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ZAWARTY PROTOKÓŁ\nDODATKOWY NR 24\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>ZAKŁADOWY UKŁAD ZBIOROWY PRACY\u003C\u002Fstrong> dla pracowników\u003C\u002Fp>\n\n\u003Cp>Spółki Delfo Polska S.A. z siedzibą w Tychach ul. Turyńska 100\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zawarty w dniu 18.01.2000 r. na czas nieokreślony, pomiędzy:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Delfo Polska S.A. w Tychach, reprezentowaną przez:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Gianpiero Bessone\u003C\u002Fstrong> – Pełnomocnik Zarządu\u003C\u002Fp>\n\n\u003Cp>a\u003C\u002Fp>\n\n\u003Cp>działającymi na terenie Delfo Polska S.A.\u003C\u002Fp>\n\n\u003Cp>Organizacjami Związkowymi:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.\u003Cstrong>MKZ Wolny Związek Zawodowy „Sierpień 80” Delfo Polska\nS.A.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Reprezentowany przez wiceprzewodniczącego:\u003C\u002Fp>\n\n\u003Cp>Pan \u003Cstrong>Zbigniew Żak\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.\u003Cstrong>Międzyzakładowa Organizacja Związkowa NSZZ\n„Solidarność”\u003C\u002Fstrong> reprezentowana przez Przewodniczącego: Pan\n\u003Cstrong>Grzegorza Pietrzykowskiego\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.\u003Cstrong>Zakładowa Organizacja Chrześcijańskiego Związku Zawodowego\n„Solidarność” im. Ks. Jerzego Popiełuszki\u003C\u002Fstrong> Reprezentowana przez\nPrzewodniczącego: \u003Cstrong>Pan Andrzej Maszerowski\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.\u003Cstrong>Międzyzakładowa Organizacja Związkowa Związku Zawodowego\nInżynierów i Techników\u003C\u002Fstrong> Reprezentowana przez Przewodniczącego: Pan\n\u003Cstrong>Wojciech Kulej\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.\u003Cstrong>Niezależny Samorządny Związek Zawodowy Pracowników,\nOrganizacja Międzyzakładowa FCA S.A., Fenice Poland Spółka z o. o., Magneti\nMarelli S.A., Delfo Polska S.A., Comau Poland Sp. z o.o.,\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Reprezentowany przez Przewodniczącego: Pan \u003Cstrong>Stanisław\nMłynarczyk\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6.Związek Zawodowy „Metalowcy” FCA S.A. Bielsko-Biała Zakład Tychy\nReprezentowany przez Przewodniczącego Pan Bolesław Klimczak.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7.\u003Cstrong>Międzyzakładowy Niezależny Samorządny Związek Zawodowy\n„Metalowcy”\u003C\u002Fstrong> reprezentowany przez Przewodniczącego Pan\n\u003Cstrong>Andrzej Jurkowski.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ I\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>POSTANOWIENIA OGÓLNE\u003C\u002Fh3>\n\n\u003Ch4>Art.1\u003C\u002Fh4>\n\n\u003Cp>Podstawa prawna:\u003C\u002Fp>\n\n\u003Cp>1.Ustawa Kodeks Pracy z dnia 26 czerwca 1974 r. (Dz. U. z 1994 r. Nr 113,\npoz. 547 z późniejszymi zmianami).\u003C\u002Fp>\n\n\u003Cp>2.Ustawa z dnia 23 maja 1991 r. o związkach zawodowych.(Dz. U. z 1991 r. Nr\n55, poz.234 z późniejszymi zmianami).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 2\u003C\u002Fh4>\n\n\u003Cp>Układ zawarty jest dla wszystkich pracowników zatrudnionych przez\nPracodawcę z zastrzeżeniem art. 4 i obejmuje jedenaście działów zakresu\nprzedmiotowego:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>DZIAŁ I\u003Cspan style=\"color:#ffffff\">*************\u003C\u002Fspan>POSTANOWIENIA\nOGÓLNE\u003C\u002Fp>\n\n\u003Cp>DZIAŁ II\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>CZAS PRACY\u003C\u002Fp>\n\n\u003Cp>DZIAŁ III\u003Cspan style=\"color:#ffffff\">***********\u003C\u002Fspan>WARUNKI PRACY\u003C\u002Fp>\n\n\u003Cp>DZIAŁ IV\u003Cspan style=\"color:#ffffff\">***********\u003C\u002Fspan>ZASADY\nWYNAGRADZANIA\u003C\u002Fp>\n\n\u003Cp>DZIAŁ V\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>DODATKI DO\nWYNAGRODZENIA\u003C\u002Fp>\n\n\u003Cp>DZIAŁ VI\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>INNE ŚWIADCZENIA\u003C\u002Fp>\n\n\u003Cp>DZIAŁ VII\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>POLITYKA\nPŁACOWA\u003C\u002Fp>\n\n\u003Cp>DZIAŁ VIII\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>ZATRUDNIENIE\u003C\u002Fp>\n\n\u003Cp>DZIAŁ IX\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>DZIAŁALNOŚĆ\nSOCJALNA\u003C\u002Fp>\n\n\u003Cp>DZIAŁ X\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>WZAJEMNE\nZOBOWIĄZANIA STRON\u003C\u002Fp>\n\n\u003Cp>DZIAŁ XI\u003Cspan style=\"color:#ffffff\">************\u003C\u002Fspan>POSTANOWIENIA\nKOŃCOWE\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 3\u003C\u002Fh4>\n\n\u003Cp>Ilekroć w Zakładowym Układzie Zbiorowym Pracy dla pracowników Delfo\nPolska S.A. jest mowa o:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.\u003Cstrong>Układzie\u003C\u002Fstrong> – rozumie się przez to niniejszy Zakładowy\nUkład Zbiorowy Pracy.\u003C\u002Fp>\n\n\u003Cp>2.\u003Cstrong>Pracowniku\u003C\u002Fstrong> – rozumie się przez to osoby zatrudnione na\npodstawie umowy o pracę z wyłączeniem osób zarządzających\nprzedsiębiorstwem w imieniu Pracodawcy.\u003C\u002Fp>\n\n\u003Cp>3.\u003Cstrong>Dyrekcji, Dyrekcji Spółki, Zakładu Pracy\u003C\u002Fstrong> – rozumie\nsię przez to osoby zarządzające przedsiębiorstwem w imieniu Pracodawcy.\u003C\u002Fp>\n\n\u003Cp>4.\u003Cstrong>Pracodawcy, Spółce, Zakładzie Pracy,\nPrzedsiębiorstwie\u003C\u002Fstrong> – rozumie się przez to MA Polska S.A. dawniej\nDelfo Polska S.A.\u003C\u002Fp>\n\n\u003Cp>5.\u003Cstrong>Stronach Układu\u003C\u002Fstrong> rozumie się przez to Zarząd Delfo\nPolska S.A.\u003C\u002Fp>\n\n\u003Cp>(Strona Pracodawcy) i wszystkie związki zawodowe działające w Delfo\nPolska S.A., które zawarły Układ.\u003C\u002Fp>\n\n\u003Cp>6.\u003Cstrong>Wynagrodzeniu teoretycznym lub nominalnym\u003C\u002Fstrong> – rozumie\nsię przez to teoretyczne wynagrodzenie pracownika dla przeciętnego\nnominalnego czasu pracy określonego dla danej grupy pracowników, obejmujące\nwszystkie składniki wynagrodzenia określone w umowie o pracę, oraz inne\nskładniki wynikające z niniejszego Układu - stałe i stale wypłacane.\u003C\u002Fp>\n\n\u003Cp>7.\u003Cstrong>Minimalnym wynagrodzeniu\u003C\u002Fstrong> – rozumie się przez to\nminimalne wynagrodzenie określone w obowiązujących przepisach.\u003C\u002Fp>\n\n\u003Cp>8.\u003Cstrong>Organizacji związkowej\u003C\u002Fstrong> – rozumie się przez to\nzakładowe i międzyzakładowe organizacje związkowe będące Stroną\nUkładu.\u003C\u002Fp>\n\n\u003Cp>9.\u003Cstrong>Uzgodnienie Stron\u003C\u002Fstrong> – rozumie się przez to pisemne\nporozumienie zawarte pomiędzy Stronami.\u003C\u002Fp>\n\n\u003Cp>10.\u003Cstrong>Emerytów i Rencistów\u003C\u002Fstrong> – rozumie się przez nich\nbyłych pracowników, których odejście z Delfo Polska S.A. nastąpiło w\nwyniku przejścia na emeryturę lub rentę oraz zasiłek lub świadczenie\nprzedemerytalne (jeżeli nie podjął zatrudnienia).\u003C\u002Fp>\n\n\u003Cp>11.\u003Cstrong>Średniej płacy w Delfo Polska S.A.\u003C\u002Fstrong> – rozumie się\nsumę wynagrodzeń wypłaconych w okresie, dla którego wylicza się tę\npłacę podzieloną przez przeciętną liczbę zatrudnionych w tym okresie.\u003C\u002Fp>\n\n\u003Cp>12.\u003Cstrong>Przeciętnym nominalnym czasie pracy\u003C\u002Fstrong> – rozumie się\nprzez to miesięczny czas pracy wynikający z 1\u002F12 iloczynu 8 godzin i ilości\ndni kalendarzowych roku pomniejszonej o niedzielę, święta i dni wolne od\npracy określone w powszechnie obowiązujących przepisach.\u003C\u002Fp>\n\n\u003Cp>13.\u003Cstrong>Nominalnym czasie pracy\u003C\u002Fstrong> – rozumie się przez to\nilość godzin pracy w danym miesiącu wynikającą z iloczynu 8 godzin i\nilości dni roboczych danego miesiąca.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 4\u003C\u002Fh4>\n\n\u003Cp>1.Zakładowy Układ Zbiorowy Pracy zwany dalej Układem zawiera się dla\nwszystkich pracowników zatrudnionych w Delfo Polska S.A.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Układem nie są objęci:\u003C\u002Fp>\n\n\u003Cp>- Zarząd Spółki,\u003C\u002Fp>\n\n\u003Cp>- Dyrekcja Spółki w części dotyczącej zasad wynagradzania.\u003C\u002Fp>\n\n\u003Cp>Wynagrodzenie Dyrekcji określa Zarząd Spółki.\u003C\u002Fp>\n\n\u003Cp>2.Do pracowników objętych Układem, których prawa i obowiązki regulują\nw sposób szczególny odrębne przepisy, postanowienia niniejszego Układu\nstosuje się wyłącznie w zakresie nieuregulowanym tymi przepisami.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 5\u003C\u002Fh4>\n\n\u003Cp>1.Układ zawarty jest na czas nieokreślony z możliwością jego\nrozwiązania :\u003C\u002Fp>\n\n\u003Cp>1)na podstawie zgodnego oświadczenia stron,\u003C\u002Fp>\n\n\u003Cp>2)skreśla się\u003C\u002Fp>\n\n\u003Cp>3)z upływem okresu wypowiedzenia dokonanego przez jedną ze stron.\u003C\u002Fp>\n\n\u003Cp>2.Okres wypowiedzenia nie może być krótszy niż trzy miesiące.\u003C\u002Fp>\n\n\u003Cp>3.Zmiany w Układzie mogą następować w formie protokołów dodatkowych za\nzgodą Stron, które zawarły Układ.\u003C\u002Fp>\n\n\u003Cp>4.Zmiany wysokości minimalnego wynagrodzenia, mające wpływ na\npostanowienia zawarte w niniejszym Układzie wymagają sporządzania\ndodatkowych protokołów.\u003C\u002Fp>\n\n\u003Cp>5.Układ wchodzi w życie od pierwszego dnia następującego po\nzarejestrowaniu Układu.\u003C\u002Fp>\n\n\u003Cp>6. Z datą wejścia w życie Układu przestaje obowiązywać w Delfo Polska\nS.A.\u003C\u002Fp>\n\n\u003Cp>dotychczasowy Układ Zbiorowy Pracy F.A.P. i Regulamin Pracy Delfo Polska\nS.A.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ II\u003C\u002Fh2>\n\n\u003Ch3>CZAS PRACY\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>WYMIAR CZASU PRACY\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 6\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>1.Czas pracy nie może przekraczać 8 godzin na dobę i przeciętnie 40\ngodzin na tydzień w przyjętym okresie rozliczeniowym, nie przekraczającym 3\nmiesięcy, z zastrzeżeniem przepisów art. 129 4 ,132 § 2 i 4 kodeksu pracy.\nNa rok 2003 przyjmuje się czteromiesięczny okres rozliczeniowy. Dni robocze\nobejmują okres od poniedziałku do piątku.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>2.Nie dotyczy to pracowników, których czas pracy określają odrębne\nprzepisy.\u003C\u002Fp>\n\n\u003Cp>3.--Skreśla się\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 7\u003C\u002Fh4>\n\n\u003Cp>Za czas pracy uznaje się czas pozostawania pracownika w dyspozycji\nPracodawcy w zakładzie lub w innym miejscu wyznaczonym zgodnie z umową o\npracę i Regulaminem Pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 8\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>Praca wykonywana powyżej wymiaru określonego, w art. 6 traktowana jest\njako praca w godzinach nadliczbowych, jeżeli przepisy szczególne nie\nstanowią inaczej. Łączna ilość godzin nadliczbowych przepracowanych w\nzwiązku z okolicznościami, o których mowa w art. 151§ 1 pkt.2. kp, w\nodniesieniu do poszczególnego pracownika nie może przekraczać 380 godzin, z\nzastrzeżeniem, że tygodniowy czas pracy z uwzględnieniem godzin\nnadliczbowych nie może przekroczyć przeciętnie 48 godzin w przyjętym\nokresie rozliczeniowym.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 9\u003C\u002Fh4>\n\n\u003Cp>Czas pracy w zakładzie w Tychach podzielony jest na trzy zmiany\ndziennie:\u003C\u002Fp>\n\n\u003Cp>I zmiana od godziny 600 do 1400\u003C\u002Fp>\n\n\u003Cp>II zmiana od godziny 1400 do 2200\u003C\u002Fp>\n\n\u003Cp>III zmiana od godziny 2200 do 600\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Czas pracy w zakładzie w Kielcach podzielony jest na trzy zmiany\ndziennie:\u003C\u002Fp>\n\n\u003Cp>I zmiana od godziny 630 do 1430\u003C\u002Fp>\n\n\u003Cp>II zmiana od godziny 1430 do 2230\u003C\u002Fp>\n\n\u003Cp>III zmiana od godziny 2230 do 630\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 10\u003C\u002Fh4>\n\n\u003Cp>Za pracę w niedzielę i dzień świąteczny uważa się pracę wykonywaną\npomiędzy godziną 600 tego dnia a godziną 600 dnia następnego w zakładzie w\nTychach i pomiędzy godziną 630 tego dnia a godziną 630 dnia następnego w\nzakładzie w Kielcach.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 11\u003C\u002Fh4>\n\n\u003Cp>Czas pracy pracowników zaliczonych do I lub II grupy inwalidów wynosi 7\ngodzin na dobę i 35 godzin tygodniowo. W tygodniu, w którym przypada ustawowo\nuznany dzień wolny od pracy, czas pracy wynosi 28 godzin tygodniowo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 12\u003C\u002Fh4>\n\n\u003Cp>Zatrudnienie pracownika w czasie ponadnormatywnym nie może być uważane za\nstałą formę pracy oraz zobowiązuje Pracodawcę do uprzedzania pracowników\no takim zamiarze jeden dzień wcześniej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 13\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>1.Czas, w którym pracownik bierze udział w szkoleniach, kursach\norganizowanych przez Spółkę wymaganych obowiązującym prawem, w tym\nszkoleniach bhp, p-poż, oraz szkoleniach wynikających ze zintegrowanego\nsystemu zarządzania jakością i środowiskiem pracy zalicza się do czasu\npracy.\u003C\u002Fp>\n\n\u003Cp>2.Za czas szkolenia bhp trwającego ponad obowiązujący pracownika wymiar\nczasu pracy przysługuje wynagrodzenie jak za godziny nadliczbowe.\u003C\u002Fp>\n\n\u003Cp>3.Działalność szkoleniowa Pracodawcy jest jednym z elementów działań\nmających zapewnić rozwój pracowników, przedsiębiorstwa i poprawę efektów\nekonomicznych.\u003C\u002Fp>\n\n\u003Cp>4.Głównym założeniem działalności szkoleniowej jest zapewnienie\nosiągnięcia następujących celów:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-umożliwienie postępu organizacyjno technicznego oraz podniesienie poziomu\njakości wyrobu i usług,\u003C\u002Fp>\n\n\u003Cp>-pełne wykorzystanie kwalifikacji pracowników,\u003C\u002Fp>\n\n\u003Cp>-identyfikowanie interesów pracowników z kierunkami rozwoju Spółki,\u003C\u002Fp>\n\n\u003Cp>-kształtowanie polityki szkoleniowej w powiązaniu z systemem awansowania i\nrozwoju pracowników oraz przygotowanie i doskonalenie kadry rezerwowej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 14\u003C\u002Fh4>\n\n\u003Cp>Pracodawca w uzgodnieniu z organizacjami związkowymi może zarządzić\npracę w dniu wolnym od pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 15\u003C\u002Fh4>\n\n\u003Cp>Czas pracy oraz ochronę pracy kobiet regulują obowiązujące przepisy,\noraz Kodeks pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 16\u003C\u002Fh4>\n\n\u003Cp>Zakładowy Regulamin Pracy nie może naruszać norm czasu pracy\nprzewidzianego w niniejszym rozdziale.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>URLOPY\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 17\u003C\u002Fh4>\n\n\u003Cp>Skreśla się\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 18\u003C\u002Fh4>\n\n\u003Cp>1.Pracownik podejmujący pracę po raz pierwszy, w roku kalendarzowym, w\nktórym podjął pracę, uzyskuje prawo do urlopu z upływem każdego miesiąca\npracy, w wymiarze 1\u002F12 wymiaru urlopu przysługującego mu po przepracowaniu\nroku.\u003C\u002Fp>\n\n\u003Cp>2.Prawo do kolejnych urlopów pracownik nabywa w każdym następnym roku\nkalendarzowym.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 19\u003C\u002Fh4>\n\n\u003Cp>Wymiar urlopu wynosi:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>1.20 dni- jeżeli pracownik jest zatrudniony krócej niż 10 lat,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.26 dni- jeżeli pracownik jest zatrudniony co najmniej 10 lat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 20\u003C\u002Fh4>\n\n\u003Cp>Dni wolne od pracy, przypadające w okresie urlopu wypoczynkowego nie\nwliczają się do urlopu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 21\u003C\u002Fh4>\n\n\u003Cp>1.Pracownikowi przysługuje prawo do corocznego, nieprzerwanego, płatnego\nurlopu wypoczynkowego, zwanego dalej urlopem.\u003C\u002Fp>\n\n\u003Cp>2.Pracownik nie może zrzec się prawa do urlopu.\u003C\u002Fp>\n\n\u003Cp>3.Na wniosek pracownika urlop może być podzielony na części.\u003C\u002Fp>\n\n\u003Cp>Co najmniej jedna część urlopu powinna obejmować nie mniej niż 14\nkolejnych dni kalendarzowych.\u003C\u002Fp>\n\n\u003Cp>4.Urlopy powinny być udzielane zgodnie z planem urlopów.\u003C\u002Fp>\n\n\u003Cp>Plan urlopów ustala Pracodawca w uzgodnieniu z organizacjami związkowymi,\nbiorąc pod uwagę wnioski pracowników i konieczność zapewnienia toku\npracy.\u003C\u002Fp>\n\n\u003Cp>5.Przesunięcie terminu urlopu może nastąpić na wniosek pracownika\numotywowany ważnymi przyczynami.\u003C\u002Fp>\n\n\u003Cp>6.Jeżeli pracownik nie może rozpocząć urlopu w ustalonym terminie z\nprzyczyn usprawiedliwiających nieobecność w pracy, a w szczególności z\npowodu:\u003C\u002Fp>\n\n\u003Cp>1) czasowej niezdolności do pracy wskutek choroby,\u003C\u002Fp>\n\n\u003Cp>2) odosobnienia w związku z chorobą zakaźną,\u003C\u002Fp>\n\n\u003Cp>3) powołania na ćwiczenia wojskowe, albo na przeszkolenie wojskowe do 3\nm-cy,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>4) urlopu macierzyńskiego.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Pracodawca jest zobowiązany przesunąć urlop na późniejszy termin.\u003C\u002Fp>\n\n\u003Cp>7.Jeżeli pracownik nie wykorzysta urlopu z powodu:\u003C\u002Fp>\n\n\u003Cp>1) czasowej niezdolności do pracy wskutek choroby,\u003C\u002Fp>\n\n\u003Cp>2) odosobnienia w związku z chorobą zakaźną,\u003C\u002Fp>\n\n\u003Cp>3)powołania na ćwiczenia wojskowe, albo na przeszkolenie wojskowe,\u003C\u002Fp>\n\n\u003Cp>4)urlopu macierzyńskiego.\u003C\u002Fp>\n\n\u003Cp>Pracodawca jest zobowiązany udzielić urlopu w uzgodnionym późniejszym\nterminie.\u003C\u002Fp>\n\n\u003Cp>8.Pracodawca może odwołać pracownika z urlopu tylko wówczas, gdy jego\nobecności w zakładzie wymagają okoliczności nieprzewidziane w chwili\nrozpoczęcia urlopu. Pracodawca jest zobowiązany pokryć koszty poniesione\nprzez pracownika w bezpośrednim związku z odwołaniem go z urlopu.\u003C\u002Fp>\n\n\u003Cp>9.Urlopu niewykorzystanego w terminie ustalonym zgodnie z planem urlopów\nnależy pracownikowi udzielić najpóźniej do dnia 30 września następnego\nroku kalendarzowego; nie dotyczy to części urlopu na żądanie pracownika.\u003C\u002Fp>\n\n\u003Cp>10.Pracodawca w uzgodnieniu z organizacjami związkowymi ustala terminy dni\nwolnych od pracy oraz terminy zbiorowej przerwy urlopowej, uwzględniając\nkonieczność zapewnienia właściwego toku pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 22\u003C\u002Fh4>\n\n\u003Cp>Pracodawca jest zobowiązany zwolnić od pracy pracownika z zachowaniem\nprawa do wynagrodzenia na czas obejmujący:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>1) 3 dni – w razie ślubu pracownika lub urodzenia się jego dziecka albo\nzgonu i pogrzebu małżonka pracownika lub jego dziecka, matki ojca, ojczyma\nlub macochy,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriagetxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativestxt\">\u003Cp>2) 2 dni – w razie ślubu dziecka pracownika albo zgonu i pogrzebu jego\nsiostry, brata, teściowej, teścia, babci, dziadka, a także innej osoby\npozostającej na utrzymaniu pracownika lub pod jego bezpośrednią opieką,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>3) 1 dzień wolny płatny- na wniosek pracownika- za staż pracy w\nFSM\u002FFAP\u002FDelfo- począwszy od 25 lat pracy, za każdy jubileusz co 5 lat. Wolny\ndzień może być udzielony w miesiącu, w którym pracownik nabywa uprawnienie\ndo nagrody jubileuszowej lub w miesiącu następnym.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 23\u003C\u002Fh4>\n\n\u003Cp>Pracownikowi wykonującemu badania okresowe i kontrolne przysługuje\nzwolnienie od pracy z zachowaniem prawa do wynagrodzenia na czas niezbędny do\nwykonania tych badań.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 24\u003C\u002Fh4>\n\n\u003Cp>Zasady udzielania urlopu bezpłatnego regulują art.174 i 1741 Kodeksu\npracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>PRZERWY W PRACY\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 25\u003C\u002Fh4>\n\n\u003Cp>1.Pracownikom przysługuje 30-to minutowa przerwa w pracy w ramach\nobowiązującego pracownika czasu pracy wynikającego z rozkładu czasu\npracy.\u003C\u002Fp>\n\n\u003Cp>2.Pracownicy bezpośrednio produkcyjni wykonujący operacje na liniach o\nnapędzie mechanicznym korzystają z jednej indywidualnej przerwy wynoszącej\nśrednio 25 minut na zmianę równą 450 minut efektywnego czasu pracy.\nOrientacyjnie przerwa będzie wykorzystywana w dwóch przedziałach czasowych,\nz których jedna wynosić będzie 10 minut a druga 15 minut. Aby zapewnić\nciągłość procesu produkcyjnego w czasie wykorzystywania indywidualnej\nprzerwy na danym stanowisku pracy będzie stosowane zastępstwo.\u003C\u002Fp>\n\n\u003Cp>3.Pozostali pracownicy bezpośrednio produkcyjni korzystają indywidualnie z\njednej przerwy wynoszącej średnio 25 minut, w pierwszej kolejności podczas\nzatrzymania cyklu produkcyjnego a następnie zgodnie z wymaganą produkcją\n.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 26\u003C\u002Fh4>\n\n\u003Cp>Pracownikowi przysługuje zwolnienie od pracy na czas niezbędny do\nzałatwienia ważnych spraw osobistych lub rodzinnych, które wymagają\nzałatwienia w godzinach pracy. Czas zwolnienia może być odpracowany przez\npracownika, a odpracowanie to nie stanowi pracy w godzinach nadliczbowych.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ III\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>WARUNKI PRACY\u003C\u002Fh3>\n\n\u003Ch4>WARUNKI BHP\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-newtech_trigger\">\u003Ch4>Art. 27\u003C\u002Fh4>\n\n\u003Cp>Pracodawca jest zobowiązany do zapewnienia pracownikom bezpiecznych i\nhigienicznych warunków pracy w oparciu o najnowsze zdobycze techniki, a\nwięc:\u003C\u002Fp>\n\n\u003Cp>1) znać i stosować aktualne przepisy oraz zasady bezpieczeństwa i higieny\npracy,\u003C\u002Fp>\n\n\u003Cp>2)zatrudniać służbę bezpieczeństwa i higieny pracy jako organ doradczy,\nwykonawczy\u003C\u002Fp>\n\n\u003Cp>i kontrolny w zakresie bezpieczeństwa i higieny pracy,\u003C\u002Fp>\n\n\u003Cp>3) organizować pracę w sposób zapewniający bezpieczne i higieniczne\nwarunki pracy,\u003C\u002Fp>\n\n\u003Cp>4)wprowadzać i przestrzegać technologie zapewniające bezpieczne i\nhigieniczne\u003C\u002Fp>\n\n\u003Cp>warunki pracy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 28\u003C\u002Fh4>\n\n\u003Cp>Pracodawca w szczególności zobowiązany jest do:\u003C\u002Fp>\n\n\u003Cp>1)stosowania środków zapobiegających chorobom zawodowym i innym\nschorzeniom związanym z warunkami środowiska pracy, zwłaszcza przez\nwprowadzenie rozwiązań technicznych, eliminujących czynniki powodujące\nchoroby zawodowe oraz utrzymania w stanie stałej sprawności urządzeń\nniezbędnych do przeciwdziałania takim czynnikom,\u003C\u002Fp>\n\n\u003Cp>2)informowania pracowników o ryzyku zawodowym, które wiąże się z\nwykonywaną pracą oraz o zasadach ochrony przed zagrożeniami występującymi\nw pracy,\u003C\u002Fp>\n\n\u003Cp>3)przeprowadzania badań i pomiarów czynników szkodliwych dla zdrowia w\nobecności Społecznej Inspekcji Pracy i podawanie ich wyników do wiadomości\npracownikom oraz zakładowym organizacjom związkowym,\u003C\u002Fp>\n\n\u003Cp>4)badania przyczyny powstawania chorób zawodowych, charakteru i rozmiaru\nzagrożenia, bezzwłocznego usuwania czynników powodujących powstawanie\nchorób zawodowych oraz stosowania innych, niezbędnych środków\nzapobiegawczych,\u003C\u002Fp>\n\n\u003Cp>5)zgłaszania podejrzeń o choroby zawodowe do właściwych zakładów\nsłużby zdrowia oraz rejestrowania podejrzeń o choroby zawodowe i chorób\nzawodowych,\u003C\u002Fp>\n\n\u003Cp>6)przeniesienia – na podstawie orzeczenia Komisji BHP, do innej,\nodpowiedniej pracy pracownika, który stał się niezdolny do wykonywania\ndotychczasowej pracy wskutek wypadku przy pracy lub choroby zawodowej z\nzachowaniem dotychczasowego wynagrodzenia,\u003C\u002Fp>\n\n\u003Cp>7)wyspecyfikowania stanowisk pracy, które zatwierdzi Komisja BHP, na\nktórych będą zatrudniane osoby z przeciwwskazaniami do pracy na\ndotychczasowym stanowisku,\u003C\u002Fp>\n\n\u003Cp>8)wyeliminowania stosowania technologii i procesów z zastosowaniem\nczynników rakotwórczych lub innych szkodliwych dla zdrowia zastępując je, o\nile to możliwe ze względów technologicznych, inną substancją, czynnikiem\nlub procesem, który jest mniej szkodliwy dla zdrowia,\u003C\u002Fp>\n\n\u003Cp>9)zapewnienia pracownikom odpowiednich pomieszczeń i urządzeń\nhigieniczno-sanitarnych oraz niezbędnych środków ochrony osobistej,\u003C\u002Fp>\n\n\u003Cp>10) przeprowadzania szkoleń pracowników w zakresie BHP:\u003C\u002Fp>\n\n\u003Cp>a)wstępnych,\u003C\u002Fp>\n\n\u003Cp>b)okresowych,\u003C\u002Fp>\n\n\u003Cp>c)szczegółowych przy zmianie stanowiska pracy,\u003C\u002Fp>\n\n\u003Cp>oraz prowadzenia rejestru tych szkoleń.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>11) bezpłatnego dostarczania pracownikom odzieży roboczej i ochronnej,\nobuwia roboczego oraz środków ochrony indywidualnej, chroniących przed\ndziałaniem niebezpiecznych i szkodliwych dla zdrowia czynników\nwystępujących w środowisku pracy, zgodnie z obowiązującą u Pracodawcy\ntabelą norm opracowaną przez Komisję BHP,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>12) przydzielania 2 ręczników pracownikom otrzymującym odzież roboczą,\npozostałym 1 ręcznik na okres 1 roku,\u003C\u002Fp>\n\n\u003Cp>13) niezwłocznego zbadania okoliczności przyczyn wypadków przy pracy oraz\nzastosowanie odpowiednich środków zapobiegawczych,\u003C\u002Fp>\n\n\u003Cp>14) prowadzenia rejestru urazów doznanych w godzinach pracy oraz zgłoszeń\nzdarzeń zagrażających wypadkami,\u003C\u002Fp>\n\n\u003Cp>15) zapewnienia pracownikowi, który uległ wypadkowi przy pracy lub\nzachorował na chorobę zawodową, świadczeń z tego tytułu na zasadach\n(warunkach) określonych odrębnymi przepisami,\u003C\u002Fp>\n\n\u003Cp>16) przestrzegania przepisów zatrudniania kobiet i młodocianych przy\npracach im wzbronionym,\u003C\u002Fp>\n\n\u003Cp>17) realizowania zarządzeń organów nadzoru nad warunkami pracy, w tym\nPaństwowej Inspekcji Pracy, Państwowej Inspekcji Sanitarnej, Urzędu Dozoru\nTechnicznego, Zakładowego Społecznego Inspektora Pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Ch4>Art. 29\u003C\u002Fh4>\n\n\u003Cp>Pracownik jest zobowiązany do przestrzegania przepisów i zasad\nbezpieczeństwa i higieny pracy, tj.:\u003C\u002Fp>\n\n\u003Cp>1)znać i stosować aktualnie obowiązujące przepisy i zasady BHP oraz\nbrać udział w szkoleniach BHP i poddawać się egzaminom sprawdzającym,\u003C\u002Fp>\n\n\u003Cp>2)wykonywać prace w sposób zgodny z przepisami oraz przestrzegać\nwydawanych w tym zakresie wskazówek i poleceń przełożonych,\u003C\u002Fp>\n\n\u003Cp>3)dbać o należyty stan maszyn, urządzeń i sprzętu oraz utrzymywać ład\ni porządek w miejscu pracy,\u003C\u002Fp>\n\n\u003Cp>4)stosować zgodnie z przeznaczeniem odzież roboczą i środki ochrony\nindywidualnej (odzież ochronną i sprzęt ochronny),\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>5)poddawać się badaniom lekarskim, wstępnym, okresowym i kontrolnym,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6)zawiadamiać niezwłocznie przełożonych o zauważonym w zakładzie\nwypadku przy pracy albo zagrożeniu dla zdrowia lub życia ludzkiego,\u003C\u002Fp>\n\n\u003Cp>7)zgłaszać natychmiast wszystkie urazy doznane w godzinach pracy oraz\nzauważone zagrożenie wypadkowe do bezpośredniego przełożonego.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 30\u003C\u002Fh4>\n\n\u003Cp>W przypadkach szczególnych, gdy pracownik ma świadomość, że wykonywanie\npracy może spowodować lub spowoduje naruszenie warunków bezpieczeństwa\npracy, w konsekwencji czego zaistnieje zagrożenie wypadkowe, nagłej utraty\nzdrowia lub życia, pracownik ma prawo odmówienia świadczenia pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 31\u003C\u002Fh4>\n\n\u003Cp>Pracodawca zobowiązany jest zapewnić pracownikom odpowiednie warunki do\nhigieny osobistej (szatnie, umywalki, natryski, ubikacje, pomieszczenia higieny\nosobistej dla kobiet), stosownie do liczby zatrudnionych pracowników zgodnie z\nobowiązującymi przepisami.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 32\u003C\u002Fh4>\n\n\u003Cp>Pracodawca zobowiązany jest zapewnić pracownikowi maszyny i urządzenia\ntechniczne skonstruowane zgodnie z wymogami BHP i ergonomii i posiadające\ncertyfikat na znak bezpieczeństwa wydany zgodnie z przepisami Ustawy o\ncertyfikacji.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 33\u003C\u002Fh4>\n\n\u003Cp>Pracodawca nie może dopuścić pracownika do pracy bez środków ochrony\nindywidualnej oraz odzieży i obuwia przewidzianych do stosowania na danym\nstanowisku.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 34\u003C\u002Fh4>\n\n\u003Cp>1.Pracodawca zobowiązany jest do zapewnienia na danym odcinku pracy punktu\npierwszej pomocy oraz zabezpieczyć przez cały czas obecność osoby\nprzeszkolonej w zakresie udzielania pierwszej pomocy.\u003C\u002Fp>\n\n\u003Cp>2.Punkty te powinny być właściwie oznakowane, posiadać właściwe\nwyposażenie oraz leki niezbędne do udzielenia pierwszej pomocy przez 24\ngodziny na dobę.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-SCHEDULE_trigger\">\u003Ch4>Art. 35\u003C\u002Fh4>\n\n\u003Cp>Pracodawca zobowiązany jest zagwarantować higieniczne i estetyczne warunki\ndo spożywania posiłków oraz do odpoczynku w czasie przerw w pracy i wydawać\nw okresie przerwy śniadaniowej herbatę dla pracowników fizycznych w\njednostkach produkcyjnych.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 36\u003C\u002Fh4>\n\n\u003Cp>Pracodawca zobowiązany jest wydawać pracownikom napoje w ilości\nuzasadnionej warunkami pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 37\u003C\u002Fh4>\n\n\u003Cp>1.Z chwilą rejestracji Układu zostanie powołana Komisja BHP w\nskładzie:\u003C\u002Fp>\n\n\u003Cp>-pracownik wyznaczony przez Dyrekcję Spółki,\u003C\u002Fp>\n\n\u003Cp>-pracownicy służby BHP,\u003C\u002Fp>\n\n\u003Cp>-zakładowy Społeczny Inspektor Pracy,\u003C\u002Fp>\n\n\u003Cp>-przedstawiciele pracowników- wybrani przez zakładową organizację\nzwiązkową,\u003C\u002Fp>\n\n\u003Cp>-lekarz sprawujący opiekę zdrowotną nad pracownikami.\u003C\u002Fp>\n\n\u003Cp>2.Przewodniczącym Komisji jest Pracodawca lub osoba przez niego\nupoważniona, a wiceprzewodniczącym –Społeczny Inspektor Pracy.\u003C\u002Fp>\n\n\u003Cp>3.Zakres działania i kompetencje Komisji BHP określa załącznik nr 1.\nKomisja opracuje wykaz stanowisk szkodliwych, uciążliwych i niebezpiecznych,\nwystępujących na obszarze działania.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>OCHRONA ZDROWIA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 38\u003C\u002Fh4>\n\n\u003Cp>Pracodawca jest zobowiązany informować pracowników o ryzyku zawodowym,\nktóre jest związane z wykonywaną pracą oraz o zasadach ochrony przed\nzagrożeniami.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 39\u003C\u002Fh4>\n\n\u003Cp>Pracodawca zobowiązany jest zapewnić bezpłatnie pracownikom opiekę\nmedyczną, służącą zachowaniu, przywróceniu i poprawie zdrowia\npracowników. Zakres badań i usług medycznych określa załącznik nr 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 40\u003C\u002Fh4>\n\n\u003Cp>1.Osoba przyjmowana do pracy podlega bezpłatnym wstępnym badaniom\nlekarskim.\u003C\u002Fp>\n\n\u003Cp>2.Pracownik podlega okresowym i kontrolnym badaniom lekarskim\nprzeprowadzanym na koszt Pracodawcy. Badania lekarskie okresowe i kontrolne\nprzeprowadza się w godzinach pracy. Za czas nie wykonywania pracy pracownik\nzachowuje prawo do wynagrodzenia.\u003C\u002Fp>\n\n\u003Cp>3.Pracodawca nie może dopuścić do wykonywania pracy pracownika bez\naktualnego orzeczenia lekarskiego wydanego po przeprowadzeniu badań, o\nktórych mowa w ust. 1 i 2.\u003C\u002Fp>\n\n\u003Cp>4.Pracodawca zapewnia całodobowe funkcjonowanie pomocy doraźnej w\nzakładach produkcyjnych w Kielcach i w Tychach.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>WYPADKI PRZY PRACY I CHOROBY ZAWODOWE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 41\u003C\u002Fh4>\n\n\u003Cp>W razie wystąpienia wypadku Pracodawca jest zobowiązany:\u003C\u002Fp>\n\n\u003Cp>1)udzielić pierwszej pomocy pracownikowi, który uległ wypadkowi,\u003C\u002Fp>\n\n\u003Cp>2)zabezpieczyć miejsce wypadku,\u003C\u002Fp>\n\n\u003Cp>3)przeprowadzić dochodzenie powypadkowe,\u003C\u002Fp>\n\n\u003Cp>4)sporządzić właściwą dokumentację powypadkową,\u003C\u002Fp>\n\n\u003Cp>5)podjąć niezbędne działania eliminujące lub ograniczające przyczyny\nwypadku.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 42\u003C\u002Fh4>\n\n\u003Cp>Koszty związane z ustaleniem okoliczności i przyczyn wypadków pokrywa\nPracodawca.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch4>Art. 43\u003C\u002Fh4>\n\n\u003Cp>Pracownikowi, który uległ wypadkowi przy pracy, lub zachorował na\nchorobę zawodową określoną w wykazie, o którym mowa w art. 237 § 1 pkt. 2\nKodeksu pracy, przysługują z tego tytułu świadczenia określone w\nobowiązujących przepisach.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 44\u003C\u002Fh4>\n\n\u003Cp>Pracownika, który stał się niezdolny do wykonywania dotychczasowej pracy\nwskutek wypadku przy pracy lub choroby zawodowej i nie został zaliczony do\nżadnej z grup inwalidów, Pracodawca zobowiązany jest do przeszkolenia do\npracy na nowym stanowisku, zabezpieczając mu osiągnięcie dotychczasowych\nzarobków.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 45\u003C\u002Fh4>\n\n\u003Cp>1.W razie podejrzenia o chorobę zawodową Pracodawca jest zobowiązany\nskierować pracownika do zakładu służby zdrowia właściwego do rozpoznania\nchorób zawodowych.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca jest zobowiązany rejestrować podejrzenia o chorobę\nzawodową, stwierdzone choroby zawodowe i ich skutki.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 46\u003C\u002Fh4>\n\n\u003Cp>1.W razie konieczności przeniesienia pracownika do innej pracy stwierdzonej\norzeczeniem lekarskim, pracownik powinien być we wskazanym terminie i na czas\nokreślony orzeczeniem lekarskim, przeniesiony do innej pracy nie narażającej\ngo na działanie czynnika, który wywołał konieczność przeniesienia.\u003C\u002Fp>\n\n\u003Cp>2.Jeżeli przeniesienie do innej pracy powoduje obniżenie wynagrodzenia,\npracownikowi przysługuje dodatek wyrównawczy przez okres nie przekraczający\n6 miesięcy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 47\u003C\u002Fh4>\n\n\u003Cp>1.Osobom przebywającym na czasowych rentach oraz świadczeniach\nrehabilitacyjnych, po zakończeniu świadczeń przysługuje bezwzględne prawo\npowrotu do pracy na swoje dotychczasowe lub równorzędne stanowisko pracy.\u003C\u002Fp>\n\n\u003Cp>2.W przypadku ograniczeń lekarskich do wykonywania dotychczasowej pracy,\nPracodawca zapewni stanowisko zgodnie z kwalifikacjami pracownika.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>OBOWIĄZKI PRACODAWCY\u003C\u002Fh3>\n\n\u003Ch4>Art. 48\u003C\u002Fh4>\n\n\u003Cp>Pracodawca jest zobowiązany należycie traktować pracownika i szanować\njego godność.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 49\u003C\u002Fh4>\n\n\u003Cp>Pracodawca jest zobowiązany przekazać pracownikowi stanowiskowy zakres\nobowiązków oraz technologię danego stanowiska pracy, zawierającą m.in.:\u003C\u002Fp>\n\n\u003Cp>1)sposób wykonywania pracy,\u003C\u002Fp>\n\n\u003Cp>2)wykaz narzędzi,\u003C\u002Fp>\n\n\u003Cp>3)pracochłonność danego stanowiska pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 50\u003C\u002Fh4>\n\n\u003Cp>1.Ocena pracy zawodowej dokonywana jest co najmniej raz na dwa lata w\noparciu o zakres obowiązków, oraz Regulamin Pracy Delfo Polska S.A.\u003C\u002Fp>\n\n\u003Cp>2.Ocena jest jawna, pracownik zapoznaje się z oceną i podpisuje arkusz\nocen.\u003C\u002Fp>\n\n\u003Cp>3.Odwołanie pracownika od dokonanej oceny pracy zawodowej Pracodawca jest\nzobowiązany rozpatrzyć w ciągu 14 dni. O uwzględnieniu lub odrzuceniu\nodwołania decyduje Pracodawca w uzgodnieniu z organizacjami związkowymi, do\nktórej pracownik należy. Nie odrzucenie odwołania w terminie 14 dni jest\nrównoznaczne z jego uwzględnieniem.\u003C\u002Fp>\n\n\u003Cp>4.Pracodawca w arkuszu ocen ma obowiązek zawrzeć informacje o możliwości\ni trybie składania odwołania od dokonanej oceny.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 51\u003C\u002Fh4>\n\n\u003Cp>Pracodawca jest zobowiązany do prowadzenia dokumentacji w sprawach\nzwiązanych ze stosunkiem pracy oraz akt osobowych.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 52\u003C\u002Fh4>\n\n\u003Cp>Pracodawca zobowiązany jest wydać pracownikowi świadectwo pracy w dniu\nrozwiązania umowy o pracę oraz wydać opinię o pracy na wniosek pracownika w\nciągu siedmiu dni od zgłoszenia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 53\u003C\u002Fh4>\n\n\u003Cp>W związku z rozwiązaniem lub wygaśnięciem stosunku pracy, Pracodawca\njest zobowiązany w dniu rozwiązania lub wygaśnięcia stosunku pracy wydać\npracownikowi świadectwo pracy. Wydanie świadectwa pracy nie może być\nuzależnione od poprzedniego rozliczenia się pracownika z Pracodawcą.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 54\u003C\u002Fh4>\n\n\u003Cp>1.Pracodawca zobowiązany jest do przestrzegania niniejszego Układu i\npostanowień Regulaminu Pracy stanowiącego załącznik nr 3 oraz innych\nustaleń między Stronami.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca jest zobowiązany przestrzegać zasad współżycia\nspołecznego.\u003C\u002Fp>\n\n\u003Cp>3.Pracodawca zapewni na swoim terenie działalność PKZP na dotychczasowych\nzasadach, zgodnie z Rozporządzeniem Rady Ministrów z dnia 19 grudnia 1992\nr.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>OBOWIĄZKI PRACOWNIKA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 55\u003C\u002Fh4>\n\n\u003Cp>Pracownik jest zobowiązany wykonywać prace sumiennie i starannie oraz\nstosować się do poleceń przełożonych, które dotyczą pracy, jeżeli nie\nsą one sprzeczne z przepisami prawa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 56\u003C\u002Fh4>\n\n\u003Cp>Pracownik jest zobowiązany zapoznać się z dokonaną przez przełożonego\noceną pracy zawodowej i własnoręcznie podpisać arkusz ocen.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 57\u003C\u002Fh4>\n\n\u003Cp>1.Pracownik jest zobowiązany dbać o dobro Pracodawcy, chronić jego mienie\noraz zachować w tajemnicy informacje, których ujawnienie mogłoby narazić\nPracodawcę na szkodę.\u003C\u002Fp>\n\n\u003Cp>2.Pracownik jest zobowiązany do informowania Pracodawcy o zaistniałych\nzagrożeniach dla mienia zakładu oraz zdrowia lub życia pracowników.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 58\u003C\u002Fh4>\n\n\u003Cp>1.Pracownik jest zobowiązany przestrzegać Regulaminu Pracy (załącznik nr\n3).\u003C\u002Fp>\n\n\u003Cp>2.Pracownik jest zobowiązany przestrzegać zasad współżycia\nspołecznego.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ IV\u003C\u002Fh2>\n\n\u003Ch3>ZASADY WYNAGRADZANIA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ZASADY OGÓLNE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 59\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>1.Strony Układu zobowiązane są zawrzeć, co najmniej raz w roku, ( do\nkońca I kwartału danego roku) porozumienie określające przeciętny\nmiesięczny przyrost wynagrodzeń na dany rok kalendarzowy w zakładzie pracy\noraz wynikające z tego wskaźnika szczegółowe zasady podwyżek wynagrodzeń\nw danym roku kalendarzowym.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Do wskaźnika rocznego wzrostu płac, o którym mowa w ust. 1, nie wlicza\nsię:\u003C\u002Fp>\n\n\u003Cp>1)wypłat dodatków szkodliwych,\u003C\u002Fp>\n\n\u003Cp>2)odpraw emerytalnych, rentowych i nagród jubileuszowych,\u003C\u002Fp>\n\n\u003Cp>3)premii urlopowej i efektywnościowej,\u003C\u002Fp>\n\n\u003Cp>4)innych świadczeń sporadycznych.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 60\u003C\u002Fh4>\n\n\u003Cp>1.Pracownicy mogą być wynagradzani według jednej z następujących form\nwynagradzania:\u003C\u002Fp>\n\n\u003Cp>1)czasowej,\u003C\u002Fp>\n\n\u003Cp>2)czasowej z premią,\u003C\u002Fp>\n\n\u003Cp>3)czasowo-zadaniowej,\u003C\u002Fp>\n\n\u003Cp>2.Decyzje o zastosowaniu dla określonych grup pracowników odpowiedniej\nformy wynagradzania podejmuje Dyrekcja w uzgodnieniu z organizacjami\nzwiązkowymi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 61\u003C\u002Fh4>\n\n\u003Cp>1.Pracownicy zatrudnieni na stanowiskach robotniczych otrzymują\nwynagrodzenie zasadnicze określone stawką godzinową pomnożoną przez\nliczbę przepracowanych godzin.\u003C\u002Fp>\n\n\u003Cp>2.Pracownicy zatrudnieni na stanowiskach nierobotniczych otrzymują\nwynagrodzenie zasadnicze określone stawką miesięczną.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 62\u003C\u002Fh4>\n\n\u003Cp>1.Pracownikowi przysługuje za pracę wynagrodzenie zasadnicze wynikające z\nprzyznanej kategorii zaszeregowania i stawki wynagrodzenia, a także inne\nskładniki wynagrodzenia ustalone w niniejszym Układzie.\u003C\u002Fp>\n\n\u003Cp>2.Wynagrodzenie pracownika za pełny miesięczny wymiar czasu pracy nie\nmoże być niższe od minimalnego wynagrodzenia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 63\u003C\u002Fh4>\n\n\u003Cp>1.Wynagrodzenie przysługuje pracownikowi za prace (wyroby, usługi)\nwykonane zgodnie z określonymi warunkami technicznymi, technologicznymi i\njakościowymi lub innymi ustaleniami, co do odbioru prac.\u003C\u002Fp>\n\n\u003Cp>2.Za wadliwe wykonanie z winy pracownika produktów lub usług wynagrodzenie\nnie przysługuje.\u003C\u002Fp>\n\n\u003Cp>3.Jeżeli wadliwość produktu lub usługi została usunięta przez\npracownika, przysługuje mu wynagrodzenie, z tym, że za czas pracy przy\nusuwaniu wad wynagrodzenie nie przysługuje.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 64\u003C\u002Fh4>\n\n\u003Cp>1.W przypadku składników wynagrodzenia określonych stałą stawką\nmiesięczną, składniki te ulegają proporcjonalnemu zmniejszeniu w przypadku\nurlopów bezpłatnych oraz nawiązania i rozwiązania stosunku pracy w ciągu\nmiesiąca.\u003C\u002Fp>\n\n\u003Cp>2.W przypadku przestoju nie ulegają zmniejszeniu:\u003C\u002Fp>\n\n\u003Cp>1)dodatek za staż pracy FAP S.A.\u002F Delfo Polska S.A.,\u003C\u002Fp>\n\n\u003Cp>2)stały dodatek,\u003C\u002Fp>\n\n\u003Cp>3)dodatek za pracę w porze nocnej, jeżeli pracownik pozostaje w miejscu\nświadczenia pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>SKŁADNIKI WYNAGRODZENIA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 65\u003C\u002Fh4>\n\n\u003Cp>1. Układ określa następujące składniki wynagrodzenia:\u003C\u002Fp>\n\n\u003Cp>1)płaca zasadnicza,\u003C\u002Fp>\n\n\u003Cp>2)premia miesięczna,\u003C\u002Fp>\n\n\u003Cp>3)dodatek funkcyjny,\u003C\u002Fp>\n\n\u003Cp>4)dodatek brygadzistowski lub dodatek dla lidera,\u003C\u002Fp>\n\n\u003Cp>5)dodatek za pracę w nocy,\u003C\u002Fp>\n\n\u003Cp>6)dodatek za pracę w godzinach nadliczbowych,\u003C\u002Fp>\n\n\u003Cp>7)dodatek za pracę w warunkach szkodliwych,\u003C\u002Fp>\n\n\u003Cp>8)dodatek za pracę w bezpośredniej produkcji,\u003C\u002Fp>\n\n\u003Cp>9)dodatek za staż pracy,\u003C\u002Fp>\n\n\u003Cp>10) wynagrodzenie za przestój,\u003C\u002Fp>\n\n\u003Cp>11) „Stały dodatek”(zamrożona wysługa lat FSM i Dodatek\n„31.08.93r.”),\u003C\u002Fp>\n\n\u003Cp>12) dodatkowe wynagrodzenie za pełnienie obowiązków społecznego\ninspektora pracy,\u003C\u002Fp>\n\n\u003Cp>oraz:\u003C\u002Fp>\n\n\u003Cp>-nagrody jubileuszowe,\u003C\u002Fp>\n\n\u003Cp>-odprawy emerytalno - rentowe,\u003C\u002Fp>\n\n\u003Cp>-premia urlopowa,\u003C\u002Fp>\n\n\u003Cp>-nagrody okolicznościowe,\u003C\u002Fp>\n\n\u003Cp>-inne dodatki.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Stawka płacy zasadniczej składa się z:\u003C\u002Fp>\n\n\u003Cp>-Minimalnej Płacy Gwarantowanej,\u003C\u002Fp>\n\n\u003Cp>-Super Minimum.\u003C\u002Fp>\n\n\u003Cp>3.Stawki Minimalnej Płacy Gwarantowanej dla poszczególnych poziomów i\nstopni zaszeregowania określa tabela stanowiąca załącznik nr 5.\u003C\u002Fp>\n\n\u003Cp>Dla stanowisk robotniczych tabela ta jest określana w stawkach\ngodzinowych.\u003C\u002Fp>\n\n\u003Cp>Dla stanowisk nierobotniczych tabela ta jest określona w stawkach\nmiesięcznych.\u003C\u002Fp>\n\n\u003Cp>4.Super Minimum tworzy kwota indywidualnej płacy zasadniczej\nprzewyższająca stawkę określoną w tabeli, o której mowa w ust. 3.\u003C\u002Fp>\n\n\u003Cp>Super Minimum mogą zwiększać lub tworzyć kwoty podwyżek indywidualnych,\nprzyznanych pracownikom w związku z oceną ich pracy.\u003C\u002Fp>\n\n\u003Cp>Przyznane kwoty Super Minimum nie ulegają obniżeniu z zastrzeżeniem art.\n66 ust. 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 66\u003C\u002Fh4>\n\n\u003Cp>1.Tabela minimalnych płac gwarantowanych obejmuje 18 poziomów płacowych\nprzyporządkowanych do poszczególnych poziomów i stopni zaszeregowania.\u003C\u002Fp>\n\n\u003Cp>2.Rozpiętość stawki na najniższym poziomie płacowym do stawki na\nnajwyższym poziomie płacowym nie może być niższa niż 1: 2,7461 i nie\nwyższa niż 1:4.\u003C\u002Fp>\n\n\u003Cp>3.Skreśla się\u003C\u002Fp>\n\n\u003Cp>4.Aktualizacja tabeli następuje poprzez podwyższenie stawki określonej\ndla najniższego poziomu płacowego, a następnie wszystkich w niej zawartych\nstawek o wskaźnik określony dla danego poziomu płacowego.\u003C\u002Fp>\n\n\u003Cp>5.Zmiany tabeli mogą być realizowane jako podwyżka Minimalnej Płacy\nGwarantowanej z jednoczesnym wchłonięciem Super Minimum Indywidualnego w\nuzgodnieniu z organizacjami związkowymi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 67\u003C\u002Fh4>\n\n\u003Cp>1.Pracownikowi przysługuje pełne wynagrodzenie za wykonanie pracy,\nwypłacane\u003C\u002Fp>\n\n\u003Cp>w terminie do dziesiątego dnia miesiąca następującego bezpośrednio po\nokresie wykonanej pracy.\u003C\u002Fp>\n\n\u003Cp>2.Zgodnie z obowiązującymi przepisami prawa, pracownik ma prawo do\npoufności danych dotyczących jego wynagrodzenia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 68\u003C\u002Fh4>\n\n\u003Cp>Pracownikowi przysługuje premia miesięczna, której wysokość i zasady\nnaliczania określa załącznik nr 6.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 69\u003C\u002Fh4>\n\n\u003Cp>Pracownikowi za czas niewykonywania pracy, jeżeli był gotów do jej\nwykonywania, a doznał przeszkód z przyczyn Pracodawcy, przysługuje 100%\nwynagrodzenia wynikającego z płacy zasadniczej, wraz z innymi składnikami\nwynagrodzenia określonymi w art.64.ust.2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 70\u003C\u002Fh4>\n\n\u003Cp>1.Jeżeli przestój nastąpił z winy pracownika wynagrodzenie nie\nprzysługuje.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca może na czas przestoju niezawinionego lub zawinionego przez\npracownika powierzyć mu pracę zastępczą. Nie uzasadniona odmowa wykonania\npracy zastępczej powoduje utratę prawa do wynagrodzenia przestojowego.\u003C\u002Fp>\n\n\u003Cp>3.Jeżeli w czasie przestoju niezawinionego pracownik wykonuje prace\nzastępcze przysługuje mu wynagrodzenie za te prace, nie niższe jednak od\nwynagrodzenia ustalonego wg zasad, o których mowa w art. 69.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 71\u003C\u002Fh4>\n\n\u003Cp>Jeżeli przestój nastąpił z winy pracownika, lecz podjął on wyznaczoną\npracę zastępczą, przysługuje wynagrodzenie za wykonaną pracę.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 72\u003C\u002Fh4>\n\n\u003Cp>skreśla się\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 73\u003C\u002Fh4>\n\n\u003Cp>1.Ustalenie wysokości wynagrodzenia zasadniczego dla pracownika, następuje\nwg\u003C\u002Fp>\n\n\u003Cp>zasad opracowanych przez Pracodawcę w uzgodnieniu z organizacjami\nzwiązkowymi.\u003C\u002Fp>\n\n\u003Cp>2.Organizacja związkowa ma wgląd do dokumentów określających poziom\nzaszeregowania pracownika i przyznanej stawki wynagrodzenia zasadniczego na\nwyraźne życzenie pracownika i za jego zgodą wyrażoną na piśmie.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 74\u003C\u002Fh4>\n\n\u003Cp>W celu ustalenia dopłat za godzinę pracy oraz potrąceń, godzinową\nstawkę wynagrodzenia zasadniczego ustala się jako iloraz stawki zasadniczej\nmiesięcznej i nominalnego czasu pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ V\u003C\u002Fh2>\n\n\u003Ch3>DODATKI DO WYNAGRODZENIA\u003C\u002Fh3>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Ch4>Art. 75\u003C\u002Fh4>\n\n\u003Cp>1.Pracownikom zatrudnionym na stanowiskach kierowniczych i brygadzistowskich\ni lidera przysługuje dodatek funkcyjny.\u003C\u002Fp>\n\n\u003Cp>2.Konkretne stawki dodatków funkcyjnych w ramach stawek przewidzianych\nponiższą tabelą ustala Dyrektor Spółki.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tabela miesięcznych dodatków funkcyjnych:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>\u003Cstrong>L.p.\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\">\u003Cp>\u003Cstrong>Stanowisko\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>\u003Cstrong>Kwota miesięczna w zł.\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>\u003Cstrong>1.\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\">\u003Cp>Kierownicy poziomu D\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>do 1000 zł miesięcznie\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>\u003Cstrong>2.\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\">\u003Cp>Kierownicy poziomu C\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>do 500 zł miesięcznie\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>\u003Cstrong>3.\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\">\u003Cp>Kierownicy poziomu B\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>do 300 zł miesięcznie\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>\u003Cstrong>4.\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"201\">\u003Cp>Brygadziści i Liderzy\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"198\">\u003Cp>do 200 zł miesięcznie\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Dodatek funkcyjny jest pomniejszony proporcjonalnie do czasu niezdolności\nw pracy w związku z pobieraniem wynagrodzenia chorobowego, zasiłku\nchorobowego, zasiłku opiekuńczego, zasiłku macierzyńskiego, świadczenia\nrehabilitacyjnego lub innego zasiłku przysługującego pracownikowi w razie\nchoroby i macierzyństwa oraz zasiłku z tytułu wypadku przy pracy i choroby\nzawodowej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 76\u003C\u002Fh4>\n\n\u003Cp>1.Za czas dyżuru przysługuje czas wolny od pracy w wymiarze\nodpowiadającym długości dyżuru lub wynagrodzenie wynikające z osobistego\nzaszeregowania pracownika.\u003C\u002Fp>\n\n\u003Cp>Jeżeli dyżur pełniony jest przez pracownika w domu, przysługuje 60%\nwynagrodzenia zasadniczego.\u003C\u002Fp>\n\n\u003Cp>2.Łączny czas dyżurów nie może przekraczać 1\u002F3 nominalnego czasu pracy\nw miesiącu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 77\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>1.Za pracę w godzinach nadliczbowych, oprócz normalnego wynagrodzenia,\nprzysługują dodatki w następujących wysokościach:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cp>1)50 % godzinowej stawki wynikającej z osobistego zaszeregowania za pracę\nw dwóch pierwszych godzinach nadliczbowych w dni robocze.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)100 % godzinowej stawki wynikającej z osobistego zaszeregowania w\nnastępnych godzinach nadliczbowych w dni robocze.\u003C\u002Fp>\n\n\u003Cp>3)100 % godzinowej stawki wynikającej z osobistego zaszeregowania za pracę\nw godzinach nadliczbowych w dni wolne od pracy.\u003C\u002Fp>\n\n\u003Cp>4)100 % godzinowej stawki wynikającej z osobistego zaszeregowania za pracę\nw godzinach nadliczbowych w tzw. „soboty zbiorowe”, z zastrzeżeniem, że w\nprzypadku indywidualnego przekroczenia przez pracownika ilości 80 godzin\nnadliczbowych przepracowanych w soboty zbiorowe dodatek wynosi 120 %.\u003C\u002Fp>\n\n\u003Cp>5)Za pracę wykonywaną przez pracownika w dniu wolnym od pracy,\nwynikającym z 5- dniowego tygodnia pracy, w związku z zarządzeniem pracy\nzbiorowej, oprócz wynagrodzenia, o którym mowa w pkt 4) przysługuje\ndodatkowe wynagrodzenie w formie składnika ,, sobota zbiorowa” w wysokości\n50,00 zł. brutto. Wypłata dodatku ,,sobota zbiorowa” jest płatna z dołu,\npo zakończeniu kwartału i następuje w 10 dniu pierwszego miesiąca nowego\nkwartału.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>2.Dodatek, o którym mowa w ust.1, nie przysługuje za pracę w niedzielę w\nnormalnym czasie pracy, jeżeli pracownikowi udzielono innego dnia wolnego od\npracy w tygodniu. Dotyczy to także pracy w dni wolne od pracy i w święto.\nGdy praca ta przekraczała normalny wymiar czasu pracy, wówczas dzień wolny\nod pracy stanowi tylko rekompensatę za ten wymiar, a za ewentualną nadwyżkę\n(ponad wymiar) pracownik powinien otrzymać albo normalne wynagrodzenie wraz ze\n100% dodatkiem, albo – na jego wniosek – dodatkowy czas wolny od pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Kierownicy wyodrębnionych komórek organizacyjnych Spółki, za\nwyjątkiem mistrzów\u002F kierowników zespołu technologicznego, wykonują, w\nrazie konieczności, pracę poza normalnymi godzinami pracy bez prawa do\noddzielnego wynagrodzenia z tytułu pracy w godzinach nadliczbowych.\nPracownikom tym, przysługuje jednak prawo do oddzielnego wynagrodzenia z\ntytułu pracy wykonanej na polecenie pracodawcy w godzinach nadliczbowych\nprzypadających w niedzielę, święto lub w dniu wolnym od pracy, jeżeli za\npracę w tym dniu nie otrzymali innego dnia wolnego od pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Ch4>Art. 78\u003C\u002Fh4>\n\n\u003Cp>1.Pracownikom pracującym w porze nocnej za każdą godzinę pracy\nprzysługuje dodatkowe wynagrodzenie w wysokości 1,75 zł– jednakże nie\nmniej niż 20% stawki godzinowej wynikającej z minimalnego wynagrodzenia.\u003C\u002Fp>\n\n\u003Cp>2.Przez czas przepracowany w porze nocnej rozumie się w Spółce czas od\ngodziny 2200 do 600 rano w zakładzie w Tychach i od godziny 2230 do 630 rano w\nzakładzie w Kielcach.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 79\u003C\u002Fh4>\n\n\u003Cp>Punkty 1 do 7 skreśla się\u003C\u002Fp>\n\n\u003Cp>8.Pracownikowi pełniącemu funkcję społecznego inspektora pracy\nprzysługuje dodatek w wysokości indywidualnej stawki godzinowej z premią i\nmiesięczny limit godzin zatwierdzony przez Dyrekcję Spółki w oparciu o\nUstawę z dnia 24 czerwca 1983 r. o społecznej inspekcji pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 80\u003C\u002Fh4>\n\n\u003Cp>1.Pracownikom zatrudnionym w bezpośredniej produkcji przysługuje dodatek\nza pracę w bezpośredniej produkcji.\u003C\u002Fp>\n\n\u003Cp>2.Wysokość dodatku za pracę w bezpośredniej produkcji za pełny miesiąc\npracy jest jednakowa dla wszystkich pracowników zaszeregowanych do danego\npoziomu i stopnia i wynosi:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"205\">\u003Cp>Poziom\u002F Stopień zaszeregowania\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp>Relacje stawek\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>Kwota miesięczna w zł.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"205\">\u003Cp>A2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"205\">\u003Cp>A1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp>1,10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"205\">\u003Cp>B2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp>1,175\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>69,20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"205\">\u003Cp>B1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp>1,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>73,62\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"205\">\u003Cp>C2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp>1,32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>78,06\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"205\">\u003Cp>C1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp>1,40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>82,50\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"205\">\u003Cp>D2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp>1,48\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>87,20\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"205\">\u003Cp>D1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp>1,55\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>91,06\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"205\">\u003Cp>E3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp>1,65\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"205\">\u003Cp>E2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp>1,75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"205\">\u003Cp>E1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"194\">\u003Cp>1,87\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"199\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Dodatek za pracę w bezpośredniej produkcji jest pomniejszany\nproporcjonalnie do czasu niezdolności do pracy w związku z pobieraniem\nwynagrodzenia chorobowego, zasiłku chorobowego, zasiłku opiekuńczego,\nzasiłku macierzystego, świadczenia rehabilitacyjnego lub innego zasiłku\nprzysługującego pracownikowi w razie choroby i macierzyństwa oraz zasiłku z\ntytułu wypadku przy pracy i choroby zawodowej.\u003C\u002Fp>\n\n\u003Cp>4.Pracownikom Wydziału Energetycznego zatrudnionym w równoważnym systemie\nczasu pracy, za każdą obecność w pracy w święta, będzie wypłacana\ndodatkowa kwota w wysokości 150 zł. brutto za dzień\u003C\u002Fp>\n\n\u003Cp>5.Pracownikom zatrudnionym w równoważnym systemie czasu pracy będzie\nwypłacany dodatek w wysokości 20% płacy zasadniczej za dany miesiąc\npomniejszony proporcjonalnie do ilości dni absencji chorobowej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ VI\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>INNE ŚWIADCZENIA\u003C\u002Fh3>\n\n\u003Ch4>Art. 81\u003C\u002Fh4>\n\n\u003Cp>1.Pracownikowi po 5 latach pracy w Spółce przysługuje dodatek za staż\npracy.\u003C\u002Fp>\n\n\u003Cp>2.Dodatek wzrasta za każdy następny rok pracy do osiągnięcia kwoty\ndodatku przewidzianej dla stażu pracy po 14 latach.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Dodatek stażowy jest określony kwotowo, zgodnie z poniższą tabelą:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 0px;\" border=\"1\" width=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"302\">\u003Cp>Staż pracy w Delfo Polska S.A.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"293\">\u003Cp>Kwota dodatku za staż pracy w zł\u002Fmiesiąc\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\">\u003Cp>poniżej 5 lat\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"293\">\u003Cp>0\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\">\u003Cp>po 5 latach\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"293\">\u003Cp>100\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\">\u003Cp>po 6 latach\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"293\">\u003Cp>150\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\">\u003Cp>po 7 latach\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"293\">\u003Cp>200\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\">\u003Cp>po 8 latach\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"293\">\u003Cp>250\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\">\u003Cp>po 9 latach\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"293\">\u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\">\u003Cp>po 10 latach\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"293\">\u003Cp>350\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\">\u003Cp>po 11 latach\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"293\">\u003Cp>400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\">\u003Cp>po 12 latach\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"293\">\u003Cp>450\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\">\u003Cp>po 13 latach\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"293\">\u003Cp>500\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"302\">\u003Cp>po 14 i więcej latach\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"293\">\u003Cp>550\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.Do okresów pracy w Spółce, uprawniających do dodatku za staż pracy\nwlicza się także inne okresy, jeżeli na mocy odrębnych przepisów\npodlegają one wliczeniu do okresu pracy, od którego zależą uprawnienia\npracownicze u danego pracodawcy.\u003C\u002Fp>\n\n\u003Cp>5.Dodatek za staż pracy przysługuje pracownikom za dni, za które\notrzymuje wynagrodzenie, oraz za dni nieobecności w pracy spowodowane\nniezdolnością do pracy w związku chorobą, koniecznością osobistego\nsprawowania opieki nad dzieckiem lub chorym członkiem rodziny, za które\npracownik otrzymuje z tego tytułu wynagrodzenie lub zasiłek z ubezpieczenia\nspołecznego.\u003C\u002Fp>\n\n\u003Cp>6.Pracownikom zatrudnionym w niepełnym wymiarze czasu pracy wysokość\ndodatku stażowego ustala się proporcjonalnie do wymiaru czasu pracy\nustalonego w umowie o pracę.\u003C\u002Fp>\n\n\u003Cp>7.Dodatek za staż pracy wypłaca się w raz z wynagrodzeniem:\u003C\u002Fp>\n\n\u003Cp>1.począwszy od miesiąca następującego po miesiącu, w którym pracownik\nnabył uprawnienie do dodatku, lub do zwiększonej kwoty dodatku, jeżeli\nnabycie prawa do dodatku nastąpiło w trakcie miesiąca,\u003C\u002Fp>\n\n\u003Cp>2.za dany miesiąc, jeżeli nabycie prawa do dodatku, lub do zwiększonej\nkwoty dodatku nastąpiło w pierwszym dniu miesiąca.\u003C\u002Fp>\n\n\u003Cp>8.Dodatki za staż pracy, ustalone na podstawie dotychczasowych zasad za\nmaksymalnie 10 okresów rocznych, wypłacane są nadal w uzyskanej kwocie\nmiesięcznej. Mając na celu zapewnienie każdemu pracownikowi równej kwoty\ndodatku za maksymalny 10-letni okres, ustala się stopniowe podwyższanie\ndodatków za staż pracy zgodnie z poniższą tabelą:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable style=\"width: 0px;\" border=\"1\" width=\"0\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp>Dodatek za 10-letni okres ustalony w okresie:\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>od 01.09.2007\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>od 01.09.2008\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>od 01.09.2009\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp>Od 01.09.2003 do 31.08.2005\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>364,60 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>401,15 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>432,81 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp>Od 01.09.2005 do 31.08.2006\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>364,60 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>401,15 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>432,81 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"236\">\u003Cp>Od 01.09.2006 do 31.08.2007\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>401,15 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"132\">\u003Cp>401,15 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>432,81 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zmiana art. 81 wchodzi w życie z dniem 01.09.2007r.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 82\u003C\u002Fh4>\n\n\u003Cp>1.Za wieloletnią pracę pracownikowi przysługuje nagroda jubileuszowa.\u003C\u002Fp>\n\n\u003Cp>2.Zasady ustalania prawa do nagrody, sposobu naliczania oraz wypłaty\nnagrody jubileuszowej określa załącznik nr 7.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 83\u003C\u002Fh4>\n\n\u003Cp>1.Pracownikowi przysługuje jednorazowa odprawa pieniężna w razie\nrozwiązania stosunku pracy w związku z nabyciem przez tego pracownika prawa\ndo emerytury lub renty inwalidzkiej, oraz świadczenia lub zasiłku\nprzedemerytalnego.\u003C\u002Fp>\n\n\u003Cp>2.Zasady, warunki i wysokości odprawy określa załącznik nr 8.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 84\u003C\u002Fh4>\n\n\u003Cp>1.W razie śmierci pracownika w czasie trwania stosunku pracy lub w czasie\npobierania po jego rozwiązaniu zasiłku z tytułu niezdolności do pracy w\nskutek choroby, rodzinie przysługuje od Pracodawcy odprawa pośmiertna.\u003C\u002Fp>\n\n\u003Cp>2.Zasady wypłacania odprawy pośmiertnej reguluje art. 93 Kodeksu pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch4>Art. 85\u003C\u002Fh4>\n\n\u003Cp>Pracodawca zobowiązuje się do corocznego wypłacania:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>1)premii urlopowej - zasady jej naliczania i wypłacania określa\nzałącznik nr 9,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2)nagrody z okazji Świąt Bożego Narodzenia, której wysokość ustalać\nbędzie Dyrekcja Spółki w porozumieniu z organizacjami związkowymi,\u003C\u002Fp>\n\n\u003Cp>3)premii efektywnościowej, której wysokość i zasady naliczania określa\nzałącznik nr 11.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 86\u003C\u002Fh4>\n\n\u003Cp>1.Pracownikom Delfo Polska S.A. wypłacany jest ekwiwalent za pranie\nodzieży roboczej.\u003C\u002Fp>\n\n\u003Cp>2.Zasady obliczania i wypłaty ekwiwalentu określa załącznik nr 10.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 86\u003Csup>1\u003C\u002Fsup>\u003C\u002Fh4>\n\n\u003Cp>Przy ustalaniu wysokości diet z tytułu podróży służbowych krajowych i\nzagranicznych stosuje się zasady określone w art. 775 kp.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ VII\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>POLITYKA PŁACOWA\u003C\u002Fh3>\n\n\u003Ch4>Art. 87\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Podwyżki wynagrodzeń w ramach prowadzonej przez Spółkę polityki\npłacowej będą dokonywane przez:\u003C\u002Fp>\n\n\u003Cp>1)podwyżki zbiorowe,\u003C\u002Fp>\n\n\u003Cp>2)podwyżki indywidualne,\u003C\u002Fp>\n\n\u003Cp>3)nagrody,\u003C\u002Fp>\n\n\u003Cp>4)przeszeregowania.\u003C\u002Fp>\n\n\u003Cp>2.Termin, wysokość i formę podwyżek zbiorowych ustalają Strony\nUkładu.\u003C\u002Fp>\n\n\u003Cp>3. Strony Układu spotykają się dwa razy w roku, aby ocenić oficjalne\nwskaźniki makroekonomiczne kraju, rozwój rynku motoryzacyjnego i sytuację\npracowników Delfo Polska S.A.\u003C\u002Fp>\n\n\u003Cp>4.Podwyżki indywidualne są realizowane w zakresie kwoty środków\nprzewidzianych na ten cel. Kwoty środków, kryteria, ilość osób objętych\npodwyżkami oraz poziom tych podwyżek są określane przez Zarząd Spółki, w\nuzgodnieniu z organizacjami związkowymi.\u003C\u002Fp>\n\n\u003Cp>5.W ramach środków przewidzianych na wynagrodzenia Dyrekcja będzie mogła\nwypłacić nagrody. Nagrody będą przyznawane pracownikom, którzy w\nszczególny sposób przyczynili się do realizacji zadań jednostki\nprodukcyjnej, realizowali dodatkowe zadania lub osiągnęli wyniki, które\nzasługują na szczególne wyróżnienie.\u003C\u002Fp>\n\n\u003Cp>6.O podwyżkach, nagrodach indywidualnych i średniej płacy w Spółce –\nilości osób i wydanych środkach – Dyrekcja powiadomi organizacje\nzwiązkowe na piśmie w terminach kwartalnych.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ VIII\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ZATRUDNIENIE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>POLITYKA ZATRUDNIENIA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 88\u003C\u002Fh4>\n\n\u003Cp>1.Pracodawca zobowiązany jest do opracowania planów zatrudnienia w oparciu\no strategię rozwoju firmy i plany produkcji. Planowanie zatrudnienia powinno\nbyć określone dla poszczególnych grup zawodowych na okres :\u003C\u002Fp>\n\n\u003Cp>-półroczny,\u003C\u002Fp>\n\n\u003Cp>-roczny,\u003C\u002Fp>\n\n\u003Cp>-wieloletni.\u003C\u002Fp>\n\n\u003Cp>2.W oparciu o strategię rozwoju firmy, plany produkcji i modernizacji\nzakładu, a zwłaszcza przy planowanej restrukturyzacji, likwidacji stanowisk\npracy lub redukcji zatrudnienia Pracodawca zobowiązany jest opracować plan\nszkoleń i przekwalifikowań pracowników, uzgodnić go z organizacjami\nzwiązkowymi, a także zobowiązany jest zawrzeć ze Stroną związkową, na\nmiesiąc przed wdrożeniem planu, porozumienie uwzględniające osłony\nsocjalne.\u003C\u002Fp>\n\n\u003Cp>3.Opracowane przez pracodawcę plany zatrudnienia oraz ich zmiany muszą\nzostać przedłożone do informacji organizacjom związkowym.\u003C\u002Fp>\n\n\u003Cp>4.Plany zatrudnienia, oraz uzgodnione z organizacjami związkowymi plany\nszkoleń i przekwalifikowań stanowią podstawę polityki kadrowej zakładu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 89\u003C\u002Fh4>\n\n\u003Cp>Pracodawca zobowiązuje się do opracowania i przedstawienia każdego roku\nplanów na rok bieżący i lata następne, dotyczących:\u003C\u002Fp>\n\n\u003Cp>-ewolucji zatrudnienia związanej z planami rozwojowymi zakładu,\u003C\u002Fp>\n\n\u003Cp>-ewolucji zawodów i miejsc pracy uwzględniający postęp techniczny i\nkoniunkturę,\u003C\u002Fp>\n\n\u003Cp>-zwolnień i przekwalifikowań.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 90\u003C\u002Fh4>\n\n\u003Cp>Pracodawca w ramach polityki zatrudnienia opracuje i uzgodni z organizacjami\nzwiązkowymi program ochrony miejsc pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 91\u003C\u002Fh4>\n\n\u003Cp>Przy przyjmowaniu do pracy Pracodawca powinien uwzględniać w pierwszej\nkolejności podania o przyjęcie do pracy tych osób, które mają takie same\nkwalifikacje w zawodach objętych przyjęciem, i są to:\u003C\u002Fp>\n\n\u003Cp>1)członkowie rodziny lub opiekunowie rodziny pracownika, który uległ u\nPracodawcy wypadkowi śmiertelnemu lub wypadkowi powodującemu trwałą\nniezdolność do pracy,\u003C\u002Fp>\n\n\u003Cp>2)członkowie rodziny a zarazem jedyni żywiciele rodziny pracownika\nzmarłego lub zwolnionego z powodu niezdolności do pracy a wcześniej\nzatrudnionego u Pracodawcy,\u003C\u002Fp>\n\n\u003Cp>3)byli pracownicy zwolnieni przez Pracodawcę z przyczyn ekonomicznych i\ninnych dotyczących zakładu pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>UMOWY O PRACĘ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 92\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Umowy o prace zawiera się na:\u003C\u002Fp>\n\n\u003Cp>1)czas nieokreślony,\u003C\u002Fp>\n\n\u003Cp>2)czas określony,\u003C\u002Fp>\n\n\u003Cp>3)czas wykonywania określonej pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>2.Każda z wyżej wymienionych umów może być poprzedzona umową na czas\npróbny nie dłuższy niż 3 miesiące.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Ponadto w przypadkach uzasadnionych mogą być zawierane:\u003C\u002Fp>\n\n\u003Cp>1)umowy o dzieło,\u003C\u002Fp>\n\n\u003Cp>2)umowy zlecenia,\u003C\u002Fp>\n\n\u003Cp>3)inne umowy dopuszczane prawem.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.Umowa o pracę powinna być zawarta na piśmie i zawierać precyzyjne nie\nbudzące wątpliwości określenia dotyczące:\u003C\u002Fp>\n\n\u003Cp>1)czasu trwania umowy i jej rodzaju,\u003C\u002Fp>\n\n\u003Cp>2)stanowiska, rodzaju pracy i miejsca jej wykonywania,\u003C\u002Fp>\n\n\u003Cp>3)wynagrodzenia za pracę,\u003C\u002Fp>\n\n\u003Cp>4)dodatkowych informacji wynikających z charakteru pracy,\u003C\u002Fp>\n\n\u003Cp>5)zobowiązania pracownika do przestrzegania porządku i dyscypliny\npracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5.Za zawarcie umowy o pracę oraz jej poprawność odpowiedzialność ponosi\nPracodawca.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 93\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Podstawową forma umowy o pracę stosowaną dla pracowników objętych\nUkładem jest umowa zawarta na czas nieokreślony.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 94\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>W przypadku rozwiązania umowy o pracę z przyczyn dotyczących zakładu\npracy t.j. na podstawie Ustawy z dnia 28 grudnia 1989 r. o szczególnych\nzasadach rozwiązywania z pracownikami stosunków pracy z przyczyn dotyczących\nzakładu pracy oraz o zmianie niektórych ustaw (Dz. U. z 1990 r. Nr 4, poz. 19\nz późniejszymi zmianami) - Strony Układu spotkają się w celu uzgodnienia\newentualnych dodatkowych (oprócz wynikających z ustawy) odpraw pieniężnych\ndla odchodzących pracowników.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 95\u003C\u002Fh4>\n\n\u003Cp>W przypadku likwidacji stanowiska pracy lub wypowiedzenia zmieniającego\nPracodawca zaproponuje pracownikowi pracę na innym stanowisku zgodnie z\nkwalifikacjami pracownika lub zapewni mu na koszt Pracodawcy zdobycie nowego\nzawodu niezbędnego dla Pracodawcy przy zachowaniu co najmniej 70%\ndotychczasowej płacy, do czasu uzyskania niezbędnych kwalifikacji do\nwykonania zawodu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ROZWIĄZYWANIE UMÓW O PRACĘ\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 96\u003C\u002Fh4>\n\n\u003Cp>Umowa o pracę rozwiązuje się :\u003C\u002Fp>\n\n\u003Cp>1)na mocy porozumienia Stron,\u003C\u002Fp>\n\n\u003Cp>2)przez oświadczenie jednej ze Stron z zachowaniem okresu wypowiedzenia\n(rozwiązanie umowy o prace za wypowiedzeniem),\u003C\u002Fp>\n\n\u003Cp>3)przez oświadczenie jednej ze Stron bez zachowania okresu wypowiedzenia\n(rozwiązanie umowy o pracę bez wypowiedzenia),\u003C\u002Fp>\n\n\u003Cp>4)z upływem czasu na który była zawarta,\u003C\u002Fp>\n\n\u003Cp>5)z dniem ukończenia pracy, dla której wykonania była zawarta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 97\u003C\u002Fh4>\n\n\u003Cp>1.Rozwiązanie umowy o pracę za wypowiedzeniem następuje z upływem okresu\nwypowiedzenia.\u003C\u002Fp>\n\n\u003Cp>2.Rozwiązanie umowy o pracę następuje z upływem okresu wypowiedzenia\nzgodnie z powszechnie obowiązującymi przepisami.\u003C\u002Fp>\n\n\u003Cp>3.Jeżeli wypowiedzenie umowy o pracę zawartej na czas nieokreślony\nnastępuje z powodu ogłoszenia upadłości lub likwidacji Pracodawcy, albo\nzmniejszenia zatrudnienia z przyczyn dotyczących Pracodawcy, określonych w\nodrębnych przepisach, Pracodawca może, w celu wcześniejszego rozwiązania\numowy o pracę, skrócić okres trzymiesięcznego wypowiedzenia najwyżej do\njednego miesiąca; w takim przypadku pracownikowi przysługuje odszkodowanie w\nwysokości wynagrodzenia za pozostałą część okresu wypowiedzenia.\u003C\u002Fp>\n\n\u003Cp>4.W okresie wypowiedzenia umowy o pracę dokonanego przez pracodawcę,\npracownikowi przysługuje zwolnienie na poszukiwanie pracy z zachowaniem prawa\ndo wynagrodzenia liczonego jak za urlop w wymiarze:\u003C\u002Fp>\n\n\u003Cp>1)2 dni robocze jeżeli okres wypowiedzenia nie przekracza jednego\nmiesiąca,\u003C\u002Fp>\n\n\u003Cp>2)3 dni robocze jeżeli okres wypowiedzenia przekracza jeden miesiąc.\u003C\u002Fp>\n\n\u003Cp>5.W okresie wypowiedzenia umowy o pracę pracownik jest zobowiązany\nwykorzystać przysługujący mu urlop, jeżeli w tym okresie pracodawca udzieli\nmu urlopu. W takim przypadku wymiar udzielonego urlopu, z wyłączeniem urlopu\nzaległego, nie może przekraczać wymiaru wynikającego z ogólnie\nobowiązujących przepisów.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 98\u003C\u002Fh4>\n\n\u003Cp>1.O zamiarze wypowiedzenia pracownikowi umowy o pracę zawartej na czas\nnieokreślony Pracodawca zawiadamia na piśmie organizację związkową\nreprezentującą pracownika, podając przyczynę uzasadniającą rozwiązanie\numowy.\u003C\u002Fp>\n\n\u003Cp>2.Jeżeli organizacja związkowa uważa, że wypowiedzenie byłoby\nnieuzasadnione, może w ciągu pięciu dni od otrzymania zawiadomienia\nzgłosić na piśmie Pracodawcy umotywowane zastrzeżenia.\u003C\u002Fp>\n\n\u003Cp>3.Skreśla się\u003C\u002Fp>\n\n\u003Cp>4.Po rozpatrzeniu stanowiska przez organizację związkową, a także w\nrazie nie zajęcia przez nią stanowiska w ustalonym terminie, Pracodawca\npodejmuje decyzję w sprawie wypowiedzenia.\u003C\u002Fp>\n\n\u003Cp>5.Pracodawca nie może wypowiedzieć umowy o pracę w czasie urlopu\npracownika, a także w czasie innej usprawiedliwionej nieobecności w pracy,\njeżeli nie upłynął jeszcze okres uprawniający pracodawcę do rozwiązania\numowy o pracę bez wypowiedzenia.\u003C\u002Fp>\n\n\u003Cp>6.Pracownik nie zrzeszony w związku zawodowym ma prawo do obrony swoich\npraw na zasadach dotyczących pracowników będących członkami związku\nzawodowego, jeżeli wybrana przez niego organizacja związkowa wyrazi zgodę na\nobronę jego praw pracowniczych.\u003C\u002Fp>\n\n\u003Cp>7.Przepisy o wypowiedzeniu umowy o pracę stosuje się odpowiednio do\nwypowiedzeń wynikających z umowy warunków pracy i płacy tzw. wypowiedzenia\nzmieniającego ( z zastrzeżeniem art. 43 K.p.).\u003C\u002Fp>\n\n\u003Cp>8.W oświadczeniu Pracodawcy o wypowiedzeniu umowy o pracę zawartej na czas\nnieokreślony lub o rozwiązaniu umowy o pracę bez wypowiedzenia winna być\nwskazana przyczyna uzasadniająca wypowiedzenie lub rozwiązanie umowy a także\nzawarte pouczenie o przysługującym pracownikowi prawie do odwołania się do\nsądu pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 99\u003C\u002Fh4>\n\n\u003Cp>Zakład pracy powinien ponownie zatrudnić pracownika, z którym rozwiązał\nstosunek pracy z przyczyn ekonomicznych lub w związku ze zmianami\norganizacyjnymi, produkcyjnymi albo technologicznymi, w tym także, gdy zmiany\nte następują w celu poprawy warunków pracy lub warunków środowiska\nnaturalnego w przypadku ponownego zatrudnienia pracowników w tej samej grupie\nzawodowej, jeżeli pracownik nosi zamiar powrotu do zakładu pracy w ciągu 24\nmiesięcy od rozwiązania stosunku pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 100\u003C\u002Fh4>\n\n\u003Cp>W innych sprawach dotyczących rozwiązywania umów o pracę a\nnieuregulowanych niniejszym Układem mają zastosowanie przepisy Kodeksu\npracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ IX\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DZIAŁALNOŚĆ SOCJALNA\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 101\u003C\u002Fh4>\n\n\u003Cp>Na podstawie art. 4 ust.1 Ustawy z dnia 4 marca 1994 r. o zakładowym\nfunduszu świadczeń socjalnych (Dz. U. z 1994 r. Nr 43, poz.163 z\npóźniejszymi zmianami) Strony ustalają, że w Spółce nie tworzy się\nzakładowego funduszu świadczeń socjalnych, jednak świadczenia socjalne nie\nbędą niższe, niż przewiduje Ustawa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 102\u003C\u002Fh4>\n\n\u003Cp>1.W Spółce powołuje się Komisję Socjalną w składzie:\u003C\u002Fp>\n\n\u003Cp>1)trzech przedstawicieli wyznaczonych przez Zarząd Spółki,\u003C\u002Fp>\n\n\u003Cp>2)po jednym przedstawicielu organizacji związkowej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Do zadań Komisji należy:\u003C\u002Fp>\n\n\u003Cp>1)opiniowanie celów i podziału środków przeznaczonych przez Spółkę na\nposzczególne cele socjalne,\u003C\u002Fp>\n\n\u003Cp>2)wnioskowanie zmian w zakresie propozycji podziału środków na\nposzczególne cele działalności socjalnej,\u003C\u002Fp>\n\n\u003Cp>3)wnioskowanie zmian w zakresie zasad i warunków prowadzenia\nposzczególnych działalności.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Kierunki działalności socjalnej i środki na nią przeznaczone ustalane\nsą corocznie przez Spółkę.\u003C\u002Fp>\n\n\u003Cp>4.Podział środków wyznaczonych przez Spółkę na poszczególne\ndziałalności i określenie zasad i warunków ich realizacji odbywać się\nbędą po rozpatrzeniu wniosków Komisji.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>5.Spółka deklaruje gotowość do podjęcia działań sprzyjających\nutrzymaniu więzi z emerytami i rencistami byłymi pracownikami Delfo Polska\nS.A. Sposób realizacji tego artykułu zawnioskuje Komisja.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 103\u003C\u002Fh4>\n\n\u003Cp>Spółka zobowiązuje się do założenia odrębnego konta w zakładowym\nwykazie kont, przeznaczonego na tzw. cele socjalne. Wysokość oraz sposób\nwydatkowania środków z tego konta będą corocznie zatwierdzane przez Zarząd\ni podawane do wiadomości organizacjom związkowym.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 104\u003C\u002Fh4>\n\n\u003Cp>W przypadkach losowych, które dotknęły pracownika lub członka jego\nrodziny, Dyrekcja, na wniosek pracownika, odpowiednio udokumentowany i\nzaopiniowany przez bezpośredniego przełożonego, może udzielić bezzwrotnej\nzapomogi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 105\u003C\u002Fh4>\n\n\u003Cp>Spółka otacza opieką dzieci pracowników poprzez między innymi:\u003C\u002Fp>\n\n\u003Cp>1)dofinansowanie kolonii, obozów, zielonych szkół dla dzieci\npracowników,\u003C\u002Fp>\n\n\u003Cp>2)finansowanie zakupu paczek dla dzieci z okazji Świąt Bożego\nNarodzenia,\u003C\u002Fp>\n\n\u003Cp>3)przyznawanie stypendiów dla uczniów\u002F studentów\u002F osiągających wybitne\nwyniki w nauce.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 106\u003C\u002Fh4>\n\n\u003Cp>Spółka popiera rozwój działalności sportowej i kulturalnej\npracowników, uczestnicząc w pokrywaniu kosztów wynikających z\nprzystąpienia do Centrum Rekreacji i Kultury FAP S.A. a także wynajmu\nobiektów sportowo-rekreacyjnych oraz udzielając pomocy finansowej w\norganizowaniu zajęć, zawodów i imprez sportowych i kulturalnych w ramach\nśrodków uzgodnionych przez Dyrekcję i związki zawodowe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 107\u003C\u002Fh4>\n\n\u003Cp>Skreśla się\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 108\u003C\u002Fh4>\n\n\u003Cp>Spółka corocznie w miesiącach maju lub czerwcu zorganizuje w dniu wolnym\nod pracy Dzień Pracownika Delfo Polska S.A.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ X\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>WZAJEMNE ZOBOWIĄZANIA STRON\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 109\u003C\u002Fh4>\n\n\u003Cp>1.Pracodawca uznaje organizacje związkowe jako wyłącznych przedstawicieli\ndo negocjacji i prowadzenia sporów zbiorowych w imieniu pracowników.\u003C\u002Fp>\n\n\u003Cp>2.Organizacje związkowe uznają Zarząd Delfo Polska S.A. za Stronę\nupoważnioną do negocjacji w imieniu Spółki.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 110\u003C\u002Fh4>\n\n\u003Cp>1.Strony ustalają i uzgadniają powołanie Komisji Konsultacyjnej Delfo\nPolska S.A.\u003C\u002Fp>\n\n\u003Cp>2. W skład Komisji wchodzą:\u003C\u002Fp>\n\n\u003Cp>1)Przedstawiciel wyznaczony przez Zarząd Spółki,\u003C\u002Fp>\n\n\u003Cp>2)Przedstawiciel organizacji związkowej będącej Stroną Układu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Komisja zbiera się trzy razy w roku.\u003C\u002Fp>\n\n\u003Cp>4.Posiedzenie odbywać się będzie w ciągu 14 dni od przedstawienia\nwniosku Strony, w pilnych przypadkach w ciągu 7 dni.\u003C\u002Fp>\n\n\u003Cp>5.Na posiedzenia tej Komisji będą dostarczane informacje na poziomie\nmakro, odnośnie rozwoju ekonomiczno-produkcyjnego Spółki, tendencji\nrynkowych, dyrektyw dotyczących planu wyrobu, inwestycji, rozwoju\nzatrudnienia, makro ewolucji struktury organizacyjnej oraz modyfikacji\ntechnologicznych , a także informacji dotyczących sytuacji BHP\u003C\u002Fp>\n\n\u003Cp>6.W związku z powyższym organizacje związkowe zobowiązują się do\nodbycia na takim spotkaniu dyskusji powstałych problemów zanim rozpoczną\njakąkolwiek formę wszczęcia sporu.\u003C\u002Fp>\n\n\u003Cp>7.Na posiedzeniach Komisji Konsultacyjnej organizacje związkowe będą\nmiały możliwość oceny przedstawionych materiałów, oraz przedstawienia\nswoich wniosków.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-discrimination\">\u003Ch4>Art. 111\u003C\u002Fh4>\n\n\u003Cp>Pracodawca zobowiązuje się do nie podejmowania żadnych działań\nrestrykcyjnych i dyskryminujących w stosunku do pracowników z tytułu\nprzynależności związkowej i działalności w charakterze przedstawicieli\nzwiązkowych.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 112\u003C\u002Fh4>\n\n\u003Cp>Pracodawca jest zobowiązany udzielić przedstawicielom organizacji\nzwiązkowych prowadzącym rokowania informacji o swojej sytuacji ekonomicznej w\nzakresie objętym rokowaniami i niezbędnym do prowadzenia odpowiedzialnych\nrokowań. Obowiązek ten dotyczy w szczególności informacji objętych\nsprawozdawczością Głównego Urzędu Statystycznego.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 113\u003C\u002Fh4>\n\n\u003Cp>Przedstawiciele organizacji związkowych są obowiązani do nie ujawniania\nuzyskanych od Pracodawcy informacji.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 114\u003C\u002Fh4>\n\n\u003Cp>1.Pracodawca zobowiązany jest do przekazania organizacji związkowej do\nnieodpłatnego użytkowania, dla prowadzenia działalności związkowej\npomieszczeń z wyposażeniem standardowym, oraz pokrywania kosztów statutowej\ndziałalności w zakresie:\u003C\u002Fp>\n\n\u003Cp>1)łączności telefonicznej, faksowej, telefaksowej,\u003C\u002Fp>\n\n\u003Cp>2)usług poligraficznych wykonywanych na urządzeniach Pracodawcy,\u003C\u002Fp>\n\n\u003Cp>3)niezbędnych aktów prawnych (dzienniki ustaw, monitory, itp.),\u003C\u002Fp>\n\n\u003Cp>4)niezbędnych materiałów biurowych,\u003C\u002Fp>\n\n\u003Cp>5)kosztów energii elektrycznej, cieplnej,\u003C\u002Fp>\n\n\u003Cp>6)udostępnienia funkcjonujących tablic ogłoszeń i zakładowych\npublikatorów.\u003C\u002Fp>\n\n\u003Cp>2. Pracodawca ponosi koszty remontów pomieszczeń związkowych.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 115\u003C\u002Fh4>\n\n\u003Cp>1.Pracodawca udostępni nieodpłatnie, na pisemny wniosek organizacji\nzwiązkowej, pomieszczenia będące w dyspozycji Pracodawcy dla przeprowadzenia\nogólnego zebrania.\u003C\u002Fp>\n\n\u003Cp>2.Zgoda na wejście na teren Spółki dla osób z zewnątrz w celu\nuczestniczenia w spotkaniach związkowych będzie udzielona tylko wtedy, gdy\nokażą dokument potwierdzający funkcję związkową. Organizacja związkowa\nzapraszająca taką osobę poinformuje o tym Dyrekcję z 7 – dniowym\nwyprzedzeniem. W wyjątkowych i nadzwyczajnych wypadkach taka informacja\nbędzie mogła być dostarczona z krótszym wyprzedzeniem. W uzasadnionych\nprzypadkach Dyrekcja zastrzega sobie prawo odmówienia zgody na wejście. Osoba\nz zewnątrz będzie miała prawo wstępu tylko do lokalu, w którym odbywa się\nzebranie, z wyłączeniem wydziałów produkcyjnych.\u003C\u002Fp>\n\n\u003Cp>3.Przedstawiciel władz zakładowej organizacji związkowej przejmie na\nbramie zakładu odpowiedzialność za osobę wprowadzaną.\u003C\u002Fp>\n\n\u003Cp>4.Członkowie prezydium zakładowej organizacji związkowej mają swobodę\nwchodzenia, poruszania się i wychodzenia w czasie pracy w ramach wszystkich\njednostek produkcyjnych w czasie ich pracy, respektując obowiązujące\nograniczenia wynikające z przepisów P.poż i BHP oraz Regulaminu Pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 116\u003C\u002Fh4>\n\n\u003Cp>1.Członkom zarządu organizacji związkowej będącej Stroną Układu\nprzysługuje prawo do zwolnienia z obowiązku świadczenia pracy z zachowaniem\nprawa do wynagrodzenia na zasadach przewidzianych w ustawie o związkach\nzawodowych w ilości:\u003C\u002Fp>\n\n\u003Cp>1)częściowo jednemu pracownikowi w miesięcznym wymiarze godzin równym\nliczbie członków zatrudnionych w zakładzie pracy, gdy ich liczba jest\nmniejsza od 150,\u003C\u002Fp>\n\n\u003Cp>2)jednemu pracownikowi , gdy związek liczy od 150 do 500 członków\nzatrudnionych w zakładzie pracy,\u003C\u002Fp>\n\n\u003Cp>3)trzem pracownikom , gdy związek liczy od 501 do 1000 członków\nzatrudnionych w zakładzie pracy,\u003C\u002Fp>\n\n\u003Cp>4)czterem pracownikom , gdy związek liczy od 1001 do 2000 członków\nzatrudnionych w zakładzie pracy,\u003C\u002Fp>\n\n\u003Cp>5)kolejnemu pracownikowi za każdy rozpoczęty nowy tysiąc, gdy organizacja\nzwiązkowa liczy ponad 2000 członków zatrudnionych w zakładzie pracy,\u003C\u002Fp>\n\n\u003Cp>6)w niepełnym wymiarze godzin i wtedy może być ono udzielane większej\nliczbie pracowników, zgodnie z zasadami zawartymi w punktach\npoprzedzających.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>2.W celu pogodzenia korzystania z prawa do działalności związkowej z\nkoniecznością zagwarantowania normalnego przebiegu działalności\nprodukcyjnej, wniosek o zwolnienie na czas niezbędny do wykonania doraźnej\nczynności wynikającej z funkcji związkowej musi być przedstawiony Dyrekcji,\noprócz nie przewidzianych i wyjątkowych przypadków, z wyprzedzeniem 2-\ndniowym.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Aby móc skorzystać z przysługujących praw, uznaje się za niezbędne,\naby organizacje związkowe informowały Pracodawcę o dokonaniu wyboru na\nczłonka zarządu lub komisji rewizyjnej organizacji związkowej w zakładzie\npracy i poza, przekazując stosowne wyciągi uchwał \u002F protokołów\nzwiązkowych.\u003C\u002Fp>\n\n\u003Cp>4.Pracodawca dokonywać będzie zwrotu kosztów przejazdu na organizowane z\ninicjatywy Dyrekcji spotkania Stron Układu na trasie Bielsko-Biała Tychy, lub\nTychy Bielsko-Biała według zasad określonych odrębnie, nie więcej niż za\njeden przejazd dla każdej organizacji związkowej będącej Stroną\nUkładu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 117\u003C\u002Fh4>\n\n\u003Cp>Pracodawca zobowiązuje się przy naliczaniu wynagrodzeń pobierać od\npracowników będących członkami organizacji związkowych – tylko za zgodą\npracownika wyrażoną na piśmie - składki związkowe i przekazywać je,\nnajpóźniej w dniu wypłaty wynagrodzeń , na konta organizacji związkowych.\nWszelkich zmian w wykazie członków dokonuje upoważniony przedstawiciel\norganizacji związkowej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 118\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Organizacja związkowa ma prawo do nieskrępowanej korespondencji\nzwiązkowej z zachowaniem jej tajemnicy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 119\u003C\u002Fh4>\n\n\u003Cp>1.Za wyposażenie biur organizacji związkowych, zgromadzone środki,\nurządzenia i sprzęt techniczny w przypadku włamania do biura i zniszczenia,\nw przypadku pożaru lub innej klęski odpowiada Pracodawca.\u003C\u002Fp>\n\n\u003Cp>2.Przedstawiciele władz organizacji związkowej mają możliwość\nnieskrępowanego wnoszenia i wynoszenia z zakładu materiałów i narzędzi,\nbędących własnością organizacji związkowej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 120\u003C\u002Fh4>\n\n\u003Cp>Koszty postępowania mediacyjnego oraz koszty przeprowadzania koniecznych\nekspertyz w przypadku sporów zbiorowych ponosi Zakład pracy, jeżeli Strony\nnie postanowią inaczej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 121\u003C\u002Fh4>\n\n\u003Cp>Pracodawca zobowiązuje się do ochrony warunków pracy i płacy członka\nZarządu i Komisji Rewizyjnej organizacji związkowej w czasie trwania kadencji\ni rok po ustaniu kadencji.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>DZIAŁ XI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>POSTANOWIENIA KOŃCOWE\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 122\u003C\u002Fh4>\n\n\u003Cp>Układ zawiera się na czas nieokreślony.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 123\u003C\u002Fh4>\n\n\u003Cp>Zmiany do Układu wprowadza się w drodze protokołów dodatkowych do\nUkładu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 124\u003C\u002Fh4>\n\n\u003Cp>Układ rozwiązuje się:\u003C\u002Fp>\n\n\u003Cp>1)na podstawie zgodnego oświadczenia Stron,\u003C\u002Fp>\n\n\u003Cp>2)z upływem okresu wypowiedzenia dokonanego przez jedną ze Stron.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 125\u003C\u002Fh4>\n\n\u003Cp>Okres wypowiedzenia Układu wynosi 3 miesiące kalendarzowe, licząc od\npierwszego dnia następnego miesiąca od daty złożenia wypowiedzenia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 126\u003C\u002Fh4>\n\n\u003Cp>W przypadku rozwiązania lub wypowiedzenia Układu Strony przystąpią\nniezwłocznie do negocjacji treści nowego Układu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 127\u003C\u002Fh4>\n\n\u003Cp>Do czasu zawarcia nowego Układu obowiązuje Układ dotychczasowy, chyba że\nStrony oświadczą , iż nie zamierzają zawrzeć nowego Układu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 128\u003C\u002Fh4>\n\n\u003Cp>Strony Układu są zobowiązane do dokonywania oceny funkcjonowania Układu\nco najmniej raz w roku.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 129\u003C\u002Fh4>\n\n\u003Cp>Wszelkie wątpliwości na tle interpretacji treści i stosowania Układu\nwyjaśniane i rozstrzygane są przez Strony zawierające Układ.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 130\u003C\u002Fh4>\n\n\u003Cp>Pracodawca jest zobowiązany:\u003C\u002Fp>\n\n\u003Cp>1)zawiadomić pracowników o wejściu Układu w życie, o zmianach\ndotyczących Układu oraz o wypowiedzeniu i rozwiązaniu Układu,\u003C\u002Fp>\n\n\u003Cp>2)Dostarczyć organizacji związkowej niezbędną liczbę egzemplarzy\nUkładu,\u003C\u002Fp>\n\n\u003Cp>3)Na żądanie pracownika udostępnić do wglądu tekst Układu i wyjaśnić\njego treść.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 131\u003C\u002Fh4>\n\n\u003Cp>W sprawach nie uregulowanych w Układzie mają zastosowanie przepisy Kodeksu\npracy, przepisy wykonawcze do Kodeksu pracy oraz inne powszechnie\nobowiązujące przepisy prawa pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Art. 132\u003C\u002Fh4>\n\n\u003Cp>Układ wchodzi w życie od dnia jego zarejestrowania\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Integralną częścią Układu są załączniki:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>NR 1 – ZAKRES DZIAŁANIA I KOMPETENCJI KOMISJI BHP\u003C\u002Fp>\n\n\u003Cp>NR 2 – WYKAZ USŁUG MEDYCZNYCH\u003C\u002Fp>\n\n\u003Cp>NR 3 – REGULAMIN PRACY\u003C\u002Fp>\n\n\u003Cp>NR 4 – REGULAMIN PRACY W SYSTEMIE CZTEROBRYGADOWYM\u003C\u002Fp>\n\n\u003Cp>NR 5 – TABELA MINIMALNYCH PŁAC GWARANTOWANYCH\u003C\u002Fp>\n\n\u003Cp>NR 6 – ZASADY WYPŁATY PREMII MIESIĘCZNEJ\u003C\u002Fp>\n\n\u003Cp>NR 7 – NAGRODY JUBILEUSZOWE\u003C\u002Fp>\n\n\u003Cp>NR 8 – ZASADY I WARUNKI WYPŁATY ODPRAW EMERYTALNYCH I\u003C\u002Fp>\n\n\u003Cp>RENTOWYCH\u003C\u002Fp>\n\n\u003Cp>NR 9 – ZASADY I TRYB WYPŁATY PREMII URLOPOWEJ\u003C\u002Fp>\n\n\u003Cp>NR 10 – ZASADY OBLICZANIA I WYPŁATY EKWIWALENTU ZA PRANIE ODZIEŻY\u003C\u002Fp>\n\n\u003Cp>ROBOCZEJ\u003C\u002Fp>\n\n\u003Cp>NR 11 – REGULAMIN WYPŁATY PREMII EFEKTYWNOŚCIOWEJ\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"trainingprogrammes":44,"pensionfund":48,"contracttrial":52,"disabilitypay":56,"healthandsafetypolicy":60,"protectiveclothing":64,"healthandsafetytraining":68,"hivpolicy":72,"paidmaternityleave":76,"paidpaternityleave":79,"deathrelatives":83,"deathrelativestxt":85,"marriage":89,"marriagetxt":91,"discrimination":93,"hourspday_select":97,"hourspweek_select":101,"dayspweek_select":103,"MAXHOURS_trigger":105,"PAIDLEAV_trigger":109,"SCHEDULE_trigger":113,"bankholidays1":117,"TRADEUNLEAV_trigger":121,"newtech_trigger":125,"STRUCINCR_trigger":129,"ONCERISE_trigger":133,"NOCTPREM_trigger":137,"ANNLEAVE_trigger":141,"OVERTIME_trigger":145,"overtimeallowanceperc1_general":149,"SUNDAY_trigger":153,"SENIOR_trigger":156},{"bindId":45,"name":46,"text":47},"trainingprogrammes","1.Czas, w którym pracownik bierze udział","1.Czas, w którym pracownik bierze udział w szkoleniach, kursach\norganizowanych przez Spółkę wymaganych obowiązującym prawem, w tym\nszkoleniach bhp, p-poż, oraz szkoleniach wynikających ze zintegrowanego\nsystemu zarządzania jakością i środowiskiem pracy zalicza się do czasu\npracy.\n\n2.Za czas szkolenia bhp trwającego ponad obowiązujący pracownika wymiar\nczasu pracy przysługuje wynagrodzenie jak za godziny nadliczbowe.\n\n3.Działalność szkoleniowa Pracodawcy jest jednym z elementów działań\nmających zapewnić rozwój pracowników, przedsiębiorstwa i poprawę efektów\nekonomicznych.\n\n4.Głównym założeniem działalności szkoleniowej jest zapewnienie\nosiągnięcia następujących celów:",{"bindId":49,"name":50,"text":51},"pensionfund","5.Spółka deklaruje gotowość do podjęcia ","5.Spółka deklaruje gotowość do podjęcia działań sprzyjających\nutrzymaniu więzi z emerytami i rencistami byłymi pracownikami Delfo Polska\nS.A. Sposób realizacji tego artykułu zawnioskuje Komisja.",{"bindId":53,"name":54,"text":55},"contracttrial","2.Każda z wyżej wymienionych umów może b","2.Każda z wyżej wymienionych umów może być poprzedzona umową na czas\npróbny nie dłuższy niż 3 miesiące.",{"bindId":57,"name":58,"text":59},"disabilitypay","Art. 43 Pracownikowi, który uległ wypadk","Art. 43\n\nPracownikowi, który uległ wypadkowi przy pracy, lub zachorował na\nchorobę zawodową określoną w wykazie, o którym mowa w art. 237 § 1 pkt. 2\nKodeksu pracy, przysługują z tego tytułu świadczenia określone w\nobowiązujących przepisach.",{"bindId":61,"name":62,"text":63},"healthandsafetypolicy","WARUNKI PRACY WARUNKI BHP Art. 27 Pracod","WARUNKI PRACY\n\nWARUNKI BHP\n\n\n\n\n\nArt. 27\n\nPracodawca jest zobowiązany do zapewnienia pracownikom bezpiecznych i\nhigienicznych warunków pracy w oparciu o najnowsze zdobycze techniki, a\nwięc:\n\n1) znać i stosować aktualne przepisy oraz zasady bezpieczeństwa i higieny\npracy,\n\n2)zatrudniać służbę bezpieczeństwa i higieny pracy jako organ doradczy,\nwykonawczy\n\ni kontrolny w zakresie bezpieczeństwa i higieny pracy,\n\n3) organizować pracę w sposób zapewniający bezpieczne i higieniczne\nwarunki pracy,\n\n4)wprowadzać i przestrzegać technologie zapewniające bezpieczne i\nhigieniczne\n\nwarunki pracy.",{"bindId":65,"name":66,"text":67},"protectiveclothing","11) bezpłatnego dostarczania pracownikom","11) bezpłatnego dostarczania pracownikom odzieży roboczej i ochronnej,\nobuwia roboczego oraz środków ochrony indywidualnej, chroniących przed\ndziałaniem niebezpiecznych i szkodliwych dla zdrowia czynników\nwystępujących w środowisku pracy, zgodnie z obowiązującą u Pracodawcy\ntabelą norm opracowaną przez Komisję BHP,",{"bindId":69,"name":70,"text":71},"healthandsafetytraining","Art. 29 Pracownik jest zobowiązany do pr","Art. 29\n\nPracownik jest zobowiązany do przestrzegania przepisów i zasad\nbezpieczeństwa i higieny pracy, tj.:\n\n1)znać i stosować aktualnie obowiązujące przepisy i zasady BHP oraz\nbrać udział w szkoleniach BHP i poddawać się egzaminom sprawdzającym,\n\n2)wykonywać prace w sposób zgodny z przepisami oraz przestrzegać\nwydawanych w tym zakresie wskazówek i poleceń przełożonych,\n\n3)dbać o należyty stan maszyn, urządzeń i sprzętu oraz utrzymywać ład\ni porządek w miejscu pracy,\n\n4)stosować zgodnie z przeznaczeniem odzież roboczą i środki ochrony\nindywidualnej (odzież ochronną i sprzęt ochronny),\n\n5)poddawać się badaniom lekarskim, wstępnym, okresowym i kontrolnym,\n\n6)zawiadamiać niezwłocznie przełożonych o zauważonym w zakładzie\nwypadku przy pracy albo zagrożeniu dla zdrowia lub życia ludzkiego,\n\n7)zgłaszać natychmiast wszystkie urazy doznane w godzinach pracy oraz\nzauważone zagrożenie wypadkowe do bezpośredniego przełożonego.",{"bindId":73,"name":74,"text":75},"hivpolicy","5)poddawać się badaniom lekarskim, wstęp","5)poddawać się badaniom lekarskim, wstępnym, okresowym i kontrolnym,",{"bindId":77,"name":78,"text":78},"paidmaternityleave","4) urlopu macierzyńskiego.",{"bindId":80,"name":81,"text":82},"paidpaternityleave","1) 3 dni – w razie ślubu pracownika lub ","1) 3 dni – w razie ślubu pracownika lub urodzenia się jego dziecka albo\nzgonu i pogrzebu małżonka pracownika lub jego dziecka, matki ojca, ojczyma\nlub macochy,",{"bindId":84,"name":81,"text":82},"deathrelatives",{"bindId":86,"name":87,"text":88},"deathrelativestxt","2) 2 dni – w razie ślubu dziecka pracown","2) 2 dni – w razie ślubu dziecka pracownika albo zgonu i pogrzebu jego\nsiostry, brata, teściowej, teścia, babci, dziadka, a także innej osoby\npozostającej na utrzymaniu pracownika lub pod jego bezpośrednią opieką,",{"bindId":90,"name":81,"text":82},"marriage",{"bindId":92,"name":87,"text":88},"marriagetxt",{"bindId":94,"name":95,"text":96},"discrimination","Art. 111 Pracodawca zobowiązuje się do n","Art. 111\n\nPracodawca zobowiązuje się do nie podejmowania żadnych działań\nrestrykcyjnych i dyskryminujących w stosunku do pracowników z tytułu\nprzynależności związkowej i działalności w charakterze przedstawicieli\nzwiązkowych.",{"bindId":98,"name":99,"text":100},"hourspday_select","1.Czas pracy nie może przekraczać 8 godz","1.Czas pracy nie może przekraczać 8 godzin na dobę i przeciętnie 40\ngodzin na tydzień w przyjętym okresie rozliczeniowym, nie przekraczającym 3\nmiesięcy, z zastrzeżeniem przepisów art. 129 4 ,132 § 2 i 4 kodeksu pracy.\nNa rok 2003 przyjmuje się czteromiesięczny okres rozliczeniowy. Dni robocze\nobejmują okres od poniedziałku do piątku.",{"bindId":102,"name":99,"text":100},"hourspweek_select",{"bindId":104,"name":99,"text":100},"dayspweek_select",{"bindId":106,"name":107,"text":108},"MAXHOURS_trigger","Praca wykonywana powyżej wymiaru określo","Praca wykonywana powyżej wymiaru określonego, w art. 6 traktowana jest\njako praca w godzinach nadliczbowych, jeżeli przepisy szczególne nie\nstanowią inaczej. Łączna ilość godzin nadliczbowych przepracowanych w\nzwiązku z okolicznościami, o których mowa w art. 151§ 1 pkt.2. kp, w\nodniesieniu do poszczególnego pracownika nie może przekraczać 380 godzin, z\nzastrzeżeniem, że tygodniowy czas pracy z uwzględnieniem godzin\nnadliczbowych nie może przekroczyć przeciętnie 48 godzin w przyjętym\nokresie rozliczeniowym.",{"bindId":110,"name":111,"text":112},"PAIDLEAV_trigger","1.20 dni- jeżeli pracownik jest zatrudni","1.20 dni- jeżeli pracownik jest zatrudniony krócej niż 10 lat,",{"bindId":114,"name":115,"text":116},"SCHEDULE_trigger","Art. 35 Pracodawca zobowiązany jest zagw","Art. 35\n\nPracodawca zobowiązany jest zagwarantować higieniczne i estetyczne warunki\ndo spożywania posiłków oraz do odpoczynku w czasie przerw w pracy i wydawać\nw okresie przerwy śniadaniowej herbatę dla pracowników fizycznych w\njednostkach produkcyjnych.",{"bindId":118,"name":119,"text":120},"bankholidays1","2.Dodatek, o którym mowa w ust.1, nie pr","2.Dodatek, o którym mowa w ust.1, nie przysługuje za pracę w niedzielę w\nnormalnym czasie pracy, jeżeli pracownikowi udzielono innego dnia wolnego od\npracy w tygodniu. Dotyczy to także pracy w dni wolne od pracy i w święto.\nGdy praca ta przekraczała normalny wymiar czasu pracy, wówczas dzień wolny\nod pracy stanowi tylko rekompensatę za ten wymiar, a za ewentualną nadwyżkę\n(ponad wymiar) pracownik powinien otrzymać albo normalne wynagrodzenie wraz ze\n100% dodatkiem, albo – na jego wniosek – dodatkowy czas wolny od pracy.",{"bindId":122,"name":123,"text":124},"TRADEUNLEAV_trigger","2.W celu pogodzenia korzystania z prawa ","2.W celu pogodzenia korzystania z prawa do działalności związkowej z\nkoniecznością zagwarantowania normalnego przebiegu działalności\nprodukcyjnej, wniosek o zwolnienie na czas niezbędny do wykonania doraźnej\nczynności wynikającej z funkcji związkowej musi być przedstawiony Dyrekcji,\noprócz nie przewidzianych i wyjątkowych przypadków, z wyprzedzeniem 2-\ndniowym.",{"bindId":126,"name":127,"text":128},"newtech_trigger","Art. 27 Pracodawca jest zobowiązany do z","Art. 27\n\nPracodawca jest zobowiązany do zapewnienia pracownikom bezpiecznych i\nhigienicznych warunków pracy w oparciu o najnowsze zdobycze techniki, a\nwięc:\n\n1) znać i stosować aktualne przepisy oraz zasady bezpieczeństwa i higieny\npracy,\n\n2)zatrudniać służbę bezpieczeństwa i higieny pracy jako organ doradczy,\nwykonawczy\n\ni kontrolny w zakresie bezpieczeństwa i higieny pracy,\n\n3) organizować pracę w sposób zapewniający bezpieczne i higieniczne\nwarunki pracy,\n\n4)wprowadzać i przestrzegać technologie zapewniające bezpieczne i\nhigieniczne\n\nwarunki pracy.",{"bindId":130,"name":131,"text":132},"STRUCINCR_trigger","1.Strony Układu zobowiązane są zawrzeć, ","1.Strony Układu zobowiązane są zawrzeć, co najmniej raz w roku, ( do\nkońca I kwartału danego roku) porozumienie określające przeciętny\nmiesięczny przyrost wynagrodzeń na dany rok kalendarzowy w zakładzie pracy\noraz wynikające z tego wskaźnika szczegółowe zasady podwyżek wynagrodzeń\nw danym roku kalendarzowym.",{"bindId":134,"name":135,"text":136},"ONCERISE_trigger","Art. 85 Pracodawca zobowiązuje się do co","Art. 85\n\nPracodawca zobowiązuje się do corocznego wypłacania:\n\n1)premii urlopowej - zasady jej naliczania i wypłacania określa\nzałącznik nr 9,\n\n2)nagrody z okazji Świąt Bożego Narodzenia, której wysokość ustalać\nbędzie Dyrekcja Spółki w porozumieniu z organizacjami związkowymi,\n\n3)premii efektywnościowej, której wysokość i zasady naliczania określa\nzałącznik nr 11.",{"bindId":138,"name":139,"text":140},"NOCTPREM_trigger","Art. 78 1.Pracownikom pracującym w porze","Art. 78\n\n1.Pracownikom pracującym w porze nocnej za każdą godzinę pracy\nprzysługuje dodatkowe wynagrodzenie w wysokości 1,75 zł– jednakże nie\nmniej niż 20% stawki godzinowej wynikającej z minimalnego wynagrodzenia.\n\n2.Przez czas przepracowany w porze nocnej rozumie się w Spółce czas od\ngodziny 2200 do 600 rano w zakładzie w Tychach i od godziny 2230 do 630 rano w\nzakładzie w Kielcach.",{"bindId":142,"name":143,"text":144},"ANNLEAVE_trigger","1)premii urlopowej - zasady jej naliczan","1)premii urlopowej - zasady jej naliczania i wypłacania określa\nzałącznik nr 9,",{"bindId":146,"name":147,"text":148},"OVERTIME_trigger","1.Za pracę w godzinach nadliczbowych, op","1.Za pracę w godzinach nadliczbowych, oprócz normalnego wynagrodzenia,\nprzysługują dodatki w następujących wysokościach:",{"bindId":150,"name":151,"text":152},"overtimeallowanceperc1_general","1)50 % godzinowej stawki wynikającej z o","1)50 % godzinowej stawki wynikającej z osobistego zaszeregowania za pracę\nw dwóch pierwszych godzinach nadliczbowych w dni robocze.",{"bindId":154,"name":119,"text":155},"SUNDAY_trigger","2.Dodatek, o którym mowa w ust.1, nie przysługuje za pracę w niedzielę w\nnormalnym czasie pracy, jeżeli pracownikowi udzielono innego dnia wolnego od\npracy w tygodniu. Dotyczy to także pracy w dni wolne od pracy i w święto.\nGdy praca ta przekraczała normalny wymiar czasu pracy, wówczas dzień wolny\nod pracy stanowi tylko rekompensatę za ten wymiar, a za ewentualną nadwyżkę\n(ponad wymiar) pracownik powinien otrzymać albo normalne wynagrodzenie wraz ze\n100% dodatkiem, albo – na jego wniosek – dodatkowy czas wolny od pracy.\n\n3.Kierownicy wyodrębnionych komórek organizacyjnych Spółki, za\nwyjątkiem mistrzów\u002F kierowników zespołu technologicznego, wykonują, w\nrazie konieczności, pracę poza normalnymi godzinami pracy bez prawa do\noddzielnego wynagrodzenia z tytułu pracy w godzinach nadliczbowych.\nPracownikom tym, przysługuje jednak prawo do oddzielnego wynagrodzenia z\ntytułu pracy wykonanej na polecenie pracodawcy w godzinach nadliczbowych\nprzypadających w niedzielę, święto lub w dniu wolnym od pracy, jeżeli za\npracę w tym dniu nie otrzymali innego dnia wolnego od pracy.",{"bindId":157,"name":158,"text":159},"SENIOR_trigger","INNE ŚWIADCZENIA Art. 81 1.Pracownikowi ","INNE ŚWIADCZENIA\n\nArt. 81\n\n1.Pracownikowi po 5 latach pracy w Spółce przysługuje dodatek za staż\npracy.\n\n2.Dodatek wzrasta za każdy następny rok pracy do osiągnięcia kwoty\ndodatku przewidzianej dla stażu pracy po 14 latach.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZAKŁADOWY UKŁAD ZBIOROWY PRACY TYCHY - MAJ 2000 - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Data rozpoczęcia: → 2018-10-25\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Data końcowa: → Nieokreślony\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nazwa sektora przemysłu: → Ochrona, sprzątanie, prace wykonywane w domu\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nazwa sektora przemysłu: → Działalność ochroniarska w zakresie obsługi systemów bezpieczeństwa  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sektor publiczny \u002F prywatny: → W sektorze prywatnym\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Zawarta przez:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Nazwy stowarzyszeń: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nazwy związków zawodowych: → \n\n                \n                    \n                    \u003Cspan>\n                        NSZZ - Solidarity Independent and Self-Governing Trade Union, WZZ - Wolny Związek Zawodowy \"Sierpień 80\"\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">UBEZPIECZENIE SPOŁECZNE I EMERYTURY\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Pracodawca dopłaca do funduszu emerytalnego dla pracowników: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Pracodawca dopłaca do funduszu rentowego dla pracowników: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Pracodawca dopłaca do pracowniczego funduszu dla bezrobotnych: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">SZKOLENIA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programy szkoleniowe: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Praktyki zawodowe: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Pracodawca dopłaca do funduszu szkoleniowego dla pracowników: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">CHOROBY I NIEPEŁNOSPRAWNOŚĆ\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Przepisy dotyczące powrotu do pracy po długotrwałej chorobie, np. leczeniu raka: → Nie\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Płatny urlop menstruacyjny: → Nie\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Wynagrodzenie w przypadku niepełnosprawności spowodowanej wypadkiem przy pracy: → Tak\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ZDROWIE, BEZPIECZEŃSTWO I POMOC MEDYCZNA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Uzgodniona pomoc medyczna: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Uzgodniona pomoc medyczna dla rodziny: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Uzgodniona wysokość składki na ubezpieczenie zdrowotne: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Uzgodnione ubezpieczenie zdrowotne dla rodziny: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Uzgodniony program zdrowotny i program bezpieczeństwa pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Uzgodnione szkolenie dotyczące bezpieczeństwa i higieny pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Zapewniona odzież ochronna: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regularne lub coroczne badania medyczne lub wizyty u lekarza zapewnione przez pracodawcę: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitorowanie mięśniowo-szkieletowych zmian podczas pracy na stanowiskach pracy, ryzyka i \u002F lub wpływem pracy na stan zdrowia: → Professional risks, The relationship between work and health\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Pomoc w czynnościach pogrzebowych: → Nie\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">USTALENIA DOTYCZĄCE PRACY I RODZINY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Płatny urlop macierzyński: → -9 tygodnie\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Ryzyko utraty pracy po urlopie macierzyńskim: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Zakaz dyskryminacji związanej z macierzyństwem: → Nie\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Zakaz zobowiązywania pracownic w ciąży lub karmiących piersią do wykonywania niebezpiecznych lub zagrażających zdrowiu prac: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Ocena ryzyka związanego ze stanowiskiem pracy dla bezpieczeństwa i zdrowia kobiet w ciąży lub karmiących piersią: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Możliwość wykonywania czynności zastępczych w miejsce prac niebezpiecznych lub zagrażających zdrowiu dla pracownic w ciąży lub karmiących piersią: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Czas wolny na prenatalne badania lekarskie: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Zakaz przesiewowych badań prenatalnych przed uregulowaniem stosunku zatrudnienia: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Zakaz przesiewowych badań prenatalnych przed awansem: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Udogodnienia dla matek karmiących piersią: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Zapewnianie przez pracodawcę placówek opieki nad dziećmi: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Placówki opieki nad dziećmi dotowane przez pracodawcę: → Nie\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Czesne \u002F dotacja na edukację dzieci: → Nie\u003C\u002Fdiv>\n   \n            \n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Płatny urlop tacierzyński \u002F ojcowski: → 3 dni\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Długość urlopu w przypadku śmierci bliskiej osoby: → 3 dni\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">KWESTIE ZWIĄZANE Z RÓWNOUPRAWNIENIEM\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Równa płaca za tę samą pracę: → Nie\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Klauzule dotyczące dyskryminacji w miejscu pracy: → Tak\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Równe szanse awansu dla kobiet i mężczyzn: → Nie\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Równe szanse na szkolenia i programy przekwalifikujące dla kobiet i mężczyzn: → Nie\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Równouprawnienie dotyczące stanowiska reprezentanta związku zawodowego w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Klauzule dotyczące molestowania seksualnego w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Klauzule dotyczące przemocy w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Specjalny urlop dla pracowników narażonych na przemoc ze strony swoich partnerów: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Wsparcie dla pracownic z niepełnosprawnościami: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitorowanie równości płci: → Nie\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">UMOWY O PRACĘ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Czas trwania okresu próbnego: → 90 dni\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Pracownicy zatrudnieni w niepełnym wymiarze godzin wyłączeni z jakichkolwiek świadczeń: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Przepisy dotyczące pracowników tymczasowych: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Praktykanci wyłączeni z jakichkolwiek postanowień: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Drobne prace \u002F prace dla studentów wyłączone z jakichkolwiek postanowień: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">GODZINY PRACY, HARMONOGRAMY I ŚWIĘTA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Liczba godzin pracy dziennie: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Liczba godzin pracy tygodniowo: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Liczba dni pracy w tygodniu: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maksymalna liczba godzin nadliczbowych: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Coroczny płatny urlop: → 20.0 dni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Coroczny płatny urlop: → 4.0 tygodnie\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Stałe dni liczące się do całorocznego płatnego urlopu: → 1.0 dni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Ustalony co najmniej jeden dzień wypoczynku tygodniowo: → Tak\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Płatny urlop na działalność związkową: → -9.0 dni\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Przepisy dotyczące elastycznych form pracy: → Nie\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WYNAGRODZENIA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wynagrodzenia ustala się za pomocą skali płac: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Dostosowywanie do rosnących kosztów utrzymania: → \u003C\u002Fdiv>\n\n            \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                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Jednorazowe dodatkowe wynagrodzenie za wyniki firmy: → Nie\u003C\u002Fdiv>\n                \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: → Nie\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Dodatkowe wynagrodzenie za roczny urlop\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premia za nadgodziny\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Dodatek za staż pracy\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Dodatek za staż pracy po: → 5 lata pracy\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Bony żywnościowe\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Zapewnienie dodatków na wyżywienie: → Nie\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Bezpłatna pomoc prawna: → Nie\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[165],{"title":37,"slug":33},[167],{"type":168,"data":169},"call_to_action_body_block",{"title":170,"description":171,"variant":172,"link":173},"Porównaj umowy zbiorowe","Porównaj teksty umów zbiorowych z Polski między wszystkimi sektorami, tematami i krajami","dark",{"title":170,"url":174,"description":170,"rel":175,"type":176},"\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002Fporownaj-umowy-zbiorowe","follow","internal",[178],{"type":168,"data":179},{"title":170,"description":171,"variant":172,"link":180},{"title":170,"url":174,"description":170,"rel":175,"type":176},[],{"title":17,"seo_title":183,"description":7,"path":184,"redirect_url":7,"locale":18,"children":185},"WageIndicator Polska: Wynagrodzenia, płaca minimalna","\u002Fpl-pl",[186,269,298],{"title":20,"seo_title":187,"description":7,"path":188,"redirect_url":7,"locale":18,"children":189},"Praca w Polsce: Wynagrodzenia, płaca minimalna, warunki","\u002Fpl-pl\u002Fpraca-w-polsce",[190,194,198,216,265],{"title":191,"seo_title":191,"description":7,"path":192,"redirect_url":7,"locale":18,"children":193},"Płaca minimalna","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fplaca-minimalna",[],{"title":195,"seo_title":195,"description":7,"path":196,"redirect_url":7,"locale":18,"children":197},"Płaca wystarczająca na utrzymanie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fplaca-wystarczajaca-na-utrzymanie",[],{"title":199,"seo_title":8,"description":7,"path":200,"redirect_url":7,"locale":18,"children":201},"Wynagrodzenie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie",[202,207,212],{"title":203,"seo_title":204,"description":7,"path":205,"redirect_url":7,"locale":18,"children":206},"Sprawdź wynagrodzenie","Porównaj Zarobki","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fsprawdz",[],{"title":208,"seo_title":209,"description":7,"path":210,"redirect_url":7,"locale":18,"children":211},"Ankieta wynagrodzeń","Krótki Kwestionariusz Pracownika","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fankieta",[],{"title":213,"seo_title":213,"description":7,"path":214,"redirect_url":7,"locale":18,"children":215},"Wynagrodzenia V.I.P.ów","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fvip",[],{"title":217,"seo_title":218,"description":7,"path":219,"redirect_url":7,"locale":18,"children":220},"Prawo pracy","Prawo pracy: Umowy, płace, prawa prac.","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy",[221,225,229,233,237,241,245,249,253,257,261],{"title":222,"seo_title":8,"description":7,"path":223,"redirect_url":7,"locale":18,"children":224},"Zatrudnienie i Zarobki","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fzatrudnienie-i-zarobki",[],{"title":226,"seo_title":8,"description":7,"path":227,"redirect_url":7,"locale":18,"children":228},"Wynagrodzenie i czas pracy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fwynagrodzenie-i-czas-pracy",[],{"title":230,"seo_title":8,"description":7,"path":231,"redirect_url":7,"locale":18,"children":232},"Urlop Wypoczynkowy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Furlop-wypoczynkowy",[],{"title":234,"seo_title":8,"description":7,"path":235,"redirect_url":7,"locale":18,"children":236},"Umowy i zwolnienia","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fumowy-i-zwolnienia",[],{"title":238,"seo_title":8,"description":7,"path":239,"redirect_url":7,"locale":18,"children":240},"Obowiązki Rodzinne","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fobowiazki-rodzinne",[],{"title":242,"seo_title":8,"description":7,"path":243,"redirect_url":7,"locale":18,"children":244},"Macierzyństwo i Praca","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fmacierzynstwo-i-praca",[],{"title":246,"seo_title":8,"description":7,"path":247,"redirect_url":7,"locale":18,"children":248},"Zdrowie i Bezpieczeństwo Pracy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fzdrowie-i-bezpieczenstwo-pracy",[],{"title":250,"seo_title":8,"description":7,"path":251,"redirect_url":7,"locale":18,"children":252},"Praca i Niezdolność do Pracy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fpraca-i-niezdolnosc-do-pracy",[],{"title":254,"seo_title":8,"description":7,"path":255,"redirect_url":7,"locale":18,"children":256},"Świadczenia z Ubezpieczenia Społecznego","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fswiadczenia-z-ubezpieczenia-spolecznego",[],{"title":258,"seo_title":8,"description":7,"path":259,"redirect_url":7,"locale":18,"children":260},"Równe Traktowanie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Frowne-traktowanie",[],{"title":262,"seo_title":8,"description":7,"path":263,"redirect_url":7,"locale":18,"children":264},"Związki Zawodowe","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fzwiazki-zawodowe",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":18,"children":266},[267],{"title":170,"seo_title":8,"description":7,"path":174,"redirect_url":7,"locale":18,"children":268},[],{"title":270,"seo_title":8,"description":7,"path":271,"redirect_url":7,"locale":18,"children":272},"Czym się zajmujemy","\u002Fpl-pl\u002Fczym-sie-zajmujemy",[273,277,283,288,293],{"title":274,"seo_title":8,"description":7,"path":275,"redirect_url":7,"locale":18,"children":276},"Dane i 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