[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002Fzakladowy-uklad-zdi0k0wy-pracy-dla-pracownikow-arcelormittal-poland-s-a-maj-2021":3,"menu:\u002Fpl-pl:":149,"sites:htmlblocks":316,"footer:root":1755,"subsites":1853,"cite-subsites":5416,"suggested:root":5893,"cite-footer:root":5897},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":29,"children":129,"content_type_view":130,"extra_breadcrumbs":131,"body":133,"body_blocks":144,"related_pages":148},4817,"baza-danych-umow-zbiorowych","Baza Danych Umów Zbiorowych",null,"","\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych","collective_agreements.collectiveagreementoverview","pl_PL","\u002Fcms\u002Fpages\u002F4817\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Polska","pl-pl",{"title":18,"slug":19},"Praca w Polsce","praca-w-polsce",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":16,"created_at":27,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fpl-pl\u002Fpraca-w-polsce\u002Fbaza-danych-umow-zbiorowych\u002F","index, follow","website","summary_large_image","2025-09-28T19:06:53.816393+02:00","2026-04-02T12:16:23.626438+02:00",{"cba":30,"clauses":41,"details":127,"translations":128},{"id":31,"uid":32,"url":33,"name":34,"locale":11,"override_title":8,"title":35,"browser_title":36,"browser_description":37,"text":38},"zakladowy-uklad-zdi0k0wy-pracy-dla-pracownikow-arcelormittal-poland-s-a-maj-2021","71894eea-0dce-11ee-9cee-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fpoland\u002Fzakladowy-uklad-zdi0k0wy-pracy-dla-pracownikow-arcelormittal-poland-s-a-maj-2021\u002Fzakladowy-uklad-zdi0k0wy-pracy-dla-pracownikow-arcelormittal-poland-s-a-maj-2021\u002F","ZAKŁADOWY UKŁAD ZDI0K0WY PRACY DLA PRACOWNIKÓW ArcelorMittał Poland S.A. Maj 2021","ZAKŁADOWY UKŁAD ZDI0K0WY PRACY DLA PRACOWNIKÓW ArcelorMittał Poland S.A. Maj 2021 - 2021","Poland - ZAKŁADOWY UKŁAD ZDI0K0WY PRACY DLA PRACOWNIKÓW ArcelorMittał Poland S.A. Maj 2021 - 2021","ZAKŁADOWY UKŁAD ZDI0K0WY PRACY DLA PRACOWNIKÓW ArcelorMittał Poland S.A. Maj 2021 - 2021 - Przetwórstwo przemysłowe",{"name":39,"data":40},"amp_zakladowy-uklad-zbiorowy-pracy_01-lipiec-2021.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>amp_zakladowy-uklad-zbiorowy-pracy_01-lipiec-2021\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>ZAKŁADOWY UKŁAD ZDI0K0WY PRACY DLA PRACOWNIKÓW ArcelorMittał Poland\nS.A.\u003C\u002Fh1>\n\n\u003Ch1>Maj 2021\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział I\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>DEFINICJE:\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>O ile nie zostało to zdefiniowane inaczej w treści niniejszego dokumentu,\nwyrażenia podane poniżej mają następujące znaczenie:\u003C\u002Fp>\n\n\u003Cp>1.Układ - oznacza Zakładowy Układ Zbiorowy Pracy dla pracowników\nArcelorMittal Poland S.A.\u003C\u002Fp>\n\n\u003Cp>2.Spółka - oznacza ArcelorMittal Poland S.A.\u003C\u002Fp>\n\n\u003Cp>3.Pracodawca - oznacza zgodnie z art. 3 Kodeksu Pracy, ArcelorMittal Poland\nS.A.\u003C\u002Fp>\n\n\u003Cp>4.Organizacje Związkowe - oznacza Zakładowe Organizacje Związkowe\ndziałające w Spółce, będące Stroną Układu.\u003C\u002Fp>\n\n\u003Cp>5.Regulamin Pracy - oznacza Regulamin Pracy dla pracowników ArcelorMittal\nPoland S.A.\u003C\u002Fp>\n\n\u003Cp>6.Prawo pracy - oznacza przepisy Kodeksu pracy oraz przepisy innych ustaw i\naktów wykonawczych, określające prawa i obowiązki pracowników i\npracodawców, a także postanowienia układów zbiorowych pracy i innych\nopartych na ustawie porozumień zbiorowych, regulaminów określających prawa\ni obowiązki stron stosunku pracy.\u003C\u002Fp>\n\n\u003Cp>7.Bezpośredni przełożony - oznacza osobę, która zgodnie z zakresem\nzadań i obowiązków jest uprawniona wydawać polecenia służbowe, oceniać\npracę pracownika, w tym wielkość jego pracy oraz przestrzeganie przez\npracownika przepisów BHP.\u003C\u002Fp>\n\n\u003Cp>8.Dni wolne od pracy - oznacza niedziele, święta, soboty oraz inne dni\nwyznaczone jako dni wolne od pracy w zamian za soboty.\u003C\u002Fp>\n\n\u003Cp>9.Stawka wynagrodzenia zasadniczego - oznacza wynagrodzenie pracownika\nwynikające z jego osobistego zaszeregowania w rozumieniu Kodeksu pracy.\u003C\u002Fp>\n\n\u003Cp>10.Minimalne wynagrodzenie gwarantowane Układem - oznacza 115% minimalnego\nwynagrodzenie za pracę, określonego na podstawie Ustawy z dnia 10.10.2002r. o\nminimalnym wynagrodzeniu za pracę (tekst jednolity Dz. U. z 2020 r. poz. 2207\nz późniejszymi zmianami).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział II\u003C\u002Fh2>\n\n\u003Ch3>Postanowienia wstępne\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Układ określa warunki i zasady zatrudniania, wynagradzania pracowników,\nwzajemne prawa i obowiązki stron stosunku pracy oraz stron Układu i inne\nświadczenia związane z właściwościami pracy, nie uregulowane w przepisach\nprawa pracy w sposób bezwzględnie obowiązujący.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Postanowieniami Układu objęci są wszyscy pracownicy zatrudnieni w\nSpółce z wyłączeniem:\u003C\u002Fp>\n\n\u003Cp>1) członków Zarządu Spółki,\u003C\u002Fp>\n\n\u003Cp>2)Dyrektorów i ich Zastępców, Kierowników, Szefów oraz Głównych\nSpecjalistów - zgodnie z decyzją Pracodawcy, w ilości nie większej niż 535\nosób.\u003C\u002Fp>\n\n\u003Cp>3)pracowników młodocianych zatrudnionych w celu przygotowania\nzawodowego.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział III\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Warunki oraz zasady zawierania i rozwiązywania umów o pracę\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Dział 1\u003C\u002Fh4>\n\n\u003Ch4>Zawieranie umów o pracę\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Przez nawiązanie stosunku pracy pracownik zobowiązuje się do wykonywania\npracy określonego rodzaju na rzecz pracodawcy i pod jego kierownictwem oraz w\nmiejscu i czasie wyznaczonym przez pracodawcę, a Pracodawca - do zatrudniania\npracownika za wynagrodzeniem.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Umowa o pracę zawierana jest na piśmie i doręczona pracownikowi\nnajpóźniej w dniu rozpoczęcia pracy, przed dopuszczeniem pracownika do\npracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Umowa o pracę określa:\u003C\u002Fp>\n\n\u003Cp>1.Strony umowy.\u003C\u002Fp>\n\n\u003Cp>2.Rodzaj umowy oraz datę jej zawarcia.\u003C\u002Fp>\n\n\u003Cp>3.Warunki pracy i płacy, w szczególności:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)wynagrodzenie za pracę odpowiadające rodzajowi pracy, ze wskazaniem\nskładników wynagrodzenia,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)termin rozpoczęcia pracy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>3)wymiar czasu pracy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>4)rodzaj pracy - stanowisko pracy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>5)miejsce wykonywania pracy:\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>a)stałe, obejmujące miasto, w którym znajduje się jedna z terytorialnych\nlokalizacji siedziby Pracodawcy\u003C\u002Fp>\n\n\u003Cp>b)niestałe miejsce wykonywania pracy, obejmujące pozostałe miasta, w\nktórych znajdują się pozostałe terytorialne lokalizacje siedziby\nPracodawcy.\u003C\u002Fp>\n\n\u003Cp>6)system pracy (jedno lub wielozmianowy).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§6\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>1. W przypadku okresowej zmiany stałego miejsca wykonywania pracy,\nbędącej konsekwencją wykonywania przez Pracownika pracy w niestałym miejscu\nświadczenia pracy, Pracodawca jest zobowiązany do zapewniania:\u003C\u002Fp>\n\n\u003Cp>1)bezpłatnego dowozu do nowego miejsca pracy lub\u003C\u002Fp>\n\n\u003Cp>2)pokrycia dodatkowych kosztów dojazdu do nowego miejsca pracy według\nstawek za kilometr przebiegu pojazdu obowiązujących dla eksploatacji\nsamochodów prywatnych dla celów służbowych zgodnie z rozporządzeniem\nwydanym na podstawie art. 775 §2 Kodeksu Pracy.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca jest zobowiązany do zapewnienia dowozu lub zwrotu dodatkowych\nkosztów dojazdu w sytuacji, gdy okresowa zmiana stałego miejsca wykonywania\npracy powoduje zwiększenie odległości z miejsca zamieszkania do niestałego\nmiejsca świadczenia pracy o ponad 20 km z jednoczesnym zwiększeniem czasu\ndojazdu z miejsca zamieszkania do nowego miejsca wykonywania pracy.\u003C\u002Fp>\n\n\u003Cp>3.Okres świadczenia pracy w niestałym miejscu świadczenia pracy nie może\nprzekroczyć 6 miesięcy w ciągu kolejnych 24 miesięcy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§7\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Integralną częścią umowy o pracę jest informacja o zagrożeniach dla\nzdrowia i życia występujących na tym stanowisku.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§8\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Podstawową formą zatrudnienia w Spółce jest umowa na czas\nnieokreślony.\u003C\u002Fp>\n\n\u003Cp>2.Umowę o pracę zawiera się na:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)czas nieokreślony,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)czas określony, przy czym łączny okres zatrudnienia na podstawie\numów o pracę na czas określony nie może przekraczać 33 miesięcy, a\nłączna ilość tych umów nie może przekraczać trzech.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§9\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Do wypowiedzenia wynikających z umowy warunków pracy i płacy, stosuje\nsię w zakresie okoliczności przepisy Kodeksu pracy, a w zakresie okresów\nwypowiedzenia § 12 i § 15 ust. 2 niniejszego Rozdziału.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Dział 2\u003C\u002Fh4>\n\n\u003Ch4>Rozwiązywanie umów o pracę\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 10\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rozwiązanie umowy o pracę następuje:\u003C\u002Fp>\n\n\u003Cp>1)na mocy porozumienia stron,\u003C\u002Fp>\n\n\u003Cp>2)przez oświadczenie jednej ze stron z zachowaniem okresu wypowiedzenia\n(rozwiązanie umowy o pracę za wypowiedzeniem),\u003C\u002Fp>\n\n\u003Cp>3)przez oświadczenie jednej ze stron bez zachowania okresu wypowiedzenia\n(rozwiązanie umowy o pracę bez wypowiedzenia),\u003C\u002Fp>\n\n\u003Cp>4)z upływem czasu, na który była zawarta umowa o pracę.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 11\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.W okresie wypowiedzenia umowy o pracę przez pracodawcę, pracownikowi\nprzysługuje zwolnienie na poszukiwanie pracy z zachowaniem prawa do\nwynagrodzenia obliczonego jak wynagrodzenie za urlop wypoczynkowy. Wymiar\nzwolnienia wynosi:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)2 dni robocze - w okresie wypowiedzenia nieprzekraczającym 2\ntygodni,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)5 dni roboczych - w okresie wypowiedzenia trwającym dłużej niż 2\ntygodnie,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>W\u002Fw wymiar zwolnienia nie podlega zmniejszeniu w przypadku skrócenia okresu\nwypowiedzenia.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 12\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Okres wypowiedzenia umowy o pracę zawartej na czas nieokreślony i umowy\no pracę zawartej na czas określony jest uzależniony od okresu zatrudnienia u\ndanego pracodawcy i wynosi:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)2 tygodnie - jeżeli pracownik był zatrudniony krócej niż 6\nmiesięcy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)1 miesiąc -jeżeli pracownik był zatrudniony co najmniej 6\nmiesięcy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>3)3 miesiące - jeżeli pracownik był zatrudniony co najmniej 3\nlata,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>2.Do okresu zatrudnienia, o którym mowa w ust. 1, zalicza się okres\nzatrudnienia u poprzedniego pracodawcy, jeśli:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)zmiana pracodawcy nastąpiła na zasadach określonych w art. 231\nKodeksu pracy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)z mocy odrębnych przepisów nowy Pracodawca jest następcą prawnym\nw stosunkach pracy nawiązanych przez pracodawcę poprzednio zatrudniającego\ntego pracownika.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§13\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Oświadczenie każdej ze stron o wypowiedzeniu lub rozwiązaniu umowy o\npracę bez wypowiedzenia powinno nastąpić na piśmie.\u003C\u002Fp>\n\n\u003Cp>2.W oświadczeniu pracodawcy o wypowiedzeniu umowy o pracę zawartej na czas\nnieokreślony lub rozwiązaniu umowy o pracę bez wypowiedzenia powinny być\nwskazane:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)przyczyna wypowiedzenia lub rozwiązania umowy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)okres trwania wypowiedzenia,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>3)pouczenie o możliwości wniesienia odwołania od wypowiedzenia do\nsądu pracy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>4)termin rozwiązania umowy o pracę.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>3.Postanowienia ust. 2 pkt. 1 nie stosuje się do umów o pracę zawartych\nna czas określony oraz na okres próbny.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§14\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>W przypadku wypowiedzenia umowy o pracę na podstawie § 15 ust.2.\nPracodawca jest obowiązany na wniosek pracownika skrócić okres wypowiedzenia\nco najmniej do odpowiedniego wymiaru określonego w Kodeksie pracy, o ile nie\nustalono wcześniejszego terminu rozwiązania umowy o pracę na podstawie art.\n36 § 6 Kodeksu pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Dział 3\u003C\u002Fh4>\n\n\u003Ch4>Rozwiązywanie umów o pracę z przyczyn leżących po stronie\npracodawcy\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 15\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.W przypadku rozwiązania stosunku pracy z przyczyn niedotyczących\npracowników, stosuje się postanowienia Ustawy z dnia 13 marca 2003 r. o\nszczególnych zasadach rozwiązywania z pracownikami stosunków pracy z\nprzyczyn niedotyczących pracowników (tekst jednolity Dz. U. z 2018 poz. 1969\nz późniejszymi zmianami).\u003C\u002Fp>\n\n\u003Cp>2.W przypadku wypowiedzenia umowy o pracę z przyczyn niedotyczących\npracowników na podstawie art. 1 Ustawy, o której mowa w ust.1., okres\nwypowiedzenia umowy o pracę zawartej na czas nieokreślony jest uzależniony\nod okresu zatrudnienia u danego Pracodawcy i wynosi:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)2 tygodnie- jeżelipracownikbył zatrudniony krócej niż\n6miesięcy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)1 miesiąc-jeżelipracownikbył zatrudniony co najmniej6\nmiesięcy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>3)3 miesiące-jeżelipracownikbył zatrudniony co najmniej3\nlata,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>4)4 miesiące-jeżelipracownikbył zatrudniony co najmniej10\nlat,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>5)5 miesięcy- jeżelipracownikbył zatrudniony co najmniej20\nlat,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>z zastrzeżeniem ust. 3 niniejszego działu.\u003C\u002Fp>\n\n\u003Cp>3.Do okresu zatrudnienia, o którym mowa w ust. 2, zalicza się okres\nzatrudnienia u poprzedniego pracodawcy, jeśli:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1) zmiana pracodawcy nastąpiła na zasadach określonych w art. 23\nKodeksu pracy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2) na mocy odrębnych przepisów nowy Pracodawca jest następcą\nprawnym w stosunkach pracy nawiązanych przez pracodawcę poprzednio\nzatrudniającego tego pracownika.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział IV \u003C\u002Fh2>\n\n\u003Ch3>Czas pracy\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 16\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cp>Czas pracy pracowników nie może przekraczać 8 godzin na dobę i\nprzeciętnie 40 godzin 9 w przeciętnie 5-dniowym tygodniu pracy w przyjętym\nokresie rozliczeniowym, określonym w Regulaminie Pracy.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§17\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Wszystkie soboty są dniami wolnymi od pracy, z wyjątkiem przypadków, gdy\ndzień wolny wyznaczony zostanie w innym dniu niż sobota.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 18\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Obowiązujący pracownika wymiar czasu pracy w przyjętym okresie\nrozliczeniowym, ustalany zgodnie z art. 129 § 1 Kodeksu pracy, oblicza\nsię:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1) mnożąc 40 godzin przez liczbę tygodni przypadających w okresie\nrozliczeniowym, a następnie \u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2) dodając do otrzymanej liczby godzin iloczyn 8 godzin i liczby dni\npozostałych do końca okresu rozliczeniowego, przypadających od poniedziałku\ndo piątku.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>2.Wymiar czasu pracy ulega obniżeniu o liczbę godzin usprawiedliwionej\nnieobecności pracownika w pracy przypadających do przepracowania w czasie tej\nnieobecności, zgodnie z przyjętym rozkładem czasu pracy.\u003C\u002Fp>\n\n\u003Cp>3.Każde święto występujące w okresie rozliczeniowym i przypadające w\ninnym dniu niż niedziela obniża wymiar czasu pracy o 8 godzin.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Cp>4.Pracownikom, jeżeli dobowy wymiar czasu pracy wynosi co najmniej 6\ngodzin, przysługuje, w czasie uzgodnionym z bezpośrednim przełożonym,\nwliczana do czasu pracy, o którym mowa w ust. 1 - przerwa w pracy,\nprzeznaczona m in. na spożycie posiłku. Przerwa, o której mowa powyżej nie\nmoże przekroczyć 30 minut, zgodnie z elektroniczną ewidencją czasu\npracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§19\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Praca wykonywana ponad normy czasu pracy, o których mowa w §16, a także\npraca wykonywana ponad przedłużony dobowy wymiar czasu pracy wynikający z\nobowiązującego pracownika systemu i rozkładu czasu pracy, stanowi pracę w\ngodzinach nadliczbowych.\u003C\u002Fp>\n\n\u003Cp>2.Praca w godzinach nadliczbowych jest dopuszczalna w razie:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)konieczności prowadzenia akcji ratowniczej w celu ochrony życia lub\nzdrowia ludzkiego, ochrony mienia lub środowiska albo usunięcia\nawarii,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)szczególnych potrzeb pracodawcy. \u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 20\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. W komórkach organizacyjnych Spółki może być stosowana zmianowa\norganizacja pracy \u003C\u002Fp>\n\n\u003Cp>- zwana również czterobrygadową organizacją pracy, według której\nurządzenia (agregaty) są obsługiwane przez cztery brygady, pracujące w\nukładzie 3 zmian w ciągu doby, zgodnie z następującym rozkładem czasu\npracy:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1) 8 godzin pracy i 16 godzin wolnych od pracy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2) po czterech dniach pracy - 48 godzin wolnych od pracy.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>2. Rozkład czasu pracy w czterobrygadowej lub podobnej organizacji pracy w\nkolejnych dniach miesiąca w ciągu roku ustala Pracodawca w szczegółowych\nrocznych harmonogramach pracy.\u003C\u002Fp>\n\n\u003Cp>3. Szczegółowe zasady stosowania zmianowej organizacji pracy określa\n\u003Cstrong>Załącznik Nr 2 do Układu.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§21\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Jeżeli pracownik miał być zatrudniony w przypadającym mu dniu wolnym od\npracy i nie zgłosił się w tym dniu do pracy, nieobecność jego jest\ntraktowana jako nieobecność nieusprawiedliwiona z wynikającymi z niej\nkonsekwencjami określonymi w Regulaminie Pracy, o ile pracownik nie\nusprawiedliwił nieobecności zgodnie z przepisami o dyscyplinie pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§22\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca może zobowiązać pracownika do pozostawania poza normalnymi\ngodzinami pracy w gotowości do wykonywania pracy wynikającej z umowy o pracę\nw zakładzie pracy lub w innym miejscu wyznaczonym przez pracodawcę, zwane\ndalej w niniejszym paragrafie „dyżurem”.\u003C\u002Fp>\n\n\u003Cp>2.Pełnienie dyżuru powierzane jest pracownikowi przez kierownika jednostki\norganizacyjnej lub bezpośredniego przełożonego drogą pisemną, mailową lub\nsms. W przypadku powierzenia pracownikowi pełnienia dyżuru w formie pisemnej\nkopia powyższej informacji doręczana jest pracownikowi mającemu pełnić\ndyżur przed jego rozpoczęciem. W przypadku powierzenia pracownikowi\npełnienia dyżuru w formie mailowej lub sms informacja o tym przesyłana jest\npracownikowi na służbowy adres mailowy lub służbowy numer telefonu lub też\ninny podany przez pracownika do kontaktu z pracodawcą. Powierzenie dyżuru\njest rejestrowane przez pracownika i akceptowane przez przełożonego w\nelektronicznym systemie służącym do rejestracji czasu pracy.\u003C\u002Fp>\n\n\u003Cp>3.Za czas dyżuru, z wyjątkiem dyżuru pełnionego w domu, pracownikowi\nprzysługuje czas wolny od pracy w wymiarze odpowiadającym długości dyżuru,\na w razie braku możliwości udzielenia czasu wolnego wynagrodzenie wynikające\nz jego stawki wynagrodzenia zasadniczego.\u003C\u002Fp>\n\n\u003Cp>4.Czas pełnienia dyżuru nie może naruszać prawa pracownika do dobowego i\ntygodniowego odpoczynku, o których mowa w przepisach prawa pracy.\u003C\u002Fp>\n\n\u003Cp>5.Za pracę wykonywaną w czasie dyżuru przysługuje wynagrodzenie jak za\npracę w godzinach nadliczbowych, chyba że pracownikowi zostanie oddany - wg\nzasad określonych w Regulaminie Pracy, czas w zamian za czas przepracowany w\ngodzinach nadliczbowych.\u003C\u002Fp>\n\n\u003Cp>6.Przepisów, o których mowa w ust. 1-5 powyżej nie stosuje się do\npracowników zarządzających w imieniu pracodawcy zakładem pracy. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział V\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Zasady i warunki wynagradzania za pracę\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§23\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Wynagrodzenie za pracę powinno odpowiadać w szczególności rodzajowi\nwykonywanej pracy i kwalifikacjom wymaganym przy jej wykonywaniu, a także\nuwzględniać ilość i jakość świadczonej pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§24\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Zaszeregowania pracowników do określonej grupy dokonuje się w oparciu o\nTaryfikator stanowisk i tabele zaszeregowania pracowników stanowiący\nZałącznik Nr 1 do Układu.\u003C\u002Fp>\n\n\u003Cp>2.Dla pracowników zatrudnionych na stanowiskach robotniczych i\nnierobotniczych stosuje się tabelę miesięcznych płac zasadniczych.\u003C\u002Fp>\n\n\u003Cp>Decyzję o wysokości wynagrodzenia zasadniczego pracownika podejmuje\nDyrektor prowadzący sprawy personalne lub osoba przez niego upoważniona, na\nwniosek przełożonego odpowiedniego szczebla.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§25\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Wynagrodzenie pracowników określone jest płacą miesięczną.\u003C\u002Fp>\n\n\u003Cp>2. Wynagrodzenie przysługuje za pracę wykonaną. Za czas niewykonywania\npracy pracownik zachowuje prawo do wynagrodzenia tylko wówczas, gdy przepisy\nprawa pracy tak stanowią.\u003C\u002Fp>\n\n\u003Cp>3.Pracownikowi za czas niewykonywania pracy, jeżeli był gotów do jej\nwykonywania, a doznał przeszkód z przyczyn dotyczących pracodawcy,\nprzysługuje wynagrodzenie wynikające z jego osobistego zaszeregowania,\nokreślonego stawką godzinową lub miesięczną, a jeżeli taki składnik\nwynagrodzenia nie został wyodrębniony przy określaniu warunków\nwynagradzania - 60% wynagrodzenia. W każdym przypadku wynagrodzenie to nie\nmoże być jednak niższe od wysokości minimalnego wynagrodzenia za pracę,\nustalanego na podstawie przepisów prawa pracy.\u003C\u002Fp>\n\n\u003Cp>4. Wynagrodzenie, o którym mowa w ust. 3, przysługuje pracownikowi za czas\nniezawinionego przez niego przestoju. Jeżeli przestój nastąpił z winy\npracownika, wynagrodzenie nie przysługuje.\u003C\u002Fp>\n\n\u003Cp>5.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 ust. 3. Jeżeli przestój nastąpił z winy pracownika, przysługuje\nwyłącznie wynagrodzenie przewidziane za wykonaną pracę.\u003C\u002Fp>\n\n\u003Cp>6.Wynagrodzenie za czas przestoju spowodowanego warunkami atmosferycznymi\nprzysługuje pracownikowi zatrudnionemu przy pracach uzależnionych od tych\nwarunków, jeżeli przepisy prawa pracy tak stanowią. W razie powierzenia\npracownikowi na czas takiego przestoju innej pracy, przysługuje mu\nwynagrodzenie przewidziane za wykonaną pracę, chyba że przepisy prawa pracy\nprzewidują stosowanie zasad określonych w ust. 5.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§26\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Wynagrodzenie pracownika za przepracowany pełny miesięczny wymiar czasu\npracy nie może być niższe od minimalnego wynagrodzenia gwarantowanego\nUkładem.\u003C\u002Fp>\n\n\u003Cp>2.Postanowienia ust. 1 mogą nie być stosowane wobec pracowników\nzatrudnionych przez okres krótszy niż 12 miesięcy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§27\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Zmiany płac, w tym wzrost płac zasadniczych ogółu pracowników oraz\nokres obowiązywania uzgodnień w tym zakresie, określane są przez Strony w\nramach negocjacji prowadzonych przez ustalony przez Strony czasokres,\npocząwszy od IV kwartału roku poprzedzającego.\u003C\u002Fp>\n\n\u003Cp>2.Strony deklarują wolę zakończenia negocjacji, o których mowa w ust.1.\ndo końca I kwartału roku następnego lub w innym uzgodnionym przez siebie\nterminie.\u003C\u002Fp>\n\n\u003Cp>3.Strony uzgadniają, iż wzrost płac zasadniczych może być dokonywany\npoprzez ustalenie kwotowego lub procentowego wzrostu płac zasadniczych\npracowników.\u003C\u002Fp>\n\n\u003Cp>4.Uruchomienie środków finansowych z przeznaczeniem na indywidualny wzrost\npłac zasadniczych pracowników w związku z ich awansem stanowiskowym jak\nrównież przeszeregowaniem wynikającym z indywidulanej oceny pracowniczej\ndokonywane jest wg odrębnej decyzji Pracodawcy. Pracodawca w pierwszym\nkwartale każdego roku będzie przekazywał zakładowym organizacjom\nzwiązkowym informacje o wysokości środków finansowych wydatkowanych na w\u002Fw\nprzeszeregowania w poprzednim roku kalendarzowym oraz o liczbie pracowników\nobjętych tymi przeszeregowaniami, z podziałem na jednostki organizacyjne oraz\nstanowiska robotnicze i nierobotnicze.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§28\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dla ustalenia wysokości wynagrodzenia i dodatków za pracę w godzinach\nnadliczbowych, przyjmuje się stawkę godzinową pracownika, przez którą\nrozumie się stawkę wyliczoną przez podzielenie zasadniczego wynagrodzenia\nmiesięcznego przez nominalny czas pracy danego miesiąca. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§29\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>1.Z uwzględnieniem ust.2., pracownikowi zatrudnionemu na zmianie nocnej\nprzysługuje, za każdą godzinę pracy w porze nocnej, tj. w godzinach od 2200\ndo 600, dodatek do wynagrodzenia za każdą godzinę pracy w porze nocnej w\nwysokości określonej w przepisach prawa pracy.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Dla pracowników zatrudnionych w systemie pracy zmianowej i równoważnym\nczasie pracy, dodatek, o którym mowa w ust.1, zawarty jest w zmianowym dodatku\nkwotowym, określonym w pkt.4. Załącznika nr 2 do Układu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§30\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>Za każdą godzinę pracy wykonywanej w godzinach nadliczbowych\npracownikowi, oprócz normalnego wynagrodzenia, przysługuje dodatek w\nwysokości 100% stawki godzinowej pracownika.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§31\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracownicy zarządzający w imieniu Pracodawcy zakładem pracy i\nkierownicy wyodrębnionych komórek organizacyjnych wykonują w razie\nkonieczności pracę poza normalnymi godzinami pracy bez prawa do wynagrodzenia\noraz dodatku z tytułu pracy w godzinach nadliczbowych, z zastrzeżeniem\nust.2.\u003C\u002Fp>\n\n\u003Cp>2.Kierownikom wyodrębnionych komórek organizacyjnych za pracę w godzinach\nnadliczbowych przypadających w niedzielę i święto, przysługuje prawo do\nwynagrodzenia oraz dodatku z tytułu pracy w godzinach nadliczbowych, jeżeli\nza pracę w tym dniu nie otrzymali innego dnia wolnego od pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§32\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>W przypadku, gdy obowiązki wynikające z umowy o pracę, a określone w\nzakresie czynności lub karcie stanowiskowej, nie wypełniają pracownikowi\ncałkowicie normalnego czasu pracy w ciągu dnia pracy, przełożony pracownika\nma prawo powierzyć mu pracę uzupełniającą - odpowiadającą jego\nkwalifikacjom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział VI\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Zasady wypłaty innych świadczeń związanych z pracą\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§33\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.W celu zapewnienia skutecznego motywowania pracowników do efektywnej\npracy oraz powiązania poziomu indywidualnych wynagrodzeń z wynikami pracy, w\nzłożonych i zmiennych warunkach funkcjonowania według reguł gospodarki\nrynkowej, tworzony jest w Spółce Fundusz Motywacyjny.\u003C\u002Fp>\n\n\u003Cp>2.Fundusz Motywacyjny tworzy się w ramach osobowego funduszu wynagrodzeń,\na w skład jego wchodzą:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)fundusz premiowy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)fundusz dodatkowy.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>3)fundusz nagród,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>Zasady tworzenia i uruchamiania Funduszu Motywacyjnego i Funduszu Nagród\nreguluje \u003Cstrong>Załącznik Nr 3 do niniejszego Układu.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§34\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ponadto pracownikowi Spółki przysługuje:\u003C\u002Fp>\n\n\u003Cp>1)tradycyjny dodatek hutniczy - zwany „Małym Hutnikiem” - wypłacany\nzgodnie z zasadami jego wypłacania stanowiącymi \u003Cstrong>Załącznik Nr 4 do\nUkładu\u003C\u002Fstrong>.\u003C\u002Fp>\n\n\u003Cp>2)wynagrodzenie lub dodatkowe świadczenie w przypadku niezdolności do\npracy spowodowanej chorobą, wg zasad określonych w \u003Cstrong>Załączniku Nr 5\ndo Układu\u003C\u002Fstrong>,\u003C\u002Fp>\n\n\u003Cp>3)dodatek mistrzowski - przyznawany wg zasad określonych w\n\u003Cstrong>Załączniku Nr 6 do Układu\u003C\u002Fstrong>,\u003C\u002Fp>\n\n\u003Cp>4)dodatek brygadzistowski - przyznawany wg zasad określonych w\n\u003Cstrong>Załączniku Nr 6 do Układu\u003C\u002Fstrong>.\u003C\u002Fp>\n\n\u003Cp>5)dodatek za ratownictwo gazowe - przyznawany wg zasad określonych w\n\u003Cstrong>Załączniku Nr 6 do Układu\u003C\u002Fstrong>.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§35\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca zapewnia funkcjonowanie społecznej inspekcji pracy, stwarza\nwarunki do odpowiedniej realizacji zadań oraz ponosi koszty związane z jej\ndziałalnością.\u003C\u002Fp>\n\n\u003Cp>2.Na wniosek Zakładowych Organizacji Związkowych Pracownikom pełniącym\nfunkcje w zakładowej społecznej inspekcji pracy przysługuje wynagrodzenie\nustalone zgodnie z przepisami prawa pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§36\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.W przypadku powierzenia pracownikowi pracy na stanowisku niżej\nwynagradzanym od jego stanowiska pracy (zastępstwo), za wykonaną pracę\npracownik otrzymuje wynagrodzenie wynikające z umowy o pracę.\u003C\u002Fp>\n\n\u003Cp>2.Z uwzględnieniem ust.4., w przypadku powierzenia pracownikowi pracy na\nstanowisku wyższym hierarchicznie i\u002Flub wyżej wynagradzanym od jego\nstanowiska pracy (zastępstwo), za pracę w tym czasie na tym stanowisku,\npracownik otrzymuje wyższe wynagrodzenie, wg poniższych zasad:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)przez stanowisko wyżej wynagradzane rozumie się stanowisko, dla\nktórego w taryfikatorze stanowisk określona jest wyższa maksymalna kategoria\nzaszeregowania,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)w przypadku pełnienia zastępstwa w sposób ciągły przez okres co\nnajmniej 14 dni kalendarzowych za każdą godzinę pracy, w czasie której\npełnione jest zastępstwo, pracownik otrzymuje dodatek w wysokości 3\nzł.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>3.Powierzenie zastępstwa następuje na piśmie. Kierownik danej jednostki\norganizacyjnej składa do Biura Kadr, Płac i Dialogu Społecznego - we\nwzajemnie uzgodnionej formie, informację dotyczącą powierzenia pracownikowi\npełnienia zastępstwa.\u003C\u002Fp>\n\n\u003Cp>Kopia powyższej informacji doręczana jest pracownikowi pełniącemu\nzastępstwo.\u003C\u002Fp>\n\n\u003Cp>4.Niniejsze zasady powierzenia pracownikowi pracy na stanowisku wyższym\nhierarchicznie i\u002Flub wyżej wynagradzanym od jego stanowiska pracy, nie\ndotyczą przypadków powierzenia Pracownikowi pełnienia obowiązków mistrza\nokreślonych odrębnie w Załączniku nr 6 do ZUZP.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział VII\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Urlopy pracownicze\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§37\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Urlopu udziela się w dni, które są dla pracownika dniami pracy, zgodnie\nz obowiązującym go rozkładem czasu pracy, w wymiarze godzinowym,\nodpowiadającym dobowemu wymiarowi czasu pracy pracownika w danym dniu, z\nzastrzeżeniem ust.4.\u003C\u002Fp>\n\n\u003Cp>2.Przy udzielaniu urlopu zgodnie z ust.1., jeden dzień urlopu odpowiada 8\ngodzinom pracy.\u003C\u002Fp>\n\n\u003Cp>3.Przepis ust.1. i ust.2. stosuje się odpowiednio do pracownika, dla\nktórego dobowa norma czasu pracy, wynikająca z odrębnych przepisów, jest\nniższa niż 8 godzin.\u003C\u002Fp>\n\n\u003Cp>4.Udzielenie pracownikowi urlopu w dniu pracy w wymiarze godzinowym\nodpowiadającym części dobowego wymiaru czasu pracy jest dopuszczalne jedynie\nw przypadku, gdy część urlopu pozostała do wykorzystania jest niższa niż\npełny dobowy wymiar czasu pracy pracownika w dniu, na który ma być udzielony\nurlop. \u003C\u002Fp>\n\n\u003Cp>5.Urlopy powinny być udzielane zgodnie z planem urlopów. Plan urlopów\nustala kierownik jednostki organizacyjnej biorąc pod uwagę wnioski\npracowników, opinię związków zawodowych danej jednostki organizacyjnej i\nkonieczność zapewnienia normalnego toku pracy.\u003C\u002Fp>\n\n\u003Cp>6.Plan urlopów podaje się do wiadomości pracowników w sposób przyjęty\nw Spółce.\u003C\u002Fp>\n\n\u003Cp>7.Na wniosek pracownika urlop może być podzielony na części. Co najmniej\njedna część urlopu powinna obejmować nie mniej niż 14 kolejnych dni\nkalendarzowych.\u003C\u002Fp>\n\n\u003Cp>8.Obsługa spraw pracowniczych związanych z udzielaniem urlopów\npracowniczych realizowana jest w Spółce za pomocą specjalistycznej aplikacji\nelektronicznej dostępnej dla wszystkich pracowników Spółki.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§38\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.W razie niewykorzystania w całości lub części urlopu, w wymiarze, do\nktórego pracownik nabył prawo z pierwszym dniem roku kalendarzowego, w\nktórym nastąpiło rozwiązanie stosunku pracy w związku ze spełnieniem\nprzez pracownika warunków uprawniających do emerytury lub renty inwalidzkiej,\npracownik otrzymuje ekwiwalent pieniężny za niewykorzystany urlop.\u003C\u002Fp>\n\n\u003Cp>2.W przypadku ustalenia ekwiwalentu, o którym mowa w ust. 1, stosuje się\nodpowiednio przepisy art. art. 153, 154 § 1 Kodeksu pracy. Natomiast nie\nstosuje się przepisów art. 1551 § 1 pkt. 1 Kodeksu pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział VIII\u003C\u002Fh2>\n\n\u003Ch3>Obowiązki Pracodawcy\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§39\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>1.Pracodawca, w przypadku śmierci pracownika spowodowanej wypadkiem przy\npracy lub wypadkiem zrównanym z wypadkiem przy pracy, jest obowiązany do\nwypłacenia kwoty stanowiącej równowartość zasiłku pogrzebowego\nwypłacanego przez ZUS.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>W\u002Fw kwota jest wypłacana na wniosek członka rodziny lub innej osoby\norganizującej pogrzeb pracownika, o którym mowa powyżej, po przedstawieniu\ndokumentów poświadczających wypłacenie przez ZUS zasiłku pogrzebowego.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Pracodawca jest zobowiązany wypłacić na rzecz członków rodziny\nPracownika, który zmarł na skutek wypadku przy pracy \u002F w drodze do pracy \u002F z\npracy lub choroby zawodowej, jednorazowe zadośćuczynienie w wysokości 75\nOOOzł w terminie 30 dni od zgłoszenia wniosku, niezależnie od innych\nświadczeń wynikających z przepisów prawa. Zadośćuczynienie, o którym\nmowa powyżej wypłacane jest małżonkowi pracownika oraz innym członkom\nrodziny spełniającym warunki wymagane do uzyskania renty rodzinnej w myśl\nprzepisów o ubezpieczeniu społecznym pracowników i ich rodzin. O sposobie\npodziału odszkodowania pomiędzy uprawnione osoby decyduje Pracodawca.\u003C\u002Fp>\n\n\u003Cp>3.Pracodawca jest obowiązany zapewnić zatrudnienie członka rodziny lub\nopiekuna przejmującego na siebie obowiązek utrzymywania rodziny pracownika,\nktóry uległ śmiertelnemu wypadkowi przy pracy lub wypadkowi przy pracy\npowodującemu trwałą i całkowitą niezdolność do pracy.\u003C\u002Fp>\n\n\u003Cp>4.Pracodawca jest obowiązany do zapewnienia zatrudnienia osoby, o której\nmowa w ust.3, zgodnie z procedurą, pod warunkiem złożenia oferty pracy przez\ntę osobę w terminie 3 miesięcy od daty śmierci pracownika lub stwierdzenia\nu pracownika trwałej i całkowitej niezdolności do pracy oraz w przypadku\nposiadania kwalifikacji możliwych do wykorzystania w Grupie ArcelorMittal\nPoland S.A. z uwzględnieniem możliwości przeszkolenia.\u003C\u002Fp>\n\n\u003Cp>5.Pracodawca może przyjąć do pracy osoby, o których mowa w ust.3, w\nprzypadkach śmierci pracownika lub trwałej niezdolności do pracy z innych\nprzyczyn niż wymienione w ust.1, na zasadach określonych w ust.4.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§40\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca jest obowiązany do zorganizowania lub utworzenia stanowisk\npracy chronionej, przeznaczonych dla:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)kobiet w ciąży,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)pracowników z ograniczeniami zdrowotnymi, które to ograniczenia\npowstały w trakcie pracy w Spółce na skutek wypadku przy pracy w Spółce\nlub związanej z pracą w Spółce choroby zawodowej lub stwierdzenia u\npracownika objawów wskazujących na powstanie choroby zawodowej związanej z\npracą w Spółce,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>3)pracowników w okresie rehabilitacji, z czasowym ograniczeniem\nzdolności do wykonywania pracy, u których lekarz stwierdził przeciwwskazania\ndo pracy na danym stanowisku.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>2. W przypadku gdy zatrudnienie na stanowiskach, o których mowa w ust. 1,\nbędzie wymagało nabycia nowych kwalifikacji, koszty związane z\nprzeszkoleniem pracowników ponosi Pracodawca.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§41\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Jeśli wskutek wypadku przy pracy zaistniałego w trakcie wykonywania\npracy w Spółce, choroby zawodowej związanej z pracą w Spółce lub\nstwierdzenia u pracownika objawów wskazujących na powstanie choroby zawodowej\nzwiązanej z pracą w Spółce pracownik stał się niezdolny do wykonywania\ndotychczasowej pracy, a stan jego zdrowia umożliwia wykonywanie innej pracy,\nPracodawca jest obowiązany zatrudnić pracownika na innym stanowisku.\u003C\u002Fp>\n\n\u003Cp>2.Jeżeli wskutek powierzenia pracownikowi, o którym mowa w ust. 1 innej\npracy, wynagrodzenie uległo obniżeniu, Pracodawca jest obowiązany do\nwypłacania pracowni¬kowi dodatku wyrównawczego gwarantującego poprzedni\npoziom wynagrodzenia. W przypadku pracowników, którzy otrzymują rentę z\ntytułu niezdolność do pracy postanowienie, o którym mowa w zdaniu\npierwszym, stosuje się przez okres nie dłuższy niż 6 miesięcy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>\u003Cstrong>§42\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Jeżeli pracownik w wyniku wypadku przy pracy zaistniałego w trakcie\nwykonywania pracy w Spółce lub choroby zawodowej związanej z pracą w\nSpółce przechodzi na rentę z tytułu niezdolność do pracy i nie świadczy\npracy, Pracodawca jest obowiązany do wypłacania dodatkowego świadczenia\npieniężnego w wysokości stanowiącej różnicę pomiędzy dotychczas\notrzymywanym wynagrodzeniem - obliczanym jak ekwiwalent za urlop wypoczynkowy -\na otrzymywanym świadczeniem rentowym.\u003C\u002Fp>\n\n\u003Cp>2.Postanowienia ust. 1 mają zastosowanie w przypadku, gdy:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)pracownik dostarczy do pracodawcy odpowiednią decyzję lekarza\norzecznika ZUS,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)otrzymywana renta jest niższa od otrzymywanego dotychczas\nwynagrodzenia określonego w ust. 1.\u003C\u002Fsub>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Świadczenie, o którym mowa w ust. 1., wypłacane jest przez okres nie\nkrótszy niż do momentu, w którym otrzymywane świadczenie rentowe osiągnie\nwysokość wynagrodzenia, o którym mowa w ust. 1.\u003C\u002Fp>\n\n\u003Cp>4.Pracownik zobowiązany jest do:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)corocznego - do 31 lipca każdego roku, przekazywania zaświadczenia\nz ZUS o wysokości otrzymywanego świadczenia rentowego,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)informowania i dokumentowania, w ciągu 14 dni od daty zaistnienia,\nwszelkich zmian wysokości przyznanego świadczenia rentowego, pod rygorem\nutraty prawa do otrzymywanego dodatkowego świadczenia.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>5.Postanowień ust. 1, 2 i 3 nie stosuje się w przypadku przejścia\npracownika na emeryturę.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§43\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.W przypadku stałego lub długotrwałego uszczerbku na zdrowiu powstałego\nw wyniku wypadku przy pracy lub choroby zawodowej, Pracodawca jest zobowiązany\ndo wypłacenia z tego tytułu dodatkowego odszkodowania niezależnie od\nobowiązku wypłacenia odszkodowania wynikającego z orzeczenia lekarza\norzecznika ZUS.\u003C\u002Fp>\n\n\u003Cp>2.Wysokość dodatkowego odszkodowania, o którym mowa w ust.1., nie może\nbyć mniejsza od 15 % odszkodowania określonego w orzeczeniu lekarza\norzecznika ZUS.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§44\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca jest obowiązany zapewniać pomoc przy organizacji i\nfinansowaniu:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)leczenia,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)rehabilitacji,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>pracowników, którzy w wyniku choroby zawodowej lub wypadku przy pracy,\ndoznali długotrwałego uszczerbku na zdrowiu, a ich leczenie i rehabilitacja\nwykraczają poza zakres świadczeń zdrowotnych, przysługujących osobom\nubezpieczonym, wynikających z przepisów powszechnie obowiązujących, przy\nczym świadczenia te są uzasadnione stanem zdrowia pracowników, potwierdzonym\nstosownym zaświadczeniem lekarskim.\u003C\u002Fp>\n\n\u003Cp>2.W okresie odbywania rehabilitacji zawodowej Pracodawca jest obowiązany\nwypłacać pracownikowi tzw. „różnicę rehabilitacyjną” tj. różnicę\npomiędzy wynagrodzeniem jakie pracownik osiągnąłby, gdyby na rehabilitacji\nnie przebywał, a wynagrodzeniem całkowitym osiąganym w trakcie\nrehabilitacji, łącznie z zasiłkiem rehabilitacyjnym.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§45\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pracodawca zapewni bezpłatne korzystanie z komunikacji\nwewnątrzoddziałowej, utrzymywanej przez Spółkę w zależności od\npotrzeb.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział IX\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch3>Zasady BHP\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§46\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pracodawca jest obowiązany zapewnić pracownikom bezpieczne i higieniczne\nwarunki pracy oraz prowadzić - w godzinach, które zgodnie z rozkładem czasu\npracy pracowników są godzinami pracy - systematyczne obowiązkowe szkolenia\npracowników w zakresie:\u003C\u002Fp>\n\n\u003Cp>1)bezpieczeństwa i higieny pracy, zagrożeń w miejscu pracy, zabezpieczeń\nprzeciwpożarowych w związku z wykonywaną pracą i obsługą powierzonych\nstanowisk,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>2)stosowania środków ochrony indywidualnej oraz odzieży i obuwia\nroboczego.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§47\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Okresowe i kontrolne badania lekarskie przeprowadzane są w miarę\nmożliwości w godzinach pracy.\u003C\u002Fp>\n\n\u003Cp>2.Zaleca się, aby w miarę możliwości badania, o których mowa powyżej,\nodbywały się wg zasad jednakowych dla wszystkich systemów pracy.\u003C\u002Fp>\n\n\u003Cp>3.Za czas niewykonywania pracy, w związku z przeprowadzanymi badaniami,\npracownik zachowuje prawo do wynagrodzenia, a w razie przejazdu na te badania\ndo innej miejscowości przysługuje mu zwrot kosztów podróży według zasad\nobowiązujących przy podróżach służbowych.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§48\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Na terenie objętym prowadzoną działalnością gospodarczą. Pracodawca\njest obowiązany urządzać i stale utrzymywać w należytym stanie łaźnie i\nwęzły sanitarne z dostateczną ilością ciepłej i zimnej wody wraz z\nniezbędnymi środkami higienicznymi oraz szatnie z wydzielonymi osobnymi\nmiejscami na odzież prywatną i roboczą, odpowiednio zabezpieczone przed\nkradzieżą.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§49\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pranie, naprawianie, odkażanie, suszenie i odpylanie środków ochrony\nindywidualnej oraz odzieży i obuwia roboczego realizowane jest przez\nPracodawcę, który pokrywa związane z tym koszty.\u003C\u002Fp>\n\n\u003Cp>2.Realizacja obowiązku, o którym mowa w ust. 1, odbywa się również na\nkażde uzasadnione żądanie pracownika.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§50\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca jest zobowiązany zapewnić, aby środki ochrony indywidualnej\noraz odzież i obuwie robocze, które w wyniku stosowania w procesie pracy\nuległy skażeniu środkami chemicznymi lub promieniotwórczymi albo\nmateriałami biologicznie zakaźnymi, były przechowywane wyłącznie w miejscu\nprzez niego wyznaczonym.\u003C\u002Fp>\n\n\u003Cp>2.Powierzanie pracownikowi prania, konserwacji, odpylania i odkażania\nprzedmiotów, o których mowa w ust. 1, jest niedopuszczalne.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§51\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Odzież i obuwie robocze, środki ochrony indywidualnej oraz środki\nhigieny osobistej dostarcza pracownikowi Pracodawca bezpłatnie w niezbędnej\nilości.\u003C\u002Fp>\n\n\u003Cp>2.Ilość, jakość i dostępność środków wymienionych w ust. 1 podlega\nbieżącej ocenie przez służbę BHP Pracodawcy i Zakładowego Społecznego\nInspektora Pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§52\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca dostarcza bezpłatnie każdemu pracownikowi potrzebne\nodpowiedniej jakości narzędzia pracy oraz zapewnia miejsce ich przechowywania\nzabezpieczone przed kradzieżą.\u003C\u002Fp>\n\n\u003Cp>2.Pracownik jest obowiązany utrzymywać narzędzia pracy w stanie sprawnym\ndo użytku.\u003C\u002Fp>\n\n\u003Cp>3.Naprawa narzędzi pracy odbywa się na koszt pracodawcy.\u003C\u002Fp>\n\n\u003Cp>4.Zniszczone narzędzia w przypadkach nie zawinionych przez pracownika,\nwymienia Pracodawca za zwrotem tych, które uległy zniszczeniu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§53\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>W przypadku niezawinionej przez pracownika utraty odzieży, środków\nochrony indywidualnej i innych przedmiotów pozostawionych pod opieką\npracodawcy zgodnie z zasadami określonymi w Regulaminie Pracy - Pracodawca\njest obowiązany do naprawienia powstałej szkody w odniesieniu do\nprzedmiotów, które stanowiły własność pracownika, a w zamian za\nprzedmioty, które stanowiły własność pracodawcy, wydać pracownikowi\nnowe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§54\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Wszystkie niezbędne narzędzia, środki ochrony indywidualnej oraz odzież\ni obuwie robocze, a także środki higieny osobistej pracownik otrzymuje przed\npodjęciem pracy na określonym stanowisku.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§55\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>Pracodawca jest obowiązany zapewnić pracownikom - na zasadach określonych\nprzez przepisy prawa pracy i odrębne porozumienia ze związkami zawodowymi -\nposiłki oraz napoje.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział X\u003C\u002Fh2>\n\n\u003Ch3>Polityka socjalna\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§56\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca tworzy Zakładowy Fundusz Świadczeń Socjalnych (ZFŚS) w\nramach własnych środków finansowych, zgodnie z obowiązującymi w tym\nzakresie przepisami.\u003C\u002Fp>\n\n\u003Cp>2.Środki ZFŚS gromadzone są na odrębnym koncie bankowym i przekazywane\nsą w terminach zgodnych z Ustawą.\u003C\u002Fp>\n\n\u003Cp>Pracodawca zobowiązuje się do zwiększania w każdym roku odpisu na\nZakładowy Fundusz Świadczeń Socjalnych o 20% odpisu podstawowego, o którym\nmowa w Ustawie o ZFŚS, na każdego uprawnionego pracownika.\u003C\u002Fp>\n\n\u003Cp>3.Środkami ZFŚS administruje Pracodawca.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§57\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Zasady przeznaczania środków funduszu na poszczególne cele i rodzaje\ndziałalności ZFŚS oraz warunki korzystania z tych świadczeń określa\nPracodawca w odpowiednim Regulaminie corocznie uzgodnionym ze Związkami\nZawodowymi.\u003C\u002Fp>\n\n\u003Cp>2.Regulamin, o którym mowa w ust. 1, uzgadnia się w oparciu o\nobowiązujące przepisy w tym zakresie.\u003C\u002Fp>\n\n\u003Cp>3.W przypadku braku uregulowań prawnych w zakresie określenia wysokości\nodpisu na zakładowy fundusz świadczeń socjalnych lub fundusz o podobnym\ncharakterze Strony zobowiązują się przystąpić do rozmów, celem ustalenia\nzasad finansowania działalności socjalnej pracowników.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§58\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca w uzgodnieniu z Organizacjami Związkowymi może zaoferować\npracownikom:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>\u003Csub>1)możliwość refinansowania zakupu ubezpieczenia opieki medycznej\n(Pakiet Opieki Medycznej) na zasadach określonych w umowie zawartej pomiędzy\nPracodawcą a firmą wyspecjalizowaną w świadczeniu tego typu usług\nlub\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)możliwość zakupu ubezpieczenia opieki medycznej (Pakiet Opieki\nMedycznej) na zasadach określonych w umowie zawartej pomiędzy Pracodawcą a\nfirmą wyspecjalizowaną w świadczeniu tego typu usług.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>2.W przypadku podjęcia decyzji, o której mowa w ust.1. pkt 2:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)Pracownik jest uprawniony do zakupu ubezpieczenia opieki medycznej po\ncenie niższej niż detaliczna,\u003C\u002Fsub>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Csub>2)ubezpieczenie opieki medycznej jest współfinansowane przez\nPracodawcę i Pracownika w następujących proporcjach:\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>a)Pracodawca opłaca 95 % wartości pakietu opieki medycznej,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>b)Pracownik opłaca 5 % wartości pakietu opieki medycznej.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>3)kwota odpowiadająca procentowi współfinansowania pakietu opieki\nmedycznej potrącana będzie z miesięcznego wynagrodzenia pracownika na\npodstawie jego pisemnej zgody, począwszy od pierwszego miesiąca objęcia\npracownika pakietem medycznym o którym mowa w ust. 1.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>ROZDZIAŁ XI\u003C\u002Fh2>\n\n\u003Ch3>Dialog Społeczny. Współpraca ze Związkami Zawodowymi.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§59\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Związki Zawodowe sprawują kontrolę nad przestrzeganiem prawa pracy oraz\nuczestniczą, na zasadach określonych odrębnymi przepisami, w nadzorze nad\nprzestrzeganiem przepisów oraz zasad bezpieczeństwa i higieny pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§60\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Współpraca pomiędzy pracodawcą a Zakładowymi Organizacjami Związkowymi\nw Spółce opiera się na obowiązujących w tym zakresie przepisach prawa\npracy, w tym głównie ustawy o związkach zawodowych, a także zawieranych w\ntym zakresie wzajemnych umowach i porozumieniach.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§61\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Strony deklarują wolę stałego działania na rzecz rozwoju Spółki,\nktóry pozwoli ArcelorMittal Poland utrzymać pozycję lidera na rynku wyrobów\nstalowych przy zachowaniu wysokich standardów w sferze\nspołeczno-pracowniczej. Spółka potwierdza jednocześnie, że zamierza\nrozwijać działalność tak, aby utrzymała i rozwijała silną pozycję\nrynkową.\u003C\u002Fp>\n\n\u003Cp>2. Strony za konieczne i zasadne uznają m.in. rozwijanie dialogu\nspołecznego, jako najbardziej efektywnej platformy komunikacji pomiędzy\nPracodawcą i Związkami Zawodowymi, przy zachowaniu kształtowania wzajemnych\nrelacji w oparciu o zasady partnerstwa i współpracy, z poszanowaniem\nsłusznych interesów każdej ze Stron.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§62\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Związki Zawodowe zobowiązują się do przestrzegania zasad tajności i\ntajemnicy, jeżeli przekazane przez Spółkę informacje będą zawierać taką\nklauzulę, zgodnie z ustawą o zwalczaniu nieuczciwej konkurencji i innymi\npowszechnie obowiązującymi przepisami.\u003C\u002Fp>\n\n\u003Cp>2.Zarząd Organizacji Związkowej jest obowiązany do cyklicznego\nprzekazywania Pracodawcy wszelkich danych, przewidzianych w przepisach prawa\npracy, niezbędnych do właściwego współdziałania Pracodawcy z Organizacją\nZwiązkową.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§63\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pracodawca, na warunkach określonych w ustawie o związkach zawodowych lub\nodrębnie zawieranej umowie\u002Fporozumieniu, obowiązany jest udostępnić\nZakładowej Organizacji Związkowej pomieszczenia i urządzenia techniczne\nniezbędne do wykonywania działalności związkowej u pracodawcy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§64\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca, na pisemny wniosek Zakładowej Organizacji Związkowej i za\npisemną zgodą osoby wykonującej pracę zarobkową, jest obowiązany\npobierać z wynagrodzenia tej osoby składkę związkową w zadeklarowanej\nprzez nią wysokości.\u003C\u002Fp>\n\n\u003Cp>2.Pracodawca jest obowiązany niezwłocznie przekazywać kwoty pobranych\nskładek związkowych na rachunek bankowy lub rachunek w spółdzielczej kasie\noszczędnościowo- kredytowej wskazany przez Zakładową Organizację\nZwiązkową.\u003C\u002Fp>\n\n\u003Cp>3.Za zgodą Pracodawcy pracownicy:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)zwolnieni z obowiązku świadczenia pracy na okres kadencji w\nzarządzie Zakładowej Organizacji Związkowej z zachowaniem prawa do\nwynagrodzenia,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)zwolnieni z obowiązku świadczenia pracy zachowaniem prawa do\nwynagrodzenia na czas niezbędny do wykonania doraźnej czynności wynikającej\nz jego funkcji związkowej,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>dokonują rozliczenia odbywanych podróży służbowych związanych z\ndziałalnością Organizacji Związkowej na rzecz Spółki wg zasad\nokreślonych w odpowiednich uregulowaniach obowiązujących w Spółce.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział XII\u003C\u002Fh2>\n\n\u003Ch3>Zatrudnienie. Szkolenia, rozwój zawodowy i awanse.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§65\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracodawca przekazuje Organizacjom Związkowym informacje:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)dotyczące stanu i struktury zatrudnienia w Spółce,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)przewidywanych zmian zatrudnienia\u003C\u002Fsub>.\u003C\u002Fp>\n\n\u003Cp>2.Informacje, o których mowa w ust.1., Pracodawca przekazuje pisemnie lub\ndrogą elektroniczną:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)w I kwartale roku kalendarzowego w przypadku, o którym mowa w\nust.1.,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)w razie przewidywanych zmian lub zamierzonych działań nie ujętych\nw informacji, o której mowa w pkt.1. powyżej, które mogą powodować istotne\nzmiany w organizacji pracy lub wielkości i podstawach zatrudnienia, co\nnajmniej na 30 dni przed ich realizacją.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>\u003Cstrong>§66\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Działanie na rzecz stałego podnoszenia i rozwoju kwalifikacji zawodowych\npracowników leży we wspólnym interesie stron Układu.\u003C\u002Fp>\n\n\u003Cp>2.Realizując politykę zatrudnienia Pracodawca umożliwia pracownikom\nuzupełnianie, podnoszenie i zdobywanie nowych kwalifikacji zawodowych, przy\nczym preferowanym miejscem odbywania szkoleń jest specjalistyczny obiekt\nszkoleniowy Pracodawcy - Kampus.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§67\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Strony Układu wyrażają wolę tworzenia warunków umożliwiających\nstały rozwój zawodowy pracowników przy uwzględnieniu postępu techniczno -\norganizacyjnego, konkurencyjności branży i Spółki.\u003C\u002Fp>\n\n\u003Cp>2.Rozwój zawodowy pracowników jest realizowany sukcesywnie poprzez zmiany\ni doskonalenie organizacji w perspektywie rozwoju Spółki, ewolucji zawodów,\nz zastosowaniem ustawicznej edukacji w granicach możliwości Pracodawcy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§68\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Działalność szkoleniową u Pracodawcy planuje, organizuje i realizuje\nwłaściwa komórka organizacyjna, względnie odrębna firma\n(przedsiębiorstwo, placówka) szkoleniowa, z którą Pracodawca zawarł\nodpowiednią umowę.\u003C\u002Fp>\n\n\u003Cp>2.Szczegółowy proces planowania, realizacji i kontroli szkoleń określa\nprocedura szkoleń wprowadzona - w formie przepisu wewnętrznego przez\nPracodawcę.\u003C\u002Fp>\n\n\u003Cp>Procedura ta powinna przewidywać informowanie pracownika skierowanego na\nszkolenie z odpowiednim wyprzedzeniem o czasie, terminie i miejscu\nszkolenia.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§69\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pracownicy uzupełniają lub podnoszą kwalifikacje w formach szkolnych i\npozaszkolnych w sposób uwzględniający ich ambicje i aspiracje oraz potrzeby\ni możliwości Pracodawcy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§70\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ukończenie lub udział w szkoleniu w zakresie uzupełniania lub podnoszenia\nposiadanych kwalifikacji lub zdobycia nowych, potwierdzane jest wydaniem\nodpowiedniego świadectwa lub innego właściwego dokumentu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§71\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Za udział w szkoleniu organizowanym w godzinach pracy pracownik otrzymuje\nwynagrodzenie obliczane jak za urlop wypoczynkowy.\u003C\u002Fp>\n\n\u003Cp>2.Zaleca się, aby, w miarę możliwości, szkolenia wynikające z\nobowiązku Pracodawcy:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)nie odbywały się poza godzinami pracy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)odbywały się wg zasad jednakowych dla wszystkich systemów\npracy.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>3.W przypadku szkoleń organizowanych przez Pracodawcę poza miejscem\nświadczenia pracy przez pracownika, bierze on udział w szkoleniu na zasadzie\ndelegacji służbowej.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§72\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Koszty szkoleń, przekwalifikowań oraz egzaminów związanych z\nuzyskaniem albo przedłużeniem uprawnień lub certyfikacji ujętych w rocznym\nplanie szkoleń ponosi Pracodawca, z zastrzeżeniem ust. 2.\u003C\u002Fp>\n\n\u003Cp>2.W przypadku szkoleń nie wynikających z obowiązku Pracodawcy lub\nbezpośrednio z jego potrzeb. Pracodawca może ustalić częściową\nodpłatność za szkolenie, pokrywaną przez pracownika.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§73\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracownikom Spółki przekazującym umiejętności i kompetencje osobom\nnowozatrudnionym na stanowiskach robotniczych, które przed zatrudnieniem nie\nwykonywały pracy na rzecz Spółki oraz wdrażającym te osoby do pracy (tzw.\nszkolenie stanowiskowe lub mentoring) - zwanym dalej „Mentorami”,\nprzysługuje „Dodatek Mentorski”.\u003C\u002Fp>\n\n\u003Cp>2.Dodatek Mentorski wynosi 300 zł \u002F miesiąc i przysługuje przez okres nie\ndłuższy niż 3 miesiące od dnia zatrudnienia osoby, o której mowa w\nust.1.\u003C\u002Fp>\n\n\u003Cp>3.Wysokość Dodatku Mentorskiego jest corocznie waloryzowana o wskaźnik\ninflacji za rok poprzedzający dokonanie waloryzacji, podany przez GUS.\u003C\u002Fp>\n\n\u003Cp>4.Decyzję o:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1) wyznaczeniu Mentora\u002FMentorówosoby, o której mowa w ust.1. wraz z\nokreśleniem czasokresu, za który przysługuje Dodatek Mentorski (od 1 do 3\nmiesięcy),\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)przyznaniu\u002Fpodziale Dodatku Mentorskiego dla Mentora\u002FMentorów, w\nzależności od oceny ich pracy jako Mentora - przy czym łączna wielkość\nDodatku Mentorskiego dla Mentorów nie może przekroczyć kwoty, o której mowa\nw ust.2.,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>podejmuje jednoosobowo, w sposób uznaniowy, bezpośredni przełożony\nosoby, o której mowa w ust.1.\u003C\u002Fp>\n\n\u003Cp>W przypadku wyznaczenia pracownika na Mentora informacja o takiej decyzji\njest niezwłocznie rejestrowana przez jego bezpośredniego przełożonego w\nelektronicznym systemie służącym do rejestracji czasu pracy.\u003C\u002Fp>\n\n\u003Cp>4.Niewykorzystany Dodatek Mentorski za dany miesiąc nie jest przenoszony na\nkolejne okresy miesięczne.\u003C\u002Fp>\n\n\u003Cp>5.Wypłata Dodatku Mentorskiego następuje w terminie wypłaty wynagrodzenia\nza pracę.\u003C\u002Fp>\n\n\u003Cp>6.Dodatek Mentorski wypłacany jest pod odrębnym kodem płacowym.\u003C\u002Fp>\n\n\u003Cp>7.Strony ustalają, iż co 12 miesięcy od dnia wejścia w życie zapisów\nniniejszego paragrafu będą dokonywały wspólnej oceny ich funkcjonowania.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§74\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. O awansach decydować będą wyłącznie kryteria merytoryczne, a w\nszczególności:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)ocena szeroko pojmowanych kwalifikacji kandydata do awansu,\nkonfrontowanych z wymogami danego stanowiska pracy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)ocena dotychczasowego przebiegu i rezultatów pracy oraz praktyki\nzawodowej, określona szczegółowo w zakładowych taryfikatorach\nkwalifikacyjnych pracowników na stanowiskach pracy.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>2.Strony Układu stwierdzają, że podstawową i najszerzej stosowaną\nformą awansu pracowniczego, powinien być awans zawodowy, polegający na\nrozwoju teoretycznych i praktycznych kwalifikacji, umiejętności i kompetencji\npracowników, na poszerzaniu treści, samodzielności i odpowiedzialności ich\npracy, a także zwiększeniu stopnia satysfakcji z wykonywanej pracy.\u003C\u002Fp>\n\n\u003Cp>3.Pracodawca powinien tworzyć przesłanki organizacyjno - ekonomiczne i\ninne warunki, niezbędne dla upowszechniania formy awansu, o której mowa w\nust. 2.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Rozdział XIV\u003C\u002Fh2>\n\n\u003Ch3>Postanowienia końcowe\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§ 75\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.W celu polubownego załatwiania sporów o roszczenia pracowników ze\nstosunku pracy powoływana jest Komisja Pojednawcza.\u003C\u002Fp>\n\n\u003Cp>2.Komisję Pojednawczą powołują wspólnie Pracodawca i Organizacje\nZwiązkowe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§76\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Za wyrażenie przez pracownika zgody na przyjęcie propozycji Pracodawcy\ndotyczącej rozwiązania umowy o pracę na mocy porozumienia stron, Pracodawca\nmoże przyznać pracownikowi rekompensatę pieniężną.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§77\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.W sprawach nie uregulowanych Układem mają zastosowanie przepisy zawarte\nw prawie pracy i przepisach odrębnych.\u003C\u002Fp>\n\n\u003Cp>2.Układ zawiera się na czas nieokreślony.\u003C\u002Fp>\n\n\u003Cp>3.Układ rozwiązuje się:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1) na podstawie zgodnego oświadczenia stron,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2) z upływem dziewięciomiesięcznego okresu wypowiedzenia dokonanego\nprzez jedną\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>ze stron.\u003C\u002Fp>\n\n\u003Cp>4.Zmiany do Układu wprowadza się w drodze protokołów dodatkowych do\nUkładu, w trybie przewidzianym dla zawarcia Układu.\u003C\u002Fp>\n\n\u003Cp>5.Integralną część Układu stanowią załączniki.\u003C\u002Fp>\n\n\u003Cp>6.Treść postanowień Układu wyjaśniają wspólnie jego strony.\u003C\u002Fp>\n\n\u003Cp>7.Kierownik komórki organizacyjnej obowiązany jest udostępnić\npracownikowi tekst Układu i wyjaśnić jego treść.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§78\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>Układ wchodzi w życie z dniem jego zarejestrowania przez Państwową\nInspekcję Pracy. \u003C\u002Fp>\n\n\u003Cp>Dąbrowa Górnicza 2021.05.18.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Za Stronę Pracodawcy:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Za Stronę Związkową:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Zakładowa Organizacja Koordynacyjna NSZZ „Solidarność”\nArcelorMittal Poland S.A., reprezentowana przez:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Władysław Kielian \u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Lech Majchrzak\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2.Niezależny Samorządny Związek Zawodowy Pracowników ArcelorMittal\nPoland S.A, reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Krzysztof Wójcik \u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Józef Kawula\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3. Międzyzakładowy Związek Zawodowy Pracowników ArcelorMittal Dąbrowa\nGórnicza, reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Jacek Zub\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Mirosław Cerazy\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.Międzyzakładowy Związek Branży Hutniczej ArcelorMittal Poland S.A.\nOddział Sosnowiec reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Krzysztof Mitera\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Henryk Tyka\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5. Związek Zawodowy Pracowników ArcelorMittal Poland S.A.\nŚwiętochłowice, reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Zbigniew Nowak\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Zbigniew Mnich\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>6. HUTNIK Międzyzakładowy Związek Zawodowy Pracowników AMP S.A.\nreprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Marek Nanuś \u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Jacek Szpicki\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>7. Międzyzakładowy Młodzieżowy Związek Zawodowy Pracowników\nArcelorMittal Poland S.A., reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pani Halina Giemza\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Tadeusz Sapiński\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>8.Wolny Związek Zawodowy „Sierpień 80” przy ArcelorMittal Poland S.A.,\nreprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Sebastian Zimmer\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong> Pan Janusz Wojtasik\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>9.Niezależny Samorządny Związek Zawodowy „Solidarność 80”\nPracowników AMP S.A., reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Henryk Śliwa \u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Kazimierz Gąsior\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>10. Związek Zawodowy „Kontra” Komisja Międzyzakładowa w ArcelorMittal\nPoland S.A., reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Marek Karoń\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>11. Niezależny Samorządny Związek Zawodowy „Solidarność 80”\nMałopolska Mittal Steel Polska S A. Kraków, reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Eugeniusz Hlek\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Marek Siwak\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>12.Związek Zawodowy Inżynierów i Techników MOZ Mittal Steel Poland S.A.\nOddział w Krakowie, reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Krzysztof Szewczyk\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>13.Międzyzakładowy Niezależny Samorządny Związek Zawodowy Pracowników\nHuty „Kościuszko” S.A Huty Królewskiej Sp. z o.o., reprezentowany\nprzez:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Romuald Broi\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Rafał Szewczyk\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>14.Międzyzakładowy Związek Zawodowy Pracowników Przestrzegających Prawa\nPracy Ziemi Śląskiej reprezentowany przez:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Pan Tomasz Biernacki\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 1\u003C\u002Fh2>\n\n\u003Ch3>do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittal\nPoland\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch4>Taryfikator stanowisk i tabele zaszeregowania pracowników\u003C\u002Fh4>\n\n\u003Ch4>Spis treści\u003C\u002Fh4>\n\n\u003Cp>I.Postanowienia ogólne i zasady stosowania taryfikatorów\nkwalifikacyjnych.\u003C\u002Fp>\n\n\u003Cp>II.Tabele taryfikacyjne.\u003C\u002Fp>\n\n\u003Cp>\u003Csub>II.1.Tabela wymagań kwalifikacyjnych dla stanowisk\nrobotniczych.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>II.2.Taryfikator stanowisk robotniczych.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>II.3.Tabela wymagań kwalifikacyjnych dla stanowisk\nnierobotniczych.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>II.4 Tabela wymagań kwalifikacyjnych i taryfikator stanowisk w\nSłużbie\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>Ochrony Przeciwpożarowej i Ratownictwa Gazowego.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>II. 5. Taryfikator stanowisk nierobotniczych.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>III.Tabela zaszeregowania pracowników \u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>I POSTANOWIENIA OGÓLNE I ZASADY STOSOWANIA TARYFIKATORÓW\nKWALIFIKACYJNYCH\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>§1\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Taryfikatory ustalają hierarchię\u002Frangę stanowisk pracy ze względu\nna:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)trudności wykonania zadań,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)kwalifikacje, teoretyczne - wykształcenie i praktyczne - staż\npracy, wymagane do wyko¬nania tych zadań,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>3)wysiłek fizyczny i umysłowy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>4)odpowiedzialność ciążącą na stanowisku,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>5)wpływ podejmowanych decyzji na działalność danej jednostki\norganizacyjnej i zakładu, które to kryteria traktowane są\nłącznie.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>2.Rangi stanowisk są jednakowe w całej spółce, bez względu na komórkę\norganizacyjną czy system pracy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§2\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Tabele wymagań kwalifikacyjnych i zaszeregowań, określające minimalne\nwymogi kwalifikacyjne, odrębnie dla stanowisk robotniczych i nierobotniczych,\nstanowią część II taryfikatora.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§3\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Wykształcenie ustalone w tabeli wymagań kwalifikacyjnych należy\nrozumieć jako kierunkowe wykształcenie określonego stopnia w danej\nspecjalności lub specjalności zbliżonej.\u003C\u002Fp>\n\n\u003Cp>2.Doświadczenie zawodowe\u002Fstaż pracy, wymienione w tabeli wymagań\nkwalifikacyjnych należy rozumieć jako praktykę zawodową, nabytą w trakcie\nwykonywania pracy na danym stanowisku.\u003C\u002Fp>\n\n\u003Cp>3.Praktyka kierownicza, bądź praca na stanowisku samodzielnym winna być\nrozumiana jako praktyka w danej specjalności bądź w danej branży.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§4\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Wykazy stanowisk występujących w poszczególnych komórkach\norganizacyjnych, są wyszczególnione w specyfikacjach stanowisk - stanowiska\nnierobotnicze i w wykazach stanowisk - stanowiska robotnicze.\u003C\u002Fp>\n\n\u003Cp>2.W specyfikacjach stanowisk, podana jest ranga stanowiska i zakres\nrealizowanych zadań.\u003C\u002Fp>\n\n\u003Cp>3.W specyfikacjach stanowisk, po randze stanowiska (kierownik, główny\nspecjalista, specjalista), następuje określenie komórki organizacyjnej lub\nrealizowanego zakresu merytorycznego (np. Kierownik Zakładu Walcowni Blach,\nGłówny specjalista ds. sprzedaży, Specjalista ds. kadr).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§5\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Podstawowym zakresem działania głównych specjalistów jest\nrozwiązywanie zagadnień w ramach określonej specjalności lub dziedziny\npracy, wykonywanej przez daną komórkę organizacyjną, podejmowaniu\nsamodzielnych decyzji w reprezentowanej dziedzinie, udzielanie wyjaśnień i\nwspółpraca z innymi komórkami w powierzonym zakresie.\u003C\u002Fp>\n\n\u003Cp>2.Ustanowienie stanowiska specjalisty warunkuje zakres działania zgodnie z\nposiadanymi kwalifikacjami i powierzonym stanowiskiem, dotyczący opracowywania\ndokumentacji i opracowań do decyzji, podejmowanych przez kierownika komórki\norganizacyjnej, przeprowadzania analiz i ocen procesów w reprezentowanych\ndziedzinach z samodzielnym wyborem metod realizacyjnych.\u003C\u002Fp>\n\n\u003Cp>3.Stanowisko specjalista jest tworzone dla odcinków działalności o\nproblematyce w większości sprecyzowanej w przepisach i instrukcjach.\u003C\u002Fp>\n\n\u003Cp>4.Każdy pracownik powinien wykazać się posiadaniem wiadomości i\numiejętności wymaga¬nych dla wykonywania prac na stanowiskach\nzaszeregowanych do niższych grup wykonywanych w ramach tego samego zawodu\n(specjalności).\u003C\u002Fp>\n\n\u003Cp>Taryfikator nie zawiera uprawnień zawodowych i wymagań specjalistycznych,\nktóre są konieczne do wykonywania pracy na danym stanowisku (np. uprawnienia\nBHP i p.poż, uprawnienia dla elektryków, suwnicowych, itp.) a wynikają z\nprzepisów szczególnych. W odniesieniu do tych stanowisk nie mogą mieć\nmiejsca zwolnienia od wymagań kwalifikacyjnych ustalonych przepisami\nszczegółowymi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§6\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Zakwalifikowanie stanowiska pracy do odpowiedniej kategorii jest\ndokonywane w oparciu o obowiązki ujęte w regulaminach wewnętrznych\u002Fksięgach\nsłużb danej komórki organizacyjnej, realizowane stale i w przeważającej\nczęści czasu pracy zadania podstawowe oraz kwalifikacje niezbędne do jej\nwykonywania.\u003C\u002Fp>\n\n\u003Cp>2.Przy zmianie stanowiska pracy pracownika lub powierzeniu pracy na innym\nstanowisku należy przestrzegać wymogów kwalifikacyjnych, określonych dla\ndanego stanowiska.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§7\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1. Ustalona zgodnie z taryfikatorem kategoria osobistego zaszeregowania\nstanowi podstawę do przyznania pracownikowi miesięcznej stawki płacy\nzasadniczej, stosownie do obowiązujących przepisów.\u003C\u002Fp>\n\n\u003Cp>2.Zaszeregowania pracowników na stanowiskach pracy dokonuje Dyrektor\nprowadzący sprawy personalne na podstawie taryfikatora kwalifikacyjnego.\u003C\u002Fp>\n\n\u003Cp>3.Stawkę zaszeregowania pracownika proponuje kierownik komórki\norganizacyjnej, biorąc pod uwagę:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)kwalifikacje pracownika.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)przydatność na zajmowanym stanowisku, dyspozycyjność,\nzaangażowanie w wykonywanie powierzonych obowiązków i osiągane efekty\npracy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>3)przestrzeganie zasad organizacji pracy i procesu\nprodukcyjnego,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>4)właściwe wykonywanie obowiązków pracowniczych.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>§8\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>W przypadkach uzasadnionych względami organizacyjnymi i produkcyjnymi oraz\npostępem technicznym, taryfikator kwalifikacyjny może być uzupełniony\ndodatkowymi stanowiskami pracy przy zachowaniu zasady, że kategoria\nzaszeregowania oraz wymagania kwalifikacyjne dla tych stanowisk powinny być\nustalone na poziomie porównywalnych stanowisk określonych w taryfikatorze.\u003C\u002Fp>\n\n\u003Cp>Uzupełnienie taryfikatora dokonywane jest poprzez zawarcie stosownego\nprotokołu dodatkowego.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>II.1. Tabela wymagań kwalifikacyjnych-stanowiska\nrobotnicze\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Kategoria zaszeregowania\u003C\u002Ftd>\n      \u003Ctd>Wymogi kwalifikacyjne\n\n        \u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"5\">\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\n\n        \u003Cp style=\"color:#ffffff\">\u003Cspan style=\"color:#ffffff\">\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003C\u002Fspan>*\u003C\u002Fp>\n\n        \u003Cp style=\"color:#ffffff\">*\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp style=\"color:#ffffff\">*\u003C\u002Fp>\n\n        \u003Cp style=\"color:#ffffff\">\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>*\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>dla poszczególnych stanowisk pracy mogą być ustalone dodatkowe\n        wymogi kwalifikacyjne wynikające z przepisów ogólnie\n        obowiązujących, w tym okresowa weryfikacja posiadanych uprawnień\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>Wymogi kwalifikacyjne\u003C\u002Ftd>\n      \u003Ctd rowspan=\"4\">\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\n\n        \u003Cp style=\"color:#ffffff\">*\u003C\u002Fp>\n\n        \u003Cp style=\"color:#ffffff\">\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>*\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>\u003Cspan style=\"color:#ffffff\">*\u003C\u002Fspan>\u003C\u002Fp>\n\n        \u003Cp>posiadanie stazu pracy traktuje się jako zalecenie, ostateczną\n        decyzję podejmuje kierownik komórki organizacyjnej\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>wykształcenie\u003C\u002Ftd>\n      \u003Ctd>staż pracy na stanowisku\u002F w zawodzie\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I-III\u003C\u002Ftd>\n      \u003Ctd>gimnazjalne, zasadnicze zawodowe, średnie ogólne lub kurs\n        kwalifikacyjny w zawodzie\u003C\u002Ftd>\n      \u003Ctd>bez wymagań w zakresie stażu pracy\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IV-V\u003C\u002Ftd>\n      \u003Ctd>zasadnicze zawodowe\n\n        \u003Cp>średnie techniczne\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>2 lata pracy w zakładzie produkcyjnym\n\n        \u003Cp>bez wymagań w zakresie stażu pracy\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VI-VII\u003C\u002Ftd>\n      \u003Ctd>zasadnicze zawodowe\n\n        \u003Cp>średnie techniczne\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>4 lata pracy w hutnictwie\n\n        \u003Cp>2 lata pracy w hutnictwie\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>II. 2. Taryfikator stanowisk robotniczych\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>Lp.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>Stanowisko\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>Kategoria\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>nazwa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>1.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>\u003Cstrong>Stanowiska technologiczne\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>\u003Cstrong>WIELKIE PIECE\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>NAGRZEWNICOWY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>III-VII\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>WYTAPIACZ SURÓWKI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>II-VI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>ROZLEWACZ SURÓWKI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>II-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>SPIEKACZ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>II-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>OPERATOR URZĄDZEŃ WIELKIEGO PIECA\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>II-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>SUWNICOWY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>II-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>\u003Cstrong> \u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>\u003Cstrong>STALOWNIA\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>WYTAPIACZ STALI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>III-VI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>ROZLEWACZ STALI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>II-VI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>WYPALACZ WAD POWIERZCHNIOWYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>II-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>OPERATOR URZĄDZEŃ STALOWNI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>II-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>SUWNICOWY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>ll-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>\u003Cstrong>KOKSOWNIA\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>KOKSOWNICZY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>III-VI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>OPERATOR URZĄDZEŃ KOKSOWNICZYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>II-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>\u003Cstrong>WALCOWNIE\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>WALCOWNI K\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>III-VI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>OPERATOR URZĄDZEŃ WALCOWNICZYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>II-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>TOKARZ KALIBROWNIK\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>II-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>SUWNICOWY\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>II-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>\u003Cstrong>ZEN\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>OPERATOR URZĄDZEŃ ENERGETYCZNYCH\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>II-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>\u003Cstrong>UTRZYMANIE RUCHU\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>ELEKTRYK\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>I-IV\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>ELEKTRONIK\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>I-IV\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>ŚLUSARZ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>I-IV\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>AUTOMATYK\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>I-IV\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>TOKARZ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>I-IV\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>Murarz\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>I-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>MECHANIK\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>I-III\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>SPAWACZ\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>I-III\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>TELETECHNIK\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>I-III\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>\u003Cstrong>II.\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>\u003Cstrong>Stanowiska techniczne, pomocnicze\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>REALIZATOR PRODUKCJI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>I-IV\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>KONTROLER\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>I-IV\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003Cp>OPERATOR URZĄDZEŃ SKRAWAJĄCYCH\u003C\u002Fp>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003Cp>I-IV\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Ctable>\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\n\n        \u003Ctable border=\"1\">\n          \u003Ctbody>\n            \u003Ctr>\n              \u003Ctd width=\"30\">\u003Cp>4\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"398\">\u003Cp>EKSPEDYTOR\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"153\">\u003Cp>I-III\u003C\u002Fp>\n              \u003C\u002Ftd>\n            \u003C\u002Ftr>\n            \u003Ctr>\n              \u003Ctd width=\"30\">\u003Cp>5\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"398\">\u003Cp>MAGAZYNIER\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"153\">\u003Cp>I-III\u003C\u002Fp>\n              \u003C\u002Ftd>\n            \u003C\u002Ftr>\n            \u003Ctr>\n              \u003Ctd width=\"30\">\u003Cp>6\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"398\">\u003Cp>PRACOWNIK OBSŁUGI\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"153\">\u003Cp>I-III\u003C\u002Fp>\n              \u003C\u002Ftd>\n            \u003C\u002Ftr>\n            \u003Ctr>\n              \u003Ctd width=\"30\">\u003Cp>7\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"398\">\u003Cp>KIEROWCA\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"153\">\u003Cp>I-III\u003C\u002Fp>\n              \u003C\u002Ftd>\n            \u003C\u002Ftr>\n            \u003Ctr>\n              \u003Ctd width=\"30\">\u003Cp>8\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"398\">\u003Cp>LABORANT\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"153\">\u003Cp>I-III\u003C\u002Fp>\n              \u003C\u002Ftd>\n            \u003C\u002Ftr>\n            \u003Ctr>\n              \u003Ctd width=\"30\">\u003Cp>9\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"398\">\u003Cp>POMIAROWIEC\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"153\">\u003Cp>I-III\u003C\u002Fp>\n              \u003C\u002Ftd>\n            \u003C\u002Ftr>\n            \u003Ctr>\n              \u003Ctd width=\"30\">\u003Cp>10\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"398\">\u003Cp>OPERATOR SUWNIC POMOCNICZYCH\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"153\">\u003Cp>I-III\u003C\u002Fp>\n              \u003C\u002Ftd>\n            \u003C\u002Ftr>\n            \u003Ctr>\n              \u003Ctd width=\"30\">\u003Cp>11\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"398\">\u003Cp>RATOWNIK GAZOWY\u003C\u002Fp>\n              \u003C\u002Ftd>\n              \u003Ctd width=\"153\">\u003Cp>I-III\u003C\u002Fp>\n              \u003C\u002Ftd>\n            \u003C\u002Ftr>\n          \u003C\u002Ftbody>\n        \u003C\u002Ftable>\n\n        \u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd width=\"155\">\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003C\u002Ftd>\n      \u003Ctd width=\"399\">\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cstrong>II. 3. Tabela wymagań kwalifikacyjnych dla stanowisk\nnierobotniczych\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>Lp.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp>Stanowisko\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\">\u003Cp>Wykształcenie\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>Doświadczenie zawodowe\u002FStaż pracy\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp>Szef\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\">\u003Cp>Wyższe kierunkowe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>5 lat w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp>Kierownik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\">\u003Cp>Wyższe kierunkowe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>5 lat w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp>Główny Specjalista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\">\u003Cp>Wyższe kierunkowe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>4 lata w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"131\">\u003Cp>Starszy Specjalista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\">\u003Cp>Wyższe kierunkowe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>3 lata w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\">\u003Cp>Średnie ogólne lub techniczne\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>4 lata w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"33\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"131\">\u003Cp>Lider\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\">\u003Cp>Wyższe kierunkowe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>3 lata w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"238\">\u003Cp>Średnie ogólne lub techniczne\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>4 lata w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"131\">\u003Cp>Specjalista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\">\u003Cp>Wyższe kierunkowe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>2 lata w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\">\u003Cp>Średnie ogólne lub techniczne\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>4 lata w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"33\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"131\">\u003Cp>Mistrz\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\">\u003Cp>Wyższe kierunkowe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>2 lata w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"238\">\u003Cp>Średnie ogólne lub techniczne\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>4 lata w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"131\">\u003Cp>Asystent\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\">\u003Cp>Wyższe oraz znajomość języków obcych\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>1 rok na podobnym stanowisku\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"131\">\u003Cp>Dyspozytor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\">\u003Cp>Wyższe kierunkowe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>2 lata w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"33\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\">\u003Cp>Średnie ogólne lub techniczne\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>3 lata w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"33\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"131\">\u003Cp>Młodszy\u003C\u002Fp>\n\n        \u003Cp>specjalista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"238\">\u003Cp>Wyższe kierunkowe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>1 rok w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"238\">\u003Cp>Średnie ogólne lub techniczne\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"231\">\u003Cp>3 lata w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>Starszy referent\u003C\u002Ftd>\n      \u003Ctd>Wyższe kierunkowe\n\n        \u003Cp>Średnie ogólne lub techniczne\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1 rok w danej specjalności\n\n        \u003Cp>2 lata w danej specjalności\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>Referent\u003C\u002Ftd>\n      \u003Ctd>Wyższe lub średnie\u003C\u002Ftd>\n      \u003Ctd>z dniem zatrudnienia\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>II. 4. Tabela wymagań kwalifikacyjnych i taryfikator stanowisk w\nSłużbie Ochrony\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"31\">\u003Cp>Lp.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>Stanowisko\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"81\">\u003Cp>Kategoria\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"104\">\u003Cp>Wykształcenie\u003C\u002Fp>\n\n        \u003Cp>ogólne\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"146\">\u003Cp>Kwalifikacje\u003C\u002Fp>\n\n        \u003Cp>zawodowe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"129\">\u003Cp>Staż pracy w ochronie przeciw\n        pożarowej\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"120\">\u003Cp>nazwa\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"31\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"120\">\u003Cp>Komendant\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"81\">\u003Cp>VI-VII\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>wyższe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>Inżynier pożarnictwa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>średnie\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>Technik pożarnictwa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"31\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"120\">\u003Cp>Z-ca Komendanta\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"81\">\u003Cp>V-VI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>wyższe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>Inżynier pożarnictwa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>średnie\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>Technik pożarnictwa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>Inspektor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>IV-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>średnie\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>Technik pożarnictwa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"31\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"120\">\u003Cp>Dowódca\u003C\u002Fp>\n\n        \u003Cp>kompanii\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"81\">\u003Cp>IV-V\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>wyższe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>Inżynier pożarnictwa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>średnie\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>Technik pożarnictwa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"31\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"120\">\u003Cp>Dowódca plutonu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"81\">\u003Cp>III — V\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>wyższe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>Inżynier pożarnictwa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"104\">\u003Cp>średnie\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>Technik pożarnictwa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>Dowódca zastępu\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>III-IV\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>średnie\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>Strażak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"31\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"120\">\u003Cp>Dyżurny punktu alarmowego\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"81\">\u003Cp>II-III\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"2\" width=\"104\">\u003Cp>średnie\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>Technik pożarnictwa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"146\">\u003Cp>Strażak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>Kierowca ratownik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>I-II\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>średnie\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>Strażak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>-\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"31\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"120\">\u003Cp>Ratownik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"81\">\u003Cp>I-II\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>średnie\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"146\">\u003Cp>Strażak\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"129\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>II. 4.Taryfikator stanowisk nierobotniczych w AMP\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>Lp.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>1. Stanowisko\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\">\u003Cp>2. Kategoria\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>Szef\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\">\u003Cp>IX-X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>Kierownik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\">\u003Cp>VI -X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>Główny Specjalista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\">\u003Cp>VI -X\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>Starszy Specjalista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\">\u003Cp>VI-VIII\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>Lider\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\">\u003Cp>V-VIII\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>Specjalista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\">\u003Cp>V-VII\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>Mistrz\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\">\u003Cp>V — VII\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>Asystent\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\">\u003Cp>III-VI\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>Dyspozytor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\">\u003Cp>II — V\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>Młodszy specjalista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\">\u003Cp>ll-IV\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>Starszy referent\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\">\u003Cp>II-III\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"245\">\u003Cp>Referent\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"215\">\u003Cp>I-II\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>III. Tabela zaszeregowania pracowników\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"122\">\u003Cp>kategoria\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd colspan=\"2\" width=\"458\">\u003Cp>Stawka\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"114\">\u003Cp>od\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp>do - krotność 5000 zł\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp>I\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1300\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp>II\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1400\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp>1,4\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp>III\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1500\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp>1,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp>IV\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1600\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp>1,7\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp>V\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>1800\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp>VI\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>2000\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp>VII\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>2200\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp>VIII\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>2400\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp>5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp>IX\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>2700\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp>5.5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"122\">\u003Cp>X\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"114\">\u003Cp>3000\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"344\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 2\u003C\u002Fh2>\n\n\u003Ch3>do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittal\nPoland S.A.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Zasady stosowania zmianowej organizacji pracy\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.W komórkach organizacyjnych Spółki, może być stosowana zmianowa\norganizacja pracy - zwana również czterobrygadową organizacją pracy,\nwedług której urządzenia (agregaty) są obsługiwane przez cztery brygady,\npracujące w układzie 3 zmian w ciągu doby, zgodnie z następującym\nrozkładem czasu pracy:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)8 godzin pracy i 16 godzin wolnych od pracy,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)po czterech dniach pracy - 48 godzin wolnych od pracy.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>2.Wprowadzenie organizacji pracy, o której mowa w ust. 1, a także innej\npracy zmianowej lub odstąpienie od ich stosowania w poszczególnych komórkach\norganizacyjnych następuje na podstawie decyzji Dyrektora Zarządzającego lub\nDyrektora prowadzącego sprawy personalne po dokonaniu konsultacji z\nOrganizacjami Związkowymi.\u003C\u002Fp>\n\n\u003Cp>3.Rozkład czasu pracy w czterobrygadowej organizacji pracy w kolejnych\ndniach miesiąca w ciągu roku, jest wyznaczany poprzez stosowanie harmonogramu\n„hutniczego”, łącznie z harmonogramem uzupełniających dni wolnych, przy\nczym:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)tzw. „hutniczy” harmonogram pracy brygad, sporządza Pracodawca\nna okresy roczne,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)harmonogram uzupełniających dni wolnych sporządza bezpośredni\nprzełożony lub upoważniona przez niego osoba po konsultacjach z\npracownikiem, przed rozpoczęciem okresu rozliczeniowego, przekazując\npracownikowi informację o ich terminach.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>Harmonogram „hutniczy” oraz harmonogram uzupełniających dni wolnych,\nzawierają w sumie tyle dni wolnych od pracy, ile przypada w danym okresie\nrozliczeniowym, przy uwzględnieniu wszystkich sobót (lub dni wolnych\nwyznaczonych w innym dniu niż sobota), niedziel i świąt.\u003C\u002Fp>\n\n\u003Cp>4.W czterobrygadowej organizacji czasu pracy i w równoważnym czasie pracy,\nw miejsce dodatków za pracę na zmianie nocnej (w porze nocnej) i dodatków za\npracę w niedziele i święta wprowadza się jeden dodatek, zwany „zmianowym\ndodatkiem kwotowym”. Zmianowy dodatek kwotowy:\u003C\u002Fp>\n\n\u003Cp>1)wynosi 4.08 zł za każdą godzinę pracy w czterobrygadowej organizacji\nczasu pracy i w równoważnym czasie pracy w normatywnym (kodeksowym) czasie\npracy,\u003C\u002Fp>\n\n\u003Cp>2)waloryzowany jest corocznie, z dniem 1 stycznia danego roku, poprzez:\u003C\u002Fp>\n\n\u003Cp>a)porównanie średniej płacy zasadniczej pracowników zatrudnionych w\nczterobrygadowej organizacji czasu pracy i w równoważnym czasie pracy z\ndwóch ostatnich lat poprzedzających waloryzację - wg stanu na 31.12. danego\nroku,\u003C\u002Fp>\n\n\u003Cp>i w przypadku, gdy wielkość ta jest dodatnia.\u003C\u002Fp>\n\n\u003Cp>b)ustalenie kwoty odpowiadającej 30% różnicy wynikającej z porównania\nśrednich płac zasadniczych z okresów, o których mowa w ppkt. a),\u003C\u002Fp>\n\n\u003Cp>c)dodanie do aktualnego zmianowego dodatku kwotowego, kwoty będącej\nilorazem kwoty, o której jest mowa w ppkt. b) i średniomiesięcznego\nnominalnego czasu pracy w roku kalendarzowym, w którym ustala się\nwaloryzację,\u003C\u002Fp>\n\n\u003Cp>d)Strony uzgadniają, że wzrost płac zasadniczych wynikający z decyzji o\nwłączeniu - w związku z wejściem w życie niniejszego ZUZP -\nnastępujących składników płacowych do płacy zasadniczej: 34,93%\nzmianowego dodatku kwotowego z dnia poprzedzającego wejście w życie\nniniejszego ZUZP, części dodatku nocnego wysokości 0,75 zł za godzinę\npracy w nocy, dodatku układowego i specjalnego dodatkowego wynagrodzenia z\ntytułu tzw. „Karty Hutnika” obowiązującego w dniu poprzedzającym\nwejście w życie niniejszego ZUZP. nie stanowi - w roku 2022 - podstawy do\nwaloryzacji, o której mowa w ust.4.pkt. 2a) do pkt.2c) powyżej.\u003C\u002Fp>\n\n\u003Cp>Tak ustalony zmianowy dodatek kwotowy nie może być kwotowo mniej korzystny\ndla pracowników niż dodatki przysługujące im na podstawie art. 1518 Kodeksu\npracy i art. 15111 Kodeksu pracy.\u003C\u002Fp>\n\n\u003Cp>Za pracę w porze nocnej w godzinach nadliczbowych przysługuje dodatek\nnocny w wysokości określonej w §29 ust.1. ZUZP.\u003C\u002Fp>\n\n\u003Cp>5.Pracownik wykonujący pracę w czterobrygadowej organizacji czasu pracy,\nniezależnie od zmianowego dodatku kwotowego, o którym mowa w ust.4.,\notrzymuje za pracę w Święta Bożego Narodzenia oraz w Święta Wielkanocne,\ndodatkowe wynagrodzenie za każdą godzinę pracy w wysokości 100% stawki\ngodzinowej pracownika.\u003C\u002Fp>\n\n\u003Cp>6.Czas pracy w czterobrygadowej organizacji pracy rozliczany jest wg\nnastępujących założeń:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)w każdym miesiącu wypłata wynagrodzenia za czas pracy danego\nmiesiąca.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)po zakończeniu okresu rozliczeniowego następuje porównanie czasu\nprzepracowanego przez pracownika w danym okresie rozliczeniowym i normatywnego\n(kodeksowego) czasu pracy w danym okresie rozliczeniowym;\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>W przypadku wystąpienia godzin nadliczbowych, pracownikowi przysługuje\ndodatek w wysokości 100% wynagrodzenia za każdą godzinę nadliczbową;\u003C\u002Fp>\n\n\u003Cp>W\u002Fw dodatek nie przysługuje w przypadku jego wcześniejszego wypłacenia\nwraz z wynagrodzeniem za czas pracy danego miesiąca. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 3\u003C\u002Fh2>\n\n\u003Ch3>do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittał\nPoland S.A\u003C\u002Fh3>\n\n\u003Ch4>Zasady tworzenia i uruchamiania Funduszu Motywacyjnego i Funduszu Nagród\ndla pracowników ArcelorMittał Poland S. A.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Fundusz Motywacyjny tworzy się w ramach osobowego funduszu wynagrodzeń, a\nw skład jego wchodzą:\u003C\u002Fp>\n\n\u003Cp>1)Fundusz Premiowy,\u003C\u002Fp>\n\n\u003Cp>2)Fundusz Dodatkowy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I.Zasady tworzenia i uruchamiania Funduszu Premiowego\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Fundusz Premiowy jest tworzony, na okresy miesięczne, w wysokości 7% od\npłac zasadniczych pracowników Spółki, wg stanu na ostatni dzień miesiąca,\nza który został utworzony.\u003C\u002Fp>\n\n\u003Cp>2.W Funduszu Premiowym uwzględnia się również, proporcjonalnie do okresu\nzatrudnienia, płace zasadnicze pracowników Spółki zatrudnionych\u002Fzwolnionych\nw trakcie miesiąca, za który uruchamiany jest Fundusz Premiowy.\u003C\u002Fp>\n\n\u003Cp>3.Dyrektor prowadzący sprawy personalne dokonuje - proporcjonalnie do\nudziału płac zasadniczych - podziału Funduszu Premiowego dla poszczególnych\nZakładów\u002FBiur w Centrali.\u003C\u002Fp>\n\n\u003Cp>4.Dyrektor Zakładu \u002F Biura w Centrali, dokonuje podziału przyznanego mu\nFunduszu. Premiowego dla podległych komórek organizacyjnych w\nZakładach\u002FBiurach Centrali na podstawie udziału sumy płac zasadniczych\npracowników zatrudnionych w tych komórkach.\u003C\u002Fp>\n\n\u003Cp>5.Dalszego podziału Funduszu Premiowego na podległe brygady, zespoły itp.\ndokonuje kierownik komórki organizacyjnej z zachowaniem zasady braku\nmożliwości przemieszczania Funduszu Premiowego pomiędzy brygadami\u002Fzespołami\npracującymi na stanowiskach robotniczych i nierobotniczych.\u003C\u002Fp>\n\n\u003Cp>6.Decyzję o wysokości indywidualnego Funduszu Premiowego dla pracownika\npodejmuje jednoosobowo, w sposób uznaniowy, bezpośredni przełożony,\ninformując bez zbędnej zwłoki pracownika o podjętej decyzji, przy czym w\nprzypadku obniżenia Indywidualnego Funduszu Premiowego o więcej niż 50% w\nstosunku do iloczynu płacy zasadniczej pracownika oraz procentowej wysokości\npremii, o której mowa w cz. I pkt. 1 (z zastrzeżeniem pkt. 12), bezpośredni\nprzełożony zobowiązany jest do przedstawienia pracownikowi pisemnego\nuzasadnienia swojej decyzji.\u003C\u002Fp>\n\n\u003Cp>Pracownik nie może zostać pozbawiony Funduszu Premiowego, z wyjątkiem\nprzypadków określonych w pkt. 12.\u003C\u002Fp>\n\n\u003Cp>7.Podstawą przyznania indywidualnego Funduszu Premiowego kierownikowi\nkomórki organizacyjnej jest ocena pracy kierownika oraz wyników kierowanej\nprzez niego komórki.\u003C\u002Fp>\n\n\u003Cp>8.Indywidualna wysokość Funduszu Premiowego nie może być wyższa niż\n200% iloczynu płacy zasadniczej pracownika oraz procentowej wysokości\nFunduszu Premiowego, o którym mowa w cz. I pkt. 1.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>9.Za okres urlopu wypoczynkowego pracownik otrzymuje Fundusz Premiowy tak,\njakby w tym czasie pracował, co oznacza, że Fundusz Premiowy nie jest\nuwzględniany w wynagrodzeniu za urlop.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>10.Pracownikom, którym udzielono zwolnienia od wykonywania pracy zawodowej\nz zachowaniem prawa do wynagrodzenia w związku z wykonywaniem działalności\nzwiązkowej, wysokość Funduszu Premiowego za czas udzielonego oddelegowania\nstanowi iloczyn płacy zasadniczej pracownika oraz procentowej wysokości\nFunduszu Premiowego, o którym mowa w cz. I pkt. 1.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>11.Fundusz Premiowy za dany miesiąc nie może być przenoszony na kolejne\nokresy miesięczne.\u003C\u002Fp>\n\n\u003Cp>12.Indywidualny Fundusz Premiowy nie przysługuje za okres nieobecności w\npracy niepłatnej oraz nieobecności spowodowanej chorobą, urlopem\nmacierzyńskim, urlopem ojcowskim, urlopem rodzicielskim, wypadkiem w pracy,\nrehabilitacją, zwolnieniem z obowiązku świadczenia pracy lub koniecznością\nsprawowania opieki nad chorym członkiem rodziny, za który to okres pracownik\notrzymuje wynagrodzenie chorobowe lub zasiłek z ubezpieczenia społecznego.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>II. Zasady tworzenia i uruchamiania Funduszu\nDodatkowego.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.W każdym miesiącu uruchamiany jest Fundusz Dodatkowy w wysokości 2%\npłac zasadniczych pracowników Spółki, do podziału za realizację\nszczególnie ważnych zadań. Dysponentami Funduszu Dodatkowego są:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)Prezes Zarządu Dyrektor Generalny, który dysponuje 50% Funduszu\nDodatkowego, oraz\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)Dyrektorzy Zakładów\u002FBiur Centrali, którzy łącznie dysponują\npozostałą 50% częścią Funduszu Dodatkowego. W\u002Fw środki są dzielone i\nprzyznawane na podstawie udziału płac zasadniczych pracowników\nposzczególnych Zakładów\u002FBiur Centrali.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>2.Dyrektor Zakładu\u002FBiura Centrali dokonuje podziału Funduszu Dodatkowego\nbiorąc pod uwagę w szczególności wkład pracy pracowników w wypracowaniu\nosiągniętych wyników oraz stopień realizacji budżetu.\u003C\u002Fp>\n\n\u003Cp>3.Fundusz Dodatkowy znajdujący się w gestii Dyrektora Zakładu\u002FBiura\nCentrali jest w całości rozdysponowywany i wypłacany nie później niż wraz\nz wypłatą wynagrodzenia za grudzień danego roku.\u003C\u002Fp>\n\n\u003Cp>4.Fundusz Dodatkowy nie jest przenoszony na rok następny.\u003C\u002Fp>\n\n\u003Cp>5.Fundusz Dodatkowy nie przysługuje pracownikowi, który nie przepracował\nw danym miesiącu ani jednego dnia z powodu nieobecności w pracy niepłatnej\noraz nieobecności spowodowanej chorobą, urlopem macierzyńskim, urlopem\nojcowskim, urlopem rodzicielskim, wypadkiem w pracy, rehabilitacją,\nzwolnieniem z obowiązku świadczenia pracy lub koniecznością sprawowania\nopieki nad chorym członkiem rodziny, za który to okres pracownik otrzymuje\nwynagrodzenie chorobowe lub zasiłek z ubezpieczenia społecznego.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>III.Zasady wydatkowania Funduszu Nagród\u003C\u002Fstrong>.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Fundusz nagród, o którym mowa w § 33, przyznawany jest na nagrody dla\npracowników za szczególne osiągnięcia w pracy zawodowej oraz za wykonanie\nzadań wykraczających poza obowiązujący ich zakres czynności.\u003C\u002Fp>\n\n\u003Cp>2.Na wniosek co najmniej jednej Organizacji Związkowej będącej stroną\nZUZP Pracodawca w pierwszym kwartale roku będzie przekazywał zakładowym\norganizacjom związkowym informacje o wysokości środków finansowych\nwydatkowanych na w\u002Fw nagrody w poprzednim roku kalendarzowym oraz o liczbie\nnagrodzonych pracowników, z podziałem na jednostki organizacyjne.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>IV.Postanowienia końcowe.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Dyrektor prowadzący sprawy personalne comiesięcznie informuje pisemnie\nZakładowe Organizacje Związkowe o wielkości Funduszu Premiowego w Spółce,\nkwotach Funduszu Premiowego i Funduszu Dodatkowego przydzielonych dla\nposzczególnych Zakładów\u002FBiur Centrali.\u003C\u002Fp>\n\n\u003Cp>2.Ilekroć w Zasadach mowa jest o płacy zasadniczej, należy przez to\nrozumieć płacę zasadniczą ujętą w umowie o pracę\npracownika\u002Fpracowników.\u003C\u002Fp>\n\n\u003Cp>3.Wypłata Funduszu Premiowego i Funduszu Dodatkowego następuje w terminie\nwypłaty wynagrodzenia za pracę.\u003C\u002Fp>\n\n\u003Cp>4.Fundusz Premiowy, Fundusz Dodatkowy wypłacane są pod odrębnymi kodami\npłacowymi.\u003C\u002Fp>\n\n\u003Cp>5.Interpretacji\u002Fwyjaśnień treści niniejszych zasad dokonują wyłącznie\nStrony w trybie uzgodnienia w formie pisemnej.\u003C\u002Fp>\n\n\u003Cp>6.Kierownicy komórek organizacyjnych i pracownicy dozoru wszystkich\nszczebli są zobowiązani do stosowania i przestrzegania niniejszych Zasad oraz\nprowadzenia pełnej dokumentacji w tym zakresie.\u003C\u002Fp>\n\n\u003Cp>7.Zasady tworzenia i uruchamiania Funduszu Motywacyjnego tj. Funduszu\nPremiowego, Funduszu Dodatkowego zostaną podane do wiadomości pracowników i\nwyjaśnione przez bezpośrednich przełożonych w sposób przyjęty w\nkomórkach organizacyjnych.\u003C\u002Fp>\n\n\u003Cp>8.W przypadku zmiany struktury organizacyjnej Spółki mającej wpływ na\nstosowanie niniejszych Zasad (podział Funduszu Premiowego), Strony\nzobowiązane są do zmiany\u002Fdoprecyzowania niniejszych Zasad w okresie nie\ndłuższym niż 30 dni.\u003C\u002Fp>\n\n\u003Cp>9.Strony ustalają, iż co 6 miesięcy od dnia wejścia w życie niniejszych\nZasad będą dokonywały wspólnej oceny ich funkcjonowania.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 4\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittal\nPoland S.A. \u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Zasady naliczania i wypłacania świadczenia okolicznościowego zwanego\n„Małym Hutnikiem.”\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Z okazji „Dnia Hutnika” uprawnionemu pracownikowi wypłacany jest\ntradycyjny dodatek hutniczy - zwany „Małym Hutnikiem”.\u003C\u002Fp>\n\n\u003Cp>2.Mały Hutnik przysługuje raz w roku każdemu pracownikowi\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)zatrudnionemu w Spółce nie krócej niż 12 miesięcy, i\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)zatrudnionemu i otrzymującemu wynagrodzenie w dniu jego wypłaty,\nbez względu na wymiar czasu pracy i ilość zawartych umów.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>3.Do okresu zatrudnienia w Spółce, o którym mowa w ust. 2. pkt 1.\npowyżej zalicza się okresy zatrudnienia u:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)pracodawców, którzy przejęli i realizowali zadania w oparciu o\ninfrastrukturę techniczno-produkcyjną Spółki, przy czym zaliczeniu do\nstażu podlegają wszystkie okresy wykonywania pracy na rzecz\nSpółki,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)pracodawców, którzy wypłacali specjalne dodatkowe wynagrodzenie\nroczne z tytułu tzw. „Karty Hutnika”, przy czym zaliczeniu do stażu\npodlegają jedynie okresy, w których Karta Hutnika była wypłacana.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>4.Kwota Małego Hutnika wynosi 6% średniej płacy w Spółce z I kwartału\ndanego roku, jednak nie mniej niż 250 zł.\u003C\u002Fp>\n\n\u003Cp>Mały Hutnik jest wypłacany w najbliższym terminie wypłaty wynagrodzeń\npo „Dniu Hutnika”.\u003C\u002Fp>\n\n\u003Cp>5.„Dzień Hutnika\", który przypada w dniu 4 maja, jest dniem wolnym od\npracy. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 5\u003C\u002Fh2>\n\n\u003Ch3>do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittal\nPoland S.A.\u003C\u002Fh3>\n\n\u003Ch4>Zasady\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspay\">\u003Ch4>obliczania i wypłacania wynagrodzenia oraz dodatkowego świadczenia w\nprzypadku niezdolności do pracy spowodowanej chorobą\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cp>1.Za czas niezdolności Pracownika do pracy wskutek choroby lub odosobnienia\nw związku z chorobą zakaźną - trwającej łącznie do 33 dni w ciągu roku\nkalendarzowego, a w przypadku Pracownika, który ukończył 50 rok życia -\ntrwającej łącznie do 14 dni w ciągu roku kalendarzowego, przysługuje\nwynagrodzenie na zasadach określonych w odrębnych przepisach.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.Za czas niezdolności do pracy wskutek:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)wypadku w drodze do pracy lub z pracy albo choroby przypadającej w\nczasie ciąży,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)poddania się niezbędnym badaniom lekarskim przewidzianym dla\nkandydatów na dawców komórek, tkanek i narządów oraz poddania się\nzabiegowi pobrania komórek, tkanek i narządów.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maxsicknesspayperc\">\u003Cp>pracownik, w okresie, o którym mowa w ust.1., zachowuje prawo do 100%\nwynagrodzenia.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Wynagrodzenie, o którym mowa w ust. 1. i ust.2. oblicza się według\nzasad obowiązujących przy ustalaniu podstawy wymiaru zasiłku chorobowego i\nwypłaca za każdy dzień niezdolności do pracy, nie wyłączając dni wolnych\nod pracy.\u003C\u002Fp>\n\n\u003Cp>4.Za czas niezdolności do pracy, o której mowa w ust.1. i ust.2.,\ntrwającej łącznie dłużej niż 33 dni w ciągu roku kalendarzowego,\npracownikowi, a w przypadku pracownika, który ukończył 50 rok życia,\ntrwającej łącznie dłużej niż 14 dni w ciągu roku kalendarzowego,\nprzysługuje - z zastrzeżeniem ust. 5- zasiłek chorobowy na zasadach\nokreślonych w odrębnych przepisach.\u003C\u002Fp>\n\n\u003Cp>5.Pracownikowi posiadającemu okres zatrudnienia w Spółce powyżej 20 lat\npracy przysługuje wyrównanie zasiłku do 100 % podstawy wymiaru, określonej\nw przepisach powszechnie obowiązujących, począwszy od 34 dnia niezdolności\ndo pracy, a w przypadku pracownika, który ukończył 50 rok życia, począwszy\nod 15 dnia niezdolności do pracy.\u003C\u002Fp>\n\n\u003Cp>6.Przepisy ust.1.- ust.5., w części dotyczącej pracownika, który\nukończył 50 rok życia, dotyczą niezdolności pracownika do pracy\nprzypadającej po roku kalendarzowym, w którym pracownik ukończył 50 rok\nżycia. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>Załącznik Nr 6\u003C\u002Fh2>\n\n\u003Ch3>do Zakładowego Układu Zbiorowego Pracy dla pracowników ArcelorMittal\nPoland S.A.\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Zasady przyznawania dodatku mistrzowskiego, brygadzistowskiego i\nwynagrodzenia z tytułu udziału w drużynach ratownictwa gazowego w\nArcelorMittal Poland S.A.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>I.Dodatek mistrzowski.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Pracownicy na stanowisku Mistrza uprawnieni są do otrzymywania dodatku\nmistrzowskiego, zwanego dalej „dodatkiem”.\u003C\u002Fp>\n\n\u003Cp>2.Dodatek jest uruchamiany i wypłacany w okresach miesięcznych, wraz z\nwynagrodzeniem za pracę.\u003C\u002Fp>\n\n\u003Cp>3.Wysokość dodatku w zależności od stopnia realizacji powierzonych\nMistrzowi zadań, przy określonej liczbie wszystkich pracowników podległych\npośrednio i bezpośrednio danemu Mistrzowi, wynosi:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd rowspan=\"2\" width=\"318\">\u003Cp>liczba podległych pracowników\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp>Miesięczna kwota\u003C\u002Fp>\n\n        \u003Cp>dodatku w zł.\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"151\">\u003Cp>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>do 5 pracowników\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp>100\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>od 6 do 10 pracowników\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp>300\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>od 11 do 20 pracowników\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp>400\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>od 21 do 30 pracowników\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp>500\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>od 31 do 40 pracowników\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp>700\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>Od 41 do 50 pracowników\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp>800\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"318\">\u003Cp>Powyżej 50 pracowników\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"151\">\u003Cp>1000\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4,W przypadku czasowej nieobecności w pracy pracownika na stanowisku\nMistrza, biorąc pod uwagę sytuację związaną z koniecznością\nkoordynowania prac oraz zapewnienia właściwego nadzoru nad podległymi\npracownikami, kierownik danej jednostki organizacyjnej składa do Biura Kadr,\nPłac i Dialogu Społecznego - we wzajemnie uzgodnionej formie, informację\ndotyczącą powierzenia innemu pracownikowi pełnienia obowiązków Mistrza.\u003C\u002Fp>\n\n\u003Cp>Kopia powyższej informacji doręczana jest pracownikowi pełniącemu\nzastępstwo.\u003C\u002Fp>\n\n\u003Cp>5.W przypadku pełnienia zastępstwa obowiązków Mistrza w sposób ciągły\nprzez okres co najmniej 14 dni kalendarzowych, dodatek mistrzowski z tytułu\npełnienia obowiązków Mistrza przysługuje z dniem powierzenia pełnienia\nobowiązków Mistrza, proporcjonalnie do ilości dni pełnienia zastępstwa w\ndanym miesiącu, z przyjęciem zasady, że łączna wielkość dodatku\nmistrzowskiego dla Mistrza i osoby pełniącej obowiązki Mistrza nie może\nbyć wyższa niż określona w ust.3.\u003C\u002Fp>\n\n\u003Cp>6.Wysokość dodatku mistrzowskiego może ulec - decyzją Stron Układu -\nzmianie, przy czym nowa wysokość dodatku obowiązuje od dnia wejścia w\nżycie protokołu dodatkowego do ZUZP w tym zakresie.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>II. Dodatek brygadzistowski.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>1.Pracownikowi pełniącemu funkcję Brygadzisty przysługuje dodatek\nbrygadzistowski, zwany dalej w niniejszym paragrafie „dodatkiem”.\u003C\u002Fp>\n\n\u003Cp>2.Wysokość dodatku wynosi od 75 zł do 300 zł.\u003C\u002Fp>\n\n\u003Cp>3.Wysokość dodatku proponuje kierownik komórki organizacyjnej, biorąc\npod uwagę:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)zakres i złożoność prac wykonywanych przez brygadę,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)liczba wszystkich pracowników w brygadzie,\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>3)stopień uciążliwości występujących warunków pracy.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>4.Pisemną decyzję o powierzeniu funkcji Brygadzisty i o wysokości dodatku\npodejmuje Dyrektor prowadzący sprawy personalne lub osoba przez niego\nupoważniona, na wniosek Dyrektora Oddziału\u002FZakładu. Kopia powyższej decyzji\nniezwłocznie jest doręczana pracownikowi, któremu powierzono funkcję\nBrygadzisty.\u003C\u002Fp>\n\n\u003Cp>5.Dodatek przysługuje za czas sprawowania funkcji.\u003C\u002Fp>\n\n\u003Cp>6.W przypadku czasowej nieobecności w pracy pracownika pełniącego\nfunkcję Brygadzisty, biorąc pod uwagę sytuację związaną z koniecznością\nkoordynowania prac oraz zapewnienia właściwego nadzoru nad podległymi\npracownikami, kierownik danej jednostki organizacyjnej składa do Biura Kadr,\nPłac i Dialogu Społecznego - we wzajemnie uzgodnionej formie, informację\ndotyczącą okresowego powierzenia innemu pracownikowi funkcji Brygadzisty.\u003C\u002Fp>\n\n\u003Cp>Kopia powyższej informacji niezwłocznie doręczana jest pracownikowi\npełniącemu zastępstwo.\u003C\u002Fp>\n\n\u003Cp>7.Za okres zastępstwa pracownikowi pełniącemu w tym okresie funkcję\nBrygadzisty przysługuje, proporcjonalnie do ilości dni pełnienia zastępstwa\nw danym miesiącu, dodatek w wysokości jaką otrzymywał zastępowany\nBrygadzista co oznacza, że łączna wielkość dodatku brygadzistowskiego dla\nBrygadzisty i osoby pełniącej okresowo funkcję Brygadzisty nie może być\nwyższa niż określona w ust.2.\u003C\u002Fp>\n\n\u003Cp>8.Dodatek brygadzistowski jest uruchamiany i wypłacany w okresach\nmiesięcznych, wraz z wynagrodzeniem za pracę. \u003C\u002Fp>\n\n\u003Cp>9.Wysokość dodatku brygadzistowskiego może ulec - decyzją Stron Układu\n- zmianie, przy czym nowa wysokość dodatku obowiązuje od dnia wejścia w\nżycie protokołu dodatkowego do ZUZP w tym zakresie.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>III. Wynagrodzenia z tytułu udziału w drużynach ratownictwa\ngazowego\u003C\u002Fstrong>.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Za wykonywanie prac lub czynności związanych z udziałem w drużynach\nratownictwa gazowego przysługuje dodatkowe wynagrodzenie w wysokości:\u003C\u002Fp>\n\n\u003Cp>\u003Csub>1)0,50 zł\u002Fgodzinę - za gotowość do wykonywania czynności\nratownictwa gazowego, \u003C\u002Fsub>\u003Csub>oraz dodatkowo:\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>2)1,00 zł\u002Fgodzinę - dla prac lub czynności wykonywanych w II stopniu\nzagrożenia gazowego, \u003C\u002Fsub>\u003Csub>flfc\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>\u003Csub>3)1,50 zł\u002Fgodzinę - dla prac lub czynności wykonywanych w I stopniu\nzagrożenia gazowego.\u003C\u002Fsub>\u003C\u002Fp>\n\n\u003Cp>2.Wysokość dodatkowego wynagrodzenia z tytułu udziału w drużynach\nratownictwa gazowego może ulec - decyzją Stron Układu - zmianie, przy czym\nnowa wysokość dodatkowego wynagrodzenia obowiązuje od dnia wejścia w życie\nprotokołu dodatkowego do ZUZP w tym zakresie.\u003C\u002Fp>\n\n\u003Cp>3.Kwalifikacji do poszczególnych stopni zagrożenia gazowego, o których\nmowa w ust.1, dokonuje Dyrektor Biura BHP w uzgodnieniu z Dyrektorem\nprowadzącym sprawy personalne lub wyznaczoną przez niego osobę.\u003C\u002Fp>\n\n\u003Cp>4.Organizację, zadania i obowiązki drużyn ratownictwa gazowego na terenie\nOddziałów określają odrębnie ustalone przepisy.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>OKRĘGOWY INSPEKTOR PRACY w KATOWICACH\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Wpisano do Rejestru\u003C\u002Fp>\n\n\u003Cp>Zakładowych Układów Zbiorowych Pracy\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>W dniu \u003Cstrong>24.06.2021 r\u003C\u002Fstrong>. KARTA REJESTROWA UKŁADU\u003C\u002Fp>\n\n\u003Cp>\u003Cspan style=\"color:#ffffff\">***************************************************\u003C\u002Fspan>Nr:\n\u003Cstrong>U-MMXIX\u002F2021\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>ArcelorMittal Poland S.A.\u003C\u002Fp>\n\n\u003Cp>Dąbrowa Górnicza\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>zawarty w dniu : \u003Cstrong>18.05.2021r.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>obowiazujacy od dnia: \u003Cstrong>01.07.2021r.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":42,"jobclassifaction1":46,"trainingfund":50,"trainingprogrammes":54,"pensionfund":58,"sicknesspay":62,"maxsicknesspayperc":66,"sicknessmaxdays":70,"disabilitypay":74,"healthinsurance":78,"healthandsafetypolicy":82,"protectiveclothing":85,"funeralpay":89,"hourspday_select":93,"hourspweek_select":97,"holidaysdays":99,"SCHEDULE_trigger":103,"TRADEUNLEAV_trigger":107,"NOCTPREM_trigger":111,"OVERTIME_trigger":115,"COMMUTE_trigger":119,"MEALALL_trigger":123},{"bindId":43,"name":44,"text":45},"cbadate_start","Układ wchodzi w życie z dniem jego zarej","Układ wchodzi w życie z dniem jego zarejestrowania przez Państwową\nInspekcję Pracy. \n\nDąbrowa Górnicza 2021.05.18.",{"bindId":47,"name":48,"text":49},"jobclassifaction1","Taryfikator stanowisk i tabele zaszerego","Taryfikator stanowisk i tabele zaszeregowania pracowników\n\nSpis treści\n\nI.Postanowienia ogólne i zasady stosowania taryfikatorów\nkwalifikacyjnych.\n\nII.Tabele taryfikacyjne.\n\nII.1.Tabela wymagań kwalifikacyjnych dla stanowisk\nrobotniczych.\n\nII.2.Taryfikator stanowisk robotniczych.\n\nII.3.Tabela wymagań kwalifikacyjnych dla stanowisk\nnierobotniczych.\n\nII.4 Tabela wymagań kwalifikacyjnych i taryfikator stanowisk w\nSłużbie\n\nOchrony Przeciwpożarowej i Ratownictwa Gazowego.\n\nII. 5. Taryfikator stanowisk nierobotniczych.\n\nIII.Tabela zaszeregowania pracowników ",{"bindId":51,"name":52,"text":53},"trainingfund","2. W przypadku gdy zatrudnienie na stano","2. W przypadku gdy zatrudnienie na stanowiskach, o których mowa w ust. 1,\nbędzie wymagało nabycia nowych kwalifikacji, koszty związane z\nprzeszkoleniem pracowników ponosi Pracodawca.",{"bindId":55,"name":56,"text":57},"trainingprogrammes","§66 1.Działanie na rzecz stałego podnosz","§66\n\n\n\n1.Działanie na rzecz stałego podnoszenia i rozwoju kwalifikacji zawodowych\npracowników leży we wspólnym interesie stron Układu.\n\n2.Realizując politykę zatrudnienia Pracodawca umożliwia pracownikom\nuzupełnianie, podnoszenie i zdobywanie nowych kwalifikacji zawodowych, przy\nczym preferowanym miejscem odbywania szkoleń jest specjalistyczny obiekt\nszkoleniowy Pracodawcy - Kampus.\n\n\n\n§67\n\n\n\n1.Strony Układu wyrażają wolę tworzenia warunków umożliwiających\nstały rozwój zawodowy pracowników przy uwzględnieniu postępu techniczno -\norganizacyjnego, konkurencyjności branży i Spółki.\n\n2.Rozwój zawodowy pracowników jest realizowany sukcesywnie poprzez zmiany\ni doskonalenie organizacji w perspektywie rozwoju Spółki, ewolucji zawodów,\nz zastosowaniem ustawicznej edukacji w granicach możliwości Pracodawcy.\n\n\n\n§68\n\n\n\n1.Działalność szkoleniową u Pracodawcy planuje, organizuje i realizuje\nwłaściwa komórka organizacyjna, względnie odrębna firma\n(przedsiębiorstwo, placówka) szkoleniowa, z którą Pracodawca zawarł\nodpowiednią umowę.\n\n2.Szczegółowy proces planowania, realizacji i kontroli szkoleń określa\nprocedura szkoleń wprowadzona - w formie przepisu wewnętrznego przez\nPracodawcę.\n\nProcedura ta powinna przewidywać informowanie pracownika skierowanego na\nszkolenie z odpowiednim wyprzedzeniem o czasie, terminie i miejscu\nszkolenia.",{"bindId":59,"name":60,"text":61},"pensionfund","§42 1.Jeżeli pracownik w wyniku wypadku ","§42\n\n\n\n1.Jeżeli pracownik w wyniku wypadku przy pracy zaistniałego w trakcie\nwykonywania pracy w Spółce lub choroby zawodowej związanej z pracą w\nSpółce przechodzi na rentę z tytułu niezdolność do pracy i nie świadczy\npracy, Pracodawca jest obowiązany do wypłacania dodatkowego świadczenia\npieniężnego w wysokości stanowiącej różnicę pomiędzy dotychczas\notrzymywanym wynagrodzeniem - obliczanym jak ekwiwalent za urlop wypoczynkowy -\na otrzymywanym świadczeniem rentowym.\n\n2.Postanowienia ust. 1 mają zastosowanie w przypadku, gdy:\n\n1)pracownik dostarczy do pracodawcy odpowiednią decyzję lekarza\norzecznika ZUS,\n\n2)otrzymywana renta jest niższa od otrzymywanego dotychczas\nwynagrodzenia określonego w ust. 1.",{"bindId":63,"name":64,"text":65},"sicknesspay","obliczania i wypłacania wynagrodzenia or","obliczania i wypłacania wynagrodzenia oraz dodatkowego świadczenia w\nprzypadku niezdolności do pracy spowodowanej chorobą",{"bindId":67,"name":68,"text":69},"maxsicknesspayperc","pracownik, w okresie, o którym mowa w us","pracownik, w okresie, o którym mowa w ust.1., zachowuje prawo do 100%\nwynagrodzenia.",{"bindId":71,"name":72,"text":73},"sicknessmaxdays","1.Za czas niezdolności Pracownika do pra","1.Za czas niezdolności Pracownika do pracy wskutek choroby lub odosobnienia\nw związku z chorobą zakaźną - trwającej łącznie do 33 dni w ciągu roku\nkalendarzowego, a w przypadku Pracownika, który ukończył 50 rok życia -\ntrwającej łącznie do 14 dni w ciągu roku kalendarzowego, przysługuje\nwynagrodzenie na zasadach określonych w odrębnych przepisach.",{"bindId":75,"name":76,"text":77},"disabilitypay","1.Pracodawca, w przypadku śmierci pracow","1.Pracodawca, w przypadku śmierci pracownika spowodowanej wypadkiem przy\npracy lub wypadkiem zrównanym z wypadkiem przy pracy, jest obowiązany do\nwypłacenia kwoty stanowiącej równowartość zasiłku pogrzebowego\nwypłacanego przez ZUS.",{"bindId":79,"name":80,"text":81},"healthinsurance","1)możliwość refinansowania zakupu ubezpi","1)możliwość refinansowania zakupu ubezpieczenia opieki medycznej\n(Pakiet Opieki Medycznej) na zasadach określonych w umowie zawartej pomiędzy\nPracodawcą a firmą wyspecjalizowaną w świadczeniu tego typu usług\nlub\n\n2)możliwość zakupu ubezpieczenia opieki medycznej (Pakiet Opieki\nMedycznej) na zasadach określonych w umowie zawartej pomiędzy Pracodawcą a\nfirmą wyspecjalizowaną w świadczeniu tego typu usług.\n\n2.W przypadku podjęcia decyzji, o której mowa w ust.1. pkt 2:\n\n1)Pracownik jest uprawniony do zakupu ubezpieczenia opieki medycznej po\ncenie niższej niż detaliczna,",{"bindId":83,"name":84,"text":84},"healthandsafetypolicy","Zasady BHP",{"bindId":86,"name":87,"text":88},"protectiveclothing","2)stosowania środków ochrony indywidualn","2)stosowania środków ochrony indywidualnej oraz odzieży i obuwia\nroboczego.",{"bindId":90,"name":91,"text":92},"funeralpay","W\u002Fw kwota jest wypłacana na wniosek czło","W\u002Fw kwota jest wypłacana na wniosek członka rodziny lub innej osoby\norganizującej pogrzeb pracownika, o którym mowa powyżej, po przedstawieniu\ndokumentów poświadczających wypłacenie przez ZUS zasiłku pogrzebowego.",{"bindId":94,"name":95,"text":96},"hourspday_select","Czas pracy pracowników nie może przekrac","Czas pracy pracowników nie może przekraczać 8 godzin na dobę i\nprzeciętnie 40 godzin 9 w przeciętnie 5-dniowym tygodniu pracy w przyjętym\nokresie rozliczeniowym, określonym w Regulaminie Pracy.",{"bindId":98,"name":95,"text":96},"hourspweek_select",{"bindId":100,"name":101,"text":102},"holidaysdays","9.Za okres urlopu wypoczynkowego pracown","9.Za okres urlopu wypoczynkowego pracownik otrzymuje Fundusz Premiowy tak,\njakby w tym czasie pracował, co oznacza, że Fundusz Premiowy nie jest\nuwzględniany w wynagrodzeniu za urlop.",{"bindId":104,"name":105,"text":106},"SCHEDULE_trigger","4.Pracownikom, jeżeli dobowy wymiar czas","4.Pracownikom, jeżeli dobowy wymiar czasu pracy wynosi co najmniej 6\ngodzin, przysługuje, w czasie uzgodnionym z bezpośrednim przełożonym,\nwliczana do czasu pracy, o którym mowa w ust. 1 - przerwa w pracy,\nprzeznaczona m in. na spożycie posiłku. Przerwa, o której mowa powyżej nie\nmoże przekroczyć 30 minut, zgodnie z elektroniczną ewidencją czasu\npracy.",{"bindId":108,"name":109,"text":110},"TRADEUNLEAV_trigger","10.Pracownikom, którym udzielono zwolnie","10.Pracownikom, którym udzielono zwolnienia od wykonywania pracy zawodowej\nz zachowaniem prawa do wynagrodzenia w związku z wykonywaniem działalności\nzwiązkowej, wysokość Funduszu Premiowego za czas udzielonego oddelegowania\nstanowi iloczyn płacy zasadniczej pracownika oraz procentowej wysokości\nFunduszu Premiowego, o którym mowa w cz. I pkt. 1.",{"bindId":112,"name":113,"text":114},"NOCTPREM_trigger","1.Z uwzględnieniem ust.2., pracownikowi ","1.Z uwzględnieniem ust.2., pracownikowi zatrudnionemu na zmianie nocnej\nprzysługuje, za każdą godzinę pracy w porze nocnej, tj. w godzinach od 2200\ndo 600, dodatek do wynagrodzenia za każdą godzinę pracy w porze nocnej w\nwysokości określonej w przepisach prawa pracy.",{"bindId":116,"name":117,"text":118},"OVERTIME_trigger","Za każdą godzinę pracy wykonywanej w god","Za każdą godzinę pracy wykonywanej w godzinach nadliczbowych\npracownikowi, oprócz normalnego wynagrodzenia, przysługuje dodatek w\nwysokości 100% stawki godzinowej pracownika.",{"bindId":120,"name":121,"text":122},"COMMUTE_trigger","1. W przypadku okresowej zmiany stałego ","1. W przypadku okresowej zmiany stałego miejsca wykonywania pracy,\nbędącej konsekwencją wykonywania przez Pracownika pracy w niestałym miejscu\nświadczenia pracy, Pracodawca jest zobowiązany do zapewniania:\n\n1)bezpłatnego dowozu do nowego miejsca pracy lub\n\n2)pokrycia dodatkowych kosztów dojazdu do nowego miejsca pracy według\nstawek za kilometr przebiegu pojazdu obowiązujących dla eksploatacji\nsamochodów prywatnych dla celów służbowych zgodnie z rozporządzeniem\nwydanym na podstawie art. 775 §2 Kodeksu Pracy.\n\n2.Pracodawca jest zobowiązany do zapewnienia dowozu lub zwrotu dodatkowych\nkosztów dojazdu w sytuacji, gdy okresowa zmiana stałego miejsca wykonywania\npracy powoduje zwiększenie odległości z miejsca zamieszkania do niestałego\nmiejsca świadczenia pracy o ponad 20 km z jednoczesnym zwiększeniem czasu\ndojazdu z miejsca zamieszkania do nowego miejsca wykonywania pracy.\n\n3.Okres świadczenia pracy w niestałym miejscu świadczenia pracy nie może\nprzekroczyć 6 miesięcy w ciągu kolejnych 24 miesięcy.",{"bindId":124,"name":125,"text":126},"MEALALL_trigger","Pracodawca jest obowiązany zapewnić prac","Pracodawca jest obowiązany zapewnić pracownikom - na zasadach określonych\nprzez przepisy prawa pracy i odrębne porozumienia ze związkami zawodowymi -\nposiłki oraz napoje.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>ZAKŁADOWY UKŁAD ZDI0K0WY PRACY DLA PRACOWNIKÓW ArcelorMittał Poland S.A. Maj 2021 - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Data rozpoczęcia: → 2021-05-18\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">Data końcowa: → Nieokreślony\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Nazwa sektora przemysłu: → Przetwórstwo przemysłowe\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Nazwa sektora przemysłu: → Produkcja metali  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sektor publiczny \u002F prywatny: → W sektorze prywatnym\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Zawarta przez:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Nazwy stowarzyszeń: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nazwy związków zawodowych: → \n\n                \n                    \n                    \u003Cspan>\n                        NSZZ - Solidarity Independent and Self-Governing Trade Union, FZZ - Związek Zawodowy Inżynierów i Techników\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">UBEZPIECZENIE SPOŁECZNE I EMERYTURY\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Pracodawca dopłaca do funduszu emerytalnego dla pracowników: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Pracodawca dopłaca do funduszu rentowego dla pracowników: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Pracodawca dopłaca do pracowniczego funduszu dla bezrobotnych: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">SZKOLENIA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programy szkoleniowe: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Praktyki zawodowe: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Pracodawca dopłaca do funduszu szkoleniowego dla pracowników: → Tak\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">CHOROBY I NIEPEŁNOSPRAWNOŚĆ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maksymalne wynagrodzenie na czas choroby (za 6 miesięcy): → 100 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maksymalna liczba dni płatnego urlopu chorobowego: → 33 dni\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Przepisy dotyczące powrotu do pracy po długotrwałej chorobie, np. leczeniu raka: → Nie\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Płatny urlop menstruacyjny: → Nie\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Wynagrodzenie w przypadku niepełnosprawności spowodowanej wypadkiem przy pracy: → Tak\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ZDROWIE, BEZPIECZEŃSTWO I POMOC MEDYCZNA\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Uzgodniona pomoc medyczna: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Uzgodniona pomoc medyczna dla rodziny: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Uzgodniona wysokość składki na ubezpieczenie zdrowotne: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Uzgodnione ubezpieczenie zdrowotne dla rodziny: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Uzgodniony program zdrowotny i program bezpieczeństwa pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Uzgodnione szkolenie dotyczące bezpieczeństwa i higieny pracy: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Zapewniona odzież ochronna: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regularne lub coroczne badania medyczne lub wizyty u lekarza zapewnione przez pracodawcę: → Tak\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitorowanie mięśniowo-szkieletowych zmian podczas pracy na stanowiskach pracy, ryzyka i \u002F lub wpływem pracy na stan zdrowia: → Professional risks, The relationship between work and health\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Pomoc w czynnościach pogrzebowych: → Tak\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">USTALENIA DOTYCZĄCE PRACY I RODZINY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Płatny urlop macierzyński: → -9 tygodnie\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Ryzyko utraty pracy po urlopie macierzyńskim: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Zakaz dyskryminacji związanej z macierzyństwem: → Nie\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Zakaz zobowiązywania pracownic w ciąży lub karmiących piersią do wykonywania niebezpiecznych lub zagrażających zdrowiu prac: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Ocena ryzyka związanego ze stanowiskiem pracy dla bezpieczeństwa i zdrowia kobiet w ciąży lub karmiących piersią: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Możliwość wykonywania czynności zastępczych w miejsce prac niebezpiecznych lub zagrażających zdrowiu dla pracownic w ciąży lub karmiących piersią: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Czas wolny na prenatalne badania lekarskie: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Zakaz przesiewowych badań prenatalnych przed uregulowaniem stosunku zatrudnienia: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Zakaz przesiewowych badań prenatalnych przed awansem: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Udogodnienia dla matek karmiących piersią: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Zapewnianie przez pracodawcę placówek opieki nad dziećmi: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Placówki opieki nad dziećmi dotowane przez pracodawcę: → Nie\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Czesne \u002F dotacja na edukację dzieci: → Nie\u003C\u002Fdiv>\n   \n            \n\n            \n                        \n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">KWESTIE ZWIĄZANE Z RÓWNOUPRAWNIENIEM\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Równa płaca za tę samą pracę: → Nie\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Klauzule dotyczące dyskryminacji w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Równe szanse awansu dla kobiet i mężczyzn: → Nie\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Równe szanse na szkolenia i programy przekwalifikujące dla kobiet i mężczyzn: → Nie\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Równouprawnienie dotyczące stanowiska reprezentanta związku zawodowego w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Klauzule dotyczące molestowania seksualnego w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Klauzule dotyczące przemocy w miejscu pracy: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Specjalny urlop dla pracowników narażonych na przemoc ze strony swoich partnerów: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Wsparcie dla pracownic z niepełnosprawnościami: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitorowanie równości płci: → Nie\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">UMOWY O PRACĘ\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Pracownicy zatrudnieni w niepełnym wymiarze godzin wyłączeni z jakichkolwiek świadczeń: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Przepisy dotyczące pracowników tymczasowych: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Praktykanci wyłączeni z jakichkolwiek postanowień: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Drobne prace \u002F prace dla studentów wyłączone z jakichkolwiek postanowień: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">GODZINY PRACY, HARMONOGRAMY I ŚWIĘTA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Liczba godzin pracy dziennie: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Liczba godzin pracy tygodniowo: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Liczba dni pracy w tygodniu: → 5.0\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Coroczny płatny urlop: → -9.0 dni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Coroczny płatny urlop: → -9.0 tygodnie\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-holidaysfixeddays\">\n                Stałe dni liczące się do całorocznego płatnego urlopu: → 1.0 dni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Ustalony co najmniej jeden dzień wypoczynku tygodniowo: → Tak\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Płatny urlop na działalność związkową: → -9.0 dni\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Przepisy dotyczące elastycznych form pracy: → Nie\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WYNAGRODZENIA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wynagrodzenia ustala się za pomocą skali płac: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Dostosowywanie do rosnących kosztów utrzymania: → \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premia za pracę wieczorną lub w nocy\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premia za pracę w nocy: → Nie\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Dodatkowe wynagrodzenie za roczny urlop\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premia za nadgodziny\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Dodatek za pracę społeczną\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Ch4>Bony żywnościowe\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Zapewnienie dodatków na wyżywienie: → Nie\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Bezpłatna pomoc prawna: → Nie\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[132],{"title":35,"slug":31},[134],{"type":135,"data":136},"call_to_action_body_block",{"title":137,"description":138,"variant":139,"link":140},"Porównaj umowy zbiorowe","Porównaj teksty umów zbiorowych z Polski między wszystkimi sektorami, tematami i 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