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Z O.O. 2021","POL Michelin Polska Sp. z o.o - 2013","Poland - POL Michelin Polska Sp. z o.o - 2013","POL Michelin Polska Sp. z o.o - 2013 - Przetwórstwo przemysłowe",{"name":39,"data":40},"zuzp-michelin-wydanie-maj-2021.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New11\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>ZAKŁADOWY UKŁAD ZBIOROWY PRACY\u003C\u002Fh1>\n\n\u003Ch1>WMICHELIN POLSKA SP. Z O.O.\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>WYDANIE MAJ2021\u003C\u002Fp>\n\n\u003Cp>Zakładowy Układ Zbiorowy Pracy\u003C\u002Fp>\n\n\u003Cp>w MICHELIN POLSKA Sp. z o.o.\u003C\u002Fp>\n\n\u003Cp>zawarły w dniu 4 czerwca 2013 roku\u003C\u002Fp>\n\n\u003Cp>tekst ujednolicony uwzględniający zmiany wprowadzone protokołem\ndodatkowym nr 3 z dnia 22 stycznia 2021 roku\u003C\u002Fp>\n\n\u003Cp>pomiędzy:\u003C\u002Fp>\n\n\u003Cp>MICHELIN POLSKA Sp z o o\u003C\u002Fp>\n\n\u003Cp>z siedzibą w Olsztynie, ul Leonharda 9. reprezentowaną przez Serwis\nPersonalny.\u003C\u002Fp>\n\n\u003Cp>a związkami zawodowymi działając\u002Fmi w firmie, reprezentowanymi przez\u003C\u002Fp>\n\n\u003Cp>Niezależny SamorządnyMiędzyzakładowy Związek Zawodowy\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>Związek Zawodowy.CHEMIK\" p-zy MICHELIN POLSKA SA\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Solidarność\u003C\u002Fp>\n\n\u003Cp>Komisja Międzyzakładowa\u003C\u002Fp>\n\n\u003Cp>MICHELIN POLSKA SA.\u003C\u002Fp>\n\n\u003Cp>Podpisy stron\u003C\u002Fp>\n\n\u003Ch3>\u003Cstrong>Spis treści\u003C\u002Fstrong>\u003C\u002Fh3>\n\n\u003Cp>Rozdział I - Postanowienia ogólne5\u003C\u002Fp>\n\n\u003Cp>Rozdział II - Stosunek pracy 6\u003C\u002Fp>\n\n\u003Cp>•Nawiązywanie stosunkupracy 6\u003C\u002Fp>\n\n\u003Cp>•Rozwiązywanie stosunku pracy 7\u003C\u002Fp>\n\n\u003Cp>•Czas pracy 8\u003C\u002Fp>\n\n\u003Cp>•Urlopy 8\u003C\u002Fp>\n\n\u003Cp>Rozdział III - Zasady zaszeregowania pracowników 9\u003C\u002Fp>\n\n\u003Cp>Rozdział IV - Wynagrodzenie za pracę 10\u003C\u002Fp>\n\n\u003Cp>•Zasady kształtowania funduszu wynagrodzeń 10\u003C\u002Fp>\n\n\u003Cp>•Zasady wynagradzania pracowników 11\u003C\u002Fp>\n\n\u003Cp>Rozdział V - Dodatki do wynagrodzenia 13\u003C\u002Fp>\n\n\u003Cp>Rozdział VI - Zakładowy Fundusz Świadczeń Socjalnych 16\u003C\u002Fp>\n\n\u003Cp>Rozdział VII - Warunki pracy i uprawnienia stanowiskowe 17\u003C\u002Fp>\n\n\u003Cp>•Posiłki i napoje 17\u003C\u002Fp>\n\n\u003Cp>•Ochrona zdrowia i opieka lekarska 18\u003C\u002Fp>\n\n\u003Cp>•Odzież robocza, sprzęt ochrony osobistej i środki czystości 19\u003C\u002Fp>\n\n\u003Cp>Rozdział VIII - Prawa związkowe 19\u003C\u002Fp>\n\n\u003Cp>Rozdział IX - Dodatkowe gratyfikacje 21\u003C\u002Fp>\n\n\u003Cp>Rozdział X - Postanowienia przejściowe 23\u003C\u002Fp>\n\n\u003Cp>Rozdział XI - Postanowienia końcowe 23\u003C\u002Fp>\n\n\u003Cp>Załączniki\u003C\u002Fp>\n\n\u003Cp>Załącznik nr 1 tabele płac 25\u003C\u002Fp>\n\n\u003Cp>Załącznik nr 2 zasady stosowania premii zmiennych 26\u003C\u002Fp>\n\n\u003Cp>Załącznik nr 3 wysokość dodatków do wynagrodzenia za pracę 26\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ I\u003C\u002Fh2>\n\n\u003Ch2>POSTANOWIENIA OGÓLNE\u003C\u002Fh2>\n\n\u003Ch3>Art. 1\u003C\u002Fh3>\n\n\u003Cp>§1. Zakładowy Układ Zbiorowy Pracy, zwany dalej Układem lub ZUZP,\nzawierany jest na czas nieokreślony.\u003C\u002Fp>\n\n\u003Cp>§2. Układ obejmuje swoimi postanowieniami wszystkich pracowników MICHELIN\nPOLSKA Sp. z o.o., z wyłączeniem;\u003C\u002Fp>\n\n\u003Cp>§1osób zarządzających zakładem w imieniu pracodawcy, w rozumieniu\nprzepisów Kodeksu pracy,\u003C\u002Fp>\n\n\u003Cp>§2osób zarządzających zakładem pracy na innej podstawie niż stosunek\npracy, np. w ramach umowy zlecenia lub umowy o zarządzanie.\u003C\u002Fp>\n\n\u003Cp>Pracownikami zarządzającymi w imieniu pracodawcy zakładem pracy są osoby\nkierujące jednoosobowo zakładem pracy i ich zastępcy lub pracownicy\nwchodzący w skład kolegialnego organu zarządzającego zakładem pracy.\u003C\u002Fp>\n\n\u003Cp>§3. Na podstawie odrębnych zasad ustalane jest wynagrodzenie\nnastępujących pracowników:\u003C\u002Fp>\n\n\u003Cp>-członków Zarządu oraz Dyrekcji Spółki,\u003C\u002Fp>\n\n\u003Cp>-zatrudnionych poza siedzibą Spółki.\u003C\u002Fp>\n\n\u003Cp>§4. Zasady i wysokość wynagrodzeń pracowników, o których mowa w § 3,\nustala Zarząd Spółki lub inne uprawnione do tego organy Spółki.\u003C\u002Fp>\n\n\u003Cp>O ile to leży w interesie Spółki, uprawnienia Zarządu mogą mieć\nzastosowanie wobec innych pracowników, mających strategiczny lub decydujący\nwpływ na wyniki Spółki i zajmujących stanowiska powyżej poziomu L.\nUprawnienia te odnoszą się tylko do zasad wynagradzania, które będą\nregulowane w umowach indywidualnych.\u003C\u002Fp>\n\n\u003Cp>§5. Pracownicy, o których mowa w § 3, są objęci w pełnym zakresie\nwszystkimi innymi postanowieniami niniejszego Układu, w tym dotyczącymi\nsystemów pracy, 13- tej pensji, i Zakładowego Funduszu Świadczeń\nSocjalnych, o ile nie zostało to inaczej określono w umowie o pracę.\u003C\u002Fp>\n\n\u003Cp>§6. Za pracodawcę czynności z zakresu prawa pracy w rozumieniu art. 31 §\n1 Kodeksu pracy wykonują w ramach ustalonych kompetencji wyznaczone osoby, a w\ntym w szczególności Dyrektor Personalny i Partnerzy ds. Rozwoju.\u003C\u002Fp>\n\n\u003Cp>§7. Postanowienia niniejszego Układu dotyczą wyłącznie osób\nzatrudnionych w Spółce na podstawie umowy o pracę.\u003C\u002Fp>\n\n\u003Ch3>Art. 2\u003C\u002Fh3>\n\n\u003Cp>Ilekroć w Układzie jest mowa o:\u003C\u002Fp>\n\n\u003Cp>1)Spółce, pracodawcy lub zakładzie - rozumie się przez to spółkę\nMICHELIN POLSKA Sp. z o.o. oraz wszystkich poprzedników prawnych tej\nSpółki,\u003C\u002Fp>\n\n\u003Cp>2)wynagrodzeniu minimalnym - rozumie się przez to minimalne wynagrodzenie\nza pracę określone we właściwych przepisach,\u003C\u002Fp>\n\n\u003Cp>3)zakładowej organizacji związkowej - rozumie się przez to wszystkie\nzwiązki zawodowe działające na terenie MICHELIN POLSKA Sp. z o.o.,\u003C\u002Fp>\n\n\u003Cp>4)Funduszu - rozumie się przez to Zakładowy Fundusz Świadczeń\nSocjalnych.\u003C\u002Fp>\n\n\u003Cp>5)wynagrodzeniu zasadniczym - rozumie się przez to wynagrodzenie\nwynikające ze stawki osobistego zaszeregowania pracownika.\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ II\u003C\u002Fh2>\n\n\u003Ch2>STOSUNEK PRACY\u003C\u002Fh2>\n\n\u003Ch2>NAWIĄZYWANIE STOSUNKU PRACY\u003C\u002Fh2>\n\n\u003Ch3>Art. 3\u003C\u002Fh3>\n\n\u003Cp>§1. Umowa o pracę określa strony umowy, rodzaj umowy, datę jej zawarcia\noraz warunki pracy i płacy, w szczególności:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-rodzaj pracy określony nazwą stanowiska,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-miejsce wykonywania pracy,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-termin rozpoczęcia pracy,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-wymiar czasu pracy,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-wynagrodzenie odpowiadające rodzajowi pracy, ze\nwskazaniem składników wynagrodzenia.\u003C\u002Fp>\n\n\u003Cp>§2. Umowa o pracę może zawierać klauzulę: “warunki pracy i płacy nie\nwpisane w treść umowy reguluje ZUZP i przepisy prawa pracy”.\u003C\u002Fp>\n\n\u003Cp>§3. Umowę o pracę zawiera się na piśmie. Jeżeli umowa o pracę nie\nzostała zawarta z zachowaniem formy pisemnej, pracodawca przed dopuszczeniem\npracownika do pracy potwierdza pracownikowi na piśmie ustalenia co do stron\numowy, rodzaju umowy oraz jej warunków. Zmiana warunków umowy o pracę wymaga\nformy pisemnej.\u003C\u002Fp>\n\n\u003Cp>§4. Pracodawca informuje pracownika na piśmie, nie później niż w ciągu\n7 dni od dnia zawarcia umowy o pracę, o obowiązującej dobowej i tygodniowej\nnormie czasu pracy, częstotliwości wypłaty wynagrodzenia za pracę, urlopie\nwypoczynkowym oraz długości okresu wypowiedzenia umowy.\u003C\u002Fp>\n\n\u003Cp>§5. Umowę o pracę zawiera się na:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-czas określony,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-czas nieokreślony.\u003C\u002Fp>\n\n\u003Cp>§6. Każda z umów, o których mowa w § 5, może być poprzedzona umową o\npracę na okres próbny, nieprzekraczający 3 miesięcy.\u003C\u002Fp>\n\n\u003Ch3>\u003Cstrong>ROZWIĄZYWANIE STOSUNKU PRACY\u003C\u002Fstrong>\u003C\u002Fh3>\n\n\u003Ch3>Art. 4\u003C\u002Fh3>\n\n\u003Cp>§1. Umowa o pracę rozwiązuje się:\u003C\u002Fp>\n\n\u003Cp>-z upływem czasu, na który była zawarta,\u003C\u002Fp>\n\n\u003Cp>-na mocy porozumienia stron,\u003C\u002Fp>\n\n\u003Cp>-przez oświadczenie jednej ze stron z zachowaniem okresu wypowiedzenia\n(rozwiązanie umowy o pracę za wypowiedzeniem),\u003C\u002Fp>\n\n\u003Cp>-przez oświadczenie jednej ze stron bez zachowania okresu wypowiedzenia\n(rozwiązanie umowy o pracę bez wypowiedzenia).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">§2. Umowa o pracę na okres próbny rozwiązuje się z upływem tego\nokresu, a przed jego upływem może być rozwiązana za wypowiedzeniem.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>§3. Pracodawca, w przypadkach określonych prawem, konsultuje z zakładową\norganizacją związkową zamiar rozwiązania umowy z pracownikiem.\u003C\u002Fp>\n\n\u003Ch3>Art. 5\u003C\u002Fh3>\n\n\u003Cp>§1. Okresy wypowiedzenia umowy o pracę reguluje Kodeks pracy.\u003C\u002Fp>\n\n\u003Cp>§2. Pracodawca nie będzie przez okres maksymalnie 6 miesięcy\nrozwiązywał umowy o pracę z pracownikiem korzystającym ze świadczenia\nrehabilitacyjnego.\u003C\u002Fp>\n\n\u003Ch3>Art. 6\u003C\u002Fh3>\n\n\u003Cp>§1. Pracodawca będzie zasięgał opinii związków zawodowych w sprawie\nzasad i warunków, na jakich będzie następowało rozwiązanie umów o pracę\nw przypadku konieczności redukcji zatrudnienia, o co najmniej 30 pracowników\nw okresie nieprzekraczającym 30 dni, z leżących po stronie pracodawcy\nprzyczyn ekonomicznych lub w związku z dotyczącymi pracodawcy zmianami\norganizacyjnymi, produkcyjnymi albo technologicznymi, przy jednoczesnym braku\nmożliwości innego zatrudnienia w Spółce.\u003C\u002Fp>\n\n\u003Cp>§2. Zarząd Spółki na żądanie organizacji związkowej będzie\nprzekazywał wykaz osób, o których mowa w § 1.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourstxt\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourstxt\">\u003Ch3>CZAS PRACY\u003C\u002Fh3>\n\n\u003Ch3>Art. 7\u003C\u002Fh3>\n\n\u003Cp>§1. Czas pracy oraz okresy rozliczeniowe ustala się zgodnie z\nobowiązującym prawem.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§2. W Spółce mogą być stosowane następujące rozkłady czasu pracy\n(systemy pracy):\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-jednozmianowy,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-dwuzmianowy,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-trzyzmianowy,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-czterobrygadowy,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-system równoważnego czasu pracy, zgodnie z\nzasadami określonymi w Regulaminie Pracy,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-zadaniowy czas pracy - dla przedstawicieli\nhandlowych lub techniczno-handlowych,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Cp style=\"margin-left:2em;\">-telepraca.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§3. Wprowadzenie w zakładzie innego niż wyszczególniony w § 2 systemu\npracy, na okres łącznie dłuższy niż sześć miesięcy w roku, dokonywane\njest w trybie odrębnego porozumienia między stronami niniejszego układu.\u003C\u002Fp>\n\n\u003Cp>§4. Wykonywanie pracy przez pracownika na rzecz pracodawcy bez\nkonieczności bezpośredniego przebywania na terenie zakładu (np. usuwanie\nawarii przy pomocy systemów IT) jest czasem pracy.\u003C\u002Fp>\n\n\u003Cp>§5. W Spółce pracownicy mogą pełnić funkcje korespondentów, których\nmisja, zakres zadań i odpowiedzialności są definiowane przez poszczególne\nkomórki (np. w przewodniku lub podręczniku danej organizacji komórkowej).\nCzas przeznaczony na pełnienie tych funkcji wliczany jest do czasu pracy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Ch3>URLOPY\u003C\u002Fh3>\n\n\u003Ch3>Art. 8\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownikowi przysługuje prawo do urlopu wypoczynkowego, w wymiarze i\nna zasadach określonych w Kodeksie pracy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>§2. 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>§3. Prawo do kolejnych urlopów pracownik nabywa w każdym następnym roku\nkalendarzowym.\u003C\u002Fp>\n\n\u003Cp>§4. Urlopy powinny być udzielane zgodnie z planem urlopów. Przesunięcie\nterminu wykorzystania urlopu możliwe jest wyjątkowo na zasadach określonych\nw Kodeksie pracy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Ch3>Art. 9\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownikowi przysługuje zwolnienie od pracy z zachowaniem prawa do\nwynagrodzenia w razie:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp style=\"margin-left:2em;\">a)ślubu pracownika - 2 dni,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp style=\"margin-left:2em;\">b)urodzenia dziecka pracownika - 2 dni,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">c)ślubu dziecka pracownika - 1 dzień,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp style=\"margin-left:2em;\">d)zgonu i pogrzebu małżonka pracownika lub jego\ndziecka, ojca, matki, ojczyma lub macochy - 2 dni,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp style=\"margin-left:2em;\">\u003C\u002Fp>e)zgonu i pogrzebu siostry, brata, teściowej,\nteścia, babki, dziadka pracownika oraz innej osoby pozostającej na utrzymaniu\npracownika lub pod jego bezpośrednią opieką - 1 dzień.\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>§2. Pracownikowi wychowującemu przynajmniej jedno dziecko w wieku do lat\n14 przysługuje, w ciągu roku, zwolnienie od pracy w wymiarze 2 dni lub 16\ngodzin z zachowaniem prawa do wynagrodzenia. Jeżeli oboje rodzice lub\nopiekunowie są pracownikami, z uprawnienia tego może korzystać w tym samym\nczasie tylko jedno z nich.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Ch3>Art. 10\u003C\u002Fh3>\n\n\u003Cp>Na wniosek pracownicy lub pracownika pracodawca jest obowiązany udzielić\nurlopu wychowawczego w celu sprawowania opieki nad dzieckiem. Szczegółowe\nzasady udzielania urlopów wychowawczych określają obowiązujące w tym\nzakresie przepisy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Art. 11\u003C\u002Fh3>\n\n\u003Cp>Na pisemny wniosek pracownika pracodawca może mu udzielić urlopu\nbezpłatnego.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch2>ROZDZIAŁ III\u003C\u002Fh2>\n\n\u003Ch2>ZASADY ZASZEREGOWANIA PRACOWNIKÓW\u003C\u002Fh2>\n\n\u003Ch3>Art. 12\u003C\u002Fh3>\n\n\u003Cp>§1. Uwzględniając:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-złożoność pracy,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-odpowiedzialność,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-poziom niezbędnej wiedzy,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Serwis Personalny ustala taryfikator stanowisk pracy po konsultacji ze\nzwiązkami zawodowymi. Taryfikator jest wykazem stanowisk pracy z podziałem na\nkategorie zaszeregowania, publikowanym w formie zarządzenia Dyrektora\nPersonalnego.\u003C\u002Fp>\n\n\u003Cp>§2. Z uwagi na tempo przemian gospodarczych Serwis Personalny nie rzadziej,\njak co 5 lat będzie dokonywał ogólnego przeglądu wyceny zawodów i\nstanowisk pracy funkcjonujących w Spółce.\u003C\u002Fp>\n\n\u003Ch3>Art. 13\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownik otrzymuje kategorię zaszeregowania przewidzianą dla danego\nstanowiska, określonego w umowie o pracę, po zakwalifikowaniu na stanowisko\nprzez przełożonego, po:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-odbyciu szkolenia stanowiskowego,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-zdaniu egzaminu uprawniającego do samodzielnej\npracy na tym stanowisku,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-osiągnięciu standardów ilościowych i\njakościowych pracy, przewidzianych dla tego stanowiska.\u003C\u002Fp>\n\n\u003Cp>§2. W przypadku poliwalencji, co do zasady, w umowie o pracę jest wpisane\nstanowisko, na którym pracownik wykonuje pracę w największej części\nswojego wymiaru czasu pracy.\u003C\u002Fp>\n\n\u003Ch3>Art. 14\u003C\u002Fh3>\n\n\u003Cp>Szczegółowe wymagania dotyczące niezbędnych na danym stanowisku\nkompetencji i doświadczenia zawodowego są określone w opisach stanowisk i\nkwalifikacji personelu właściwych dla danego stanowiska.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3>Art. 15\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownikom na ogólnie obowiązujących zasadach prawa pracy można\nzmieniać kategorie osobistego zaszeregowania, stosownie do kategorii\nzaszeregowania stanowiska.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§2. Pracownikom, którzy ukończyli 55 lat, przy zmianie stanowiska pracy,\nktóra wiąże się z obniżką kategorii osobistego zaszeregowania, nie\nobniża się stawki wynagrodzenia zasadniczego.\u003C\u002Fp>\n\n\u003Cp>§3. Pracownicy, o których mowa w § 2, mogą uczestniczyć w ogólnych\nregulacjach wynagrodzeń zasadniczych do poziomu 110% maksymalnych stawek w\nposiadanych kategoriach zaszeregowania.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>ROZDZIAŁ IV\u003C\u002Fh2>\n\n\u003Ch2>WYNAGRODZENIE ZA PRACĘ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch2>ZASADY KSZTAŁTOWANIA FUNDUSZU WYNAGRODZEŃ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3>Art. 16\u003C\u002Fh3>\n\n\u003Cp>§1. Fundusz wynagrodzeń w Spółce na każdy rok określa pracodawca.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§2. Zapewnia się udział zakładowych organizacji związkowych w\nkształtowaniu funduszu wynagrodzeń w trybie rokowań, które powinny się\nrozpocząć nie później niż 15 stycznia danego roku.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1)Przyrost przeciętnego wynagrodzenia w roku\nkalendarzowym i termin(y) podwyżki oraz nowe stawki wynagrodzenia zasadniczego\nodpowiadające kategoriom zaszeregowania stanowisk pracy, ustalane są w drodze\nporozumienia zawartego pomiędzy Spółką i zakładowymi organizacjami\nzwiązkowymi w terminie do końca lutego danego roku kalendarzowego.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2)Przy ustalaniu przyrostu przeciętnego\nwynagrodzenia w szczególności będzie brana pod uwagę wielkość inflacji\noraz sytuacja i możliwości finansowe Spółki.\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3)W przypadku nieuzyskania porozumienia w terminie\nokreślonym w pkt. 1, decyzję podejmuje Dyrektor Personalny w terminie do\nkońca marca danego roku kalendarzowego, uwzględniając poczynione wspólne\nustalenia. W takim przypadku tabele płac wprowadzane są zarządzeniem\nDyrektora Personalnego.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Cp>§3. Ustala się tabele płac, określające wartości stawek wynagrodzenia\nzasadniczego na stanowiskach robotniczych i nierobotniczych, określone w\nZałączniku nr 1 do niniejszego Układu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§4. Strony niniejszego Układu najpóźniej do końca kwietnia (danego\nroku) będą ustalać nowe stawki wynagrodzenia zasadniczego odpowiadające\nkategoriom zaszeregowania stanowisk pracy, w formie tabeli płac. Tabele płac\nwprowadzane są zarządzeniem Dyrektora Personalnego. Postanowienia § 2 pkt 3\nstosuje się odpowiednio.\u003C\u002Fp>\n\n\u003Ch3>ZASADY WYNAGRADZANIA PRACOWNIKÓW\u003C\u002Fh3>\n\n\u003Ch3>Art. 17\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownikom za wykonywaną pracę przysługują następujące\nskładniki wynagrodzenia:\u003C\u002Fp>\n\n\u003Cp>wynagrodzenie zasadnicze,\u003C\u002Fp>\n\n\u003Cp>premie zmienne zależne od wyników pracy,\u003C\u002Fp>\n\n\u003Cp>dodatki systemowe dla czterobrygadowej organizacji pracy,\u003C\u002Fp>\n\n\u003Cp>dodatek za pracę w porze nocnej,\u003C\u002Fp>\n\n\u003Cp>dodatek za staż pracy,\u003C\u002Fp>\n\n\u003Cp>dodatek za pracę w godzinach nadliczbowych,\u003C\u002Fp>\n\n\u003Cp>dodatek za pracę w warunkach szkodliwych dla zdrowia, uciążliwych i\nniebezpiecznych.\u003C\u002Fp>\n\n\u003Cp>§2. Premie zmienne, o których mowa w ust. 1 pkt 2, nie wchodzą do\npodstawy wymiaru wynagrodzenia i zasiłku chorobowego.\u003C\u002Fp>\n\n\u003Cp>§3. Składniki wynagrodzenia, o których mowa w ust. 1 pkt 3, 4, 6 i 7,\nprzysługują za czas faktycznie przepracowany w danym systemie lub\nokolicznościach\u003C\u002Fp>\n\n\u003Cp>i wchodzą do podstawy wymiaru wynagrodzenia i zasiłku chorobowego w\nwypłaconych wysokościach.\u003C\u002Fp>\n\n\u003Ch3>Art. 18\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownicy otrzymują wynagrodzenie zasadnicze określone w umowie o\npracę jako stawka miesięczna lub stawka godzinowa, wynikające z kategorii\nosobistego zaszeregowania.\u003C\u002Fp>\n\n\u003Cp>§2. Jeśli wynagrodzenie jest określone stawką godzinową, to\nwynagrodzenie zasadnicze wypłacane jest jako stała zryczałtowana płaca\nmiesięczna, powstająca w wyniku pomnożenia godzinowej stawki wynagrodzenia\nzasadniczego, określonej w umowie o pracę, przez średnią nominalną ilość\ngodzin pracy w miesiącu. Średnia nominalna ilość godzin pracy wynika z\nustalonego kalendarza czasu pracy na dany rok.\u003C\u002Fp>\n\n\u003Ch3>Art. 19\u003C\u002Fh3>\n\n\u003Cp>Pracownicy mają prawo do premii zmiennej zgodnie z zasadami zawartymi w\nzałączniku nr 2 do ZUZP.\u003C\u002Fp>\n\n\u003Ch3>Art. 20\u003C\u002Fh3>\n\n\u003Cp>§1. Wypłata wynagrodzenia przysługującego za okres miesięczny, w\nodniesieniu do wszystkich pracowników objętych Układem, następuje w\nterminie określonym w Regulaminie pracy.\u003C\u002Fp>\n\n\u003Cp>§2. Składniki wynagrodzenia za pracę, przysługujące pracownikowi za\nokresy dłuższe niż jeden miesiąc, wypłaca się z dołu w terminach\nokreślonych w przepisach prawa pracy.\u003C\u002Fp>\n\n\u003Ch3>Art. 21\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownikowi za czas niewykonywania pracy, jeżeli był gotów do jej\nwykonania, a doznał przeszkód z przyczyn dotyczących pracodawcy, w tym\nwynikających z przyczyn ekonomicznych (m.in. nieprzewidzianego spadku\nrynkowego zapotrzebowania na wyroby i produkty) przysługuje wynagrodzenie\nwynikające z jego osobistego zaszeregowania, określonego stawką godzinową\nlub miesięczną.\u003C\u002Fp>\n\n\u003Cp>§2. Wynagrodzenie, o którym mowa w § 1, przysługuje pracownikowi za czas\nniezawinionego przez niego przestoju. Jeżeli przestój nastąpił z winy\npracownika, wynagrodzenie nie przysługuje.\u003C\u002Fp>\n\n\u003Cp>§3. Pracodawca może na czas przestoju powierzyć pracownikowi inną\nodpowiednią pracę, za której wykonanie przysługuje wynagrodzenie\nprzewidziane za tę pracę, nie niższe jednak od wynagrodzenia ustalonego\nzgodnie z § 1. Jeżeli przestój nastąpił z winy pracownika, przysługuje\nwyłącznie wynagrodzenie przewidziane za wykonaną pracę.\u003C\u002Fp>\n\n\u003Cp>§4. Warunkiem wypłaty wynagrodzenia za czas przestoju, zgodnie z § 1,\njest faktyczny brak możliwości wykonywania innych prac i czynności\nprzypisanych na danym stanowisku pracy oraz bezpośrednie, natychmiastowe\nzgłoszenie przestoju przełożonemu w momencie jego powstania. Przełożony,\npo rozpatrzeniu przyczyn powodujących przerwę w pracy, decyduje o zaliczeniu\ntej przerwy do czasu przestoju.\u003C\u002Fp>\n\n\u003Cp>§5. W razie niepodjęcia przez pracownika wyznaczonej pracy zastępczej,\nwynagrodzenie za czas przestoju nie przysługuje.\u003C\u002Fp>\n\n\u003Cp>§6. Wprowadzenie innych zasad wynagradzania za czas niewykonywania pracy z\nprzyczyn ekonomicznych jest możliwe na mocy odrębnego porozumienia Pracodawcy\nz Zakładowymi Organizacjami Związkowymi.\u003C\u002Fp>\n\n\u003Cp>§7. Pracodawca będzie informował Zakładowe Organizacje Związkowe o\npotrzebie ogłoszenia wolnego z przyczyn ekonomicznych, na co najmniej 7 dni\nprzed jego wprowadzeniem.\u003C\u002Fp>\n\n\u003Ch3>Art. 22\u003C\u002Fh3>\n\n\u003Cp>§11. Pracownicy za czas szkolenia, otrzymują wynagrodzenie zasadnicze za\npracę zgodnie z umową o pracę, dodatek stażowy oraz dodatek systemowy,\njeżeli pracują w systemie dla którego taki dodatek jest przewidziany zgodnie\nz art. 24 niniejszego ZUZP.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">§22. Pracownicy za czas szkolenia trwającego ponad 1 miesiąc, otrzymują\nwynagrodzenie zasadnicze za pracę zgodnie z umową o pracę, dodatek stażowy,\ndodatek systemowy oraz ekwiwalent za utracony dodatek nocny jeżeli wskutek\nudziału w szkoleniu otrzymywaliby wynagrodzenie niższe niż dotychczas.\nPowyższe obowiązuje również w przypadku udziału w szkoleniu pracowników\njak w § 1 , jeżeli informacja o planowanym szkoleniu została przekazana\npracownikom później niż tydzień przed rozpoczęciem miesiąca\nkalendarzowego, w który to szkolenie ma się odbyć.\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ V\u003C\u002Fh2>\n\n\u003Ch2>DODATKI DO WYNAGRODZENIA\u003C\u002Fh2>\n\n\u003Ch3>Art. 23\u003C\u002Fh3>\n\n\u003Cp>Podstawą do obliczania dodatku za staż pracy oraz nagrody jubileuszowej\njest kwota przeliczeniowa. Wysokość kwoty przeliczeniowej określona jest w\nZałączniku nr 3 do niniejszego Układu.\u003C\u002Fp>\n\n\u003Ch3>Art. 24\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownikom zatrudnionym w czterobrygadowej lub podobnej organizacji\npracy przysługują dodatki systemowe. Dodatki systemowe wypłacane są za\nkażdą godzinę przepracowaną w danym systemie.\u003C\u002Fp>\n\n\u003Cp>§2. Wysokość dodatków systemowych określona jest w Załączniku nr 3 do\nniniejszego Układu.\u003C\u002Fp>\n\n\u003Ch3>Art. 25\u003C\u002Fh3>\n\n\u003Cp>§1. Przez pracę w porze nocnej rozumie się czas od godz. 2200 do godz.\n600.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>§2. Pracownikom wykonującym pracę w porze nocnej przysługuje dodatkowe\nwynagrodzenie za każdą godzinę przepracowaną w porze nocnej.\u003C\u002Fp>\n\n\u003Cp>§3. Wysokość dodatku wymienionego w § 2 określona jest w Załączniku\nnr 3 do niniejszego Układu.\u003C\u002Fp>\n\n\u003Cp>§4. Kwota dodatku, o którym mowa w § 2, nie może być niższa niż\nwynikająca z przepisów prawa pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Art. 26\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownikowi wykonującemu na polecenie pracodawcy zadanie służbowe\npoza miejscowością, w której znajduje się siedziba pracodawcy lub poza\nstałym miejscem pracy, przysługują należności na pokrycie kosztów\nzwiązanych z podróżą służbową.\u003C\u002Fp>\n\n\u003Cp>§2. Serwis Personalny Spółki określa wysokość oraz warunki ustalania i\nwypłacania należności przysługujących pracownikowi z tytułu podróży\nsłużbowej, przy zachowaniu następujących zasad:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-należności z tytułu podróży służbowej na\nobszarze kraju - określa się w wysokości minimalnej określonej w przepisach\nwydanych na podstawie art. 775 § 2 Kodeksu pracy,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-należności z tytułu podróży służbowej poza\ngranicami kraju - określa się w wysokości minimalnej określonej w\nprzepisach wydanych na podstawie art. 775 § 2 Kodeksu pracy, z zastrzeżeniem,\niż dieta jest ustalana w wysokości minimalnej zgodnie z treścią art. 775 §\n4 Kodeksu pracy.\u003C\u002Fp>\n\n\u003Cp>§3. Serwis Personalny może określić należności z tytułu podróży\nsłużbowych w wysokościach wyższych niż wynikające z przepisów\npowołanych w § 2.\u003C\u002Fp>\n\n\u003Ch3>Art. 27\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownikom zatrudnionym w MICHELIN POLSKA Sp. z o.o. objętym Układem\nprzysługuje dodatek za staż pracy.\u003C\u002Fp>\n\n\u003Cp>§2. Podstawę wymiaru dodatku za staż pracy stanowi kwota przeliczeniowa,\no której mowa w art. 23 niniejszego ZUZP.\u003C\u002Fp>\n\n\u003Cp>§3. Wysokość dodatku za staż pracy wynosi 3% podstawy wymiaru po 3\nlatach pracy i zwiększa się o 1% za każdy następny przepracowany rok, do\n20% maksymalnie, z zastrzeżeniem art. 42.\u003C\u002Fp>\n\n\u003Cp>§4. Do stażu pracy, od którego zależą uprawnienia pracownika do dodatku\nza staż pracy, wlicza się okres zatrudnienia w zakładzie w ramach tego\nsamego stosunku pracy, liczonego od daty ostatniego zatrudnienia. Za datę\nostatniego zatrudnienia przyjmuje się pierwszy dzień miesiąca, w którym\nzawarto umowę o prace w ramach tego samego stosunku pracy (brak przerwy w\nzatrudnieniu, mimo iż obowiązywało kilka umów o pracę).\u003C\u002Fp>\n\n\u003Cp>§5. Pracownikom, którzy rozwiązali stosunek pracy w zakładzie z powodu\nprzejścia na rentę inwalidzką lub świadczenie rehabilitacyjne z tytułu\nwypadku przy pracy albo choroby zawodowej i nawiązali ponownie stosunek pracy,\nokresy poprzedniego zatrudnienia w zakładzie - w zaokrągleniu do pełnego\nmiesiąca, dolicza się do stażu pracy liczonego od daty ostatniego\nzatrudnienia.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>Art. 28\u003C\u002Fh3>\n\n\u003Cp>§1. Dodatek za pracę w godzinach nadliczbowych oraz dodatki za pracę w\nniedziele i święta wypłacane są na podstawie obowiązujących w tym\nzakresie przepisów prawa pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§2. W przypadku świadczenia pracy w niedzielę, święto lub w dni wolne\nwynikające z rozkładu czasu pracy:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">1)za pracę świadczoną w niedzielę lub święto\npracownikowi zapewnia się inny dzień wolny od pracy, w terminach określonych\nwe właściwych przepisach prawa pracy;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">2)w razie braku możliwości zapewnienia\npracownikowi innego dnia wolnego w terminach, o których mowa w pkt. 1,\nprzysługuje wynagrodzenie zgodnie z § 1;\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">3)za pracę świadczoną w dni wolne wynikające z\nrozkładu czasu pracy zapewnia się do końca okresu rozliczeniowego inny\ndzień wolny, do wykorzystania przez pracownika w terminie ustalonym z\npracodawcą, z zastrzeżeniem § 5.\u003C\u002Fp>\n\n\u003Cp>§3. W przypadku udzielenia wolnego, zgodnie z § 2 pkt 3, pracownikowi\nprzysługuje dodatek w wysokości określonej w Załączniku nr 3 do\nniniejszego Układu. Dodatek ten jest uwzględniany w podstawie wymiaru\nwynagrodzenia i zasiłku chorobowego.\u003C\u002Fp>\n\n\u003Cp>§4. Dodatki określone w niniejszym artykule nie przysługują za pracę w\nniedziele lub święta wynikającą z harmonogramu czterobrygadowej lub\npodobnej organizacji pracy.\u003C\u002Fp>\n\n\u003Cp>§5. Za pracę w godzinach nadliczbowych pracownik otrzymuje dodatek zgodnie\nz przepisami Kodeksu pracy, chyba, że na pisemny wniosek pracownika udzielony\nzostanie czas wolny od pracy w obowiązującym wymiarze, względnie pracodawca\nbez wniosku pracownika udzieli czasu wolnego od pracy, w ustawowym wymiarze i\nterminie.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>§6. Dopuszczalna ilość godzin nadliczbowych dla poszczególnego\npracownika nie może przekroczyć 384 lub 376 godzin w roku kalendarzowym, w\nzależności od długości przysługującego pracownikowi urlopu\nwypoczynkowego.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§7. Pracodawca będzie prowadził działania zmierzające do ograniczenia\npotrzeby pracy w godzinach nadliczbowych\u003C\u002Fp>\n\n\u003Ch3>Art. 29\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownikowi zatrudnionemu na stanowisku pracy, na którym występują\nprzekroczenia najwyższych dopuszczalnych stężeń i natężeń czynników\nszkodliwych dla zdrowia, przysługuje dodatek za pracę w warunkach szkodliwych\ndla zdrowia, uciążliwych i niebezpiecznych, w wysokości określonej w\nZałączniku nr 3 do niniejszego Układu. Dodatek w tej wysokości wypłacany\njest za każdą godzinę pracy na takim stanowisku.\u003C\u002Fp>\n\n\u003Cp>§2. Dodatek, o którym mowa w § 1, przysługuje do czasu występowania\nwarunków pracy, które były podstawą przyznania dodatku.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch2>ROZDZIAŁ VI\u003C\u002Fh2>\n\n\u003Ch2>ZAKŁADOWY FUNDUSZ ŚWIADCZEŃ SOCJALNYCH\u003C\u002Fh2>\n\n\u003Ch3>Art. 30\u003C\u002Fh3>\n\n\u003Cp>§1. Pracodawca tworzy Zakładowy Fundusz Świadczeń Socjalnych (ZFŚS),\ndokonując stosownego odpisu.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-pensionfund\">\u003Cp>§2. Świadczeniami z Zakładowego Funduszu Świadczeń Socjalnych objęci\nsą:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-pracownicy i ich rodziny,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-emeryci i renciści, których ostatnim miejscem\npracy był MICHELIN POLSKA Sp. z o.o.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§3. Wysokość odpisu podstawowego na Fundusz reguluje ustawa.\u003C\u002Fp>\n\n\u003Cp>§4. Strony ZUZP, w oparciu o przepisy prawa, mogą zdecydować o zmianie\nwysokości lub formy odpisu na ZFŚS. W takim przypadku odpowiednie zapisy\nznajdą się w regulaminie ZFŚS, o którym mowa w art. 31 § 2.\u003C\u002Fp>\n\n\u003Ch3>Art. 31\u003C\u002Fh3>\n\n\u003Cp>§1. Przyznawanie ulgowych usług i świadczeń oraz wysokość dopłat z\nFunduszu uzależnia się od sytuacji życiowej, rodzinnej i materialnej osoby\nuprawnionej do korzystania z Funduszu.\u003C\u002Fp>\n\n\u003Cp>§2. Zasady przeznaczania środków Funduszu na poszczególne cele i rodzaje\ndziałalności socjalnej oraz zasady i warunki korzystania z usług i\nświadczeń\u003C\u002Fp>\n\n\u003Cp>finansowanych z Funduszu ustala, z uwzględnieniem § 1, pracodawca w\nregulaminie Funduszu uzgodnionym z zakładowymi organizacjami związkowymi.\nJeżeli w sprawie regulaminu organizacje związkowe nie przedstawiają\nwspólnie uzgodnionego stanowiska w terminie 30 dni, regulamin wprowadza\npracodawca.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>ROZDZIAŁ VII\u003C\u002Fh2>\n\n\u003Ch2>WARUNKI PRACY I UPRAWNIENIA STANOWISKOWE\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Art. 32\u003C\u002Fh3>\n\n\u003Cp>§1. Pracodawca zapewnia działania zmierzające do ciągłej poprawy stanu\nbezpieczeństwa i higieny pracy, w tym działania dostosowawcze stanowisk\npracy, związane z ewentualną zmianą struktury wiekowej - wzrostem średniego\nwieku pracowników. W przypadku występowania na stanowiskach pracy warunków\nuciążliwych, Pracodawca zapewnia posiłki profilaktyczne i napoje zgodnie z\nobowiązującymi w tym zakresie przepisami.\u003C\u002Fp>\n\n\u003Cp>§2. Pracodawca przedstawiać będzie związkom zawodowym raz w roku wykaz\nstanowisk pracy wraz z wielkością zatrudnienia, na których występują\nprzekroczenia najwyższych dopuszczalnych stężeń i natężeń czynników\nszkodliwych dla zdrowia oraz będzie współdziałać w dokonywaniu przeglądu\nwarunków pracy, okresowej analizie i ocenie stanu bezpieczeństwa i higieny\npracy.\u003C\u002Fp>\n\n\u003Cp>§3. W przypadku stwierdzenia niekorzystnej zmiany warunków pracy (wynik\nmonitoringu wewnętrznego lub zewnętrznego) pracodawca podejmie działania w\ncelu usunięcia przyczyny zaistniałych zmian.\u003C\u002Fp>\n\n\u003Ch3>POSIŁKI I NAPOJE\u003C\u002Fh3>\n\n\u003Ch3>Art. 33\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownicy otrzymują posiłki profilaktyczne na stanowiskach, dla\nktórych ze względu na rodzaj wykonywanej pracy są one przewidziane w\nprzepisach polskiego prawa pracy.\u003C\u002Fp>\n\n\u003Cp>§2. Pracodawca zapewnia pracownikom napoje, odpowiednio zimne lub gorące w\nzależności od warunków wykonywania pracy, w ilości zaspokajającej potrzeby\npracowników.\u003C\u002Fp>\n\n\u003Cp>§3. Stanowiska pracy na których zatrudnieni pracownicy powinni otrzymywać\nposiłki i napoje oraz szczegółowe zasady ich wydawania ustalane są w formie\nwykazów i tabel.\u003C\u002Fp>\n\n\u003Cp>§4. Pracownicy mają możliwość nabywania obiadów stołówkowych w cenie\npokrywającej koszty wsadu surowcowego.\u003C\u002Fp>\n\n\u003Ch3>OCHRONA ZDROWIA I OPIEKA LEKARSKA\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3>Art. 34\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownikom zapewnia się sprawowanie ochrony nad ich zdrowiem poprzez\ndziałania o charakterze profilaktycznym oraz prowadzenie badańlekarskich\nwstępnych, okresowych i kontrolnych. Dodatkowo Pracodawca proponuje\nPracownikom programy profilaktyczne (badania i świadczenia zdrowotne)\nniezbędne lub zalecane z uwagi na warunki pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyprovisions\">\u003Cp>§2. Osoba przyjmowana do pracy podlega wstępnym badaniom lekarskim.\nWstępnym badaniom lekarskim podlegają ponadto pracownicy przenoszeni na\nstanowiska pracy inne niż dotychczasowe lub na stanowiska, na których\nwystępują warunki pracy inne niż na stanowisku dotychczasowym.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§3. Pracownik podlega okresowym badaniom lekarskim. W przypadku\nniezdolności do pracy trwającej dłużej niż 30 dni, spowodowanej chorobą,\npracownik podlega ponadto kontrolnym badaniom lekarskim w celu ustalenia\nzdolności do wykonywania pracy na dotychczasowym stanowisku.\u003C\u002Fp>\n\n\u003Cp>§4. Okresowe i kontrolne badania lekarskie przeprowadza się, co do zasady\nw godzinach pracy. Za czas niewykonywania pracy w związku z przeprowadzanymi\nbadaniami pracownik zachowuje prawo do wynagrodzenia, a w razie przejazdu na te\nbadania do innej miejscowości przysługuje mu zwrot kosztów podróży według\nzasad obowiązujących przy podróżach służbowych. W przypadku braku\nważnego orzeczenia lekarskiego o przeciwwskazaniach do pracy lub uchylania\nsię przez pracownika od wykonania badań, wynagrodzenie za pracę nie\nprzysługuje za czas niewykonywania pracy w związku z tymi\nokolicznościami.\u003C\u002Fp>\n\n\u003Cp>§5. Pracodawca nie może dopuścić do pracy pracownika bez aktualnego\norzeczenia lekarskiego stwierdzającego brak przeciwwskazań do pracy na\nokreślonym stanowisku.\u003C\u002Fp>\n\n\u003Cp>§6. Pracownikom zatrudnionym w warunkach narażenia na działanie\nsubstancji, preparatów, czynników lub procesów technologicznych o działaniu\nmutagennym albo pyłów zwłókniających, zapewnia się dodatkowo okresowe\nbadania lekarskie w przypadkach określonych w prawie pracy.\u003C\u002Fp>\n\n\u003Cp>§7. Pracownikom zapewnia się podczas dalszej pracy w MICHELIN POLSKA Sp. z\no.o. okresowe badania lekarskie także po zaprzestaniu pracy w kontakcie z\nsubstancjami, preparatami, czynnikami lub pyłami i w procesach, o których\nmowa w § 6.\u003C\u002Fp>\n\n\u003Cp>§8. W miarę możliwości Spółka zabiegać będzie o utrzymanie dobrego\npoziomu zapewnianych usług medycznych.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>ODZIEŻ ROBOCZA, SPRZĘT OCHRONY OSOBISTEJ\u003C\u002Fh3>\n\n\u003Ch3>I ŚRODKI CZYSTOŚCI\u003C\u002Fh3>\n\n\u003Ch3>Art. 35\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownicy otrzymują nieodpłatnie środki ochrony indywidualnej\nzabezpieczające przed działaniem niebezpiecznych i szkodliwych dla zdrowia\nczynników występujących w środowisku pracy oraz są informowani o sposobach\nposługiwania się tymi środkami.\u003C\u002Fp>\n\n\u003Cp>§2. Pracownicy otrzymują nieodpłatnie odzież i obuwie robocze,\nspełniające wymagania dotyczące oceny zgodności określone w Polskich\nNormach:\u003C\u002Fp>\n\n\u003Cp>-jeżeli odzież własna pracowników może ulec zniszczeniu lub znacznemu\nzabrudzeniu,\u003C\u002Fp>\n\n\u003Cp>-ze względu na wymagania technologiczne, sanitarne lub bezpieczeństwa i\nhigieny pracy.\u003C\u002Fp>\n\n\u003Cp>§3. Środki ochrony indywidualnej oraz odzież i obuwie robocze, o których\nmowa w § 1 i § 2, stanowią własność pracodawcy.\u003C\u002Fp>\n\n\u003Cp>§4. Pracodawca jest obowiązany zapewnić pracownikom odpowiednie\nurządzenia higieniczno-sanitarne oraz dostarczyć niezbędne środki\nczystości, a także zapewnić środki do udzielenia pierwszej pomocy w razie\nwypadku.\u003C\u002Fp>\n\n\u003Cp>§5. Normy odzieży, obuwia roboczego, środków czystości ustalane są\nprzez pracodawcę w formie wykazów i tabel.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ROZDZIAŁ VIII\u003C\u002Fh2>\n\n\u003Ch2>PRAWA ZWIĄZKOWE\u003C\u002Fh2>\n\n\u003Ch3>Art. 36\u003C\u002Fh3>\n\n\u003Cp>§1. Spółka respektuje prawo do działalności związkowej w oparciu o\nobowiązujące w tym zakresie unormowania prawne.\u003C\u002Fp>\n\n\u003Cp>§2. Spółka na podstawie obowiązujących unormowań prawnych zapewnia\norganizacjom związkowym warunki niezbędne do funkcjonowania i prowadzenia\ndziałalności związkowej, na warunkach określonych w odrębnej umowie.\u003C\u002Fp>\n\n\u003Cp>§3. W sprawach wymagających porozumienia, uzgodnienia lub konsultacji\nokreślonych w przepisach polskiego prawa pracy, pracodawca współdziała z\nzakładowymi organizacjami związkowymi.\u003C\u002Fp>\n\n\u003Cp>§4. Uzgodnieniom ze związkami zawodowymi podlegają:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-zawarcie Zakładowego Układu Zbiorowego Pracy, w\ntym kryteria wynagradzania i premiowania,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-ustalenie regulaminu Zakładowego Funduszu\nŚwiadczeń Socjalnych,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-ustalenie regulaminu pracy,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-ustalenie zasad planowania urlopów,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-ustalenie rodzajów środków ochrony\nindywidualnej, odzieży, obuwia roboczego, przewidywanych okresów ich\nużytkowania,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-ustalenie stanowisk pracy, na których pracownicy\npowinni otrzymywać posiłki profilaktyczne i napoje oraz zasady ich\nwydawania,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-rozwiązanie bez wypowiedzenia umowy z\npracownikiem pełniącym funkcję społecznego inspektora pracy.\u003C\u002Fp>\n\n\u003Cp>§5. W razie nieuzgodnienia z organizacjami związkowymi w terminie 30 dni\ntreści regulaminu pracy oraz zasad planowania urlopów, o których mowa w §\n4, decyzję w tych sprawach podejmuje pracodawca, uwzględniając dotychczasowe\nustalenia poczynione w trakcie negocjacji.\u003C\u002Fp>\n\n\u003Cp>§6. W razie nieuzgodnienia z organizacjami związkowymi w terminie 90 dni\nrodzajów środków ochrony indywidualnej, odzieży, obuwia roboczego,\nprzewidywanych okresów ich użytkowania oraz stanowisk pracy, na których\npracownicy powinni otrzymywać posiłki profilaktyczne i napoje oraz zasad ich\nwydawania, o których mowa w § 4, decyzje w tych sprawach podejmuje\npracodawca, uwzględniając dotychczasowe ustalenia poczynione w trakcie\nnegocjacji.\u003C\u002Fp>\n\n\u003Cp>§7. Uprawnienia o charakterze opiniodawczym oznaczają, że pracodawca tam\ngdzie przewidują to przepisy jest zobowiązany zasięgnąć opinii zakładowej\norganizacji związkowej. Opinia nie ma charakteru wiążącego pracodawcę,\nlecz nie zwrócenie się do zakładowej organizacji związkowej o jej wydanie,\nstanowi uchybienie formalne.\u003C\u002Fp>\n\n\u003Cp>§8. Pracodawca jest obowiązany udzielić na żądanie związku zawodowego\ninformacji niezbędnych do prowadzenia działalności związkowej, w\nszczególności informacji dotyczących warunków pracy i zasad\nwynagradzania.\u003C\u002Fp>\n\n\u003Cp>§9. Pracodawca będzie informował związki zawodowe o zmianach\norganizacyjnych w firmie.\u003C\u002Fp>\n\n\u003Cp>§10. Pracodawca zobowiązuje się, po uzyskaniu pisemnej zgody pracownika,\ndo potrącania składki członkowskiej bezpośrednio z wynagrodzenia za pracę\ni przekazywania jej na rachunek bankowy organizacji związkowej.\u003C\u002Fp>\n\n\u003Cp>§11. Pracodawca nie może bez zgody zarządu zakładowej organizacji\nzwiązkowej wypowiedzieć, względnie rozwiązać stosunku pracy z imiennie\nwskazanym uchwałą zarządu jego członkiem lub innym pracownikiem będącym\nczłonkiem danej zakładowej organizacji związkowej albo zmienić\njednostronnie warunków pracy lub płacy na niekorzyść takiej osoby, zgodnie\nz ogólnie obowiązującymi przepisami prawa.\u003C\u002Fp>\n\n\u003Cp>§12. Liczba członków związku podlegających ochronie, o których mowa w\n§ 11, ustalana jest zgodnie z obowiązującymi przepisami.\u003C\u002Fp>\n\n\u003Cp>§13. Liczba społecznych inspektorów pracy nie może być większa niż 1\ninspektor na 150 pracowników. \u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ IX\u003C\u002Fh2>\n\n\u003Ch2>DODATKOWE GRATYFIKACJE\u003C\u002Fh2>\n\n\u003Ch3>Art. 37\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownikom objętym ZUZP z wyjątkiem pracowników wymienionych w art.\n1 par 3, którzy przepracowali 25, 30, 35, 40, 45, 50 lat w zakładzie\nprzysługuje nagroda jubileuszowa w następującej wysokości:\u003C\u002Fp>\n\n\u003Cp>400% podstawy wymiaru, 500% podstawy wymiaru, 600% podstawy wymiaru, 700%\npodstawy wymiaru, 800% podstawy wymiaru, 900% podstawy wymiaru.\u003C\u002Fp>\n\n\u003Cp>§2. Podstawę wymiaru stanowi kwota przeliczeniowa, o której mowa w art.\n23.\u003C\u002Fp>\n\n\u003Cp>§3. W przypadku rozwiązania umowy o pracę w związku z przejściem na\nemeryturę lub rentę, nagroda jubileuszowa przysługuje w wielkości\nproporcjonalnej za pełne miesiące przepracowane od nabycia uprawnień do\nostatniej nagrody.\u003C\u002Fp>\n\n\u003Cp>§4. Okres zatrudnienia uprawniający do nagrody jubileuszowej oblicza się\njako sumę wszystkich okresów zatrudnienia w Michelin Polska Sp. z o.o.,\nspółkach Grupy Michelin i Grupy Euromaster, bez względu na przerwy w\nzatrudnieniu.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch3>Art. 38\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownicy zatrudnieni w Spółce mają prawo do rocznej premii, zwanej\ntrzynastą pensją, liczonej proporcjonalnie do czasu efektywnie\nprzepracowanego w roku kalendarzowym, za który wypłacana jest premia\nroczna.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§2. Czas efektywnie przepracowany to suma wszystkich okresów pracy\nwykonanej na rzecz pracodawcy, w roku kalendarzowym, za który wypłacana jest\ntrzynasta pensja. Okresy niewykonywania pracy wliczane do czasu pracy\nefektywnie przepracowanego:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)urlopy wypoczynkowe,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)zwolnienia lekarskie z tytułu choroby zawodowej\noraz z tytułu wypadku przy pracy, w drodze do pracy lub z pracy, zaistniałego\nnie z winy pracownika,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)okres pobierania świadczenia rehabilitacyjnego z\ntytułu choroby zawodowej oraz z tytułu wypadku przy pracy, w drodze do pracy\nlub z pracy, zaistniałego nie z winy pracownika,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d)przebywanie na kursach i szkoleniach\norganizowanych przez Spółkę lub w interesie Spółki,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">e)zwolnienia z obowiązku świadczenia pracy na\nokres kadencji w zarządzie zakładowej organizacji związkowej oraz zwolnienia\ndo wykonywania doraźnych czynności wynikających z funkcji związkowej.\u003C\u002Fp>\n\n\u003Cp>§3. Wypłata trzynastej pensji powinna nastąpić w styczniu roku\nkalendarzowego następującego po roku, za który trzynasta pensja\nprzysługuje. W przypadku emerytów, rencistów i innych osób uprawnionych do\ntrzynastej pensji, z którymi rozwiązano umowę o pracę, wypłata powinna\nnastąpić w tym samym roku.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusperc1\">\u003Cp>§4. Trzynasta pensja wynosi 8,5% wynagrodzenia pracownika, o którym mowa w\n§5.\u003C\u002Fp>\n\n\u003Cp>§5. Podstawę naliczenia trzynastej pensji stanowi wynagrodzenie pracownika\nza czas efektywnie przepracowany, wypłacone na podstawie ZUZP w roku\nrozliczeniowym, z wyłączeniem:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">a)odprawy pieniężnej z tytułu rozwiązania z\npracownikiem umowy z przyczyn dotyczących zakładu pracy,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">b)odszkodowania z tytułu skróconego okresu\nwypowiedzenia,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">c)rekompensaty z tytułu rozwiązania umowy o\npracę,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">d)odprawy emerytalnej i rentowej,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">e)dopłat za godziny nadliczbowe,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">f)nagród jubileuszowych,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">g)premii zmiennej dla pracowników na stanowiskach\nnierobotniczych.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>§6. Pracownicy mają prawo do trzynastej pensji, jeżeli w roku\nkalendarzowym, za który przysługuje trzynasta pensja, przepracowali w\nSpółce łącznie co najmniej 10 miesięcy, z zastrzeżeniem § 7 i 8.\u003C\u002Fp>\n\n\u003Cp>§7. Prawa do trzynastej pensji nie posiadają pracownicy, z którymi w\nciągu roku kalendarzowego, za który wypłacana jest premia roczna,\nrozwiązano umowę o pracę w oparciu o artykuł 52 Kodeksu pracy.\u003C\u002Fp>\n\n\u003Cp>§8. Pracownicy, z którymi rozwiązano umowę o pracę w związku z\nprzejściem na emeryturę lub rentę, otrzymują trzynastą pensję\nproporcjonalnie do czasu przepracowanego w roku kalendarzowym, za który\nprzysługuje trzynasta pensja.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>Art. 39\u003C\u002Fh3>\n\n\u003Cp>§1. Pracownikowi spełniającemu warunki uprawniające do renty z tytułu\nniezdolności do pracy lub do emerytury, którego stosunek pracy ustał w\nzwiązku z przejściem na rentę lub emeryturę, zgodnie z przepisami prawa\npracy, przysługuje odprawa pieniężna w wysokości jednomiesięcznego\nwynagrodzenia.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>§2. W zależności od łącznego stażu pracy w Michelin Polska Sp. z o.o.,\nspółkach Grupy Michelin i Grupy Euromaster, odprawa, o której mowa w § 1,\nulega zwiększeniu i wynosi:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-200% miesięcznego wynagrodzenia, jeżeli\npracownik był zatrudniony\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">co najmniej 10 lat,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-250% miesięcznego wynagrodzenia, jeżeli\npracownik był zatrudniony\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">co najmniej 20 lat,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-300% miesięcznego wynagrodzenia, jeżeli\npracownik był zatrudniony\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">co najmniej 30 lat.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003C\u002Fdiv>\n\n\u003Cp>§3. Odprawy, o których mowa w § 2, zawierają odpowiednie odprawy\nustawowe z tytułów określonych w § 1.\u003C\u002Fp>\n\n\u003Cp>§4. Pracownik, który otrzymał odprawę, nie może ponownie nabyć do niej\nprawa.\u003C\u002Fp>\n\n\u003Ch3>Art. 40\u003C\u002Fh3>\n\n\u003Cp>Pracownicy mogą brać udział w programie testowania opon przez załogę.\nZasady przyznawania opon w tym programie regulowane są w trybie jednostronnej\ndecyzji Pracodawcy.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfundtxt\">\u003Ch3>Art. 41\u003C\u002Fh3>\n\n\u003Cp>Spółka oferuje swoim pracownikom Pracowniczy Program Emerytalny na\npodstawie obowiązujących w tym zakresie przepisów prawnych.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>ROZDZIAŁ X\u003C\u002Fh2>\n\n\u003Ch2>POSTANOWIENIA PRZEJŚCIOWE\u003C\u002Fh2>\n\n\u003Ch3>Art. 42\u003C\u002Fh3>\n\n\u003Cp>Pracownicy, którzy w dniu wejścia w życie niniejszego ZUZP posiadali\nustalone prawo do dodatku za staż pracy w wysokości wyższej od określonego\nw art. 27 § 3, zachowują prawo do niego do czasu nabycia uprawnień do\ndodatku za staż pracy zgodnie z niniejszym ZUZP, w wymiarze co najmniej\nrównym kwocie dotychczasowego dodatku.\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ XI\u003C\u002Fh2>\n\n\u003Ch2>POSTANOWIENIA KOŃCOWE\u003C\u002Fh2>\n\n\u003Ch3>Art. 43\u003C\u002Fh3>\n\n\u003Cp>§1. Strony Układu zobowiązują się do okresowego, minimum raz na trzy\nlata wspólnego dokonywania oceny funkcjonowania Układu w celu dostosowania\njego postanowień do zmieniającej się sytuacji ekonomicznej oraz prawnej.\u003C\u002Fp>\n\n\u003Cp>§2. Wyjaśnienie wątpliwości co do poszczególnych postanowień Układu\nnależy do stron, które go zawarły.\u003C\u002Fp>\n\n\u003Cp>§3. W przypadku rozbieżności w interpretacji postanowień Układu, strony\nzwrócą się o opinię do wybranych wspólnie arbitrów.\u003C\u002Fp>\n\n\u003Ch3>Art. 44\u003C\u002Fh3>\n\n\u003Cp>§1. W przedmiocie nie uregulowanym w niniejszym Układzie mają\nzastosowanie przepisy prawa pracy.\u003C\u002Fp>\n\n\u003Cp>§2. Układ wraz z załącznikami stanowi integralną całość i może być\nzmieniany wyłącznie w drodze protokołów dodatkowych w trybie przewidzianym\ndla zawarcia Układu\u003C\u002Fp>\n\n\u003Ch3>Art. 45\u003C\u002Fh3>\n\n\u003Cp>§1. Układ może być rozwiązany:\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-na mocy pisemnego porozumienia stron,\u003C\u002Fp>\n\n\u003Cp style=\"margin-left:2em;\">-w wyniku pisemnego 3-miesięcznego wypowiedzenia\ndokonanego przez jedną ze stron, którego bieg się rozpoczyna od pierwszego\ndnia następnego miesiąca.\u003C\u002Fp>\n\n\u003Cp>§2. Do czasu zawarcia przez strony nowego zakładowego układu zbiorowego\npracy stosuje się postanowienia dotychczasowego Układu, które są dla\npracowników korzystniejsze od ogólnie obowiązujących przepisów prawa\npracy, chyba że obowiązujące przepisy prawa zewnętrznego stanowią\ninaczej.\u003C\u002Fp>\n\n\u003Cp>§3. W przypadku wystąpienia trudności finansowych Spółki, strony\nukładu mogą zawrzeć porozumienie o zawieszeniu stosowania niektórych\npostanowień Układu.\u003C\u002Fp>\n\n\u003Ch3>Art. 46\u003C\u002Fh3>\n\n\u003Cp>§1. Układ unieważnia dotychczasowy Zakładowy Układ Zbiorowy Pracy z\ndnia 11 stycznia 2005 roku.\u003C\u002Fp>\n\n\u003Cp>§2. W wyniku wejścia w życie niniejszego Układu wszyscy pracownicy\notrzymają propozycję podpisania porozumienia zmieniającego umowę o\npracęlub wypowiedzenia zmieniające.\u003C\u002Fp>\n\n\u003Cp>§3. Wypowiedzenia zmieniające nie spowodują obniżenia dotychczasowych\nindywidualnych wynagrodzeń pracowników wynikających z płacy zasadniczej\noraz premii regulaminowej.\u003C\u002Fp>\n\n\u003Cp>§4. Do czasu upływu indywidualnych okresów wypowiedzeń pracowników,\nobowiązują wobec nich dotychczasowe zasady wynagradzania oraz wypłacania\nwynagrodzeń i innych świadczeń niż wynagrodzenia za pracę, określone w\nZakładowym Układzie Zbiorowym Pracy z dnia 11.01.2005 r.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_payscale1_selected_year\">\u003Ch3>Art. 47\u003C\u002Fh3>\n\n\u003Cp>Układ wchodzi w życie z dniem zarejestrowania, lecz nie wcześniej niż z\ndniem 01 września 2013 r.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>ZAŁĄCZNIK NR 1 DO ZUZP z dnia 04.06.2013 r.\u003C\u002Fp>\n\n\u003Ch2>Tabele Płac\u003C\u002Fh2>\n\n\u003Cp>Na dzień zawarcia Układu ustala się wartości stawek wynagrodzenia\nzasadniczego wg poniższych tabel:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_table_selection_txt\">\u003Cp>1.na stanowiskach robotniczych:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:25.45pt\">\n      \u003Ctd width=\"145\" valign=\"bottom\" style=\"width:108.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:25.45pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">kategoria zaszeregowania\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"289\" colspan=\"2\" valign=\"bottom\" style=\"width:217.0pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:25.45pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Stawka wynagrodzenia zasadniczego w zł \u002F\n        godz.\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">B\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">14,28\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">20,55\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">C\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">16,01\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">23,53\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.7pt\">\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">D\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">17,77\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">26,10\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">E\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">19,73\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">28,98\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">F\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">22,45\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">32,99\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">G\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">25,66\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"145\" style=\"width:108.5pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">37,71\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Cdiv align=\"center\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"WordSection1\">\u003Cdiv align=\"center\">\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\u003Ctbody>\u003Ctr style=\"height:19.9pt\">\u003Ctd width=\"145\" style=\"width:108.5pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:19.9pt\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\"> \u003C\u002Fspan>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>2.na stanowiskach nierobotniczych:\u003C\u002Fp>\n\n\u003Cdiv class=\"WordSection1\">\n\n\u003Cdiv align=\"center\">\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" style=\"border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:25.7pt\">\n      \u003Ctd width=\"145\" valign=\"bottom\" style=\"width:108.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:25.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Kategoria zaszeregowania\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"288\" colspan=\"2\" valign=\"bottom\" style=\"width:216.0pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm .5pt 0cm .5pt;height:25.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">Miesięczna stawka wynagrodzenia zasadniczego w\n        złotych\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.7pt\">\n      \u003Ctd width=\"145\" style=\"width:108.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">P\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\" style=\"width:96.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">3 076\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">5 126\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"145\" style=\"width:108.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">O\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\" style=\"width:96.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">3 623\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">6 038\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"145\" style=\"width:108.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">N\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\" style=\"width:96.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">4 500\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">7 500\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.7pt\">\n      \u003Ctd width=\"145\" style=\"width:108.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">M\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\" style=\"width:96.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">5 763\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:19.7pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">9 606\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:19.9pt\">\n      \u003Ctd width=\"145\" style=\"width:108.95pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">L\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\" style=\"width:96.7pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">7 584\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm .5pt 0cm .5pt;height:19.9pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">12 641\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:20.15pt\">\n      \u003Ctd width=\"145\" style=\"width:108.95pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:20.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">K\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\" style=\"width:96.7pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm .5pt 0cm .5pt;height:20.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">10 155\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"159\" style=\"width:119.3pt;border:solid windowtext 1.0pt;padding:   0cm .5pt 0cm .5pt;height:20.15pt\">\u003Cp class=\"Egyb0\" align=\"center\" style=\"margin-bottom:0cm;text-align:center\">\u003Cspan class=\"Egyb\">\u003Cspan style=\"font-size:9.0pt\">16 924\u003C\u002Fspan>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\u003C\u002Fdiv>\n\n\u003Cp class=\"MsoNormal\">\u003Cspan lang=\"PL\"> \u003C\u002Fspan>\u003C\u002Fp>\n\u003C\u002Fdiv>\n\n\u003Cp>ZAŁĄCZNIK NR 2 DO ZUZP\u003C\u002Fp>\n\n\u003Cp>z dnia 04.06.2013 r.\u003C\u002Fp>\n\n\u003Ch2>ZASADY STOSOWANIA PREMII ZMIENNYCH\u003C\u002Fh2>\n\n\u003Ch2>indywidualnych i grupowych, związanych z osiągnięciami w pracy\u003C\u002Fh2>\n\n\u003Ch2>W MICHELIN POLSKA Sp. z o.o.\u003C\u002Fh2>\n\n\u003Cp>1.Decyzję o wprowadzeniu do stosowania lub odstąpieniu od stosowania\npremii zmiennej indywidualnej i\u002Flub grupowej związanej z osiągnięciami\npodejmuje Serwis Personalny w porozumieniu z Zarządem Michelin Polska Sp. z\no.o.\u003C\u002Fp>\n\n\u003Cp>2.Zasady stosowania powyższych premii są określane w Zarządzeniu\nDyrektora Personalnego.\u003C\u002Fp>\n\n\u003Cp>3.Każdy pracownik, którego premia zmienna dotyczy, powinien zostać\npoinformowany o zasadach stosowania tej premii w zakresie, który go\ndotyczy.\u003C\u002Fp>\n\n\u003Cp>4.Wszelkie zmiany powinny być podawane do wiadomości wszystkich\npracowników, których premia dotyczy.\u003C\u002Fp>\n\n\u003Cp>ZAŁĄCZNIK NR 3 DO ZUZP z dnia 04.06.2013 r.\u003C\u002Fp>\n\n\u003Ch2>Wysokość dodatków do wynagrodzenia za pracę\u003C\u002Fh2>\n\n\u003Cp>1.kwota przeliczeniowa 2100,00 zł\u003C\u002Fp>\n\n\u003Cp>2.dodatek 4-brygadowy produkcyjny (art.24 § 2) 4,35zł\u002Fh\u003C\u002Fp>\n\n\u003Cp>3.dodatek 4-brygadowy energetyczny (art. 24 §2)4,95zł\u002Fh\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceamount1\">\u003Cp>4.dodatek za pracę w porze nocnej (art. 25 §3)5,85zł\u002Fh\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.dodatek za pracę świadczoną w dniu wolnym od pracy (art.28 §3)\n2,40zł\u002Fh\u003C\u002Fp>\n\n\u003Cp>6.dodatek za pracę świadczoną w niedziele i święta(art.28§3)\n5,00zł\u002Fh\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>MICHELIN\u003C\u002Fp>\n\n\u003Cp>LEPSZA DROGA DO POSTĘPU\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MEMTRAD4_1":42,"JOBTITLE_trigger":46,"jobclassifaction1":50,"TRAINING_trigger":54,"trainingprogrammes":58,"contracttrial":60,"contractseverancepay1":64,"contractseverancepay":68,"SOCSEC_trigger":72,"pensionfund":76,"healthandsafetypolicy":80,"protectiveclothing":84,"hivpolicy":88,"healthandsafetyprovisions":92,"paidpaternityleave":96,"paidpaternityleaveduration":99,"paidpaternityleavepay":101,"paidpaternityleavepayperc":105,"childcare":107,"childcareleave":111,"deathrelativesleave":113,"marriageleave":117,"WORKFAM_trigger":120,"paidmaternityleave":124,"paidmaternityleaveduration":126,"paidmaternityleavepay":128,"paidmaternityleavepayperc":130,"hourstxt":132,"holidaysdays":136,"holidaysweeks":140,"pensionfundtxt":142,"FLEXWORK_trigger":146,"hoursovertimemax":149,"WAGES_trigger":153,"WAGES_determined":157,"PAYSCALES_trigger":161,"PAYSCALES_table_selection_txt":165,"WAGES_payscale1_selected_year":169,"ONCERISE_trigger":173,"incidentalbonusperc1":177,"NOCTPREM_trigger":181,"shiftallowanceamount1":185,"OVERTIME_trigger":189,"SENIOR_trigger":193},{"bindId":43,"name":44,"text":45},"CBA_MEMTRAD4_1","Związek Zawodowy.CHEMIK\" p-zy MICHELIN P","Związek Zawodowy.CHEMIK\" p-zy MICHELIN POLSKA SA",{"bindId":47,"name":48,"text":49},"JOBTITLE_trigger","ROZDZIAŁ III ZASADY ZASZEREGOWANIA PRACO","ROZDZIAŁ III\n\nZASADY ZASZEREGOWANIA PRACOWNIKÓW\n\nArt. 12\n\n§1. Uwzględniając:\n\n-złożoność pracy,\n\n-odpowiedzialność,\n\n-poziom niezbędnej wiedzy,",{"bindId":51,"name":52,"text":53},"jobclassifaction1","Art. 15 §1. Pracownikom na ogólnie obowi","Art. 15\n\n§1. Pracownikom na ogólnie obowiązujących zasadach prawa pracy można\nzmieniać kategorie osobistego zaszeregowania, stosownie do kategorii\nzaszeregowania stanowiska.",{"bindId":55,"name":56,"text":57},"TRAINING_trigger","§22. Pracownicy za czas szkolenia trwają","§22. Pracownicy za czas szkolenia trwającego ponad 1 miesiąc, otrzymują\nwynagrodzenie zasadnicze za pracę zgodnie z umową o pracę, dodatek stażowy,\ndodatek systemowy oraz ekwiwalent za utracony dodatek nocny jeżeli wskutek\nudziału w szkoleniu otrzymywaliby wynagrodzenie niższe niż dotychczas.\nPowyższe obowiązuje również w przypadku udziału w szkoleniu pracowników\njak w § 1 , jeżeli informacja o planowanym szkoleniu została przekazana\npracownikom później niż tydzień przed rozpoczęciem miesiąca\nkalendarzowego, w który to szkolenie ma się odbyć.",{"bindId":59,"name":56,"text":57},"trainingprogrammes",{"bindId":61,"name":62,"text":63},"contracttrial","§2. Umowa o pracę na okres próbny rozwią","§2. Umowa o pracę na okres próbny rozwiązuje się z upływem tego\nokresu, a przed jego upływem może być rozwiązana za wypowiedzeniem.",{"bindId":65,"name":66,"text":67},"contractseverancepay1","§2. W zależności od łącznego stażu pracy","§2. W zależności od łącznego stażu pracy w Michelin Polska Sp. z o.o.,\nspółkach Grupy Michelin i Grupy Euromaster, odprawa, o której mowa w § 1,\nulega zwiększeniu i wynosi:\n\n-200% miesięcznego wynagrodzenia, jeżeli\npracownik był zatrudniony\n\nco najmniej 10 lat,\n\n-250% miesięcznego wynagrodzenia, jeżeli\npracownik był zatrudniony\n\nco najmniej 20 lat,\n\n-300% miesięcznego wynagrodzenia, jeżeli\npracownik był zatrudniony\n\nco najmniej 30 lat.",{"bindId":69,"name":70,"text":71},"contractseverancepay","Art. 39 §1. Pracownikowi spełniającemu w","Art. 39\n\n§1. Pracownikowi spełniającemu warunki uprawniające do renty z tytułu\nniezdolności do pracy lub do emerytury, którego stosunek pracy ustał w\nzwiązku z przejściem na rentę lub emeryturę, zgodnie z przepisami prawa\npracy, przysługuje odprawa pieniężna w wysokości jednomiesięcznego\nwynagrodzenia.",{"bindId":73,"name":74,"text":75},"SOCSEC_trigger","ROZDZIAŁ VI ZAKŁADOWY FUNDUSZ ŚWIADCZEŃ ","ROZDZIAŁ VI\n\nZAKŁADOWY FUNDUSZ ŚWIADCZEŃ SOCJALNYCH\n\nArt. 30\n\n§1. Pracodawca tworzy Zakładowy Fundusz Świadczeń Socjalnych (ZFŚS),\ndokonując stosownego odpisu.\n\n§2. Świadczeniami z Zakładowego Funduszu Świadczeń Socjalnych objęci\nsą:\n\n-pracownicy i ich rodziny,\n\n-emeryci i renciści, których ostatnim miejscem\npracy był MICHELIN POLSKA Sp. z o.o.\n\n§3. Wysokość odpisu podstawowego na Fundusz reguluje ustawa.\n\n§4. Strony ZUZP, w oparciu o przepisy prawa, mogą zdecydować o zmianie\nwysokości lub formy odpisu na ZFŚS. W takim przypadku odpowiednie zapisy\nznajdą się w regulaminie ZFŚS, o którym mowa w art. 31 § 2.\n\nArt. 31\n\n§1. Przyznawanie ulgowych usług i świadczeń oraz wysokość dopłat z\nFunduszu uzależnia się od sytuacji życiowej, rodzinnej i materialnej osoby\nuprawnionej do korzystania z Funduszu.\n\n§2. Zasady przeznaczania środków Funduszu na poszczególne cele i rodzaje\ndziałalności socjalnej oraz zasady i warunki korzystania z usług i\nświadczeń\n\nfinansowanych z Funduszu ustala, z uwzględnieniem § 1, pracodawca w\nregulaminie Funduszu uzgodnionym z zakładowymi organizacjami związkowymi.\nJeżeli w sprawie regulaminu organizacje związkowe nie przedstawiają\nwspólnie uzgodnionego stanowiska w terminie 30 dni, regulamin wprowadza\npracodawca.",{"bindId":77,"name":78,"text":79},"pensionfund","§2. Świadczeniami z Zakładowego Funduszu","§2. Świadczeniami z Zakładowego Funduszu Świadczeń Socjalnych objęci\nsą:\n\n-pracownicy i ich rodziny,\n\n-emeryci i renciści, których ostatnim miejscem\npracy był MICHELIN POLSKA Sp. z o.o.",{"bindId":81,"name":82,"text":83},"healthandsafetypolicy","ROZDZIAŁ VII WARUNKI PRACY I UPRAWNIENIA","ROZDZIAŁ VII\n\nWARUNKI PRACY I UPRAWNIENIA STANOWISKOWE",{"bindId":85,"name":86,"text":87},"protectiveclothing","ODZIEŻ ROBOCZA, SPRZĘT OCHRONY OSOBISTEJ","ODZIEŻ ROBOCZA, SPRZĘT OCHRONY OSOBISTEJ\n\nI ŚRODKI CZYSTOŚCI\n\nArt. 35\n\n§1. Pracownicy otrzymują nieodpłatnie środki ochrony indywidualnej\nzabezpieczające przed działaniem niebezpiecznych i szkodliwych dla zdrowia\nczynników występujących w środowisku pracy oraz są informowani o sposobach\nposługiwania się tymi środkami.\n\n§2. Pracownicy otrzymują nieodpłatnie odzież i obuwie robocze,\nspełniające wymagania dotyczące oceny zgodności określone w Polskich\nNormach:\n\n-jeżeli odzież własna pracowników może ulec zniszczeniu lub znacznemu\nzabrudzeniu,\n\n-ze względu na wymagania technologiczne, sanitarne lub bezpieczeństwa i\nhigieny pracy.\n\n§3. Środki ochrony indywidualnej oraz odzież i obuwie robocze, o których\nmowa w § 1 i § 2, stanowią własność pracodawcy.\n\n§4. Pracodawca jest obowiązany zapewnić pracownikom odpowiednie\nurządzenia higieniczno-sanitarne oraz dostarczyć niezbędne środki\nczystości, a także zapewnić środki do udzielenia pierwszej pomocy w razie\nwypadku.\n\n§5. Normy odzieży, obuwia roboczego, środków czystości ustalane są\nprzez pracodawcę w formie wykazów i tabel.",{"bindId":89,"name":90,"text":91},"hivpolicy","Art. 34 §1. Pracownikom zapewnia się spr","Art. 34\n\n§1. Pracownikom zapewnia się sprawowanie ochrony nad ich zdrowiem poprzez\ndziałania o charakterze profilaktycznym oraz prowadzenie badańlekarskich\nwstępnych, okresowych i kontrolnych. Dodatkowo Pracodawca proponuje\nPracownikom programy profilaktyczne (badania i świadczenia zdrowotne)\nniezbędne lub zalecane z uwagi na warunki pracy.",{"bindId":93,"name":94,"text":95},"healthandsafetyprovisions","§2. Osoba przyjmowana do pracy podlega w","§2. Osoba przyjmowana do pracy podlega wstępnym badaniom lekarskim.\nWstępnym badaniom lekarskim podlegają ponadto pracownicy przenoszeni na\nstanowiska pracy inne niż dotychczasowe lub na stanowiska, na których\nwystępują warunki pracy inne niż na stanowisku dotychczasowym.",{"bindId":97,"name":98,"text":98},"paidpaternityleave","b)urodzenia dziecka pracownika - 2 dni,",{"bindId":100,"name":98,"text":98},"paidpaternityleaveduration",{"bindId":102,"name":103,"text":104},"paidpaternityleavepay","Art. 9 §1. Pracownikowi przysługuje zwol","Art. 9\n\n§1. Pracownikowi przysługuje zwolnienie od pracy z zachowaniem prawa do\nwynagrodzenia w razie:",{"bindId":106,"name":103,"text":104},"paidpaternityleavepayperc",{"bindId":108,"name":109,"text":110},"childcare","§2. Pracownikowi wychowującemu przynajmn","§2. Pracownikowi wychowującemu przynajmniej jedno dziecko w wieku do lat\n14 przysługuje, w ciągu roku, zwolnienie od pracy w wymiarze 2 dni lub 16\ngodzin z zachowaniem prawa do wynagrodzenia. Jeżeli oboje rodzice lub\nopiekunowie są pracownikami, z uprawnienia tego może korzystać w tym samym\nczasie tylko jedno z nich.",{"bindId":112,"name":109,"text":110},"childcareleave",{"bindId":114,"name":115,"text":116},"deathrelativesleave","d)zgonu i pogrzebu małżonka pracownika l","d)zgonu i pogrzebu małżonka pracownika lub jego\ndziecka, ojca, matki, ojczyma lub macochy - 2 dni,",{"bindId":118,"name":119,"text":119},"marriageleave","a)ślubu pracownika - 2 dni,",{"bindId":121,"name":122,"text":123},"WORKFAM_trigger","Art. 10 Na wniosek pracownicy lub pracow","Art. 10\n\nNa wniosek pracownicy lub pracownika pracodawca jest obowiązany udzielić\nurlopu wychowawczego w celu sprawowania opieki nad dzieckiem. Szczegółowe\nzasady udzielania urlopów wychowawczych określają obowiązujące w tym\nzakresie przepisy.",{"bindId":125,"name":122,"text":123},"paidmaternityleave",{"bindId":127,"name":122,"text":123},"paidmaternityleaveduration",{"bindId":129,"name":122,"text":123},"paidmaternityleavepay",{"bindId":131,"name":122,"text":123},"paidmaternityleavepayperc",{"bindId":133,"name":134,"text":135},"hourstxt","CZAS PRACY Art. 7 §1. Czas pracy oraz ok","CZAS PRACY\n\nArt. 7\n\n§1. Czas pracy oraz okresy rozliczeniowe ustala się zgodnie z\nobowiązującym prawem.",{"bindId":137,"name":138,"text":139},"holidaysdays","URLOPY Art. 8 §1. Pracownikowi przysługu","URLOPY\n\nArt. 8\n\n§1. Pracownikowi przysługuje prawo do urlopu wypoczynkowego, w wymiarze i\nna zasadach określonych w Kodeksie pracy.",{"bindId":141,"name":138,"text":139},"holidaysweeks",{"bindId":143,"name":144,"text":145},"pensionfundtxt","Art. 41 Spółka oferuje swoim pracownikom","Art. 41\n\nSpółka oferuje swoim pracownikom Pracowniczy Program Emerytalny na\npodstawie obowiązujących w tym zakresie przepisów prawnych.",{"bindId":147,"name":148,"text":148},"FLEXWORK_trigger","-telepraca.",{"bindId":150,"name":151,"text":152},"hoursovertimemax","§6. Dopuszczalna ilość godzin nadliczbow","§6. Dopuszczalna ilość godzin nadliczbowych dla poszczególnego\npracownika nie może przekroczyć 384 lub 376 godzin w roku kalendarzowym, w\nzależności od długości przysługującego pracownikowi urlopu\nwypoczynkowego.",{"bindId":154,"name":155,"text":156},"WAGES_trigger","ROZDZIAŁ IV WYNAGRODZENIE ZA PRACĘ","ROZDZIAŁ IV\n\nWYNAGRODZENIE ZA PRACĘ",{"bindId":158,"name":159,"text":160},"WAGES_determined","Art. 16 §1. Fundusz wynagrodzeń w Spółce","Art. 16\n\n§1. Fundusz wynagrodzeń w Spółce na każdy rok określa pracodawca.",{"bindId":162,"name":163,"text":164},"PAYSCALES_trigger","§3. Ustala się tabele płac, określające ","§3. Ustala się tabele płac, określające wartości stawek wynagrodzenia\nzasadniczego na stanowiskach robotniczych i nierobotniczych, określone w\nZałączniku nr 1 do niniejszego Układu.",{"bindId":166,"name":167,"text":168},"PAYSCALES_table_selection_txt","1.na stanowiskach robotniczych: kategori","1.na stanowiskach robotniczych:\n\n\n\n\n\n\n  \n    \n      kategoria zaszeregowania\n      \n      Stawka wynagrodzenia zasadniczego w zł \u002F\n        godz.\n      \n    \n    \n      B\n      \n      14,28\n      \n      20,55\n      \n    \n    \n      C\n      \n      16,01\n      \n      23,53\n      \n    \n    \n      D\n      \n      17,77\n      \n      26,10\n      \n    \n    \n      E\n      \n      19,73\n      \n      28,98\n      \n    \n    \n      F\n      \n      22,45\n      \n      32,99\n      \n    \n    \n      G\n      \n      25,66\n      \n      37,71",{"bindId":170,"name":171,"text":172},"WAGES_payscale1_selected_year","Art. 47 Układ wchodzi w życie z dniem za","Art. 47\n\nUkład wchodzi w życie z dniem zarejestrowania, lecz nie wcześniej niż z\ndniem 01 września 2013 r.",{"bindId":174,"name":175,"text":176},"ONCERISE_trigger","Art. 38 §1. Pracownicy zatrudnieni w Spó","Art. 38\n\n§1. Pracownicy zatrudnieni w Spółce mają prawo do rocznej premii, zwanej\ntrzynastą pensją, liczonej proporcjonalnie do czasu efektywnie\nprzepracowanego w roku kalendarzowym, za który wypłacana jest premia\nroczna.",{"bindId":178,"name":179,"text":180},"incidentalbonusperc1","§4. Trzynasta pensja wynosi 8,5% wynagro","§4. Trzynasta pensja wynosi 8,5% wynagrodzenia pracownika, o którym mowa w\n§5.\n\n§5. Podstawę naliczenia trzynastej pensji stanowi wynagrodzenie pracownika\nza czas efektywnie przepracowany, wypłacone na podstawie ZUZP w roku\nrozliczeniowym, z wyłączeniem:\n\na)odprawy pieniężnej z tytułu rozwiązania z\npracownikiem umowy z przyczyn dotyczących zakładu pracy,\n\nb)odszkodowania z tytułu skróconego okresu\nwypowiedzenia,\n\nc)rekompensaty z tytułu rozwiązania umowy o\npracę,\n\nd)odprawy emerytalnej i rentowej,\n\ne)dopłat za godziny nadliczbowe,\n\nf)nagród jubileuszowych,\n\ng)premii zmiennej dla pracowników na stanowiskach\nnierobotniczych.",{"bindId":182,"name":183,"text":184},"NOCTPREM_trigger","§2. Pracownikom wykonującym pracę w porz","§2. Pracownikom wykonującym pracę w porze nocnej przysługuje dodatkowe\nwynagrodzenie za każdą godzinę przepracowaną w porze nocnej.\n\n§3. Wysokość dodatku wymienionego w § 2 określona jest w Załączniku\nnr 3 do niniejszego Układu.\n\n§4. Kwota dodatku, o którym mowa w § 2, nie może być niższa niż\nwynikająca z przepisów prawa pracy.",{"bindId":186,"name":187,"text":188},"shiftallowanceamount1","4.dodatek za pracę w porze nocnej (art. ","4.dodatek za pracę w porze nocnej (art. 25 §3)5,85zł\u002Fh",{"bindId":190,"name":191,"text":192},"OVERTIME_trigger","Art. 28 §1. Dodatek za pracę w godzinach","Art. 28\n\n§1. Dodatek za pracę w godzinach nadliczbowych oraz dodatki za pracę w\nniedziele i święta wypłacane są na podstawie obowiązujących w tym\nzakresie przepisów prawa pracy.",{"bindId":194,"name":70,"text":195},"SENIOR_trigger","Art. 39\n\n§1. Pracownikowi spełniającemu warunki uprawniające do renty z tytułu\nniezdolności do pracy lub do emerytury, którego stosunek pracy ustał w\nzwiązku z przejściem na rentę lub emeryturę, zgodnie z przepisami prawa\npracy, przysługuje odprawa pieniężna w wysokości jednomiesięcznego\nwynagrodzenia.\n\n§2. W zależności od łącznego stażu pracy w Michelin Polska Sp. z o.o.,\nspółkach Grupy Michelin i Grupy Euromaster, odprawa, o której mowa w § 1,\nulega zwiększeniu i wynosi:\n\n-200% miesięcznego wynagrodzenia, jeżeli\npracownik był zatrudniony\n\nco najmniej 10 lat,\n\n-250% miesięcznego wynagrodzenia, jeżeli\npracownik był zatrudniony\n\nco najmniej 20 lat,\n\n-300% miesięcznego wynagrodzenia, jeżeli\npracownik był zatrudniony\n\nco najmniej 30 lat.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>POL Michelin Polska Sp. z o.o - 2013\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Data rozpoczęcia: → 2013-06-04\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Data końcowa: → Nieokreślony\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nazwa sektora przemysłu: → Przetwórstwo przemysłowe\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nazwa sektora przemysłu: → Produkcja wyrobów z gumy i tworzyw sztucznych  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sektor publiczny \u002F prywatny: → W sektorze prywatnym\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Zawarta przez:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nazwa firmy: → \n                        Michelin Polska  Sp. z o.o\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nazwy związków zawodowych: → \n\n                \n                    \n                    \u003Cspan>\n                        NSZZ - Niezalezny Samorzadny Zwiazek Zawodowy \"Solidarnosc\"\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-casignemployees\">\n                Wymień pozostałych sygnatariuszy po stronie pracowników: → Inter-Enterprise Committee; Trade Union \"CHEMIK\" of MICHELIN POLSKA SA \n            \u003C\u002Fdiv>\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        \n\n\n        \n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">USTALENIA DOTYCZĄCE PRACY I RODZINY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Płatny urlop macierzyński: → -10 tygodnie\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Płatny urlop macierzyński ograniczony do The CBA explicitly refers to the law % podstawowego wynagrodzenia\n            \u003C\u002Fdiv>\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            \u003Cdiv id=\"display-childcareleave\">\n                Płatny urlop roczny w przypadku opieki nad członkami rodziny: → 2 dni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Płatny urlop tacierzyński \u002F ojcowski: → 2 dni\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Długość urlopu w przypadku śmierci bliskiej osoby: → 2 dni\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">UMOWY O PRACĘ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Czas trwania okresu próbnego: → Not specified dni\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc\">\n                Odprawa po 5 latach pracy (procent miesięcznego wynagrodzenia): → Insufficient data %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Odprawa po pierwszym roku pracy (procent miesięcznego wynagrodzenia): → No provision %\n            \u003C\u002Fdiv>\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            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maksymalna liczba godzin nadliczbowych: → 7.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Coroczny płatny urlop: → -10.0 dni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Coroczny płatny urlop: → -10.0 tygodnie\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maksymalna liczba przepracowanych niedziel \u002F dni ustawowo wolnych od pracy w ciągu roku: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Przepisy dotyczące elastycznych form pracy: → Tak\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WYNAGRODZENIA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wynagrodzenia ustala się za pomocą skali płac: → Yes, in more than one table\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Dostosowywanie do rosnących kosztów utrzymania: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Jednorazowe dodatkowe wynagrodzenie\u003C\u002Fh4>\n                \u003Cdiv id=\"display-incidentalbonusperc1\">\n                    Jednorazowe dodatkowe wynagrodzenie: → 8 %\n                \u003C\u002Fdiv>\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                \n                \u003Cdiv id=\"display-shiftallowanceamount1\">\n                    Premia za pracę wieczorną lub w nocy: → PLN 5.85 miesięcznie\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-shiftallowancetype1\">Premia za pracę w nocy: → \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premia za nadgodziny\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premia za pracę w niedzielę\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Dodatek za staż pracy\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Dodatek za staż pracy: → 200.0 % podstawowego wynagrodzenia\n                \u003C\u002Fdiv>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Dodatek za staż pracy po: → 10 lata pracy\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Bony żywnościowe\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Zapewnienie dodatków na wyżywienie: → Nie\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Bezpłatna pomoc prawna: → Nie\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[201],{"title":35,"slug":31},[203],{"type":204,"data":205},"call_to_action_body_block",{"title":206,"description":207,"variant":208,"link":209},"Porównaj umowy zbiorowe","Porównaj teksty umów zbiorowych z Polski między wszystkimi sektorami, tematami i krajami","dark",{"title":206,"url":210,"description":206,"rel":211,"type":212},"\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002Fporownaj-umowy-zbiorowe","follow","internal",[214],{"type":204,"data":215},{"title":206,"description":207,"variant":208,"link":216},{"title":206,"url":210,"description":206,"rel":211,"type":212},[],{"title":15,"seo_title":219,"description":7,"path":220,"redirect_url":7,"locale":16,"children":221},"WageIndicator Polska: Wynagrodzenia, płaca minimalna","\u002Fpl-pl",[222,305,334],{"title":18,"seo_title":223,"description":7,"path":224,"redirect_url":7,"locale":16,"children":225},"Praca w Polsce: Wynagrodzenia, płaca minimalna, warunki","\u002Fpl-pl\u002Fpraca-w-polsce",[226,230,234,252,301],{"title":227,"seo_title":227,"description":7,"path":228,"redirect_url":7,"locale":16,"children":229},"Płaca minimalna","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fplaca-minimalna",[],{"title":231,"seo_title":231,"description":7,"path":232,"redirect_url":7,"locale":16,"children":233},"Płaca wystarczająca na utrzymanie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fplaca-wystarczajaca-na-utrzymanie",[],{"title":235,"seo_title":8,"description":7,"path":236,"redirect_url":7,"locale":16,"children":237},"Wynagrodzenie","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie",[238,243,248],{"title":239,"seo_title":240,"description":7,"path":241,"redirect_url":7,"locale":16,"children":242},"Sprawdź wynagrodzenie","Porównaj Zarobki","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fsprawdz",[],{"title":244,"seo_title":245,"description":7,"path":246,"redirect_url":7,"locale":16,"children":247},"Ankieta wynagrodzeń","Krótki Kwestionariusz Pracownika","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fankieta",[],{"title":249,"seo_title":249,"description":7,"path":250,"redirect_url":7,"locale":16,"children":251},"Wynagrodzenia V.I.P.ów","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fwynagrodzenie\u002Fvip",[],{"title":253,"seo_title":254,"description":7,"path":255,"redirect_url":7,"locale":16,"children":256},"Prawo pracy","Prawo pracy: Umowy, płace, prawa prac.","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy",[257,261,265,269,273,277,281,285,289,293,297],{"title":258,"seo_title":8,"description":7,"path":259,"redirect_url":7,"locale":16,"children":260},"Zatrudnienie i Zarobki","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fzatrudnienie-i-zarobki",[],{"title":262,"seo_title":8,"description":7,"path":263,"redirect_url":7,"locale":16,"children":264},"Wynagrodzenie i czas pracy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fwynagrodzenie-i-czas-pracy",[],{"title":266,"seo_title":8,"description":7,"path":267,"redirect_url":7,"locale":16,"children":268},"Urlop Wypoczynkowy","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Furlop-wypoczynkowy",[],{"title":270,"seo_title":8,"description":7,"path":271,"redirect_url":7,"locale":16,"children":272},"Umowy i zwolnienia","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fumowy-i-zwolnienia",[],{"title":274,"seo_title":8,"description":7,"path":275,"redirect_url":7,"locale":16,"children":276},"Obowiązki Rodzinne","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fobowiazki-rodzinne",[],{"title":278,"seo_title":8,"description":7,"path":279,"redirect_url":7,"locale":16,"children":280},"Macierzyństwo i Praca","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fprawo-pracy\u002Fmacierzynstwo-i-praca",[],{"title":282,"seo_title":8,"description":7,"path":283,"redirect_url":7,"locale":16,"children":284},"Zdrowie i 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