[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fro-ro\u002Fmunca-in-romania\u002Fcontracte-colective\u002F366361851-ccm-sc-accenture-managed-services-srl":3,"menu:\u002Fro-ro:":156,"sites:htmlblocks":325,"subsites":1794,"cite-subsites":5461,"footer:root":5948,"suggested:root":6046,"cite-footer:root":6050},{"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,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":31,"children":136,"content_type_view":137,"extra_breadcrumbs":138,"body":140,"body_blocks":151,"related_pages":155},3591,"contracte-colective","Contracte Colective",null,"","\u002Fro-ro\u002Fmunca-in-romania\u002Fcontracte-colective","collective_agreements.collectiveagreementoverview","ro_RO","2025-08-13T16:29:47.056807+00:00","2026-04-02T10:36:40.371148+00:00","\u002Fcms\u002Fpages\u002F3591\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"România","ro-ro",{"title":20,"slug":21},"Munca în România","munca-in-romania",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":18,"created_at":29,"last_modified_at":30},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fro-ro\u002Fmunca-in-romania\u002Fcontracte-colective\u002F","index, follow","website","summary_large_image","2025-08-13T18:29:47.056807+02:00","2026-04-02T12:36:40.551956+02:00",{"cba":32,"clauses":43,"details":134,"translations":135},{"id":33,"uid":34,"url":35,"name":36,"locale":11,"override_title":8,"title":37,"browser_title":38,"browser_description":39,"text":40},"366361851-ccm-sc-accenture-managed-services-srl","7269abb4-4077-11f1-8b8b-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fromania\u002F366361851-ccm-sc-accenture-managed-services-srl\u002F366361851-ccm-sc-accenture-managed-services-srl\u002F","366361851-Ccm-Sc-Accenture-Managed-Services-Srl","366361851-Ccm-Sc-Accenture-Managed-Services-Srl - 2015","Romania - 366361851-Ccm-Sc-Accenture-Managed-Services-Srl - 2015","366361851-Ccm-Sc-Accenture-Managed-Services-Srl - 2015 - Consultanţă juridică şi economică, activităţi de business",{"name":41,"data":42},"366361851-Ccm-Sc-Accenture-Managed-Services-Srl.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>366361851-Ccm-Sc-Accenture-Managed-Services-Srl\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>CONTRACT COLECTIV DE MUNCĂ\u003C\u002Fh1>\n\n\u003Ch1>LA NIVELUL S.C. ACCENTURE MANAGED SERVICES S.R.L.\u003C\u002Fh1>\n\n\u003Cp>Încheiat între:\u003C\u002Fp>\n\n\u003Cp>S.C. ACCENTURE MANAGED SERVICES S.R.L., cu sediul în sediul social situat\nin Bucuresti, Sector 6, Bd. Preciziei, nr. 24, Complex Westgate, cladirea H1,\nBiroul Nr. 21, Etaj 1, avand numar de înregistrare la Registrul Comerțului\nJ40\u002F1423\u002F2014, cod unic de identificare RO 32761824, avand contul bancar cu\nnumărul RO55 CITI 0000 0007 2447 4063, deschis la CITI BANK, reprezentata\nlegal de Razvan Patrunoiu in calitate de imputernicit legal a\u003C\u002Fp>\n\n\u003Cp>S.C. ACCENTURE MANAGED SERVICES S.R.L.\u003C\u002Fp>\n\n\u003Cp>(denumita in continuare “Societatea” sau “Angajatorul”)\u003C\u002Fp>\n\n\u003Cp>pe de o parte,\u003C\u002Fp>\n\n\u003Cp>Și\u003C\u002Fp>\n\n\u003Cp>Salariații S.C. ACCENTURE MANAGED SERVICES S.R.L., reprezentați conform\nLegii nr.62\u002F2011, de\u003C\u002Fp>\n\n\u003Cp>SINDICATUL IT TIMISOARA, constituit conform Sentinței Civile nr. 287 \u002F\n13.07.2009 a Judecătoriei TimiȘoara, pronuntata de Judecatoria Timisoara,\nreprezentativ la nivel de unitate in baza sentintei civile nr.\n11376\u002F22.08.2014, cu sediul in Timisoara, str. Gheorghe Lazar, nr. 9, jud.\nTimis, reprezentat legal de FLORENTIN IANCU\u003C\u002Fp>\n\n\u003Cp>PRESEDINTE al SINDICATULUI IT TIMISOARA\u003C\u002Fp>\n\n\u003Cp>(denumit in continuare “Sindicatul”)\u003C\u002Fp>\n\n\u003Cp>pe de alta parte\u003C\u002Fp>\n\n\u003Cp>Fiecare denumita in cele ce urmeaza “Parte”, si impreuna denumite\n“Parti”\u003C\u002Fp>\n\n\u003Cp>Partile au hotarat incheierea prezentului Contract Colectiv de Munca la\nnivel de unitate dupa cum urmeaza:\u003C\u002Fp>\n\n\u003Cp>CUPRINS\u003C\u002Fp>\n\n\u003Cp>CAPITOLUL I - DISPOZIȚII GENERALE\u003C\u002Fp>\n\n\u003Cp>CAPITOLUL II - OBLIGAȚIILE PĂRȚILOR\u003C\u002Fp>\n\n\u003Cp>CAPITOLUL III - TIMPUL DE LUCRU\u003C\u002Fp>\n\n\u003Cp>CAPITOLUL IV- CONDIȚIILE DE MUNCĂ, SECURITATE ȘI SANATATE IN MUNCA\u003C\u002Fp>\n\n\u003Cp>CAPITOLUL V - SALARIZARE ȘI ALTE DREPTURI BĂNEȘTI\u003C\u002Fp>\n\n\u003Cp>CAPITOLUL VI - CONCEDII\u003C\u002Fp>\n\n\u003Cp>CAPITOLUL VII - CONTRACTUL INDIVIDUAL DE MUNCĂ\u003C\u002Fp>\n\n\u003Cp>CAPITOLUL VIII - FORMAREA PROFESIONALA\u003C\u002Fp>\n\n\u003Cp>CAPITOLUL IX - PROTECȚIA SOCIALĂ\u003C\u002Fp>\n\n\u003Cp>CAPITOLUL X - DISCIPLINA MUNCII\u003C\u002Fp>\n\n\u003Cp>CAPITOLUL XI - DREPTURI SINDICALE\u003C\u002Fp>\n\n\u003Cp>CAPITOLUL XII - DISPOZIȚII FINALE\u003C\u002Fp>\n\n\u003Cp>ANEXE\u003C\u002Fp>\n\n\u003Cp>ANEXA 1 Cuantumul diurnelor pe teritoriul Romaniei ; Norme aditionale de\ndecontare\u003C\u002Fp>\n\n\u003Cp>ANEXA 2 Comisia Mixta Paritară\u003C\u002Fp>\n\n\u003Cp>ANEXA 3 Timpul normal de munca si munca suplimentara; Plata orelor\nsuplimentare, a orelor lucrate in weekend, a orelor lucrate in zilele de\nsarbatoare, a turelor de noapte\u003C\u002Fp>\n\n\u003Cp>ANEXA 4Primele acordate salariatilor\u003C\u002Fp>\n\n\u003Cp>ANEXA 5Asigurarile de viata\u003C\u002Fp>\n\n\u003Cp>ANEXA 6Servicii medicale\u003C\u002Fp>\n\n\u003Cp>ANEXA 7Beneficiile angajatiilor\u003C\u002Fp>\n\n\u003Cp>ANEXA 8Tipuri de concedii\u003C\u002Fp>\n\n\u003Cp>ANEXA 9 Forme de organizare a timpului de munca\u003C\u002Fp>\n\n\u003Cp>ANEXA 10 Reguli de calcul a primelor acordate salariatilor pentru anul\n2015\u003C\u002Fp>\n\n\u003Ch2>CAPITOLUL I\u003C\u002Fh2>\n\n\u003Ch2>DISPOZIȚII GENERALE\u003C\u002Fh2>\n\n\u003Cp>Art. 1. Partile semnatare ale prezentului Contract Colectiv de Munca la\nnivelul S.C. ACCENTURE MANAGED SERVICES S.R.L. (denumit in continuare\n„CCM”) recunosc ca sunt egale si libere în negocierea prezentului CCM si\nse obliga sa respecte în totalitate prevederile acestuia. Deasemenea\ncontractul individual de munca il denumim in continuare „CIM”.\u003C\u002Fp>\n\n\u003Cp>Art. 2. Prevederile prezentului CCM se aplica tuturor salariatilor din S.C.\nACCENTURE MANAGED SERVICES S.R.L. (denumita in continuare „ACCENTURE MANAGED\nSERVICES” sau „Societatea”), conform prevederilor Legii nr. 62\u002F2011 a\ndialogului social.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cp>Art. 3. Prezentul CCM este încheiat pe o perioadă de 24 luni. Cu cel putin\n60 de zile înainte de expirarea termenului pentru care a fost încheiat\nAccenture va trimite Sindicatului o scrisoare de convocare, pentru ca, în mod\nobligatoriu, partile sa se întruneasca cu cel putin 45 de zile inainte de\nexpirarea termenului pentru a hotarî asupra prelungirii valabilitatii\ncontractului sau începerii negocierii altui contract.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Art. 4. 1) Pe parcursul executarii sale, prevederile prezentului CCM pot fi\nmodificate, suspendate sau anulate, prin negociere, ori de câte ori partile\nconvin în acest sens în conditiile legii.\u003C\u002Fp>\n\n\u003Cp>2)Cererea de prelungire, modificare, suspendare sau anulare a CCM se\ncomunica, de catre partea care o initiaza, în scris celeilalte parti. Partea\ncare primeste solicitarea are la dispozitie [trei] zile lucratoare pentru a\ntrimite un raspuns scris. In cazul in care partile sunt de acord in scris sa\ndemareze negocierile, acestea vor putea începe cel mai devreme in [doua] zile\nlucratoare de la data inregistrarii raspunsului, dar nu mai tarziu de 10 zile\nlucratoare de la data inregistrarii cererii initiale.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coldismissalsupport_trigger\">\u003Cp>3)Pe durata negocierilor de prelungire, modificare, suspendare sau anulare\nsi pâna la finalizarea negocierilor, Societatea se obliga sa nu efectueze\nconcedieri colective pentru motive neimputabile salariatilor. Daca pe parcursul\nderularii prezentului CCM partile nu cad de acord asupra prelungirii,\nmodificarii, suspendarii sau anularii sale, CCM in forma valabila la momentul\nrespectiv va continua sa se aplice. Pentru evitarea oricarui dubiu,\nreprezentantii salariatilor nu au dreptul sa declanseze conflicte de munca\nlegate de modificarile propuse la prezentul contract.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4)Modificarile aduse contractului produc efecte de la data inregistrarii\nactului aditional in care sunt consemnate in conditiile legii sau la o data\nulterioara convenita în urma negocierii partilor si fac parte integranta din\nCCM.\u003C\u002Fp>\n\n\u003Cp>Art. 5. In vederea negocierii CCM sau a anumitor clauze, cât si pentru\nnegocierea cererilor formulate conform art. 4, daca ambele parti au agreat\ndemararea unor astfel de negocieri, Societatea va pune la dispozitia\nreprezentantilor salariatilor, semnatari ai CCM, informatiile si documentele\nsolicitate, in masura in care acestea sunt necesare si disponibile, cu cel\nputin 2 zile lucratoare înainte de începerea negocierilor.\u003C\u002Fp>\n\n\u003Cp>Art. 6. 1) Pentru examinarea si soluționarea eventualelor divergente în\u003C\u002Fp>\n\n\u003Cp>ceea ce priveste aplicarea prevederilor CCM, se creeaza Comisia Mixta\nParitara, formata din reprezentantii Societatii si reprezentantii Sindicatului\nsemnatar al CCM, care va fi organizata si va functiona conform ANEXEI 2.\u003C\u002Fp>\n\n\u003Cp>2)Interpretarea clauzelor din prezentul CCM se face prin consens.\u003C\u002Fp>\n\n\u003Cp>3)Daca nu se realizeaza consensul, clauza se interpreteaza conform\ninterpretarii stabilite de catre Comisia Mixta Paritara. In situatia in care nu\nse ajunge la o interpretare agreata la nivelul Comisiei Mixte Paritare, clauza\nrespectiva va face obiectul renegocierii, restul prevederilor prezentului CCM\nramanand neschimbate. Daca in urma negocierii nu se ajunge la un acord, se\naplica prevederile Legii dialogului social in materie. Daca in urma negocierii\nse ajunge la un acord, clauza respectiva va fi modificata in CCM prin act\naditional cu mentiunea ca toate celelalte clauze ale prezentului contract raman\nneschimbate.\u003C\u002Fp>\n\n\u003Cp>Art. 7. Pe durata valabilitatii prezentului contract drepturile salariatilor\nprevazute în prezentul CCM, sunt aparate impotriva oricarei tranzactii,\nrenuntare sau limitare, indiferent de natura acestora, unilateral de catre\nsocietate ele fiind aparate împotriva oricaror încalcari, abuzuri, arbitrariu\nsi manifestari de subiectivism, in afara situatiilor prevazute expres de lege\nsau negocierii directe cu sindicatul reprezentativ semnatar al prezentului\ncontract.\u003C\u002Fp>\n\n\u003Cp>Art. 8. Societatea va asigura publicarea prezentului CCM si notificarea\nsalariatilor prin e-mail asupra publicarii pe intranet, astfel încât toti\nsalariatii sa ia cunostinta de continutul lui, în maxim o luna de la\nînregistrarea la Inspectoratul Teritorial de Munca.\u003C\u002Fp>\n\n\u003Cp>Art. 9. Societatea isi asuma obligatia de a suporta costurile legate de\nlogistica organizarii si desfasurarii negocierilor CCM la nivel de unitate.\nCosturile generate exclusiv de catre Sindicat vor fi suportate de acesta.\u003C\u002Fp>\n\n\u003Cp>Art. 10. 1) In situatiile in care, in privinta drepturilor ce decurg din\nprezentul contract colectiv de munca, intra in vigoare reglementari legale mai\nfavorabile, acestea vor face parte de drept din CCM.\u003C\u002Fp>\n\n\u003Cp>2)Pe durata aplicarii prezentului CCM, prevederile prezentului CCM pot fi\nmodificate numai cu acordul partilor semnatare ale CCM.\u003C\u002Fp>\n\n\u003Cp>Art. 11. Prezentul CCM nu poate conferi drepturi la un nivel inferior celor\nstabilite prin normele si conventiile internationale ale muncii ratificate de\nRomânia si nu poate încalca prevederile legislatiei române.\u003C\u002Fp>\n\n\u003Cp>Art. 12. Daca o prevedere a prezentului CCM va fi in contradictie în raport\nde prevederile imperative ale unui act normativ (legi, ordonante, hotarâri de\nguvern) aparut ulterior, aceasta se va modifica implicit. Daca prevederile au\ncaracter supletiv, modificarea CCM se va face dupa o prealabila negociere\nîntre partile semnatare, iar daca partile nu ajung la consens, se vor aplica\nprevederile prezentului CCM.\u003C\u002Fp>\n\n\u003Cp>Art. 13. Prevederile prezentului CCM asigura condiții minime pentru\nîncheierea contractelor individuale de munca. Contractele individuale de munca\nnu vor prevedea clauze care sa stabileasca drepturi inferioare celor stabilite\nde prezentul CCM.\u003C\u002Fp>\n\n\u003Cp>Art. 14. Partile semnatare recunosc, pentru fiecare dintre ele si pentru\nsalariati, libertatea de opinie. Societatea va adopta o pozitie neutra si\nimpartiala fata de organizatiile sindicale din societate si membrii\nacestora.\u003C\u002Fp>\n\n\u003Ch2>CAPITOLUL II\u003C\u002Fh2>\n\n\u003Ch2>OBLIGAȚIILE PĂRȚILOR\u003C\u002Fh2>\n\n\u003Cp>Art. 15. ACCENTURE MANAGED SERVICES va avea toate obligațiile care ii revin\nconform Codului Muncii, Regulamentului Intern al Societatii (inclusiv\nprocedurile interne ale Grupului Accenture), prezentului CCM, contractelor\nindividuale de munca, legislatiei in vigoare, si in mod special urmatoarele\nobligatii:\u003C\u002Fp>\n\n\u003Cp>a)să informeze salariații asupra condițiilor de muncă și asupra\nelementelor care privesc desfășurarea relațiilor de muncă;\u003C\u002Fp>\n\n\u003Cp>b)să asigure permanent condițiile tehnice și organizatorice avute în\nvedere la elaborarea normelor de muncă și condițiile corespunzătoare de\nmuncă;\u003C\u002Fp>\n\n\u003Cp>c)să acorde salariaților toate drepturile ce decurg din lege, din\ncontractul colectiv de muncă aplicabil și din contractele individuale de\nmuncă;\u003C\u002Fp>\n\n\u003Cp>d)să comunice periodic, cel putin o data pe an, salariaților situația\neconomică și financiară a unității, cu excepția informațiilor sensibile\nsau secrete, care, prin divulgare, sunt de natură să prejudicieze activitatea\nunității;\u003C\u002Fp>\n\n\u003Cp>e)să se consulte cu Sindicatul în privința deciziilor susceptibile să\nafecteze substanțial drepturile și interesele salariatilor Societatii;\u003C\u002Fp>\n\n\u003Cp>f)să plătească toate contribuțiile și impozitele aflate în sarcina sa,\nprecum și să rețină și să vireze contribuțiile și impozitele datorate\nde salariați, în condițiile legii;\u003C\u002Fp>\n\n\u003Cp>g)să opereze înregistrările prevăzute de lege cu privire la relatiile\nindividuale de muncă;\u003C\u002Fp>\n\n\u003Cp>h)să elibereze, la cerere, toate documentele care atestă calitatea de\nsalariat a solicitantului;\u003C\u002Fp>\n\n\u003Cp>i)i) să asigure confidențialitatea datelor cu caracter personal ale\nsalariaților;\u003C\u002Fp>\n\n\u003Cp>1)sa organizeze intalniri periodice cu reprezentantii Sindicatului ori de\ncate ori este nevoie, dar nu mai rar decat o data pe trimestru;\u003C\u002Fp>\n\n\u003Cp>2)sa aduca la zi Regulamentul Intern in termen de 90 de zile de la semnarea\nprezentului CCM;\u003C\u002Fp>\n\n\u003Cp>3)Sa informeze salariatii cu privire la obiectivele de performanta si\nprocedura de evaluare profesionala;\u003C\u002Fp>\n\n\u003Cp>Art. 16. Salariatii ACCENTURE MANAGED SERVICES vor avea toate obligatiile\ncare le revin conform Codului Muncii, Regulamentului Intern al Societatii\n(inclusiv procedurile interne ale Grupului Accenture cu conditia ca acestea sa\nfi fost aduse la cunstinta salariatilor), CCM, contractelor individuale de\nmunca si legislatiei in vigoare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">Art. 17. Societatea va oferi oportunitati si tratament egale pentru femei si\nbarbati in relatiile de munca. Este interzisa orice discriminare directa sau\nindirecta bazata pe criterii de apartenenta la un anumit sex, hartuirea sau\nhartuirea sexuala, astfel cum sunt reglementate de Legea nr. 202\u002F 2002 privind\negalitatea de sanse intre femei si barbati. Persoana care se considera victima\na unei fapte de discriminare poate sesiza Conducerea\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Societatii in conditiile prevazute de Regulamentul Intern al ACCENTURE\nMANAGED SERVICES.\u003C\u002Fp>\n\n\u003Ch2>CAPITOLUL III\u003C\u002Fh2>\n\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">TIMPUL DE LUCRU\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>Art. 18. 1) Durata normala a timpului de lucru este de 8 ore pe zi si\nrespectiv de 40 ore pe saptamâna de luni pana vineri. Formele de organizare a\ntimpului de lucru sunt enumerate in anexa 9.\u003C\u002Fp>\n\n\u003Cp>2)Angajatii aflati in deplasare in interes de serviciu in alte tari decat\nRomania vor beneficia de programul de lucru al tarii in care se afla in limita\na 40 de ore saptamanal.\u003C\u002Fp>\n\n\u003Cp>3)In functie de specificul activitatii la anumite locuri de munca pot fi\nstabilite forme specifice de organizare a timpului de lucru (flexibil, decalat,\nin schimburi, individualizat). Modul de aplicare precum si detalierea formelor\nspecifice de organizare a timpului de lucru sunt prevazute in anexa 9.\u003C\u002Fp>\n\n\u003Cp>4)In afara de zilele de repaus saptamânal, salariatii beneficiaza de zile\nlibere în zilele de sarbatori legale si religioase, dupa cum urmeaza:\u003C\u002Fp>\n\n\u003Cp>-1 si 2 Ianuarie;\u003C\u002Fp>\n\n\u003Cp>-prima si a doua zi de Pasti ;\u003C\u002Fp>\n\n\u003Cp>-1 Mai;\u003C\u002Fp>\n\n\u003Cp>-prima si a doua zi de Rusalii;\u003C\u002Fp>\n\n\u003Cp>-15 August;\u003C\u002Fp>\n\n\u003Cp>-30 Noiembrie;\u003C\u002Fp>\n\n\u003Cp>-1 Decembrie;\u003C\u002Fp>\n\n\u003Cp>-25 si 26 Decembrie;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-2 zile pentru fiecare dintre cele 3 sarbatori religioase anuale, declarate\nastfel de cultele religioase legale, altele decat cele crestine, pentru\npersoanele apartinand acestora.\u003C\u002Fp>\n\n\u003Cp>5)Angajatii aflati in deplasare in interes de serviciu in alte tari decat\nRomania vor beneficia de zilele libere legale ale tarii in care se afla.\u003C\u002Fp>\n\n\u003Cp>6)La locurile de munca unde intervine munca suplimentara, se vor aplica\nprevederile cuprinse in ANEXA 3.\u003C\u002Fp>\n\n\u003Cp>Art. 19. 1) Pentru unele activitati, locuri de munca si categorii de\npersonal se pot stabili programe de lucru partiale corespunzatoare unor\nfractiuni de norma de munca. Drepturile salariatilor care lucreaza în astfel\nde situatii se acorda proportional cu timpul lucrat, iar durata concediului de\nodihna este cea prevazuta de prezentul CCM.\u003C\u002Fp>\n\n\u003Cp>2)Salariatii-parinti care au în îngrijire copii in varsta de pâna la 2\nani si care au beneficiat de concediul pentru ingrijirea copilului pot solicita\nreducerea timpului de lucru la 6 ore fara sa afectarea drepturilor ce decurg\ndin calitatea de salariat sau a drepturilor salariale lunare, conform\nlegislatiei in vigoare si a prezentului CCM.\u003C\u002Fp>\n\n\u003Cp>Salariatul-parinte care are in ingrijire copii de pana la 6 ani si care a\nbeneficiat de concediul pentru ingrijirea copilului poate lucra cu norma\npartiala (6 sau 4ore pe zi), daca nu beneficiaza de cresa sau camin (daca pe\nraza de domiciliu a parintelui respectiv nu exista cresa sau gradinita de stat\nsau daca de la cresele si gradinitele respective au fost primite raspunsuri\nscrise de refuz a inscrierii copilului), fara a-i fi afectate drepturile ce\ndecurg din calitatea de salariat. Timpul in care a fost incadrat in aceste\nconditii se considera, la calculul vechimii in munca, timp lucrat cu o norma\nintreaga. Toate solicitarile de reducere a programului de lucru pentru\nsalariatul - părinte care are in îngrijire copii de pana la 6 ani si care a\nbeneficiat de concediul pentru ingrijirea copilului dar care nu intruneste\nconditia de mai sus referitoare la inexistenta pe raza de domiciliu a\ncresei\u002Fgradinitei de stat vor fi analizate punctual de catre Societate.\u003C\u002Fp>\n\n\u003Cp>3)Angajatorii au obligatia de a acorda salariatelor gravide dispensa pentru\nconsultatii prenatale in limita a maxim 16 ore pe luna, fara a le fi afectate\ndrepturile salariale.\u003C\u002Fp>\n\n\u003Cp>4)La cerere, salariatii cu program partial de lucru pot fi încadrati în\nprogram normal atunci când necesitatile Societatii o impun si daca întrunesc\nconditiile ocuparii acestor posturi.\u003C\u002Fp>\n\n\u003Cp>Art. 20. Femeile gravide, lauzele si cele care alapteaza nu vor putea fi\nrepartizate la munca de noapte.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEDICAL_trigger\">\u003Ch2>CAPITOLUL IV\u003C\u002Fh2>\n\n\u003Ch2>CONDIȚIILE DE MUNCĂ, SECURITATE ȘI SANATATE IN MUNCA\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Art. 21. Angajatorul este responsabil pentru securitatea si sanatatea muncii\nîn unitate.\u003C\u002Fp>\n\n\u003Cp>Art. 22. 1) Pentru categoriile de personal a căror activitate presupune un\nanumit tip de risc, în scopul asigurării protecției personale, se acordă\nechipament individual de protecție adecvat.\u003C\u002Fp>\n\n\u003Cp>2) Toti salariatii trebuie sa se supuna controlului medical periodic\npreventiv, indiferent de tipul de contract de munca in baza caruia sunt\nangajati. Controlul medical se va efectua cel putin o data pe an. Controlul\nmedical se va efectua de medicii de medicina muncii sau cabinete medicale cu\ncare Societatea a incheiat contracte de prestari servicii medicale conform\nANEXEI 6.\u003C\u002Fp>\n\n\u003Cp>2 a) Este responsabilitatea salariatului de a se programa la controlul\nmedical periodic in functie de programul sau si de comun acord cu managerul, la\nsolicitarea Angajatorului. Neparticiparea la controlul medical periodic\nconsituie abatere disciplinara.\u003C\u002Fp>\n\n\u003Cp>b) Notificarea angajatilor asupra perioadei controlului medical anual cade\nin sarcina Angajatorului.\u003C\u002Fp>\n\n\u003Cp>3) Timpul necesar pentru examenele medicale profilactice, inclusiv examenele\ncomplementare - daca aceste examene nu pot fi efectuate decât in timpul orelor\nde program datorita orarului unitatilor sanitare care efectueaza examenul - se\nconsidera timp lucrat fara sa se efectueze nici o retinere din salariu.\nCheltuielile pentru mijloace de transport in comun pe care le implica aceste\nexamene sunt suportate de Societate.\u003C\u002Fp>\n\n\u003Cp>Art. 23. 1) Societatea are obligatia de a dispune reevaluarea parametrilor\ncare caracterizează condițiile de munca atunci cand acestea se modifica sau\nla sesizarea Comitetului pentru Sănătate si Securitate în Muncă sau a\nSindicatului. La efectuarea masuratorilor sau prelevarea probelor vor participa\nsi reprezentanti ai sindicatului reprezentativ.\u003C\u002Fp>\n\n\u003Cp>2)In toate cazurile în care conditiile de munca s-au inrautatit\ndeterminând reclasificarea locurilor de munca, salariatii vor beneficia de\ndrepturile aferente noii clasificari începând cu data schimbarii conditiilor\nde munca, indiferent de momentul efectuarii reclasificarii de catre organele\ncompetente.\u003C\u002Fp>\n\n\u003Cp>3)Societatea se obliga sa analizeze conditiile de munca din oficiu sau la\nsesizarea Sindicatului sau a unui tert interesat si face propuneri forurilor\ncompetente în vederea incadrarii locurilor de munca in conditii deosebite, in\nconformitate cu prevederile legale in vigoare.\u003C\u002Fp>\n\n\u003Cp>Art. 24. 1) Partile sunt de acord ca nicio masura de protectie a muncii nu\neste eficienta daca nu este insusita si aplicata în mod constient de\nsalariati.\u003C\u002Fp>\n\n\u003Cp>2)Societatea va asigura pe cheltuiala sa cadrul organizatoric pentru\ninstruire, pentru testarea persoanelor care efectueaza instruirea si pentru\nperfectionarea salariatilor cu privire la normele de sănătate si securitate\nîn muncă. Durata necesara pentru instruire, pentru testarea persoanelor care\nefectueaza instruirea, precum si pentru perfectionare este considerata timp\nefectiv de lucru si se plateste in mod corespunzator.\u003C\u002Fp>\n\n\u003Cp>3)La angajarea unui salariat sau la schimbarea locului de munca ori a\nfelului muncii, acesta va fi instruit si testat efectiv cu privire la riscurile\nce le presupune noul sau loc de munca si normele de protectia muncii pe care\neste obligat în procesul muncii sa le cunoasca si sa le respecte.\u003C\u002Fp>\n\n\u003Cp>4)Durata instructajului general la angajare, instructajului la locul de\nmunca, la schimbarea locului de munca sau a activitatii, sau durata\ninstructajului periodic, instructajului P.S.I. este cea prevazuta de legile in\nvigoare.\u003C\u002Fp>\n\n\u003Cp>5)In cazurile în care în procesul muncii intervin schimbari ce impun\naplicarea unor norme noi de protectia muncii, salariatii vor fi instruiti în\nconditiile prevazute la alineatul precedent.\u003C\u002Fp>\n\n\u003Cp>Art. 25. 1) Contravaloarea echipamentului de protectie precum si a\nmijloacelor de asigurare a securitatii la locul de munca se suporta integral de\ncatre Societate.\u003C\u002Fp>\n\n\u003Cp>2)In cazul încetarii raporturilor de munca, daca echipamentul de protectie\nsi de lucru au fost deteriorate sau degradate din motive imputabile\nangajatului, eventualele prejudicii astfel cauzate Societatii vor fi suportate\nde salariat in conditiile legii.\u003C\u002Fp>\n\n\u003Cp>3)În toate cazurile în care, în afara echipamentului de protecție\nprevăzut\u003C\u002Fp>\n\n\u003Cp>de lege, Societatea cere o anumita tinuta vestimentara speciala ca\nechipament de lucru, contravaloarea acesteia se suporta integral de catre\nSocietate.\u003C\u002Fp>\n\n\u003Cp>4)Salariatul Societatii are dreptul de a refuza executarea sarcinii de\nmunca, daca nu i se acorda mijloacele individuale de protectie necesare,\nprevazute de legile sau normele in vigoare, fara ca refuzul sa atraga asupra sa\nmasuri disciplinare.\u003C\u002Fp>\n\n\u003Cp>In cazul in care salariatul este nevoit sa intreprinda misiuni externe in\nvederea indeplinirii sarcinilor de serviciu, este obligatia acestuia sa\nverifice gradul de risc al tarii de destinatie pentru executarea misiunii\nexterne.\u003C\u002Fp>\n\n\u003Cp>Societatea va suporta toate costurile aferente pentru masuri speciale care\nse impun pentru deplasarea in tari cu grad de risc, cum ar fi insa fara a ne\nlimita la acestea, vaccinare, taxe viza, asigurare medicala completa indiferent\nde cauza pe intreaga durata a deplasari.\u003C\u002Fp>\n\n\u003Cp>5)Neacordarea echipamentului de protectie, precum si nefolosirea acestuia\nîn timpul procesului de munca, atrage în sarcina celor vinovati sanctiunile\nprevazute de lege.\u003C\u002Fp>\n\n\u003Cp>6)Echipamentul de protectie distrus ca urmare a unor accidente, avarii sau\naltor cauze înainte de expirarea duratei normale de folosinta va fi înlocuit\ncu un alt echipament de protectie.\u003C\u002Fp>\n\n\u003Cp>Art. 26. 1) În vederea mentinerii si imbunatatirii conditiilor de\ndesfasurare a activitatii, Societatea va lua urmatoarele masuri de amenajare\nergonomica a locului de munca, in conformitate cu normativele in vigoare:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-green_trigger\">a)asigurarea conditiilor de mediu (iluminat, microclimat, zgomot, vibratii,\ntemperatura, aerisire, umiditate, expunerea la radiatii - electromagnetice,\nradio, etc);\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>b)amenajarea anexelor sociale existente ale locurilor de munca (de ex.,\ngrupuri sanitare, spatiu luat masa, Spatii de repaus )\u003C\u002Fp>\n\n\u003Cp>c)diminuarea treptata pâna la eliminarea emisiilor poluante;\u003C\u002Fp>\n\n\u003Cp>Fumatul este strict interzis in toate spatiile cladirii de birouri cu\nexceptia spatiilor special amenajate si marcate in acest sens;\u003C\u002Fp>\n\n\u003Cp>2)Salariatii sunt obligati sa pastreze în bune conditii amenajarile\nefectuate de Societate, sa nu le deterioreze, decompleteze ori sa sustraga\ncomponente ale acestora. Incalcarea acestor obligatii precum si a celor\nprevazute in normele de conduita interna atrage sanctionarea angajatului,\nprecum si obligarea acestuia la acoperirea prejudiciilor cauzate, în\nconditiile legii.\u003C\u002Fp>\n\n\u003Cp>Art. 27. Societatea nu va refuza angajarea sau, dupa caz, mentinerea în\nmunca a persoanelor cu handicap în cazurile în care acestea sunt apte pentru\nîndeplinirea obligatiilor de serviciu aferente posturilor existente.\u003C\u002Fp>\n\n\u003Cp>Art. 28. În cazul recomandărilor medicale in acest sens, Societatea va\nasigura trecerea salariatilor în alte locuri de munca sau, dupa caz,\nrecalificarea acestora în functie de posibilitatile Societatii. Membrii de\nSindicat pot solicita asistenta Sindicatului in acest caz.\u003C\u002Fp>\n\n\u003Cp>Art. 29. Societatea are obligatia sa analizeze impreuna cu Sindicatul ori de\ncâte ori este necesar, cauzele accidentelor de munca, îmbolnavirilor\nprofesionale si sa adopte masurile corespunzatoare în vederea înlaturarii\nacestora.\u003C\u002Fp>\n\n\u003Cp>Art. 30. Societatea va asigura organizarea la locurile de munca a unor\npuncte dotate cu materiale sanitare si medicale uzuale, conform normativelor\npentru acordarea primului ajutor în caz de nevoie.\u003C\u002Fp>\n\n\u003Cp>Art. 31. (1) Angajatorul nu va refuza angajarea sau, după caz, menținerea\nîn muncă a persoanelor cu dizabilitati, în cazurile în care acestea sunt\napte pentru indeplinirea obligațiilor de serviciu aferente posturilor\nexistente si corespund cerintelor acestora.\u003C\u002Fp>\n\n\u003Cp>(2)Persoanele cu dizabilitati încadrate în unitate beneficiază de\nurmătoarele drepturi si facilități în muncă , conform legii:\u003C\u002Fp>\n\n\u003Cp>a)Program redus de lucru;\u003C\u002Fp>\n\n\u003Cp>b)Scutire de a presta serviciul în timpul noptii;\u003C\u002Fp>\n\n\u003Cp>c)Concediu de odihnă suplimentar;\u003C\u002Fp>\n\n\u003Cp>d)Alte drepturi și facilități prevăzute de lege.\u003C\u002Fp>\n\n\u003Cp>Art. 32. (1) In vederea îmbunătățirii condițiilor de muncă, în\nfiecare unitate se va constitui un comitet de securitate și sănătate în\nmuncă, având atribuțiile prevăzute de Normele Generale de Protecția Muncii\n(NGPM), Legea 319\u002F2006 si normele sale de aplicare si Codul Muncii.\u003C\u002Fp>\n\n\u003Cp>(2)Comitetul de securitate și sănătate în muncă va fi constituit\nparitar, conform prevederilor legale\u003C\u002Fp>\n\n\u003Cp>(3)Reprezentantii salariatilor in Comitetul de sanatate si securitate in\nMunca sunt desemnati de catre sindicatul reprezentativ.\u003C\u002Fp>\n\n\u003Cp>(4)Timpul de muncă afectat activității de către Comitetele de securitate\nși sănătate în muncă se consideră timp de lucru efectiv prestat.\u003C\u002Fp>\n\n\u003Cp>(5)Activitatea Comitetelor de securitate și sănătate în muncă se\ndesfășoară în baza regulamentelor proprii.\u003C\u002Fp>\n\n\u003Ch2>CAPITOLUL V\u003C\u002Fh2>\n\n\u003Ch2>SALARIZARE ȘI ALTE DREPTURI BANESTI\u003C\u002Fh2>\n\n\u003Cp>Art. 33. 1) Pentru activitatea prestata, fiecare angajat are dreptul de a\nprimi un salariu stabilit de comun acord cu cel care il angajeaza.\u003C\u002Fp>\n\n\u003Cp>Salariul de baza individual negociat pentru o norma întreaga pentru\npersonalul cu studii medii nu poate fi mai mic de cel prevazut de legislatia\nromana in vigoare.\u003C\u002Fp>\n\n\u003Cp>Salariul de baza individual negociat pentru o norma întreaga pentru\npersonalul cu studii superioare nu poate fi mai mic de 1500 RON brut\u003C\u002Fp>\n\n\u003Cp>2)Salariul de baza individual se negociază tinându-se seama de pregătirea\nprofesionala, competenta, experienta anterioara, nivelul de cariera pe care\nurmeaza sa fie incadrat si pozitia (functia si locul de munca) pentru care este\nangajat.\u003C\u002Fp>\n\n\u003Cp>(3) Majorarile salariale se vor aplica in urma evaluarii salariatilor\nconform politicilor interne ale Societatii.\u003C\u002Fp>\n\n\u003Cp>Art. 34. 1) Toate drepturile banesti cuvenite salariatilor se platesc\nînaintea oricaror obligatii banesti ale Societatii in data de 12 a lunii\nurmatoare celei pentru care se datoreaza drepturile salariale. Daca aceasta\ndata este o zi nelucratoare, Angajatorul va face toate demersurile necesare\npentru ca drepturile banesti cuvenite salariatilor sa se plateasca in ultima zi\nlucratoare inainte de aceasta data.\u003C\u002Fp>\n\n\u003Cp>2)Salariile de baza individuale din cadrul Societatii pot fi modificate pe\nparcursul valabilitatii prezentului CCM, ca urmare a aparitiei unor modificari\nale functiei salariatului, ale atributiilor cuprinse în fisa postului si ale\nsarcinilor concrete de serviciu, de comun acord cu salariatul.\u003C\u002Fp>\n\n\u003Cp>Art. 35. 1) Retinerile din salariu cumulate nu pot depasi in fiecare luna\n1\u002F2 din salariul net, cu exceptia situatiei in care exista o prevedere legala\u002F\nsentinta judecatoreasca prin care Societatii sa ii fie solicitate sa faca\nretineri mai mari decat 1\u002F2 din salariul net.\u003C\u002Fp>\n\n\u003Cp>2)Ajutoarele acordate in caz de deces, pentru sarcina si lehuzie, pentru\ningrijirea copilului bolnav, diurnele si orice alte indemnizatii cu destinatie\nspeciala nu pot fi urmarite pentru niciun fel de datorii.\u003C\u002Fp>\n\n\u003Cp>3)La cererea Sindicatului din unitate, Societatea va retine cotizațiile de\nSindicat ale membrilor Sindicatului și le va vira în contul Sindicatului.\nCotizațiile de Sindicat se retin pe baza listelor întocmite de către\nSindicat continand membri de Sindicat si semnatura acestora de acceptare a\nretinerii. Modificarile aduse listelor de membri ai Sindicatului care sunt de\nacord cu retinerea cotizatiei se comunica Angajatorului lunar, pana cel tarziu\nin data de 5 a lunii urmatoare. Responsabilitatea pentru corectitudinea\nlistelor si pentru existenta acordului scris al salariatului pentru retinerea\ndin salariu revine Sindicatului.\u003C\u002Fp>\n\n\u003Cp>Art. 36. Plata salariului se va face prin virament in contul bancar deschis\npe numele salariatului indicat in mod expres de catre acesta .\u003C\u002Fp>\n\n\u003Cp>Art. 37.Drepturile salariale sunt confidentiale si nu pot fi comunicate\ndecât cu acceptul scris al salariatului sau la cererea organelor,\ninstitutiilor sau autoritatilor publice indreptatite sa le solicite.\u003C\u002Fp>\n\n\u003Cp>Confidentialitatea salariilor membrilor sai nu este opozabila Sindicatului\nin stricta legatura cu interesele salariatilor si in relatia lor directa cu\nSocietatea, in masura in care aceste informatii sunt destinate promovarii\nintereselor si apararii drepturilor lor.\u003C\u002Fp>\n\n\u003Cp>Art. 38. Daca la negocierea CIM (in vederea incheierii CIM sau modificarii\nacestuia pe parcursul executarii sale), salariatul solicita asistenta din\npartea organizatiei sindicale al cărui membru este, aceasta asistenta se poate\nacorda.\u003C\u002Fp>\n\n\u003Cp>Art. 39. Primele acordate anual angajatilor si plata acestora sunt stipulate\nin ANEXA 4.\u003C\u002Fp>\n\n\u003Cp>Art. 40. Societatea va acorda salariatilor si alte beneficii, stipulate in\nANEXA 7.\u003C\u002Fp>\n\n\u003Ch2>CAPITOLUL VI\u003C\u002Fh2>\n\n\u003Ch2>CONCEDII\u003C\u002Fh2>\n\n\u003Cp>Art. 41. Salariatii S.C. ACCENTURE MANAGED SERVICES S.R.L. beneficiaza de\nconcediile prezentate in ANEXA 8.\u003C\u002Fp>\n\n\u003Cp>Art. 42. In fiecare an calendaristic, salariatii încadrati în grade de\ninvaliditate au dreptul la un concediu de odihna suplimentar cu o durata de 3\nzile, iar salariatii nevazatori au dreptul la un concediu de odihna suplimentar\ncu o durata de 6 zile, conform legislatiei in vigoare.\u003C\u002Fp>\n\n\u003Cp>Art. 43. La desfacerea\u002Fincetarea CIM înaintea efectuarii concediului de\nodihna, salariatul în cauza are dreptul la plata indemnizatiei de concediu de\nodihna neefectuat, calculata proportional cu timpul lucrat de la inceputul\nanului calendaristic si pâna la data desfacerii\u002Fincetarii contractul\nindividual de munca .\u003C\u002Fp>\n\n\u003Cp>Art. 44. Angajatorul poate rechema salariatul din concediu de odihna in caz\nde forta majora sau pentru interese urgente care impun prezenta salariatului la\nlocul de munca. In acest sens Angajatorul are obligatia de a suporta toate\ncheltuielile salariatului si ale familiei sale (Sot\u002Fsotie salariat\u002Fa, copii),\nnecesare in vederea revenirii la locul de munca, precum si eventualele\nprejudicii suferite de acesta (plati in avans ce nu pot fi recuperate, in baza\ndocumentelor fiscal doveditoare) ca urmare a intreruperii concediului de\nodihna.\u003C\u002Fp>\n\n\u003Cp>In cazul in care zilele libere platite acordate potrivit Anexei 8 art. 6 din\nprezentul CCM se suprapun cu concediul de odihna, atunci soldul concediului de\nodihna se recompleteaza cu numarul zilelor respective ramase neefectuate , la\ncererea salariatului\u003C\u002Fp>\n\n\u003Cp>Art. 45. 1) Concediul de incapacitate temporara de munca cauzat de boli\nprofesionale sau accidente de munca nu afecteaza numarul de zile de concediu de\nodihna la care are dreptul salariatul in anul calendaristic respectiv.\u003C\u002Fp>\n\n\u003Cp>2) Salariatii care au fost în concediu pentru incapacitate temporara de\nmunca întregul an calendaristic au dreptul la concediu de odihna pentru acel\nan, angajatorul fiind obligat să acorde concediul de odihnă anual într-o\nperioadă de 18 luni începând cu anul următor celui în care acesta s-a\naflat în concediu medical.\u003C\u002Fp>\n\n\u003Cp>4)La stabilirea duratei concediului de odihnă anual, perioadele de\nincapacitate temporară de muncă și cele aferente concediului de maternitate,\nconcediului de risc maternal și concediului pentru îngrijirea copilului\nbolnav se consideră perioade de activitate prestată.\u003C\u002Fp>\n\n\u003Cp>Art. 46. În cazul în care concediul de odihna cuvenit nu a putut fi\nefectuat de salariat în cursul anului respectiv din motive independente de\nvointa salariatului, acesta va putea fi efectuat într-o perioadă de 18 luni\nîncepând cu anul următor celui în care s-a născut dreptul la concediul de\nodihnă anual.\u003C\u002Fp>\n\n\u003Cp>Art. 47. 1) Concediul fara plata se acorda conform legislatiei in vigoare si\nprevederilor din Anexa 8.\u003C\u002Fp>\n\n\u003Cp>2)In timpul concediului fara plata, salariatul care beneficiaza de acesta\nîsi pastreaza calitatea de salariat.\u003C\u002Fp>\n\n\u003Cp>Art. 48. 1) In afara concediilor, salariatii, ale caror CIM nu sunt\nsuspendate, au dreptul la zile libere platite pentru evenimente deosebite în\nfamilie sau alte situatii, prezentate in ANEXA 8 .\u003C\u002Fp>\n\n\u003Cp>2)La schimbarea locului de munca in cadrul Societatii cu mutarea\ndomiciliului in alta localitate se va acorda in acel an, concediu de odihna\nsuplimentar in cuantum de 5 zile lucratoare.\u003C\u002Fp>\n\n\u003Cp>3)Aceste zile libere de la alin. 1 si 2 se acorda la data producerii\nevenimentului, cu exceptia situatiilor in care angajatul aflat in delegatie\u002F\ndetasare solicita acordarea lor la o data ulterioara .\u003C\u002Fp>\n\n\u003Cp>Art. 49. 1) In afara concediului pentru ingrijirea copilului in varsta de\npana la 2 ani, salariatul-parinte poate beneficia si de un concediu fara plata\npâna la implinirea de catre copil a vârstei de 3 ani.\u003C\u002Fp>\n\n\u003Cp>2)Concediul platit pentru îngrijirea copilului se poate acorda, optional,\noricaruia dintre parintii copilului.\u003C\u002Fp>\n\n\u003Cp>3)Pentru salariatii aflati in concediile prevazute la alin. 1) la data\naplicarii noii salarizari prevazute in mod expres de acte normative in vigoare,\naceasta modificare se va implementa la revenirea si inceperea efectiva a\nactivitatii in Societatea .\u003C\u002Fp>\n\n\u003Cp>Art. 50. 1) În cazul decesului mamei copilului in timpul nasterii sau in\nperioada concediului de lehuzie, tatal copilului, salariat al Accenture,\nbeneficiaza de restul concediului neefectuat de catre mama, in conformitate cu\nprevederile legale.\u003C\u002Fp>\n\n\u003Cp>2) In caz de deces al salariatei\u002Fsalariatului Societatii aflat in concediu\nde crestere al copilului, dreptul la concediu de crestere al copilului si la\nindemnizatia aferenta se vor acorda celuilalt parinte, salariat al Societatii,\ndaca acesta are copilul in ingrijire.\u003C\u002Fp>\n\n\u003Ch2>CAPITOLUL VII\u003C\u002Fh2>\n\n\u003Ch2>CONTRACTUL INDIVIDUAL DE MUNCĂ\u003C\u002Fh2>\n\n\u003Cp>Art. 51. 1) In afara clauzelor generale prevazute in contractul individual\nde munca, pot fi cuprinse si urmatoarele clauze negociate de comun acord cu\nsalariatul:\u003C\u002Fp>\n\n\u003Cp>-clauza de confidentialitate a datelor si informatiilor de care salariatul a\nluat cunostinta in timpul executarii acestui contract, conform Art. 26 din\nCodul Muncii.\u003C\u002Fp>\n\n\u003Cp>-clauza de neconcurenta, conform Art. 21-24 din Codul Muncii.\u003C\u002Fp>\n\n\u003Cp>-clauza de mobilitate, conform Art. 25 din Codul Muncii.\u003C\u002Fp>\n\n\u003Cp>-clauza de formare profesionala;\u003C\u002Fp>\n\n\u003Cp>-orice alte clauze agreate de comun acord intre Angajator si angajat.\u003C\u002Fp>\n\n\u003Cp>2) Clauza de neconcurenta se remunereaza conform Art. 21 alin. 3 si 4 din\nCodul Muncii.\u003C\u002Fp>\n\n\u003Cp>Art. 52. La angajare, Societatea are obligatia sa verifice daca cel care\ncandideaza indeplineste conditiile prevazute de lege.\u003C\u002Fp>\n\n\u003Cp>Art. 53. 1) Recrutarea, selectia si angajarea în cadrul S.C. ACCENTURE\nMANAGED SERVICES S.R.L. se vor face conform legii, în functie de necesitatile\nSocietatii si corespunzator procedurilor de recrutare, selectie si angajare ale\nSocietatii .\u003C\u002Fp>\n\n\u003Cp>2)Societatea se obliga, prin Departamentul de Resurse Umane, sa comunice\nnoilor angajati despre existenta Sindicatului IT Timisoara precum si despre\nexistenta CCM in vigoare, cu ocazia cursurilor specifice de introducere a\ncompaniei.\u003C\u002Fp>\n\n\u003Cp>Art. 54. Societatea se obliga sa aduca la cunostinta salariatilor cel putin\ntrimestrial, posturile disponibile, precum si conditiile de ocupare a lor,\nconform procedurilor interne.\u003C\u002Fp>\n\n\u003Cp>Art. 55. Stabilirea concreta a drepturilor si obligatiilor salariatilor,\ninclusiv angajarea acestora, se face prin încheierea contractelor individuale\nde munca la angajare sau a actelor aditionale subsecvente la aceste contracte,\nprecum si prin politicile si procedurile interne ale Societatii\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-EMPCONTR_trigger\">Art. 56. Angajarea personalului se poate face cu o perioada de proba, în\nconditiile legii.\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Art. 57. CIM se poate modifica numai cu acordul partilor, cu exceptia\ncazurilor in care legea prevede ca poate fi modificat unilateral.\u003C\u002Fp>\n\n\u003Cp>Art. 58. (1) CIM se poate suspenda de drept, prin acordul partilor sau la\ninitiativa uneia din parti, în cazurile prevazute de lege în mod expres.\u003C\u002Fp>\n\n\u003Cp>(2)În cazuri excepționale, în care din motive tehnice sau datorită altor\ncauze neprevăzute, procesul de producție a fost întrerupt sau a intervenit o\nreducere temporară de activitate, salariatilor a căror activitate s-a\nintrerupt sau sunt implicati în activitatea redusă, li se poate suspenda\ncontractul individual de muncă din initiativa Angajatorului. În perioada\nsuspendării, salariatii în cauză vor beneficia de 75% din salariul de bază\naferent perioadei de suspendare, cu condiția ca pe toată această perioadă\nsă se afle la dispoziția Angajatorului, Angajatorul având oricând\nposibilitatea de a dispune reînceperea activitătii.\u003C\u002Fp>\n\n\u003Cp>(3)În cazul în care măsura reducerii temporare a activitătii se întinde\npe o perioadă mai mare de 30 de zile, Angajatorul va avea posibilitatea\nreducerii programului de lucru de la 5 zile la 4 zile pe săptămână, cu\nreducerea corespunzătoare a salariului, până la remedierea situației care a\ncauzat reducerea programului, după consultarea prealabilă a Sindicatului.\u003C\u002Fp>\n\n\u003Cp>(4)Angajatorul poate opta liber, în funcție de interesele concrete\u003C\u002Fp>\n\n\u003Cp>legate de afacere la fiecare moment, fie pentru suspendarea CIM în\nconditiile precizate la alin. (2), fie pentru reducerea programului de lucru\nîn conditiile precizate la alin. (3).\u003C\u002Fp>\n\n\u003Cp>Art. 59. 1) CIM poate inceta:\u003C\u002Fp>\n\n\u003Cp>a)de drept;\u003C\u002Fp>\n\n\u003Cp>b)ca urmare a acordului partilor, la data convenita de acestea;\u003C\u002Fp>\n\n\u003Cp>c)ca urmare a vointei unilaterale a uneia dintre parti, in cazurile si in\nconditiile prevazute de lege.\u003C\u002Fp>\n\n\u003Cp>2)In cazurile în care desfacerea contractului individual de munca este\ndeterminata de motive care nu tin de persoana salariatului, Societatea este\nobligata sa acorde un preaviz de 20 de zile lucratoare.\u003C\u002Fp>\n\n\u003Cp>3)In perioada de preaviz acordata in conditiile alin.2, Angajatorul poate sa\npermita salariatilor in cauza sa absenteze 4 ore pe zi de la progamul unitatii,\npentru a-si cauta un loc de munca, fara ca aceasta sa afecteze salariul si\ncelelalte drepturi. Orele absentate se pot acorda prin cumul, in conditiile\nstabilite de Angajator.\u003C\u002Fp>\n\n\u003Cp>4)Pentru salariatii incadrati cu CIM in durata determinata, Societatea se\nobliga sa anunte, cu cel putin 14 de zile calendaristice inainte, daca doreste\nprelungirea CIM pe durata determinata sau nu. Prelungirea CIM, daca este cazul,\nse face in baza acordului partilor si cu respectarea prevederilor legale.\u003C\u002Fp>\n\n\u003Cp>Art. 60. Incetarea calitatii de salariat din initiativa acestuia se face\nprin demisie, cu un preaviz de maximum 20 zile lucrătoare pentru personalul de\nexecutie si de maximum 45 zile lucratoare pentru personalul de conducere; pe\naceasta perioada, salariatii trebuie sa isi continue activitatea normala.\nContractul individual de munca inceteaza la data expirarii termenului de\npreaviz sau la data renuntarii totale sau partiale de catre Societate la\ntermenul respectiv.\u003C\u002Fp>\n\n\u003Cp>Art. 61. Evaluarea performantei profesionale:\u003C\u002Fp>\n\n\u003Cp>A.Evaluarea regulata a obiectivelor angajatului:\u003C\u002Fp>\n\n\u003Cp>1)Stabilirea obiectivelor: In conformitate cu regulile Grupului Accenture si\ncu cerintele legislatiei romane, la inceputul fiecarui anul calendaristic (sau\nla angajare), fiecare Manager are obligatia de a stabili si comunica\nobiectivele individuale de performanta pentru angajatii din subordine. Este\nobligatia Managerului sa se asigure ca obiectivele sunt stabilite si comunicate\ncu respectarea regulilor Grupului Accenture pana la termenul stabilit prin\nprocedurile interne ale Grupului documentate in aplicatia My Performance.\nObiectivele individuale pot fi reanalizate si modificate in cursul anului\ncalendaristic, in functie de cerintele postului, fiind comunicate de catre\nManager si documentate in aplicatia My Performance.\u003C\u002Fp>\n\n\u003Cp>2)Evaluarea gradului de indeplinire a obiectivelor: In conformitate cu\nregulile Grupului Accenture si cu procedurile interne evaluarea activitatii si\ngradul de indeplinire a obiectivelor se va face anual. Este obligatia\nManagerului sa se asigure ca rezultatele sunt documentate si agreate in forma\nscrisa solicitata de regulile Grupului Accenture pana la termenul stabilit prin\nprocedurile interne ale grupului, Totodata se va stabili si planul de\ndezvoltare individuala a angajatului.\u003C\u002Fp>\n\n\u003Cp>Fara a constitui o derogare de la regula de mai sus, aceasta evaluare a\ngradului de indeplinire a obiectivelor poate avea loc si mai frecvent decat\nanual, in functie de cerintele postului, natura obiectivelor sau periodicitatea\ncu care acestea se modifica pe parcursul anului calendaristic pentru care au\nfost stabilite.\u003C\u002Fp>\n\n\u003Cp>B.Necorespunderea profesionala\u003C\u002Fp>\n\n\u003Cp>1.Pe parcursul executarii contractului individual de munca, se poate\nconstata că in cazul unor salariati există premisele ca acestia să nu mai\ncorespunda postului pentru care au fost angajati. Constatarea trebuie sa aiba\nla baza cauze reale si serioase documentate de catre responsabilul direct.\u003C\u002Fp>\n\n\u003Cp>2.Situatiile mentionate in alineatul 1) trebuie sesizate de îndată\nreprezentantilor legali ai Societatii, sau persoanelor imputernicite de\nacestia, care vor dispune întrunirea unei Comisii de specialitate care să\nrealizeze o evaluare profesională a salariatului în cauză. Din Comisie poate\nface parte, la solicitarea salariatului membru de sindicat, fără drept de\nvot, si un reprezentant al Sindicatului, care va urmări modul de derulare a\nlucrărilor Comisiei de specialitate.\u003C\u002Fp>\n\n\u003Cp>3.Comisia de specialitate va convoca salariatul în vederea evaluării\naptitudinilor sale profesionale. Termenul în care va avea loc evaluarea\npropriu - zisă nu poate fi mai devreme de 5 zile de la momentul în care\nsalariatului i s-a comunicat convocarea. În cuprinsul convocării se vor\ndetermina locul, data si ora examinării, subiectele examinării, si probele la\ncare salariatul va fi supus (se va indica dacă acesta urmează să fie supus\nunor testări tehnice, unor probe de lucru, unor examene orale sau scrise,\netc.). Totodată, în functie de probele de examinare, în cuprinsul\nconvocării se va stabili si bibliografia pe care salariatul să o aibă în\nvedere, sau aspectele cu privire la care ar trebui să se pregătească. Atat\nsubiectele examinarii cat si eventualele probe de lucru trebuie sa fie in\nlegatura cu activitatea desfasurata si sarcinile de serviciu. Testele nu vor\ncontine abrevieri sau termeni de specialitate neutilizati in activitatea\ndesfasurata de catre salariat.\u003C\u002Fp>\n\n\u003Cp>4.În urma examinării, Comisia de specialitate va nota salariatul supus\nexaminării, conform procedurii descrise in Regulamentul Intern al Societatii.\nÎn raportul final, Comisia de specialitate va avea în vedere atât nota\nacordată în cadrul examinării, cât si rezultatele obtinute de salariat pe\nparcursul evaluării periodice si concluziile la care au ajuns evaluatorii.\nRaportul final trebuie să contină, în functie de parametrii pusi în\ndiscutie mai sus, o propunere clară din partea Comisiei de specialitate, din\ncare să rezulte dacă salariatul în cauză mai este sau nu apt din punct de\nvedere profesional să continue raportul de muncă. Pozitia Comisiei trebuie\nsă contină toate argumentele care au condus la un anumit punct de vedere,\nastfel încât să permită Angajatorului să adopte decizia care se impune.\u003C\u002Fp>\n\n\u003Cp>5.Neprezentarea salariatului la Comisia de specialitate în vederea\nevaluării aptitudinilor profesionale fără un motiv justificat, permite\nAngajatorului să dispună concedierea salariatului pentru necorespundere\nprofesională fără prealabila reverificare a aptitudinilor. Motivul\njustificat ce face imposibilă prezenta salariatului la verificare se va\ncomunica\u003C\u002Fp>\n\n\u003Cp>Comisiei, cel mai târziu la data si ora întrunirii acesteia. Lipsa unei\nasemenea comunicări conduce la considerarea absentei salariatului de la\nexaminare, ca fiind o absentă nejustificată, de natură a atrage concedierea\nfără o prealabilă reverificare.\u003C\u002Fp>\n\n\u003Cp>6.În cazul în care se decide concedierea salariatului pentru\nnecorespundere profesională, acesta va beneficia de un preaviz de 20 de zile\nlucrătoare. Pe durata preavizului, în functie de vointa Angajatorului, este\nposibil ca salariatul să nu se prezinte la locul de muncă, urmând însă a\nbeneficia de salariul de bază integral pentru acel post.\u003C\u002Fp>\n\n\u003Cp>7.În cazul în care decizia Angajatorului este în sensul că salariatul nu\ncorespunde pe postul pe care este angajat, Angajatorul ii va pune la dispozitie\ninformatiile referitoare la alte posturi vacante corespunzătoare, la care\nsalariatul poate aplica sau nu, într-un termen de 3 zile lucrătoare.\nInformarea se va face odată cu comunicarea preavizului. În măsura în care\nsalariatul în cauză aplica pentru unul dintre posturile vacante, aplicatia sa\nva fi tratata prioritar. In cazul in care salariatul intruneste toate\nconditiile pentru ocuparea postului vacant, se va încheia un act aditional la\ncontractul individual de muncă, salariatul urmând să ocupe noul loc de\nmuncă pentru care a fost acceptat. Dacă salariatul răspunde negativ sau nu\nrăspunde în termenul de 3 zile lucrătoare, atunci, la expirarea termenului\nde preaviz, contractul său individual de muncă va înceta pentru\nnecorespundere profesională.\u003C\u002Fp>\n\n\u003Cp>8.În cazul în care la nivelul Angajatorului nu există posturi disponibile\ncorespunzătoare competentei profesionale a salariatului, atunci Angajatorul va\nanunta AJOFM cu privire la încetarea raporturilor de muncă cu acel salariat.\nNotificarea AJOFM intervine în termen de 3 zile lucrătoare de la data la care\nsalariatul a fost preavizat cu privire la concediere.\u003C\u002Fp>\n\n\u003Ch2>CAPITOLUL VIII\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>FORMAREA PROFESIONALĂ\u003C\u002Fh2>\n\n\u003Cp>Art.63. (1) Formarea profesionala are la baza nevoia companiei de crestere a\ncompetitivitatii, precum si nevoia salariatului de dezvoltare profesionala\ncontinua si are ca scop atat cresterea capacitatilor productive si inovative la\nlocul de munca cat si dezvoltarea profesionala a salariatului.\u003C\u002Fp>\n\n\u003Cp>(2)Prin termenul de \"formare profesională\", părțile înteleg să\ndesemneze orice fel de procedură prin care un salariat dobândește o\ncalificare, cunostinte suplimentare intr-un anumit domeniu de natura tehnica \u002F\nprofesionala, abilitati noi sau prin care isi imbunatateste cunostintele si\nabilitatile existente, precum și orice procedură prin care salariatul se\nspecializează sau se perfecționează, concretizata sau nu printr-un\ncertificat sau o diplomă corespunzatoare.\u003C\u002Fp>\n\n\u003Cp>(3)Formarea și perfecționarea profesională se pot referi inclusiv la\nsubiecte din domeniul relațiilor de muncă, dreptului de asociere și\nlibertății sindicale.\u003C\u002Fp>\n\n\u003Cp>(4)Formarea profesionala nu include cursurile periodice obligatorii prin\nlege, regulamente interne, proceduri corporate sau formarea necesara\ntransferurilor de activitate din unitati ale clientilor.\u003C\u002Fp>\n\n\u003Cp>(5)Părțile convin asupra necesității și obligativității\nperfecționării profesionale a tuturor categoriilor de salariați. In acest\nsens, Angajatorul pune la dispozitia tuturor angajatilor oferta de cursuri si\ntraininguri gratuite. Fiecare angajat se poate instrui si poate apela\nindividual la oferta de cursuri \u002F traininguri interne. Conform procedurilor\ninterne Accenture accesul la oferta de cursuri se face in functie de nivelul de\ncariera al fiecarui salariat. Pentru a se asigura oportunitatile de dezvoltare\nin cariera, un numar din numarul total de locuri disponibile pentru fiecare\ncurs va putea fi ocupat de catre salariati aflati pe nivelul de cariera imediat\ninferior. Accesul la aceste cursuri se va face cu aprobarea responsabilului\ndirect.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Art. 64. (1) Planul de formare profesionala a salariatilor se stabileste\nanual (sau ori de cate ori este nevoie, daca exista modificari) la nivelul\nfiecarui departament in functie de cerintele specifice si este adus la\ncunostinta salariatilor de catre Managerul departamentului respectiv.\u003C\u002Fp>\n\n\u003Cp>(2)Initiativa formarii profesionale poate apartine atat angajatorului, cat\nsi salariatului.\u003C\u002Fp>\n\n\u003Cp>(3)în cazul în care un salariat identifică un curs de formare\nprofesională organizat de un tert pe care ar dori să-l urmeze si care nu se\nregaseste in aria curiculara oferita prin programele interne ale Grupului, insa\neste in stransa legatura cu postul pe care acesta este angajat, Angajatorul va\ndecide dacă și în ce condiții va suporta contravaloarea cursului, luand in\nconsiderare in ce masura cursul de formare profesionala corespunde directiei de\ndezvoltare a angajatului, planului de cariera si cerintelor Societatii\u003C\u002Fp>\n\n\u003Cp>(4)in cazul in care un angajat face dovada ca nu a mai participat la nici o\nmasura de dezvoltare profesionala in ultimii doi ani (inclusiv programele si\ncursurile interne disponibile pe platformele electronice ale Angajatorului)\ndeoarece Angajatorul nu i-a oferit aceasta oportunitate sau formarea necesara\nconform cerintelor postului nu se regaseste in aria curriculara inclusa in\nprogramele interne conform alin 3, salariatul are dreptul la un concediu de\nformare profesionala platit de Angajator de pana la 10 zile lucratoare sau pina\nla 80 de ore. stabilit impreuna cu Managerul direct, pentru a urma o masura de\ndezvoltare individuala in linie cu cerintele postului pe care il desfasoara sau\na planului de carierea agreat cu Managerul.\u003C\u002Fp>\n\n\u003Cp>Art. 65. In situatia in care exista directii anuntate de crestere potentiala\ncu un numar semnificativ de poziții in cadrul anumitor departamente din cadrul\nSocietatii, Angajatorul va asigura disponibilitatea unor masuri de formare\nspecifice care pot fi accesate de catre angajatii, iar costurile vor fi\nsuportate de catre Angajator.\u003C\u002Fp>\n\n\u003Ch2>CAPITOLUL IX\u003C\u002Fh2>\n\n\u003Ch2>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">PROTECȚIA SOCIALĂ\u003C\u002Fdiv>\u003C\u002Fh2>\n\n\u003Cp>Art. 66. 1) In cazul in care Societatea va fi in situatia de a efectua\nconcedieri pentru motive care nu tin de persoana salariatului, precum si în\nsituatia în care intervine o concediere pentru inaptitudine fizică si sau\npsihică in sensul prevederilor Codului Muncii, salariatilor concediati pentru\nasemenea motive li se va acorda la data incetarii CIM o compensatie in suma\nbruta reprezentând echivalentul unui numar de salarii lunare de incadrare\nconform tabelului de mai jos, in afara drepturilor cuvenite la zi:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"661\" style=\"width:496.0pt;margin-left:-.5pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:27.0pt\">\n      \u003Ctd width=\"195\" valign=\"bottom\" style=\"width:146.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:27.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cb>\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;color:black\">Vechimea in Societate\u003Cbr>\n        Varsta\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" valign=\"bottom\" style=\"width:48.0pt;border:solid windowtext 1.0pt;   border-bottom:none;padding:0cm 5.4pt 0cm 5.4pt;height:27.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cb>\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">1- 3\n        ani\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" valign=\"bottom\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt;height:27.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cb>\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">3-6 ani\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" valign=\"bottom\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt;height:27.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cb>\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">6-9 ani\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" valign=\"bottom\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt;height:27.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cb>\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">9-12\n        ani\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" valign=\"bottom\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt;height:27.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cb>\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">12-15\n        ani\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" valign=\"bottom\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt;height:27.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cb>\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">15-18\n        ani\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\" valign=\"bottom\" style=\"width:62.0pt;border-top:solid windowtext 1.0pt;   border-left:none;border-bottom:none;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt;height:27.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cb>\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">Peste 18\n        ani\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.75pt\">\n      \u003Ctd width=\"195\" valign=\"bottom\" style=\"width:146.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;color:black\">pana la 30 de\n        ani\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">3\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:5.0pt;   font-family:"Microsoft Sans Serif",sans-serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\" style=\"width:62.0pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:5.0pt;   font-family:"Microsoft Sans Serif",sans-serif;color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.75pt\">\n      \u003Ctd width=\"195\" valign=\"bottom\" style=\"width:146.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;color:black\">30-40 de ani\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">4\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\" style=\"width:62.0pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.75pt\">\n      \u003Ctd width=\"195\" valign=\"bottom\" style=\"width:146.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;color:black\">40-50 de ani\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">5\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\" style=\"width:62.0pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:15.75pt\">\n      \u003Ctd width=\"195\" valign=\"bottom\" style=\"width:146.0pt;border:solid windowtext 1.0pt;   border-right:none;padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;color:black\">peste 50 de\n        ani\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">6\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">7\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">8\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">9\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">10\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"64\" style=\"width:48.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm 5.4pt 0cm 5.4pt;height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">11\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"83\" style=\"width:62.0pt;border:solid windowtext 1.0pt;padding:0cm 5.4pt 0cm 5.4pt;   height:15.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;   color:black\">12\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp>2)Prin vechime în cadrul Societatii, în sensul acestui articol, se\nîntelege cumulul tuturor perioadelor lucrate în Societate, precum si in SC\nAlcatel-Lucent Romania SRL si SC Wipro Technologies Romania SRL pentru\nangajatii transferati din cadrul SC Wipro Technologies Romania SRL si SC\nAlcatel-Lucent Romania SRL pentru angajati transferati din aceasta societate,\nincluzand concediile de odihnă, precum si acele concedii care, în\nconformitate cu legea, trebuie luate în calcul pentru determinarea vechimii\nîn muncă Prin salariul de baza individual se intelege salariul de baza primit\nde fiecare angajat in ultima luna lucrata in cadrul Societatii inaintea\ndesfacerii contractului individual de munca.\u003C\u002Fp>\n\n\u003Cp>3)Plata acestor compensatii se va face in termen de maximum 30 de zile de la\ndata incetarii CIM intr-o singura transa.\u003C\u002Fp>\n\n\u003Cp>4)In cazul transferului de intreprindere, al unitatii sau al unor parti ale\nacestora, inclusiv ca rezultat al unei fuziuni, toti angajatii afectati de\nacest transfer, inclusiv aceasta fuziune, Societatea va informa terta parte cu\nprivire la toate drepturile CCM valabil in momentul transferului\u002Ffuziunii, în\nconditiile legii si pe toata durata valabilitatii acestuia, conform Legii nr\n67\u002F2006 privind protectia drepturilor salariatilor in cazul transferului\nintreprinderii, al unitatii sau al unor parti ale acestora.\u003C\u002Fp>\n\n\u003Cp>5)In situatia in care Societatea vizeaza masuri care ar determina concedieri\ncolective, vor fi respectate toate procedurile prevăzute de lege. Societatea\nse obliga sa anunte in scris Sindicatul cu privire la numarul posturilor ce\nurmeaza sa fie reduse, natura acestora, precum si cauzele concrete ce au dus la\nnecesitatea acestor masuri, cu minimum 45 de zile calendaristice anterioare\ndatei inaintarii preavizului cu privire la incetarea contractului individual de\nmunca. Societatea se obliga sa identifice posibilitatiile de recalificare in\nvederea redistribuirii in cadrul unitatii a angajatiilor vizati.\u003C\u002Fp>\n\n\u003Cp>6)Daca Societatea isi extinde sau isi reia activitatea a carei reducere sau\neliminare a dus la concedieri colective intr-o perioada de 3 luni de la luarea\nmasurilor de desfacere a contractului de munca pentru motive care nu tin de\npersoana salariatului, aceasta are obligatia sa anunte in scris organizatia\nsindicala. Salariatii care au fost concediati au dreptul sa fie reangajati pe\naceleasi locuri de munca sau locuri echivalente, fara examen sau concurs ori\nperioada de proba. Angajatorul va transmite o comunicare scrisa in acest sens,\niar fostii angajati au obligatia de a-si manifesta expres consimtamantul in\ntermen de 10 zile lucratoare cu privire la locul de munca oferit.\u003C\u002Fp>\n\n\u003Cp>Art 67. In cazul in care Angajatorul este pus in situatia de a reduce un\nanumit numar de pozitii din cadrul unei unitati organizatorice interne in care\nexista mai multi angajati cu aceeasi functie, aceeasi fisa de post si raportand\nla acelasi Manager direct, fara ca aceasta restructurare sa poata fi\nconsiderata concediere colectiva in sensul Codului Muncii, se va aplica\nurmatoarea metoda de selectie a persoanelor al caror post sa fie redus:\u003C\u002Fp>\n\n\u003Ch3>A. Exprimarea intentiei de plecare voluntara a salariatului:\u003C\u002Fh3>\n\n\u003Cp>a)Toti angajatii mentionati mai sus vor fi informati asupra numarului de\nposturi care urmeaza a fi redus si a cauzelor care au determinat o asemenea\nmasura;\u003C\u002Fp>\n\n\u003Cp>b)In termen de 2 zile lucratoare de la acest anunt, angajatii respectivi au\nposibilitatea de a anunta departamentului HR intentia de a pleca voluntar din\ncompanie. Departamentul HR va inregistra ordinea cronologica in care angajatii\nsi-au exprimat intentia de a parasi voluntar Compania si va informa Managerul\nangajatilor respectivi;\u003C\u002Fp>\n\n\u003Cp>c)In ordinea cronologica mai sus mentionata, incetarea relatiilor de munca\ncu angajatii respectivi se va face prin acordul partilor, cu plata pachetului\ncompensatoriu prevazut la Art. 66 alin.1), procedura de selectie fiind astfel\nconsiderata indeplinita\u003C\u002Fp>\n\n\u003Cp>d)La momentul in care se face anuntul cu privire la necesitatea\nrestructurarii anumitor pozitii, departamentul HR va anunta echipa de recrutare\ncu privire la angajatii ale caror pozitii urmeaza a fi reduse, potentialele\ncandidaturi ale angajatilor respectivi pe orice pozitie interna din cadrul\nAccenture Managed Services fiind tratate cu prioritate. In cazul in care\nsalariatii sunt incadrati pe alte pozitii din cadrul Societatii. Pozitia\nocupata de ei anterior se va restructura, dar contractul de munca al\nsalariatilor va ramane in vigoare si de va modifica potrivit noii pozitii\nocupate. In aceasta situatie compensatia prevazuta la art. 61 nu se mai\ndatoreaza.\u003C\u002Fp>\n\n\u003Ch3>B. Evaluarea profesionala:\u003C\u002Fh3>\n\n\u003Cp>a)In cazul in care, prin plecarile voluntare sau mobilitate interna, nu a\nfost acoperit numarul de posturi supuse reducerii, se vor lua in considerare\nevaluarile de performanta ale angajatilor respectivi asa cum sunt ele\ndocumentate in instrumentul specific al societatii, conform art 61, punctele A\nsi B. Angajatii care, la data anuntarii masurii de reducere de posturi, au\nrezultatele cele mai slabe, vor fi supusi procedurii de restructurare .\u003C\u002Fp>\n\n\u003Cp>b)In cazul existentei mai multor angajați cu aceleași rezultate, se va\ninitia o noua procedura de testare profesionala. Testarea va avea in vedere\ncerintele salariatilor asa cum sunt acestea trasate prin fisa postului si poate\ncuprinde atat o evaluare scrisa a cunostintelor cat si o proba practica. Toate\ndetaliile testarii, inclusiv bibliografia, vor fi comunicate angajatilor cu 20\nde zile inainte de data testarii. Din Comisia care va evalua rezultatele poate\nface parte un reprezentant al organizatiei sindicale, cu statut de observator.\nTestarea se va nota cu trei calificative: bine, suficient, insuficient. La\nstabilirea calificativului final se va avea in vedere si rezultatul ultimei\nevaluari de performanta din cadrul societatii. Angajatii cu rezultatele cele\nmai slabe vor fi cei ale caror contracte de munca vor inceta prin\nrestructurarea pozitiei in conformitate cu prevederilor Codului Muncii\nreferitoare la incetarea contractului pentru motive care nu tin de persoana\nsalariatului, procedura de selectie fiind considerata indeplinita\u003C\u002Fp>\n\n\u003Ch3>C. Aplicarea criteriilor sociale:\u003C\u002Fh3>\n\n\u003Cp>In cazul efectuarii testarii suplimentare, daca se dovedeste ca mai multi\nangajati au acelasi rezultate, se vor aplica criteriile sociale prevazulte la\nart.71 par. 2 si 3 din acest contract. Incetarea contractului de munca se va\nface prin restructurarea pozitiei in conformitate cu prevederile Codului Muncii\ncu privire la incetarea contractului individual de munca pentru motive care nu\ntin de persoana salariatului, procedura de selectie fiind considerata\nindeplinita.\u003C\u002Fp>\n\n\u003Cp>In toate cazurile de mai sus (B-C), incetarea relatiilor de munca cu\nangajatii respectivi se va face prin restructurarea pozitiei, in conformitate\ncu prevederile Codului Muncii cu privire la incetarea contractului individual\nde munca pentru motive care nu tin de persoana salariatului si cu plata\npachetului compensatoriu prevazut la Art. 66 alin. 1).\u003C\u002Fp>\n\n\u003Cp>Art. 68. Salariatii care se pensioneaza pentru limita de vârsta sau pentru\ninvaliditate de gradul I sau II primesc la data incetarii contractului\nindividual de munca o indemnizatie egala cu:\u003C\u002Fp>\n\n\u003Cp>-pentru pensionarea la limita de varsta - 2 salarii de baza individuale\navute in luna pensionarii;\u003C\u002Fp>\n\n\u003Cp>-pentru invaliditate de gradul 1 - 6 salarii de baza individuale avute in\nluna pensionarii;\u003C\u002Fp>\n\n\u003Cp>-pentru invaliditate de gradul 2 - 4 salarii de baza individuale avute in\nluna pensionarii;\u003C\u002Fp>\n\n\u003Cp>Art. 69. 1) Salariatii care au fost incadrati in locuri de munca cu conditii\ndeosebite sau in conditii speciale de munca se pot pensiona pentru limita de\nvarsta sau anticipat partial cu reducerea varstei standard de pensionare,\ncalculata potrivit legislatiei in vigoare.\u003C\u002Fp>\n\n\u003Cp>2)In cazul aparitiei unor reglementari de pensionare accelerata, comisia de\nnegociere a CCM va stabili criteriile de aplicare în cadrul S.C. ACCENTURE\nMANAGED SERVICES S.R.L.\u003C\u002Fp>\n\n\u003Cp>3)Nu se pot desface contractele individuale de munca pe o perioada de\nminimum 6 luni de la reluarea activitatii, considerata perioada de readaptare,\nsalariatilor care au beneficiat de concediu de maternitate si\u002Fsau concediu\nlegal platit pentru ingrijirea copilului pentru motive care nu au legatura cu\npersoana salariatei\u002Fsalariatului si pentru motivul de necorespundere\nprofesionala prevazut de Codul Muncii.\u003C\u002Fp>\n\n\u003Cp>Art. 70. 1) In urma unor programe de formare profesionala, Societatea va\u003C\u002Fp>\n\n\u003Cp>putea solicita salariatilor semnarea de acte aditionale prin care salariatul\nse obliga sa nu paraseasca societatea pentru o anumita perioada de timp decat\ncu plata in mod proportional pana la finalul perioadei stabilite, a costurilor\ngenerate de participarea salariatului la programele de formare profesionale.\nToate costurile aferente programelor de formare profesionala vor fi aduse la\ncunostinta salariatului anterior participarii acestuia la programul respectiv.\nPrin costuri aferente programului de formare profesionala se pot intelege:\nvaloarea cursului, chetuielile de transport, cazare, diurna zilnica\u003C\u002Fp>\n\n\u003Cp>2)În cazul în care Societatea ia masura desfacerii CIM al unui salariat\ndin motive fără legatură cu persoana salariatului si care a urmat o forma de\ncalificare sau perfectionare a pregatirii profesionale si a încheiat cu\nSocietatea un act aditional la contractul de munca prin care s-a obligat sa\npresteze o activitate pentru aceasta o anumita perioada de timp, Societatea\nnu-i va putea pretinde acestuia despagubiri pentru perioada ramasa nelucrata\npâna la împlinirea termenului.\u003C\u002Fp>\n\n\u003Cp>Art. 71. 1) In cazul efectuarii de reduceri si redistribuiri de personal\nconform paragrafului 2) de mai jos, la cererea membrilor vizati, Sindicatul are\ndreptul de a participa cu statut de observator in cadrul oricaror proceduri de\nevaluare a criteriilor mentionate mai jos in ce priveste personalul\nSocietatii.\u003C\u002Fp>\n\n\u003Cp>2)La aplicarea efectiva a reducerii de personal, în cazul concedierilor\ncolective, dupa reducerea posturilor vacante de natura celor desfiintate,\nmasurile vor afecta contractele individuale de muncă ale salariatilor care,\nîn cadrul procedurilor interne de evaluare a performantelor (mentionate in\nRegulamentul Intern) au obtinut rezultatele cele mai slabe.\u003C\u002Fp>\n\n\u003Cp>În cazul în care, din punct de vedere al performantelor rezultatele sunt\negale, vor fi supuse reducerii, în ordine:\u003C\u002Fp>\n\n\u003Cp>a)posturile ocupate de salariatii care cumuleaza doua sau mai multe functii,\nprecum si posturile celor care cumuleaza pensia cu salariul ;\u003C\u002Fp>\n\n\u003Cp>b)posturile ocupate de salariatii care indeplinesc conditiile de varsta\nstandard si stagiu de cotizare si nu au cerut pensionarea in conditiile\nlegii;\u003C\u002Fp>\n\n\u003Cp>c)posturile ocupate de salariatii care îndeplinesc conditiile de pensionare\nla cererea lor;\u003C\u002Fp>\n\n\u003Cp>3)Totodată, în cazul în care din punct de vedere al evaluării\nperformantelor si realizării obiectivelor, si dupa aplicarea criteriilor\nprevazute la punctul 2), rezultatele sunt egale, vor fi avute în vedere\nurmatoarele criterii minimale (Ordinea de aplicare a criteriilor de mai jos\neste cea din document:A, b c):\u003C\u002Fp>\n\n\u003Cp>a)daca masura ar putea afecta doi soti care lucreaza în S.C. ACCENTURE\nMANAGED SERVICES S.R.L., se desface contractul de munca al sotului care are\nvenitul cel mai mic, fara ca prin aceasta sa se poata desface contractul de\nmunca al unei persoane care ocupa un post nevizat de reducere, sau a oricaruia\ndintre soti cu acordul partilor;\u003C\u002Fp>\n\n\u003Cp>b)masura sa afecteze mai întâi persoanele care nu au copii în\nîntreținere;\u003C\u002Fp>\n\n\u003Cp>c)masura sa afecteze numai în ultimul rând pe femeile care au în\nîngrijire copii, barbatii vaduvi sau divortati care au in ingrijire copii,\nunicii întretinatori de familie , precum si pe salariatii care mai au cel mult\n3 ani pana la pensionare la cererea lor.\u003C\u002Fp>\n\n\u003Cp>Art. 72. În cazul unor situatii identice, în ce priveste criteriile\nsociale, aplicabile după evaluarea performantelor, nominalizarea persoanelor\nsupuse concedierii colective se va face cu consultarea Sindicatului\nreprezentativ.\u003C\u002Fp>\n\n\u003Cp>Art. 73. 1) In afara de ajutoarele sociale prevazute de lege si acordate din\nbugetul de stat, Societatea va acorda pentru evenimente deosebite ajutoarele\nprevazute in Anexa 5 - Asigurari, fiecarui angajat in cauza.\u003C\u002Fp>\n\n\u003Cp>2)Societatea va acorda urmatorele ajutoare :\u003C\u002Fp>\n\n\u003Cp>a)pentru nasterea fiecarui copil , 1 salariu mediu pe unitate; în cazul în\ncare ambii parinti sunt salariatii S.C. ACCENTURE MANAGED SERVICES S.R.L.,\najutorul va fi acordat unuia din parinti, potrivit optiunii acestora. Acest\najutor se acorda salariatilor si pentru adoptia copiilor minori.\u003C\u002Fp>\n\n\u003Cp>b)un ajutor de 1 salariu mediu pe unitate, la decesul sotului sau sotiei,\nprecum si al rudelor de gradul 1.\u003C\u002Fp>\n\n\u003Cp>c)un ajutor de 1 salariu mediu pe unitate, acordat familiei, in cazul\ndecesului Salariatului.\u003C\u002Fp>\n\n\u003Cp>d)In cazuri medicale exceptionale, unde sunt necesare interventii medicale\nsi spitalizare in afara tarii pentru Angajat, costurile nefiind acoperite de\ncatre sistemul de asigurari sociale din Romania, pot fi acordate ajutoare pe\nbaza aprobarii reprezentantilor legali ai Societatii.\u003C\u002Fp>\n\n\u003Cp>Ajutorul in caz de deces se acorda pe baza declaratiei pe proprie raspundere\ndin care sa rezulte ca salariatul a suportat cheltuielile de inmormântare.\u003C\u002Fp>\n\n\u003Cp>Copil, în intelesul de mai sus, este cel rezultat din casatorie sau din\nafara casatoriei, cel adoptat, si, de asemenea, copilul aflat în intretinerea\nsalariatului ca urmare a unei situatii de fapt sau de drept, dovedita prin acte\nde stare civila si declaratie pe proprie raspundere.\u003C\u002Fp>\n\n\u003Cp>Parinti, în intelesul prezentului CCM, sunt fie parintii firesti, fie cei\ncare au adoptat copilul, fie cei care l-au avut în intretinere ca urmare a\nunei situatii de fapt sau de drept dovedită prin acte de stare civila si\ndeclaratie pe proprie raspundere (tutela sau curatela). În situatia în care\nîn familia în care s-a produs decesul sunt mai multe persoane încadrate la\nS.C. ACCENTURE MANAGED SERVICES S.R.L., ajutorul banesc se acorda o singura\ndata persoanei care a avut în intretinerea sa pe decedat sau acelei persoane\ncare a suportat cheltuielile prilejuite de deces.\u003C\u002Fp>\n\n\u003Cp>In situatia în care salariatul decedat nu are familie (sot, sotie, parinti)\najutorul se acorda persoanei care a suportat cheltuielile de înmormântare pe\nbaza unei declaratii autentificate în acest sens la notariat si a actelor\ndoveditoare a cheltuielilor efectuate.\u003C\u002Fp>\n\n\u003Cp>3)Ajutoarele prevăzute mai sus se acorda in baza prezentării documentelor\nce atesta evenimentul (certificat nastere, deces, etc.) si, acolo unde este\ncazul, a documentelor care dovedesc calitatea solicitantului de ajutor (sot,\nsotie, etc.)\u003C\u002Fp>\n\n\u003Cp>4)Actele de acordare a ajutoarelor sociale prevazute în prezentul articol\nvor fi obligatoriu vizate de catre departamentul juridic al Societatii.\u003C\u002Fp>\n\n\u003Cp>5)Aceste ajutoare se acorda dupa producerea evenimentului sau în cel mult\ntrei luni de la aceasta data si se calculeaza la nivelul salariului de baza de\nincadrare in cadrul S.C. ACCENTURE MANAGED SERVICES S.R.L. din luna producerii\nevenimentului.\u003C\u002Fp>\n\n\u003Cp>6)In cazul accidentelor de munca sau angajatilor cu boli profesionale\nSocietatea poate decide suportarea partiala sau totala costului tratamentului\nin tara si\u002Fsau in strainatate cu acordul reprezentantilor legali ai Societatii.\nAceasta se poate acorda indiferent de salariu si de natura CIM.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cp>7)In cazul in care salariatii ACCENTURE MANAGED SERVICES S.R.L. au suferit\npierderi insemnate in gospodariile proprii ca urmare a unor calamitati naturale\nsau in cazul in care salariatii sau membrii lor de familie (sot, sotie, copii\naflati in intretinere sau parintii salariatului care locuiesc impreuna cu\nacesta) sufera de o boala incurabila sau grava, ori au avut un accident ce\npresupune un program prelungit de recuperare medicala se pot acorda ajutoare\nsociale. Aceste ajutoare necesita aprobarea reprezentantilor legali ai\nSocietatii.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8)Angajatii cu CIM pe durata nedeterminata pot beneficia de ajutoare pentru\nproteze (cu exceptia celor dentare) chirurgicale, oculare, auditive, centuri\nabdominale, aparate ortopedice, medicamente deficitare, precum si decontarea\ncosturilor legate de tratamentul bolilor profesionale cu aprobarea\nreprezentantilor legali ai S.C. ACCENTURE MANAGED SERVICES S.R.L., la\npropunerea Sindicatului.\u003C\u002Fp>\n\n\u003Cp>9)In cazul schimbarii locului de munca din initiativa Societatii intr-o\nlocatie catre\u002Fdinspre care nu exista mijloace de transport in comun unde\nangajatul este obligat sa se deplaseze, in zilele in care angajatul lucreaza,\nSocietatea se obliga sa asigure mijloace de transport pana\u002Fdinspre la\u002Fde la\nlocul de munca. In functie de optiunea fiecarui salariat, Societatea va suporta\npretul abonamentului sau costului de transport pe mijloace de transport in\ncomun pentru salariatii afectati, daca acest lucru este posibil, pana in\nproximitatea locatiei respective.\u003C\u002Fp>\n\n\u003Cp>Art. 74. Pe perioada în care salariatul-parinte se afla în concediu\nprevazut la Art. 43, nu i se va putea desface contractul de munca, iar pe\npostul sau vor putea fi angajate numai persoane cu contract de munca pe\nperioada determinata.\u003C\u002Fp>\n\n\u003Cp>Art. 75. Salariatul- parinte care lucreaza cu 1\u002F2 norma, in conditiile\nrenuntarii la concediu legal pentru îngrijirea copilului, nu beneficiaza de\nprogram redus. Salariatul - parinte care beneficiaza de reducerea duratei\nnormale de lucru nu pot efectua ore suplimentare.\u003C\u002Fp>\n\n\u003Cp>Art. 76. In cazul în care S.C. ACCENTURE MANAGED SERVICES S.R.L. va\ncontracta executarea unor lucrari în strainatate cu salariati ai Societatii,\nin cazul modificarii conditiilor de munca, salarizare, drepturilor si\nobligatiilor acestora, Societatea de comun acord cu angajatul va stipula noile\nclauze printr-un Act Aditional la CIM.\u003C\u002Fp>\n\n\u003Cp>Art. 77. Cuantumul indemnizatiilor pentru incapacitate temporara de munca\nprovocata de accident de munca, este de 100% din salariul de baza corespunzator\nperioadei de incapacitate temporara, indiferent de natura contractului de munca\nsi de vechimea în munca.\u003C\u002Fp>\n\n\u003Ch2>CAPITOLUL X\u003C\u002Fh2>\n\n\u003Ch2>DISCIPLINA MUNCII\u003C\u002Fh2>\n\n\u003Cp>Art. 78. Disciplina muncii in cadrul S.C. ACCENTURE MANAGED SERVICES S.R.L.\neste reglementata conform prevederilor Regulamentului Intern al Societatii si\nlegislatiei in vigoare.\u003C\u002Fp>\n\n\u003Cp>Art. 79. 1) Sub sanctiunea nulitatii absolute, nici o sanctiune\ndisciplinara, cu exceptia avertismentului, nu poate fi dispusa mai inainte de\nefectuarea unei cercetari disciplinare prealabile.\u003C\u002Fp>\n\n\u003Cp>2)In vederea cercetarii abaterii disciplinare si propunerii sanctiunii se va\nconstitui o comisie. La cererea salariatului, din comisie poate face parte,\nfara drept de vot si un reprezentant al organizatiei sindicale al carei membru\neste salariatul cercetat.\u003C\u002Fp>\n\n\u003Cp>Art. 80. 1) Inainte de inceperea cercetarii disciplinare prealabile,\nconducerea Societatii are obligatia de a informa in scris salariatul, in\nlegatura cu dreptul sau de a fi asistat de catre Sindicatul al carui membru\neste.\u003C\u002Fp>\n\n\u003Cp>2)Pana la finalizarea cercetarii disciplinare, Societatea poate suspenda CIM\nal salariatului in cauza, in conditiile legii. In situatia in care salariatul\nnu este vinovat de savarsirea unei abateri disciplinare, pentru perioada cand a\navut CIM suspendat va primi, conform Codului Muncii, o despagubire egala cu\nsalariul de baza individual la care ar fi avut dreptul daca ar fi prestat munca\nsi celelalte drepturi de care a fost lipsit pe perioada suspendarii\ncontractului.\u003C\u002Fp>\n\n\u003Cp>3). Sindicatul are dreptul sa isi exprime opinia inainte de deciderea\nsanctiunii pentru salariatul sanctionat care este membru de Sindicat.\u003C\u002Fp>\n\n\u003Ch2>CAPITOLUL XI\u003C\u002Fh2>\n\n\u003Ch2>DREPTURI SINDICALE\u003C\u002Fh2>\n\n\u003Cp>Art. 81. 1) Administratorii Societatii pot invita reprezentantii\norganizatiei sindicale reprezentative la nivelul Societatii sa participe la\nsedintele sale în conditiile prevazute de lege privind problemele\nprofesionale, economice, sociale, sportive sau culturale puse în discutie.\nParticiparea se face cu statut de observator cu drept de opinie, dar fara drept\nde vot.\u003C\u002Fp>\n\n\u003Cp>2)Invitatia reprezentantilor sindicali se va face cu cel putin 72 ore\nînainte de sedinta.\u003C\u002Fp>\n\n\u003Cp>Art. 82. Societatea va asigura Sindicatului accesul la documentele necesare\npentru negocierea CCM.\u003C\u002Fp>\n\n\u003Cp>Art. 83.\u003C\u002Fp>\n\n\u003Cp>Conform legislatiei in vigoare, membrii alesi ai conducerii sindicale, care\nlucreaza nemijlocit în unitate, avand calitate de salariat, au dreptul la\nreducerea programului lunar cu un numar de zile destinate activitatii\nsindicale. Astfel, membrii Consililului de conducere al Sindicatului\nbeneficiaza de o reducere a programului de lucru in cuantum de maximum 5 zile\n(40h)\u002Fluna\u002Fconsilier, sub forma:\u003C\u002Fp>\n\n\u003Cp>-Se va aloca un numar de 16h\u002Fconsilier angajat al Societatii (limitat la\nmaxim 5 membri), platite de catre companie, care vor fi distribuite membrilor\nConsiliului prin decizia Presedintelui organizatiei sindicale;\u003C\u002Fp>\n\n\u003Cp>-Diferenta de ore pana la maximul posibil de 40h\u002Fconsilier\u002Fluna se va acorda\nindividual sub forma de concediu neplatit;\u003C\u002Fp>\n\n\u003Cp>-Orele de activitate sindicala nu sunt transferabile de la o luna la\nalta.\u003C\u002Fp>\n\n\u003Cp>(2)Reducerea programului lunar in functie de nevoile activitatii sindicale,\nse va face respectand urmatoarele prevederi:\u003C\u002Fp>\n\n\u003Cp>-Cu scopul neperturbarii activitatii Societatii, pentru alocarea unui numar\nde maxim 8 ore se va anunta atat societatea cat si seful de departament \u002F\nproces cu cel putin 24h inainte;\u003C\u002Fp>\n\n\u003Cp>-Pentru alocarea a minim 8 ore pana la maximul admis se va anunta atat\nsocietatea, cat si seful de departament \u002F proces cu cel putin 4 zile lucratoare\ninainte;\u003C\u002Fp>\n\n\u003Cp>Art. 84. 1). S.C. ACCENTURE MANAGED SERVICES S.R.L. va asigura in mod\ngratuit, conditiile de desfasurare a activitatilor sindicale, astfel:\u003C\u002Fp>\n\n\u003Cp>-Societatea va pune la dispozitia organizatiilor sindicale, cu titlu\ngratuit, spatii corespunzatoare desfasurarii activitatii acestora.\u003C\u002Fp>\n\n\u003Cp>-Societatea va pune la dispozitia organizatiilor sindicale, spre folosinta,\ncu titlu gratuit, mobilierul si dotarile necesare desfasurarii in conditii\nnormale a activitatii.\u003C\u002Fp>\n\n\u003Cp>-Societatea va asigura:\u003C\u002Fp>\n\n\u003Cp>a)Locuri de afisaj la fiecare cladire\u002F spatiu in care societatea isi\ndesfasoara activitatea;\u003C\u002Fp>\n\n\u003Cp>b)Telefon cu linie interioara\u002Fexterioara - 1 post;\u003C\u002Fp>\n\n\u003Cp>c)Acces, in masura posibilitatilor, la utilizarea mijloacelor de transport\nin scopul desfasurarii activitatii sindicale ( de ex. deplasari la intruniri\nsindicale, etc) , stabilite de comun acord intre cele doua parti ;\u003C\u002Fp>\n\n\u003Cp>d)Acces la echipamentele de multiplicare, fax, calculator, imprimanta si\nbirotica, instalatiile de teleconferinta;\u003C\u002Fp>\n\n\u003Cp>e)Acces Internet .\u003C\u002Fp>\n\n\u003Cp>2). Modul de utilizare a acestor facilitati (timp, durata, persoane) se\nstabileste de comun acord cu conducerea unitatii si a Sindicatului, tinand cont\nde urmatoarele:\u003C\u002Fp>\n\n\u003Cp>-Orice document emis de federatiile\u002Forganizatiile sindicale va purta\nsemnatura presedintelui sau secretarului sindical.\u003C\u002Fp>\n\n\u003Cp>-Organizatia sindicala poate folosi instalatiile de telecomunicatii puse la\ndispozitie pentru probleme de interes general ale membrilor organizatiei,\nprecum si pentru informari socio - profesionale.\u003C\u002Fp>\n\n\u003Cp>-Teleconferinta organizatiei sindicale va fi aprobata de conducerea\nunitatii, in baza unei solicitari scrise, depusa cu minim 24 de ore inainte, si\ncare va preciza data si ora acesteia.\u003C\u002Fp>\n\n\u003Cp>-Teleconferinta va avea loc la sediul Sindicatului sau acolo unde se afla\ninstalat echipamentul de teleconferinta.\u003C\u002Fp>\n\n\u003Cp>3)La solicitarea Sindicatului, Societatea va permite de doua ori pe an\ndesfasurarea Adunarilor Generale cu salariatii membrii de sindicat in timpul\nprogramului de lucru. Adunarile Generale vor fi comunicate Societatii cu cel\nputin 48H inainte si nu pot avea o durata mai mare de 1h. La aceste Adunari vor\nparticipa si reprezentantii societatii cu statut de observator cu drept de\nopinie.\u003C\u002Fp>\n\n\u003Cp>Art. 85. Pe toata durata exercitarii mandatului reprezentantii alesi în\norganele de conducere ale organizatiilor sindicale nu pot fi concediati pentru\nmotive care privesc apartenenta la Sindicat si activitatea sindicala.\u003C\u002Fp>\n\n\u003Cp>Art. 86. Pe durata grevei, Societatea nu va inlocui salariatii aflati in\ngreva.\u003C\u002Fp>\n\n\u003Cp>Art. 87. 1) Societatea recunoaste dreptul reprezentantilor Sindicatului de a\nverifica, în urma unor sesizari scrise, impreuna cu reprezentantii Societatii,\nmodul în care sunt respectate drepturile salariatilor prevazute în CCM.\u003C\u002Fp>\n\n\u003Cp>2)Cheltuielile de deplasare pentru cercetarea sesizarilor se suporta de\ncatre Societate pentru conducerea Sindicatului pe baza informarii si aprobarii\nprealabile de catre administratorii societatii sau imputernicitii acestora.\u003C\u002Fp>\n\n\u003Cp>3)Cheltuielile ocazionate de activitatea Comisiilor constituite conform CCM\n(Comisia Mixta Paritara si Comisia de Sanatate si Securitate in Munca), in care\nsunt incluse cheltuielile de transport si diurna vor fi suportate de Societate\npentru salariatii proprii, ca si pentru reprezentantii Sindicatului, numai pe\nbaza aprobarii prealabile scrise a oricarei cheltuieli.\u003C\u002Fp>\n\n\u003Cp>Art. 88. 1) Societatea si Sindicatul îsi vor comunica reciproc si in timp\nutil hotarârile, deciziile si alte informatii utile privind toate problemele\nimportante din domeniul relatiilor de munca.\u003C\u002Fp>\n\n\u003Cp>2)Partile sunt de acord ca oricare dintre ele sa raspunda în scris la orice\ncontestatie sau sesizare scrisa adresata de cealalta parte în termen de maxim\n5 zile lucratoare de la data înregistrarii, specificându-se întocmai si\nargumentele care stau la baza raspunsului comunicat.\u003C\u002Fp>\n\n\u003Cp>Art. 89. Orice salariat are dreptul, în urma unei cereri scrise adresate\nconducerii unitatii, de a consulta dosarul propriu în care sunt arhivate\nactele privind calitatea sa de salariat.\u003C\u002Fp>\n\n\u003Cp>Art. 90. Prevederile prezentului CCM care stabilesc drepturi si obligatii\npentru “sindicat”, “organizatii sindicale” sau “Sindicat” se refera\nexclusiv la sindicatul reprezentativ in cadrul Societatii.\u003C\u002Fp>\n\n\u003Ch2>CAPITOLUL XII\u003C\u002Fh2>\n\n\u003Ch2>DISPOZIȚII FINALE\u003C\u002Fh2>\n\n\u003Cp>Art. 91 1) In acceptiunea partilor contractante, orice notificare adresata\nde una dintre acestea celeilalte este valabil indeplinita daca va fi transmisa\nla adresa\u002Fsediul prevazut in partea introductiva a prezentului contract.\u003C\u002Fp>\n\n\u003Cp>2)In cazul in care notificarea se face pe cale poștala, ea va fi transmisa,\nprin scrisoare recomandata, cu confirmare de primire si se considera primita de\ndestinatar la data mentionata de oficiul postal primitor pe aceasta\nconfirmare.\u003C\u002Fp>\n\n\u003Cp>3)Daca confirmarea se trimite prin fax, ea se considera primita in prima zi\nlucratoare dupa cea in care a fost expediata, cu conditia existentei unei\nconfirmari de trimitere a faxului respectiv.\u003C\u002Fp>\n\n\u003Cp>4)Orice comunicare intre partile prezentului CCM se considera valid\nefectuata prin email, ramanand la latitudinea fiecarei parti sa aleaga acest\nmijloc de comunicare.\u003C\u002Fp>\n\n\u003Cp>Notificarile vor fi inmanate :\u003C\u002Fp>\n\n\u003Cp>-presedintelui sau secretarului general al Sindicatului ;\u003C\u002Fp>\n\n\u003Cp>-reprezentantului departamentului de Resurse Umane sau Juridic al Societatii\n;\u003C\u002Fp>\n\n\u003Cp>sau vor fi trimise la adresele de email ale persoanelor sus-mentionate ;\u003C\u002Fp>\n\n\u003Cp>5)Notificarile verbale nu se iau in considerare de nici una dintre parti,\ndaca nu sunt confirmate, prin intermediul uneia dintre modalitatile prevazute\nla alineatele precedente.\u003C\u002Fp>\n\n\u003Cp>Art. 92. Cu exceptia situatiilor in care se prevede altfel, toate platile\ncompensatorii, indemnizatiile si despagubirile stipulate in acest CCM se vor\nface intr-o singura transa in termen de maximum 60 de zile calendaristice de la\ndata producerii evenimentelor sau a desfacerii\u002Fincetarii CIM.\u003C\u002Fp>\n\n\u003Cp>Art. 93. Anexele de la 1 la 9 fac parte integranta din prezentul\ncontract.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>Art. 94. Prezentul CCM a fost încheiat în 3 exemplare originale la data de\n10.03.2015 si intra în vigoare la data de 01.04.2015\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Art. 95. In cazul semnarii ulterioare prezentului contract a unui CCM la\nnivel superior aplicabil in mod expres SC Accenture Managed Services SRL, daca\nacesta va contine drepturi la un nivel superior celor stabilite prin prezentul\nCCM, se vor aplica aceste prevederi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>S.C. ACCENTURE MANAGED SERVICES S.R.L. \u003C\u002Fp>\n\n\u003Cp>RAZVAN PATRUNOIU\u003C\u002Fp>\n\n\u003Cp>Reprezentant legal\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Salariații S.C. ACCENTURE MANAGED SERVICES S.R.L.\u003C\u002Fp>\n\n\u003Cp>FLORENTIN IANCU\u003C\u002Fp>\n\n\u003Cp>Presedinte al SINDICATULUI IT TIMISOARA\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>ANEXA 1\u003C\u002Fh4>\n\n\u003Ch4>CUANTUMUL DIURNELOR PE TERITORIUL ROMANIEI; NORME ADITIONALE DE\nDECONTARE\u003C\u002Fh4>\n\n\u003Cp>1.Societatea va deconta la cost efectiv pe baza de documente justificative,\ncontravaloarea cazarii in unitati hoteliere agreate, conform legii si\npoliticilor Societatii, si va acorda pentru acoperirea cheltuielilor de masa si\nalte cheltuieli neprevazute suma de minim 55 ron RON pe zi pentru deplasarile\nde serviciu in Romania.\u003C\u002Fp>\n\n\u003Cp>Procedura de decontare este explicata intr-o nota interna a Societatii.\u003C\u002Fp>\n\n\u003Cp>2.Toate comisioanele de schimb, de extragere, dobanda pentru extragere cash\n(in conditiile in care Societatea nu ofera o alternativa), penalitati pentru\ncartile de credit agreate de societate pentru a fi folosite de angajat in\nscopul delegarii in interes de serviciu sunt incluse in cuantumul diurnei\u003C\u002Fp>\n\n\u003Cp>3.Valoarea diurnelor nu va putea fi mai mica decit cea stabilita de\nlegislatia in vigoare.\u003C\u002Fp>\n\n\u003Cp>4.La solicitarea Salariatului cu respectarea politicilor interne in vigoare,\ndelegarea acestuia pe teritoriul Romaniei se va face cu acordarea unui avans\nminim pe card egal cu suma ce apare pe ordinele de misiune inaintea debutarii\ndelegatiei. In cazul care angajatul nu a primit indemnizatia de delegare\nconform ordinului de misiunie si procedurilor interne ale Societatii, acesta\npoate refuza executarea misiunii in orice moment, fara a fi tras la raspundere\ndisciplinara .\u003C\u002Fp>\n\n\u003Cp>5.Este obligatia angajatului de a intocmi decontul justificativ la\nintoarcerea din deplasare, in termentul prevazut de reglementarile interne ale\nSocietatii. Neefectuarea decontului in termentul prevazut se considera abatere\ndisciplinara.\u003C\u002Fp>\n\n\u003Cp>6.In cazul in care delegarea se face cu avionul, in tara sau strainatate, un\ncuantum de 2 ore ce va fi trecut la itinerariu inaintea orei de decolare si\ndupa ora de aterizare inscrise pe bilet va avea regimul juridic al drumului\ncasa - servici din punct de vedere al normelor de protectie a muncii si al\nsanatatii si securitatii in munca\u003C\u002Fp>\n\n\u003Cp>7.Delegarea se poate face doar cu respectarea prevederilor legale in\nvigoare.\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch4>ANEXA 2\u003C\u002Fh4>\n\n\u003Ch4>COMISIA MIXTA PARITARA\u003C\u002Fh4>\n\n\u003Cp>1.ORGANIZAREA COMISIEI MIXTE PARITARE :\u003C\u002Fp>\n\n\u003Cp>Comisia Mixta Paritara se va constitui la nivelul Societatii si va fi\nformata din 8 membri: 4 desemnati de Societate si 4 desemnati de Sindicatul\nsemnatar al CCM.\u003C\u002Fp>\n\n\u003Cp>Comisia Mixta Paritara se va întruni la cererea oricaruia dintre membrii\nsai în termen de 5 zile lucratoare de la formularea cererii si va adopta\nhotarâri valabile prin consens în prezenta a % din numărul total al\nmembrilor.\u003C\u002Fp>\n\n\u003Cp>Secretariatul Comisiei Mixte Paritare va fi asigurat de catre un\nreprezentant al Societatii.\u003C\u002Fp>\n\n\u003Cp>2.ROLUL COMISIEI MIXTE PARITARE:\u003C\u002Fp>\n\n\u003Cp>Comisia Mixta Paritara examineaza si solutioneaza eventualele divergente\nprivind principiile, interpretarea si aplicarea a prevederilor prezentului\nCCM.\u003C\u002Fp>\n\n\u003Cp>Hotarârile Comisiei Mixte Paritare reprezinta norme obligatorii pentru\npartile contractante (sau structurile din cadrul acestora) în solutionarea\nproblemelor ridicate la nivelul lor de competenta.\u003C\u002Fp>\n\n\u003Cp>Comisia Mixta Paritara va urmari respectarea întocmai si “ad literam” a\nCCM, preluarea si respectarea prevederilor acestuia în contractele individuale\nde munca si în termen de 48 ore de la orice sesizare primita cu privire la\ndivergente de interpretare a clauzelor CCM sau referitor la nerespectarea\nclauzelor CCM, se va întruni si va hotarî asupra celor sesizate.\u003C\u002Fp>\n\n\u003Cp>Suplimentar, Comisia Mixta Paritara are, de asemenea, urmatoarele atributii\n:\u003C\u002Fp>\n\n\u003Cp>a)analizeaza cererile salariatilor privind acordarea unor ajutoare in afara\ncelor prevazute de CCM, pentru situatii deosebite;\u003C\u002Fp>\n\n\u003Cp>b)analizeaza contestatiile salariatilor privind modul de acordare a\najutoarelor sociale si face propuneri pentru solutionare;\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch4>ANEXA 3\u003C\u002Fh4>\n\n\u003Ch4>MUNCA SUPLIMENTARA;\u003C\u002Fh4>\n\n\u003Cp>PLATA ORELOR SUPLIMENTARE, A ORELOR LUCRATE IN WEEKEND, A ORELOR LUCRATE IN\nZILELE DE SARBATOARE, A TURELOR DE NOAPTE\u003C\u002Fp>\n\n\u003Cp>1.Se consideră ore suplimentare orele prestate la solicitarea expresa a\nAngajatorului și în beneficiul Societatii, peste programul normal de lucru\nsau programul specific de lucru așa cum este el stabilit în prezentul\ncontract colectiv de muncă, sau prin regulamentul specific de functionare al\ndepartamentului respectiv.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>2.Durata maximă legală a timpului de muncă nu poate depăși în medie 48\nde ore pe săptămână, inclusiv orele suplimentare, într-o perioadă de\nreferintă de 4 luni.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Prevederile de la pct. 1 nu se aplică tinerilor care nu au împlinit\nvârsta de 18 ani, pentru acestia fiind interzisa munca suplimentara.\u003C\u002Fp>\n\n\u003Cp>4.Munca suplimentară nu poate fi efectuată fără consimtamantul scris al\nsalariatului, cu excepția cazului de forță majoră sau pentru lucrări\nurgente destinate prevenirii producerii unor accidente ori înlăturării\nconsecințelor unui accident.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>5.Compensarea orelor suplimentare efectuate de salariat se face de regula\nprin ore libere platite in urmatoarele 60 de zile, dupa efectuarea acestora.\nNumarul de ore libere platite acordate este egal cu numarul orelor efectuate\npeste programul normal de lucru. Daca orele suplimentare sunt prestate in zile\nlibere si sarbatori legale, numarul de ore libere platite acordate este dublul\norelor efectuate . Obligatia contorizarii numarului de ore suplimentare\nefectuate respectiv numarului de ore libere de compensat revine responsabilului\ndirect.\u003C\u002Fp>\n\n\u003Cp>In cazul in care compensarea prin ore libere platite nu este posibila in\ntermenul de 60 de zile prevazut mai sus, munca suplimentara va fi platita\nsalariatului prin adaugarea unui spor la salariu, corespunzator duratei\nacesteia, dupa cum urmeaza :\u003C\u002Fp>\n\n\u003Cp>-pentru orele lucrate suplimentar peste programul normal de lucru asa cum\neste acesta definit in prezentul CCM, un spor de 100% din salariul de baza;\u003C\u002Fp>\n\n\u003Cp>-pentru orele suplimentare prestate în zilele de repaus saptamanal, se va\nacorda un spor de 100% la salariul de baza si o zi libera (inclusa in repausul\nsaptamanal obligatoriu);\u003C\u002Fp>\n\n\u003Cp>-pentru orele suplimentare prestate în zilele de sărbători legale sau\nreligioase, se va acorda un spor de 100% la salariul de baza si un numar de ore\nlibere egale cu numarul orelor suplimentare efectuate;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>6.Daca orele suplimentare sunt efectuate noaptea (intre 22.00 si 06.00 AM)\nsporul aferent orelor suplimentare se cumuleaza cu sporul de noapte in procent\nde 25% din salariul de baza aferent numarului de ore de noapte lucrate. Sporul\npentru ore de noapte se acorda in cazul in conditiile legii.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>ANEXA 4\u003C\u002Fh4>\n\n\u003Ch4>PRIMELE ACORDATE SALARIATILOR\u003C\u002Fh4>\n\n\u003Cp>Primele anuale se acorda tuturor angajatilor dupa cum urmeaza:\u003C\u002Fp>\n\n\u003Cp>1.Prima Paste\u003C\u002Fp>\n\n\u003Cp>1.1Data plata: 12 martie\u003C\u002Fp>\n\n\u003Cp>1.2Valoare: 1250 lei brut\u003C\u002Fp>\n\n\u003Cp>1.3Conditii acordare: se acorda tuturor salariatilor activi la acea data. Nu\nsunt eligibili pentru acordarea acestei prime salariatii angajati incepand cu\ndata de 2 martie sau dupa aceasta data a anului respectiv, pentru anul\ncalendaristic de referinta.\u003C\u002Fp>\n\n\u003Cp>1.4Reguli proratare:\u003C\u002Fp>\n\n\u003Cp>1.4.1Pentru salariatii aflati in perioada de preaviz valoarea primei de\nPaste = (numarul de luni lucrate intregi in anul calendaristic respectiv*208\nlei brut)- minus suma deja platita in anul respectiv (daca a fost cazul). Plata\nse va efectua la ultimul salariu al angajatului respectiv\u003C\u002Fp>\n\n\u003Cp>1.4.2Pentru salariatii aflati in concediu ingrijire copil valoarea primei de\nPaste = (numarul de luni lucrate intregi in anul calendaristic respectiv*208\nlei brut)- minus suma deja platita in anul respectiv (daca a fost cazul). Plata\nse va efectua la aceeasi data cu cea a platii pentru salariatii activi.\u003C\u002Fp>\n\n\u003Cp>2.Prima Vacanta\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2sec\">\u003Cp>2.1Data plata: 12 iunie\u003C\u002Fp>\n\n\u003Cp>2.2Perioada de referinta pentru procesul de evaluare Mid Year Evaluation\neste perioada evaluata sept- feb (6 luni)\u003C\u002Fp>\n\n\u003Cp>2.3Valoare:\u003C\u002Fp>\n\n\u003Cp>2.3.1Salariatilor care au obtinut calificativul Consistent in cadrul\nprocesului de evaluare « Mid Year Evaluation » li se va acorda o prima in\nvaloare 5% din totalul salariilor brute din perioada de referinta\u003C\u002Fp>\n\n\u003Cp>2.3.2Salariatilor care au obtinut calificativul Above in cadrul procesului\nde evaluare « Mid Year Evaluation » li se va acorda o prima in valoare 6% din\ntotalul salariilor brute din perioada de referinta\u003C\u002Fp>\n\n\u003Cp>2.3.3Salariatilor care au obtinut calificativul Significantly Above in\ncadrul procesului de evaluare « Mid Year Evaluation » li se va acorda o prima\nin valoare 7% din totalul salariilor brute din perioada de referinta\u003C\u002Fp>\n\n\u003Cp>2.4Conditii acordare\u003C\u002Fp>\n\n\u003Cp>2.4.1sunt eligibili pentru acordarea acestei prime salariatii evaluati in\ncadrul procesului de Mid year Evaluation care au obtinut minim calificativul\nConsistent\u003C\u002Fp>\n\n\u003Cp>2.4.2nu sunt eligibili pentru acordarea acestei prime salariatii evaluati in\ncadrul procesului de Mid year Evaluation care au obtinut calificativul Below\u003C\u002Fp>\n\n\u003Cp>2.4.3Salariatii angajati in perioada decembrie - februarie nu sunt eligibili\npentru a fi evaluati in cadrul procesului de Mid Year Evaluation.\u003C\u002Fp>\n\n\u003Cp>Pentru aceștia, suma salariilor brute pentru lunile\u003C\u002Fp>\n\n\u003Cp>neevaluate va fi adaugata la baza de calcul partii variabile a Primei de\nCraciun\u003C\u002Fp>\n\n\u003Cp>2.4.4Perioadele in care salariatii s-au aflat concediu fara plata \u002Fconcediu\nmedical pe o durata mai mare de 30 de zile nu intra in totalul salariilor brute\ndin perioada de referinta, cuantumul acestora proratandu-se cu perioada efectiv\nlucrata\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.Prima Craciun\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusamount1\">\u003Cp>3.1Parte fixa\u003C\u002Fp>\n\n\u003Cp>3.1.1Data plata: 20 decembrie\u003C\u002Fp>\n\n\u003Cp>3.1.2Valoare: 1250 lei brut\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.1.3Conditii acordare: se acorda tuturor salariatilor activi la acea data.\nNu sunt eligibili pentru acordarea acestei prime salariatii angajati incepand\ncu data de 2 decembrie sau dupa aceasta data a anului respectiv, pentru anul\ncalendaristic de referinta\u003C\u002Fp>\n\n\u003Cp>3.1.4Reguli proratare:\u003C\u002Fp>\n\n\u003Cp>Pentru salariatii aflati in perioada de preaviz valoarea primei fixe de\nCraciun = (numarul de luni lucrate intregi in anul calendaristic respectiv*208\nlei brut)- minus valoare platita Prima Pasti (daca a fost cazul). Plata se va\nefectua la ultimul salariu al angajatului respectiv\u003C\u002Fp>\n\n\u003Cp>3.1.5Pentru salariatii aflati in concediu ingrijire copil valoarea primei de\nCraciun = (numarul de luni lucrate intregi in anul calendaristic respectiv*208\nlei brut)- minus valoare platita Prima Pasti(daca a fost cazul). Plata se va\nefectua la aceeasi data cu cea a platii pentru salariatii activi.\u003C\u002Fp>\n\n\u003Cp>3.2Parte variabila\u003C\u002Fp>\n\n\u003Cp>3.2.1Data plata: 20 decembrie\u003C\u002Fp>\n\n\u003Cp>3.2.2Perioada de referinta pentru procesul de evaluare este perioada\nevaluata martie- august (6 luni)\u003C\u002Fp>\n\n\u003Cp>3.2.3Valoare:\u003C\u002Fp>\n\n\u003Cp>3.2.4Salariatilor care au obtinut calificativul Consistent in cadrul\nprocesului de evaluare anuala a performantei li se va acorda o prima in valoare\n5% din totalul salariilor brute din perioada de referinta\u003C\u002Fp>\n\n\u003Cp>3.2.5Salariatilor care au obtinut calificativul Above in cadrul procesului\nde evaluare anuala a performantei li se va acorda o prima in valoare 6% din\ntotalul salariilor brute din perioada de referinta\u003C\u002Fp>\n\n\u003Cp>3.2.6Salariatilor care au obtinut calificativul Significantly Above in\ncadrul procesului de evaluare anuala a performantei li se va acorda o prima in\nvaloare 7% din totalul salariilor brute din perioada de referinta\u003C\u002Fp>\n\n\u003Cp>3.3Conditii acordare\u003C\u002Fp>\n\n\u003Cp>3.3.1sunt eligibili pentru acordarea acestei prime salariatii evaluati in\ncadrul procesului de evaluare a performantei care au obtinut minim\ncalificativul Consistent\u003C\u002Fp>\n\n\u003Cp>3.3.2nu sunt eligibili pentru acordarea acestei prime salariatii evaluati in\ncadrul procesului de evaluare a performantei care au obtinut calificativul\nBelow\u003C\u002Fp>\n\n\u003Cp>3.3.3Salariatii angajati in perioada mai-august nu sunt eligibili pentru a\nfi evaluati in cadrul procesului de evaluare anuala a performantei.\nSalariatilor respectivi li se asuma calificativul Consistent\u003C\u002Fp>\n\n\u003Cp>3.3.4Nu sunt eligibili pentru acordarea acestei prime salariatii angajati\nincepand cu data de 2 august sau dupa aceasta data a anului respectiv, pentru\nanul fiscal de referinta\u003C\u002Fp>\n\n\u003Cp>3.3.5Perioadele in care salariatii s-au aflat concediu fara plata \u002Fconcediu\nmedical pe o durata mai mare de 30 de zile nu intra in totalul salariilor brute\ndin perioada de referinta, cuantumul acestora proratandu-se cu perioada efectiv\nlucrata\u003C\u002Fp>\n\n\u003Cp>4.Prima de performanta\u003C\u002Fp>\n\n\u003Cp>In functie de performantele individuale ale fiecarui salariat, Societatea va\nacorda anual o prima de performanta in concordanta cu politicile companiei.\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch4>ANEXA 5\u003C\u002Fh4>\n\n\u003Ch4>ASIGURARILE DE VIATA\u003C\u002Fh4>\n\n\u003Cp>Societatea acorda factorului uman o importanta deosebita si va asigura un\nplan de protectie financiara („program de asigurare”) pentru urmatoarele\nevenimente asigurate: deces din accident (incluzand aici si accidentele de\nmunca), deces din orice cauza, invaliditate permanenta partiala din accident\n(incluzand aici si accidentele de munca) .\u003C\u002Fp>\n\n\u003Cp>Primele aferente programului de asigurare vor fi platite de Societate.\u003C\u002Fp>\n\n\u003Cp>Toti angajatii sunt eligibili pentru acest program de asigurare:\u003C\u002Fp>\n\n\u003Cp>Acest program de asigurare acopera evenimentele asigurate care apar pe\nparcursul programului de lucru si in timpul deplasarii la\u002Fde la serviciu acasa\n(mai putin pentru decesul din orice cauza care este acoperit 24 de ore din 24)\nin intreaga lume, numai pe perioada in care sunt angajati ai Accenture Managed\nServices.\u003C\u002Fp>\n\n\u003Cp>Societatea poate schimba sau reinnoi contractele de asigurare, valorile\nlimita, valorile indemnizatiilor precum si lista de acoperiri cuprinse in\nasigurare , fara insa ca acestea sa fie mai mici decat cele prevazute in\ntabel:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"545\" style=\"width:409.0pt;margin-left:-.5pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:62.25pt\">\n      \u003Ctd width=\"403\" style=\"width:302.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:62.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cb>\u003Cspan lang=\"RO\" style=\"font-size:12.0pt;color:black\">Riscuri\n        acoperite\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" style=\"width:107.0pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 5.4pt 0cm 5.4pt;height:62.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"RO\" style=\"font-size:5.0pt;font-family:"Microsoft Sans Serif",sans-serif;   color:black\"> \u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:62.25pt\">\n      \u003Ctd width=\"403\" style=\"width:302.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:62.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cb>\u003Cspan lang=\"RO\" style=\"font-size:12.0pt;color:black\">Deces din orice\n        cauza\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" style=\"width:107.0pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 5.4pt 0cm 5.4pt;height:62.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;color:black\">1.000 EUR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:62.25pt\">\n      \u003Ctd width=\"403\" style=\"width:302.0pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:62.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cb>\u003Cspan lang=\"RO\" style=\"font-size:12.0pt;color:black\">Deces din\n        accident\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" style=\"width:107.0pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 5.4pt 0cm 5.4pt;height:62.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;color:black\">33.000 EUR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:62.25pt\">\n      \u003Ctd width=\"403\" style=\"width:302.0pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm 5.4pt 0cm 5.4pt;height:62.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cb>\u003Cspan lang=\"RO\" style=\"font-size:12.0pt;color:black\">Invaliditate permanenta\n        parțiala din accident (%)\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"143\" style=\"width:107.0pt;border:solid windowtext 1.0pt;padding:   0cm 5.4pt 0cm 5.4pt;height:62.25pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cspan lang=\"RO\" style=\"font-size:10.0pt;color:black\">33.000 EUR\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003Cspan> \u003C\u002Fspan>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch4>ANEXA 6\u003C\u002Fh4>\n\n\u003Ch4>SERVICII MEDICALE\u003C\u002Fh4>\n\n\u003Cp>Examenul medical anual:\u003C\u002Fp>\n\n\u003Cp>Societatea asigura, conform legilor in vigoare privind medicina muncii, un\ncontrol medical al angajatiilor ce consta in:\u003C\u002Fp>\n\n\u003Cp>-Examen clinic (pentru toti angajatii) ;\u003C\u002Fp>\n\n\u003Cp>-Examen oftalmologic (pentru toti angajatii) ;\u003C\u002Fp>\n\n\u003Cp>-Examen cardiologic pentru toti angajatii!\u003C\u002Fp>\n\n\u003Cp>-EKG (pentru cei ce conduc masina conform atributiilor din fisa postului\nsi\u002Fsau lucreaza la inaltime) ;\u003C\u002Fp>\n\n\u003Cp>-Glicemie (pentu toti angajatii) ;\u003C\u002Fp>\n\n\u003Cp>-Audiograma (pentru cei ce conduc masina conform atributiilor din fisa\npostului si\u002Fsau lucreaza la inaltime) ;\u003C\u002Fp>\n\n\u003Cp>-ORL (pentru cei ce conduc masina conform atributiilor din fisa postului\nsi\u002Fsau lucreaza la inaltime) ;\u003C\u002Fp>\n\n\u003Cp>-Examen psihologic (pentru cei ce conduc masina conform atributiilor din\nfisa postului si\u002Fsau lucreaza la inaltime) ;\u003C\u002Fp>\n\n\u003Cp>-PFV (pentru cei ce lucreaza la inaltime) ;\u003C\u002Fp>\n\n\u003Cp>Pachetul corespunzator pentru serviciile de medicina muncii mentionate mai\nsus este gratuit si neimpozabil.\u003C\u002Fp>\n\n\u003Cp>Angajatii vor beneficia de alte servicii medicale gratuite sau partial\ngratuite oferite de Societate pe baza contractelor incheiate cu furnizori de\nservicii medicale. Societatea se obliga sa informeze angajatii despre\ndisponibilitatea acestor servicii prin publicarea pe site- urile interne si\ninformari in format electronic.\u003C\u002Fp>\n\n\u003Cp>Pentru toti angajatii ce calatoresc in interes de serviciu in tari cu risc\nridicat de imbolnavire, Societatea va asigura un control medical gratuit la\nintoarcerea in tara, precum si decontarea tuturor medicamentelor profilactice\nnecesare acelor deplasari cu avizul medicului de medicina a muncii al\nSocietatii.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>ANEXA 7\u003C\u002Fh4>\n\n\u003Ch4>BENEFICIILE ANGAJATILOR\u003C\u002Fh4>\n\n\u003Cp>Toti angajatii Accenture Managed Services cu contract de munca nesuspendat\nvor avea parte de urmatoarele beneficii oferite de Societate. Prin exceptie, de\ntichetele cadou pentru copiii cu varsta de pana la 14 ani acordate in Decembrie\nde catre Societate, vor avea parte, in masura permisa de lege, si\nsalariatii-parinti cu contract individual de munca suspendat in baza art. 50 si\nart 51 lit.a, lit c si lit e conform Codului MunciiBeneficiile oferite de\nSocietate sunt :\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cp>•Tichete de masa - tichete de masa , cate unul pentru fiecare zi lucrată\n, dar în limita zilelor lucratoare din lună. In situatia in care tichetele de\nmasa vor fi indexate prin lege, societatea la va indexa corespunzator incepand\ncu prima luna de dupa aprobarea legislativa.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•Tichete cadou- in valoare nominala de 50 ron\u002F Salariata cu contract de\nmunca activ cu ocazia zilei de 8 martie\u003C\u002Fp>\n\n\u003Cp>•Tichete cadou - 15 tichete cadou in valoare nominala de 10 RON\u002Ftichet\n\u002Fan\u002Fcopil al angajatului - pentru copii cu varsta pana la 14 ani acordate in\nDecembrie, inainte de Craciun. Daca ambii soti sunt angajati ai Societatii doar\nunsalariat-parinte va beneficia de acest cadou pentru toti copiii sai in varsta\nde pana la 14 ani .\u003C\u002Fp>\n\n\u003Cp>•Asigurari de viata si sanatate, asa cum sunt prezentate in Anexa 5\u003C\u002Fp>\n\n\u003Cp>•Activitati sportive sau welness (decontarea a 50% din valoarea facturii,\npana la suma de 80 RON\u002Fluna Acoperirea cheltuielilor cu chiria terenurilor\nsportive pentru competitii si evenimente sportive interne organizate de\nangajati\u003C\u002Fp>\n\n\u003Cp>•Acoperirea costurilor participarii la competitii sportive la care se\ninscriu angajatii, cu aprobarea reprezentantilor legali ai Societatii.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaresubsidy\">\u003Cp>•Gradinita si after-school (decontarea a 50% din valoarea facturii, pana\nla 300 RON \u002F copil\u002F luna ).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•Ochelari (decontarea a 50% din valoarea facturii, pana la 200 RON\u002F an\n).\u003C\u002Fp>\n\n\u003Cp>•Pachet medical - in afara controalelor obligatorii de medicina muncii\nsocietatea asigura si suporta cheltuielile legate de analize medicale generale\nsi interventii stomatologice minore la furnizori agreati.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>•Angajatorul ramburseaza maxim 90 RON \u002Fluna din costul abonamentelor cu\ntransportul in comun\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•Angajatorul ramburseaza jumatate din valoare, maxim 80 RON \u002Fluna din\ncostul cu abonamentul de parcare pentru angajatii care nu beneficiaza de\nautoturism de serviciu si care nu beneficiaza de rambursarea costului\nabonamentelor cu transportul in comun.\u003C\u002Fp>\n\n\u003Cp>•Reduceri la produse si servicii financiare oferite de bancile cu care\nSocietatea are incheiate conventii specifice.\u003C\u002Fp>\n\n\u003Cp>•Pensie privata\u003C\u002Fp>\n\n\u003Cp>•Employee shares purchase\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Ch4>ANEXA 8\u003C\u002Fh4>\n\n\u003Ch4>TIPURI DE CONCEDII\u003C\u002Fh4>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Cp>1)Concediul de odihnă :\u003C\u002Fp>\n\n\u003Cp>•Fiecare angajat al companiei are dreptul la 24 zile de concediu de odihna\npe an, indiferent daca sunt angajati cu norma intreaga sau cu timp partial, la\ncare se adauga concediul de odihna suplimentar. Se acorda concediu suplimentar\nde 1 zi pentru fiecare 5 ani vechime impliniti in companie cumulat cu vechimea\nin SC Alcatel-Lucent Romania SRL si SC Wipro Technologies Romania SRL pentru\nangajatii transferati din cadrul SC Wipro Technologies Romania SRL si SC\nAlcatel-Lucent Romania SRL pentru angajati transferati din aceasta societate,\nconform procedurii interne de concedii.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>•În primul an de muncă în cadrul Societătii, numarul total de zile de\nconcediu va fi calculat proporțional cu numărul de zile lucrate in acel\nan.\u003C\u002Fp>\n\n\u003Cp>•Când contractul individual de munca al unui angajat inceteaza în timpul\nanului, numărul de zile de concediu de odihna se re-calculează proporțional\ncu perioada lucrată în timpul ultimului an. Regularizarea zilelor efectuate \u002F\nneefectuate se va face conform legii.\u003C\u002Fp>\n\n\u003Cp>•Concediul de odihna se efectueaza in fiecare an. Concediul anual de\nodihna va putea fi fractionat la solicitarea salariatului in conditiile\nprevazute de lege.\u003C\u002Fp>\n\n\u003Cp>•Cand din motive neimputabile salariatului acesta nu si-a efectuat\nintegral concediul de odihna pe anul in curs, restul de concediu se va acorda,\nin conformitate cu reglementarile interne ale societatii si cu respectarea\nprevederilor legale referitoare la restul de concediu de odihna.\u003C\u002Fp>\n\n\u003Cp>Concediul de odihna este considerat concediu platit.\u003C\u002Fp>\n\n\u003Cp>•Daca salariatul solicita concediu de odihna si acesta este aprobat de\nresponsabilul direct iar salariatul achizitioneaza ulterior primirii aprobarii\nde efectuare a concediului de odihna bilete de avion\u002Fpachet turistic pentru o\nperioada de minim 5 zile, insa, din motive imputabile Angajatorului, nu mai\npoate pleca, atunci Angajatorul ii va rambursa costurile suportate pentru el si\nfamilia acestuia (sot\u002Fsotie\u002Fcopii minori), in baza documentelor\njustificative.\u003C\u002Fp>\n\n\u003Cp>2)Concediul medical:\u003C\u002Fp>\n\n\u003Cp>•Orice salariat are dreptul la concediu medical, acordat pe baza\ncertificatului medical primit de la medic, in conformitate cu prevederile\nlegale in vigoare.\u003C\u002Fp>\n\n\u003Cp>•Certificatele medicale trebuie să fie semnate de către medicul de\nfamilie al angajatului înainte de a fi depuse la Departamentul de Resurse\nUmane.\u003C\u002Fp>\n\n\u003Cp>•Certificatul medical trebuie depus la Departamentul de Resurse Umane in\ncel mai scurt timp posibil, in conformitate cu prevederile legale si\nprocedurile interne.\u003C\u002Fp>\n\n\u003Cp>•Concediile medicale sunt platite conform legislatiei romane in\nvigoare.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Cp>3)Concediu de maternitate\u003C\u002Fp>\n\n\u003Cp>•Concediul maternal este concediu medical, si este acordat pe baza unui\ncertificat medical, eliberat de către medic.\u003C\u002Fp>\n\n\u003Cp>•Certificatul medical trebuie avizat conform precizarilor de la punctul\n2.\u003C\u002Fp>\n\n\u003Cp>•Perioada de concediu de maternitate se acorda conform prevederilor legale\nin vigoare. Aceasta perioada poate fi acordată pentru maxim 126 de zile\ninainte si dupa nastere, din care obligatoriu cel putin 42 de zile\ncalendaristice trebuie să fie luate după nașterea copilului.\u003C\u002Fp>\n\n\u003Cp>•Dupa efectuarea celor 126 de zile de concediu de sarcina si lehuzie,\nangajatul poate solicita concediu de cresterea si ingrijirea copilului conform\nlegislatiei si procedurilor interne ale Societatii in vigoare sau poate sa\nsolicite revenirea la lucru.\u003C\u002Fp>\n\n\u003Cp>4)Concediu pentru cresterea copilului :\u003C\u002Fp>\n\n\u003Cp>•Este prevazut de către legislația română in vigoare;\u003C\u002Fp>\n\n\u003Cp>•Concediul de îngrijire a copilului poate fi acordat pe o perioada de\nmaxim doi ani sau de maxim trei ani in cazul copilului cu handicap;\u003C\u002Fp>\n\n\u003Cp>•Se acorda angajaților pe bază de cerere ;\u003C\u002Fp>\n\n\u003Cp>•În perioada concediului de îngrijire a copilului, contractul individual\nde muncă este suspendat;\u003C\u002Fp>\n\n\u003Cp>•La solicitare, concediul pentru ingrijirea copilului poate fi acordat si\ntatalui, daca indeplineste conditiile cerute de lege si mama renunta la acesta\n;\u003C\u002Fp>\n\n\u003Cp>•Stagiul de cotizare obligatoriu pentru concediul pentru cresterea\ncopilului este de 12 luni anterioare nasterii copilului. Daca stagiul de\ncotizare nu este indeplinit, nu se poate beneficia de plata acestui\nconcediu.\u003C\u002Fp>\n\n\u003Cp>Prevederile de mai sus referitoare la concediul medical, concediul de\nmaternitate si concediul pentru ingrijirea copilului se vor adapta prevederilor\nlegislative in vigoare cu respectarea procedurilor interne ale Societatii.\nVarianta actualizata a acestor reglmentari va fi publicata pe pagina de\nIntranet al departamentului de Resurse Umane.\u003C\u002Fp>\u003C\u002Fdiv>\u003Cp>\u003C\u002Fp>\n\n\u003Cp>5)Concediu fară plată:\u003C\u002Fp>\n\n\u003Cp>•Poate fi solicitat in cazuri exceptionale de către angajat pentru\ndiferite motive (personale si studii) cu acordul managerului de departament. Pe\ntimpul concediului fara plata, contractul individual de munca este suspendat,\nin conditiile legii.\u003C\u002Fp>\n\n\u003Cp>•Cererea este procesată numai în cazul în care managerul angajatului\nși-a dat acordul.\u003C\u002Fp>\n\n\u003Cp>•Concediul fara plata se acorda cu respectarea procedurilor interne ale\nSocietatii,cu respectarea prevederilor legale aflate in vigoare ,\u003C\u002Fp>\n\n\u003Cp>6)Zile libere plătite:\u003C\u002Fp>\n\n\u003Cp>•Pentru anumite evenimente speciale \u002F ocazii, angajatul are dreptul la\nzile libere plătite.\u003C\u002Fp>\n\n\u003Cp>•Angajatul trebuie să furnizeze o copie a documentelor oficiale care\ndovedesc evenimentele ce au avut loc, și pentru care a solicitat zile libere\nplatite.\u003C\u002Fp>\n\n\u003Cp>•În baza documentelor oficiale, salariatul beneficiază de zile libere\nplătite, astfel :\u003C\u002Fp>\n\n\u003Cp>a)Căsătoria angajatului - 5 zile\u003C\u002Fp>\n\n\u003Cp>b)Căsătoria fiului sau a fiicei- 2 zile\u003C\u002Fp>\n\n\u003Cp>c)Nașterea copilului - 5 zile + 10 zile daca tatal a urmat un curs de\npuericultura.\u003C\u002Fp>\n\n\u003Cp>d)Donare de sânge - 1 zi.\u003C\u002Fp>\n\n\u003Cp>e)Decesul sotului, copilului, părinților - 3zile\u003C\u002Fp>\n\n\u003Cp>f)Decesul socrilor, bunicilor, fratilor, surorilor - 1 zi.\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-flexible_work_options\">\u003Ch4>ANEXA 9\u003C\u002Fh4>\n\n\u003Ch4>FORME DE ORGANIZARE A TIMPULUI DE MUNCA\u003C\u002Fh4>\n\n\u003Cp>Programul de lucru normal\u003C\u002Fp>\n\n\u003Cp>•Programul de lucru standard al angajatilor este intre orele 9:00 - 18:00,\nde Luni pana Vineri. Poate fi stabilit si un alt program de lucru de catre\nmanagerul centrului („Managerul Centrului”)\u002F Managerul Direct, in functie\nde necesitatile proiectului la care lucreaza un salariat. In situatia in care\nnoul program propus de catre societate implica decalarea orei de incepere a\nactivitatii cu mai mult de 2 ore fata de programul standard, modificarea\nprogramului de lucru se va face cu acordul scris al salariatilor impactati.\nOrice modificare a programului de lucru va fi adusa la cunostinta salariatilor\ncu cel putin 30 de zile calendaristice inainte de implementarea efectiva.\u003C\u002Fp>\n\n\u003Cp>•In situatia in care zilele de repaus saptamanal sunt acordate in alte\nzile decat sambata si duminica, salariatii beneficiaza un spor la salariu in\ncuantum 5% la salariul de baza, pentru fiecare zi de weekend decalata fata de\nprogramul standard definit mai sus (daca salariatul are ambele zile de repaus\nsaptamanal in alte zile decat sambata si duminica, acesta va beneficia de un\nspor la salariu in cuantum de 10%)\u003C\u002Fp>\n\n\u003Cp>•Salariatii beneficiaza de o pauza de pranz de 60 de minute, luata oricand\nintre orele 11:30 am si 14:30 pm. In situatia in care specificul activitatii nu\npermite incadrarea in intervalul anterior, pauza de pranz se poate lua si in\nalte intervale orare. Pauza de pranz nu este considerata o parte a programului\nde lucru.\u003C\u002Fp>\n\n\u003Cp>Programul de lucru inegal\u003C\u002Fp>\n\n\u003Cp>Conform prevederilor legii si ale procedurilor interne ale Societatii.\u003C\u002Fp>\n\n\u003Cp>Programul de lucru individualizat\u003C\u002Fp>\n\n\u003Cp>•La solicitarea salariatilor societatea poate acorda programe de lucru\nindividualizate cu conditia ca solicitarile sa aiba motive temeinice si sa nu\nprejudicieze grav activitatea desfasurata.\u003C\u002Fp>\n\n\u003Cp>Timpul redus de munca\u003C\u002Fp>\n\n\u003Cp>•Poate fi acordat angajatelor femei, in timpul perioadei de graviditate la\nrecomandarea medicului de medicina muncii.\u003C\u002Fp>\n\n\u003Cp>•Angajata - pe baza unui certificat eliberat de catre medic - poate sa\nsolicite un timp de lucru redus la 6 ore\u002Fzi, acest lucru neinfluentand plata\nlunara.\u003C\u002Fp>\n\n\u003Cp>•De asemenea acest lucru se poate aplica, la cerere, si femeilor angajate\ndaca se intorc la lucru din timpul de ingrijire a copilului oferit de catre\nlegislatia romaneasca (maxim 2 ani dupa nastrea copilului). Daca angajata se\nintoarce la munca in timpul acestei perioade,poate beneficia de un timp redus\nde munca (6 ore\u002Fzi in loc de 8 ore\u002Fzi) acest lucru neinfluentand plata lunara\n.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Munca in schimburi\u003C\u002Fp>\n\n\u003Cp>Munca în schimburi reprezinta orice mod de organizare a programului de\nlucru, potrivit careia salariații se succed unul pe altul la același post de\nmunca, potrivit unui anumit program, inclusiv program rotativ, si care poate fi\nde tip continuu sau discontinuu, implicând pentru salariat necesitatea\nrealizarii unei activitați în intervale orare diferite în raport cu o\nperioada zilnica sau saptamânala, stabilita prin contractul individual de\nmunca.\u003C\u002Fp>\n\n\u003Cp>Salariat în schimburi reprezinta orice salariat al carui program de lucru\nse înscrie în cadrul programului de munca în schimburi.\u003C\u002Fp>\n\n\u003Cp>Teleworking\u003C\u002Fp>\n\n\u003Cp>•se efectueaza in conformitate cu procedurile interne ale Societatii;\u003C\u002Fp>\n\n\u003Cp>in situatia in care la solicitarea societatii salariatii lucreaza in\nteleworking in zilele de repaos sau sarbatori legale, timpul corespunzator va\nfi considerat ca si munca suplimentara si tratat conform normelor din prezentul\nCCM;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>ANEXA 10\u003C\u002Fh4>\n\n\u003Ch4>REGULI DE CALCUL A PRIMELOR ACORDATE SALARIATILOR PENTRU ANUL 2015\u003C\u002Fh4>\n\n\u003Cp>1.Prima Paste\u003C\u002Fp>\n\n\u003Cp>Valoarea prima Paste = 625 lei brut\u003C\u002Fp>\n\n\u003Cp>Data plata: 12 iunie\u003C\u002Fp>\n\n\u003Cp>Se acorda conform regulilor agreate in anexa 4\u003C\u002Fp>\n\n\u003Cp>2.Prima Vacanta\u003C\u002Fp>\n\n\u003Cp>Intrucat perioada de referinta pentru stabilirea bazei de calcul se afla sub\nincidenta vechilor CCM-uri, nu se acorda in anul 2015.\u003C\u002Fp>\n\n\u003Cp>In data de 12 iunie se va efectua plata conform contractelor colective de\nmunca transferate a „Primei de Craciun” in cuantum de 5% *din totalul\nsalariilor brute din perioada ianuarie-martie 2015.\u003C\u002Fp>\n\n\u003Cp>3.Prima Craciun\u003C\u002Fp>\n\n\u003Cp>3.1Parte fixa: Se acorda in cuantumul si conform regulilor agreate in anexa\n4\u003C\u002Fp>\n\n\u003Cp>3.2Parte variabila: Perioada de referinta pentru procesul de evaluare este\nperioada evaluata aprilie- august (5 luni). Se acorda conform regulilor agreate\nin anexa 4\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":44,"cbadate_end":48,"TRAINING_trigger":52,"SOCSEC_trigger":56,"EMPCONTR_trigger":59,"coldismissalsupport_trigger":63,"longtermillness":67,"MEDICAL_trigger":71,"WORKFAM_trigger":75,"childcaresubsidy":79,"GENEQ_trigger":83,"green_trigger":87,"WORKHOURS_trigger":91,"MAXHOURS_trigger":94,"PAIDLEAV_trigger":98,"bankholidays1":102,"flexible_work_options":106,"incidentalbonusamount1":110,"incidentalbonustype2sec":114,"NOCTPREM_trigger":118,"OVERTIME_trigger":122,"COMMUTE_trigger":126,"mealvouchers":130},{"bindId":45,"name":46,"text":47},"cbadate_start","Art. 94. Prezentul CCM a fost încheiat î","Art. 94. Prezentul CCM a fost încheiat în 3 exemplare originale la data de\n10.03.2015 si intra în vigoare la data de 01.04.2015",{"bindId":49,"name":50,"text":51},"cbadate_end","Art. 3. Prezentul CCM este încheiat pe o","Art. 3. Prezentul CCM este încheiat pe o perioadă de 24 luni. Cu cel putin\n60 de zile înainte de expirarea termenului pentru care a fost încheiat\nAccenture va trimite Sindicatului o scrisoare de convocare, pentru ca, în mod\nobligatoriu, partile sa se întruneasca cu cel putin 45 de zile inainte de\nexpirarea termenului pentru a hotarî asupra prelungirii valabilitatii\ncontractului sau începerii negocierii altui contract.",{"bindId":53,"name":54,"text":55},"TRAINING_trigger","FORMAREA PROFESIONALĂ Art.63. (1) Formar","FORMAREA PROFESIONALĂ\n\nArt.63. (1) Formarea profesionala are la baza nevoia companiei de crestere a\ncompetitivitatii, precum si nevoia salariatului de dezvoltare profesionala\ncontinua si are ca scop atat cresterea capacitatilor productive si inovative la\nlocul de munca cat si dezvoltarea profesionala a salariatului.\n\n(2)Prin termenul de \"formare profesională\", părțile înteleg să\ndesemneze orice fel de procedură prin care un salariat dobândește o\ncalificare, cunostinte suplimentare intr-un anumit domeniu de natura tehnica \u002F\nprofesionala, abilitati noi sau prin care isi imbunatateste cunostintele si\nabilitatile existente, precum și orice procedură prin care salariatul se\nspecializează sau se perfecționează, concretizata sau nu printr-un\ncertificat sau o diplomă corespunzatoare.\n\n(3)Formarea și perfecționarea profesională se pot referi inclusiv la\nsubiecte din domeniul relațiilor de muncă, dreptului de asociere și\nlibertății sindicale.\n\n(4)Formarea profesionala nu include cursurile periodice obligatorii prin\nlege, regulamente interne, proceduri corporate sau formarea necesara\ntransferurilor de activitate din unitati ale clientilor.\n\n(5)Părțile convin asupra necesității și obligativității\nperfecționării profesionale a tuturor categoriilor de salariați. In acest\nsens, Angajatorul pune la dispozitia tuturor angajatilor oferta de cursuri si\ntraininguri gratuite. Fiecare angajat se poate instrui si poate apela\nindividual la oferta de cursuri \u002F traininguri interne. Conform procedurilor\ninterne Accenture accesul la oferta de cursuri se face in functie de nivelul de\ncariera al fiecarui salariat. Pentru a se asigura oportunitatile de dezvoltare\nin cariera, un numar din numarul total de locuri disponibile pentru fiecare\ncurs va putea fi ocupat de catre salariati aflati pe nivelul de cariera imediat\ninferior. Accesul la aceste cursuri se va face cu aprobarea responsabilului\ndirect.",{"bindId":57,"name":58,"text":58},"SOCSEC_trigger","PROTECȚIA SOCIALĂ",{"bindId":60,"name":61,"text":62},"EMPCONTR_trigger","Art. 56. Angajarea personalului se poate","Art. 56. Angajarea personalului se poate face cu o perioada de proba, în\nconditiile legii.",{"bindId":64,"name":65,"text":66},"coldismissalsupport_trigger","3)Pe durata negocierilor de prelungire, ","3)Pe durata negocierilor de prelungire, modificare, suspendare sau anulare\nsi pâna la finalizarea negocierilor, Societatea se obliga sa nu efectueze\nconcedieri colective pentru motive neimputabile salariatilor. Daca pe parcursul\nderularii prezentului CCM partile nu cad de acord asupra prelungirii,\nmodificarii, suspendarii sau anularii sale, CCM in forma valabila la momentul\nrespectiv va continua sa se aplice. Pentru evitarea oricarui dubiu,\nreprezentantii salariatilor nu au dreptul sa declanseze conflicte de munca\nlegate de modificarile propuse la prezentul contract.",{"bindId":68,"name":69,"text":70},"longtermillness","7)In cazul in care salariatii ACCENTURE ","7)In cazul in care salariatii ACCENTURE MANAGED SERVICES S.R.L. au suferit\npierderi insemnate in gospodariile proprii ca urmare a unor calamitati naturale\nsau in cazul in care salariatii sau membrii lor de familie (sot, sotie, copii\naflati in intretinere sau parintii salariatului care locuiesc impreuna cu\nacesta) sufera de o boala incurabila sau grava, ori au avut un accident ce\npresupune un program prelungit de recuperare medicala se pot acorda ajutoare\nsociale. Aceste ajutoare necesita aprobarea reprezentantilor legali ai\nSocietatii.",{"bindId":72,"name":73,"text":74},"MEDICAL_trigger","CAPITOLUL IV CONDIȚIILE DE MUNCĂ, SECURI","CAPITOLUL IV\n\nCONDIȚIILE DE MUNCĂ, SECURITATE ȘI SANATATE IN MUNCA",{"bindId":76,"name":77,"text":78},"WORKFAM_trigger","3)Concediu de maternitate •Concediul mat","3)Concediu de maternitate\n\n•Concediul maternal este concediu medical, si este acordat pe baza unui\ncertificat medical, eliberat de către medic.\n\n•Certificatul medical trebuie avizat conform precizarilor de la punctul\n2.\n\n•Perioada de concediu de maternitate se acorda conform prevederilor legale\nin vigoare. Aceasta perioada poate fi acordată pentru maxim 126 de zile\ninainte si dupa nastere, din care obligatoriu cel putin 42 de zile\ncalendaristice trebuie să fie luate după nașterea copilului.\n\n•Dupa efectuarea celor 126 de zile de concediu de sarcina si lehuzie,\nangajatul poate solicita concediu de cresterea si ingrijirea copilului conform\nlegislatiei si procedurilor interne ale Societatii in vigoare sau poate sa\nsolicite revenirea la lucru.\n\n4)Concediu pentru cresterea copilului :\n\n•Este prevazut de către legislația română in vigoare;\n\n•Concediul de îngrijire a copilului poate fi acordat pe o perioada de\nmaxim doi ani sau de maxim trei ani in cazul copilului cu handicap;\n\n•Se acorda angajaților pe bază de cerere ;\n\n•În perioada concediului de îngrijire a copilului, contractul individual\nde muncă este suspendat;\n\n•La solicitare, concediul pentru ingrijirea copilului poate fi acordat si\ntatalui, daca indeplineste conditiile cerute de lege si mama renunta la acesta\n;\n\n•Stagiul de cotizare obligatoriu pentru concediul pentru cresterea\ncopilului este de 12 luni anterioare nasterii copilului. Daca stagiul de\ncotizare nu este indeplinit, nu se poate beneficia de plata acestui\nconcediu.\n\nPrevederile de mai sus referitoare la concediul medical, concediul de\nmaternitate si concediul pentru ingrijirea copilului se vor adapta prevederilor\nlegislative in vigoare cu respectarea procedurilor interne ale Societatii.\nVarianta actualizata a acestor reglmentari va fi publicata pe pagina de\nIntranet al departamentului de Resurse Umane.",{"bindId":80,"name":81,"text":82},"childcaresubsidy","•Gradinita si after-school (decontarea a","•Gradinita si after-school (decontarea a 50% din valoarea facturii, pana\nla 300 RON \u002F copil\u002F luna ).",{"bindId":84,"name":85,"text":86},"GENEQ_trigger","Art. 17. Societatea va oferi oportunitat","Art. 17. Societatea va oferi oportunitati si tratament egale pentru femei si\nbarbati in relatiile de munca. Este interzisa orice discriminare directa sau\nindirecta bazata pe criterii de apartenenta la un anumit sex, hartuirea sau\nhartuirea sexuala, astfel cum sunt reglementate de Legea nr. 202\u002F 2002 privind\negalitatea de sanse intre femei si barbati. Persoana care se considera victima\na unei fapte de discriminare poate sesiza Conducerea",{"bindId":88,"name":89,"text":90},"green_trigger","a)asigurarea conditiilor de mediu (ilumi","a)asigurarea conditiilor de mediu (iluminat, microclimat, zgomot, vibratii,\ntemperatura, aerisire, umiditate, expunerea la radiatii - electromagnetice,\nradio, etc);",{"bindId":92,"name":93,"text":93},"WORKHOURS_trigger","TIMPUL DE LUCRU",{"bindId":95,"name":96,"text":97},"MAXHOURS_trigger","2.Durata maximă legală a timpului de mun","2.Durata maximă legală a timpului de muncă nu poate depăși în medie 48\nde ore pe săptămână, inclusiv orele suplimentare, într-o perioadă de\nreferintă de 4 luni.",{"bindId":99,"name":100,"text":101},"PAIDLEAV_trigger","1)Concediul de odihnă : •Fiecare angajat","1)Concediul de odihnă :\n\n•Fiecare angajat al companiei are dreptul la 24 zile de concediu de odihna\npe an, indiferent daca sunt angajati cu norma intreaga sau cu timp partial, la\ncare se adauga concediul de odihna suplimentar. Se acorda concediu suplimentar\nde 1 zi pentru fiecare 5 ani vechime impliniti in companie cumulat cu vechimea\nin SC Alcatel-Lucent Romania SRL si SC Wipro Technologies Romania SRL pentru\nangajatii transferati din cadrul SC Wipro Technologies Romania SRL si SC\nAlcatel-Lucent Romania SRL pentru angajati transferati din aceasta societate,\nconform procedurii interne de concedii.",{"bindId":103,"name":104,"text":105},"bankholidays1","Art. 18. 1) Durata normala a timpului de","Art. 18. 1) Durata normala a timpului de lucru este de 8 ore pe zi si\nrespectiv de 40 ore pe saptamâna de luni pana vineri. Formele de organizare a\ntimpului de lucru sunt enumerate in anexa 9.\n\n2)Angajatii aflati in deplasare in interes de serviciu in alte tari decat\nRomania vor beneficia de programul de lucru al tarii in care se afla in limita\na 40 de ore saptamanal.\n\n3)In functie de specificul activitatii la anumite locuri de munca pot fi\nstabilite forme specifice de organizare a timpului de lucru (flexibil, decalat,\nin schimburi, individualizat). Modul de aplicare precum si detalierea formelor\nspecifice de organizare a timpului de lucru sunt prevazute in anexa 9.\n\n4)In afara de zilele de repaus saptamânal, salariatii beneficiaza de zile\nlibere în zilele de sarbatori legale si religioase, dupa cum urmeaza:\n\n-1 si 2 Ianuarie;\n\n-prima si a doua zi de Pasti ;\n\n-1 Mai;\n\n-prima si a doua zi de Rusalii;\n\n-15 August;\n\n-30 Noiembrie;\n\n-1 Decembrie;\n\n-25 si 26 Decembrie;",{"bindId":107,"name":108,"text":109},"flexible_work_options","ANEXA 9 FORME DE ORGANIZARE A TIMPULUI D","ANEXA 9\n\nFORME DE ORGANIZARE A TIMPULUI DE MUNCA\n\nProgramul de lucru normal\n\n•Programul de lucru standard al angajatilor este intre orele 9:00 - 18:00,\nde Luni pana Vineri. Poate fi stabilit si un alt program de lucru de catre\nmanagerul centrului („Managerul Centrului”)\u002F Managerul Direct, in functie\nde necesitatile proiectului la care lucreaza un salariat. In situatia in care\nnoul program propus de catre societate implica decalarea orei de incepere a\nactivitatii cu mai mult de 2 ore fata de programul standard, modificarea\nprogramului de lucru se va face cu acordul scris al salariatilor impactati.\nOrice modificare a programului de lucru va fi adusa la cunostinta salariatilor\ncu cel putin 30 de zile calendaristice inainte de implementarea efectiva.\n\n•In situatia in care zilele de repaus saptamanal sunt acordate in alte\nzile decat sambata si duminica, salariatii beneficiaza un spor la salariu in\ncuantum 5% la salariul de baza, pentru fiecare zi de weekend decalata fata de\nprogramul standard definit mai sus (daca salariatul are ambele zile de repaus\nsaptamanal in alte zile decat sambata si duminica, acesta va beneficia de un\nspor la salariu in cuantum de 10%)\n\n•Salariatii beneficiaza de o pauza de pranz de 60 de minute, luata oricand\nintre orele 11:30 am si 14:30 pm. In situatia in care specificul activitatii nu\npermite incadrarea in intervalul anterior, pauza de pranz se poate lua si in\nalte intervale orare. Pauza de pranz nu este considerata o parte a programului\nde lucru.\n\nProgramul de lucru inegal\n\nConform prevederilor legii si ale procedurilor interne ale Societatii.\n\nProgramul de lucru individualizat\n\n•La solicitarea salariatilor societatea poate acorda programe de lucru\nindividualizate cu conditia ca solicitarile sa aiba motive temeinice si sa nu\nprejudicieze grav activitatea desfasurata.\n\nTimpul redus de munca\n\n•Poate fi acordat angajatelor femei, in timpul perioadei de graviditate la\nrecomandarea medicului de medicina muncii.\n\n•Angajata - pe baza unui certificat eliberat de catre medic - poate sa\nsolicite un timp de lucru redus la 6 ore\u002Fzi, acest lucru neinfluentand plata\nlunara.\n\n•De asemenea acest lucru se poate aplica, la cerere, si femeilor angajate\ndaca se intorc la lucru din timpul de ingrijire a copilului oferit de catre\nlegislatia romaneasca (maxim 2 ani dupa nastrea copilului). Daca angajata se\nintoarce la munca in timpul acestei perioade,poate beneficia de un timp redus\nde munca (6 ore\u002Fzi in loc de 8 ore\u002Fzi) acest lucru neinfluentand plata lunara\n.",{"bindId":111,"name":112,"text":113},"incidentalbonusamount1","3.1Parte fixa 3.1.1Data plata: 20 decemb","3.1Parte fixa\n\n3.1.1Data plata: 20 decembrie\n\n3.1.2Valoare: 1250 lei brut",{"bindId":115,"name":116,"text":117},"incidentalbonustype2sec","2.1Data plata: 12 iunie 2.2Perioada de r","2.1Data plata: 12 iunie\n\n2.2Perioada de referinta pentru procesul de evaluare Mid Year Evaluation\neste perioada evaluata sept- feb (6 luni)\n\n2.3Valoare:\n\n2.3.1Salariatilor care au obtinut calificativul Consistent in cadrul\nprocesului de evaluare « Mid Year Evaluation » li se va acorda o prima in\nvaloare 5% din totalul salariilor brute din perioada de referinta\n\n2.3.2Salariatilor care au obtinut calificativul Above in cadrul procesului\nde evaluare « Mid Year Evaluation » li se va acorda o prima in valoare 6% din\ntotalul salariilor brute din perioada de referinta\n\n2.3.3Salariatilor care au obtinut calificativul Significantly Above in\ncadrul procesului de evaluare « Mid Year Evaluation » li se va acorda o prima\nin valoare 7% din totalul salariilor brute din perioada de referinta\n\n2.4Conditii acordare\n\n2.4.1sunt eligibili pentru acordarea acestei prime salariatii evaluati in\ncadrul procesului de Mid year Evaluation care au obtinut minim calificativul\nConsistent\n\n2.4.2nu sunt eligibili pentru acordarea acestei prime salariatii evaluati in\ncadrul procesului de Mid year Evaluation care au obtinut calificativul Below\n\n2.4.3Salariatii angajati in perioada decembrie - februarie nu sunt eligibili\npentru a fi evaluati in cadrul procesului de Mid Year Evaluation.\n\nPentru aceștia, suma salariilor brute pentru lunile\n\nneevaluate va fi adaugata la baza de calcul partii variabile a Primei de\nCraciun\n\n2.4.4Perioadele in care salariatii s-au aflat concediu fara plata \u002Fconcediu\nmedical pe o durata mai mare de 30 de zile nu intra in totalul salariilor brute\ndin perioada de referinta, cuantumul acestora proratandu-se cu perioada efectiv\nlucrata",{"bindId":119,"name":120,"text":121},"NOCTPREM_trigger","6.Daca orele suplimentare sunt efectuate","6.Daca orele suplimentare sunt efectuate noaptea (intre 22.00 si 06.00 AM)\nsporul aferent orelor suplimentare se cumuleaza cu sporul de noapte in procent\nde 25% din salariul de baza aferent numarului de ore de noapte lucrate. Sporul\npentru ore de noapte se acorda in cazul in conditiile legii.",{"bindId":123,"name":124,"text":125},"OVERTIME_trigger","5.Compensarea orelor suplimentare efectu","5.Compensarea orelor suplimentare efectuate de salariat se face de regula\nprin ore libere platite in urmatoarele 60 de zile, dupa efectuarea acestora.\nNumarul de ore libere platite acordate este egal cu numarul orelor efectuate\npeste programul normal de lucru. Daca orele suplimentare sunt prestate in zile\nlibere si sarbatori legale, numarul de ore libere platite acordate este dublul\norelor efectuate . Obligatia contorizarii numarului de ore suplimentare\nefectuate respectiv numarului de ore libere de compensat revine responsabilului\ndirect.\n\nIn cazul in care compensarea prin ore libere platite nu este posibila in\ntermenul de 60 de zile prevazut mai sus, munca suplimentara va fi platita\nsalariatului prin adaugarea unui spor la salariu, corespunzator duratei\nacesteia, dupa cum urmeaza :\n\n-pentru orele lucrate suplimentar peste programul normal de lucru asa cum\neste acesta definit in prezentul CCM, un spor de 100% din salariul de baza;\n\n-pentru orele suplimentare prestate în zilele de repaus saptamanal, se va\nacorda un spor de 100% la salariul de baza si o zi libera (inclusa in repausul\nsaptamanal obligatoriu);\n\n-pentru orele suplimentare prestate în zilele de sărbători legale sau\nreligioase, se va acorda un spor de 100% la salariul de baza si un numar de ore\nlibere egale cu numarul orelor suplimentare efectuate;\n\n6.Daca orele suplimentare sunt efectuate noaptea (intre 22.00 si 06.00 AM)\nsporul aferent orelor suplimentare se cumuleaza cu sporul de noapte in procent\nde 25% din salariul de baza aferent numarului de ore de noapte lucrate. Sporul\npentru ore de noapte se acorda in cazul in conditiile legii.",{"bindId":127,"name":128,"text":129},"COMMUTE_trigger","•Angajatorul ramburseaza maxim 90 RON \u002Fl","•Angajatorul ramburseaza maxim 90 RON \u002Fluna din costul abonamentelor cu\ntransportul in comun",{"bindId":131,"name":132,"text":133},"mealvouchers","•Tichete de masa - tichete de masa , cat","•Tichete de masa - tichete de masa , cate unul pentru fiecare zi lucrată\n, dar în limita zilelor lucratoare din lună. In situatia in care tichetele de\nmasa vor fi indexate prin lege, societatea la va indexa corespunzator incepand\ncu prima luna de dupa aprobarea legislativa.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>366361851-Ccm-Sc-Accenture-Managed-Services-Srl - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Data de începere: → 2015-04-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Data de încheiere: → 2017-04-01\u003C\u002Fdiv>\n            \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                Denumire industrie: → Consultanţă juridică şi economică, activităţi de business\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Denumire industrie: → Activităţi de consultanţă pentru afaceri şi management  \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Sector public\u002Fprivat: → în sectorul privat\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Încheiat de către:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Nume societate: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Nume sindicat: → \n\n                \n                    \n                    \u003Cspan>\n                        \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\">ASIGURĂRI SOCIALE ŞI PENSII\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Contribuţia angajatorului la fondul de pensii pentru angajaţi: → Nu\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Contribuţia angajatorului la fondul pentru persoane cu handicap pentru angajaţi: → Nu\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Contribuţia angajatorului la fondul pentru şomaj pentru angajaţi: → Da\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">FORMARE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Programe de formare: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Ucenicii: → Nu\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Contribuţia angajatorului la fondul de formare pentru angajaţi: → Nu\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">BOLI ŞI INFIRMITATE\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Dispoziţii cu privire la revenirea la locul de muncă după boală pe termen lung, ex. tratament pentru cancer: → Da\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Concediu plătit pentru ciclul menstrual: → Nu\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Plată în caz de invaliditate ca urmare a accidentelor de muncă: → Da\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SĂNĂTATE ŞI SIGURANŢĂ ŞI ASISTENŢĂ MEDICALĂ\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Asistenţă medicală stabilită: → Nu\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Asistenţă medicală pentru rude stabilită: → Nu\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribuţie la asigurările de sănătate stabilită: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Asigurare medicală pentru rude stabilită: → Nu\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Politică pentru sănătate şi securitate stabilită: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Formare pentru sănătate şi securitate stabilită: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Îmbrăcăminte de protecţie stabilită: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Vizite medicale sau consultaţii regulate sau anuale suportate de către angajator: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitorizarea solicitării musculo-scheletale la staţiile de lucru, riscuri profesionale şi\u002Fsau relaţia dintre muncă şi sănătate: → The relationship between work and health\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Ajutor pentru înmormântare: → Da\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">DISPOZIŢII PRIVIND MUNCA ŞI FAMILIA\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Concediu de maternitate plătit: → 16.8 săptămâni\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Siguranţa locului de muncă după concediul de maternitate: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Interzicerea discriminării legate de maternitate: → Nu\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Interzicerea supunerii salariatelor gravide sau care alăptează la munci periculoase sau nesănatoase: → Nu\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Evaluarea riscurilor la locul de muncă privind securitatea şi sănătatea femeilor gravide sau care alăptează: → Nu\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Disponibilitatea alternativelor la locurile de muncă periculoase sau nesănătoase pentru salariatele gravide sau care alăptează: → Da\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Dispensă pentru consultaţii prenatale: → Nu\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Interzicerea screeningului pentru sarcină înainte de reglementarea lucrătorilor non-standard: → Nu\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Interzicerea screeningului pentru sarcină înainte de promovare: → Nu\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilităţi pentru mamele care alăptează: → Nu\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Facilităţi oferite de angajator pentru îngrijirea copiilor: → Nu\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Facilităţi subvenţionate de angajator pentru îngrijirea copiilor: → Da\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Şcolarizare\u002Fsubvenţii monetare pentru educaţia copiilor: → Nu\u003C\u002Fdiv>\n   \n            \n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Durata concediului în zile, în cazul decesului unei rude: → 3 zile\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">ASPECTE LEGATE DE EGALITATEA DINTRE FEMEI ŞI BĂRBAŢI\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Remunerare egală pentru muncă de valoare egală: → Nu\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Clauze ale discriminării la locul de muncă: → Da\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Şanse egale pentru promovarea în rândul femeilor: → Nu\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Şanse egale pentru formare şi recalificare în rândul femeilor: → Nu\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Ofiţer din partea sindicatului pentru egalitatea dintre femei şi bărbaţi la locul de muncă: → Nu\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauze privind hărţuirea sexuală la locul de muncă: → Da\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauze privind violenţa la locul de muncă: → Da\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Concediu special pentru angajaţii supuşi violenţei domestice sau în cuplu: → Nu\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Sprijin pentru femeile angajate cu handicap: → Nu\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitorizarea egalităţii între femei şi bărbaţi: → Nu\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">CONTRACTE DE MUNCĂ\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Durata perioadei de probă: → The CBA explicitly refers to the law zile\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Angajaţii cu fracţiune de normă excluşi de la orice dispoziţie: → Nu\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Dispoziţii cu privire la angajaţii cu timp parţial: → Nu\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Ucenicii excluşi de la orice dispoziţie: → Nu\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijoburi\u002Flocuri de muncă pentru studenţi excluse din orice dispoziţie: → Nu\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">ORE DE LUCRU, PROGRAME ŞI SĂRBĂTORI\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Ore de lucru per zi: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Ore de lucru per săptămână: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Zile de lucru per săptămână: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Nr. maxim de ore suplimentare: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Concediu anual plătit: → 24.0 zile\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Concediu anual plătit: →  săptămâni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-bankholidays2\">\n                Sărbători legale plătite: → Ziua Marii Uniri \u002F Ziua Națională (1 Decembrie), 1 Mai\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Perioadă de repaus de cel puţin o zi pe săptămână stabilită: → Da\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Numărul maxim de duminici\u002Fsărbători legale care pot fi lucrătoare într-un an: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Concediu plătit pentru activităţi de sindicat: → -10.0 zile\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Concediu plătit pentru participarea la procese sau pentru atribuţii administrative: → 1.0 zile\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Dispoziţii privind regimul de lucru flexibil: → Da\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">SALARII\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Salarii determinate prin intermediul grilei de salarizare: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Dispoziţie ca salariile minime stabilite de guvern să fie respectate obligatoriu: → Nu\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageperiod\">\n                Salariu minim convenit per: → Months\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-lowwageamount\">\n                Salariu minim: → RON 1500.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Ajustare pentru creşterea costurilor de trai: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Creştere a salariului\u003C\u002Fh4>\n                \u003Cdiv id=\"display-wageincreaseperc1\">\n                    Creştere a salariului: → 5.0 %\n                \u003C\u002Fdiv>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Plată suplimentară unică\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Plată suplimentară unică: → RON 1250.0 %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Plată suplimentară unică datorită performanţelor companiei: → Nu\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Plata suplimentară unică are loc: → 2015-12\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Primă pentru munca de seară sau noapte\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Primă pentru munca de seară sau noapte: → 125 % din salariul de bază\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Primă doar pentru munca de noapte: → Da\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Primă pentru orele suplimentare de lucru\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Primă pentru muncă în zile de duminică\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Primă pentru muncă în zile de duminică: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Alocaţie pentru deplasarea la locul de muncă\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Alocaţie pentru 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