp>1\u002F Financial and material assistance; \u003C\u002Fp>\n\n \u003Cp>2\u002F The opportunity to take advantage of the Company’s\n rehabilitation centre; \u003C\u002Fp>\n\n \u003Cp>3\u002F Funding collectively organised weekend holidays; \u003C\u002Fp>\n\n \u003Cp>4\u002F Funding holidays and summer camps for children and young people;\n \u003C\u002Fp>\n\n \u003Cp>5\u002F Housing loans. \u003C\u002Fp>\n\n \u003Cp>3. The detailed principles for using the social benefits fund are\n set out in the rules of the social benefits fund attached as Appendix\n 21 hereto. \u003C\u002Fp>\n\n \u003Cp>4. Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 116 \u003C\u002Fh4>\n\n \u003Cp>1. The parties to this Agreement will appoint a Social Benefits\n Committee. \u003C\u002Fp>\n\n \u003Cp>2. The Social Benefits Committee will operate on the basis of rules\n that it has drawn up and agreed with the employer and the trade unions.\n \u003C\u002Fp>\n\n \u003Cp>3. The scope of the Social Benefits Committee’s activities and\n competence will include: \u003C\u002Fp>\n\n \u003Cp>1\u002F The scope of activities and authorisations provided for in the\n rules of the Social Benefits Fund;\u003C\u002Fp>\n\n \u003Cp>2\u002F \u003C\u002Fp>\n\n \u003Cp>3\u002F Assessing the implementation of other social tasks of the\n employer. \u003C\u002Fp>\n\n \u003Cp>4. In order to function more efficiently, the Social Benefits\n Committee can select two sub-committees from among its number: \u003C\u002Fp>\n\n \u003Cp>1\u002F a sub-committee for social benefits; \u003C\u002Fp>\n\n \u003Cp>2\u002F a sub-committee for housing assistance.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 117 \u003C\u002Fh4>\n\n \u003Cp>1. The employer will provide facilities for the functioning of the\n Inter-Company Employees’ Grant and Loan Fund, within which a funeral\n fund will also be maintained. \u003C\u002Fp>\n\n \u003Cp>2. The trade union organisations operating in the company will\n supervise the activities of the Inter-Company Employees’ Grant and\n Loan Fund. \u003C\u002Fp>\n\n \u003Cp>3. The employer will provide support, free of charge, associated\n with the activities of the Inter-Company Employees’ Grant and Loan\n Fund. \u003C\u002Fp>\n\n \u003Cp>4. Meetings of members of the management board of the Inter-Company\n Employees’ Grant and Loan Fund can be held during working hours. The\n persons participating in the meetings will retain their right to\n receive remuneration for time spent at them. \u003C\u002Fp>\n\n \u003Cp>5. The employer will provide organisational assistance for the\n purpose of organising elections, once per term of office, to the\n corporate bodies of the Inter-Company Employees’ Grant and Loan\n Fund.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 118 \u003C\u002Fh4>\n\n \u003Cp>1. The employer will provide facilities for the functioning of the\n Inter-Company Co-operative Credit and Savings Fund.\u003C\u002Fp>\n\n \u003Cp>2. The conditions of cooperation between the Inter-Company\n Co-operative Credit and Savings Fund and the employer and the scope of\n the performances that the employer renders to the Fund will be defined\n in an agreement. \u003C\u002Fp>\n\n \u003Cp>3. The employer will deduct contributions and amounts due to the\n Fund from employees from remuneration, free of charge. \u003C\u002Fp>\n\n \u003Cp>4. Meetings of members of the Fund’s corporate bodies can be held\n during working hours. People participating in meetings will not retain\n their right to receive remuneration for the time spent at them (this\n applies to the Company’s employees). \u003C\u002Fp>\n\n \u003Cp>5. The employer will provide organisational assistance for the\n purpose of organising elections to the Fund’s corporate bodies once\n per term or office.\u003C\u002Fp>\n\n \u003Ch4>Article 119\u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch2>Chapter XVI \u003C\u002Fh2>\n\n \u003Ch3>TRADE UNIONS \u003C\u002Fh3>\n\n \u003Ch4>Article 120 \u003C\u002Fh4>\n\n \u003Cp>The employer recognises the trade unions as exclusive\n representatives in negotiations on behalf of the employees.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 121\u003C\u002Fh4>\n\n \u003Cp>The employer will provide, free of charge, the facilities necessary\n for the functioning of the trade unions, in particular: \u003C\u002Fp>\n\n \u003Cp>1\u002F office spaces together with basic equipment;\u003C\u002Fp>\n\n \u003Cp>2\u002F telephone connections and the possibility of using a telex, fax\n machine and printing equipment; \u003C\u002Fp>\n\n \u003Cp>3\u002F It will deduct membership contributions from remuneration and\n transfer them to the trade unions, according to principles and at times\n specified by the individual trade union organisations;\u003C\u002Fp>\n\n \u003Cp>4\u002F transport for trade union leaders in the company’s vehicles;\n \u003C\u002Fp>\n\n \u003Cp>5\u002F access to the company’s radio broadcasting system, according to\n principles agreed with the trade unions; \u003C\u002Fp>\n\n \u003Cp>6\u002F notice boards in individual organisational units; \u003C\u002Fp>\n\n \u003Cp>7\u002F administrative support.\u003C\u002Fp>\n\n \u003Ch4>Article 122 \u003C\u002Fh4>\n\n \u003Cp>1. At the request of the management boards of the trade union\n organisations operating in the Company, the employer will grant a work\n exemption to employees performing elected functions in those management\n boards, in accordance with the Trade Unions Act. \u003C\u002Fp>\n\n \u003Cp>2. The exemption referred to Sect. 1 can also be granted for a\n period exceeding the statutory exemption. \u003C\u002Fp>\n\n \u003Cp>3. Employees who are exempted from work so that they can work in a\n trade union organisation operating in the company will receive\n remuneration consisting of the following components:\u003C\u002Fp>\n\n \u003Cp>1\u002F The chairman of a trade union organisation operating in the\n company: \u003C\u002Fp>\n\n \u003Cp>- the basic salary amounting to 2.2 average salaries within the\n establishment as calculated quarterly (non-negotiable). \u003C\u002Fp>\n\n \u003Cp>- a long service award; \u003C\u002Fp>\n\n \u003Cp>- a severance payment if he leaves his position on disability\n benefit or a pension; \u003C\u002Fp>\n\n \u003Cp>2\u002F The deputy chairman of a trade union organisation operating in\n the company:\u003C\u002Fp>\n\n \u003Cp>- the basic salary amounting to 2.0 average salaries within the\n establishment as calculated quarterly (non-negotiable).\u003C\u002Fp>\n\n \u003Cp>- a long service award;\u003C\u002Fp>\n\n \u003Cp>- a severance payment if he leaves his position on disability\n benefit or a pension.\u003C\u002Fp>\n\n \u003Cp>4. When the exemption period ends, the employer will ensure that the\n employee resumes work in his previous position or, if that is not\n possible, in an equivalent position or in a different position that\n corresponds to his qualifications, for remuneration not lower than that\n which he received prior to the exemption, taking into account any\n changes in the principles of paying remuneration made in the Company\n during the exemption. \u003C\u002Fp>\n\n \u003Cp>5. If the interested person and the employer give their consent, it\n will also be possible for an employee delegated to perform trade union\n work to return to occupational work in a different position. However,\n that position cannot be lower than the position which he held before\n being delegated.\u003C\u002Fp>\n\n \u003Cp>Article 123 \u003C\u002Fp>\n\n \u003Cp>1. The employer guarantees that no disciplinary measures or\n discriminatory action will be taken against any person for his trade\n union activity. \u003C\u002Fp>\n\n \u003Cp>2. Without the consent of the management board of a trade union\n organisation operating in the company, the employer cannot terminate an\n employment relationship, with or without notice, or unilaterally amend\n an employment contract, to the employee’s disadvantage, with\n employees whose employment relationship is subject to special\n protection under the Trade Unions Act, for a period specified in a\n resolution of the management board of the trade union organisation and\n after that period has ended for an additional period corresponding to\n half of the period specified in the resolution, but not longer than one\n year after the end of that period.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 124\u003C\u002Fh4>\n\n \u003Cp>1. The employer guarantees that it will grant an exemption from work\n to employees being trade union members who are undergoing training,\n while continuing to pay them as if for normal working hours. 2. An\n exemption for a period of training will be granted at the request of\n the management board of a trade union organisation operating in the\n company and agreed with the employer.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 125\u003C\u002Fh4>\n\n \u003Cp>The employer is obliged to provide information at the request of the\n trade union organisations operating in the company which is necessary\n for conducting trade union activities, in compliance with the\n applicable provisions of law on official and state secrets.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 126 \u003C\u002Fh4>\n\n \u003Cp>Representatives of multi-establishment trade union structures can\n participate in all negotiations in which trade unions are\n participating. \u003C\u002Fp>\n\n \u003Ch4>Article 127 \u003C\u002Fh4>\n\n \u003Cp>The employer must allow persons indicated by the management boards\n of the trade union organisation operating in the company to enter the\n Company’s grounds, according to the principles which are generally\n applicable in the Company. \u003C\u002Fp>\n\n \u003Ch4>Article 128\u003C\u002Fh4>\n\n \u003Cp>The employer must seek the trade unions’ approval for all\n normative acts and regulations\u003C\u002Fp>\n\n \u003Cp>1\u002F Rules for determining wages and salaries; \u003C\u002Fp>\n\n \u003Cp>2\u002F Rules for distributing the portion of profits designated for the\n employees; \u003C\u002Fp>\n\n \u003Cp>3\u002F Rules for distributing the incentive fund; \u003C\u002Fp>\n\n \u003Cp>4\u002F Rules for granting awards; \u003C\u002Fp>\n\n \u003Cp>5\u002F Rules for electing employees’ representatives in the\n supervisory board\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 129\u003C\u002Fh4>\n\n \u003Cp>1. The employer (the manager of the organisational unit) will\n provide the competent (according to the statute) trade union\n representatives with a list of persons entitled to bonuses under\n Articles 60 and 70 and with information on the distribution of the\n incentive fund, any changes in rates and on awards in a section or\n department. \u003C\u002Fp>\n\n \u003Cp>2. The trade union representatives will acknowledge the information\n referred to in Sect. 1 by signing those documents. Any comments should\n be made in writing and submitted to the relevant division director for\n consideration with the participation of the trade unions. 3. The\n employer will make the information referred to in Sect. 1 available to\n the trade union organisations operating in the Company and notify them\n of promotions to higher managerial positions.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 130\u003C\u002Fh4>\n\n \u003Cp>An employee will be entitled to a paid exemption from his\n occupational work for the time necessary to perform a one-off task\n resulting from a trade union function, if that task cannot be performed\n during time off work\u003C\u002Fp>\n\n \u003Ch4>Article 131\u003C\u002Fh4>\n\n \u003Cp>The employer will make it possible, once per term of office, for\n elections to be held during working hours for company-wide and\n department trade union leaders, without employees losing their right to\n remuneration. \u003C\u002Fp>\n\n \u003Ch4>Article 132\u003C\u002Fh4>\n\n \u003Cp>1. The trade unions will carry out elections for social labour\n inspectors according to rules adopted by them. \u003C\u002Fp>\n\n \u003Cp>2. The employer will ensure appropriate conditions for carrying out\n elections of social labour inspectors during normal working hours\n without employees losing their right to remuneration.\u003C\u002Fp>\n\n \u003Ch2>Chapter XVII\u003C\u002Fh2>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>FINAL PROVISIONS\u003C\u002Fh3>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 133\u003C\u002Fh4>\n\n \u003Cp>As of its effective date, this Agreement will supersede the existing\n collective bargaining agreement that came into being through the\n registration of the Understanding on the Introduction of a System of\n Paying Remuneration to Employees of WSK PZL-Świdnik S.A., the relevant\n provisions of the Labour Code, the provisions of the collective\n bargaining agreement for the machine industry, and other provisions of\n relevant legislative acts.\u003C\u002Fp>\n\n \u003Ch4>Article 134\u003C\u002Fh4>\n\n \u003Cp>1. This Collective Labour Agreement is made for an indefinite term.\n \u003C\u002Fp>\n\n \u003Cp>2. This Collective Labour Agreement is subject to registration in\n the Regional Labour Inspectorate in Lublin. \u003C\u002Fp>\n\n \u003Cp>3. Any amendments to this Collective Labour Agreement must be made\n by way of additional reports according to the procedure provided for\n the conclusion of this Agreement.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>4. This Agreement can be terminated by mutual consent of the parties\n or upon the lapse of the notice period, where one of the parties has\n issued a notice of termination. \u003C\u002Fp>\n\n \u003Cp>5. A notice of termination of this Collective Labour Agreement must\n be issued in writing. The notice period cannot be shorter than six\n months. \u003C\u002Fp>\n\n \u003Cp>6. If this Collective Labour Agreement is terminated, with or\n without notice, the parties will promptly commence negotiating a new\n collective bargaining agreement. The existing cular:Agreement will be\n applicable until the parties conclude a new Agreement.\u003C\u002Fp>\n\n \u003Ch4>Article 135 \u003C\u002Fh4>\n\n \u003Cp>The employer must make the content of this Agreement available to\n the employees.\u003C\u002Fp>\n\n \u003Ch4>Article 136\u003C\u002Fh4>\n\n \u003Cp>The employer will provide the necessary funds to finance the\n activities of the committees and teams appointed under this Agreement.\n \u003C\u002Fp>\n\n \u003Ch4>Article 137 \u003C\u002Fh4>\n\n \u003Cp>At least once a year, the parties to this Agreement will assess the\n content of this Agreement and, if they find that it is necessary to\n update or amend it they will do so according to the procedure provided\n for concluding it.\u003C\u002Fp>\n\n \u003Ch4>Article 138\u003C\u002Fh4>\n\n \u003Cp>Any disputes that arise in connection with the interpretation of the\n provisions of this Agreement will be resolved according to the\n procedure provided in the Act on Resolving Collective Disputes.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 139\u003C\u002Fh4>\n\n \u003Cp>Any matters which are not provided for in this Collective Labour\n Agreement will be subject to the provisions of the Labour Code,\n executive regulations related to the Labour Code, other generally\n applicable provisions of labour law and the Multi-Establishment\n Collective Labour Agreement for Employees of Defence and Aviation\n Industry Companies. \u003C\u002Fp>\n\n \u003Ch4>Article 140\u003C\u002Fh4>\n\n \u003Cp>1. The parties hereto will jointly interpret the provisions of this\n Agreement and of any additional reports. 2. The parties concluding this\n Agreement will appoint a permanent team to interpret its provisions.\n \u003C\u002Fp>\n\n \u003Ch4>Article 141\u003C\u002Fh4>\n\n \u003Cp>The following appendices form an integral part of this Agreement:\u003C\u002Fp>\n\n \u003Cp>Appendix 1 Deleted\u003C\u002Fp>\n\n \u003Cp>Appendix 2 Table coefficient of basic remuneration rates for\n particular categories of classification eith reference to minimum\n remuneration defined in corporate collective labour agreement for\n worker positions and non-manual positions \u003C\u002Fp>\n\n \u003Cp>Appendix 3 Deleted \u003C\u002Fp>\n\n \u003Cp>Appendix 4 Deleted \u003C\u002Fp>\n\n \u003Cp>Appendix 5 Rules for classifying and promoting employees in blue and\n white-collar positions \u003C\u002Fp>\n\n \u003Cp>Appendix 6 Rules for the negotiation system for determining the\n average wage increase in the Company\u003C\u002Fp>\n\n \u003Cp>Appendix 7 Deleted \u003C\u002Fp>\n\n \u003Cp>Appendix 8 List of positions that carry an entitlement to a\n functional bonus and functional bonus levels and multipliers. \u003C\u002Fp>\n\n \u003Cp>Appendix 9 Deleted \u003C\u002Fp>\n\n \u003Cp>Appendix 10 Rules for awarding and paying severance payments when an\n employment relationship is terminated due to an employee becoming\n eligible for a pension or disability benefit. \u003C\u002Fp>\n\n \u003Cp>Appendix 11 Deleted \u003C\u002Fp>\n\n \u003Cp>Appendix 12 Rules for paying death benefit. \u003C\u002Fp>\n\n \u003Cp>Appendix 13-15 Deleted \u003C\u002Fp>\n\n \u003Cp>Appendix 16 Prohibition on competitive work. \u003C\u002Fp>\n\n \u003Cp>Appendix 17 Rules for providing meals, drinks and vitamin C \u003C\u002Fp>\n\n \u003Cp>Appendix 18 Rules for providing personal protection measures, work\n clothes and footwear and personal hygiene materials. \u003C\u002Fp>\n\n \u003Cp>Appendix 19 Deleted \u003C\u002Fp>\n\n \u003Cp>Appendix 20 List of work that women are prohibited from performing.\n \u003C\u002Fp>\n\n \u003Cp>Appendix 21 Rules of the social benefits fund. \u003C\u002Fp>\n\n \u003Cp>Appendix 22 Employment guarantee.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>Article 142\u003C\u002Fh4>\n\n \u003Cp>1. This Collective Labour Agreement will come into force on the date\n when it is registered. \u003C\u002Fp>\n\n \u003Cp>2. Article 34 will apply until 30 September 1998.\u003C\u002Fp>\n\n \u003Cp>3. Articles 12.3.4 and 12.8 will come into force on 1 August 1997.\n \u003C\u002Fp>\n\n \u003Cp>4. Article 35 will come into force after the parties to this\n Agreement have negotiated the amount of wage\u002Fsalary changes in\n accordance with Appendix 6 par. 7. \u003C\u002Fp>\n\n \u003Cp>5. Article 36 will come into force on 1 August 1998. \u003C\u002Fp>\n\n \u003Cp>6. Article 120.3 will come into force on 1 August 1998. \u003C\u002Fp>\n\n \u003Cp>7. Article 33.3 will come into force on 1 October 1998.\u003C\u002Fp>\n\n \u003Cp>The page containing the signatures of the parties to this Agreement\n has been omitted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 1\u003C\u002Fh3>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 2\u003C\u002Fh3>\n\n \u003Cp>\u003Cstrong>TABLE\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>\u003Cstrong>COEFFICIENT OF BASIC REMUNERATION RATES FOR PARTICULAR\n CATEGORIES OF CLASSIFICATION EITH REFERENCE TO MINIMUM REMUNERATION\n DEFINED IN CORPORATE COLLECTIVE LABOUR AGREEMENT FOR WORKER POSITIONS\n AND NON-MANUAL POSITIONS\u003C\u002Fstrong>\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd rowspan=\"2\" width=\"141\">\u003Cp>Classification category\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>Coefficient to payment\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>Minimum\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>I\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>II\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>III\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>IV\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,05\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>V\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,10\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>VI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,10\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>VII\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,15\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>VIII\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,20\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>IX\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,25\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>X\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,35\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>XI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,45\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>XII\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,55\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>XIII\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,65\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>XIV\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,75\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>XV\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>1,85\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>XVI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>2,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>XVII\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>2,10\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>XVIII\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>2,25\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>XIX\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>2,40\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>XX\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>2,60\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>XXI\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>2,80\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"141\">\u003Cp>XXII\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"141\">\u003Cp>3,00\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n \u003C\u002Ftable>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 3\u003C\u002Fh3>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Ch3>Appendix 4\u003C\u002Fh3>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 5\u003C\u002Fh3>\n\n \u003Ch3>RULES FOR CLASSIFYING AND PROMOTING EMPLOYEES IN BLUE AND\n WHITE-COLLAR POSITIONS\u003C\u002Fh3>\n\n \u003Ch3>I. RULES FOR ASSIGNING A PERSONAL CLASSIFICATION CATEGORY\u003C\u002Fh3>\n\n \u003Ch4>§ 1 \u003C\u002Fh4>\n\n \u003Cp>Employees who are newly-employed in the Company will be assigned a\n personal classification category depending on:\u003C\u002Fp>\n\n \u003Cp>- their education;\u003C\u002Fp>\n\n \u003Cp>- their practical training in their occupation, taking into account\n the provisions of the applicable qualifications scale. \u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 2\u003C\u002Fh4>\n\n \u003Cp>1. Graduates of vocational school, secondary school or an\n institution of higher education employed in blue or white-collar\n positions will receive minimum rates in individual classification\n categories:\u003C\u002Fp>\n\n \u003Cp>1\u002F after completing basic vocational school – 2-4; \u003C\u002Fp>\n\n \u003Cp>2\u002F after completing secondary school- 3-6; \u003C\u002Fp>\n\n \u003Cp>3\u002F after completing higher education – 5-7; \u003C\u002Fp>\n\n \u003Cp>2. The personal classification category assigned will depend on:\u003C\u002Fp>\n\n \u003Cp>- the grade on the certificate of graduation from basic vocational\n school, secondary school or vocational college or on the graduation\n diploma for studies at an institution of higher education; \u003C\u002Fp>\n\n \u003Cp>- additional qualifications required to work in a particular\n position;\u003C\u002Fp>\n\n \u003Cp>- the results of tests of fitness for work in a particular position;\n \u003C\u002Fp>\n\n \u003Cp>- the results of interviews with the candidate.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>3. After completing an induction training period and after being\n positively assessed in an interview and having obtained a positive\n assessment from his direct superior, the employee will receive a higher\n classification group by a minimum of one category and a maximum of\n three categories, and an increase in his personal classification rate\n of not less than 5 per cent of the rate resulting from the lowest\n remuneration defined by this Agreement.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 3 \u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>II. RULES FOR ASSIGNING HIGHER CATEGORIES AND RATES TO\n EMPLOYEES\u003C\u002Fh3>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>Employees will be reclassified in accordance with an annual wages\n and salaries understanding concluded between the Company’s management\n board and the trade unions.\u003C\u002Fp>\n\n \u003Ch4>§ 5\u003C\u002Fh4>\n\n \u003Cp>The trade unions will be informed of the distribution of funds for\n reclassification in individual divisions of the Company.\u003C\u002Fp>\n\n \u003Ch4>§ 6\u003C\u002Fh4>\n\n \u003Cp>Direct superiors will reclassify employees on the basis of a work\n assessment, with particular consideration for the productivity, quality\n and discipline of their work. \u003C\u002Fp>\n\n \u003Ch4>§ 7\u003C\u002Fh4>\n\n \u003Cp> Individual reclassifications of employees in connection with\n promotion to higher positions can be carried out independently of\n general reclassifications in the Company.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 8 \u003C\u002Fh4>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 6\u003C\u002Fh3>\n\n \u003Ch3>RULES FOR THE NEGOTIATING SYSTEM FOR DETERMINING THE AVERAGE WAGE\n INCREASE IN THE COMPANY\u003C\u002Fh3>\n\n \u003Ch4>§ 1\u003C\u002Fh4>\n\n \u003Cp> Pursuant to the Act on the Negotiation System for Determining the\n Average Wage Increase in Business Entities and Amending Certain Acts\n (Journal of Laws No. 1\u002F95, item 2), when establishing the average wage\n increase for the next year, the Company must apply the provisions set\n out in the act.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 2 \u003C\u002Fh4>\n\n \u003Cp>A Trilateral Committee appointed under the above act, composed of\n supreme state administrative authorities, trade unions and employer\n organisations will establish, by 31 August of each year, the maximum\n annual index for the average monthly wage increase and provisional\n indices for the average monthly wage increase in subsequent quarters in\n relation to the average monthly wage in the previous year.\u003C\u002Fp>\n\n \u003Ch4>§ 3\u003C\u002Fh4>\n\n \u003Cp> If the Trilateral Committee does not establish the indices referred\n to in 2, the Council of Ministers will establish them by way of a\n regulation by 1 December of each year.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>The average monthly wage increase in the Company in a particular\n year will be established, by way of an understanding, by the parties\n authorised to conclude collective bargaining agreements, i.e. the\n Company’s management board and the trade unions. That understanding\n should take into account the Company’s financial standing and\n capacity and the indices established in § 2 or § 3.\u003C\u002Fp>\n\n \u003Ch4>§ 5\u003C\u002Fh4>\n\n \u003Cp>1. The understanding referred to in § 4 should be concluded by the\n end of February of each year and should contain: \u003C\u002Fp>\n\n \u003Cp>1. A percentage index of the average wage increase in the\n Company;\u003C\u002Fp>\n\n \u003Cp>2. The amount of the base amount and its effective period.\u003C\u002Fp>\n\n \u003Cp> 2. If the understanding referred to in § 4 is not concluded in the\n Company, the average monthly wage increase will be established by 10\n March of each year by the President of the management board\u002FGeneral\n Director by way of an executive order.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 6\u003C\u002Fh4>\n\n \u003Cp> The provisions of § 4 and § 5 do not breach separate provisions\n of law on rules for establishing pay conditions for work and awarding\n other work-related benefits.\u003C\u002Fp>\n\n \u003Ch4>§ 7 \u003C\u002Fh4>\n\n \u003Cp>The schedule and amount of wage increase instalments for employees\n of the Company for a particular year will be established by the\n Company’s management board and the trade unions in the first quarter\n of the year in question, by way of negotiations, taking § 4 and § 5\n into account.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 7\u003C\u002Fh3>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 8\u003C\u002Fh3>\n\n \u003Ch3>LIST OF POSITIONS THAT CARRY AN ENTITLEMENT TO A FUNCTIONAL BONUS\n AND THE LEVELS AND MULTIPLIERS OF THE FUNCTIONAL BONUS\u003C\u002Fh3>\n\n \u003Ch4>§ 1 \u003C\u002Fh4>\n\n \u003Cp>The following functional bonus levels are established:\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd width=\"33\">\u003Cp>No.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"171\">\u003Cp>Position\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>Additional\u003C\u002Fp>\n\n \u003Cp>levels\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"33\">\u003Cp>1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"171\">\u003Cp>Division director (who is not a management\n board member), chief accountant, plant director\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>7 - 10\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"33\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"171\">\u003Cp>Deputy director of plant, plant manager, chief\n specialist, head of a group of departments.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>6 - 8\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"33\">\u003Cp>3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"171\">\u003Cp>Deputy plant manager, department manager,\n office director, programme head, deputy department manager,\n unit manager, chief dispatcher, deputy chief accountant\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>4 - 7\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"33\">\u003Cp>4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"171\">\u003Cp>Branch manager\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>4 - 6\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"33\">\u003Cp>5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"171\">\u003Cp>Office\u002F workshop\u002F section manager, quality\n control department manager\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>3 - 5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"33\">\u003Cp>6\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"171\">\u003Cp>Foreman,\u003C\u002Fp>\n\n \u003Cp>laboratory manager.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>3 - 4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"33\">\u003Cp>7\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"171\">\u003Cp>Sorting office, lending facility or warehouse\n manager, dispatcher\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>2 - 3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"33\">\u003Cp>8\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"171\">\u003Cp>Hostel manager, admin office manager\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"80\">\u003Cp>1 - 2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n \u003C\u002Ftable>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 2\u003C\u002Fh4>\n\n \u003Cp>The following multipliers are established for the functional bonus\n levels in relation to the base amount:\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ctable border=\"1\">\n \u003Ctbody>\n \u003Ctr>\n \u003Ctd rowspan=\"2\" width=\"69\">\u003Cp>bonus\u003C\u002Fp>\n\n \u003Cp>level\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd colspan=\"3\" width=\"170\">\u003Cp>GROUP MULTIPLIER\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"56\">\u003Cp>A\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>B\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"58\">\u003Cp>C\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"69\">\u003Cp>1\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,08\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,10\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"58\">\u003Cp>0,14\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"69\">\u003Cp>2\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,12\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,16\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"58\">\u003Cp>0,20\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"69\">\u003Cp>3\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,18\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,22\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"58\">\u003Cp>0,28\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"69\">\u003Cp>4\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,25\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,28\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"58\">\u003Cp>0,34\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"69\">\u003Cp>5\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,30\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,34\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"58\">\u003Cp>0,40\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"69\">\u003Cp>6\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,35\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,42\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"58\">\u003Cp>0,50\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"69\">\u003Cp>7\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,40\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,48\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"58\">\u003Cp>0,60\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"69\">\u003Cp>8\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,45\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,55\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"58\">\u003Cp>0,70\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"69\">\u003Cp>9\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,55\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,65\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"58\">\u003Cp>0,80\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003Ctr>\n \u003Ctd width=\"69\">\u003Cp>10\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,65\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"56\">\u003Cp>0,75\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003Ctd width=\"58\">\u003Cp>0,90\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n \u003C\u002Ftable>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 9\u003C\u002Fh3>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 10\u003C\u002Fh3>\n\n \u003Ch3>RULES FOR AWARDING AND PAYING SEVERANCE PAYMENTS WHEN AN EMPLOYMENT\n RELATIONSHIP IS TERMINATED DUE TO AN EMPLOYEE BECOMING ELIGIBLE FOR A\n PENSION OR DISABILITY BENEFIT\u003C\u002Fh3>\n\n \u003Ch4>§ 1\u003C\u002Fh4>\n\n \u003Cp>Employees will be entitled to a one-off severance payment if their\n employment relationship is terminated due to them becoming eligible for\n a pension or disability benefit.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 2\u003C\u002Fh4>\n\n \u003Cp>The percentage amount of the severance payment will be established\n separately for years worked in the Company and for a period of work in\n other companies.\u003C\u002Fp>\n\n \u003Ch4>§ 3\u003C\u002Fh4>\n\n \u003Cp>Years worked will include periods of work taking into account the\n provisions of Article 53.3 and Article 53.4.\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>The basis for calculating the amount of the severance payment will\n be:\u003C\u002Fp>\n\n \u003Cp>1. for years worked in the Company – 100 per cent of individual\n monthly remuneration, calculated according to the principles applicable\n for establishing the pecuniary equivalent for holiday leave, before the\n employee became eligible for a severance payment;\u003C\u002Fp>\n\n \u003Cp>2. for a period of work in other companies \u003C\u002Fp>\n\n \u003Cp>– the lowest monthly remuneration provided for in this\n Agreement.\u003C\u002Fp>\n\n \u003Ch4>§ 5\u003C\u002Fh4>\n\n \u003Cp>The amount of the severance payment, taking paragraphs 1-4 into\n account, will be:\u003C\u002Fp>\n\n \u003Cp>1\u002F Up to 20 years of work – 100 per cent of the calculation\n basis;\u003C\u002Fp>\n\n \u003Cp>2\u002F After 20 years of work – 200 per cent of the calculation\n basis;\u003C\u002Fp>\n\n \u003Cp>3\u002F After 30 years of work – 300 per cent of the calculation\n basis;\u003C\u002Fp>\n\n \u003Cp>4\u002F After 40 years of work – 400 per cent of the calculation\n basis.\u003C\u002Fp>\n\n \u003Ch4>§ 6 \u003C\u002Fh4>\n\n \u003Cp>If an employee who collects disability benefit is re-employed, when\n he reaches retirement age in his new position and retires on a pension\n he will be entitled to a severance payment in the amount of the\n difference between the severance payment he received in connection with\n leaving work on disability benefit (recalculated on the date when he\n becomes eligible for a pension) and the pension severance payment\n calculated on the date when he retires.\u003C\u002Fp>\n\n \u003Ch3>Appendix 11\u003C\u002Fh3>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 12\u003C\u002Fh3>\n\n \u003Ch3>RULES FOR PAYING DEATH BENEFIT\u003C\u002Fh3>\n\n \u003Ch4>§ 1 \u003C\u002Fh4>\n\n \u003Cp>If an employee dies during his employment relationship or in a\n period when he is drawing benefits after its termination on account of\n being unfit for work due to illness, his family will be entitled to a\n death benefit payment in the amount of: \u003C\u002Fp>\n\n \u003Cp>1\u002F two months’ remuneration, if the period of employment was\n shorter than 10 years; \u003C\u002Fp>\n\n \u003Cp>2\u002F six months’ remuneration, if the period of employment was 10\n years or more; \u003C\u002Fp>\n\n \u003Cp>3\u002F nine months’ remuneration, if the period of employment was 15\n years or more.\u003C\u002Fp>\n\n \u003Ch4>§ 2 \u003C\u002Fh4>\n\n \u003Cp>The periods of employment referred to in § 1 will include the\n period of employment in PZL-Świdnik S.A., calculated according to the\n arrangements set out in Article 53.3 of this Agreement, and all other\n periods of employment, regardless of breaks in employment and the\n procedure by which the employment relationship was terminated.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 3\u003C\u002Fh4>\n\n \u003Cp>The following members of the employee’s family will be entitled to\n a death benefit payment: \u003C\u002Fp>\n\n \u003Cp>1\u002F the spouse;\u003C\u002Fp>\n\n \u003Cp>2\u002F other family members who fulfil the requirements for obtaining a\n family allowance from the Social Security Fund, under the provisions of\n law on pensions and disability benefit.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp> The death benefit payment will be divided equally among all the\n entitled family members.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 5\u003C\u002Fh4>\n\n \u003Cp> If only one family member is entitled to receive death benefit\n remains after an employee dies, he will be entitled to a payment in the\n amount specified in § 1.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 13-15\u003C\u002Fh3>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 16\u003C\u002Fh3>\n\n \u003Ch3>PROHIBITION ON PERFORMING COMPETITIVE WORK\u003C\u002Fh3>\n\n \u003Ch4>§ 1\u003C\u002Fh4>\n\n \u003Cp>1. Within the scope defined in a separate agreement, an employee\n cannot conduct activities which are competitive with respect to the\n employer or perform work under an employment relationship or on a\n different basis for an entity which conducts such activities\n (non-compete obligation). \u003C\u002Fp>\n\n \u003Cp>2. The provisions of Sect. 1 do not apply to work performed with the\n employee’s consent given, for example, to enable an employee to gain\n work experience.\u003C\u002Fp>\n\n \u003Cp> 3. The non-compete obligation also applies to employees on unpaid\n leave.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 2\u003C\u002Fh4>\n\n \u003Cp> If the employer has incurred damage due to an employee breaching\n the non-compete obligation provided for in the agreement, it will be\n able to demand that the employee compensate it for that damage\n according to the principles set out in the Labour Code.\u003C\u002Fp>\n\n \u003Ch4>§ 3\u003C\u002Fh4>\n\n \u003Cp>1. The employer can conclude non-compete agreements with employees\n employed in the Company. \u003C\u002Fp>\n\n \u003Cp>2. If an employee refuses to conclude the agreement specified in\n Sect. 1, the employer can terminate his employment relationship with\n notice.\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>1. The employer and an employee employed in a position in which he\n has access to particularly important information whose disclosure could\n cause damage to the employer will conclude a non-compete a\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>2. The agreement will also specify the period for which the\n non-compete obligation will apply and the amount of compensation due to\n the employee from the employer. \u003C\u002Fp>\n\n \u003Cp>3. The conclusion of an agreement\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 5 \u003C\u002Fh4>\n\n \u003Cp>1. The non-compete obligation referred to in § 4 will cease to\n apply before the end of the term for which the agreement provided for\n in these provisions was concluded if the reasons justifying such an\n obligation cease to exist or if the employer fails to perform its\n obligation to pay compensation. \u003C\u002Fp>\n\n \u003Cp>2. The compensation referred to in § 4 cannot be lower than 25 per\n cent of the remuneration received by the employee before his employment\n relationship was terminated, and will be paid as long as the\n non-compete obligation is applicable. The compensation can be paid in\n monthly instalments.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 17\u003C\u002Fh3>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>RULES FOR PROVIDING MEALS, DRINKS AND VITAMIN C\u003C\u002Fh3>\n\n \u003Ch4>§ 1\u003C\u002Fh4>\n\n \u003Cp> The employer will provide employees of the Company employed in\n conditions which are particularly onerous or harmful, free of charge,\n with: \u003C\u002Fp>\n\n \u003Cp>- meals, in order to prevent health problems; \u003C\u002Fp>\n\n \u003Cp>- drinks; \u003C\u002Fp>\n\n \u003Cp>- vitamin C.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 2\u003C\u002Fh4>\n\n \u003Cp>1.Preventive meals will be provided to\u003C\u002Fp>\n\n \u003Cp>employees who perform work during a shift:\u003C\u002Fp>\n\n \u003Cp>1\u002F which involves physical exertion resulting in effective energy\n output, in a single shift, of more than 2,000 kcal (8,374 kJ) for men\n or more than 1,100 kcal (4,606 kJ) for women;\u003C\u002Fp>\n\n \u003Cp>2\u002F deleted;\u003C\u002Fp>\n\n \u003Cp>3\u002F which involves physical exertion resulting in effective energy\n output, in a single shift, of more than 1,500 kcal (6,280 kJ) for men\n or more than 1,000 kcal (4,187 kJ) for women, performed in closed\n spaces in which a constant temperature below 10°C is maintained for\n technological reasons or the heat stress indicator (WBGT) exceeds\n 25°C;\u003C\u002Fp>\n\n \u003Cp>4\u002F which involves physical exertion resulting in effective energy\n output, in a single shift, of more than 1,500 kcal (6,280 kJ) for men\n or more than 1,000 kcal (4,187 kJ) for women, performed in the open air\n from 1 November to 31 March;\u003C\u002Fp>\n\n \u003Cp>5\u002F Deleted.\u003C\u002Fp>\n\n \u003Cp>6\u002F Deleted. \u003C\u002Fp>\n\n \u003Cp>7\u002F Deleted. \u003C\u002Fp>\n\n \u003Cp>8\u002F which involves eliminating the effects of natural disasters or\n other events of force majeure.\u003C\u002Fp>\n\n \u003Cp> 9\u002F underground.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>2. Preventive meals will consist of one hot dish with an energy\n value of approximately 1,000 kcal.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 3 \u003C\u002Fh4>\n\n \u003Cp>1. The employer will be obliged to provide: \u003C\u002Fp>\n\n \u003Cp>1\u002F All employees with a sufficient amount of bottled mineral water\n to fully satisfy the body’s requirements from 1 June to 31 August.\n For the remaining nine months of the year, it will provide them with at\n least one bottle per person for each working day. \u003C\u002Fp>\n\n \u003Cp>2\u002F A sufficient quantity of drinks to fully satisfy the bodily needs\n of employees employed: \u003C\u002Fp>\n\n \u003Cp>a\u002F in hot microclimatic conditions with a heat stress indicator\n (WBGT) exceeding 25°C; \u003C\u002Fp>\n\n \u003Cp>b\u002F in cold microclimatic conditions with a wind chill index\n exceeding 1,000; \u003C\u002Fp>\n\n \u003Cp>c\u002F to perform work involving physical exertion resulting in\n effective energy output, in a single shift, of more than 1,500 kcal\n (6,280 kJ) for men or more than 1,000 kcal (4,187 kJ) for women; \u003C\u002Fp>\n\n \u003Cp>d\u002F to perform work in the open air where the ambient temperature is\n lower than 10°C or higher than 25°C;\u003C\u002Fp>\n\n \u003Cp>e\u002F at workstations at which the temperature due to atmospheric\n conditions exceeds 28°C.\u003C\u002Fp>\n\n \u003Cp>2. Drinks provided by the employer in accordance with Sect. 1.2\u002F\n should be hot or cold depending on the work conditions and, in the\n cases specified in Sect. 1.2\u002Fa\u002F, they should be additionally enriched\n with mineral salts and vitamins. \u003C\u002Fp>\n\n \u003Cp>3. The employer should provide employees exposed to the effects of\n dust containing lead and lead compounds with a daily dose of 300 mg of\n vitamin C in the Company’s grounds.\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp> Where it is not possible to determine the heat stress indicator\n (WBGT), one of the below conditions of work in closed spaces in which\n the following conditions are maintained for reasons related to\n technology, should be deemed to be heat stress exceeding 25°C:\u003C\u002Fp>\n\n \u003Cp>1\u002F Temperature exceeding 30°C, where relative air humidity exceeds\n 65 per cent \u003C\u002Fp>\n\n \u003Cp>2\u002F Temperature exceeding 35°C, where relative air humidity exceeds\n 50 per cent; \u003C\u002Fp>\n\n \u003Cp>3\u002F Temperature exceeding 40°C, irrespective of air humidity.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 5 \u003C\u002Fh4>\n\n \u003Cp>On the basis of an analysis of the work environment based on these\n principles, the employer, in consultation with the trade unions, will\n draw up a list of positions which carry an entitlement to meals, drinks\n and vitamin C.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 6\u003C\u002Fh4>\n\n \u003Cp>1. Meals, drinks and vitamin C will be issued to employees on days\n when they are performing work which justifies their being issued. \u003C\u002Fp>\n\n \u003Cp>2. Drinks should be available for employees throughout their working\n shift.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 7\u003C\u002Fh4>\n\n \u003Cp> Employees will not be entitled to a pecuniary equivalent for meals,\n drinks and vitamin C. \u003C\u002Fp>\n\n \u003Ch4>§ 8\u003C\u002Fh4>\n\n \u003Cp> The employer will determine the detailed rules for issuing meals,\n drinks and vitamin C in consultation with the trade unions.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 18\u003C\u002Fh3>\n\n \u003Ch3>RULES FOR PROVIDING INDIVIDUAL PROTECTION MEASURES, WORK CLOTHES\n AND FOOTWEAR AND PERSONAL HYGIENE MATERIALS\u003C\u002Fh3>\n\n \u003Ch3>Chapter 1\u003C\u002Fh3>\n\n \u003Ch3>RULES FOR PROVIDING INDIVIDUAL PROTECTION MEASURES AND WORK CLOTHES\n AND FOOTWEAR\u003C\u002Fh3>\n\n \u003Ch4>§ 1\u003C\u002Fh4>\n\n \u003Cp>1. The employer must provide employees, free of charge, with\n individual protection measures and work clothes and footwear, which\n will be the employer’s property.\u003C\u002Fp>\n\n \u003Cp>2. Individual protection measures should protect the employee\n against the effects of dangerous and harmful factors occurring in the\n work environment and meet compliance assessment requirements set out in\n separate provisions of law. \u003C\u002Fp>\n\n \u003Cp>3. Work clothes and footwear will be provided to employees:\u003C\u002Fp>\n\n \u003Cp>1\u002F Where there is a possibility that that their own clothes will be\n destroyed or significantly soiled while they are performing their\n duties; \u003C\u002Fp>\n\n \u003Cp>2\u002F In order to meet technological, sanitary or occupational health\n and safety requirements;\u003C\u002Fp>\n\n \u003Cp>4. The employer will ensure that the clothes which it provides are\n cleaned and repaired and will pay the related costs.\u003C\u002Fp>\n\n \u003Ch4>§ 2 \u003C\u002Fh4>\n\n \u003Cp>In consultation with the trade unions and the company social labour\n inspector, the employer will prepare a table detailing the allocation\n of work clothes and footwear, which will be updated at least once a\n year.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 3\u003C\u002Fh4>\n\n \u003Cp>1. Deleted. \u003C\u002Fp>\n\n \u003Cp>2. Clothes provided to an employee should only be used when he is\n performing his duties. \u003C\u002Fp>\n\n \u003Cp>3. Work and protective clothes and work shoes can only be used\n outside the workplace on the way to work and when returning when work\n is being performed outside the Company’s grounds.\u003C\u002Fp>\n\n \u003Cp> 4. The employee will be responsible for using clothes correctly and\n according to their intended purpose, keeping them clean and in good\n technical condition, and for correctly using personal protection\n equipment.\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>1. Employees will be provided with protective clothes, personal\n protection measures and work footwear for performing work with a short\n duration and inspection procedures, according to the tasks they are\n required to perform. \u003C\u002Fp>\n\n \u003Cp>2. Personal protection measures, work clothes and footwear will also\n be provided to employees delegated by their superior to perform\n periodic work on site of the Company, in case they had not been\n entitled to receive such clothes before.\u003C\u002Fp>\n\n \u003Ch4>§ 5\u003C\u002Fh4>\n\n \u003Cp>If an employee is transferred to a workstation which does not carry\n an entitlement to work or protective clothes or personal protection\n measures or which carries an entitlement to a different type, he must\n return the clothes he used previously or the equivalent monetary value\n of any wear and tear that occurred during the period for which he used\n them. The above rules also apply to protective clothes, personal\n protection measures and work shoes provided according to the principles\n set out in § 4.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 6\u003C\u002Fh4>\n\n \u003Cp>1. Employees of the Industrial Security Service are entitled to use\n special uniforms. An employee becomes eligible for a uniform upon\n concluding an employment contract for an indefinite term.\u003C\u002Fp>\n\n \u003Cp> 2. If an employment relationship is terminated before the end of a\n uniform’s usability period, the employee must return the uniform or\n its equivalent monetary value less the amount of wear and tear that\n occurred during the period for which he used it.\u003C\u002Fp>\n\n \u003Ch4>§ 7\u003C\u002Fh4>\n\n \u003Cp> Students and pupils undergoing practical instruction and\n occupational work experience in the Company will be provided with work\n clothes and footwear for the period of their work experience according\n to the standards and rules provided for the workstations at which they\n are undergoing such training or work experience. Clean used clothes\n will be issued first for such work.\u003C\u002Fp>\n\n \u003Ch4>§ 8 \u003C\u002Fh4>\n\n \u003Cp>1. If an employee’s employment relationship is terminated, he must\n return any clothes and personal protection measures, except for\n underwear, or take over its ownership in return for repaying an amount\n equal to its undepreciated value.\u003C\u002Fp>\n\n \u003Cp> 2. Clothes and uniforms need not be returned where:\u003C\u002Fp>\n\n \u003Cp>1\u002F An employee retires or leaves work on disability benefit; \u003C\u002Fp>\n\n \u003Cp>2\u002F An employee dies; \u003C\u002Fp>\n\n \u003Cp>3\u002F Those objects were used before the employment relationship was\n terminated for a period exceeding 75 per cent of the usability period\n specified in the table of standards.\u003C\u002Fp>\n\n \u003Cp>3. Work footwear and underwear need not be returned.\u003C\u002Fp>\n\n \u003Ch4>§ 9 \u003C\u002Fh4>\n\n \u003Cp>1. Protective and work clothes which were issued individually and\n have exceeded their usability period need not be returned. \u003C\u002Fp>\n\n \u003Cp>2. Leather clothing need not be returned after a period of use if\n the employee agrees to the usability period being extended by 20 per\n cent or pays the equivalent of 20 per cent of the price of the clothes\n when new. \u003C\u002Fp>\n\n \u003Cp>3. Protective equipment which has exceeded its usability period will\n be returned for destruction.\u003C\u002Fp>\n\n \u003Ch4>§ 10\u003C\u002Fh4>\n\n \u003Cp>Detailed rules for managing personal protection measures, protective\n clothes and work footwear are set out in a manual prepared by the\n employer and agreed with the trade unions.\u003C\u002Fp>\n\n \u003Ch2>Chapter II \u003C\u002Fh2>\n\n \u003Ch3>RULES FOR PROVIDING PERSONAL HYGIENE MATERIALS\u003C\u002Fh3>\n\n \u003Ch4>§ 11\u003C\u002Fh4>\n\n \u003Cp> 1. In order to maintain employees’ personal hygiene, the employer\n will provide them, free of charge, with toilet soap, hand cleaner,\n towels and protective cream. \u003C\u002Fp>\n\n \u003Cp>2. Hand cleaner and protective cream should be provided to employees\n individually according to the standards set out in § 13 or provided in\n dispensers in departments\u002Fcells, ensuring that the needs of the\n employees in the department\u002Fcell are met in terms of quantity, quality\n and protection.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 12\u003C\u002Fh4>\n\n \u003Cp>The following groups of workstations are established with regard to\n the possibility of employees getting dirty:\u003C\u002Fp>\n\n \u003Cp>1\u002F Group I – includes positions which require: \u003C\u002Fp>\n\n \u003Cp>a\u002F washing dirt which is stuck fast to the skin of the hands, face\n and legs; b\u002F frequent washing of hands due to constant contact with\n poisonous substances;\u003C\u002Fp>\n\n \u003Cp>2\u002F Group II – includes positions which require:\u003C\u002Fp>\n\n \u003Cp>a\u002F washing of the upper body due to a high degree of dirtiness;\u003C\u002Fp>\n\n \u003Cp>b cleaning dirt consisting of washable substances from the entire\n body;\u003C\u002Fp>\n\n \u003Cp>3\u002F Group III – includes positions which require: \u003C\u002Fp>\n\n \u003Cp>a\u002F careful washing of hands several times during working hours due\n to production requirements: \u003C\u002Fp>\n\n \u003Cp>b\u002F careful washing of hands several times during working hours due\n to sanitary requirements.\u003C\u002Fp>\n\n \u003Cp>4\u002F Group IV – includes positions which require washing washable\n dirt from the hands and face.\u003C\u002Fp>\n\n \u003Cp>5\u002F Group V – includes positions which require washing moderately\n dirty hands.\u003C\u002Fp>\n\n \u003Ch4>§ 13\u003C\u002Fh4>\n\n \u003Cp> \u003C\u002Fp>\n\n \u003Cp>The following quarterly norms for allocating personal hygiene\n materials are established: \u003C\u002Fp>\n\n \u003Cp>1\u002F Group I – 300 grams of toilet soap and 1,600 grams of hand\n cleaner; \u003C\u002Fp>\n\n \u003Cp>2\u002F Group II – 300 grams of toilet soap and 800 grams of hand\n cleaner;\u003C\u002Fp>\n\n \u003Cp>3\u002F Group III – 200 grams of toilet soap and 1,200 grams of hand\n cleaner; 4\u002F Group IV – 200 grams of toilet soap and 400 grams of hand\n cleaner; \u003C\u002Fp>\n\n \u003Cp>5\u002F Group V – 200 grams of toilet soap.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 14\u003C\u002Fh4>\n\n \u003Cp> In positions where it is necessary to protect the hands using\n protective creams, employees will be provided with creams at the\n request of the department manager approved by the health and safety\n service and the LOT-Medical Health Centre.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 15 \u003C\u002Fh4>\n\n \u003Cp>1. Employees in Groups I-IV referred to in § 12 will be entitled to\n two towels per year;\u003C\u002Fp>\n\n \u003Cp> 2. Employees in Group V referred to in § 12 will be entitled to\n one towel per year.\u003C\u002Fp>\n\n \u003Ch3>Appendix 19\u003C\u002Fh3>\n\n \u003Cp>Deleted.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 20\u003C\u002Fh3>\n\n \u003Ch3>LIST OF WORK THAT WOMEN ARE PROHIBITED FROM PERFORMING Part A –\n Women are prohibited from doing the following work:\u003C\u002Fh3>\n\n \u003Ch4>I. Work involving physical exertion, heavy lifting and adopting an\n awkward body position.\u003C\u002Fh4>\n\n \u003Cp>1. Physical work where the workload exceeds a net energy output of\n 5,000 kJ (1,200 kcal) per working shift or 20 kJ\u002Fminute for incidental\n work. 2. Manually lifting weights exceeding: \u003C\u002Fp>\n\n \u003Cp>1\u002F 12 kg for permanent work; \u003C\u002Fp>\n\n \u003Cp>2\u002F 20 kg for incidental work (up to four times per hour during a\n work shift).\u003C\u002Fp>\n\n \u003Cp>3. Manually operating equipment such as cranes, cranks, steering\n wheels etc., if it requires exertion exceeding: \u003C\u002Fp>\n\n \u003Cp>1\u002F 50 N (~5 kG) for permanent work; \u003C\u002Fp>\n\n \u003Cp>2\u002F 100 N (~10 kG) for incidental work (up to four times per hour\n during a work shift).\u003C\u002Fp>\n\n \u003Cp>4. Foot-powered operation of equipment (pedals, buttons etc.), if it\n requires exertion exceeding: \u003C\u002Fp>\n\n \u003Cp>1\u002F 120 N (~12 kG) for permanent work; \u003C\u002Fp>\n\n \u003Cp>2\u002F 200 N (~20 kG) for incidental work (up to four times per hour\n during a work shift).\u003C\u002Fp>\n\n \u003Cp>5. Manual uphill shifting – up ramps, stairs etc., where the\n maximum gradient exceeds 30 and the height exceeds 5 metres – of\n weights with weight exceeding: \u003C\u002Fp>\n\n \u003Cp>1\u002F 8 kg for permanent work;\u003C\u002Fp>\n\n \u003Cp>2\u002F 15 kg for incidental work (up to four times per hour during a\n work shift).\u003C\u002Fp>\n\n \u003Cp>6. Transporting weights whose weight exceeds:\u003C\u002Fp>\n\n \u003Cp>1\u002F 50 kg, using a one-wheel wheelbarrow, up a gradient of up to 2;\n \u003C\u002Fp>\n\n \u003Cp>2\u002F 80 kg, using 2, 3, and 4-wheel trolleys, up a gradient of up to\n 2; \u003C\u002Fp>\n\n \u003Cp>3\u002F 300 kg, using a trolley mounted on rails, up a gradient of up to\n 1.\u003C\u002Fp>\n\n \u003Cp>Where weights are transported over an uneven surface in the manner\n specified in items 1 and 2, the weight of the loads cannot exceed 60\n per cent of the quantity specified in those items.\u003C\u002Fp>\n\n \u003Ch4>II. Work involving exposure to vibrations\u003C\u002Fh4>\n\n \u003Cp>1. Work in an environment involving exposure to vibrations\n transferred through the upper limbs – the permissible values of\n accelerations are specified in the Regulation of the Council of\n Ministers of 10 September 1996 on a list of work which women are\n prohibited from doing (Journal of Laws No. 114 of 1996, item 545). \u003C\u002Fp>\n\n \u003Cp>2. Work in an environment involving exposure to general vibrations\n – the permissible values of accelerations are specified in the\n Regulation of the Council of Ministers of 10 September 1996 on a list\n of work which women are prohibited from doing (Journal of Laws No. 114\n of 1996, item 545).\u003C\u002Fp>\n\n \u003Cp>3.\u003C\u002Fp>\n\n \u003Cp>Part B – Pregnant and breast-feeding women are prohibited from\n performing the following work:\u003C\u002Fp>\n\n \u003Cp> I. Work involving physical exertion and transporting heavy weights\n and work in an awkward body position.\u003C\u002Fp>\n\n \u003Cp>1. All work where the maximum values of the physical workload,\n measured in terms of the net energy output on performing the work,\n exceeds 2,900 kJ (700 kcal) per work shift. \u003C\u002Fp>\n\n \u003Cp>2. All the work specified in Part A Chapter I Items 2-6, if one\n quarter of the values specified in them is exceeded. \u003C\u002Fp>\n\n \u003Cp>4. Work in an awkward body position. \u003C\u002Fp>\n\n \u003Cp>5. Work in a standing position for a total of more than three hours\n during a shift.\u003C\u002Fp>\n\n \u003Cp>II. Work in a cold, hot or variable microclimate.\u003C\u002Fp>\n\n \u003Cp>1. Work under conditions in which the PMV index (the predicted mean\n value), determined in accordance with the Polish Standard, is greater\n than 1.5 or less than -1.5. \u003C\u002Fp>\n\n \u003Cp>2. Work in an environment in which there are sudden changes in air\n temperature with a range exceeding 15C.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>III. Work involving exposure to the effects of electromagnetic\n fields and ionising and ultraviolet radiation.\u003C\u002Fp>\n\n \u003Cp>1. Work within range of electromagnetic fields with an intensity\n exceeding the value for a safe zone. \u003C\u002Fp>\n\n \u003Cp>2. Work in an environment in which one quarter of the value of the\n maximum permissible intensities of ultra-violet radiation is exceeded,\n as specified in the regulations on maximum permissible intensities and\n concentrations of factors which are detrimental to the health in work\n environments. \u003C\u002Fp>\n\n \u003Cp>3. Work involving exposure to the effects of ionising radiation.\u003C\u002Fp>\n\n \u003Cp>IV. Work under increased or reduced pressure.\u003C\u002Fp>\n\n \u003Cp>All work under increased or reduced pressure.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>V. Work in contact with harmful biological factors.\u003C\u002Fp>\n\n \u003Cp>Work involving a risk of infection with the hepatitis B virus, the\n varicella and zoster viruses, the rubella virus, the HIV virus, the\n cytomegaly virus, listeria monocytogenes and toxoplasmosis.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>VI. Work involving exposure to the effects of harmful chemical\n substances.\u003C\u002Fp>\n\n \u003Cp>1. Work involving exposure to the effects of factors which are\n carcinogenic or likely to be carcinogenic, specified in separate\n provisions of law. \u003C\u002Fp>\n\n \u003Cp>2. Work involving exposure to the chemical substances specified\n below, irrespective of their concentration in the work environment:\u003C\u002Fp>\n\n \u003Cp>- chloroprene, -\u003C\u002Fp>\n\n \u003Cp>2-ethoxyethanol, \u003C\u002Fp>\n\n \u003Cp>- ethylene dibromide, \u003C\u002Fp>\n\n \u003Cp>- chemotherapeutic medicines,\u003C\u002Fp>\n\n \u003Cp>- manganese, - 2-methoxyethanol, \u003C\u002Fp>\n\n \u003Cp>- lead and its organic and inorganic compounds,\u003C\u002Fp>\n\n \u003Cp>- mercury and its organic and inorganic compounds, \u003C\u002Fp>\n\n \u003Cp>- styrene,\u003C\u002Fp>\n\n \u003Cp>- synthetic oestrogen and progesteron, \u003C\u002Fp>\n\n \u003Cp>- carbon disulphide, \u003C\u002Fp>\n\n \u003Cp>- pesticides.\u003C\u002Fp>\n\n \u003Cp>3. Work involving exposure to the effects of organic solvents if\n their concentration in the work environment exceeds one third of the\n maximum permissible concentrations.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>VII. Work involving a risk of serious physical or mental injury\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>1. Work with a forced rhythm (e.g. on a conveyor belt); \u003C\u002Fp>\n\n \u003Cp>2. Work inside tanks and channels;\u003C\u002Fp>\n\n \u003Cp> 3. Work which involves a risk of serious physical or mental injury,\n e.g. extinguishing fires, participating in chemical rescue operations,\n removing the effects of malfunctions, and work with explosive\n materials.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>Part C – Pregnant women are prohibited from performing the\n following work:\u003C\u002Fp>\n\n \u003Cp>I. Work involving exposure to noise and vibrations.\u003C\u002Fp>\n\n \u003Cp>1. Work in an environment in which the level of exposure to the\n effects of noise in relation to an eight-hour working day, measured in\n accordance with Polish Standards, exceeds 65 dB. \u003C\u002Fp>\n\n \u003Cp>2. Work in an environment which involves exposure to the acoustic\n pressure of infrasonic and ultrasonic noise. The permissible level of\n acoustic pressure is specified in the regulation of the Council of\n Ministers of 10 September 1996 on a list of work that women are\n prohibited from doing (Journal of Laws No. 114 of 1996, item 545).\u003C\u002Fp>\n\n \u003Cp>3. Work in an environment which involves exposure to vibrations\n transferred through the upper limbs. The permissible values of\n accelerations are specified in the regulation of the Council of\n Ministers of 10 September 1996 on a list of work which women are\n prohibited from doing (Journal of Laws No. 114 of 1996, item 545). \u003C\u002Fp>\n\n \u003Cp>4. Any work in conditions involving exposure to vibrations which\n have a general effect on the human body.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>II. Work operating monitors.\u003C\u002Fh4>\n\n \u003Cp>Work involving operating monitors for more than four hours per\n 24-hour period.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>III. Work below ground level and at height. \u003C\u002Fh4>\n\n \u003Cp>1. Work at height outside permanent galleries, platforms and other\n permanent raised areas which are fully secured against falls (i.e.\n where there is no need to use individual protection measures against\n falls) and ascending and descending ladders and step irons. \u003C\u002Fp>\n\n \u003Cp>2. Work in trenches and open tanks.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 21\u003C\u002Fh3>\n\n \u003Ch2>RULES OF THE SOCIAL BENEFITS FUND \u003C\u002Fh2>\n\n \u003Ch2>Chapter I \u003C\u002Fh2>\n\n \u003Ch2>CREATING THE FUND\u003C\u002Fh2>\n\n \u003Ch4>§ 1 \u003C\u002Fh4>\n\n \u003Cp>The Company social benefits fund (the “Fund”) is created and\n utilised on the basis of the Act on Company Social Benefits Funds of 4\n March 1994 (Journal of Laws No. 43\u002F94 item 163, as amended) and the\n provisions of law associated with it.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 2 \u003C\u002Fh4>\n\n \u003Cp>1. The Fund is created from a basic annual write-off calculated in\n relation to the average number of employees, including an increased\n write-off for employees employed in particularly onerous work\n conditions. 2. The amount of the Fund is increased by additional\n write-offs on account of the employment of Group 1 and 2 disabled\n persons and on account of the Company’s care of persons drawing\n pensions and disability benefit.\u003C\u002Fp>\n\n \u003Cp>§ 3 The Fund’s resources are increased by: \u003C\u002Fp>\n\n \u003Cp>1\u002F Revenues from fees collected from individuals and organisational\n units which take advantage of social activities; \u003C\u002Fp>\n\n \u003Cp>2\u002F Donations and bequests from individuals and business entities;\n \u003C\u002Fp>\n\n \u003Cp>3\u002F Interest on resources of the Fund kept in a bank account; \u003C\u002Fp>\n\n \u003Cp>4\u002F Revenues from interest on granted housing loans; \u003C\u002Fp>\n\n \u003Cp>5\u002F Any income from selling, leasing and liquidating fixed assets\n used for the Company’s social activities which is not designated for\n maintaining or refurbishing the Company’s social facilities;\u003C\u002Fp>\n\n \u003Cp>6\u002F Income from the sale and liquidation of Company houses and\n flats;\u003C\u002Fp>\n\n \u003Cp> 7\u002F Other funds specified in separate provisions of law.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>1. The Fund’s resources will be kept in a separate bank account.\n \u003C\u002Fp>\n\n \u003Cp>2. Any resources of the Fund which are not utilised in a particular\n calendar year will be carried forward to the next year.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Chapter II\u003C\u002Fh3>\n\n \u003Ch3>DISTRIBUTING THE FUND\u003C\u002Fh3>\n\n \u003Cp>1. Deleted. \u003C\u002Fp>\n\n \u003Cp>2. Proposals for distributing the Fund will be prepared by the\n division responsible for employee affairs. The employer will present\n those proposals to the trade unions not later than 14 days before the\n expiry of the time limits specified in Sect. 3 and 4. \u003C\u002Fp>\n\n \u003Cp>3. By 31 January, the employer and the trade unions will adopt a\n temporary plan for the distribution of the Fund’s resources for the\n current year. \u003C\u002Fp>\n\n \u003Cp>4. By 31 March, the annual plan for distributing the Fund’s\n resources will be adopted at a meeting of representatives of the\n employer and the trade unions. \u003C\u002Fp>\n\n \u003Cp>5. If the trade unions do not present a common position on the\n matters and time limits specified in Sect. 3 and 4, the employer will\n adopt the plan or plans for the distribution of the Fund’s resources\n unilaterally, taking into account those proposals with regard to which\n the trade unions presented a common position on time.\u003C\u002Fp>\n\n \u003Ch4>§ 6\u003C\u002Fh4>\n\n \u003Cp>The amounts of individual payments provided for in the approved\n spending plan for a particular year will be released at the request of\n the appropriate organisational unit of the employer, agreed with the\n Social Benefits Committee and approved by the employer.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Chapter III \u003C\u002Fh3>\n\n \u003Ch3>PERSONS ENTITLED TO USE THE FUND\u003C\u002Fh3>\n\n \u003Ch4>§ 7\u003C\u002Fh4>\n\n \u003Cp> 1. The following persons will be entitled to assistance from the\n Social Benefits Fund:\u003C\u002Fp>\n\n \u003Cp>1\u002F Employees employed on a full-time or part-time basis under an\n employment contract; \u003C\u002Fp>\n\n \u003Cp>2\u002F Employees on parental leave; \u003C\u002Fp>\n\n \u003Cp>3\u002F Young employees;\u003C\u002Fp>\n\n \u003Cp>4\u002F People drawing company pensions and disability benefits and\n former employees of the Company who left the Company on a\n pre-retirement benefit or allowance; \u003C\u002Fp>\n\n \u003Cp>5\u002F Spouses of employees who died during their employment who receive\n a family allowance; \u003C\u002Fp>\n\n \u003Cp>6\u002F Spouses of deceased former employees who drew company pensions or\n disability benefit.\u003C\u002Fp>\n\n \u003Cp>2. With regard to social activities, assistance will also be\n provided to dependent family members of employees or persons who are\n drawing a company pension or disability benefit, including children who\n go to school or study. \u003C\u002Fp>\n\n \u003Cp>3. In exceptional cases, financial assistance from the Social\n Benefits Fund can also be granted to:\u003C\u002Fp>\n\n \u003Cp>1\u002F orphans of former employees of the Company;\u003C\u002Fp>\n\n \u003Cp>2\u002F orphans covered by Company welfare; \u003C\u002Fp>\n\n \u003Cp>3\u002F children staying in children’s homes;\u003C\u002Fp>\n\n \u003Cp>4\u002F children taken into foster care by employees or persons who draw\n a pension or disability benefit; \u003C\u002Fp>\n\n \u003Cp>5\u002F Deleted. \u003C\u002Fp>\n\n \u003Cp>6\u002F Other individuals who find themselves in difficult circumstances,\n via charity organisations and societies, schools and similar\n entities.\u003C\u002Fp>\n\n \u003Cp>4. Financial assistance from the Social Benefits Fund can also be\n granted to clubs of people drawing pensions and disability benefits\n created by the trade union organisations operating in the Company and\n to the Honoured Blood Donors Club of the Polish Red Cross operating in\n Wytwórnia Sprzętu Komunikacyjnego PZL-Świdnik S.A.\u003C\u002Fp>\n\n \u003Cp>5. Financial assistance from the Social Benefits Fund can also be\n granted to societies, organisations and similar entities involved in\n the provision of cultural or sports and recreational activities for\n employees of the Company and persons drawing company pensions and\n disability benefit.\u003C\u002Fp>\n\n \u003Ch3>Chapter IV\u003C\u002Fh3>\n\n \u003Ch3> RULES FOR PROVIDING SOCIAL ASSISTANCE\u003C\u002Fh3>\n\n \u003Ch4>§ 8\u003C\u002Fh4>\n\n \u003Cp>1. The social part of the Social Benefits Fund can also be used for:\n \u003C\u002Fp>\n\n \u003Cp>1\u002F Funding summer camps for children and young people; \u003C\u002Fp>\n\n \u003Cp>2\u002F Funding holidays; \u003C\u002Fp>\n\n \u003Cp>3\u002F Goods vouchers; \u003C\u002Fp>\n\n \u003Cp>4\u002F Grants; \u003C\u002Fp>\n\n \u003Cp>5\u002F Organising recreational events for children and young people,\n including:\u003C\u002Fp>\n\n \u003Cp>- Christmas parties;\u003C\u002Fp>\n\n \u003Cp>- cultural events;\u003C\u002Fp>\n\n \u003Cp>- other occasional events;\u003C\u002Fp>\n\n \u003Cp>6\u002F Organising recreational events for employees and people drawing\n pensions and disability benefit, including weekend events, in\n particular:\u003C\u002Fp>\n\n \u003Cp>- company sports matches;\u003C\u002Fp>\n\n \u003Cp>- tourist and recreational trips, with regard to the costs of\n transport for each entitled person;\u003C\u002Fp>\n\n \u003Cp>7\u002F Organising department meetings with former employees drawing\n pensions from a particular organisational unit; \u003C\u002Fp>\n\n \u003Cp>8\u002F Funding gifts for employees leaving the Company on a pension,\n disability benefit or pre-retirement benefit; \u003C\u002Fp>\n\n \u003Cp>9\u002F Organising farewell parties for employees leaving the Company on\n a pension, disability benefit or pre-retirement benefit; \u003C\u002Fp>\n\n \u003Cp>10\u002F Organising Christmas Eve parties for single people drawing\n pensions or disability benefit; \u003C\u002Fp>\n\n \u003Cp>11\u002F Funding gifts associated with visiting sick employees or persons\n drawing pensions or disability benefits in the event of long-term\n medical exemptions; \u003C\u002Fp>\n\n \u003Cp>12\u002F Funding recreational\u002Fsporting activities; \u003C\u002Fp>\n\n \u003Cp>13\u002F Funding cultural activities;\u003C\u002Fp>\n\n \u003Cp> 14\u002F Other forms of assistance specified in annual plans for\n distributing the fund.\u003C\u002Fp>\n\n \u003Cp>2. Granting resources from the Fund is conditional on life, family\n and material situation of the entitled person. In order to assess that\n situation, natural persons applying for assistance from the Fund must\n submit:\u003C\u002Fp>\n\n \u003Cp>1\u002F A declaration of their income per member of their family for the\n past year by the period specified by the employer;\u003C\u002Fp>\n\n \u003Cp>2\u002F Other documents justifying their need to be granted\n assistance.\u003C\u002Fp>\n\n \u003Cp>3. The detailed rules for granting social assistance will be\n determined by the employer in consultation with the trade unions.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Chapter V\u003C\u002Fh3>\n\n \u003Ch3>RULES FOR PROVIDING HOUSING ASSISTANCE\u003C\u002Fh3>\n\n \u003Ch4>§ 9\u003C\u002Fh4>\n\n \u003Cp>1. Financial assistance for housing purposes can be granted in the\n form of a loan designated for: \u003C\u002Fp>\n\n \u003Cp>1\u002F Supplementing a contribution to a housing cooperative; \u003C\u002Fp>\n\n \u003Cp>2\u002F Buying a flat; \u003C\u002Fp>\n\n \u003Cp>3\u002F Building a single-family house; \u003C\u002Fp>\n\n \u003Cp>4\u002F Converting spaces for residential purposes;\u003C\u002Fp>\n\n \u003Cp>5\u002F Refurbishing and modernising flats and single-family houses; \u003C\u002Fp>\n\n \u003Cp>6\u002F Adapting flats and single-family houses for the needs of\n physically impaired people; \u003C\u002Fp>\n\n \u003Cp>7\u002F A security deposit required to obtain a flat; \u003C\u002Fp>\n\n \u003Cp>8\u002F Other forms of assistance specified in annual plans for\n distributing the Fund.\u003C\u002Fp>\n\n \u003Cp>2. The detailed rules for granting housing assistance will be\n determined by the employer in consultation with the trade unions.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Chapter VI\u003C\u002Fh3>\n\n \u003Ch3> FINAL PROVISIONS\u003C\u002Fh3>\n\n \u003Ch4>§ 10\u003C\u002Fh4>\n\n \u003Cp>At the request of the Social Benefits Committee, agreed with the\n trade union organisations and approved by the President of the\n management board\u002FGeneral Director, other forms of social benefits that\n are not provided for in these rules can be arranged.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch3>Appendix 22\u003C\u002Fh3>\n\n \u003Ch3>EMPLOYMENT GUARANTEE\u003C\u002Fh3>\n\n \u003Ch4>§1\u003C\u002Fh4>\n\n \u003Cp>1. The provisions of this chapter apply to Employees employed at the\n Company on the basis of an employment contract for an indefinite term,\n regardless of the length of working time, who remain employed at 29\n January 2010, including Employees on a justified absence, including\n because of military service, on maternity leave, on child-care leave,\n etc.\u003C\u002Fp>\n\n \u003Cp>2. The commitment referred to in art 31 CCLA means that the Employer\n guarantees that, during the Employment Guarantee Period, the Employer\n will not terminate employment contracts and it will not terminate work\n and pay terms and conditions arising from such contracts (Article 42 of\n the Labour Code) with respect to the Employees referred to in clause 1,\n for reasons set out in the Act on Special Terms and Conditions of\n Terminating an Employment Relationship with Employees for Reasons not\n Applicable to Employees dated 13 March 2003 (Journal of Laws No. 90,\n item 844, as amended). This commitment means that the Employer\n guarantees that, during the Employment Guarantee Period, it will not\n engage in any group or individual dismissals due to reasons referred to\n by the act, and it will not terminate work and pay terms and conditions\n arising from employment contracts due to such reasons (Article 42 of\n the Labour Code).\u003C\u002Fp>\n\n \u003Cp>3. The following Employees will not be covered by the Employment\n Guarantee Period referred to in clauses 1, 2 and 31 CCLA:\u003C\u002Fp>\n\n \u003Cp>a\u002F whose employment contract was terminated based on the\n employee’s termination notice submitted to the Employer;\u003C\u002Fp>\n\n \u003Cp>b\u002F with whom the employment contract was terminated pursuant to\n Article 52 of the Labour Code;\u003C\u002Fp>\n\n \u003Cp>c\u002F with whom the employment contract was terminated pursuant to\n Article 53 of the Labour Code, except for Employees whose inability to\n work was caused by an accident in the work place that occurred at the\n Employer’s premises, or on the way to or from work at the\n Employer’s premises, or by an occupational disease acquired at the\n Employer’s premises;\u003C\u002Fp>\n\n \u003Cp>d\u002F whose employment contract was terminated based on a mutual\n agreement between the parties;\u003C\u002Fp>\n\n \u003Cp>e\u002F whose employment contract was terminated in the situation when\n one of the reasons of termination was becoming eligible for retirement\n upon reaching statutory age, or because the person became eligible for\n disability pension due to an inability to perform work, except for the\n Employees who acquired this right as a result of an accident in the\n work place that occurred at the Employer’s premises or on the way to\n or from work at the Employer’s premises, or as a result of an\n occupational disease acquired at the Employer’s premises;\u003C\u002Fp>\n\n \u003Cp>f\u002F whose employment contract was terminated after the term for which\n it was concluded;\u003C\u002Fp>\n\n \u003Cp>g\u002F whose employment contract has expired.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§2\u003C\u002Fh4>\n\n \u003Cp>If the Employer serves termination notice with respect to the\n employment contract during the Employment Guarantee Period on an\n Employee covered by the provisions of this Package, both in case of\n individual as well as group dismissals, for reasons not applicable to\n the Employee, or if the employment contract is terminated due to other\n reasons, or if, as a result of the Employee’s appeal before the\n Labour Court, a final and valid decision was issued awarding\n compensation for the unlawful termination of the employment contract\n due to such other reasons, the Employer undertakes to pay compensation\n on the date of the termination of the employment contract to each\n Employee with whom it terminates the employment contract. This will\n also apply to the termination notice modifying work and\u002For pay terms\n and conditions, referred to in Article 42 of the Labour Code, due to\n reasons not applicable to the Employee, unless the new work and\u002For pay\n terms and conditions offered to the Employee are equivalent to the\n existing ones and take into account the Employee’s education,\n qualifications, statutory licences to perform the job and skills\n necessary to perform work in the new position. In such a case, no\n compensation shall be due to the Employee. This does not conflict with\n the provisions of Article 771 of the CCLA.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>2. Subject to clause 5 below, the compensation referred to in\n section 1 will amount to the following:\u003C\u002Fp>\n\n \u003Cp>a\u002F if the employment contract is terminated during the second year\n of the Employment Guarantee Period the employee compensation will\n amount to:\u003C\u002Fp>\n\n \u003Cp>- 18 times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is less than 15 years in total;\u003C\u002Fp>\n\n \u003Cp>- 30 times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is 15 or more years but less than 30\n years in total;\u003C\u002Fp>\n\n \u003Cp>- 36 times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is 30 or more years in total;\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>b\u002F if the employment contract is terminated during the third year of\n the Employment Guarantee Period the employee compensation will amount\n to:\u003C\u002Fp>\n\n \u003Cp>- 12 times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is less than 15 years in total;\u003C\u002Fp>\n\n \u003Cp>- 20 times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is 15 or more years but less than 30\n years in total;\u003C\u002Fp>\n\n \u003Cp>- 30 times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is 30 or more years in total;\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Cp>c\u002F if the employment contract is terminated during the fourth year\n of the Employment Guarantee Period the employee compensation will\n amount to:\u003C\u002Fp>\n\n \u003Cp>- 12 times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is less than 15 years in total;\u003C\u002Fp>\n\n \u003Cp>- 18 times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is 15 or more years but less than 30\n years in total;\u003C\u002Fp>\n\n \u003Cp>- 24 times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is 30 or more years in total;\u003C\u002Fp>\n\n \u003Cp>d\u002F if the employment contract is terminated during the fifth year of\n the Employment Guarantee Period the employee compensation will amount\n to:\u003C\u002Fp>\n\n \u003Cp>- 6-times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is less than 15 years in total;\u003C\u002Fp>\n\n \u003Cp>- 12-times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is 15 or more years but less than 30\n years in total;\u003C\u002Fp>\n\n \u003Cp>- 18-times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is 30 or more years in total;\u003C\u002Fp>\n\n \u003Cp>e\u002F if the employment contract is terminated during the sixth year of\n the Employment Guarantee Period the employee compensation will amount\n to:\u003C\u002Fp>\n\n \u003Cp>- 3 times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is less than 15 years in total;\u003C\u002Fp>\n\n \u003Cp>- 6 times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is 15 or more years but less than 30\n years in total;\u003C\u002Fp>\n\n \u003Cp>- 12 times the amount of the employee’s monthly remuneration, if\n the Work Service of that employee is 30 or more years in total.\u003C\u002Fp>\n\n \u003Cp>3. The employee’s remuneration for the purposes of clause 1 above\n shall be calculated a monetary equivalent for unused recreational\n holiday and shall not include in particular:\u003C\u002Fp>\n\n \u003Cp>- remuneration under civil law contracts;\u003C\u002Fp>\n\n \u003Cp>- Holiday Bonus, Long Service Award and Privatisation Bonus\n (according to Article 36, 53 and article 25 Employee Guarantee Package\n for Wytwórnia Sprzętu Komunikacyjnego „PZL-Świdnik” S.A);\u003C\u002Fp>\n\n \u003Cp>- severance pay and compensation in connection with the termination\n of an employment contract.\u003C\u002Fp>\n\n \u003Cp>4. During the Employment Guarantee Period, if the Employer\n terminates the employment contract due to reasons other than referred\n to in clause 1 in violation of labour law, confirmed by a final and\n valid decision issued by the relevant court, unless the Employee is\n reinstated, the Employer will immediately pay the compensation referred\n to in clause 2, (or as the case may be, clause 5 below) to the\n Employee.\u003C\u002Fp>\n\n \u003Cp>5. Unless the calculation of compensation in accordance with section\n 2 above does not prove more beneficial for the Employee, in case of an\n Employee who has six or less years left before reaching the statutory\n retirement age, if the employment period enables such Employee to\n become eligible for retirement upon reaching such age, the amount for\n compensation due under circumstances set out in clause 2 will\n constitute the product of:\u003C\u002Fp>\n\n \u003Cp>- the number of full calendar months calculated from the end of the\n date when the employment contract was terminated and the date on which\n such Employee would reach the statutory retirement age; and\u003C\u002Fp>\n\n \u003Cp>- the monthly remuneration of the Employee determined as at the\n termination date of the employment relationship and calculated\n according to the provisions of clause 3 above.\u003C\u002Fp>\n\n \u003Cp>6. The compensation, referred to in clause 2 (or as the case may be,\n clause 5 above) is independent of the Employee’s rights to benefits\n arising from other regulations in connection with a breach of\n regulations concerning the termination of the employment contract\n during the Employment Guarantee Period.\u003C\u002Fp>\n\n \u003Cp>7. Employees covered by the Employment Guarantee Period, in cases\n referred to in clause 1 will be entitled to severance pay in compliance\n with Article 8 of the Act on Special Terms and Conditions of\n Terminating an Employment Relationship with Employees for Reasons not\n Applicable to Employees dated 13 March 2003 (Journal of Laws No. 90,\n item 844, as amended) in case dismissals are carried out on the basis\n of the aforementioned Act.\u003C\u002Fp>\n\n \u003Cp>8. The compensation referred to in this paragraph is not due in the\n case of a termination notice changing work and pay terms and\n conditions, related with the termination notice served on the Employee\n with respect to a management position also resulting in the termination\n of a functional bonus and the amount of basic pay.\u003C\u002Fp>\n\n \u003Cp>9. In the case of termination of an employment contract, Work\n Service referred to in clause 2 shall be calculated to the date when\n the employment contract is terminated.\u003C\u002Fp>\n\n \u003Ch4>§3\u003C\u002Fh4>\n\n \u003Cp>The provisions of §1 and §2 shall not apply to members of the\n Employer’s Management Board\u003C\u002Fp>\n\n \u003Ch4>§ 4\u003C\u002Fh4>\n\n \u003Cp>Work Service – means: the employment period calculated separately\n for each Company employee, taking into account: (1) the period of\n employment at Wytwórnia Sprzętu Komunika-cyjnego “PZL-Świdnik”\n S.A., (2) the period of employment at Przedsiębiorstwo Państwowe\n Wytwórnia Sprzętu Komunikacyjnego ”PZL-Świdnik”, (3) the period\n of employment at Zakład Narzędziowy Sp. z o.o., (4) the period of\n employment at Zakład Produkcji Cywilnej Sp.z o.o., (5) the period of\n employment at Zakład Utrzymania Ruchu Sp.z o.o. (6) the period of\n employment at Zakład Obróbki Plastycznej Sp. z o.o., 7) the period of\n employment at Lotnicze Przedsiębiorstwo Usługowe “Heliseco” Sp. z\n o.o., 8) the period of employment at Przedsię-biorstwo Usług\n Transportowych “Świd-Trans” Sp.z o.o., 9) the period of employment\n at Zakład Remontowy Sp. z o.o., 10) the period of employment at PZL\n Inwest Sp.z o.o., 10) the period of employment at WSK Tomaszow Lubelski\n Sp.zo.o., 11) the period of employment at “Swid-Bud”” Sp. z o.o.\n and 13) the period of employment at Pracownicza Fundacja Socjalna\n [Employee Social Foundation] at Świdnik.\u003C\u002Fp>\n\n \u003Cp>The period of employment also includes justified interruptions in\n the performance of work provided under labour regulations, such as the\n period during which military service was performed, maternity or\n paternity leave, child-care leave, etc.\u003C\u002Fp>\n\n \u003Cp>\u003C\u002Fp>\n\n \u003Ch4>§5\u003C\u002Fh4>\n\n \u003Cp>In the event of a justified termination of an employment contract by\n an Employee during the Employment Guarantee Period pursuant to Article\n 55 of the Labour Code, the Employee will be entitled to compensation\n upon terms and conditions and in the amount set out in §2 of this\n annex.\u003C\u002Fp>\n \u003C\u002Ftd>\n \u003C\u002Ftr>\n \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"jobclassifaction1":46,"trainingprogrammes":50,"apprenticeships":54,"pensionfund":58,"disabilityfund":62,"contracttrial":66,"sicknesspay":70,"disabilitypay":74,"healthinsurance":78,"healthandsafetypolicy":82,"protectiveclothing":86,"hivpolicy":90,"hiv":94,"paidmaternityleave":98,"paidpaternityleave":102,"pregnancy":106,"breastfeeding_dangerouswork":108,"childcare":112,"deathrelatives":116,"deathrelativestxt":120,"marriage":124,"marriagetxt":128,"eqpay":131,"discrimination":135,"hourspday_select":139,"MAXHOURS_trigger":143,"PAIDLEAV_trigger":147,"SCHEDULE_trigger":151,"TRADEUNLEAV_trigger":155,"FLEXWORK_trigger":159,"NOCTPREM_trigger":163,"ANNLEAVE_trigger":167,"overtimeallowancetype_general":171,"sundayallowanceperc1":175,"SENIOR_trigger":179},{"bindId":43,"name":44,"text":45},"cbadate_start","Świdnik 1997 (tekst jednolity z dnia 01.","Świdnik 1997 (tekst jednolity z dnia 01.03.2012 roku uniform text of\n01.03.2012)",{"bindId":47,"name":48,"text":49},"jobclassifaction1","II. ZASADY ZASZEREGOWANIA DO WYŻSZYCH KA","II. ZASADY ZASZEREGOWANIA DO WYŻSZYCH KATEGORII I STAWEK.",{"bindId":51,"name":52,"text":53},"trainingprogrammes","1. W razie konieczności trwałej zmiany c","1. W razie konieczności trwałej zmiany charakteru czynności\n dotychczas wykonywanych przez pracownika i związanej z tym\n konieczności przeszkolenia go w nowym zawodzie, okres przeszkolenia\n może trwać do 3 miesięcy, a w przypadku konieczności osiągnięcia\n specjalnych kwalifikacji może być przedłużony do 6 miesięcy.\n Pracownik w tym okresie otrzymuje wynagrodzenie takie jak przed\n szkoleniem.",{"bindId":55,"name":56,"text":57},"apprenticeships","§ 7 Studenci i uczniowie odbywający w za","§ 7\n\n Studenci i uczniowie odbywający w zakładzie zajęcia praktyczne i\n praktyki zawodowe otrzymują na czas wykonywania praktyki odzież i\n obuwie robocze według norm i na zasadach przewidzianych dla stanowisk,\n na których odbywają zajęcia lub praktyki zawodowe. Do wykonywania\n tych prac wydawana będzie w pierwszej kolejności odzież używana\n czysta.",{"bindId":59,"name":60,"text":61},"pensionfund","Artykuł 102 Pracodawca, w miarę posiadan","Artykuł 102\n\n Pracodawca, w miarę posiadanych możliwości, zapewnia pracownikom,\n emerytom, rencistom oraz osobom pobierającym świadczenie\n przedemerytalne i zasiłek przedemerytalny możliwość korzystania z\n zabiegów rehabilitacyjnych, na zasadach określonych w Regulaminie\n Zakładowego Funduszu Świadczeń Socjalnych.",{"bindId":63,"name":64,"text":65},"disabilityfund","SOCIAL BENEFITS Article 113 1. The parti","SOCIAL BENEFITS\n\n Article 113\n\n 1. The parties to this Agreement declare that they intend to\n continually improve the employees’ social conditions. 2. The employer\n is obliged to organise, conduct and finance social activities within\n the company for employees, people drawing pensions and disability\n benefit, and people drawing pre-retirement benefit or a pre-retirement\n allowance. 3. The employer is obliged to satisfy the employees’\n cultural needs to the extent that funds are available for that\n purpose.",{"bindId":67,"name":68,"text":69},"contracttrial","6. Każda z umów o których mowa w ust. 5,","6. Każda z umów o których mowa w ust. 5, może być poprzedzona\n umową o pracę na okres próbny, nie przekraczający 3 miesięcy.",{"bindId":71,"name":72,"text":73},"sicknesspay","Artykuł 75 Pracodawca obowiązany jest do","Artykuł 75\n\n Pracodawca obowiązany jest do wypłacania pracownikom zasiłków\n chorobowych, rodzinnych, macierzyńskich, pielęgnacyjnych,\n opiekuńczych, porodowych w przyjętym terminie wypłaty\n wynagrodzenia.",{"bindId":75,"name":76,"text":77},"disabilitypay","8. If an employment relationship was ter","8. If an employment relationship was terminated due to the employee\n retiring on a pension or disability benefit in connection with an\n accident in the workplace or occupational sickness or on group 1 or 2\n disability benefit for reasons other than an accident in the workplace\n or occupational sickness, an employee who is less than twelve months\n away from becoming eligible for an award, counting from the date when\n the employment relationship is terminated, will be paid that award on\n the date when the employment relationship is terminated.",{"bindId":79,"name":80,"text":81},"healthinsurance","3. Przepis niniejszy obowiązuje przez cz","3. Przepis niniejszy obowiązuje przez czas określony tj. do końca\n 2007r lub do czasu przekazywania przez Narodowy Fundusz Zdrowia bądź\n inny podmiot realizujący zadania systemu ubezpieczeń zdrowotnych\n środków finansowych pozwalających na wypłatę dodatku „NFZ”\n .",{"bindId":83,"name":84,"text":85},"healthandsafetypolicy","BEZPIECZEŃSTWO I HIGIENA PRACY, OCHRONA ","BEZPIECZEŃSTWO I HIGIENA PRACY, OCHRONA ZDROWIA",{"bindId":87,"name":88,"text":89},"protectiveclothing","5\u002F dostarczać nieodpłatnie odzież i obuw","5\u002F dostarczać nieodpłatnie odzież i obuwie robocze i środki\n ochrony indywidualnej, zabezpieczające przed działaniem\n niebezpiecznych i szkodliwych dla zdrowia czynników występujących w\n środowisku pracy oraz zapewnić pranie i naprawę.\n\n Szczegółowe zasady przyznawania odzieży i obuwia roboczego oraz\n środków ochrony indywidualnej określa załącznik nr 18,",{"bindId":91,"name":92,"text":93},"hivpolicy","1. Pracodawca zobowiązany jest do bezpła","1. Pracodawca zobowiązany jest do bezpłatnego zapewnienia opieki\n lekarskiej w zakresie profilaktyki, badań okresowych, kontrolnych i\n specjalistycznych związanych z wykonywaną pracą.",{"bindId":95,"name":96,"text":97},"hiv","Prace stwarzające ryzyko zakażenia: wiru","Prace stwarzające ryzyko zakażenia: wirusem zapalenia wątroby\n typu B, wirusem ospy wietrznej i półpaśca, wirusem różyczki,\n wirusem HIV, wirusem cytomegalii, pałeczką listeriozy,\n toksoplazmozą.",{"bindId":99,"name":100,"text":101},"paidmaternityleave","6\u002F okres przebywania kobiet na urlopach ","6\u002F okres przebywania kobiet na urlopach wychowawczych zgodnie z\n rozporządzeniem Rady Ministrów z dnia 28 maja 1996r. w sprawie\n urlopów i zasiłków wychowawczych (Dz.U. nr 60\u002F96 poz. 277),",{"bindId":103,"name":104,"text":105},"paidpaternityleave","2\u002F urodzenia się dziecka pracownika - 2 ","2\u002F urodzenia się dziecka pracownika - 2 dni,",{"bindId":107,"name":72,"text":73},"pregnancy",{"bindId":109,"name":110,"text":111},"breastfeeding_dangerouswork","Część B - Kobietom w ciąży i w okresie k","Część B - Kobietom w ciąży i w okresie karmienia wzbronione są\n prace:",{"bindId":113,"name":114,"text":115},"childcare","6\u002F okoliczności wymagające sprawowania p","6\u002F okoliczności wymagające sprawowania przez pracownika opieki nad\n chorym dzieckiem w wieku do lat 14 - do 60 dni w roku kalendarzowym,",{"bindId":117,"name":118,"text":119},"deathrelatives","4\u002F zgonu i pogrzebu małżonka, dziecka, o","4\u002F zgonu i pogrzebu małżonka, dziecka, ojca, matki, macochy,\n ojczyma - 3 dni,",{"bindId":121,"name":122,"text":123},"deathrelativestxt","5\u002F zgonu i pogrzebu siostry lub brata, t","5\u002F zgonu i pogrzebu siostry lub brata, teściowej, teścia, babki\n lub dziadka albo innej osoby pozostającej na utrzymaniu pracownika lub\n pod jego bezpośrednią opieką - 1 dzień.",{"bindId":125,"name":126,"text":127},"marriage","1. Pracownikowi przysługuje zwolnienie o","1. Pracownikowi przysługuje zwolnienie od pracy, z zachowaniem\n prawa do wynagrodzenia, w razie:\n\n 1\u002F ślubu pracownika - 2 dni,",{"bindId":129,"name":130,"text":130},"marriagetxt","3\u002F ślubu dziecka pracownika - 1 dzień,",{"bindId":132,"name":133,"text":134},"eqpay","2. Obowiązuje zasada, że za taką samą pr","2. Obowiązuje zasada, że za taką samą pracę kobiety i\n mężczyźni otrzymują taką samą płacę. Niedopuszczalna jest w tym\n zakresie jakakolwiek dyskryminacja.",{"bindId":136,"name":137,"text":138},"discrimination","1. Pracodawca gwarantuje, że nie zostaną","1. Pracodawca gwarantuje, że nie zostaną podjęte żadne środki\n dyscyplinarne ani działania dyskryminujące w stosunku do osób za ich\n działalność związkową.",{"bindId":140,"name":141,"text":142},"hourspday_select","3\u002F w związku z rozkładem świąt w danym r","3\u002F w związku z rozkładem świąt w danym roku, w celu\n umożliwienia pracownikom skorzystania z kilkudniowych przerw w pracy\n dopuszczalna jest praca przez sześć dni w tygodniu. W takim przypadku\n praca w szóstym dniu tygodnia nie stanowi pracy w godzinach\n nadliczbowych o ile nie przekracza 8 godzin na dobę i 40 godzin na\n tydzień w przyjętym okresie rozliczeniowym, obejmującym\n sześciodniowy tydzień pracy.",{"bindId":144,"name":145,"text":146},"MAXHOURS_trigger","2. Liczba godzin nadliczbowych nie może ","2. Liczba godzin nadliczbowych nie może przekroczyć dla\n poszczególnego pracownika 4 godzin na dobę i 250 godzin w roku\n kalendarzowym (w przypadkach szczególnych 300 godzin nadliczbowych),\n oprócz sytuacji wymienionych w art. 133 § 1 pkt 1 Kodeksu pracy. Czas\n pracy pracownika z uwzględnieniem pracy w godzinach nadliczbowych nie\n może przekroczyć przeciętnie 48 godzin tygodniowo w przyjętym\n okresie rozliczeniowym.",{"bindId":148,"name":149,"text":150},"PAIDLEAV_trigger","1\u002F 20 days – for employees who have been","1\u002F 20 days – for employees who have been employed for less than 10\n years;",{"bindId":152,"name":153,"text":154},"SCHEDULE_trigger","6. Pracownikom przysługuje przerwa 15 mi","6. Pracownikom przysługuje przerwa 15 minutowa na spożycie\n posiłku, wliczona do czasu pracy, natomiast pracownikom zatrudnionym w\n Zakładzie Przychodnia Zdrowia „LOT-Medical” przysługuje przerwa\n 30 minutowa wliczona do czasu pracy.",{"bindId":156,"name":157,"text":158},"TRADEUNLEAV_trigger","Artykuł 130 Pracownik ma prawo do zwolni","Artykuł 130\n\n Pracownik ma prawo do zwolnienia od pracy zawodowej z zachowaniem\n prawa do wynagrodzenia, na czas niezbędny do wykonywania doraźnej\n czynności wynikającej z jego funkcji związkowej, jeżeli czynność\n ta nie może być wykonana w czasie wolnym od pracy.",{"bindId":160,"name":161,"text":162},"FLEXWORK_trigger","9. W zależności od potrzeb w niektórych ","9. W zależności od potrzeb w niektórych komórkach\n organizacyjnych Spółki, może być wprowadzony ruchomy czas pracy.\n\n Wprowadzenie i zasady stosowania ruchomego czasu pracy są\n uzgadniane ze związkami zawodowymi.",{"bindId":164,"name":165,"text":166},"NOCTPREM_trigger","Artykuł 48 Pracownikowi przysługuje doda","Artykuł 48\n\n Pracownikowi przysługuje dodatek za pracę w porze nocnej w\n wysokości 20% stawki godzinowej wynikającej z kwoty bazowej za\n każdą godzinę przepracowaną w tym czasie.",{"bindId":168,"name":169,"text":170},"ANNLEAVE_trigger","1\u002F for the period of employment in PZL Ś","1\u002F for the period of employment in PZL Świdnik S.A. – 100 per\n cent of individual monthly remuneration, calculated according to the\n principles applicable when determining the monetary equivalent for\n holiday leave;",{"bindId":172,"name":173,"text":174},"overtimeallowancetype_general","1\u002F 50% wynagrodzenia – za pracę w cztere","1\u002F 50% wynagrodzenia – za pracę w czterech pierwszych godzinach\n nadliczbowych przypadających w dni powszednie oraz w niedziele i\n święta będące dla pracownika dniami pracy zgodnie z obowiązującym\n go rozkładem czasu pracy,",{"bindId":176,"name":177,"text":178},"sundayallowanceperc1","7. Za pracę według harmonogramu w równow","7. Za pracę według harmonogramu w równoważnym systemie czasu\n pracy w niedziele i święta, pracownikowi przysługuje dodatek w\n wysokości 100% wynagrodzenia wynikającego z grupy osobistego\n zaszeregowania. W razie zbiegu uprawnień do dodatku za pracę w\n godzinach nadliczbowych oraz za pracę w niedzielę i święta lub w\n dodatkowych dniach wolnych od pracy, przysługuje tylko jeden wyższy\n dodatek.",{"bindId":180,"name":181,"text":182},"SENIOR_trigger","7. Pracownicy objęci Okresem Gwarancji Z","7. Pracownicy objęci Okresem Gwarancji Zatrudnienia w przypadkach\n określonych w ust. 1 będą uprawnieni do odprawy zgodnie z art. 8\n ustawy z dnia 13 marca 2003 r. o szczególnych zasadach rozwiązywania\n z pracownikami stosunków pracy z przyczyn niedotyczących pracowników\n (Dz. U. Nr 90, pozycja 844 z późniejszymi zmianami), o ile zwolnienia\n przeprowa-dzane są zgodnie z procedurą określoną w wyżej wskazanej\n Ustawie.","\u003Chtml>\n\n \u003Cdiv class=\"cobra-report\">\n\n \u003Ch2>TEKST JEDNOLITY ZAKŁADOWY UKŁAD ZBIOROWY PRACY DLA PRACOWNIKÓW WYTWÓRNI SPRZĘTU KOMUNIKACYJNEGO „PZL-ŚWIDNIK”SPÓŁKA AKCYJNA W ŚWIDNIKU - 2012\u003C\u002Fh2>\n\n \u003Cdiv class=\"section general\">\n\n \n \u003Cdiv id=\"display-start_date\">Data rozpoczęcia: → 2012-03-01\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\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 maszyn i urządzeń, gdzie indziej niesklasyfikowana  \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, NSZZ - Solidarity Independent and Self-Governing Trade Union\n \u003C\u002Fspan>\n \n\n \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \n\n \n\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section social-security-pensions\">\n \u003Ch3 id=\"display-SOCSEC_trigger\">UBEZPIECZENIE SPOŁECZNE I EMERYTURY\u003C\u002Fh3>\n \u003Cdiv id=\"display-pensionfund\">Pracodawca dopłaca do funduszu emerytalnego dla pracowników: → Tak\u003C\u002Fdiv>\n \u003Cdiv id=\"display-disabilityfund\">Pracodawca dopłaca do funduszu rentowego dla pracowników: → Tak\u003C\u002Fdiv>\n \u003Cdiv id=\"display-unemploymentfund\">Pracodawca dopłaca do pracowniczego funduszu dla bezrobotnych: → Nie\u003C\u002Fdiv>\n \u003C\u002Fdiv>\n\n \u003Cdiv class=\"section training\">\n \u003Ch3 id=\"display-TRAINING_trigger\">SZKOLENIA\u003C\u002Fh3>\n \u003Cdiv id=\"display-trainingprogrammes\">Programy szkoleniowe: → Tak\u003C\u002Fdiv>\n \u003Cdiv id=\"display-apprenticeships\">Praktyki zawodowe: → Tak\u003C\u002Fdiv>\n \u003Cdiv id=\"display-trainingfund\">Pracodawca dopłaca do funduszu szkoleniowego dla pracowników: → Tak\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: → Tak\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthinsurancerelatives\">Uzgodnione ubezpieczenie zdrowotne dla rodziny: → Nie\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetypolicy\">Uzgodniony program zdrowotny i program bezpieczeństwa pracy: → Tak\u003C\u002Fdiv>\n \u003Cdiv id=\"display-healthandsafetytraining\">Uzgodnione szkolenie dotyczące bezpieczeństwa i higieny pracy: → Tak\u003C\u002Fdiv>\n \u003Cdiv id=\"display-protectiveclothing\">Zapewniona odzież ochronna: → Tak\u003C\u002Fdiv>\n \u003Cdiv id=\"display-hivpolicy\">Regularne lub coroczne badania medyczne lub wizyty u lekarza zapewnione przez pracodawcę: → Tak\u003C\u002Fdiv>\n \u003Cdiv id=\"display-monitoring\">Monitorowanie mięśniowo-szkieletowych zmian podczas pracy na stanowiskach pracy, ryzyka i \u002F lub wpływem pracy na stan zdrowia: → Professional risks, The relationship between work and health\u003C\u002Fdiv>\n \u003Cdiv id=\"display-funeralpay\">Pomoc w czynnościach pogrzebowych: → 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 \u003Cdiv id=\"display-paidmaternityleaveduration\">\n Płatny urlop macierzyński: → -10 tygodnie\n \u003C\u002Fdiv>\n\n \n\n \u003Cdiv id=\"display-jobsecuritymothers\">Ryzyko utraty pracy po urlopie macierzyńskim: → Nie\u003C\u002Fdiv>\n \u003Cdiv id=\"display-maternitydiscrimination\">Zakaz dyskryminacji związanej z macierzyństwem: → Nie\u003C\u002Fdiv>\n \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Zakaz zobowiązywania pracownic w ciąży lub karmiących piersią do wykonywania niebezpiecznych lub zagrażających zdrowiu prac: → Tak\u003C\u002Fdiv>\n \u003Cdiv id=\"display-riskassessment\">Ocena ryzyka związanego ze stanowiskiem pracy dla bezpieczeństwa i zdrowia kobiet w ciąży lub karmiących piersią: → Nie\u003C\u002Fdiv>\n \u003Cdiv id=\"display-alternatives\">Możliwość wykonywania czynności zastępczych w miejsce prac niebezpiecznych lub zagrażających zdrowiu dla pracownic w ciąży lub karmiących piersią: → Tak\u003C\u002Fdiv>\n \u003Cdiv id=\"display-timeoff\">Czas wolny na prenatalne badania lekarskie: → Nie\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningnonstandard\">Zakaz przesiewowych badań prenatalnych przed uregulowaniem stosunku zatrudnienia: → Nie\u003C\u002Fdiv>\n \u003Cdiv id=\"display-screeningpromotion\">Zakaz przesiewowych badań prenatalnych przed awansem: → Nie\u003C\u002Fdiv> \n \u003Cdiv id=\"display-nursingmothers\">Udogodnienia dla matek karmiących piersią: → Nie\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcareprovision\">Zapewnianie przez pracodawcę placówek opieki nad dziećmi: → Nie\u003C\u002Fdiv>\n \u003Cdiv id=\"display-childcaresubsidy\">Placówki opieki nad dziećmi dotowane przez pracodawcę: → Nie\u003C\u002Fdiv>\n \u003Cdiv id=\"display-educationtuition\">Czesne \u002F dotacja na edukację dzieci: → Nie\u003C\u002Fdiv>\n \n \u003Cdiv id=\"display-childcareleave\">\n Płatny urlop roczny w przypadku opieki nad członkami rodziny: → 60 dni\n \u003C\u002Fdiv>\n\n \u003Cdiv id=\"display-paidpaternityleaveduration\">\n Płatny urlop tacierzyński \u002F ojcowski: → 2 dni\n \u003C\u002Fdiv>\n \u003Cdiv id=\"display-deathrelativesleave\">\n Długość urlopu w przypadku śmierci bliskiej osoby: → 3 dni\n \u003C\u002Fdiv>\n\n \u003C\u002Fdiv>\n \n \u003Cdiv class=\"section gender-equality-issues\">\n \u003Ch3 id=\"display-GENEQ_trigger\">KWESTIE ZWIĄZANE Z RÓWNOUPRAWNIENIEM\u003C\u002Fh3>\n \u003Cdiv id=\"display-eqpay\">Równa płaca za tę samą pracę: → Tak\u003C\u002Fdiv>\n \u003Cdiv id=\"display-gender\">\n Szczególne podkreślenie obowiązku równości płac dla mężczyzn i kobiet: → Tak\u003C\u002Fdiv>\n \u003Cdiv id=\"display-discrimination\">Klauzule dotyczące dyskryminacji w miejscu pracy: → Tak\u003C\u002Fdiv>\n \u003Cdiv id=\"display-eqpromotion\">Równe szanse awansu dla kobiet i mężczyzn: → Nie\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqtraining\">Równe szanse na szkolenia i programy przekwalifikujące dla kobiet i mężczyzn: → Nie\u003C\u002Fdiv> \n \u003Cdiv id=\"display-eqofficer\">Równouprawnienie dotyczące stanowiska reprezentanta związku zawodowego w miejscu pracy: → Nie\u003C\u002Fdiv>\n \u003Cdiv id=\"display-sexualhar\">Klauzule dotyczące molestowania seksualnego w miejscu pracy: → Nie\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violence\">Klauzule dotyczące przemocy w miejscu pracy: → Nie\u003C\u002Fdiv>\n \u003Cdiv id=\"display-violenceleave\">Specjalny urlop dla pracowników narażonych na przemoc ze strony swoich partnerów: → Nie\u003C\u002Fdiv>\n \u003Cdiv id=\"display-support_disabilities\">Wsparcie dla pracownic z niepełnosprawnościami: → Nie\u003C\u002Fdiv>\n \u003Cdiv id=\"display-equalitymonitoring\">Monitorowanie równości płci: → Nie\u003C\u002Fdiv>\n \n \u003C\u002Fdiv>\n \n\n \u003Cdiv class=\"section employment-contracts\">\n \u003Ch3 id=\"display-EMPCONTR_trigger\">UMOWY O PRACĘ\u003C\u002Fh3>\n\n \u003Cdiv id=\"display-contracttrialperiod\">\n Czas trwania okresu próbnego: → 90 dni\n \u003C\u002Fdiv>\n \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 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