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2017","Poland - veolia_2017 - 2017","veolia_2017 - 2017 - Przetwarzanie odpadów, zaopatrywanie w energię elektryczną, gaz i wodę",{"name":38,"data":39},"veolia_2017.html","\n              \n              \n              \n              \n              \n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New2\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>\u003Cstrong>ZAKLADOWY UKLAD \u003C\u002Fstrong>\u003C\u002Fh1>\n\n\u003Ch1>ZBIOROWY PRACY\u003C\u002Fh1>\n\n\u003Ch1>DLA\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNE_1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Ch1>PRACOWNIKÓW VEOLIA ENERGIA LÓDZ S.A.\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Ch1>z dnia 9 czerwca 2017 roku\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbaratificationdate\">\u003Cp>wpisany do Rejestru Zakładowych Układów Zbiorowych\nPracy\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Okręgowego Inspektoratu Pracy w Łodzi\u003C\u002Fp>\n\n\u003Cp>w dniu 5 lipca 2017 roku\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>pod numerem: U - CMXVII\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>Niniejszy Zakładowy Układ Zbiorowy Pracy dla Pracowników Veolia Energia\nŁódź S.A (dalej: „ZUZP\") został zawarty w dniu 9 czerwca 2017 roku\npomiędzy:\u003C\u002Fp>\n\n\u003Cp>spółką Veolia Energia Łódź S.A. z siedzibą w Łodzi przy ulicy Jadzi\nAndrzejewskiej 5, wpisaną do rejestru przedsiębiorców Krajowego Rejestru\nSądowego prowadzonego przez Sąd Rejonowy dla Łodzi-Śródmieścia w Łodzi,\nXX Wydział Gospodarczy Krajowego Rejestru Sądowego pod numerem KRS\n0000041013, numerze NIP 7280018564, kapitale zakładowym w wysokości\n150.000.000,00 PLN w całości opłaconym, reprezentowaną przez Jerzego Kaka -\nPrezesa Zarządu i Sławomira Burmanna - członka Zarządu, zwaną dalej\n„Pracodawcą\",\u003C\u002Fp>\n\n\u003Cp>a\u003C\u002Fp>\n\n\u003Cp>Związkiem Zawodowym Pracowników Ruchu Ciągłego Veolia Energia Łódź\nS.A. reprezentowanym przez Zbigniewa Tomasika - Przewodniczącego i Dariusza\nDomańskiego - Zastępcę Przewodniczącego\u003C\u002Fp>\n\n\u003Cp>oraz\u003C\u002Fp>\n\n\u003Cp>Związkiem Zawodowym Inżynierów i Techników Veolia Energia Łódź S.A.\nreprezentowanym przez Konrada Kujawskiego - Przewodniczącego i Zdzisława\nDrzazgę - Wiceprzewodniczącego\u003C\u002Fp>\n\n\u003Cp>oraz\u003C\u002Fp>\n\n\u003Cp>Niezależnym Samorządnym Związkiem Zawodowym Pracowników Veolia Energia\nŁódź S.A.\u003C\u002Fp>\n\n\u003Cp>reprezentowanym przez Jolantę Czyżewską - Przewodniczącą i Dariusza\nBanasiaka - Wiceprzewodniczącego\u003C\u002Fp>\n\n\u003Cp>oraz\u003C\u002Fp>\n\n\u003Cp>NSZZ Solidarność Veolia Energia Łódź S.A. reprezentowanym przez Jana\nZiobrowskiego - Przewodniczącego i Mariusza Fichnę - Wiceprzewodniczącego\u003C\u002Fp>\n\n\u003Cp>oraz\u003C\u002Fp>\n\n\u003Cp>Związkiem Zawodowym Pracowników Administracji Przemysłowej Dalkia Łódź\nS.A.\u003C\u002Fp>\n\n\u003Cp>reprezentowanym przez Janusza Łazuchiewicza - Przewodniczącego i Tomasza\nPiątkowskiego - Wiceprzewodniczącego\u003C\u002Fp>\n\n\u003Cp>oraz\u003C\u002Fp>\n\n\u003Cp>Związkiem Zawodowym Pracowników Bocznic Veolia Energia Łódź S.A.\nreprezentowanym przez Radosława Kalatę - Przewodniczącego i Grzegorza Plutę\n- Wiceprzewodniczącego\u003C\u002Fp>\n\n\u003Cp>oraz\u003C\u002Fp>\n\n\u003Cp>Związkiem Zawodowym Nowa Inicjatywa reprezentowanym przez Roberta\nKolanowskiego - Przewodniczącego i Tomasza Janickiego - Zastępcę\nPrzewodniczącego\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>zwanymi dalej łącznie „Organizacjami Związkowymi\"\u003C\u002Fp>\n\n\u003Cp>zwanymi dalej łącznie „Stronami\" albo z osobna „Stroną\" o\nnastępującej treści:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Strony podpisujące Zakładowy Układ Zbiorowy Pracy dla pracowników Veolia\nEnergia Łódź S.A. zobowiązują się przestrzegać zasad równości szans w\nzakresie efektywnej i dobrze zorganizowanej pracy tak, aby wynagrodzenie\nodpowiadało rodzajowi wykonywanej pracy w powiązaniu z jej jakością i\nwydajnością.\u003C\u002Fp>\n\n\u003Cp>Strony przyjmują jako nadrzędną zasadę równego traktowania pracowników\nw zakresie nawiązania i rozwiązania stosunku pracy, warunków zatrudnienia,\nawansowania oraz dostępu do szkoleń w celu podnoszenia kwalifikacji\nzawodowych, w szczególności bez względu na płeć, wiek,\nniepełnosprawność, rasę, religię, narodowość, przekonania polityczne,\nprzynależność związkową, pochodzenie etniczne, wyznanie, orientację\nseksualną, a także bez względu na zatrudnienie na czas określony lub\nnieokreślony albo w pełnym, lub w niepełnym wymiarze czasu pracy.\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ I\u003C\u002Fh2>\n\n\u003Ch2>POSTANOWIENIA OGÓLNE\u003C\u002Fh2>\n\n\u003Ch3>Definicje\u003C\u002Fh3>\n\n\u003Ch3>§ 1\u003C\u002Fh3>\n\n\u003Cp>Poniższym pojęciom Strony nadały następujące znaczenie:\u003C\u002Fp>\n\n\u003Cp>1)„ZUZP\" - niniejszy Zakładowy Układ Zbiorowy Pracy dla Pracowników\nVeolia Energia Łódź S.A.;\u003C\u002Fp>\n\n\u003Cp>2)„Pracodawca\u002FSpółka\" - Veolia Energia Łódź S.A.;\u003C\u002Fp>\n\n\u003Cp>3)„Minimalne wynagrodzenie za pracę\" - minimalne wynagrodzenie za pracę\nustalone zgodnie\u003C\u002Fp>\n\n\u003Cp>z przepisami ustawy z dnia 10 października 2002 r. o minimalnym\nwynagrodzeniu za pracę (Dz. U. Nr 200, poz. 1679 z późn. zm.);\u003C\u002Fp>\n\n\u003Cp>4)„Pracownik\u002FPracownicy\" - osoba\u002Fy zatrudniona\u002Fe w Spółce na podstawie\numowy o pracę niezależnie od rodzaju zawartej umowy o pracę, okresu jej\ntrwania oraz wymiaru czasu pracy;\u003C\u002Fp>\n\n\u003Cp>5)„Przepisy prawa pracy\" - przepisy Kodeksu pracy oraz innych ustaw i\naktów wykonawczych określające prawa i obowiązki pracodawcy i pracowników\nlub autonomiczne źródła prawa pracy obowiązujące u Pracodawcy;\u003C\u002Fp>\n\n\u003Cp>6)„Kodeks pracy\" - ustawa Kodeks pracy z dnia 26 czerwca 1974 r. (Dz. U.\nNr 24, poz. 141 z późn. zm.);\u003C\u002Fp>\n\n\u003Cp>7)„Dzień Energetyka\" - polskie święto branży energetycznej obchodzone\nw dniu 14 sierpnia;\u003C\u002Fp>\n\n\u003Cp>8)„Organizacje Związkowe\" - organizacje związkowe będące stroną ZUZP\ndziałające na terenie zakładu pracy Pracodawcy;\u003C\u002Fp>\n\n\u003Cp>9)„Kadra menadżerska\" - pracownicy zatrudnieni na następujących\nstanowiskach pracy: Dyrektor, Dyrektor projektu, Zastępca Dyrektora, Kierownik\nWydziału, Działu, Biura, Rejonu, Zespołu.\u003C\u002Fp>\n\n\u003Ch3>Przedmiot ZUZP\u003C\u002Fh3>\n\n\u003Ch3>§ 2\u003C\u002Fh3>\n\n\u003Cp>ZUZP określa:\u003C\u002Fp>\n\n\u003Cp>warunki wynagradzania oraz przyznawania dodatków do wynagrodzeń i innych\nświadczeń,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>zasady kształtowania warunków bezpieczeństwa i higieny pracy, warunki\ndziałalności socjalno-bytowej,\u003C\u002Fp>\n\n\u003Cp>wzajemne zobowiązania stron ZUZP, dotyczące zasad i form współdziałania\nprzy stosowaniu ZUZP,\u003C\u002Fp>\n\n\u003Cp>zasady tworzenia i podziału funduszu nagród, czas pracy,\u003C\u002Fp>\n\n\u003Cp>przepisy regulujące stosunek pracy.\u003C\u002Fp>\n\n\u003Ch3>Pracownicy objęci ZUZP\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-coveroccup3\">\u003Ch3>§ 3\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>1.ZUZP zawarty jest dla Pracowników zatrudnionych w Spółce.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.ZUZP nie określa warunków wynagradzania Pracowników zarządzających w\nimieniu Pracodawcy zakładem pracy Pracodawcy w rozumieniu art. 128 § 2 pkt 2\nKodeksu pracy, w tym w szczególności członków Zarządu Spółki oraz osób\nzarządzających zakładem pracy Pracodawcy na innej podstawie niż stosunek\npracy. Warunki wynagradzania tych osób określają umowy zawarte z tymi\nosobami lub inne dokumenty.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Okres obowiązywania, rozwiązanie, zawieszenie ZUZP\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Ch3>§ 4\u003C\u002Fh3>\n\n\u003Cp>ZUZP zostaje zawarty na czas nieokreślony.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§ 5\u003C\u002Fh3>\n\n\u003Cp>1.Każda ze Stron ma prawo rozwiązać ZUZP za trzymiesięcznym okresem\nwypowiedzenia ze skutkiem na koniec miesiąca kalendarzowego.\u003C\u002Fp>\n\n\u003Cp>2.Wypowiedzenie ZUZP wymaga dla swojej ważności formy pisemnej.\u003C\u002Fp>\n\n\u003Cp>3.Wraz z upływem okresu wypowiedzenia, ZUZP przestaje obowiązywać Strony.\nWarunki umów o pracę lub innych aktów stanowiących podstawę nawiązania\nstosunku pracy, wynikające z ZUZP, obowiązują do czasu ich ewentualnej\nzmiany w drodze wypowiedzenia, porozumienia stron stosunku pracy lub do\nzawarcia nowego układu zbiorowego pracy, lub innego wewnętrznego aktu prawa\npracy obowiązującego u Pracodawcy.\u003C\u002Fp>\n\n\u003Cp>4.W przypadku wypowiedzenia ZUZP, Strony są zobowiązane, w trybie art.\n2413 Kodeksu pracy, przystąpić do rokowań w celu ewentualnego zawarcia\nnowego układu zbiorowego pracy, o ile jedna ze Stron wystąpi z takim\nwnioskiem.\u003C\u002Fp>\n\n\u003Cp>5.Niezależnie od możliwości rozwiązania ZUZP za wypowiedzeniem, ZUZP\nmoże zostać rozwiązany na podstawie zgodnego porozumienia Stron.\u003C\u002Fp>\n\n\u003Ch3>§ 6\u003C\u002Fh3>\n\n\u003Cp>1.Ze względu na sytuację finansową Pracodawcy Strony mogą zawrzeć\nporozumienie o zawieszeniu stosowania u Pracodawcy w całości albo w części\nZUZP na okres nie dłuższy niż 3 (trzy) lata.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.W przypadku zawieszenia stosowania ZUZP, o którym mowa w ust. 1 powyżej,\nnie stosuje się z mocy prawa warunków umów o pracę lub innych aktów\nstanowiących podstawę nawiązania stosunków pracy wynikających z ZUZP.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbaratification\">\u003Ch3>Wejście w życie ZUZP\u003C\u002Fh3>\n\n\u003Ch3>§ 7\u003C\u002Fh3>\n\n\u003Cp>1.ZUZP wchodzi w życie wraz z jego wpisaniem przez właściwego okręgowego\ninspektora pracy do rejestru układów zakładowych.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Korzystniejsze postanowienia ZUZP zastępują z dniem wejścia w życie\nZUZP dotychczasowe warunki umów o pracę.\u003C\u002Fp>\n\n\u003Ch3>Sposób publikacji ZUZP i rozpowszechniania jego treści\u003C\u002Fh3>\n\n\u003Ch3>§ 8\u003C\u002Fh3>\n\n\u003Cp>ZUZP będzie opublikowany i rozpowszechniony w następujący sposób:\u003C\u002Fp>\n\n\u003Cp>1)niezwłocznie po wejściu ZUZP w życie, Pracodawca opublikuje tekst ZUZP\nw Intranecie Pracodawcy. Informacja o fakcie zawarcia ZUZP zostanie również\numieszczona na tablicach ogłoszeń w zakładzie pracy Pracodawcy;\u003C\u002Fp>\n\n\u003Cp>2)Pracodawca przekaże Organizacjom Związkowym tekst ZUZP;\u003C\u002Fp>\n\n\u003Cp>3)Pracodawca będzie udostępniał tekst ZUZP Pracownikom przyjmowanym do\npracy przed przystąpieniem do pracy. Oświadczenie o zapoznaniu się z\ntreścią ZUZP, podpisane przez Pracownika i zaopatrzone w datę, Pracodawca\ndołącza do akt osobowych Pracownika.\u003C\u002Fp>\n\n\u003Ch3>Egzemplarze ZUZP\u003C\u002Fh3>\n\n\u003Ch3>§ 9\u003C\u002Fh3>\n\n\u003Cp>ZUZP został zawarty w 10 jednobrzmiących egzemplarzach, po jednym\negzemplarzu dla każdej\u003C\u002Fp>\n\n\u003Cp>Organizacji Związkowej i dwa egzemplarze dla Pracodawcy.\u003C\u002Fp>\n\n\u003Ch3>Zmiana ZUZP\u003C\u002Fh3>\n\n\u003Ch3>§ 10\u003C\u002Fh3>\n\n\u003Cp>1.Zmiany do ZUZP wprowadza się w drodze protokołów dodatkowych do ZUZP, w\ntrybie przewidzianym dla zawarcia ZUZP.\u003C\u002Fp>\n\n\u003Cp>2.Protokoły dodatkowe podlegają wpisowi do rejestru układów zakładowych\nprowadzonego przez właściwego okręgowego inspektora pracy.\u003C\u002Fp>\n\n\u003Cp>3.Protokół dodatkowy wchodzi w życie w dacie wskazanej w danym protokole\ndodatkowym, nie wcześniej jednak niż w dacie wpisania protokołu dodatkowego\ndo rejestru układów zakładowych.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Kwoty brutto\u003C\u002Fh3>\n\n\u003Ch3>§ 11\u003C\u002Fh3>\n\n\u003Cp>Wszystkie kwoty wymieniane w ZUZP są kwotami brutto. Wszystkie obliczenia\ndokonywane zgodnie z ZUZP dokonywane są na kwotach brutto.\u003C\u002Fp>\n\n\u003Ch3>Prawo, język\u003C\u002Fh3>\n\n\u003Ch3>§ 12\u003C\u002Fh3>\n\n\u003Cp>Językiem obowiązującym w relacjach pomiędzy Pracownikami a Pracodawcą\noraz Organizacjami Związkowymi a Pracodawcą jest język polski. W przypadku\nwystępowania w imieniu Pracodawcy wobec Organizacji Związkowych lub\nPracowników osoby niewładającej językiem polskim, Pracodawca jest\nzobowiązany zapewnić na swój koszt tłumaczenie wypowiedzi lub dokumentów\nna język polski.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-EMPCONTR_trigger\">\u003Ch2>DZIAŁ II\u003C\u002Fh2>\n\n\u003Ch2>ZATRUDNIENIE PRACOWNIKÓW\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Proces rekrutacji\u003C\u002Fh3>\n\n\u003Ch3>§ 13\u003C\u002Fh3>\n\n\u003Cp>1.Proces rekrutacji kandydatów do pracy prowadzony jest z uwzględnieniem\nprzepisów prawa dotyczących zakazu dyskryminacji w zatrudnieniu oraz zgodnie\nz obowiązującym Kodeksem Etyki Veolia.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca dokłada najwyższych starań o zachowanie obiektywizmu procesu\nrekrutacji.\u003C\u002Fp>\n\n\u003Ch3>Zawarcie umowy o pracę\u003C\u002Fh3>\n\n\u003Ch3>§ 14\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca zatrudnia Pracownika na podstawie umowy o pracę. Umowę\nsporządza się na piśmie, uwzględniając wymogi przepisów prawa pracy.\u003C\u002Fp>\n\n\u003Cp>2.Pracownikowi powierza się określone stanowisko pracy i przyznaje\nkategorię zaszeregowania zgodnie z obowiązującym taryfikatorem stanowisk\npracy, stanowiącym Załącznik nr 1 do ZUZP.\u003C\u002Fp>\n\n\u003Cp>3.Ustalenie kategorii zaszeregowania odbywa się zgodnie z zasadą, że\ndanemu stanowisku pracy odpowiada jedna kategoria zaszeregowania.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>4.Z Pracownikami nowo przyjmowanymi do pracy zawiera się umowę na czas\nokreślony. Pierwsza umowa zawierana jest na okres 3 miesięcy (okres próbny),\na kolejna na okres 1 roku.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.Pozytywna ocena pracy stanowi podstawę zawarcia z Pracownikiem, o którym\nmowa w ust. 4 powyżej, umowy na czas nieokreślony i przyznania mu\nwynagrodzenia zasadniczego w ramach danej kategorii zaszeregowania. Decyzję w\ntym zakresie podejmuje Pracodawca.\u003C\u002Fp>\n\n\u003Cp>6.Zarząd Spółki w uzasadnionych przypadkach może odstąpić od zasad\nokreślonych w ust. 4 i 5 powyżej.\u003C\u002Fp>\n\n\u003Cp>7.Zasady przeszeregowania i awansowania Pracowników określa Załącznik nr\n5 do ZUZP.\u003C\u002Fp>\n\n\u003Cp>8.Pracodawca stwarza Pracownikom warunki do prawidłowego wypełniania\nobowiązków na danym stanowisku pracy, osiągania jak najlepszych efektów\npracy oraz wykorzystywania możliwości rozwojowych stwarzanych przez\nSpółkę.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>DZIAŁ III\u003C\u002Fh2>\n\n\u003Ch2>CZAS PRACY\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Postanowienia ogólne\u003C\u002Fh3>\n\n\u003Ch3>§ 15\u003C\u002Fh3>\n\n\u003Cp>1.Czasem pracy jest czas faktycznego wykonywania pracy oraz czas, w którym\nPracownik pozostaje do dyspozycji Pracodawcy na terenie zakładu pracy\nPracodawcy lub w innym miejscu wyznaczonym do wykonywania pracy. Nie jest\nczasem pracy czas, w którym Pracownik nie wykonuje pracy i nie pozostaje w\ndyspozycji Pracodawcy, wykonuje inne czynności niezwiązane z wykonywaną\npracą albo opuszcza zakład pracy Pracodawcy w celach niezwiązanych z pracą\nnp. w celu załatwienia spraw osobistych.\u003C\u002Fp>\n\n\u003Cp>2.Czas pracy powinien być w pełni wykorzystany przez każdego Pracownika\nna wykonywanie obowiązków pracowniczych.\u003C\u002Fp>\n\n\u003Ch3>Systemy i rozkłady czasu pracy\u003C\u002Fh3>\n\n\u003Ch3>§ 16\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>1.Z zastrzeżeniem ust. 3 poniżej, w zakładzie pracy Pracodawcy jest\nstosowany podstawowy system czasu pracy, w którym praca jest wykonywana do 8\ngodzin na dobę i przeciętnie 40 godzin w przeciętnie pięciodniowym tygodniu\npracy w trzymiesięcznym okresie rozliczeniowym, co kwartał kalendarzowy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cp>2.W ramach podstawowego systemu czasu pracy, o którym mowa w ust. 1\npowyżej, praca może być wykonywana w ramach:\u003C\u002Fp>\n\n\u003Cp>1)systemu podstawowego - pracy jednozmianowej, w którym czas pracy\nPracownika nie może przekraczać 8 godzin na dobę i przeciętnie 40 godzin w\nprzeciętnie pięciodniowym tygodniu pracy przy zachowaniu wszystkich sobót\nwolnych w obowiązującym okresie rozliczeniowym;\u003C\u002Fp>\n\n\u003Cp>2)systemu podstawowego - pracy dwuzmianowej, w którym praca może być\nwykonywana przez 7 dni w tygodniu, a czas pracy Pracownika nie może\nprzekraczać 8 godzin na dobę i przeciętnie 40 godzin w przeciętnie\npięciodniowym tygodniu pracy w obowiązującym okresie rozliczeniowym, przy\nzachowaniu odpoczynku, o którym mowa w art. 133 § 1 Kodeksu pracy\u003C\u002Fp>\n\n\u003Cp>3)systemu podstawowego - pracy trzyzmianowej, w którym praca może być\nwykonywana\u003C\u002Fp>\n\n\u003Cp>w ruchu ciągłym przez 7 dni w tygodniu w ramach pięciobrygadowej\norganizacji pracy, a czas pracy Pracownika nie może przekraczać 8 godzin na\ndobę i przeciętnie 40 godzin w przeciętnie pięciodniowym tygodniu pracy w\nobowiązującym okresie rozliczeniowym, przy zachowaniu odpoczynku, o którym\nmowa w art. 133 § 1 Kodeksu pracy\u003C\u002Fp>\n\n\u003Cp>3.W zakładzie pracy Pracodawcy mogą być również stosowane następujące\nsystemy i rozkłady czasu pracy:\u003C\u002Fp>\n\n\u003Cp>1)zadaniowy system czasu pracy, w którym Pracodawca po porozumieniu z\nPracownikiem ustala czas niezbędny do wykonania powierzonych zadań w\ntrzymiesięcznym okresie rozliczeniowy;\u003C\u002Fp>\n\n\u003Cp>2)indywidualny rozkład czasu pracy wprowadzany na wniosek Pracownika w\nramach obowiązującego Pracownika systemu czasu pracy za zgodą Pracodawcy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.W zakładzie pracy Pracodawcy może być stosowana praca zmianowa bez\nwzględu na stosowany system lub rozkład czasu pracy, w tym pięciobrygadowa\norganizacja pracy. Zasady stosowania pięciobrygadowej organizacji pracy są\nuregulowane w załączniku nr 3 do ZUZP.\u003C\u002Fp>\n\n\u003Cp>5.Rozkład czasu pracy dla danej grupy Pracowników może przewidywać\nróżne godziny rozpoczynania pracy w dniach, które zgodnie z tym rozkładem\nsą dla Pracowników dniami pracy.\u003C\u002Fp>\n\n\u003Cp>6.O objęciu danej grupy Pracowników danym systemem lub rozkładem czasu\npracy decyduje Pracodawca, biorąc pod uwagę konieczność zapewnienia\nnormalnego funkcjonowania zakładu pracy Pracodawcy. Informacja o systemie\nczasu pracy obowiązującym Pracownika jest określona w umowie o pracę\nPracownika. Zmiana godzin rozpoczęcia lub zakończenia pracy, nie jest\ntraktowana jako zmiana warunków pracy i płacy Pracowników i nie wymaga zgody\nPracowników, chyba że Pracodawca zmienia Pracownikowi system czasu pracy.\u003C\u002Fp>\n\n\u003Ch3>Harmonogram\u003C\u002Fh3>\n\n\u003Ch3>§ 17\u003C\u002Fh3>\n\n\u003Cp>1.Dla Pracowników wykonujących pracę w systemie zmianowym w\npięciobrygadowej organizacji pracy i w systemie dwuzmianowym, sporządza się\nharmonogram, zgodnie z przyjętym cyklem zmian roboczych brygad. W\nharmonogramie wskazywane są dla każdej brygady\u002Fzmiany roboczej liczby dni do\nprzepracowania w poszczególnych okresach rozliczeniowych.\u003C\u002Fp>\n\n\u003Cp>2.Imienny grafik sporządza się na okres rozliczeniowy w formie pisemnej\nlub elektronicznej\u003C\u002Fp>\n\n\u003Cp>i przekazuje Pracownikom w sposób zwyczajowo przyjęty u Pracodawcy, na co\nnajmniej siedem dni przed rozpoczęciem okresu rozliczeniowego.\u003C\u002Fp>\n\n\u003Cp>3.Szczegółowe zasady tworzenia harmonogramów oraz imiennych grafików\nczasu pracy określone są w Załączniku nr 3 i Załączniku nr 4 do ZUZP.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>Przerwy w pracy\u003C\u002Fh3>\n\n\u003Ch3>§ 18\u003C\u002Fh3>\n\n\u003Cp>Jeżeli dobowy wymiar czasu pracy Pracownika wynosi co najmniej 6 godzin,\nPracownik ma prawo do przerwy w pracy trwającej 15 minut, wliczanej do czasu\npracy. Przerwa udzielana jest przez przełożonego Pracownika lub ustalana z\ngóry przez Pracodawcę.\u003C\u002Fp>\n\n\u003Ch3>§ 19\u003C\u002Fh3>\n\n\u003Cp>Pracownikom, których dzienny czas pracy przy użyciu monitorów ekranowych\nwynosi co najmniej połowę dobowego czasu pracy, przysługuje 5-minutowa\nprzerwa wliczana do czasu pracy, po każdej godzinie pracy przy obsłudze\nmonitora ekranowego.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>Urlopy wypoczynkowe\u003C\u002Fh3>\n\n\u003Ch3>§ 20\u003C\u002Fh3>\n\n\u003Cp>1.Pracownikom przysługują dodatkowe dwa dni urlopu wypoczynkowego w roku\nkalendarzowym, ponad wymiar urlopu wypoczynkowego określonego w Kodeksie\npracy.\u003C\u002Fp>\n\n\u003Cp>2.Urlop wypoczynkowy jest udzielany zgodnie z planem urlopów.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Indywidualne odstępstwa od planu urlopów są dopuszczalne po uzgodnieniu\nmiędzy Pracownikiem a Pracodawcą.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Dodatkowe dni wolne od pracy\u003C\u002Fh3>\n\n\u003Ch3>§ 21\u003C\u002Fh3>\n\n\u003Cp>1.Pracownikom wykonującym pracę w pięciobrygadowej organizacji pracy\nprzysługuje, za każdy miesiąc pracy w ramach tej organizacji pracy, jeden\ndodatkowy dzień wolny od pracy. Zasady udzielania dodatkowych dni wolnych są\nuregulowane w Załączniku nr 3 do ZUZP.\u003C\u002Fp>\n\n\u003Cp>2.Pracownikowi nie przysługuje ekwiwalent pieniężny z tytułu\nniewykorzystanego dodatkowego dnia wolnego od pracy, o którym mowa w ust. 1\npowyżej.\u003C\u002Fp>\n\n\u003Ch3>§ 22\u003C\u002Fh3>\n\n\u003Cp>Dzień Energetyka jest dodatkowym, płatnym dniem wolnym od pracy w\nSpółce. Wynagrodzenie za powyższy dzień wolny od pracy oblicza się według\nzasad obliczania wynagrodzenia za urlop wypoczynkowy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>DZIAŁ IV\u003C\u002Fh2>\n\n\u003Ch2>WYNAGRODZENIE I INNE ŚWIADCZENIA ZWIĄZANE Z PRACĄ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Postanowienia ogólne\u003C\u002Fh3>\n\n\u003Ch3>§ 23\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>1.ZUZP ustala warunki wynagradzania za pracę i przyznawania innych\nświadczeń związanych z pracą.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.W zakresie ustalania warunków wynagradzania oraz przyznawania innych\nświadczeń związanych z pracą, Pracodawca kieruje się zasadą równego\ntraktowania pracowników.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>3.Wynagrodzenie otrzymywane za pracę w pełnym wymiarze czasu pracy nie\nmoże być niższe od minimalnego wynagrodzenia za pracę.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.W przypadku Pracowników zatrudnionych w niepełnym wymiarze czasu pracy,\nkwota miesięcznego wynagrodzenia zasadniczego jest proporcjonalna do wymiaru\nczasu pracy,\u003C\u002Fp>\n\n\u003Cp>w którym zostali zatrudnieni. Powyższą zasadę stosuje się również do\npozostałych świadczeń związanych z pracą, chyba że ZUZP, umowa o pracę\nlub inny akt wewnątrzzakładowy Pracodawcy stanowi inaczej.\u003C\u002Fp>\n\n\u003Cp>5.Wypłata wynagrodzenia za pracę następuje w drodze przekazania\nnależnego Pracownikowi wynagrodzenia na rachunek\noszczędnościowo-rozliczeniowy we wskazanej przez Pracownika instytucji. W\nprzypadku, gdy Pracownik nie wskaże rachunku do wypłaty wynagrodzenia za\npracę, wypłata nastąpi do rąk Pracownika w banku, w którym Pracodawca ma\nrachunek (autowypłata).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>6.Ewentualny wzrost płac w danym roku kalendarzowym będzie corocznie\nprzedmiotem negocjacji pomiędzy Pracodawcą a Organizacjami Związkowymi.\nNegocjacje będą prowadzone do 31 marca danego roku kalendarzowego, celem\nzawarcia porozumienia ustalającego wzrost wynagrodzenia oraz zasady\ndystrybucji.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Zasady tworzenia i przyznawania kategorii zaszeregowania\u003C\u002Fh3>\n\n\u003Ch3>§ 24\u003C\u002Fh3>\n\n\u003Cp>1.W Spółce dokonuje się opisu i wartościowania stanowisk pracy.\u003C\u002Fp>\n\n\u003Cp>2.Wartościowanie stanowisk pracy służy ustaleniu właściwej hierarchii\nstanowisk pracy w Spółce z uwzględnieniem rodzaju pracy, jak i zakresu\nodpowiedzialności Pracowników.\u003C\u002Fp>\n\n\u003Cp>3.Wartościowanie stanowisk pracy prowadzone jest z poszanowaniem zasady\ntransparentności przez zespół wartościujący, w którego skład wchodzą\nrównież przedstawiciele Organizacji Związkowych.\u003C\u002Fp>\n\n\u003Cp>4.Pracodawca odpowiada za kompletność i aktualność wyników\nwartościowania i w tym celu powołuje zespół wartościujący, nie rzadziej\nniż raz na 2 lata. Decyzja o ewentualnym wdrożeniu wyników pracy zespołu\nwartościującego należy wyłącznie do Pracodawcy.\u003C\u002Fp>\n\n\u003Cp>5.Zasady wartościowania pracy są określone w „Regulaminie opisywania i\nwartościowania stanowisk pracy w Veolia Energia Łódź S.A.\", stanowiącym\nniezależny od ZUZP dokument.\u003C\u002Fp>\n\n\u003Cp>6.Taryfikator stanowisk pracy stanowiący Załącznik nr 1 do ZUZP\nuwzględnia wyniki wartościowania stanowisk pracy.\u003C\u002Fp>\n\n\u003Ch3>§ 25\u003C\u002Fh3>\n\n\u003Cp>1.Pracownikowi powierza się określone stanowisko pracy i przyznaje\nkategorię osobistego zaszeregowania zgodnie z obowiązującym taryfikatorem\nstanowisk pracy, stanowiącym Załącznik nr 1 do ZUZP.\u003C\u002Fp>\n\n\u003Cp>2.Ustalenie kategorii zaszeregowania odbywa się zgodnie z zasadą, że\ndanemu stanowisku pracy odpowiada jedna kategoria zaszeregowania, określana w\nwyniku wartościowania stanowisk.\u003C\u002Fp>\n\n\u003Ch3>Premie i nagrody\u003C\u002Fh3>\n\n\u003Ch3>§ 26\u003C\u002Fh3>\n\n\u003Cp>1.Zasady, tryb i sposób przyznawania premii rocznej dla Pracowników\nokreśla Regulamin premii rocznej stanowiący Załącznik nr 6 do ZUZP.\u003C\u002Fp>\n\n\u003Cp>2.Zasady, tryb i sposób tworzenia oraz wydatkowania funduszu nagród dla\nPracowników niebędących Kadrą menadżerską określa Załącznik nr 7 do\nZUZP.\u003C\u002Fp>\n\n\u003Cp>3.Zasady, tryb i sposób tworzenia oraz wydatkowania funduszu nagród dla\nKadry menadżerskiej określa Załącznik nr 8 do ZUZP.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>§ 27\u003C\u002Fh3>\n\n\u003Cp>Z okazji Dnia Energetyka Pracownikowi przysługuje premia w wysokości 1000\nzł (słownie: jeden tysiąc). Wypłaty premii dokonuje się wraz z wypłatą\nwynagrodzenia za miesiąc sierpień. Premię wypłaca się Pracownikom\nzatrudnionym w dniu 14 sierpnia w roku kalendarzowym, za który przysługuje\npremia.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Ubezpieczenie Pracowników\u003C\u002Fh3>\n\n\u003Ch3>§ 28\u003C\u002Fh3>\n\n\u003Cp>1.Spółka pokryje koszty związane z ubezpieczeniem NNW Pracowników na\nzasadach określonych w umowie każdorazowo zawieranej z firmą\nubezpieczeniową.\u003C\u002Fp>\n\n\u003Cp>2.Spółka zapewnia obsługę ubezpieczenia, o którym mowa w ust. 1\npowyżej.\u003C\u002Fp>\n\n\u003Cp>3.Spółka zapewnia również obsługę pracowniczego ubezpieczenia\ngrupowego dla Pracowników.\u003C\u002Fp>\n\n\u003Ch3>Świadczenia dla osób uprawnionych w razie śmierci Pracownika\u003C\u002Fh3>\n\n\u003Ch3>na skutek wypadku przy pracy\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypaytxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>§ 29\u003C\u002Fh3>\n\n\u003Cp>1.W razie śmierci Pracownika spowodowanej wypadkiem przy pracy, Pracodawca\nzobowiązany jest do pokrycia standardowych kosztów pogrzebu, niezależnie od\ninnych świadczeń przysługujących z tego tytułu rodzinie zmarłego.\u003C\u002Fp>\n\n\u003Cp>2.Niezależnie od odprawy pośmiertnej, o której mowa w art. 93 Kodeksu\npracy, w razie śmierci Pracownika spowodowanej wypadkiem przy pracy, rodzinie\nPracownika przysługuje od Pracodawcy dodatkowa odprawa pośmiertna w\nwysokości sześciomiesięcznego wynagrodzenia Pracownika. Odprawa pośmiertna\nprzysługuje następującym członkom rodziny Pracownika:\u003C\u002Fp>\n\n\u003Cp>1)małżonkowi;\u003C\u002Fp>\n\n\u003Cp>2)innym członkom rodziny spełniającym warunki wymagane do uzyskania renty\nrodzinnej w myśl przepisów o emeryturach i rentach z Funduszu Ubezpieczeń\nSpołecznych.\u003C\u002Fp>\n\n\u003Cp>Odprawę pośmiertną dzieli się w częściach równych pomiędzy\nwszystkich uprawnionych członków rodziny. Jeżeli po zmarłym Pracowniku\npozostał tylko jeden członek rodziny uprawniony do odprawy pośmiertnej,\nprzysługuje mu odprawa w wysokości połowy odpowiedniej kwoty.\u003C\u002Fp>\n\n\u003Cp>3.Obowiązek powiadomienia rodziny Pracownika w razie wypadku śmiertelnego\nspoczywa na Pracodawcy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Ch3>Pozostałe składniki wynagrodzenia\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>§ 30\u003C\u002Fh3>\n\n\u003Cp>1.Praca wykonywana ponad normy czasu pracy stanowi pracę w godzinach\nnadliczbowych.\u003C\u002Fp>\n\n\u003Cp>2.Pracownikom wykonującym pracę w godzinach nadliczbowych przysługuje,\noprócz normalnego wynagrodzenia, dodatek w wysokości:\u003C\u002Fp>\n\n\u003Cp>1)55% stawki godzinowej, wynikającej z osobistego zaszeregowania Pracownika\n- za pracę w dni robocze;\u003C\u002Fp>\n\n\u003Cp>2)100% stawki godzinowej, wynikającej z osobistego zaszeregowania\nPracownika - za pracę w soboty, niedziele, święta i Dzień Energetyka.\u003C\u002Fp>\n\n\u003Cp>3.Praca w godzinach nadliczbowych może nastąpić w razie konieczności\nprowadzenia akcji ratowniczej dla ochrony życia lub zdrowia ludzkiego albo dla\nochrony mienia, lub usunięcia awarii oraz w razie wystąpienia szczególnych\npotrzeb Pracodawcy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Ch3>§ 31\u003C\u002Fh3>\n\n\u003Cp>1.Za każdą godzinę pracy w dni świąteczne, \"Dzień Energetyka\", na II i\nIII zmianie w dniach 24 i 31 grudnia, w niedziele i soboty oraz inne dni\nwyznaczone w Regulaminie Pracy jako wolne od pracy w danym roku kalendarzowym,\nprzysługuje, oprócz normalnego wynagrodzenia, dodatek\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>do wynagrodzenia w wysokości 70% stawki godzinowej wynikającej z\nosobistego zaszeregowania.\u003C\u002Fp>\n\n\u003Cp>2.Dodatek do wynagrodzenia określony w ust. 1 powyżej, przysługuje\nniezależnie od udzielenia - za pracę w niedziele, dni świąteczne i soboty -\ninnego dnia wolnego od pracy, w wyznaczonym z góry terminie.\u003C\u002Fp>\n\n\u003Cp>3.Pracownikom przysługuje dodatek do wynagrodzenia w wysokości określonej\nw § 30 ust. 2 ZUZP, za każdą godzinę pracy w dniu wyznaczonym dla nich jako\ndzień wolny od pracy, niezależnie od udzielenia dnia wolnego w innym\nwyznaczonym z góry terminie.\u003C\u002Fp>\n\n\u003Cp>4.Jeżeli Pracownicy nie otrzymali dnia wolnego w innym, wyznaczonym z góry\nterminie, przysługuje za każdą godzinę pracy w tym dniu, oprócz normalnego\nwynagrodzenia, dodatek za pracę w godzinach nadliczbowych.\u003C\u002Fp>\n\n\u003Cp>5.W przypadku zbiegu uprawnień do dodatków określonych w ust. 1 oraz ust.\n3 powyżej przysługuje tylko jeden dodatek.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch3>§ 32\u003C\u002Fh3>\n\n\u003Cp>1.Pracownikom wykonującym pracę w porze nocnej, określonej w Regulaminie\nPracy, przysługuje dodatek w wysokości 20% stawki godzinowej, wynikającej z\nosobistego zaszeregowania - za każdą godzinę pracy w tej porze.\u003C\u002Fp>\n\n\u003Cp>2.Dodatek przysługuje również, jeżeli Pracownikowi udzielono dnia\nwolnego w zamian za pracę w tej porze.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>DZIAŁ V\u003C\u002Fh2>\n\n\u003Ch2>WARUNKI BHP\u003C\u002Fh2>\n\n\u003Ch3>Postanowienia ogólne\u003C\u002Fh3>\n\n\u003Ch3>§ 33\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca jest zobowiązany chronić zdrowie i życie Pracowników\npoprzez zapewnienie bezpiecznych i higienicznych warunków pracy, przy\nodpowiednim wykorzystaniu osiągnięć nauki i techniki.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>2.Zasady bezpieczeństwa i higieny pracy są kształtowane na podstawie\nprzepisów prawa pracy (w tym procedur, instrukcji, zarządzeń, poleceń,\nstandardów i zasad BHP), a w szczególności polityki BHP, do których\nprzestrzegania zobowiązani są wszyscy Pracownicy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Narzędzia, materiały oraz środki ochrony\u003C\u002Fh3>\n\n\u003Ch3>§ 34\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca zapewnia Pracownikom narzędzia i materiały potrzebne do\nwykonywania pracy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>2.Pracodawca jest zobowiązany zapewnić Pracownikom środki ochrony\nindywidualnej oraz odzież roboczą i obuwie robocze zgodnie z normami\nobowiązującymi w Spółce.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Pracodawca zapewnia Pracownikom stały dostęp do niezbędnych środków\nhigieny osobistej\u003C\u002Fp>\n\n\u003Cp>i urządzeń higieniczno-sanitarnych, zaopatrzonych w dostateczną ilość\nciepłej i zimnej wody oraz szatni z wydzielonymi osobnymi miejscami na odzież\ni obuwie robocze oraz prywatne Pracowników.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 35\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca jest zobowiązany do udostępnienia Pracownikom gorących lub\nchłodzących napojów, w zależności od warunków pracy.\u003C\u002Fp>\n\n\u003Cp>2.Wykaz stanowisk Pracowników zatrudnionych w warunkach szczególnie\nuciążliwych oraz zasady przyznawania Pracownikom posiłków i napojów\ncorocznie ustala Pracodawca w porozumieniu z Organizacjami Związkowymi.\u003C\u002Fp>\n\n\u003Cp>3.W przypadku, gdy Pracownik podejmuje pracę na dodatkowej zmianie, jeżeli\nnastępuje ona bezpośrednio po zmianie określonej w harmonogramie pracy,\nPracodawca zorganizuje Pracownikowi bezpłatny posiłek.\u003C\u002Fp>\n\n\u003Ch3>§ 36\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca stosuje różne formy działalności socjalnej,\nkulturalno-oświatowej i pomocy socjalno-bytowej określone w odrębnym\nregulaminie Zakładowego Funduszu Świadczeń Socjalnych. Działalność ta\njest finansowana ze środków Zakładowego Funduszu Świadczeń Socjalnych\ntworzonego przez Pracodawcę na podstawie art. 3 Ustawy z dnia 4 marca 1994 r.\no zakładowym funduszu świadczeń socjalnych na zasadach określonych w tej\nustawie.\u003C\u002Fp>\n\n\u003Cp>2.Kwota odpisu na Zakładowy Fundusz Świadczeń Socjalnych jest równa\nodpisowi podstawowemu.\u003C\u002Fp>\n\n\u003Cp>3.Szczegółowe formy i metody działalności, o której mowa w ust. 1\npowyżej, określa Pracodawca w uzgodnieniu z Organizacjami Związkowymi.\u003C\u002Fp>\n\n\u003Ch3>Obowiązki Pracodawcy w zakresie BHP\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Ch3>§ 37\u003C\u002Fh3>\n\n\u003Cp>1.Obowiązki w zakresie bezpieczeństwa i higieny pracy oraz warunków pracy\nokreślają przepisy prawa pracy, postanowienia niniejszego Działu V oraz\ndecyzje Pracodawcy.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca powołuje Komisję Bezpieczeństwa i Higieny Pracy jako organ\ndoradczy i opiniodawczy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§ 38\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca jest zobowiązany zabezpieczyć Pracownikom właściwie\nstanowiska pracy.\u003C\u002Fp>\n\n\u003Cp>2.Dla każdego stanowiska pracy Pracodawca sporządza kartę stanowiskową\nokreślając w niej: rodzaj pracy, zakres odpowiedzialności Pracownika,\nwymagane kwalifikacje, kryteria oceny pracy oraz ryzyka zawodowe.\u003C\u002Fp>\n\n\u003Cp>3.Pracodawca powierzając Pracownikowi dane stanowisko pracy uwzględnia\njego kwalifikacje i doświadczenie.\u003C\u002Fp>\n\n\u003Cp>4.Pracodawca nadzoruje proces pracy, a w razie potrzeby podejmuje działania\nzmierzające do jego ulepszenia poprzez szkolenia i udoskonalanie narzędzi\npracy.\u003C\u002Fp>\n\n\u003Ch3>§ 39\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca jest zobowiązany zapewnić Pracownikom okulary korygujące\nwzrok, zgodnie z zaleceniami lekarza, jeżeli wyniki badań okulistycznych\nprzeprowadzonych w ramach\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>profilaktycznej opieki zdrowotnej wykażą potrzebę ich stosowania podczas\npracy przy obsłudze monitora ekranowego.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca refunduje Pracownikom koszt zakupu okularów korekcyjnych na\nzasadach określonych przez Zarząd, po uzyskaniu opinii Komisji\nBezpieczeństwa i Higieny Pracy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Ch3>§ 40\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca zobowiązany jest, przed dopuszczeniem Pracownika do pracy,\nprzeszkolić go w zakresie ogólnych zasad i przepisów bezpieczeństwa pracy\nobowiązujących przy danej pracy oraz poinformować o ryzyku zawodowym na\ndanym stanowisku pracy. Pracownicy są zobowiązani do ścisłego\nprzestrzegania tych zasad.\u003C\u002Fp>\n\n\u003Cp>2.Niezależnie od przeszkolenia wstępnego, Pracodawca jest zobowiązany do\norganizowania okresowego szkolenia w zakresie ochrony zdrowia i bezpieczeństwa\npracy oraz prowadzenia ewidencji przeszkolonych. Pracownicy są zobowiązani\nbrać udział w tych szkoleniach i zdać egzamin z zakresu szkolenia.\u003C\u002Fp>\n\n\u003Cp>3.Szkolenia w dziedzinie bezpieczeństwa i higieny pracy odbywają się\nzgodnie z przepisami prawa pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3>§ 41\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca jest zobowiązany, przed dopuszczeniem Pracownika do pracy,\npoddać go badaniom lekarskim (badaniom wstępnym), a w czasie zatrudnienia -\nbadaniom okresowym i kontrolnym.\u003C\u002Fp>\n\n\u003Cp>2.Okresowe i kontrolne badania lekarskie Pracowników powinny być\nprzeprowadzone w godzinach pracy, z jednoczesnym zachowaniem przez Pracownika\nprawa do wynagrodzenia za czas niewykonywania pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyprovisions\">\u003Ch3>§ 42\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca jest zobowiązany dokonywać na bieżąco analizy zagrożeń i\nprzyczyn powodujących wypadki przy pracy i choroby zawodowe oraz podejmować\ndziałania mające na celu likwidację zagrożeń.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca monitoruje ryzyka zawodowe i podejmuje działania prewencyjne w\ncelu ich minimalizacji.\u003C\u002Fp>\n\n\u003Cp>3.W celu realizacji obowiązków, o których mowa w ust. 1 powyżej,\nPracodawca ustala okresowe (roczne, wieloletnie) zadania w zakresie poprawy\nwarunków bezpieczeństwa i higieny pracy\u003C\u002Fp>\n\n\u003Cp>i zobowiązuje się do zapewnienia na ten cel środków finansowych.\nPracodawca poinformuje o podjętych zadaniach Organizacje Związkowe.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§ 43\u003C\u002Fh3>\n\n\u003Cp>Oddziałowym społecznym inspektorom pracy przysługuje, z tytułu\npełnienia funkcji społecznego inspektora pracy, dodatkowe wynagrodzenie\nryczałtowe w wysokości wynagrodzenia zasadniczego odpowiadającego 30\ngodzinom pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 44\u003C\u002Fh3>\n\n\u003Cp>1.W przypadku stwierdzenia u Pracownika objawów powstawania choroby\nzawodowej, Pracodawca jest zobowiązany:\u003C\u002Fp>\n\n\u003Cp>1)zbadać - w porozumieniu z organami Państwowej Inspekcji Sanitarnej lub\ninnymi upoważnionymi do przeprowadzania takich badań placówkami - przyczyny,\ncharakteru\u003C\u002Fp>\n\n\u003Cp>i rozmiaru zagrożenia powodującego chorobę;\u003C\u002Fp>\n\n\u003Cp>2)zastosować właściwe środki zapobiegawcze i przystąpić niezwłocznie\ndo usuwania przyczyn powodujących chorobę zawodową;\u003C\u002Fp>\n\n\u003Cp>3)zapewnić realizację zaleceń lekarskich wydanych Pracownikom, zwłaszcza\nw zakresie kierowania na częstsze badania lekarskie, stosowania przerw w\npracy.\u003C\u002Fp>\n\n\u003Cp>2.W przypadku utrzymywania się u Pracownika choroby zawodowej, pomimo\nzastosowania środków określonych w ust. 1 powyżej, Pracownik powinien być\nna podstawie orzeczenia lekarskiego, przeniesiony czasowo lub na stałe do\ninnej pracy, nie narażającej go na działanie czynnika, który wywołał te\nobjawy.\u003C\u002Fp>\n\n\u003Cp>3.Pracownikowi przeniesionemu czasowo, w myśl ust. 2 powyżej, do innej\npracy, przysługuje przez okres tego przeniesienia lub przyuczenia do\nwykonywania nowej pracy, jednak nie dłużej niż przez 3 miesiące,\nwynagrodzenie nie niższe od wynagrodzenia dotychczas pobieranego, obliczonego\njak za urlop wypoczynkowy. W uzasadnionych przypadkach, na wniosek Organizacji\nZwiązkowych, okres pobierania tak ustalonego wynagrodzenia, może być\nprzedłużony do 6 miesięcy.\u003C\u002Fp>\n\n\u003Cp>4.Jeżeli na skutek przeniesienia Pracownika do innej pracy, w związku ze\nstwierdzeniem u Pracownika objawów wskazujących na powstawanie choroby\nzawodowej obniżeniu ulegnie wynagrodzenie Pracownika, ma on prawo do dodatku\nwyrównawczego przez okres nieprzekraczający 6 miesięcy. W uzasadnionych\nprzypadkach, na wniosek Organizacji Związkowych, okres pobierania dodatku\nwyrównawczego może być przedłużony do 9 miesięcy. Decyzję w tym zakresie\npodejmuje Pracodawca.\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ VI\u003C\u002Fh2>\n\n\u003Ch2>INNE ŚWIADCZENIA\u003C\u002Fh2>\n\n\u003Ch3>Świadczenia medyczne\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Ch3>§ 45\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca zobowiązuje się do zapewnienia Pracownikom bezpłatnych\nświadczeń medycznych. Zakres świadczeń ustala Pracodawca po przeprowadzeniu\nkonsultacji z Organizacjami Związkowymi.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca zapewnia Pracownikom bezpłatne szczepienia ochronne zgodnie z\nplanem szczepień oraz bezpłatne badania profilaktyczne w zakresie uzgodnionym\nz Organizacjami Związkowymi.\u003C\u002Fp>\n\n\u003Cp>3.Leczenie Pracownika w sanatorium w następstwie wypadku przy pracy nie z\nwiny Pracownika lub choroby zawodowej, w każdym przypadku na podstawie\nostatecznego orzeczenia lekarskiego, odbywa się poza przysługującym\nPracownikowi urlopem wypoczynkowym, tj. w ramach płatnego urlopu dodatkowego\nrozliczanego jak ekwiwalent za urlop wypoczynkowy. Z powyższego uprawnienia\nmożna skorzystać jednorazowo w odniesieniu do danego wypadku przy pracy lub\ndanej choroby zawodowej.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch3>§ 46\u003C\u002Fh3>\n\n\u003Cp>Pracodawca zobowiązuje się do prowadzenia pracowniczego programu\nemerytalnego i sfinansowania składki podstawowej w wysokości nie niższej\nniż 3,5% na zasadach określonych w Umowie Zakładowej zawartej między\nPracodawcą a Organizacjami Związkowymi.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause\" id=\"clause-disabilityfund\">\u003Ch3>Pomoc dla Pracowników i byłych Pracowników\u003C\u002Fh3>\n\n\u003Ch3>§ 47\u003C\u002Fh3>\n\n\u003Cp>W ramach uznania pracy byłych Pracowników Pracodawcy, Pracodawca\nzobowiązuje się:\u003C\u002Fp>\n\n\u003Cp>1)organizować pożegnania Pracowników odchodzących na emeryturę lub\nrentę z tytułu niezdolności do pracy lub świadczenie przedemerytalne, w tym\nzakupu upominków dla tych Pracowników na zasadach ustalanych corocznie z\nOrganizacjami Związkowymi;\u003C\u002Fp>\n\n\u003Cp>2)organizować w ramach posiadanych i przeznaczonych na ten cel środków\nfinansowych\u003C\u002Fp>\n\n\u003Cp>w porozumieniu z Organizacjami Związkowymi, opiekę i pomoc dla byłych\nPracowników przebywających na emeryturze, rencie z tytułu niezdolności do\npracy lub świadczeniu przedemerytalnym.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§ 48\u003C\u002Fh3>\n\n\u003Cp>Pracownikowi, któremu zostanie nadany tytuł „ZASŁUŻONY DLA VEOLIA\nENERGIA ŁÓDŹ S.A.\"\u003C\u002Fp>\n\n\u003Cp>przysługuje świadczenie w kwocie 1.800,00 zł (jeden tysiąc osiemset\nzłotych). Świadczenie\u003C\u002Fp>\n\n\u003Cp>przysługuje jednorazowo w roku nadania tytułu.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3>Szkolenia dla Pracowników\u003C\u002Fh3>\n\n\u003Ch3>§ 49\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca zobowiązuje się realizować szkolenia dla Pracowników\nwedług standardów Pracodawcy. Szkolenia będą dostosowane do potrzeb\nPracodawcy i do potrzeb rozwoju zawodowego Pracowników w zakresie wymaganym\nprzez Pracodawcę.\u003C\u002Fp>\n\n\u003Cp>2.Jeżeli w związku ze zmianami organizacyjnymi, technicznymi lub\ntechnologicznymi u Pracodawcy, zachodzi potrzeba likwidacji albo\nprzekształcenia stanowiska pracy, a zatrudnionemu na nim Pracownikowi\nzaproponowane zostanie nowe lub zmodyfikowane stanowisko, a Pracownik nie\nposiada kwalifikacji do pracy na nowym lub zmodyfikowanym stanowisku,\nPracodawca umożliwi mu przekwalifikowanie się lub przyuczenie do pracy na\nnowych warunkach. W takich przypadkach koszty przekwalifikowania lub\nprzyuczenia do pracy pokrywa Pracodawca w zakresie przez siebie ustalonym.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Dodatkowe świadczenia\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>§ 50\u003C\u002Fh3>\n\n\u003Cp>1.W przypadku rozwiązania umowy o pracę z przyczyn nie leżących po\nstronie Pracownika (zarówno w ramach zwolnień grupowych oraz zwolnień\nindywidualnych), Pracodawca\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>wypłaci Pracownikowi dodatkową odprawę pieniężną z tytułu\nrozwiązania umowy o pracę w następującej wysokości:\u003C\u002Fp>\n\n\u003Cp>1)trzymiesięcznego wynagrodzenia liczonego jak ekwiwalent pieniężny za\nniewykorzystany urlop wypoczynkowy w przypadku Pracownika, którego staż pracy\nu Pracodawcy na dzień rozwiązania umowy o pracę wynosi 5 lat albo mniej;\u003C\u002Fp>\n\n\u003Cp>2)sześciomiesięcznego wynagrodzenia liczonego jak ekwiwalent pieniężny\nza niewykorzystany urlop wypoczynkowy w przypadku Pracownika, którego staż\npracy\u003C\u002Fp>\n\n\u003Cp>u Pracodawcy na dzień rozwiązania umowy o pracę wynosi więcej niż 5\nlat.\u003C\u002Fp>\n\n\u003Cp>2.Do stażu pracy, o którym mowa w ust. 1 powyżej wlicza się okres\nzatrudnienia w Veolia Energia Łódź S.A. oraz jej poprzedników prawnych oraz\npodmiotów, z których Pracownik został przejęty przez Veolia Energia Łódź\nS.A. oraz jej poprzedników prawnych w trybie art. 23(1) § 1 Kodeksu pracy.\u003C\u002Fp>\n\n\u003Cp>3.Wypłata dodatkowej odprawy pieniężnej, o której mowa w ust. 1 powyżej\nnastąpi wraz z wypłatą wynagrodzenia za ostatni miesiąc obowiązywania\numowy o pracę.\u003C\u002Fp>\n\n\u003Cp>4.Dodatkowa odprawa pieniężna, o której mowa w ust. 1 powyżej\nprzysługuje niezależnie od odprawy wynikającej z ustawy z 13 marca 2003 r. o\nszczególnych zasadach rozwiązywania z pracownikami stosunków pracy z\nprzyczyn niedotyczących pracowników.\u003C\u002Fp>\n\n\u003Cp>5.Zobowiązanie Pracodawcy, o którym mowa w ust. 1 powyżej obowiązuje\nprzez okres czterech lat licząc od dnia zarejestrowania ZUZP.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>§ 51\u003C\u002Fh3>\n\n\u003Cp>1.W razie przejścia zakładu pracy Pracodawcy albo jego części na innego\npracodawcę (nowy pracodawca), w przypadku, gdy Pracownik objęty tym\nprzejściem rozwiąże stosunek pracy u nowego pracodawcy bez wypowiedzenia, za\nsiedmiodniowym uprzedzeniem, w terminie 2 miesięcy od dnia przejścia, w\ntrybie art. 231 § 4 Kodeksu pracy, Pracodawca zapłaci Pracownikowi dodatkowe\nodszkodowanie w wysokości pięciomiesięcznego wynagrodzenia liczonego jak\nekwiwalent pieniężny za niewykorzystany urlop wypoczynkowy przy\nuwzględnieniu składników wypłacanych wyłącznie u Pracodawcy.\u003C\u002Fp>\n\n\u003Cp>2.Odszkodowanie, o którym mowa w ust. 1 powyżej zostanie wypłacone w\nterminie 14 dni od dnia przedstawienia przez Pracownika oryginału świadectwa\npracy potwierdzającego rozwiązanie umowy o pracę w trybie, o którym mowa w\nust. 1 powyżej.\u003C\u002Fp>\n\n\u003Cp>3.Zobowiązanie Pracodawcy, o którym mowa w ust. 1 powyżej obowiązuje\nprzez okres czterech lat licząc od dnia zarejestrowania ZUZP.\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ VII\u003C\u002Fh2>\n\n\u003Ch2>POSTANOWIENIA RÓŻNE\u003C\u002Fh2>\n\n\u003Ch3>Prawa związkowe\u003C\u002Fh3>\n\n\u003Ch3>§ 52\u003C\u002Fh3>\n\n\u003Cp>1. Pracownicy mają prawo tworzenia i wstępowania do organizacji\nzwiązkowych zgodnie z przepisami prawa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2. Organizacje związkowe sprawują nadzór nad przestrzeganiem prawa pracy\noraz zasad BHP, a w szczególności:\u003C\u002Fp>\n\n\u003Cp>a)prowadzą dialog społeczny;\u003C\u002Fp>\n\n\u003Cp>b)zajmują stanowisko w indywidualnych sprawach pracowniczych;\u003C\u002Fp>\n\n\u003Cp>c)współdziałają z państwową i społeczną inspekcją pracy;\u003C\u002Fp>\n\n\u003Cp>d)zajmują się warunkami życia emerytów i rencistów.\u003C\u002Fp>\n\n\u003Ch3>§ 53\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca gwarantuje organizacjom związkowym swobodę i niezależność\nw zakresie prowadzenia działalności związkowej w granicach wyznaczonych\nprzepisami prawa.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca realizuje świadczenia i uprawnienia określone w\nporozumieniach zawieranych pomiędzy organizacjami związkowymi a\nPracodawcą.\u003C\u002Fp>\n\n\u003Ch3>§ 54\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca zapewnia Organizacjom Związkowym pomieszczenie wraz z\nwyposażeniem, umożliwiające prowadzenie działalności związkowej na\nterenie zakładu pracy Pracodawcy,\u003C\u002Fp>\n\n\u003Cp>w zakresie i na zasadach określonych w odrębnym porozumieniu zawieranym\npomiędzy Pracodawcą, a daną Organizacją Związkową.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca zapewnia, że pomieszczenia i urządzenia techniczne niezbędne\ndo wykonywania działalności związkowej, o których mowa w art. 33 ustawy z\ndnia 23 maja 1991 r. o związkach zawodowych będzie udostępniać\nnieodpłatnie.\u003C\u002Fp>\n\n\u003Cp>3.Pracodawca zobowiązuje się nieodpłatnie potrącać i przelewać na\nrachunki bankowe wskazane przez Organizacje Związkowe składki członkowskie\nPracowników, będących członkami tych Organizacji Związkowych, na podstawie\npisemnych oświadczeń poszczególnych Pracowników wyrażających zgodę na te\npotrącenia.\u003C\u002Fp>\n\n\u003Cp>4.W zakresie określonym w przepisach prawa, Pracodawca zobowiązuje się\nudzielać Organizacjom Związkowym informacji niezbędnych do prowadzenia\ndziałalności związkowej w rozumieniu przepisów prawa. Przedstawiciele\nOrganizacji Związkowych są zobowiązani do nieujawniania przekazanych przez\nPracodawcę informacji, o ile informacje te objęte są tajemnicą\nprzedsiębiorstwa Spółki.\u003C\u002Fp>\n\n\u003Ch3>§ 55\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca zobowiązuje się utrzymać w zakładzie pracy Pracodawcy\nPracowniczą Kasę Zapomogowo-Pożyczkową.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca zapewnia obsługę księgową oraz pokrywa koszty obsługi\nbankowej Pracowniczej Kasy Zapomogowo-Pożyczkowej.\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ VIII\u003C\u002Fh2>\n\n\u003Ch2>WZAJEMNE ZOBOWIĄZANIA STRON - CZĘŚĆ OBLIGACYJNA\u003C\u002Fh2>\n\n\u003Ch3>Okresowa ocena funkcjonowania ZUZP\u003C\u002Fh3>\n\n\u003Ch3>§ 56\u003C\u002Fh3>\n\n\u003Cp>1.Strony ustalają, że raz w roku będą dokonywać oceny funkcjonowania\nZUZP, w terminie do 31 marca każdego roku.\u003C\u002Fp>\n\n\u003Cp>2.W celu oceny sposobu realizacji postanowień ZUZP, na pisemny wniosek\nkażdej ze Stron, może zostać zwołane spotkanie w terminie 14 dni od daty\ndoręczenia wniosku. Strony dopuszczają możliwość dokonania oceny za\npomocą środków elektronicznych.\u003C\u002Fp>\n\n\u003Cp>3.Pracodawca jest zobowiązany udzielić odpowiedzi na pytania Organizacji\nZwiązkowych dotyczące funkcjonowania ZUZP, najpóźniej w terminie 14 dni od\ndnia otrzymania wniosku w tym zakresie.\u003C\u002Fp>\n\n\u003Cp>4.Strony mogą sporządzić protokół z oceny funkcjonowania ZUZP, w\nktórym zawrą tę ocenę i ewentualne wnioski lub postulaty. Protokół wymaga\npodpisów obu Stron.\u003C\u002Fp>\n\n\u003Ch3>Tryb wyjaśniania treści postanowień ZUZP\u003C\u002Fh3>\n\n\u003Ch3>§ 57\u003C\u002Fh3>\n\n\u003Cp>1.Na wypadek rozbieżności w interpretacji treści postanowień ZUZP,\nStrony ustalają następujący tryb wyjaśniania treści postanowień ZUZP:\u003C\u002Fp>\n\n\u003Cp>1)każda ze Stron ma prawo sporządzać na własny koszt ekspertyzy prawne i\nprojekty wyjaśnień treści postanowień ZUZP. Ekspertyza lub projekt\nwyjaśnień może zostać przedstawiony drugiej Stronie;\u003C\u002Fp>\n\n\u003Cp>2)Strony mają prawo wymieniać pisemne stanowiska lub wspólnie\norganizować spotkania w celu omówienia rozbieżności w interpretacji treści\npostanowień ZUZP.\u003C\u002Fp>\n\n\u003Cp>2.W przypadku, gdy Strony wspólnie uznają konieczność dokonania\nwyjaśnienia treści postanowień ZUZP, Strony zawierają w tym celu\nporozumienie, w którym wskazują zaistniałe rozbieżności oraz\nprzedstawiają wspólne wyjaśnienie treści postanowień ZUZP. Zawarte\nporozumienie jest dla Stron wiążące.\u003C\u002Fp>\n\n\u003Cp>Pracodawca:Organizacje Związkowe:\u003C\u002Fp>\n\n\u003Cp>Związek Zawodowy Pracowników Ruchu Ciągłego Veolia Energia Łódź\nS.A.\u003C\u002Fp>\n\n\u003Cp>Jerzy KakZbigniew Tomasik\u003C\u002Fp>\n\n\u003Cp>Dariusz Domański\u003C\u002Fp>\n\n\u003Cp>Związek Zawodowy Inżynierów i Techników Veolia Sławomir BurmannEnergia\nŁódź S.A.\u003C\u002Fp>\n\n\u003Cp>Konrad Kujawski\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zdzisław Drzazga\u003C\u002Fp>\n\n\u003Cp>Niezależny Samorządny Związek Zawodowy Pracowników Veolia Energia\nŁódź S.A.\u003C\u002Fp>\n\n\u003Cp>Jolanta Czyżewska\u003C\u002Fp>\n\n\u003Cp>Dariusz Banasiak\u003C\u002Fp>\n\n\u003Cp>NSZZ Solidarność Veolia Energia Łódź S.A.\u003C\u002Fp>\n\n\u003Cp>Jan Ziobrowski Mariusz Fichna\u003C\u002Fp>\n\n\u003Cp>Związek Zawodowy Pracowników Administracji Przemysłowej Dalkia Łódź\nS.A.\u003C\u002Fp>\n\n\u003Cp>Janusz Łazuchiewicz Tomasz Piątkowski\u003C\u002Fp>\n\n\u003Cp>Związek Zawodowy Pracowników Bocznic Veolia Energia Łódź S.A\u003C\u002Fp>\n\n\u003Cp>Radosław Kalata Grzegorz Pluta\u003C\u002Fp>\n\n\u003Cp>Związek Zawodowy Nowa Inicjatywa\u003C\u002Fp>\n\n\u003Cp>Robert Kolanowski\u003C\u002Fp>\n\n\u003Cp>Tomasz Janicki\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Lista załączników:\u003C\u002Fp>\n\n\u003Cp>1.Taryfikator stanowisk pracy.\u003C\u002Fp>\n\n\u003Cp>2.Tabela stawek wynagrodzenia zasadniczego.\u003C\u002Fp>\n\n\u003Cp>3.Zasady stosowania pięciobrygadowej organizacji pracy.\u003C\u002Fp>\n\n\u003Cp>4.Zasady organizacji pracy zmianowej na bocznicach kolejowych.\u003C\u002Fp>\n\n\u003Cp>5.Zasady przeszeregowania i awansowania pracowników.\u003C\u002Fp>\n\n\u003Cp>6.Regulamin premii rocznej.\u003C\u002Fp>\n\n\u003Cp>7.Zasady, tryb i sposób tworzenia oraz wydatkowania funduszu nagród dla\nPracowników niebędących Kadrą menadżerską.\u003C\u002Fp>\n\n\u003Cp>8.Zasady wynagradzania i nagradzania Kadry menadżerskiej.\u003C\u002Fp>\n\n\u003Cp>9.Zasady wypłat rekompensat w związku z likwidacją niektórych\nświadczeń w Veolia Energia Łódź S.A\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch2>Taryfikator stanowisk pracy\u003C\u002Fh2>\n\n\u003Ch2>Załącznik nr 1 do ZUZP\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Kategoria 18\u003C\u002Fp>\n\n\u003Cp>Pion Operacyjny\u003C\u002Fp>\n\n\u003Cp>Dyrektor ds. Zarządzania Majątkiem\u003C\u002Fp>\n\n\u003Cp>Pion Zasobów Ludzkich\u003C\u002Fp>\n\n\u003Cp>Dyrektor ds. Zasobów Ludzkich\u003C\u002Fp>\n\n\u003Cp>Kategoria 17\u003C\u002Fp>\n\n\u003Cp>Pion Dyrektora Generalnego Dyrektor QHSE Pion Finansowy\u003C\u002Fp>\n\n\u003Cp>Zastępca Dyrektora ds. Finansowych Pion Operacyjny\u003C\u002Fp>\n\n\u003Cp>Dyrektor Elektrociepłowni EC3\u002F4\u003C\u002Fp>\n\n\u003Cp>Elektrociepłownia nr 3\u002F4\u003C\u002Fp>\n\n\u003Cp>Pion Operacyjny \u002F Zarządzanie Majątkiem\u003C\u002Fp>\n\n\u003Cp>Zastępca Dyrektora ds. Zarządzania Majątkiem\u003C\u002Fp>\n\n\u003Cp>Pion Rozwoju\u003C\u002Fp>\n\n\u003Cp>Dyrektor Sieci Cieplnej\u003C\u002Fp>\n\n\u003Cp>Sieć Cieplna\u003C\u002Fp>\n\n\u003Cp>Dyrektor Projektu\u003C\u002Fp>\n\n\u003Cp>Dział Handlowy\u003C\u002Fp>\n\n\u003Cp>Kategoria 16\u003C\u002Fp>\n\n\u003Cp>Pion Dyrektora Generalnego Dyrektor ds. Komunikacji\u003C\u002Fp>\n\n\u003Cp>Biuro ds. Komunikacji Zewnętrznej\u003C\u002Fp>\n\n\u003Cp>Kierownik Działu Ochrony Środowiska\u003C\u002Fp>\n\n\u003Cp>Dział Ochrony Środowiska\u003C\u002Fp>\n\n\u003Cp>Kierownik Działu BHP i PPOŻ\u003C\u002Fp>\n\n\u003Cp>Dział BHP i PPOŻ\u003C\u002Fp>\n\n\u003Cp>Kierownik Biura ds. Administracji\u003C\u002Fp>\n\n\u003Cp>Biuro ds. Administracji Pion Finansowy\u003C\u002Fp>\n\n\u003Cp>Kierownik Działu Ekonomiczno-Finansowego\u003C\u002Fp>\n\n\u003Cp>Dział Ekonomiczno-Finansowy Pion Operacyjny\u003C\u002Fp>\n\n\u003Cp>Kierownik Działu Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Dział Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Dyżurny Inżynier Ruchu\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Kierownik Wydziału Ruchu\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Zastępca Kierownika Wydziału Ruchu\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Pion Operacyjny \u002F Zarządzanie Majątkiem\u003C\u002Fp>\n\n\u003Cp>Kierownik Działu Planowania Inwestycji i Remontów - Główny Inżynier\u003C\u002Fp>\n\n\u003Cp>Dział Planowania Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Kierownik Działu Realizacji Inwestycji i Remontów - Główny Inżynier\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Zastępca Kierownika Działu Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów Pion Rozwoju\u003C\u002Fp>\n\n\u003Cp>Kierownik Działu Analiz i Prognozowania\u003C\u002Fp>\n\n\u003Cp>Dział Analiz i Prognozowania\u003C\u002Fp>\n\n\u003Cp>Kierownik Działu ds. Efektywności Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Dział Efektywności Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Kierownik Działu Technologii ZSC\u003C\u002Fp>\n\n\u003Cp>Dział Technologii ZSC\u003C\u002Fp>\n\n\u003Cp>Kierownik Zespołu ds. Przyłączania Nowych Klientów\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Przyłączania Nowych Klientów\u003C\u002Fp>\n\n\u003Cp>Starszy Dyspozytor Ruchu Sieci Cieplnej\u003C\u002Fp>\n\n\u003Cp>Dział Technologii ZSC\u003C\u002Fp>\n\n\u003Cp>Kierownik Rejonu\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3\u003C\u002Fp>\n\n\u003Cp>Kierownik Zespołu ds. Rozwoju Rynku Regionalnego\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Rozwoju Rynku Regionalnego\u003C\u002Fp>\n\n\u003Cp>Kierownik Zespołu ds. Obsługi Klienta\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Obsługi Klienta Pion Zasobów Ludzkich\u003C\u002Fp>\n\n\u003Cp>Kierownik Działu Zarządzania Zasobami Ludzkimi\u003C\u002Fp>\n\n\u003Cp>Dział Zarządzania Zasobami Ludzkimi\u003C\u002Fp>\n\n\u003Cp>Kategoria 15\u003C\u002Fp>\n\n\u003Cp>Pion Dyrektora Generalnego Kierownik Biura Spółki\u003C\u002Fp>\n\n\u003Cp>Biuro Spółki\u003C\u002Fp>\n\n\u003Cp>Kierownik Działu Systemów Zarządzania\u003C\u002Fp>\n\n\u003Cp>Dział Systemów Zarządzania\u003C\u002Fp>\n\n\u003Cp>Kierownik Laboratorium Badań i Pomiarów\u003C\u002Fp>\n\n\u003Cp>Laboratorium Badań i Pomiarów Pion Finansowy\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Taryfowania i Rachunkowości Zarządczej\u003C\u002Fp>\n\n\u003Cp>Dział Ekonomiczno-Finansowy\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Zarządzania Efektywnością\u003C\u002Fp>\n\n\u003Cp>Dział Ekonomiczno-Finansowy\u003C\u002Fp>\n\n\u003Cp>Kierownik Działu Zarządzania Wierzytelnościami\u003C\u002Fp>\n\n\u003Cp>Dział Zarządzania Wierzytelnościami\u003C\u002Fp>\n\n\u003Cp>Kontroler Finansowy\u003C\u002Fp>\n\n\u003Cp>Dział Ekonomiczno-Finansowy Pion Operacyjny\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Dział Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Planowania i Ekonomiki Produkcji\u003C\u002Fp>\n\n\u003Cp>Dział Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Systemów Technologicznych\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Pion Operacyjny \u002F Zarządzanie Majątkiem Główny Specjalista ds. Strategii\nTechnicznej\u003C\u002Fp>\n\n\u003Cp>Dział Planowania Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. AKPiA\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Branży Budowlanej i Instalacyjnej\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Branży Elektrycznej\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Kotłów\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Maszynowni\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Pomocniczych Urządzeń Technologicznych\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Kierownik Działu Zakupów i Logistyki\u003C\u002Fp>\n\n\u003Cp>Dział Zakupów i Logistyki\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Planowania Finansowego, Rozliczeń i Dotacji\u003C\u002Fp>\n\n\u003Cp>Dział Planowania Inwestycji i Remontów Pion Rozwoju\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Efektywności Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Dział Efektywności Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Technologii ZSC\u003C\u002Fp>\n\n\u003Cp>Dział Technologii ZSC\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Rozwoju Rynku Regionalnego\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Rozwoju Rynku Regionalnego\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Rejonu\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3 Pion Zasobów Ludzkich HR Biznes Partner\u003C\u002Fp>\n\n\u003Cp>HR Biznes Partner\u003C\u002Fp>\n\n\u003Cp>Kategoria 14\u003C\u002Fp>\n\n\u003Cp>Pion Dyrektora Generalnego\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Łączności i Teletransmisji\u003C\u002Fp>\n\n\u003Cp>Biuro ds. Administracji\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Bezpieczeństwa i Ochrony Obiektów\u003C\u002Fp>\n\n\u003Cp>Biuro ds. Administracji\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Systemów Zarządzania\u003C\u002Fp>\n\n\u003Cp>Dział Systemów Zarządzania\u003C\u002Fp>\n\n\u003Cp>Starszy Inspektor PPOŻ\u003C\u002Fp>\n\n\u003Cp>Dział BHP i PPOŻ\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Komunikacji\u003C\u002Fp>\n\n\u003Cp>Biuro ds. Komunikacji Zewnętrznej\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Ochrony Środowiska\u003C\u002Fp>\n\n\u003Cp>Dział Ochrony Środowiska\u003C\u002Fp>\n\n\u003Cp>Project Management Officer (PMO)\u003C\u002Fp>\n\n\u003Cp>Dział Systemów Zarządzania\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. BHP\u003C\u002Fp>\n\n\u003Cp>Dział BHP i PPOŻ Pion Finansowy\u003C\u002Fp>\n\n\u003Cp>Starszy Analityk Finansowy\u003C\u002Fp>\n\n\u003Cp>Dział Ekonomiczno-Finansowy\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Controllingu\u003C\u002Fp>\n\n\u003Cp>Dział Ekonomiczno-Finansowy\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Zarządzania Efektywnością\u003C\u002Fp>\n\n\u003Cp>Dział Ekonomiczno-Finansowy Pion Operacyjny\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Wsparcia Operacyjnego\u003C\u002Fp>\n\n\u003Cp>Dział Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Specjalista Wydziału Ruchu ds. Gospodarki Paliwami i Odpadami\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Specjalista Wydziału Ruchu ds. Gospodarki Wodno-Chemicznej\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Specjalista Wydziału Ruchu ds. Kotłowni\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Specjalista Wydziału Ruchu ds. Maszynowni\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Specjalista Wydziału Ruchu ds. Systemów Technologicznych\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Specjalista Wydziału Ruchu ds. Urządzeń AKPiA\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Specjalista Wydziału Ruchu ds. Urządzeń Elektrycznych\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Specjalista Wydziału Ruchu ds. Zabezpieczeń Elektrycznych\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista Wydziału Ruchu\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Pion Operacyjny \u002F Zarządzanie Majątkiem\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Planowania, Rozliczeń i Kontroli Budżetu\u003C\u002Fp>\n\n\u003Cp>Dział Planowania Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Wsparcia Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Dyspozytor Utrzymania Ruchu\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Starszy Inspektor ds. Kotłowni\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Starszy Inspektor ds. Maszynowni\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Starszy Inspektor ds. AKPiA i Informatyki\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Starszy Inspektor ds. Elektroenergetyki i Zabezpieczeń\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Starszy Inspektor ds. Nawęglania i Gospodarki Wodno-Chemicznej\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Starszy Inspektor ds. Budowlanych\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Analiz i Planowania\u003C\u002Fp>\n\n\u003Cp>Dział Planowania Inwestycji i Remontów Pion Rozwoju\u003C\u002Fp>\n\n\u003Cp>Dyspozytor Ruchu Sieci Cieplnej\u003C\u002Fp>\n\n\u003Cp>Dział Technologii ZSC\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Handlowych\u003C\u002Fp>\n\n\u003Cp>Dział Analiz i Prognozowania\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Obsługi Klientów\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Obsługi Klienta\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Obsługi Prawnej Nieruchomości\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Przyłączania Nowych Klientów\u003C\u002Fp>\n\n\u003Cp>Kierownik Projektu Handlowego\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Przyłączania Nowych Klientów Zespół ds. Rozwoju Rynku\nRegionalnego\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Efektywności Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Dział Efektywności Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Realizacji Inwestycji\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Przyłączania Nowych Klientów\u003C\u002Fp>\n\n\u003Cp>Starszy Inspektor Nadzoru\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Przyłączania Nowych Klientów\u003C\u002Fp>\n\n\u003Cp>Pion Zasobów Ludzkich\u003C\u002Fp>\n\n\u003Cp>Główny Specjalista ds. Personalnych\u003C\u002Fp>\n\n\u003Cp>Dział Zarządzania Zasobami Ludzkimi\u003C\u002Fp>\n\n\u003Cp>Kategoria 13\u003C\u002Fp>\n\n\u003Cp>Pion Dyrektora Generalnego\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Badań i Pomiarów\u003C\u002Fp>\n\n\u003Cp>Laboratorium Badań i Pomiarów\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Bezpieczeństwa Danych Osobowych (ODO)\u003C\u002Fp>\n\n\u003Cp>Biuro ds. Administracji\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Systemów Zarządzania\u003C\u002Fp>\n\n\u003Cp>Dział Systemów Zarządzania\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Zasobów Informatycznych\u003C\u002Fp>\n\n\u003Cp>Biuro ds. Administracji\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Organizacji\u003C\u002Fp>\n\n\u003Cp>Biuro Spółki Pion Finansowy\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Zarządzania Wierzytelnościami\u003C\u002Fp>\n\n\u003Cp>Dział Zarządzania Wierzytelnościami\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Rachunkowości\u003C\u002Fp>\n\n\u003Cp>Dział Ekonomiczno-Finansowy Pion Operacyjny Mistrz AKPiA\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Mistrz Zabezpieczeń Elektrycznych\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Mistrz Zmiany Gospodarki Paliwami i Odpadami\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Mistrz Zmiany Kotłowni\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Mistrz Zmiany Maszynowni\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Mistrz Zmiany Ruchu Elektrycznego\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Mistrz Zmiany Wodno-Chemicznej\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Specjalista Wydziału Ruchu\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Energetycznych\u003C\u002Fp>\n\n\u003Cp>Dział Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Paliw i Odpadów\u003C\u002Fp>\n\n\u003Cp>Dział Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Planowania i Ekonomiki Produkcji\u003C\u002Fp>\n\n\u003Cp>Dział Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Dział Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Dyżurny Ruchu\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Pion Operacyjny \u002F Zarządzanie Majątkiem Inspektor ds. Kotłowni\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Inspektor ds. Maszynowni\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Inspektor ds. AKPiA i Informatyki\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Inspektor ds. Elektroenergetyki i Zabezpieczeń\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Inspektor ds. Nawęglania i Gospodarki Wodno-Chemicznej\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Inspektor ds. Budowlanych\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Analiz i Planowania\u003C\u002Fp>\n\n\u003Cp>Dział Planowania Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Dotacji\u003C\u002Fp>\n\n\u003Cp>Dział Planowania Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Logistyki\u003C\u002Fp>\n\n\u003Cp>Dział Zakupów i Logistyki\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Planowania Finansowego\u003C\u002Fp>\n\n\u003Cp>Dział Planowania Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Zakupów\u003C\u002Fp>\n\n\u003Cp>Dział Zakupów i Logistyki Pion Rozwoju Mistrz Rejonu\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3\u003C\u002Fp>\n\n\u003Cp>Mistrz Usług Multitechnicznych\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Rozwoju Rynku Regionalnego\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Legalizacji Urządzeń Pomiarowych\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Analiz i Prognozowania\u003C\u002Fp>\n\n\u003Cp>Dział Analiz i Prognozowania\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Obsługi Klienta\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Obsługi Klienta\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Rozliczeń i Fakturowania\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Obsługi Klienta\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Technologii ZSC\u003C\u002Fp>\n\n\u003Cp>Dział Technologii ZSC\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista Rejonu\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3\u003C\u002Fp>\n\n\u003Cp>Inspektor Nadzoru\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Przyłączania Nowych Klientów\u003C\u002Fp>\n\n\u003Cp>Pion Zasobów Ludzkich\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Budżetowania i Analiz\u003C\u002Fp>\n\n\u003Cp>Dział Zarządzania Zasobami Ludzkimi\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Personalnych\u003C\u002Fp>\n\n\u003Cp>Dział Zarządzania Zasobami Ludzkimi\u003C\u002Fp>\n\n\u003Cp>Kategoria 12\u003C\u002Fp>\n\n\u003Cp>Pion Dyrektora Generalnego Asystent Zarządu\u003C\u002Fp>\n\n\u003Cp>Biuro ds. Administracji\u003C\u002Fp>\n\n\u003Cp>Inspektor PPOŻ\u003C\u002Fp>\n\n\u003Cp>Dział BHP i PPOŻ\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Bezpieczeństwa i Ochrony Obiektów\u003C\u002Fp>\n\n\u003Cp>Biuro ds. Administracji\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Ochrony Środowiska\u003C\u002Fp>\n\n\u003Cp>Dział Ochrony Środowiska\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Administracji\u003C\u002Fp>\n\n\u003Cp>Biuro ds. Administracji Pion Finansowy Analityk Finansowy\u003C\u002Fp>\n\n\u003Cp>Dział Ekonomiczno-Finansowy Specjalista ds. Controllingu\u003C\u002Fp>\n\n\u003Cp>Dział Ekonomiczno-Finansowy\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Rachunkowości\u003C\u002Fp>\n\n\u003Cp>Dział Ekonomiczno-Finansowy Pion Operacyjny\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Energetycznych\u003C\u002Fp>\n\n\u003Cp>Dział Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dział Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Paliw i Odpadów\u003C\u002Fp>\n\n\u003Cp>Dział Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Planowania i Ekonomiki Produkcji\u003C\u002Fp>\n\n\u003Cp>Dział Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Specjalista Wsparcia Operacyjnego\u003C\u002Fp>\n\n\u003Cp>Dział Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Starszy Operator Gospodarki Paliwami i Odpadami\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Starszy Operator Kotłów\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Starszy Operator Turbin\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Starszy Operator Urządzeń Elektrycznych\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Starszy Operator Urządzeń Wodno-Chemicznych\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Pion Operacyjny \u002F Zarządzanie Majątkiem\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Planowania Finansowego, Rozliczeń i Dotacji\u003C\u002Fp>\n\n\u003Cp>Dział Planowania Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Zakupów\u003C\u002Fp>\n\n\u003Cp>Dział Zakupów i Logistyki\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Analiz Gospodarki Magazynowej\u003C\u002Fp>\n\n\u003Cp>Dział Zakupów i Logistyki\u003C\u002Fp>\n\n\u003Cp>Inspektor ds. Wsparcia Realizacji Inwestycji i Remontów\u003C\u002Fp>\n\n\u003Cp>Dział Realizacji Inwestycji i Remontów Pion Rozwoju Brygadzista Rejonu\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3\u003C\u002Fp>\n\n\u003Cp>Brygadzista Urządzeń Ciepłowniczych\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Rozwoju Rynku Regionalnego\u003C\u002Fp>\n\n\u003Cp>Brygadzista Zmiany Urządzeń Ciepłowniczych\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Analiz I Prognozowania\u003C\u002Fp>\n\n\u003Cp>Dział Analiz i Prognozowania\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Efektywności Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Dział Efektywności Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Obsługi Klientów\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Obsługi Klienta\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Realizacji Inwestycji\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Przyłączania Nowych Klientów\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Technologii ZSC\u003C\u002Fp>\n\n\u003Cp>Dział Technologii ZSC\u003C\u002Fp>\n\n\u003Cp>Specjalista Rejonu\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Obsługi Prawnej Nieruchomości\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Przyłączania Nowych Odbiorców Pion Zasobów Ludzkich\nSpecjalista ds. Personalnych\u003C\u002Fp>\n\n\u003Cp>Dział Zarządzania Zasobami Ludzkimi\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Rozwoju Zasobów Ludzkich\u003C\u002Fp>\n\n\u003Cp>Dział Zarządzania Zasobami Ludzkimi\u003C\u002Fp>\n\n\u003Cp>Starszy Specjalista ds. Ewidencji Pracowników\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Ewidencji Pracowników\u003C\u002Fp>\n\n\u003Cp>Kategoria 11\u003C\u002Fp>\n\n\u003Cp>Pion Dyrektora Generalnego Asystent Dyrektora\u003C\u002Fp>\n\n\u003Cp>28\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Biuro ds. Administracji\u003C\u002Fp>\n\n\u003Cp>Inspektor ds. BHP\u003C\u002Fp>\n\n\u003Cp>Dział BHP i PPOŻ\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Administracji\u003C\u002Fp>\n\n\u003Cp>Biuro ds. Administracji\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Badań i Pomiarów\u003C\u002Fp>\n\n\u003Cp>Laboratorium Badań i Pomiarów\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Systemów Zarządzania\u003C\u002Fp>\n\n\u003Cp>Dział Systemów Zarządzania\u003C\u002Fp>\n\n\u003Cp>Starszy Inspektor ds. BHP\u003C\u002Fp>\n\n\u003Cp>Dział BHP i PPOŻ Pion Operacyjny Brygadzista AKPiA\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Brygadzista Zabezpieczeń Elektrycznych\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Operator Kotłów\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Operator Nastawni Elektrycznej\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Operator Turbin\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Starszy Dyżurny Elektromechanik\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Starszy Dyżurny Elektromonter\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Starszy Ustawiacz\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Starszy Elektromechanik AKPiA\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Starszy Elektromonter Zabezpieczeń\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC Pion Rozwoju\u003C\u002Fp>\n\n\u003Cp>Dyżurny Starszy Elektromechanik\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3\u003C\u002Fp>\n\n\u003Cp>Dyżurny Starszy Elektromonter WN\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3\u003C\u002Fp>\n\n\u003Cp>Młodszy Specjalista Rejonu\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Sprzedaży Energii\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Obsługi Klienta\u003C\u002Fp>\n\n\u003Cp>Starszy Elektromechanik\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Rozwoju Rynku Regionalnego\u003C\u002Fp>\n\n\u003Cp>Starszy Elektromechanik Rejonu\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3 Pion Zasobów Ludzkich\u003C\u002Fp>\n\n\u003Cp>Specjalista ds. Ewidencji Pracowników\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Ewidencji Pracowników\u003C\u002Fp>\n\n\u003Cp>Kategoria 10\u003C\u002Fp>\n\n\u003Cp>Pion Dyrektora Generalnego Konserwator Sprzętu PPOŻ\u003C\u002Fp>\n\n\u003Cp>Dział BHP i PPOŻ\u003C\u002Fp>\n\n\u003Cp>Laborant\u003C\u002Fp>\n\n\u003Cp>Laboratorium Badań i Pomiarów Pion Operacyjny Dyżurny Elektromechanik\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Dyżurny Elektromonter\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Elektromechanik AKPiA\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Elektromonter Zabezpieczeń\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Maszynista Pojazdów Trakcyjnych\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Obchodowy Kotłowni\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Obchodowy Maszynowni\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Operator Gospodarki Paliwami i Odpadami\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Operator Urządzeń Wodno-Chemicznych\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Technik Wydziału\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Ustawiacz\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Pion Rozwoju\u003C\u002Fp>\n\n\u003Cp>Dyżurny Elektromechanik\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3\u003C\u002Fp>\n\n\u003Cp>Dyżurny Elektromonter WN\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3\u003C\u002Fp>\n\n\u003Cp>Elektromechanik\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Rozwoju Rynku Regionalnego\u003C\u002Fp>\n\n\u003Cp>Elektromechanik Rejonu\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3\u003C\u002Fp>\n\n\u003Cp>Kategoria 9\u003C\u002Fp>\n\n\u003Cp>Pion Dyrektora Generalnego\u003C\u002Fp>\n\n\u003Cp>Asystent Działu\u003C\u002Fp>\n\n\u003Cp>Biuro Spółki\u003C\u002Fp>\n\n\u003Cp>Biuro ds. Administracji\u003C\u002Fp>\n\n\u003Cp>Dział Systemów Zarządzania\u003C\u002Fp>\n\n\u003Cp>Dział BHP i PPOŻ\u003C\u002Fp>\n\n\u003Cp>Dział Ochrony Środowiska\u003C\u002Fp>\n\n\u003Cp>Pion Finansowy\u003C\u002Fp>\n\n\u003Cp>Asystent Działu\u003C\u002Fp>\n\n\u003Cp>Dział Ekonomiczno-Finansowy Dział Zarządzania Wierzytelnościami\u003C\u002Fp>\n\n\u003Cp>Pion Operacyjny\u003C\u002Fp>\n\n\u003Cp>Młodszy Elektromonter Zabezpieczeń\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Młodszy Obchodowy Kotłowni\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Młodszy Obchodowy Maszynowni\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Obchodowy Gospodarki Paliwami i Odpadami\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Obchodowy Urządzeń Wodno-Chemicznych\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Asystent Działu\u003C\u002Fp>\n\n\u003Cp>Dział Planowania i Kontroli Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Pion Operacyjny \u002F Zarządzanie Majątkiem\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Magazynier\u003C\u002Fp>\n\n\u003Cp>Dział Zakupów i Logistyki\u003C\u002Fp>\n\n\u003Cp>Asystent Działu\u003C\u002Fp>\n\n\u003Cp>Dział Planowania Inwestycji i Remontów Dział Realizacji Inwestycji i\nRemontów\u003C\u002Fp>\n\n\u003Cp>Pion Rozwoju\u003C\u002Fp>\n\n\u003Cp>Młodszy Elektromechanik\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Rozwoju Rynku Regionalnego\u003C\u002Fp>\n\n\u003Cp>Młodszy Elektromechanik Rejonu\u003C\u002Fp>\n\n\u003Cp>Rejon Eksploatacyjny nr 1\u002F2\u002F3\u003C\u002Fp>\n\n\u003Cp>Asystent Działu\u003C\u002Fp>\n\n\u003Cp>Dział Analiz i Prognozowania\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Obsługi Klienta\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Przyłączania Nowych Klientów\u003C\u002Fp>\n\n\u003Cp>Zespół ds. Rozwoju Rynku Regionalnego\u003C\u002Fp>\n\n\u003Cp>Dział Technologii ZSC\u003C\u002Fp>\n\n\u003Cp>Dział Efektywności Eksploatacji\u003C\u002Fp>\n\n\u003Cp>Pion Zasobów Ludzkich\u003C\u002Fp>\n\n\u003Cp>Asystent Działu\u003C\u002Fp>\n\n\u003Cp>Dział Zarządzania Zasobami Ludzkimi\u003C\u002Fp>\n\n\u003Cp>Kategoria 8\u003C\u002Fp>\n\n\u003Cp>Pion Operacyjny\u003C\u002Fp>\n\n\u003Cp>Młodszy Obchodowy Gospodarki Paliwami i Odpadami\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>Młodszy Obchodowy Urządzeń Wodno-Chemicznych\u003C\u002Fp>\n\n\u003Cp>Wydział Ruchu EC\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch2>Załącznik nr 2 do ZUZP\u003C\u002Fh2>\n\n\u003Ch2>TABELA STAWEK WYNAGRODZENIA ZASADNICZEGO\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>1.Tabela stawek wynagrodzenia zasadniczego określa przyporządkowane\nposzczególnym kategoriom zaszeregowania, minimalne i maksymalne wysokości\nmiesięcznej stawki wynagrodzenia zasadniczego Pracowników wynagradzanych\nzgodnie z ZUZP („Tabela\").\u003C\u002Fp>\n\n\u003Cp>2.Z dniem wejścia w życie ZUZP, Pracodawca zatrudnia Pracowników z\nuwzględnieniem stawek wynagrodzenia określonych w Tabeli. Mogą jednak\nwystępować odstępstwa w zakresie wysokości wynagrodzenia zasadniczego,\nzwiązane ze zmianą systemu wynagrodzeń i uzasadnione przyczynami\nekonomicznymi, technicznymi lub organizacyjnymi. Jeśli wynagrodzenie\nzasadnicze Pracowników, których stanowisko zostanie zaszeregowane do\nodpowiedniej kategorii, będzie wyższe od maksymalnego wynagrodzenia\nprzewidzianego w Tabeli dla tej kategorii, Pracownicy zachowują to\nwynagrodzenie zasadnicze.\u003C\u002Fp>\n\n\u003Cp>3.Zarząd Spółki będzie dokonywał przeglądu Tabeli nie rzadziej niż co\n2 lata w celu jej ewentualnej weryfikacji.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"margin-left:.5pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"96\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">Dolna granica\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">Górna granica\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\" rowspan=\"2\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">Kategoria\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">wynagrodzenia\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">wynagrodzenia\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">zasadniczego\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">zasadniczego\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">(minimum)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">(maksimum)\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">18\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">17\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan class=\"Szvegtrzs2TimesNewRoman15pt\">\u003Cspan lang=\"PL\" style=\"font-size:15.0pt\">Kwoty dolnych\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"top\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan class=\"Szvegtrzs2TimesNewRoman15pt\">\u003Cspan lang=\"PL\" style=\"font-size:15.0pt\">i górnych\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">16\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"289\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan class=\"Szvegtrzs2TimesNewRoman15pt\">\u003Cspan lang=\"PL\" style=\"font-size:15.0pt\">granic wynagrodzenia\n        dostępne\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">15\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">14\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"289\" colspan=\"2\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan class=\"Szvegtrzs2TimesNewRoman15pt\">\u003Cspan lang=\"PL\" style=\"font-size:15.0pt\">w biurze Związku i w biurze\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">13\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\">\u003Cspan class=\"Szvegtrzs2TimesNewRoman15pt\">\u003Cspan lang=\"PL\" style=\"font-size:15.0pt\">Spółki.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">12\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">11\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"96\" valign=\"bottom\">\u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">9\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp class=\"Szvegtrzs20\" align=\"center\">\u003Cspan class=\"Szvegtrzs213ptFlkvr\">\u003Cspan lang=\"PL\" style=\"font-size:13.0pt\">8\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"141\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"148\" valign=\"top\">\u003Cp class=\"MsoNormal\">\u003Cspan style=\"font-size:5.0pt;line-height:115%\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ch2>Załącznik nr 3 do ZUZP\u003C\u002Fh2>\n\n\u003Ch2>ZASADY STOSOWANIA PIĘCIOBRYGADOWEJ ORGANIZACJI PRACY\u003C\u002Fh2>\n\n\u003Cp>1.Pięciobrygadowa organizacja pracy dotyczy pracowników wykonujących\npracę w ruchu ciągłym w podstawowym systemie czasu pracy, o którym mowa w\n§ 16 ust. 2 pkt 3) ZUZP.\u003C\u002Fp>\n\n\u003Cp>2.Praca w systemie pięciobrygadowym odbywa się wg określonego\nharmonogramu, zgodnie z przyjętym cyklem zmian brygad. W harmonogramie\nwykazywane są dla każdej brygady liczby dni do przepracowania w\nposzczególnych okresach rozliczeniowych, poza cyklem zmian brygad, tak aby\nnorma czasu pracy określona w § 16 ust. 1 ZUZP była wypełniona.\u003C\u002Fp>\n\n\u003Cp>3.Harmonogram pracy powinien być opracowany na okres roczny i zawierać\noprócz dniówek w systemie pracy pięciobrygadowej, także liczbę dni do\nodpracowania poza systemem, które uzupełniają normę czasu pracy w\nprzyjętym okresie rozliczeniowym. Harmonogram ten należy przekazać\nzainteresowanym Pracownikom nie później niż na dwa tygodnie przed\nrozpoczęciem nowego roku kalendarzowego.\u003C\u002Fp>\n\n\u003Cp>4.Szczegółowy rozkład czasu pracy dla zatrudnionych w pięciobrygadowej\norganizacji pracy ustala trzymiesięczny imienny grafik pracy brygady, który\nnależy przekazać zainteresowanym Pracownikom na siedem dni przed\nrozpoczęciem danego trzymiesięcznego okresu. Grafik pracy brygady powinien\nzawierać imienne rozkłady czasu pracy opracowane zgodnie z normą czasu pracy\ndla danego okresu rozliczeniowego i powinien ujmować następujące dane:\u003C\u002Fp>\n\n\u003Cp>1)dni pracy i numery zmiany;\u003C\u002Fp>\n\n\u003Cp>2)dni pracy uzupełniającej;\u003C\u002Fp>\n\n\u003Cp>3)dni wolne.\u003C\u002Fp>\n\n\u003Cp>5.Pracownik jest zobowiązany do wykonania pracy wskazanej przez\nprzełożonego, poza pracą w harmonogramie swojej brygady, w celu wykonania\nnormy czasu pracy dla danego okresu rozliczeniowego.\u003C\u002Fp>\n\n\u003Cp>Praca ta powinna być wyznaczona w grafikach w następującej\nkolejności:\u003C\u002Fp>\n\n\u003Cp>1)wypełnienia braków w obsadzie obsługi urządzeń spowodowanych\nnieobecnościami w innej brygadzie;\u003C\u002Fp>\n\n\u003Cp>2)w zwykłych dniach roboczych na rannej zmianie.\u003C\u002Fp>\n\n\u003Cp>Wskazane jest, aby dniówki do dopracowania wyznaczać w grafikach na\npoczątku lub końcu okresu dni wolnych od pracy.\u003C\u002Fp>\n\n\u003Cp>6.Wyznaczona w grafikach liczba dni pracy nie może być większa niż\nsześć kolejnych dniówek.\u003C\u002Fp>\n\n\u003Cp>7.W przypadkach losowych (np. choroba, nieobecność lub urlop Pracownika),\na także gdy wymaga tego konieczność zapewnienia normalnego funkcjonowania\nzakładu pracy Pracodawcy, dopuszczalne są indywidualne odstępstwa od\nharmonogramu rocznego oraz imiennego grafiku trzymiesięcznego, jednakże\nkażdorazowo wymagają one uzgodnienia z zainteresowanym Pracownikiem.\u003C\u002Fp>\n\n\u003Cp>8.Jeżeli Pracownik nie zgłosił się do pracy w dniu wyznaczonym jako\nroboczy zgodnie z punktem 7 powyżej, nieobecność należy traktować jako\nnieusprawiedliwioną, z wynikającymi z niej konsekwencjami, chyba że\nnieobecność usprawiedliwił.\u003C\u002Fp>\n\n\u003Cp>9.Pracownikowi zatrudnionemu w dniu wolnym od pracy przysługuje\nwynagrodzenie zgodne z zapisem § 31 ust. 3 ZUZP.\u003C\u002Fp>\n\n\u003Cp>10.Pracownicy zatrudnieni na wniosek Pracodawcy w systemie pięciobrygadowej\norganizacji pracy, którym została powierzona praca na innym stanowisku w\nsystemie jednozmianowym,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>zachowują uprawnienia wynikające z zatrudnienia w systemie\npięciobrygadowym przez okres nie przekraczający 3 miesięcy w roku\nkalendarzowym, a w szczególności do dodatków do wynagrodzenia, o których\nmowa w § 31 i 32 ZUZP.\u003C\u002Fp>\n\n\u003Cp>11.Pracownicy przenoszeni na wniosek pracodawcy okresowo z pracy na jedną\nzmianę do pracy w systemie pięciobrygadowym otrzymują wynagrodzenie\nzasadnicze wg dotychczas przyznanej kategorii i stawki wynagrodzenia\nzasadniczego oraz dodatki przysługujące w systemie pięciobrygadowym i\nuprawnienie do dodatkowego dnia wolnego, o którym mowa w § 22 ZUZP\n(„Wd\").\u003C\u002Fp>\n\n\u003Cp>12.Dodatkowy dzień wolny („Wd\") przysługuje po przepracowaniu pełnego\nmiesiąca kalendarzowego. Z zastrzeżeniem punktu 14 Załącznika, do okresu\nprzepracowania wlicza się również nieobecności usprawiedliwione. Zaleca\nsię, aby odbiór dni dodatkowo wolnych od pracy („Wd\") następował poza\nsezonem grzewczym.\u003C\u002Fp>\n\n\u003Cp>13.„Wd\" może przypadać w każdym dniu przewidzianym w grafiku jako\ndzień pracy i może być łączony z urlopem wypoczynkowym.\u003C\u002Fp>\n\n\u003Cp>14.Nie traktuje się jako okresów pracy w systemie pięciobrygadowym, od\nktórych zależy udzielenie dni wolnych („Wd\") - okresów:\u003C\u002Fp>\n\n\u003Cp>1)przebywania na urlopie bezpłatnym;\u003C\u002Fp>\n\n\u003Cp>2)przebywania na świadczeniu rehabilitacyjnym;\u003C\u002Fp>\n\n\u003Cp>3)tymczasowego aresztowania;\u003C\u002Fp>\n\n\u003Cp>4)nieobecności nieusprawiedliwionej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Załącznik nr 4 do ZUZP\u003C\u002Fh2>\n\n\u003Ch2>ZASADY ORGANIZACJI PRACY NA BOCZNICACH KOLEJOWYCH\u003C\u002Fh2>\n\n\u003Cp>1.Praca na bocznicach kolejowych jest wykonywana przez zmiany robocze w\norganizacji pracy dwuzmianowej w podstawowym systemie czasu pracy,\nuwzględniającej pracę w soboty, niedziele i święta, z zastrzeżeniem, że\npracownicy zatrudnieni na stanowisku „dyżurny ruchu\" w EC4 wykonują pracę\nw ruchu ciągłym w podstawowym systemie czasu pracy, o którym mowa w § 16\nust. 2 pkt 3) ZUZP.\u003C\u002Fp>\n\n\u003Cp>2.Praca w systemie zmianowym na bocznicach kolejowych odbywa się wg\nharmonogramu, sporządzanego na dany rok kalendarzowy. Harmonogram określa\nrozkład czasu pracy dla każdej zmiany roboczej w poszczególnych okresach\nrozliczeniowych oraz liczbę dni roboczych i liczbę dni wolnych w każdym\nokresie rozliczeniowym. Harmonogram powinien wypełniać normę czasu pracy\nokreśloną w art. 16 ust. 1 ZUZP. Harmonogram ten należy przekazać\nzainteresowanym Pracownikom nie później niż na dwa tygodnie przed\nrozpoczęciem nowego roku kalendarzowego.\u003C\u002Fp>\n\n\u003Cp>3.Rozkład czasu pracy dla Pracowników bocznic kolejowych jest zaplanowany\nw imiennych grafikach pracy, sporządzanych na okres trzymiesięczny. Imienne\ngrafiki należy przekazać zainteresowanym Pracownikom na siedem dni przed\nrozpoczęciem danego trzymiesięcznego okresu. Imienne grafiki powinny\nzawierać:\u003C\u002Fp>\n\n\u003Cp>a)dni pracy i numery zmiany,\u003C\u002Fp>\n\n\u003Cp>b)dni pracy uzupełniającej,\u003C\u002Fp>\n\n\u003Cp>c)dni wolne.\u003C\u002Fp>\n\n\u003Cp>4.Wyznaczona w imiennych grafikach liczba dni pracy, nie może być większa\nniż sześć kolejnych dniówek.\u003C\u002Fp>\n\n\u003Cp>5.W przypadkach losowych (np. choroba, nieobecność lub urlop Pracownika),\na także gdy wymaga tego konieczność zapewnienia normalnego funkcjonowania\nzakładu pracy Pracodawcy, dopuszczalne są indywidualne odstępstwa od\nharmonogramu rocznego oraz imiennego grafiku trzymiesięcznego, jednakże\nkażdorazowo wymagają one uzgodnienia z zainteresowanym Pracownikiem.\u003C\u002Fp>\n\n\u003Cp>6.Pracownikowi zatrudnionemu w dniu wolnym od pracy przysługuje\nwynagrodzenie, o którym mowa w § 31 ust. 3 ZUZP.\u003C\u002Fp>\n\n\u003Cp>7.Jeżeli Pracownik nie zgłosił się do pracy w dniu wyznaczonym jako\nroboczy zgodnie z punktem 5 powyżej, nieobecność należy traktować jako\nnieusprawiedliwioną, z wynikającymi z niej konsekwencjami, chyba że\nnieobecność usprawiedliwił.\u003C\u002Fp>\n\n\u003Cp>8.Pracownicy zatrudnieni w systemie zmianowym na bocznicach kolejowych,\nktórym została powierzona praca na innym stanowisku w systemie\njednozmianowym, zachowują uprawnienia wynikające z zatrudnienia w systemie\nzmianowym przez okres nie przekraczający 3 miesięcy w roku kalendarzowym, a w\nszczególności do dodatków do wynagrodzenia, o których mowa w § 31 ZUZP.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Załącznik nr 5 do ZUZP\u003C\u002Fh2>\n\n\u003Ch2>ZASADY PRZESZEREGOWANIA I AWANSOWANIA PRACOWNIKÓW\u003C\u002Fh2>\n\n\u003Ch3>Zmiana wynagrodzenia Pracowników niebędących Kadrą menadżerską\u003C\u002Fh3>\n\n\u003Ch3>§ 1\u003C\u002Fh3>\n\n\u003Cp>1.Zmiana wynagrodzenia zasadniczego, w ramach wzrostu wynagrodzeń, o\nktórym mowa w § 23 ust. 6 ZUZP u, przeprowadzana jest raz w roku, z dniem 01\nmarca w wysokości i na zasadach określonych w porozumieniu zawartym z\nOrganizacjami Związkowymi.\u003C\u002Fp>\n\n\u003Cp>2.Zmiana wynagrodzenia zasadniczego w ramach porozumienia o którym mowa w\nust. 1 powyżej może polegać na wzroście wynagrodzenia zasadniczego dla\nwszystkich Pracowników bądź poszczególnych grup Pracowników o równą\nkwotę lub na wzroście wynagrodzenia zasadniczego Pracowników\nuwzględniającego wyniki ocen Pracowników.\u003C\u002Fp>\n\n\u003Cp>3.W wyniku zmiany wynagrodzenia zasadniczego w trybie, o którym mowa w ust.\n2 powyżej dochodzi do przeszeregowania, tj. przyznania Pracownikowi wyższej\nstawki wynagrodzenia zasadniczego w ramach danej kategorii zaszeregowania\nokreślonej w taryfikatorze stanowisk pracy stanowiącym Załącznik nr 1 do\nZUZP.\u003C\u002Fp>\n\n\u003Cp>4.Przy przeszeregowaniu uwzględniającym wyniki ocen Pracownika należy\nbrać pod uwagę m.in. wyniki w zakresie kompetencji, zachowań i postaw\nwarunkujących rzetelną i efektywną realizację obowiązków Pracownika na\ndanym stanowisku, oraz stopień realizacji celów indywidualnych określonych w\nkarcie oceny Pracownika oraz dyscyplinę pracy.\u003C\u002Fp>\n\n\u003Ch3>Awansowanie Pracowników\u003C\u002Fh3>\n\n\u003Ch3>§ 2\u003C\u002Fh3>\n\n\u003Cp>1.Awansowanie Pracownika na stanowisko wyżej zaszeregowane w strukturze\norganizacyjnej Pracodawcy powinno być poprzedzone oceną kandydata do awansu,\nuwzględniającą jego kwalifikacje, umiejętności i predyspozycje na\nproponowane stanowisko. Oceny dokonuje bezpośredni przełożony Pracownika.\nDecyzję o awansowaniu Pracownika podejmuje Pracodawca.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca może awansować Pracownika na czas określony lub powierzyć\nmu okresowe pełnienie obowiązków na wyższym stanowisku pracy w celu\nuzyskania pełnej oceny kandydata na to stanowisko z uwzględnieniem przepisów\nprawa.\u003C\u002Fp>\n\n\u003Cp>3.Awansowanie pracownika wiąże się w każdym przypadku z przyznaniem\nwyższej kategorii zaszeregowania.\u003C\u002Fp>\n\n\u003Ch3>Zmiana wynagrodzenia w trakcie roku\u003C\u002Fh3>\n\n\u003Ch3>§ 3\u003C\u002Fh3>\n\n\u003Cp>1.Dodatkowa indywidualna zmiana wynagrodzenia możliwa jest także w trakcie\nroku, w szczególności w momencie:\u003C\u002Fp>\n\n\u003Cp>1)znaczącego zwiększenia ilości i zakresu obowiązków i\nodpowiedzialności z uwagi na przyjęcie dodatkowych prac lub zmiany\norganizacyjne;\u003C\u002Fp>\n\n\u003Cp>2)awansu zawodowego, tj. powierzenia Pracownikowi wyższego stanowiska, na\nktórym wykonywane obowiązki charakteryzują się wyższym stopniem trudności\ni złożoności, większą odpowiedzialnością oraz wymagają odpowiedniego\npoziomu wiedzy;\u003C\u002Fp>\n\n\u003Cp>3)zmiany umowy o pracę z Pracownikiem zatrudnionym na czas określony.\u003C\u002Fp>\n\n\u003Cp>2.Szczegółowy tryb i sposób postępowania w zakresie przeszeregowań\nindywidualnych określa Pracodawca.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE2_trigger\">\u003Ch2>Załącznik nr 6 do ZUZP\u003C\u002Fh2>\n\n\u003Ch2>REGULAMIN PREMII ROCZNEJ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 1\u003C\u002Fh3>\n\n\u003Cp>Na premię roczną przeznacza się kwotę w wysokości 8,5% rocznego\nfunduszu wynagrodzeń brutto z roku ubiegłego.\u003C\u002Fp>\n\n\u003Ch3>§ 2\u003C\u002Fh3>\n\n\u003Cp>Fundusz premiowy przeznaczony na premię roczną tworzy się w ramach\nśrodków na wynagrodzenia, obciążających koszty działalności Spółki.\u003C\u002Fp>\n\n\u003Ch3>§ 3\u003C\u002Fh3>\n\n\u003Cp>Wypłatę premii rocznej uruchamia Zarząd Spółki nie później niż w\nciągu pierwszych czterech miesięcy roku kalendarzowego, następującego po\nroku, za który przysługuje ta premia.\u003C\u002Fp>\n\n\u003Ch3>§ 4\u003C\u002Fh3>\n\n\u003Cp>1.Prawo do premii rocznej posiadają wszyscy Pracownicy zatrudnieni w\nSpółce na podstawie umowy o pracę w roku, za który premia jest\nprzyznawana.\u003C\u002Fp>\n\n\u003Cp>2.W przypadku wygaśnięcia umowy o pracę na skutek zgonu Pracownika, prawo\ndo premii rocznej posiadają jego spadkobiercy.\u003C\u002Fp>\n\n\u003Ch3>§ 5\u003C\u002Fh3>\n\n\u003Cp>1.Dla ustalenia wynagrodzenia stanowiącego podstawę naliczenia premii\nrocznej dla danego Pracownika przyjmuje się sumę roczną następujących\nskładników wynagrodzenia:\u003C\u002Fp>\n\n\u003Cp>1)płacy zasadniczej ,\u003C\u002Fp>\n\n\u003Cp>2)wynagrodzeń za urlopy wypoczynkowe i płatne urlopy szkoleniowe,\u003C\u002Fp>\n\n\u003Cp>3)dodatku za pracę w porze nocnej,\u003C\u002Fp>\n\n\u003Cp>4)dodatku za pracę w dni świąteczne, niedziele, soboty, „Dzień\nEnergetyka\", na II i III zmianie w dniach 24 i 31 grudnia,\u003C\u002Fp>\n\n\u003Cp>5)premii z okazji Dnia Energetyka,\u003C\u002Fp>\n\n\u003Cp>6)przyznane nagrody.\u003C\u002Fp>\n\n\u003Cp>2.Do wynagrodzenia stanowiącego podstawę naliczenia premii rocznej nie\nzalicza się wynagrodzenia za czas niezdolności do pracy (art. 92 § 1 pkt.1\nKodeksu pracy).\u003C\u002Fp>\n\n\u003Cp>3.Do wynagrodzenia stanowiącego podstawę naliczania premii rocznej (ust.\n1) zalicza się także zasiłki oraz wynagrodzenia za czas niezdolności do\npracy powstałej na skutek:\u003C\u002Fp>\n\n\u003Cp>1)wypadku przy pracy,\u003C\u002Fp>\n\n\u003Cp>2)wypadku w drodze do lub z pracy,\u003C\u002Fp>\n\n\u003Cp>3)choroby zawodowej,\u003C\u002Fp>\n\n\u003Cp>4)choroby przypadającej wokresie ciąży.\u003C\u002Fp>\n\n\u003Cp>5)do wynagrodzenia stanowiącego podstawę naliczania premii rocznej (ust.\n1) zalicza się także zasiłek macierzyński.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>§ 6\u003C\u002Fh3>\n\n\u003Cp>1.Współczynnik stanowiący podstawę do obliczania indywidualnej premii\nrocznej stanowi iloraz kwoty określonej w § 1 Załącznika do sumy\nindywidualnych kwot bazowych uprawnionych Pracowników, obliczonych zgodnie z\n§ 5 Załącznika.\u003C\u002Fp>\n\n\u003Cp>2.Wysokość indywidualnej premii rocznej oblicza się jako iloczyn\nwspółczynnika, o którym mowa w ust. 1 i indywidualnej kwoty bazowej\nobliczonej zgodnie z § 5 Załącznika.\u003C\u002Fp>\n\n\u003Ch3>§ 7\u003C\u002Fh3>\n\n\u003Cp>1.Premię roczną obniża się, jeżeli Pracownik opuścił bez\nusprawiedliwienia w roku, za który przyznawana jest premia:\u003C\u002Fp>\n\n\u003Cp>-1 dzień pracy - premię obniża się o 25%,\u003C\u002Fp>\n\n\u003Cp>-2 dni pracy - premię obniża się o 50%.\u003C\u002Fp>\n\n\u003Cp>2.Premia roczna nie przysługuje Pracownikowi, który w sposób ciężki\nnaruszył podstawowe obowiązki pracownicze w roku, za który premia jest\nprzyznawana, a w szczególności:\u003C\u002Fp>\n\n\u003Cp>1)opuścił więcej niż dwa dni pracy bez usprawiedliwienia;\u003C\u002Fp>\n\n\u003Cp>2)przystąpił do pracy w stanie nietrzeźwym lub spożywał alkohol w\nczasie pracy lub miejscu pracy lub przebywał na terenie zakładu pracy w\nstanie nietrzeźwym;\u003C\u002Fp>\n\n\u003Cp>3)zagarnął mienie zakładu pracy lub współpracowników;\u003C\u002Fp>\n\n\u003Cp>4)z którym umowa o pracę została rozwiązana bez wypowiedzenia z winy\nPracownika tzn. na podstawie art. 52 Kodeksu pracy.\u003C\u002Fp>\n\n\u003Cp>3.W pozostałych przypadkach naruszenia podstawowych obowiązków\npracowniczych, wymienionych w § 13 Regulaminu Pracy premia roczna może być\nobniżona, nie więcej jednak niż o 25%. Premię obniża się w takich\nprzypadkach na pisemny wniosek przełożonych Pracownika, począwszy od\nkierownika komórki organizacyjnej wzwyż, zatwierdzony przez właściwego\ndyrektora.\u003C\u002Fp>\n\n\u003Cp>4.Wszystkie zdarzenia, o których mowa w ust. 1, 2, 3 muszą być\nudokumentowane.\u003C\u002Fp>\n\n\u003Ch3>§ 8\u003C\u002Fh3>\n\n\u003Cp>Odwołania dotyczące premii rocznej Pracownicy mogą składać do Zarządu\nSpółki w terminie 14 dni od dnia wypłaty premii.\u003C\u002Fp>\n\n\u003Ch3>§ 9\u003C\u002Fh3>\n\n\u003Cp>Premia roczna jest premią regulaminową i ma charakter roszczeniowy.\u003C\u002Fp>\n\n\u003Ch2>Załącznik nr 7 do ZUZP\u003C\u002Fh2>\n\n\u003Ch2>ZASADY, TRYB I SPOSÓB TWORZENIA ORAZ WYDATKOWANIA FUNDUSZU NAGRÓD\u003C\u002Fh2>\n\n\u003Ch2>DLA PRACOWNIKÓW NIEBĘDĄCYCH KADRĄ MENADŻERSKĄ\u003C\u002Fh2>\n\n\u003Ch3>§ 1\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca corocznie tworzy fundusz z przeznaczeniem na nagrody dla\nPracowników niebędących Kadrą menadżerską, do dyspozycji Pracodawcy.\u003C\u002Fp>\n\n\u003Cp>2.Wysokość funduszu, o którym mowa w ust. 1, wynosi co najmniej 0,5%\nrzeczywistego, wydatkowanego funduszu wynagrodzeń z roku poprzedniego. W\npowyższym funduszu wynagrodzeń nie uwzględnia się funduszy nagród, o\nktórych mowa w § 26 ust. 2 i 3 ZUZP oraz funduszu wynagrodzeń kadry\nmenadżerskiej.\u003C\u002Fp>\n\n\u003Cp>3.Pracodawca ustala rzeczywistą wysokość funduszu, o którym mowa w ust.\n1 na dany rok biorąc pod uwagę cele i zadania przewidziane do realizacji.\u003C\u002Fp>\n\n\u003Cp>4.Nagrody z funduszu, o którym mowa w ust. 1 powyżej mogą być przyznane\nna wniosek bezpośredniego przełożonego Pracownika za ponadprzeciętne wyniki\nw pracy i szczególny wkład w realizację celów oraz zadań Spółki i mają\ncharakter wyłącznie uznaniowy. Przyznanie nagrody uzależnione jest\nwyłącznie od swobodnego uznania Pracodawcy, który decyduje również o jej\nwysokości.\u003C\u002Fp>\n\n\u003Cp>5.Nagroda z funduszu, o którym mowa w ust. 1 powyżej, nie jest\npomniejszana za czas nieobecności Pracownika w pracy.\u003C\u002Fp>\n\n\u003Cp>6.Fundusz, o którym mowa w ust. 1 niewykorzystany na koniec danego roku\nulega rozwiązaniu z dniem 31 grudnia danego roku.\u003C\u002Fp>\n\n\u003Cp>7.Fundusz, o którym mowa w ust. 1 powyżej nie uwzględnia się w funduszu\nwynagrodzeń będącego podstawą negocjacji płacowych, o których mowa w §\n23 ust. 6 ZUZP.\u003C\u002Fp>\n\n\u003Cp>8.Fundusz, o którym mowa w ust. 1 powyżej jest niezależny od funduszu, o\nktórym mowa w § 26 ust. 3 ZUZP.\u003C\u002Fp>\n\n\u003Ch3>§ 2\u003C\u002Fh3>\n\n\u003Cp>1. W ramach funduszu, o którym mowa w § 1 ust. 1 Załącznika wypłacane\nbędą nagrody indywidualne za:\u003C\u002Fp>\n\n\u003Cp>1)ponadprzeciętne wyniki pracy, szczególne osiągnięcia zawodowe -\nosiąganie przez Pracownika wyróżniających się wyników w zakresie\nrealizacji powierzonych zadań;\u003C\u002Fp>\n\n\u003Cp>2)realizację celów i zadań Spółki. Nagrodzony będzie Pracownik, który\nwyróżnił się w realizacji co najmniej w jednym z pięciu obszarów:\u003C\u002Fp>\n\n\u003Cp>•BHP: m.in. przestrzeganie i kształtowanie bezpiecznych postaw,\nodpowiedzialność za bezpieczeństwo swoje i podległych współpracowników;\nutrzymywanie standardów w dziedzinie BHP, przestrzeganie procedur, został\nlaureatem konkursów bądź liderem bezpieczeństwa.\u003C\u002Fp>\n\n\u003Cp>•Rynek: m.in. realizacja celów handlowych, terminową realizację prac\nzwiązanych z przyłączaniem nowych odbiorców, modernizacją węzłów\ncieplnych, świadczeniem usług okołociepłowniczych i multitechnicznych.\nDbanie o dobry wizerunek firmy, czynny udział w pracach związanych z\nrozszerzaniem działalności w zakresie rozproszonych źródeł ciepła i\u002Flub\nenergii elektrycznej oraz usług w zakresie gospodarki wodno-ściekowej,\nitd.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•Technologia: m.in. prowadzenie procesów optymalizacji eksploatacji w\ncelu zmniejszenia kosztów wytwarzania. Optymalizację kosztów remontowych\nurządzeń podstawowych i urządzeń ochrony środowiska. Udział w\nmodernizacji sieci ciepłowniczych oraz wdrażanie rozwiązań informatycznych\nzarządzania siecią - optymalizacją pracy źródeł i sieci, itd.\u003C\u002Fp>\n\n\u003Cp>•Ludzie i organizacja: m.in. kształtowanie kultury menedżerskiej zgodnej\nz kodeksem etyki Veolii. Umiejętna organizacja pracy własnej i podległego\npersonelu.\u003C\u002Fp>\n\n\u003Cp>•Finanse: m.in. skuteczne wdrażanie rozwiązań skierowanych na poprawę\nefektywności ekonomicznej. Udział w pracach nad optymalizacją: poziomu\nkapitału obrotowego, majątku Spółki oraz pozyskiwania preferencyjnych\nkredytów i dofinansowań.\u003C\u002Fp>\n\n\u003Cp>2) Realizację dodatkowych zadań nie wynikających z zakresu obowiązków\nPracownika, mających istotne znaczenie dla Spółki lub jej Pracowników\ntakich jak m. in. udział w projektach, długotrwałe zastępstwo innego\npracownika, dodatkowe prace nie wchodzące w zakres obowiązków.\u003C\u002Fp>\n\n\u003Cp>2.Nagroda za wykonanie określonego zadania, projektu bądź zgłoszenie\npomysłu może być ustalona z góry przed rozpoczęciem realizacji zadania lub\nprojektu lub po jego realizacji.\u003C\u002Fp>\n\n\u003Cp>3.Nagroda przyznawana będzie na uzasadniony wniosek bezpośredniego\nprzełożonego lub upoważnionej osoby z kierownictwa Spółki z własnej\ninicjatywy.\u003C\u002Fp>\n\n\u003Ch2>Załącznik nr 8 do ZUZP\u003C\u002Fh2>\n\n\u003Ch2>ZASADY WYNAGRADZANIA I NAGRADZANIA KADRY MENADŻERSKIEJ\u003C\u002Fh2>\n\n\u003Ch2>ZASADY WYNAGRADZANIA\u003C\u002Fh2>\n\n\u003Ch3>§ 1\u003C\u002Fh3>\n\n\u003Cp>1.Wynagrodzenie za pracę ustala się w umowie o pracę na podstawie ZUZP\noraz przepisów prawa pracy.\u003C\u002Fp>\n\n\u003Cp>2.Wynagrodzenie powinno odpowiadać rodzajowi wykonywanej pracy oraz\nkwalifikacjom wymaganym na danym stanowisku, a także uwzględniać ilość i\njakość świadczonej pracy.\u003C\u002Fp>\n\n\u003Ch3>§ 2\u003C\u002Fh3>\n\n\u003Cp>1.Wysokość miesięcznego wynagrodzenia zasadniczego ustala się na\npodstawie przyznanej kategorii zaszeregowania, w zależności od zakresu i\nrodzaju obowiązków, odpowiedzialności oraz posiadanych kwalifikacji, w\noparciu o taryfikator stanowisk pracy stanowiący Załącznik nr 1 do ZUZP.\u003C\u002Fp>\n\n\u003Cp>2.Zmiana wynagrodzenia Pracownika dokonuje się na podstawie wyników oceny\ntego Pracownika, w szczególności wyników w zakresie kompetencji, zachowań i\npostaw warunkujących rzetelną i efektywną realizację obowiązków\nPracownika na danym stanowisku, stopień realizacji celów indywidualnych oraz\ndyscyplinę pracy.\u003C\u002Fp>\n\n\u003Ch3>§ 3\u003C\u002Fh3>\n\n\u003Cp>Wysokość ewentualnych podwyżek wynagrodzenia Kadry menadżerskiej ustala\ncorocznie Zarząd Spółki, z tym zastrzeżeniem, że w przypadku zawarcia\nporozumienia, o którym mowa w §23 ust. 6 ZUZP Pracodawca gwarantuje średnie\npodwyższenie wynagrodzenia Pracownikom stanowiącym Kadrę menadżerską (w\nujęciu łącznym) w wysokości co najmniej średniej kwoty podwyżki\nwynikającej z powyższego porozumienia.\u003C\u002Fp>\n\n\u003Ch3>FUNDUSZ NAGRÓD\u003C\u002Fh3>\n\n\u003Ch3>§ 4\u003C\u002Fh3>\n\n\u003Cp>1.Pracodawca corocznie tworzy fundusz z przeznaczeniem na nagrody dla Kadry\nmenadżerskiej, do dyspozycji Pracodawcy.\u003C\u002Fp>\n\n\u003Cp>2.Fundusz, o którym mowa w ust. 1 niewykorzystany na koniec danego roku\nulega rozwiązaniu z dniem 31 grudnia danego roku.\u003C\u002Fp>\n\n\u003Cp>3.Fundusz, o którym mowa w ust. 1 powyżej nie uwzględnia się w funduszu\nwynagrodzeń będącego podstawą negocjacji płacowych, o których mowa w §\n23 ust. 6 ZUZP.\u003C\u002Fp>\n\n\u003Cp>4.Fundusz, o którym mowa w ust. 1 powyżej jest niezależny od funduszu, o\nktórym mowa w § 26 ust. 2 ZUZP.\u003C\u002Fp>\n\n\u003Ch3>§ 5\u003C\u002Fh3>\n\n\u003Cp>1.Osobom zatrudnionym na stanowiskach: Kierownik Wydziału, Działu, Biura,\nZespołu, Rejonu\u003C\u002Fp>\n\n\u003Cp>może zostaćprzyznananagrodarocznadowysokości2-miesięcznego\nwynagrodzenia\u003C\u002Fp>\n\n\u003Cp>zasadniczego brutto w zależności od realizacji celów i decyzji\nPracodawcy.\u003C\u002Fp>\n\n\u003Cp>2.Osobom zatrudnionym na stanowiskach: Dyrektor, Zastępca Dyrektora,\nDyrektor Projektów\u003C\u002Fp>\n\n\u003Cp>może zostaćprzyznananagrodarocznadowysokości20% rocznego wynagrodzenia\u003C\u002Fp>\n\n\u003Cp>zasadniczego brutto w zależności od realizacji celów i decyzji\nPracodawcy.\u003C\u002Fp>\n\n\u003Cp>3.Nagroda nie jest wliczana do podstawy zasiłkowej.\u003C\u002Fp>\n\n\u003Cp>4.Przyznanie oraz wysokość nagrody rocznej w danym roku uzależniona jest\nod pozytywnej oceny efektów pracy oraz stopnia realizacji powierzonych\nzadań.\u003C\u002Fp>\n\n\u003Cp>5.Decyzję o przyznaniu i wysokości nagrody rocznej dla Dyrektorów,\nZastępców Dyrektorów, Dyrektorów Projektów podejmuje po zakończeniu roku\nkalendarzowego i dokonaniu oceny wykonania zadań oraz osiągniętych efektów,\nPrezes Zarządu Spółki.\u003C\u002Fp>\n\n\u003Cp>6.W przypadku Kierowników Wydziału, Działu, Biura, Zespołu, Rejonu\ndecyzje o przyznaniu\u003C\u002Fp>\n\n\u003Cp>i wysokości nagrody rocznej podejmuje po zakończeniu roku kalendarzowego i\ndokonaniu oceny wykonania zadań oraz osiągniętych efektów, Prezes Zarządu\nSpółki na wniosek bezpośredniego przełożonego Pracownika.\u003C\u002Fp>\n\n\u003Cp>7.Nagroda roczna ma charakter uznaniowy. Pracownik nie ma roszczenia o\nprzyznanie nagrody rocznej. W szczególności fakt przyznania nagrody rocznej w\npoprzednim okresie w analogicznych okolicznościach nie uzasadnia roszczenia\nPracownika o przyznanie nagrody.\u003C\u002Fp>\n\n\u003Cp>8.Określając wysokość nagrody rocznej bierze się pod uwagę proporcję\nokresu zatrudnienia w danym roku kalendarzowym.\u003C\u002Fp>\n\n\u003Cp>9.Nagroda roczna nie będzie pomniejszana za czas nieobecności Pracownika w\npracy.\u003C\u002Fp>\n\n\u003Cp>10.Nagrody inne niż nagrody roczne są przyznawane poza funduszem nagród,\no którym mowa w § 4 ust. 1 Załącznika.\u003C\u002Fp>\n\n\u003Ch2>Załącznik nr 9 do ZUZP\u003C\u002Fh2>\n\n\u003Ch2>ZASADY WYPŁATY REKOMPENSAT\u003C\u002Fh2>\n\n\u003Ch2>W ZWIĄZKU Z LIKWIDACJĄ NIEKTÓRYCH ŚWIADCZEŃ\u003C\u002Fh2>\n\n\u003Ch2>W VEOLIA ENERGIA ŁÓDŹ S.A.\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Treść załącznika dostępna w biurze Związku lub w biurze Spółki!\u003C\u002Fp>\n\n\n\n            \n            \n            \n            \n            ",{"ONCERISE2_trigger":41,"cbadate_end":45,"WAGES_determined":49,"hourspday_select":53,"hourspweek_select":57,"cbadate_start":59,"WORKHOURS_trigger":62,"STRUCINCR_trigger":66,"funeralpay":70,"pensionfund":74,"TRAINING_trigger":78,"OVERTIME_trigger":82,"healthcareaccess":86,"SUNDAY_trigger":90,"EMPCONTR_trigger":94,"healthandsafetytraining":98,"protectiveclothing":102,"healthandsafetypolicy":106,"WAGES_trigger":110,"ONCERISE_trigger":114,"dayspweek_select":118,"SCHEDULE_trigger":122,"contracttrial":126,"CBA_MNCOMPA_1":130,"NOCTPREM_trigger":133,"cbaratificationdate":137,"coverunion_trigger":141,"MAXHOURS_trigger":145,"PAYSCALES_trigger":149,"code_application":153,"coveroccup3":157,"cbaratification":161,"LOWWAGE_trigger":165,"hivpolicy":169,"healthandsafetyprovisions":173,"CBA_MEMTRAD4_1":177,"JOBTITLE_trigger":181,"contractseverancepay":185,"PAIDLEAV_trigger":189,"disabilitypaytxt":193,"CBA_MNE_1":195},{"bindId":42,"name":43,"text":44},"ONCERISE2_trigger","Załącznik nr 6 do ZUZP REGULAMIN PREMII ","Załącznik nr 6 do ZUZP\n\nREGULAMIN PREMII ROCZNEJ",{"bindId":46,"name":47,"text":48},"cbadate_end","§ 4 ZUZP zostaje zawarty na czas nieokre","§ 4\n\nZUZP zostaje zawarty na czas nieokreślony.",{"bindId":50,"name":51,"text":52},"WAGES_determined","1.ZUZP ustala warunki wynagradzania za p","1.ZUZP ustala warunki wynagradzania za pracę i przyznawania innych\nświadczeń związanych z pracą.",{"bindId":54,"name":55,"text":56},"hourspday_select","1.Z zastrzeżeniem ust. 3 poniżej, w zakł","1.Z zastrzeżeniem ust. 3 poniżej, w zakładzie pracy Pracodawcy jest\nstosowany podstawowy system czasu pracy, w którym praca jest wykonywana do 8\ngodzin na dobę i przeciętnie 40 godzin w przeciętnie pięciodniowym tygodniu\npracy w trzymiesięcznym okresie rozliczeniowym, co kwartał kalendarzowy.",{"bindId":58,"name":55,"text":56},"hourspweek_select",{"bindId":60,"name":61,"text":61},"cbadate_start","z dnia 9 czerwca 2017 roku",{"bindId":63,"name":64,"text":65},"WORKHOURS_trigger","DZIAŁ III CZAS PRACY","DZIAŁ III\n\nCZAS PRACY",{"bindId":67,"name":68,"text":69},"STRUCINCR_trigger","6.Ewentualny wzrost płac w danym roku ka","6.Ewentualny wzrost płac w danym roku kalendarzowym będzie corocznie\nprzedmiotem negocjacji pomiędzy Pracodawcą a Organizacjami Związkowymi.\nNegocjacje będą prowadzone do 31 marca danego roku kalendarzowego, celem\nzawarcia porozumienia ustalającego wzrost wynagrodzenia oraz zasady\ndystrybucji.",{"bindId":71,"name":72,"text":73},"funeralpay","§ 29 1.W razie śmierci Pracownika spowod","§ 29\n\n1.W razie śmierci Pracownika spowodowanej wypadkiem przy pracy, Pracodawca\nzobowiązany jest do pokrycia standardowych kosztów pogrzebu, niezależnie od\ninnych świadczeń przysługujących z tego tytułu rodzinie zmarłego.\n\n2.Niezależnie od odprawy pośmiertnej, o której mowa w art. 93 Kodeksu\npracy, w razie śmierci Pracownika spowodowanej wypadkiem przy pracy, rodzinie\nPracownika przysługuje od Pracodawcy dodatkowa odprawa pośmiertna w\nwysokości sześciomiesięcznego wynagrodzenia Pracownika. Odprawa pośmiertna\nprzysługuje następującym członkom rodziny Pracownika:\n\n1)małżonkowi;\n\n2)innym członkom rodziny spełniającym warunki wymagane do uzyskania renty\nrodzinnej w myśl przepisów o emeryturach i rentach z Funduszu Ubezpieczeń\nSpołecznych.\n\nOdprawę pośmiertną dzieli się w częściach równych pomiędzy\nwszystkich uprawnionych członków rodziny. Jeżeli po zmarłym Pracowniku\npozostał tylko jeden członek rodziny uprawniony do odprawy pośmiertnej,\nprzysługuje mu odprawa w wysokości połowy odpowiedniej kwoty.\n\n3.Obowiązek powiadomienia rodziny Pracownika w razie wypadku śmiertelnego\nspoczywa na Pracodawcy.",{"bindId":75,"name":76,"text":77},"pensionfund","§ 46 Pracodawca zobowiązuje się do prowa","§ 46\n\nPracodawca zobowiązuje się do prowadzenia pracowniczego programu\nemerytalnego i sfinansowania składki podstawowej w wysokości nie niższej\nniż 3,5% na zasadach określonych w Umowie Zakładowej zawartej między\nPracodawcą a Organizacjami Związkowymi.",{"bindId":79,"name":80,"text":81},"TRAINING_trigger","Szkolenia dla Pracowników § 49 1.Pracoda","Szkolenia dla Pracowników\n\n§ 49\n\n1.Pracodawca zobowiązuje się realizować szkolenia dla Pracowników\nwedług standardów Pracodawcy. Szkolenia będą dostosowane do potrzeb\nPracodawcy i do potrzeb rozwoju zawodowego Pracowników w zakresie wymaganym\nprzez Pracodawcę.\n\n2.Jeżeli w związku ze zmianami organizacyjnymi, technicznymi lub\ntechnologicznymi u Pracodawcy, zachodzi potrzeba likwidacji albo\nprzekształcenia stanowiska pracy, a zatrudnionemu na nim Pracownikowi\nzaproponowane zostanie nowe lub zmodyfikowane stanowisko, a Pracownik nie\nposiada kwalifikacji do pracy na nowym lub zmodyfikowanym stanowisku,\nPracodawca umożliwi mu przekwalifikowanie się lub przyuczenie do pracy na\nnowych warunkach. W takich przypadkach koszty przekwalifikowania lub\nprzyuczenia do pracy pokrywa Pracodawca w zakresie przez siebie ustalonym.",{"bindId":83,"name":84,"text":85},"OVERTIME_trigger","§ 30 1.Praca wykonywana ponad normy czas","§ 30\n\n1.Praca wykonywana ponad normy czasu pracy stanowi pracę w godzinach\nnadliczbowych.\n\n2.Pracownikom wykonującym pracę w godzinach nadliczbowych przysługuje,\noprócz normalnego wynagrodzenia, dodatek w wysokości:\n\n1)55% stawki godzinowej, wynikającej z osobistego zaszeregowania Pracownika\n- za pracę w dni robocze;\n\n2)100% stawki godzinowej, wynikającej z osobistego zaszeregowania\nPracownika - za pracę w soboty, niedziele, święta i Dzień Energetyka.\n\n3.Praca w godzinach nadliczbowych może nastąpić w razie konieczności\nprowadzenia akcji ratowniczej dla ochrony życia lub zdrowia ludzkiego albo dla\nochrony mienia, lub usunięcia awarii oraz w razie wystąpienia szczególnych\npotrzeb Pracodawcy.",{"bindId":87,"name":88,"text":89},"healthcareaccess","§ 45 1.Pracodawca zobowiązuje się do zap","§ 45\n\n1.Pracodawca zobowiązuje się do zapewnienia Pracownikom bezpłatnych\nświadczeń medycznych. Zakres świadczeń ustala Pracodawca po przeprowadzeniu\nkonsultacji z Organizacjami Związkowymi.\n\n2.Pracodawca zapewnia Pracownikom bezpłatne szczepienia ochronne zgodnie z\nplanem szczepień oraz bezpłatne badania profilaktyczne w zakresie uzgodnionym\nz Organizacjami Związkowymi.\n\n3.Leczenie Pracownika w sanatorium w następstwie wypadku przy pracy nie z\nwiny Pracownika lub choroby zawodowej, w każdym przypadku na podstawie\nostatecznego orzeczenia lekarskiego, odbywa się poza przysługującym\nPracownikowi urlopem wypoczynkowym, tj. w ramach płatnego urlopu dodatkowego\nrozliczanego jak ekwiwalent za urlop wypoczynkowy. Z powyższego uprawnienia\nmożna skorzystać jednorazowo w odniesieniu do danego wypadku przy pracy lub\ndanej choroby zawodowej.",{"bindId":91,"name":92,"text":93},"SUNDAY_trigger","§ 31 1.Za każdą godzinę pracy w dni świą","§ 31\n\n1.Za każdą godzinę pracy w dni świąteczne, \"Dzień Energetyka\", na II i\nIII zmianie w dniach 24 i 31 grudnia, w niedziele i soboty oraz inne dni\nwyznaczone w Regulaminie Pracy jako wolne od pracy w danym roku kalendarzowym,\nprzysługuje, oprócz normalnego wynagrodzenia, dodatek\n\n\n\ndo wynagrodzenia w wysokości 70% stawki godzinowej wynikającej z\nosobistego zaszeregowania.\n\n2.Dodatek do wynagrodzenia określony w ust. 1 powyżej, przysługuje\nniezależnie od udzielenia - za pracę w niedziele, dni świąteczne i soboty -\ninnego dnia wolnego od pracy, w wyznaczonym z góry terminie.\n\n3.Pracownikom przysługuje dodatek do wynagrodzenia w wysokości określonej\nw § 30 ust. 2 ZUZP, za każdą godzinę pracy w dniu wyznaczonym dla nich jako\ndzień wolny od pracy, niezależnie od udzielenia dnia wolnego w innym\nwyznaczonym z góry terminie.\n\n4.Jeżeli Pracownicy nie otrzymali dnia wolnego w innym, wyznaczonym z góry\nterminie, przysługuje za każdą godzinę pracy w tym dniu, oprócz normalnego\nwynagrodzenia, dodatek za pracę w godzinach nadliczbowych.\n\n5.W przypadku zbiegu uprawnień do dodatków określonych w ust. 1 oraz ust.\n3 powyżej przysługuje tylko jeden dodatek.",{"bindId":95,"name":96,"text":97},"EMPCONTR_trigger","DZIAŁ II ZATRUDNIENIE PRACOWNIKÓW","DZIAŁ II\n\nZATRUDNIENIE PRACOWNIKÓW",{"bindId":99,"name":100,"text":101},"healthandsafetytraining","§ 40 1.Pracodawca zobowiązany jest, prze","§ 40\n\n1.Pracodawca zobowiązany jest, przed dopuszczeniem Pracownika do pracy,\nprzeszkolić go w zakresie ogólnych zasad i przepisów bezpieczeństwa pracy\nobowiązujących przy danej pracy oraz poinformować o ryzyku zawodowym na\ndanym stanowisku pracy. Pracownicy są zobowiązani do ścisłego\nprzestrzegania tych zasad.\n\n2.Niezależnie od przeszkolenia wstępnego, Pracodawca jest zobowiązany do\norganizowania okresowego szkolenia w zakresie ochrony zdrowia i bezpieczeństwa\npracy oraz prowadzenia ewidencji przeszkolonych. Pracownicy są zobowiązani\nbrać udział w tych szkoleniach i zdać egzamin z zakresu szkolenia.\n\n3.Szkolenia w dziedzinie bezpieczeństwa i higieny pracy odbywają się\nzgodnie z przepisami prawa pracy.",{"bindId":103,"name":104,"text":105},"protectiveclothing","2.Pracodawca jest zobowiązany zapewnić P","2.Pracodawca jest zobowiązany zapewnić Pracownikom środki ochrony\nindywidualnej oraz odzież roboczą i obuwie robocze zgodnie z normami\nobowiązującymi w Spółce.",{"bindId":107,"name":108,"text":109},"healthandsafetypolicy","2.Zasady bezpieczeństwa i higieny pracy ","2.Zasady bezpieczeństwa i higieny pracy są kształtowane na podstawie\nprzepisów prawa pracy (w tym procedur, instrukcji, zarządzeń, poleceń,\nstandardów i zasad BHP), a w szczególności polityki BHP, do których\nprzestrzegania zobowiązani są wszyscy Pracownicy.",{"bindId":111,"name":112,"text":113},"WAGES_trigger","DZIAŁ IV WYNAGRODZENIE I INNE ŚWIADCZENI","DZIAŁ IV\n\nWYNAGRODZENIE I INNE ŚWIADCZENIA ZWIĄZANE Z PRACĄ",{"bindId":115,"name":116,"text":117},"ONCERISE_trigger","§ 27 Z okazji Dnia Energetyka Pracowniko","§ 27\n\nZ okazji Dnia Energetyka Pracownikowi przysługuje premia w wysokości 1000\nzł (słownie: jeden tysiąc). Wypłaty premii dokonuje się wraz z wypłatą\nwynagrodzenia za miesiąc sierpień. Premię wypłaca się Pracownikom\nzatrudnionym w dniu 14 sierpnia w roku kalendarzowym, za który przysługuje\npremia.",{"bindId":119,"name":120,"text":121},"dayspweek_select","2.W ramach podstawowego systemu czasu pr","2.W ramach podstawowego systemu czasu pracy, o którym mowa w ust. 1\npowyżej, praca może być wykonywana w ramach:\n\n1)systemu podstawowego - pracy jednozmianowej, w którym czas pracy\nPracownika nie może przekraczać 8 godzin na dobę i przeciętnie 40 godzin w\nprzeciętnie pięciodniowym tygodniu pracy przy zachowaniu wszystkich sobót\nwolnych w obowiązującym okresie rozliczeniowym;\n\n2)systemu podstawowego - pracy dwuzmianowej, w którym praca może być\nwykonywana przez 7 dni w tygodniu, a czas pracy Pracownika nie może\nprzekraczać 8 godzin na dobę i przeciętnie 40 godzin w przeciętnie\npięciodniowym tygodniu pracy w obowiązującym okresie rozliczeniowym, przy\nzachowaniu odpoczynku, o którym mowa w art. 133 § 1 Kodeksu pracy\n\n3)systemu podstawowego - pracy trzyzmianowej, w którym praca może być\nwykonywana\n\nw ruchu ciągłym przez 7 dni w tygodniu w ramach pięciobrygadowej\norganizacji pracy, a czas pracy Pracownika nie może przekraczać 8 godzin na\ndobę i przeciętnie 40 godzin w przeciętnie pięciodniowym tygodniu pracy w\nobowiązującym okresie rozliczeniowym, przy zachowaniu odpoczynku, o którym\nmowa w art. 133 § 1 Kodeksu pracy\n\n3.W zakładzie pracy Pracodawcy mogą być również stosowane następujące\nsystemy i rozkłady czasu pracy:\n\n1)zadaniowy system czasu pracy, w którym Pracodawca po porozumieniu z\nPracownikiem ustala czas niezbędny do wykonania powierzonych zadań w\ntrzymiesięcznym okresie rozliczeniowy;\n\n2)indywidualny rozkład czasu pracy wprowadzany na wniosek Pracownika w\nramach obowiązującego Pracownika systemu czasu pracy za zgodą Pracodawcy.",{"bindId":123,"name":124,"text":125},"SCHEDULE_trigger","Przerwy w pracy § 18 Jeżeli dobowy wymia","Przerwy w pracy\n\n§ 18\n\nJeżeli dobowy wymiar czasu pracy Pracownika wynosi co najmniej 6 godzin,\nPracownik ma prawo do przerwy w pracy trwającej 15 minut, wliczanej do czasu\npracy. Przerwa udzielana jest przez przełożonego Pracownika lub ustalana z\ngóry przez Pracodawcę.\n\n§ 19\n\nPracownikom, których dzienny czas pracy przy użyciu monitorów ekranowych\nwynosi co najmniej połowę dobowego czasu pracy, przysługuje 5-minutowa\nprzerwa wliczana do czasu pracy, po każdej godzinie pracy przy obsłudze\nmonitora ekranowego.",{"bindId":127,"name":128,"text":129},"contracttrial","4.Z Pracownikami nowo przyjmowanymi do p","4.Z Pracownikami nowo przyjmowanymi do pracy zawiera się umowę na czas\nokreślony. Pierwsza umowa zawierana jest na okres 3 miesięcy (okres próbny),\na kolejna na okres 1 roku.",{"bindId":131,"name":132,"text":132},"CBA_MNCOMPA_1","PRACOWNIKÓW VEOLIA ENERGIA LÓDZ S.A.",{"bindId":134,"name":135,"text":136},"NOCTPREM_trigger","§ 32 1.Pracownikom wykonującym pracę w p","§ 32\n\n1.Pracownikom wykonującym pracę w porze nocnej, określonej w Regulaminie\nPracy, przysługuje dodatek w wysokości 20% stawki godzinowej, wynikającej z\nosobistego zaszeregowania - za każdą godzinę pracy w tej porze.\n\n2.Dodatek przysługuje również, jeżeli Pracownikowi udzielono dnia\nwolnego w zamian za pracę w tej porze.",{"bindId":138,"name":139,"text":140},"cbaratificationdate","wpisany do Rejestru Zakładowych Układów ","wpisany do Rejestru Zakładowych Układów Zbiorowych\nPracy\n\nOkręgowego Inspektoratu Pracy w Łodzi\n\nw dniu 5 lipca 2017 roku",{"bindId":142,"name":143,"text":144},"coverunion_trigger","1.ZUZP zawarty jest dla Pracowników zatr","1.ZUZP zawarty jest dla Pracowników zatrudnionych w Spółce.",{"bindId":146,"name":147,"text":148},"MAXHOURS_trigger","Pozostałe składniki wynagrodzenia § 30 1","Pozostałe składniki wynagrodzenia\n\n§ 30\n\n1.Praca wykonywana ponad normy czasu pracy stanowi pracę w godzinach\nnadliczbowych.\n\n2.Pracownikom wykonującym pracę w godzinach nadliczbowych przysługuje,\noprócz normalnego wynagrodzenia, dodatek w wysokości:\n\n1)55% stawki godzinowej, wynikającej z osobistego zaszeregowania Pracownika\n- za pracę w dni robocze;\n\n2)100% stawki godzinowej, wynikającej z osobistego zaszeregowania\nPracownika - za pracę w soboty, niedziele, święta i Dzień Energetyka.\n\n3.Praca w godzinach nadliczbowych może nastąpić w razie konieczności\nprowadzenia akcji ratowniczej dla ochrony życia lub zdrowia ludzkiego albo dla\nochrony mienia, lub usunięcia awarii oraz w razie wystąpienia szczególnych\npotrzeb Pracodawcy.",{"bindId":150,"name":151,"text":152},"PAYSCALES_trigger","Załącznik nr 2 do ZUZP TABELA STAWEK WYN","Załącznik nr 2 do ZUZP\n\nTABELA STAWEK WYNAGRODZENIA ZASADNICZEGO",{"bindId":154,"name":155,"text":156},"code_application","§ 37 1.Obowiązki w zakresie bezpieczeńst","§ 37\n\n1.Obowiązki w zakresie bezpieczeństwa i higieny pracy oraz warunków pracy\nokreślają przepisy prawa pracy, postanowienia niniejszego Działu V oraz\ndecyzje Pracodawcy.\n\n2.Pracodawca powołuje Komisję Bezpieczeństwa i Higieny Pracy jako organ\ndoradczy i opiniodawczy.",{"bindId":158,"name":159,"text":160},"coveroccup3","§ 3 1.ZUZP zawarty jest dla Pracowników ","§ 3\n\n1.ZUZP zawarty jest dla Pracowników zatrudnionych w Spółce.\n\n2.ZUZP nie określa warunków wynagradzania Pracowników zarządzających w\nimieniu Pracodawcy zakładem pracy Pracodawcy w rozumieniu art. 128 § 2 pkt 2\nKodeksu pracy, w tym w szczególności członków Zarządu Spółki oraz osób\nzarządzających zakładem pracy Pracodawcy na innej podstawie niż stosunek\npracy. Warunki wynagradzania tych osób określają umowy zawarte z tymi\nosobami lub inne dokumenty.",{"bindId":162,"name":163,"text":164},"cbaratification","Wejście w życie ZUZP § 7 1.ZUZP wchodzi ","Wejście w życie ZUZP\n\n§ 7\n\n1.ZUZP wchodzi w życie wraz z jego wpisaniem przez właściwego okręgowego\ninspektora pracy do rejestru układów zakładowych.",{"bindId":166,"name":167,"text":168},"LOWWAGE_trigger","3.Wynagrodzenie otrzymywane za pracę w p","3.Wynagrodzenie otrzymywane za pracę w pełnym wymiarze czasu pracy nie\nmoże być niższe od minimalnego wynagrodzenia za pracę.",{"bindId":170,"name":171,"text":172},"hivpolicy","§ 41 1.Pracodawca jest zobowiązany, prze","§ 41\n\n1.Pracodawca jest zobowiązany, przed dopuszczeniem Pracownika do pracy,\npoddać go badaniom lekarskim (badaniom wstępnym), a w czasie zatrudnienia -\nbadaniom okresowym i kontrolnym.\n\n2.Okresowe i kontrolne badania lekarskie Pracowników powinny być\nprzeprowadzone w godzinach pracy, z jednoczesnym zachowaniem przez Pracownika\nprawa do wynagrodzenia za czas niewykonywania pracy.",{"bindId":174,"name":175,"text":176},"healthandsafetyprovisions","§ 42 1.Pracodawca jest zobowiązany dokon","§ 42\n\n1.Pracodawca jest zobowiązany dokonywać na bieżąco analizy zagrożeń i\nprzyczyn powodujących wypadki przy pracy i choroby zawodowe oraz podejmować\ndziałania mające na celu likwidację zagrożeń.\n\n2.Pracodawca monitoruje ryzyka zawodowe i podejmuje działania prewencyjne w\ncelu ich minimalizacji.\n\n3.W celu realizacji obowiązków, o których mowa w ust. 1 powyżej,\nPracodawca ustala okresowe (roczne, wieloletnie) zadania w zakresie poprawy\nwarunków bezpieczeństwa i higieny pracy\n\ni zobowiązuje się do zapewnienia na ten cel środków finansowych.\nPracodawca poinformuje o podjętych zadaniach Organizacje Związkowe.",{"bindId":178,"name":179,"text":180},"CBA_MEMTRAD4_1","Niniejszy Zakładowy Układ Zbiorowy Pracy","Niniejszy Zakładowy Układ Zbiorowy Pracy dla Pracowników Veolia Energia\nŁódź S.A (dalej: „ZUZP\") został zawarty w dniu 9 czerwca 2017 roku\npomiędzy:\n\nspółką Veolia Energia Łódź S.A. z siedzibą w Łodzi przy ulicy Jadzi\nAndrzejewskiej 5, wpisaną do rejestru przedsiębiorców Krajowego Rejestru\nSądowego prowadzonego przez Sąd Rejonowy dla Łodzi-Śródmieścia w Łodzi,\nXX Wydział Gospodarczy Krajowego Rejestru Sądowego pod numerem KRS\n0000041013, numerze NIP 7280018564, kapitale zakładowym w wysokości\n150.000.000,00 PLN w całości opłaconym, reprezentowaną przez Jerzego Kaka -\nPrezesa Zarządu i Sławomira Burmanna - członka Zarządu, zwaną dalej\n„Pracodawcą\",\n\na\n\nZwiązkiem Zawodowym Pracowników Ruchu Ciągłego Veolia Energia Łódź\nS.A. reprezentowanym przez Zbigniewa Tomasika - Przewodniczącego i Dariusza\nDomańskiego - Zastępcę Przewodniczącego\n\noraz\n\nZwiązkiem Zawodowym Inżynierów i Techników Veolia Energia Łódź S.A.\nreprezentowanym przez Konrada Kujawskiego - Przewodniczącego i Zdzisława\nDrzazgę - Wiceprzewodniczącego\n\noraz\n\nNiezależnym Samorządnym Związkiem Zawodowym Pracowników Veolia Energia\nŁódź S.A.\n\nreprezentowanym przez Jolantę Czyżewską - Przewodniczącą i Dariusza\nBanasiaka - Wiceprzewodniczącego\n\noraz\n\nNSZZ Solidarność Veolia Energia Łódź S.A. reprezentowanym przez Jana\nZiobrowskiego - Przewodniczącego i Mariusza Fichnę - Wiceprzewodniczącego\n\noraz\n\nZwiązkiem Zawodowym Pracowników Administracji Przemysłowej Dalkia Łódź\nS.A.\n\nreprezentowanym przez Janusza Łazuchiewicza - Przewodniczącego i Tomasza\nPiątkowskiego - Wiceprzewodniczącego\n\noraz\n\nZwiązkiem Zawodowym Pracowników Bocznic Veolia Energia Łódź S.A.\nreprezentowanym przez Radosława Kalatę - Przewodniczącego i Grzegorza Plutę\n- Wiceprzewodniczącego\n\noraz\n\nZwiązkiem Zawodowym Nowa Inicjatywa reprezentowanym przez Roberta\nKolanowskiego - Przewodniczącego i Tomasza Janickiego - Zastępcę\nPrzewodniczącego",{"bindId":182,"name":183,"text":184},"JOBTITLE_trigger","Taryfikator stanowisk pracy Załącznik nr","Taryfikator stanowisk pracy\n\nZałącznik nr 1 do ZUZP",{"bindId":186,"name":187,"text":188},"contractseverancepay","§ 50 1.W przypadku rozwiązania umowy o p","§ 50\n\n1.W przypadku rozwiązania umowy o pracę z przyczyn nie leżących po\nstronie Pracownika (zarówno w ramach zwolnień grupowych oraz zwolnień\nindywidualnych), Pracodawca\n\n\n\nwypłaci Pracownikowi dodatkową odprawę pieniężną z tytułu\nrozwiązania umowy o pracę w następującej wysokości:\n\n1)trzymiesięcznego wynagrodzenia liczonego jak ekwiwalent pieniężny za\nniewykorzystany urlop wypoczynkowy w przypadku Pracownika, którego staż pracy\nu Pracodawcy na dzień rozwiązania umowy o pracę wynosi 5 lat albo mniej;\n\n2)sześciomiesięcznego wynagrodzenia liczonego jak ekwiwalent pieniężny\nza niewykorzystany urlop wypoczynkowy w przypadku Pracownika, którego staż\npracy\n\nu Pracodawcy na dzień rozwiązania umowy o pracę wynosi więcej niż 5\nlat.\n\n2.Do stażu pracy, o którym mowa w ust. 1 powyżej wlicza się okres\nzatrudnienia w Veolia Energia Łódź S.A. oraz jej poprzedników prawnych oraz\npodmiotów, z których Pracownik został przejęty przez Veolia Energia Łódź\nS.A. oraz jej poprzedników prawnych w trybie art. 23(1) § 1 Kodeksu pracy.\n\n3.Wypłata dodatkowej odprawy pieniężnej, o której mowa w ust. 1 powyżej\nnastąpi wraz z wypłatą wynagrodzenia za ostatni miesiąc obowiązywania\numowy o pracę.\n\n4.Dodatkowa odprawa pieniężna, o której mowa w ust. 1 powyżej\nprzysługuje niezależnie od odprawy wynikającej z ustawy z 13 marca 2003 r. o\nszczególnych zasadach rozwiązywania z pracownikami stosunków pracy z\nprzyczyn niedotyczących pracowników.\n\n5.Zobowiązanie Pracodawcy, o którym mowa w ust. 1 powyżej obowiązuje\nprzez okres czterech lat licząc od dnia zarejestrowania ZUZP.",{"bindId":190,"name":191,"text":192},"PAIDLEAV_trigger","Urlopy wypoczynkowe § 20 1.Pracownikom p","Urlopy wypoczynkowe\n\n§ 20\n\n1.Pracownikom przysługują dodatkowe dwa dni urlopu wypoczynkowego w roku\nkalendarzowym, ponad wymiar urlopu wypoczynkowego określonego w Kodeksie\npracy.\n\n2.Urlop wypoczynkowy jest udzielany zgodnie z planem urlopów.\n\n\n\n3.Indywidualne odstępstwa od planu urlopów są dopuszczalne po uzgodnieniu\nmiędzy Pracownikiem a Pracodawcą.",{"bindId":194,"name":72,"text":73},"disabilitypaytxt",{"bindId":196,"name":132,"text":132},"CBA_MNE_1","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>veolia_2017 - 2017\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Data rozpoczęcia: → 2017-06-09\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Data końcowa: → Nieokreślony\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n                \u003Cdiv id=\"display-cbaratified\">Zatwierdzona przez: → Other\u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-cbaactorratified\">\n                    Zatwierdzona na: → 2017-07-05\n                \u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nazwa sektora przemysłu: → Przetwarzanie odpadów, zaopatrywanie w energię elektryczną, gaz i wodę\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sektor publiczny \u002F prywatny: → W sektorze prywatnym\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Zawarta przez:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nazwa firmy: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nazwy związków zawodowych: → \n\n                \n                    \n                    \u003Cspan>\n                        FZZ - Związek Zawodowy Inżynierów i Techników, NSZZ - Niezalezny Samorzadny Zwiazek Zawodowy \"Solidarnosc\"\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">UBEZPIECZENIE SPOŁECZNE I EMERYTURY\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Pracodawca dopłaca do funduszu emerytalnego dla pracowników: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Pracodawca dopłaca do funduszu rentowego dla pracowników: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Pracodawca dopłaca do pracowniczego funduszu dla bezrobotnych: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">SZKOLENIA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programy szkoleniowe: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Praktyki zawodowe: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Pracodawca dopłaca do funduszu szkoleniowego dla pracowników: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">CHOROBY I NIEPEŁNOSPRAWNOŚĆ\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Przepisy dotyczące powrotu do pracy po długotrwałej chorobie, np. leczeniu raka: → Nie\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Płatny urlop menstruacyjny: → Nie\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Wynagrodzenie w przypadku niepełnosprawności spowodowanej wypadkiem przy pracy: → Nie\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ZDROWIE, BEZPIECZEŃSTWO I POMOC MEDYCZNA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Uzgodniona pomoc medyczna: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Uzgodniona pomoc medyczna dla rodziny: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Uzgodniona wysokość składki na ubezpieczenie zdrowotne: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Uzgodnione ubezpieczenie zdrowotne dla rodziny: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Uzgodniony program zdrowotny i program bezpieczeństwa pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Uzgodnione szkolenie dotyczące bezpieczeństwa i higieny pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Zapewniona odzież ochronna: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regularne lub coroczne badania medyczne lub wizyty u lekarza zapewnione przez pracodawcę: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitorowanie mięśniowo-szkieletowych zmian podczas pracy na stanowiskach pracy, ryzyka i \u002F lub wpływem pracy na stan zdrowia: → Professional risks\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Pomoc w czynnościach pogrzebowych: → Tak\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimalny wkład firmy w koszty pogrzebu \u002F pochówku: → PLN Not specified\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">UMOWY O PRACĘ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Czas trwania okresu próbnego: → 90 dni\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Odprawa po 5 latach pracy (liczba wynagrodzeń dziennych): → 90 dni\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Odprawy po pierwszym roku pracy (liczba wynagrodzeń dziennych): → 90 dni\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Pracownicy zatrudnieni w niepełnym wymiarze godzin wyłączeni z jakichkolwiek świadczeń: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Przepisy dotyczące pracowników tymczasowych: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Praktykanci wyłączeni z jakichkolwiek postanowień: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Drobne prace \u002F prace dla studentów wyłączone z jakichkolwiek postanowień: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">GODZINY PRACY, HARMONOGRAMY I ŚWIĘTA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Liczba godzin pracy dziennie: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Liczba godzin pracy tygodniowo: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Liczba dni pracy w tygodniu: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Coroczny płatny urlop: → -10.0 dni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Coroczny płatny urlop: → -10.0 tygodnie\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Ustalony co najmniej jeden dzień wypoczynku tygodniowo: → Nie\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maksymalna liczba przepracowanych niedziel \u002F dni ustawowo wolnych od pracy w ciągu roku: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Przepisy dotyczące elastycznych form pracy: → Tak\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WYNAGRODZENIA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wynagrodzenia ustala się za pomocą skali płac: → Yes, but there are only indices (no wages)\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Zapewnienie, że płace minimalne określone przez ustawodawcę muszą być przestrzegane: → Tak\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Dostosowywanie do rosnących kosztów utrzymania: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wzrost wynagrodzenia\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Jednorazowe dodatkowe wynagrodzenie\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Jednorazowe dodatkowe wynagrodzenie: → PLN 1000.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Jednorazowe dodatkowe wynagrodzenie za wyniki firmy: → Nie\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Jednorazowe dodatkowe wynagrodzenie ma miejsce: → 2020-08\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premia za pracę wieczorną lub w nocy\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premia za pracę wieczorną lub w nocy: → 120 % podstawowego wynagrodzenia\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premia za pracę w nocy: → Tak\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premia za nadgodziny\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premia za nadgodziny: → 155 % podstawowego wynagrodzenia\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premia za pracę w niedzielę\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premia za pracę w niedzielę: → 170 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Ch4>Bony żywnościowe\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Zapewnienie dodatków na wyżywienie: → Nie\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Bezpłatna pomoc prawna: → Nie\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[202],{"title":34,"slug":31},[204],{"type":205,"data":206},"call_to_action_body_block",{"title":207,"description":208,"variant":209,"link":210},"Porównaj umowy zbiorowe","Porównaj teksty umów zbiorowych z Polski między wszystkimi sektorami, tematami i krajami","dark",{"title":207,"url":211,"description":207,"rel":212,"type":213},"\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002Fporownaj-umowy-zbiorowe","follow","internal",[215],{"type":205,"data":216},{"title":207,"description":208,"variant":209,"link":217},{"title":207,"url":211,"description":207,"rel":212,"type":213},[],{"title":15,"seo_title":220,"description":7,"path":221,"redirect_url":7,"locale":16,"children":222},"WageIndicator Polska: Wynagrodzenia, płaca minimalna","\u002Fpl-pl",[223,306,335],{"title":18,"seo_title":224,"description":7,"path":225,"redirect_url":7,"locale":16,"children":226},"Praca w Polsce: Wynagrodzenia, płaca minimalna, warunki","\u002Fpl-pl\u002Fpraca-w-polsce",[227,231,235,253,302],{"title":228,"seo_title":228,"description":7,"path":229,"redirect_url":7,"locale":16,"children":230},"Płaca minimalna","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fplaca-minimalna",[],{"title":232,"seo_title":232,"description":7,"path":233,"redirect_url":7,"locale":16,"children":234},"Płaca wystarczająca na utrzymanie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fplaca-wystarczajaca-na-utrzymanie",[],{"title":236,"seo_title":8,"description":7,"path":237,"redirect_url":7,"locale":16,"children":238},"Wynagrodzenie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie",[239,244,249],{"title":240,"seo_title":241,"description":7,"path":242,"redirect_url":7,"locale":16,"children":243},"Sprawdź wynagrodzenie","Porównaj Zarobki","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fsprawdz",[],{"title":245,"seo_title":246,"description":7,"path":247,"redirect_url":7,"locale":16,"children":248},"Ankieta wynagrodzeń","Krótki Kwestionariusz Pracownika","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fankieta",[],{"title":250,"seo_title":250,"description":7,"path":251,"redirect_url":7,"locale":16,"children":252},"Wynagrodzenia V.I.P.ów","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fvip",[],{"title":254,"seo_title":255,"description":7,"path":256,"redirect_url":7,"locale":16,"children":257},"Prawo pracy","Prawo pracy: Umowy, płace, prawa prac.","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy",[258,262,266,270,274,278,282,286,290,294,298],{"title":259,"seo_title":8,"description":7,"path":260,"redirect_url":7,"locale":16,"children":261},"Zatrudnienie i Zarobki","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fzatrudnienie-i-zarobki",[],{"title":263,"seo_title":8,"description":7,"path":264,"redirect_url":7,"locale":16,"children":265},"Wynagrodzenie i czas pracy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fwynagrodzenie-i-czas-pracy",[],{"title":267,"seo_title":8,"description":7,"path":268,"redirect_url":7,"locale":16,"children":269},"Urlop Wypoczynkowy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Furlop-wypoczynkowy",[],{"title":271,"seo_title":8,"description":7,"path":272,"redirect_url":7,"locale":16,"children":273},"Umowy i zwolnienia","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fumowy-i-zwolnienia",[],{"title":275,"seo_title":8,"description":7,"path":276,"redirect_url":7,"locale":16,"children":277},"Obowiązki Rodzinne","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fobowiazki-rodzinne",[],{"title":279,"seo_title":8,"description":7,"path":280,"redirect_url":7,"locale":16,"children":281},"Macierzyństwo i Praca","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fmacierzynstwo-i-praca",[],{"title":283,"seo_title":8,"description":7,"path":284,"redirect_url":7,"locale":16,"children":285},"Zdrowie i 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Zawodowe","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fzwiazki-zawodowe",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":16,"children":303},[304],{"title":207,"seo_title":8,"description":7,"path":211,"redirect_url":7,"locale":16,"children":305},[],{"title":307,"seo_title":8,"description":7,"path":308,"redirect_url":7,"locale":16,"children":309},"Czym się zajmujemy","\u002Fpl-pl\u002Fczym-sie-zajmujemy",[310,314,320,325,330],{"title":311,"seo_title":8,"description":7,"path":312,"redirect_url":7,"locale":16,"children":313},"Dane i 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nami","\u002Fpl-pl\u002Fo-nas\u002Fkim-jestesmy\u002Fwspolpracuj-z-nami","\u002Fabout\u002Fwho-we-are\u002Fjobs",[],{"title":349,"seo_title":8,"description":7,"path":350,"redirect_url":351,"locale":318,"children":352},"Staże","\u002Fpl-pl\u002Fo-nas\u002Fkim-jestesmy\u002Fstaze","\u002Fabout\u002Fwho-we-are\u002Finternships",[],{"title":354,"seo_title":8,"description":7,"path":355,"redirect_url":7,"locale":16,"children":356},"Nasza historia","\u002Fpl-pl\u002Fo-nas\u002Fkim-jestesmy\u002Fhistoria",[],{"title":358,"seo_title":8,"description":7,"path":359,"redirect_url":7,"locale":16,"children":360},"Użytkownicy danych","\u002Fpl-pl\u002Fo-nas\u002Fkim-jestesmy\u002Fuzytkownicy-danych",[],{"title":362,"seo_title":8,"description":7,"path":363,"redirect_url":364,"locale":318,"children":365},"Nasi partnerzy","\u002Fpl-pl\u002Fo-nas\u002Fpartnerzy","\u002Fabout\u002Fpartners",[],{"title":367,"seo_title":8,"description":7,"path":368,"redirect_url":369,"locale":318,"children":370},"Gdzie 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