[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fkolektivna-zmluva\u002Fcollective-agreement-on-trade-activities-of-slovenia-2018-2024":3,"menu:\u002Fsk-sk:":422,"sites:htmlblocks":587,"cite-subsites":2026,"subsites":5640,"footer:root":6117,"cite-footer:root":6216,"suggested:root":6255},{"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":402,"content_type_view":403,"extra_breadcrumbs":404,"body":406,"body_blocks":417,"related_pages":421},3829,"kolektivna-zmluva","Kolektívna zmluva",null,"","\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fkolektivna-zmluva","collective_agreements.collectiveagreementoverview","sk_SK","2025-08-20T17:17:40.978692+00:00","2026-04-02T10:57:35.811826+00:00","\u002Fcms\u002Fpages\u002F3829\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Slovensko","sk-sk",{"title":20,"slug":21},"Práca na Slovensku","praca-na-slovensku",{"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\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fkolektivna-zmluva\u002F","index, follow","website","summary_large_image","2025-08-20T19:17:40.978692+02:00","2026-04-02T12:57:35.979909+02:00",{"cba":32,"clauses":44,"details":400,"translations":401},{"id":33,"uid":34,"url":35,"name":36,"locale":37,"override_title":8,"title":38,"browser_title":39,"browser_description":40,"text":41},"collective-agreement-on-trade-activities-of-slovenia-2018-2024","d1d650d4-6f40-11ef-bb57-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fslovenia\u002Fcollective-agreement-on-trade-activities-of-slovenia-2018-2024\u002Fcollective-agreement-on-trade-activities-of-slovenia-2018-2024\u002F","Collective agreement on trade activities of Slovenia, 2018 - 2024","sl_SI","Collective agreement on trade activities of Slovenia, 2018 - 2024 - 2018","Slovenia - Collective agreement on trade activities of Slovenia, 2018 - 2024 - 2018","Collective agreement on trade activities of Slovenia, 2018 - 2024 - 2018 - Obchod a služby v oblasti motorových vozidiel, Veľkoobchod, Maloobchod",{"name":42,"data":43},"2018_2024_CBA_Retail_trade.html","\n\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New11\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>Opozorilo: Neuradno prečiščeno besedilo predpisa predstavlja zgolj\ninformativni delovni pripomoček, glede katerega organ ne jamči odškodninsko\nali kako drugače.\u003C\u002Fp>\n\n\u003Cp>Neuradno prečiščeno besedilo Kolektivne pogodbe dejavnosti trgovine\nSlovenije\u003C\u002Fp>\n\n\u003Cp>obsega:\u003C\u002Fp>\n\n\u003Cp>-Kolektivno pogodbo dejavnosti trgovine Slovenije (Uradni list RS, št.\n52\u002F18 z dne 27. 7.\u003C\u002Fp>\n\n\u003Cp>2018),\u003C\u002Fp>\n\n\u003Cp>-Spremembe h Kolektivni pogodbi dejavnosti trgovine Slovenije (Uradni list\nRS, št. 155\u002F22 z dne 9. 12. 2022),\u003C\u002Fp>\n\n\u003Cp>-Aneks številka 2 h Kolektivni pogodbi dejavnosti trgovine Slovenije\n(Uradni list RS, št.\u003C\u002Fp>\n\n\u003Cp>2\u002F24 z dne 12. 1. 2024).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>K O L E K T I V N A P O G O D B A\u003C\u002Fh1>\n\n\u003Ch1>dejavnosti trgovine Slovenije (neuradno prečiščeno besedilo št. 2)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>I.SPLOŠNE DOLOČBE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.člen\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-covercountry\">\u003Ch3>Krajevna veljavnost kolektivne pogodbe\u003C\u002Fh3>\n\n\u003Cp>Kolektivna pogodba velja za območje Republike Slovenije.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignsingle\">\u003Ch3>2.člen\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignmultiple\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignmultiplesignatory\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignmultiple\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMEMPL_1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbasignmultiple\">\u003Ch3>Stvarna veljavnost kolektivne pogodbe\u003C\u002Fh3>\n\n\u003Cp>(1) Kolektivna pogodba velja za vse delodajalce, člane podpisnikov, ki\nimajo skladno z zakonom registrirano (opredeljeno) področje trgovinske\ndejavnosti G, v okviru oddelkov Standardne klasifikacije dejavnosti:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SECTOR1\">\u003Cp>-45 Trgovina z motornimi vozili in popravila motornih vozil,\u003C\u002Fp>\n\n\u003Cp>-46 Posredništvo in trgovina na debelo, razen z motornimi vozili in\u003C\u002Fp>\n\n\u003Cp>-47 Trgovina na drobno, razen z motornimi vozili in jo opravljajo kot glavno\ndejavnost.\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SECTOR1\">\u003Cp>Podroben seznam dejavnosti po skupinah, razredih in podrazredih, za katere\nvelja ta kolektivna pogodba je v Prilogi I te kolektivne pogodbe in je njen\nsestavni del.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_trigger\">\u003Cp>(2) Delodajalec in sindikat v posamezni družbi se lahko dogovorita, da se\nza odvisne družbe uporablja kolektivna pogodba, ki velja za obvladujočo\ndružbo. Če sindikata v odvisni družbi ni, lahko delodajalec to uredi s\nsplošnim aktom.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.člen Osebna veljavnost\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup2\">\u003Cp>(1)Kolektivna pogodba velja za vse delavce, ki opravljajo delo pri\ndelodajalcih iz prejšnjega člena te pogodbe v obsegu, kot to določa veljavni\nzakon, ki ureja delovna razmerja.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(2)Za poslovodne osebe, prokuriste in vodilne delavce velja ta kolektivna\npogodba, razen če so s pogodbo o zaposlitvi med delodajalcem in takšno osebo\ndoločena razmerja, pravice, dolžnosti ali odgovornosti urejene drugače.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)Kolektivna pogodba se uporablja za dijake in študente na praktičnem\nusposabljanju v vsebini, ki je v kolektivni pogodbi posebej določena.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4.člen Časovna veljavnost\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cp>(1)Veljavnost kolektivne pogodbe se podaljša za tri mesece, to je do 31. 3.\n2024.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>(2)Kolektivna pogodba začne veljati 15. 8. 2018.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(3)Po prenehanju veljavnosti te kolektivne pogodbe se do sklenitve nove,\nvendar najdlje eno leto, še naprej uporabljajo določbe normativnega dela te\nkolektivne pogodbe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.člen\u003C\u002Fh3>\n\n\u003Ch3>Fundacija za izboljšanje zaposlitvenih možnosti in izobraževanja\ndelavcev in delodajalcev\u003C\u002Fh3>\n\n\u003Cp>(1)Za izboljšanje konkurenčnosti, možnosti ohranitve zaposlitve in\nzaposlitvenih možnosti ranljivih oziroma drugih dogovorjenih skupin delavcev\nse najmanj po en podpisnik vsake pogodbene stranke lahko dogovorita o\nustanovitvi fundacije.\u003C\u002Fp>\n\n\u003Cp>(2)Namen fundacije je namensko zbiranje sredstev za pomoč delodajalcem pri\nrazvoju konkurenčnosti in zagotavljanju potrebnih aktivnosti za dvig znanja,\nveščin in splošne razgledanosti in s tem lažje zaposljivosti delavcev v\ndejavnosti.\u003C\u002Fp>\n\n\u003Cp>(3)V okviru delovanja fundacije si bosta stranki te kolektivne pogodbe, z\nnamenom izboljšanja ravni varnosti in zdravja pri delu prizadevali za dvig\nozaveščenosti in pomena varnega in zdravega dela, tako da bosta skupaj in\nvsaka posebej pripravljali in izvajali aktivnosti z namenom zmanjševanja\ntveganj iz tega naslova, in sicer z ozaveščanjem, usposabljanjem,\nizobraževanjem ter razvijanjem ustreznih orodij in metod za dvig varnosti in\nzdravja pri delu.\u003C\u002Fp>\n\n\u003Cp>(4)Financiranje aktivnosti iz tega člena, način pridobivanja sredstev prek\nrazličnih državnih institucij in javnih razpisov, koordinacija delovanja in\nspremljanje namembnosti uporabe sredstev, se določi v pravilih fundacije.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.člen\u003C\u002Fh3>\n\n\u003Ch3>Pozitivna izvedbena dolžnost\u003C\u002Fh3>\n\n\u003Cp>Stranki kolektivne pogodbe si morata z vsemi sredstvi, ki so jima na voljo,\nprizadevati za pravilno izvrševanje te kolektivne pogodbe in spoštovanje\nnjenih določb.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7.člen\u003C\u002Fh3>\n\n\u003Ch3>Negativna izvedbena dolžnost\u003C\u002Fh3>\n\n\u003Cp>Stranki sta dolžni opustiti vsako dejanje, ki bi nasprotovalo izvrševanju\nte kolektivne pogodbe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8.člen\u003C\u002Fh3>\n\n\u003Ch3>Reševanje kolektivnih sporov individualnih delovnih sporov\u003C\u002Fh3>\n\n\u003Cp>Postopek reševanja kolektivnih sporov in individualnih delovnih sporov je\nurejen v Prilogi II te kolektivne pogodbe in je njen sestavni del.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9.člen\u003C\u002Fh3>\n\n\u003Ch3>Razlaga kolektivne pogodbe\u003C\u002Fh3>\n\n\u003Cp>(1)Stranki te kolektivne pogodbe imenujeta strokovno komisijo, in sicer vsak\npodpisnik, po enega člana in namestnika, iz vrst članov, ki so sodelovali pri\npogajanjih.\u003C\u002Fp>\n\n\u003Cp>(2)Strokovna komisija soglasno sprejema priporočila za razlago te\nkolektivne pogodbe in pripravlja strokovne predloge za spreminjanje in\ndopolnjevanje te kolektivne pogodbe v okviru danih predlogov. Priporočila in\nstrokovne predloge pošlje strankama te kolektivne pogodbe za sprejem razlage\nali ureditev določenega vprašanja.\u003C\u002Fp>\n\n\u003Cp>(3)Komisija iz prvega odstavka tega člena se konstituira najkasneje v roku\n30 dni po sklenitvi te kolektivne pogodbe. Komisija o načinu sprejemanja\npriporočil in strokovnih predlogov oziroma o načinu sprejemanja odločitev\nter o načinu dela na prvi seji sprejme poslovnik o delu komisije. Delo\nstrokovne komisije vodi predsednik, ki se za vsako pretečeno leto od začetka\ndelovanja izvoli izmed članov druge pogodbene stranke.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>II.NORMATIVNI DEL\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitytxt\">\u003Ch3>II. 1. Splošno\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-equalitymonitoring\">\u003Ch3>10.člen Pomen izrazov\u003C\u002Fh3>\n\n\u003Cp>(1)V kolektivni pogodbi uporabljena izraza »delodajalec« in »delavec«,\nzapisana v moški spolni slovnični obliki, sta uporabljena kot nevtralna za\nženske in moške.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(2)Nosilec dejavnosti je fizična oseba, ki je kot lastnik vpisana v sodni\n(poslovni)\u003C\u002Fp>\n\n\u003Cp>register.\u003C\u002Fp>\n\n\u003Cp>(3)Družinski člani delavca so:\u003C\u002Fp>\n\n\u003Cp>-zakonec oziroma oseba, ki je zadnji dve leti pred sklenitvijo pogodbe o\nzaposlitvi živela z delodajalcem v življenjski skupnosti, ki je po predpisih\no zakonski zvezi in družinskih razmerjih v pravnih posledicah izenačena z\nzakonsko zvezo, oziroma partner v registrirani istospolni skupnosti (v\nnadaljnjem besedilu: zakonec ali zunajzakonski partner),\u003C\u002Fp>\n\n\u003Cp>-otroci, posvojenci in otroci zakonca ali zunajzakonskega partnerja,\u003C\u002Fp>\n\n\u003Cp>-starši – oče, mati, zakonec ali zunajzakonski partner starša,\nposvojitelj ter\u003C\u002Fp>\n\n\u003Cp>-bratje in sestre.\u003C\u002Fp>\n\n\u003Cp>(4)Vodilni delavec je tisti delavec, ki vodi poslovno področje ali\norganizacijsko enoto pri delodajalcu in ima pooblastila za sklepanje pravnih\nposlov ali za samostojne kadrovske in organizacijske odločitve. Delodajalec\njih določi s statutom, aktom o ustanovitvi družbe, družbeno pogodbo oziroma\npogodbo o ustanovitvi družbe, zadružnimi pravili, s sklepom ali sistemizacijo\ndelovnih mest.\u003C\u002Fp>\n\n\u003Cp>(5)Splošni akt je akt delodajalca, ki na splošen način ureja posamezna\nvprašanja v zvezi z delovnimi razmerji v skladu z zakonom.\u003C\u002Fp>\n\n\u003Cp>(6)Izraz »organizacijska enota« pomeni podjetje kot celoto oziroma njegov\nsestavni del, ki združuje delavce pri opravljanju določenega delovnega\nprocesa. Organizacijske enote določi delodajalec.\u003C\u002Fp>\n\n\u003Cp>(7)Akt o sistemizaciji delovnih mest je splošni akt delodajalca, ki določa\ndelovna mesta in\u002Fali vrsto dela, pogoje za opravljanje dela na posameznem\ndelovnem mestu in\u002Fali vrsto dela ter opis del in nalog posameznega delovnega\nmesta, ki se uvrščajo v isto vrsto dela.\u003C\u002Fp>\n\n\u003Cp>(8)Vrsta dela je skupek opravil, del in nalog sorodnih ali primerljivih\ndelovnih mest, za katera se zahtevajo enaki pogoji za opravljanje dela v skladu\nz določbami te kolektivne pogodbe in\u002Fali akta o sistemizaciji.\u003C\u002Fp>\n\n\u003Cp>(9)Delovno mesto je najmanjša organizacijska enota v strukturi delodajalca,\nv okviru katere se izvajajo posamezne naloge.\u003C\u002Fp>\n\n\u003Cp>(10)V kolektivni pogodbi uporabljen izraz zakon pomeni zakon, ki ureja\ndelovna\u003C\u002Fp>\n\n\u003Cp>razmerja.\u003C\u002Fp>\n\n\u003Cp>(11)Različne pravne norme iste ravni se razlagajo v korist delavca. Uporabi\nse\u003C\u002Fp>\n\n\u003Cp>tista pravna norma (ne glede na njeno raven), ki je v korist delavca, če ne\ngre za kogentne pravne norme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>11.člen\u003C\u002Fh3>\n\n\u003Ch3>Posebnosti ureditve za manjše delodajalce\u003C\u002Fh3>\n\n\u003Cp>Za manjšega delodajalca veljajo izjeme, kot jih opredeljuje ta kolektivna\npogodba.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12.člen\u003C\u002Fh3>\n\n\u003Ch3>Pooblastila za odločanje\u003C\u002Fh3>\n\n\u003Cp>(1)Poslovodne osebe delodajalca lahko za odločanje o urejanju in izvajanju\npravic, obveznosti in odgovornosti delavcev pooblastijo tudi druge delavce (v\nnadaljnjem besedilu: pooblaščeni delavec).\u003C\u002Fp>\n\n\u003Cp>(2)Delodajalec mora o pooblaščenih delavcih in obsegu pooblastil za\nvsakega izmed njih obvestiti delavce na način, ki je običajen pri delodajalcu\n(oglasne deske, glasilo, intranet in podobno).\u003C\u002Fp>\n\n\u003Cp>(3)Delodajalec mora na podlagi pisne zahteve sindikalnega zaupnika\nsindikatu, katerega član je delavec, v roku treh delovnih dni, posredovati\ndokazilo o pooblaščenem delavcu in obsegu njegovih pooblastil.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>II. 2. Pravice in obveznosti delodajalca in delavcev\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Ch3>13.člen Razvrstitev del\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>(1)Glede na zahtevnost se dela in\u002Fali vrste del praviloma razvrstijo v:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1_txt\">\u003Cp>I.tarifni razred (enostavna dela):\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Pomožna in enostavna dela, za katera se praviloma ne zahteva posebnih\nznanj.\u003C\u002Fp>\n\n\u003Cp>II.tarifni razred (manj zahtevna dela):\u003C\u002Fp>\n\n\u003Cp>Manj zahtevna dela, za katera se praviloma pričakuje znanje, pridobljeno z\nosnovno šolo in krajšim eno ali večmesečnim usposabljanjem ali ustrezno\nznanje s pridobljenimi izkušnjami za opravljanje dela.\u003C\u002Fp>\n\n\u003Cp>III.tarifni razred (srednje zahtevna dela):\u003C\u002Fp>\n\n\u003Cp>Srednje zahtevna dela, za katera se praviloma pričakuje znanje, pridobljeno\nz dvema letoma javno priznanega poklicnega ali strokovnega izobraževanja ali\nustrezno znanje s pridobljenimi izkušnjami za opravljanje dela.\u003C\u002Fp>\n\n\u003Cp>IV.tarifni razred (zahtevna dela):\u003C\u002Fp>\n\n\u003Cp>Dela, ki jih delavci opravljajo samostojno in za katera se praviloma\npričakuje znanje, pridobljeno s tremi leti javno priznanega poklicnega ali\nstrokovnega izobraževanja ali ustrezno znanje s pridobljenimi izkušnjami za\nopravljanje dela.\u003C\u002Fp>\n\n\u003Cp>V.tarifni razred (bolj zahtevna dela):\u003C\u002Fp>\n\n\u003Cp>Dela, ki jih delavci opravljajo samostojno, organizirajo in izvajajo proces\ndela organizacijskih enot, ali dajejo navodila za delo in za katera se\npraviloma pričakuje znanje, pridobljeno s štirimi ali petimi leti javno\npriznanega poklicnega ali strokovnega izobraževanja in mojstrski, delovodski\nali poslovodski izpit ali ustrezno znanje s pridobljenimi izkušnjami za\nopravljanje dela.\u003C\u002Fp>\n\n\u003Cp>VI.tarifni razred (zelo zahtevna dela):\u003C\u002Fp>\n\n\u003Cp>Dela, ki jih delavci opravljajo popolnoma samostojno, organizirajo in\nizvajajo proces dela organizacijskih enot, imajo pooblastilo za samostojno\nodločanje in za katera se praviloma pričakuje znanje, pridobljeno z najmanj\nvišjo strokovno izobrazbo \u002F prva bolonjska stopnja ali ustrezno znanje s\npridobljenimi izkušnjami za opravljanje dela.\u003C\u002Fp>\n\n\u003Cp>VII.tarifni razred (visoko zahtevna dela):\u003C\u002Fp>\n\n\u003Cp>Dela, ki odločilno vplivajo na poslovanje podjetja in za katera se\npraviloma pričakuje znanje, pridobljeno z visoko strokovno izobrazbo \u002F druga\nbolonjska stopnja ali več, ali ustrezno znanje s pridobljenimi izkušnjami za\nopravljanje dela.\u003C\u002Fp>\n\n\u003Cp>(2)Razvrstitev zahtevnosti del v tarifne razrede iz tega člena se uporablja\npri razvrščanju delovnih mest in\u002Fali vrste del z aktom o sistemizaciji, ki ga\nsprejme delodajalec. Obveznost sprejema akta o sistemizaciji ne velja za\nmanjše delodajalce.\u003C\u002Fp>\n\n\u003Cp>(3)Prodajalec je oseba, ki neposredno prodaja blago v trgovini ali svetuje\nkupcem o lastnostih blaga ali sprejema plačila kupcev. Prodajalec mora biti,\nne glede na izobrazbo, znanja in delovne izkušnje, razvrščen najmanj v IV.\ntarifni razred. Ta obveznost velja za vse, tudi za manjše delodajalce.\u003C\u002Fp>\n\n\u003Cp>(4)Trgovski poslovodja je oseba, ki vodi trgovsko poslovanje s strokovnim\nurejanjem poslovnih in delovnih postopkov nabave, skladiščenja, priprave in\nprodaje blaga v poslovnih enotah trgovine ali delih teh poslovnih enot.\nTrgovski poslovodja mora biti, ne glede na izobrazbo, znanja in delovne\nizkušnje razvrščen najmanj v V. tarifni razred. Ta obveznost velja za vse,\ntudi za manjše delodajalce.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>14.člen Pogodba o zaposlitvi\u003C\u002Fh3>\n\n\u003Cp>(1)Pogodba o zaposlitvi poleg sestavin, ki jih določa zakon, vsebuje:\u003C\u002Fp>\n\n\u003Cp>-kraj opravljanja dela;\u003C\u002Fp>\n\n\u003Cp>-kraj opravljanja dela je lahko opredeljen širše tako, da se določi\nstalni kraj in ostali kraji pod pogoji, kot jih določa 21. člen te kolektivne\npogodbe;\u003C\u002Fp>\n\n\u003Cp>-če kraj dela ni stalen mora pogodba o zaposlitvi vsebovati določila o\nopravljanju dela v drugih krajih, določiti, kdaj mu začne teči delovni čas\nin povračilu stroškov, ki nastanejo zaradi opravljanja dela v drugih krajih,\npri čemer se lahko v pogodbi o zaposlitvi sklicuje na veljavni splošni akt\ndelodajalca;\u003C\u002Fp>\n\n\u003Cp>-tarifni in\u002Fali plačilni razred, v katerega je razvrščeno delovno\nmesto;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Cp>-poskusno delo, če je dogovorjeno;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>-pripravništvo, če je dogovorjeno;\u003C\u002Fp>\n\n\u003Cp>-opis dela, ki ga mora delavec po pogodbi o zaposlitvi opravljati ali pa\nmora biti k pogodbi o zaposlitvi priložena kopija opisa del iz splošnega\nakta.\u003C\u002Fp>\n\n\u003Cp>(2)Delodajalec delavcu pred podpisom pogodbe o zaposlitvi omogoči\nseznanitev z vsebino kolektivnih pogodb in splošnih aktov, ki določajo\nnjegove pravice in obveznosti in po potrebi odgovori na vprašanja v zvezi s\ntem.\u003C\u002Fp>\n\n\u003Cp>(3)Če delodajalec brez odpovedi veljavne pogodbe o zaposlitvi, ponudi\ndelavcu spremembo pogodbe o zaposlitvi ali sklenitev nove, s katero predlaga\nspremembo ali nadomestitev veljavne pogodbe o zaposlitvi, se mora delavec do\npredloga delodajalca opredeliti najkasneje v petih delovnih dneh.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>15.člen\u003C\u002Fh3>\n\n\u003Ch3>Sklepanje pogodbe o zaposlitvi za določen čas\u003C\u002Fh3>\n\n\u003Cp>(1)Delodajalec lahko sklene pogodbo o zaposlitvi za določen čas, poleg\nprimerov določenih v zakonu tudi za zaposlitev pripravnika.\u003C\u002Fp>\n\n\u003Cp>(2)Manjši delodajalec lahko sklepa pogodbe o zaposlitvi za določen čas,\nki za isto delo ne smejo biti daljše od dveh let izven primerov (razlogov),\ndoločenih z zakonom in to kolektivno pogodbo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>16.člen\u003C\u002Fh3>\n\n\u003Ch3>Pogodba o zaposlitvi v primeru projektno organiziranega dela\u003C\u002Fh3>\n\n\u003Cp>V primeru sklenitve pogodbe o zaposlitvi za določen čas zaradi priprave\noziroma izvedbe dela, ki je projektno organizirano in če projekt traja več\nkot dve leti, se za projektno delo šteje delovni proces:\u003C\u002Fp>\n\n\u003Cp>-v katerem se izvajajo naloge oziroma programi z določenim ciljem, ki niso\ndel trajnega opravljanja dejavnosti,\u003C\u002Fp>\n\n\u003Cp>-za katerega se vodi projektna dokumentacija,\u003C\u002Fp>\n\n\u003Cp>-ki ima določeno osebo\u002Fosebe za vodenje projekta,\u003C\u002Fp>\n\n\u003Cp>-ki je časovno opredeljen in\u003C\u002Fp>\n\n\u003Cp>-je vnaprej finančno ovrednoten.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>17.člen\u003C\u002Fh3>\n\n\u003Ch3>Pripravništvo\u003C\u002Fh3>\n\n\u003Cp>(1)Kot pripravnik lahko sklene pogodbo o zaposlitvi delavec, ki začne\nprvič opravljati delo ustrezno vrsti in ravni svoje strokovne izobrazbe, ter z\nnamenom, da se usposobi za samostojno opravljanje dela.\u003C\u002Fp>\n\n\u003Cp>(2)Pripravništva ne opravlja delavec, ki je v času trajanja delovnega\nrazmerja dosegel višjo raven izobrazbe v okviru svojega poklica ali stroke.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprentices_excluded\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Cp>(3)Pripravništvo se določi za različno dolga obdobja glede na raven\nstrokovne\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>izobrazbe.\u003C\u002Fp>\n\n\u003Cp>(4)Pripravništvo lahko traja največ eno leto, če zakon ne določa\ndrugače.\u003C\u002Fp>\n\n\u003Cp>(5)Pripravništvo se lahko sorazmerno podaljša, če pripravnik dela s\nkrajšim delovnim časom od polnega, vendar največ za šest mesecev.\u003C\u002Fp>\n\n\u003Cp>(6)Trajanje pripravništva se podaljša za čas opravičene odsotnosti z\ndela, ki traja dlje kot 20 delovnih dni, razen za čas letnega dopusta.\u003C\u002Fp>\n\n\u003Cp>(7)Trajanje pripravništva se lahko na predlog mentorja skrajša, vendar le\ndo polovice prvotno določenega trajanja.\u003C\u002Fp>\n\n\u003Cp>(8)Pripravništvo poteka po programu, ki ga pripravi mentor.\u003C\u002Fp>\n\n\u003Cp>(9)V času trajanja pripravništva mora delodajalec pripravniku po programu\nzagotavljati usposabljanje za samostojno opravljanje dela.\u003C\u002Fp>\n\n\u003Cp>(10)Sam potek pripravništva, program, mentorstvo in način spremljanja in\nocenjevanja pripravništva se določi v splošnem internem aktu delodajalca.\u003C\u002Fp>\n\n\u003Cp>(11)Ob koncu pripravništva mora pripravnik opraviti izpit, ki je sestavni\nin zaključni del pripravništva in se opravlja pred iztekom pripravniške\ndobe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>18.člen Poskusno delo\u003C\u002Fh3>\n\n\u003Cp>(1)Delavec in delodajalec, ki opredelita v pogodbi o zaposlitvi poskusno\ndelo, opredelita tudi njegovo trajanje in način spremljanja.\u003C\u002Fp>\n\n\u003Cp>(2)Za poskusno delo veljajo določbe zakona.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>19.člen\u003C\u002Fh3>\n\n\u003Ch3>Izključevanje pripravništva in poskusnega dela\u003C\u002Fh3>\n\n\u003Cp>Pripravništvo in poskusno delo se med seboj izključujeta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>20.člen\u003C\u002Fh3>\n\n\u003Ch3>Primeri in pogoji za opravljanje drugega dela\u003C\u002Fh3>\n\n\u003Cp>(1)Delavec je dolžan opravljati drugo delo ne glede na vrsto in raven\nizobrazbe v naslednjih primerih:\u003C\u002Fp>\n\n\u003Cp>-če je nujno, da se odvrne okvara na delovnih sredstvih, ki bi povzročila\nprekinitev dela ali nenadne okvare naprav ter drugih sredstev za delo na\ndelovnem mestu,\u003C\u002Fp>\n\n\u003Cp>-izjemoma povečanega obsega dela,\u003C\u002Fp>\n\n\u003Cp>-če je potrebno nadaljevanje delovnega ali proizvodnega procesa, da bi se\npreprečila materialna škoda ali nevarnost za življenje in zdravje ljudi,\u003C\u002Fp>\n\n\u003Cp>-odpovedi pogodbe o zaposlitvi s strani delodajalca, za čas trajanja\nodpovednega roka,\u003C\u002Fp>\n\n\u003Cp>-ko je potrebno zagotoviti varnost ljudi, premoženja ali prometa.\u003C\u002Fp>\n\n\u003Cp>(2)V primerih iz prejšnjega odstavka lahko drugo delo traja dokler\nobstajajo razlogi vendar ne več kot petinštirideset delovnih dni v\nkoledarskem letu, oziroma za čas trajanja odpovednega roka.\u003C\u002Fp>\n\n\u003Cp>(3)Delavec je dolžan opravljati drugo delo ne glede na vrsto in raven\nizobrazbe v primeru nesreč, ki jih povzroči delovanje naravnih sil\n(elementarne nesreče) za ves čas dokler je nujno, da se rešijo človeška\nživljenja, obvaruje zdravje ali prepreči materialna škoda.\u003C\u002Fp>\n\n\u003Cp>(4)Delavec je dolžan opravljati tudi drugo ustrezno delo v primerih in v\nčasovnem trajanju, kot to določa zakon.\u003C\u002Fp>\n\n\u003Cp>(5)Ne glede na določbo prejšnjega odstavka, je delavec dolžan opravljati\ndrugo ustrezno delo tudi v času začasnega neizpolnjevanja zdravstvenih\npogojev za opravljanje dela ves čas dokler trajajo razlogi, vendar ne več kot\nšest mesecev.\u003C\u002Fp>\n\n\u003Cp>(6)Delavec je dolžan opravljati drugo delo, skladno s prvim in četrtim\nodstavkom tega člena tako, da skupno trajanje drugega dela ne traja več kot\nštiri mesece.\u003C\u002Fp>\n\n\u003Cp>(7)V primeru odreditve drugega dela, skladno s prvim odstavkom tega člena\nin ustreznega dela skladno s četrtim in petim odstavkom tega člena, skupno\ntrajanje drugega dela ne sme trajati več kot šest mesecev.\u003C\u002Fp>\n\n\u003Cp>(8)Manjši delodajalec lahko v primerih iz prejšnjega odstavka odredi\nopravljanje drugega primernega dela.\u003C\u002Fp>\n\n\u003Cp>(9)Delodajalec lahko odredi katerokoli drugo delo iz tega člena v primeru,\nče je delavec za takšno delo ustrezno usposobljen in zdravstveno zmožen.\u003C\u002Fp>\n\n\u003Cp>(10)Za čas opravljanja kateregakoli drugega dela iz tega člena delavcu\npripada plača, ki je zanj ugodnejša.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>21.člen\u003C\u002Fh3>\n\n\u003Ch3>Širša opredelitev kraja opravljanja dela\u003C\u002Fh3>\n\n\u003Cp>(1)Če je kraj opravljanja dela v pogodbi o zaposlitvi širše opredeljen,\nse za te delavce, kraj opravljanja dela dogovori z opredelitvijo prodajalne\noziroma druge organizacijske enote delodajalca na določeni lokaciji, v kateri\ndelavec začne in običajno opravlja delo skladno s pogodbo o zaposlitvi, pri\nčemer pa se kot kraj opravljanja dela štejejo tudi prodajalne oziroma druge\norganizacijske enote delodajalca, katerih oddaljenost od običajnega kraja\nbivališča delavca, do posamezne prodajalne oziroma druge organizacijske enote\ndelodajalca, v kateri delavec začne in običajno opravlja delo, ne presega 80\nkm v eno smer.\u003C\u002Fp>\n\n\u003Cp>(2)Če gre za delavca, ki skrbi za otroka, do zaključka prvega razreda\nosnovne šole, oddaljenost iz prejšnjega odstavka ne sme presegati 50 km v eno\nsmer. V primeru, da sta oba delavca, ki skrbita za takšnega otroka zaposlena\npri istem delodajalcu, se omejitev iz tega odstavka nanaša na enega od\ndelavcev, pri čemer o odločitvi pisno obvestita delodajalca.\u003C\u002Fp>\n\n\u003Cp>(3)V primeru, da je prodajalna oziroma druga organizacijska enota\ndelodajalca na določeni lokaciji, v kateri je delavec začel in običajno\nopravlja delo, od običajnega kraja bivališča delavca, oddaljena več kot to\ndoločata prvi oziroma drugi odstavek tega člena, se kot omejitev šteje\noddaljenost prodajalne oziroma druge organizacijske enote delodajalca, v kateri\nje delavec začel in običajno opravlja delo.\u003C\u002Fp>\n\n\u003Cp>(4)Pri določitvi oddaljenosti po tem členu se upošteva najkrajše\nobičajne cestne povezave v Republiki Sloveniji, kot jih prikaže aplikacija\n»Google Zemljevidi«, če ni pri delodajalcu dogovorjena uporaba druge\naplikacije. Če se delavec dnevno vozi na delo iz druge države, se pri\ndoločitvi oddaljenosti po tem členu upošteva najkrajše običajne cestne\npovezave tudi v tujini, kot jih prikaže aplikacija »Google Zemljevidi«, če\nni pri delodajalcu dogovorjena uporaba druge aplikacije.\u003C\u002Fp>\n\n\u003Cp>(5)Delodajalec je dolžan delavca pisno obvestiti o vsakokratni napotitvi na\ndelo v drugo prodajalno oziroma v drugo organizacijsko enoto skladno s prvim in\ndrugim odstavkom tega člena najmanj 24 ur pred pričetkom dela v drugi\nprodajalni oziroma organizacijski enoti v drugem kraju. V pisni napotitvi se\ndoloči čas trajanja opravljanja takega dela, pri čemer se morata delavec in\ndelodajalec dogovoriti o povračilu stroškov prevoza, vendar ne manj kot 100 %\ndnevne vozovnice, v primeru povračila javnega prevoza, v kolikor njegova\nobičajna vozovnica ne krije stroška prevoza na delo in z dela na napoteno\nlokacijo. Kot pisna napotitev se lahko šteje tudi, če je delavec obveščen\nna elektronski naslov, katerega v uporabo nalaga delodajalec ali z uporabo\ndruge informacijske tehnologije obveščanja, ki je v veljavi pri\ndelodajalcu.\u003C\u002Fp>\n\n\u003Cp>(6)V primeru, da se delodajalec z delavcem dogovori, da na kraj dela odpelje\ntudi sodelavce, se ob tem dogovorita tudi o povračilu stroškov prevoza.\nDelavcu, s katerim se delodajalec dogovori, da na kraj opravljanja dela odpelje\nsodelavce, se čas prebit na poti šteje v delovni čas, enako tudi njegovim\ndogovorjenim sopotnikom.\u003C\u002Fp>\n\n\u003Cp>(7)Ne glede na predhodne določbe lahko delavec zavrne opravljanje dela v\ndrugem kraju, če ne razpolaga z osebnim avtomobilom ali drugim ustreznim\nprevozom, pri čemer tovrstna zavrnitev ne šteje za odklonitev opravljanja\ndela. Kot drug ustrezen prevoz šteje javni prevoz, ki delavcu zagotavlja\npravočasen prihod na delo in to največ 30 min pred začetkom dela in odhod z\ndela najkasneje v roku 30 min po zaključku dela.\u003C\u002Fp>\n\n\u003Cp>(8)Upoštevaje naravo delovnega mesta, dogovorjenega s pogodbo o zaposlitvi\nali procese dela (kot. npr. logistika, IT, regijski vodje, režijsko delo\nitd.), se lahko delavec in delodajalec dogovorita, da se delo opravlja izven\nomejitev, navedenih v tem členu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>22.člen\u003C\u002Fh3>\n\n\u003Ch3>Veljavnost opozorila pred odpovedjo pogodbe o zaposlitvi iz krivdnega\nrazloga\u003C\u002Fh3>\n\n\u003Cp>Delodajalec sme delavcu odpovedati pogodbo o zaposlitvi iz krivdnega\nrazloga, če delavec ponovno krši pogodbene in druge obveznosti iz delovnega\nrazmerja v petnajstih mesecih od prejema pisnega opozorila.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>23.člen Disciplinska odgovornost\u003C\u002Fh3>\n\n\u003Cp>Disciplinsko odgovornemu delavcu lahko delodajalec izreče naslednje\ndisciplinske sankcije, upoštevaje težo kršitve:\u003C\u002Fp>\n\n\u003Cp>-opomin,\u003C\u002Fp>\n\n\u003Cp>-denarno kazen v razponu, sorazmerno s kršitvijo, vendar največ do višine\npetnajst % osnovne plače delavca za čas trajanja od enega do šest mesecev,\npri čemer mesečni obračun plače ne sme biti nižji od minimalne plače,\u003C\u002Fp>\n\n\u003Cp>-odvzem bonitet, dogovorjenih v pogodbi o zaposlitvi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>II. 3. Delovni čas, odmori in počitki\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>24.člen\u003C\u002Fh3>\n\n\u003Ch3>Splošna določba\u003C\u002Fh3>\n\n\u003Cp>(1)Poleg elementov delovnega časa, ki jih določa zakon, ki ureja delovna\nrazmerja, se po tej kolektivni pogodbi kot delovni čas šteje tudi čas\npriprave na delo in zaključka dela, ter čas izvedbe inventure.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourstxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>(2)Enakomerno razporejen tedenski polni delovni čas, vključno z nadurami,\nne sme presegati 48 ur. V primeru pogodbe o zaposlitvi za krajši delovni čas,\nje potrebno upoštevati načelo sorazmernosti.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)V primeru neenakomerno razporejenega in začasno prerazporejenega\ndelovnega časa tedenski delovni čas, vključno z nadurami, ne sme preseči 56\nur. V primeru pogodbe o zaposlitvi za krajši delovni čas je potrebno\nupoštevati načelo sorazmernosti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>25.člen\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Ch3>Razporeditev delovnega časa\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cp>(1)Delovni čas je praviloma razporejen na pet oziroma šest delovnih dni na\nteden. Polni dnevni delovni čas v primeru petdnevnega delavnika je praviloma\nosem ur, v primeru šestdnevnega delavnika pa praviloma šest ur in štirideset\nminut.\u003C\u002Fp>\n\n\u003Cp>(2)Pred začetkom koledarskega oziroma poslovnega leta delodajalec določi\nletni razpored delovnega časa in o tem obvesti delavce in sindikate pri\ndelodajalcu, vsaj petnajst dni pred začetkom leta.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek_select\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(3)Letni razpored delovnega časa vsebuje vsaj:\u003C\u002Fp>\n\n\u003Cp>-število delovnih dni v tednu za delavce v posamezni organizacijski\nenoti,\u003C\u002Fp>\n\n\u003Cp>-vrsto in obliko delovnega časa.\u003C\u002Fp>\n\n\u003Cp>(4)Z letno razporeditvijo delovnega časa je potrebno z enakomerno ali\nneenakomerno razporeditvijo delovnega časa delavcem, ki imajo sklenjeno\npogodbo o zaposlitvi za polni delovni čas, zagotoviti največ toliko delovnih\ndni, da bodo v skladu z zakonom in to kolektivno pogodbo imeli zagotovljen\npolni delovni čas.\u003C\u002Fp>\n\n\u003Cp>(5)Delodajalec in delavec lahko v pogodbi o zaposlitvi določita, da se\ndelovni čas za vsak teden in za posameznega delavca določi s tedenskim\nrazporedom delovnega časa.\u003C\u002Fp>\n\n\u003Cp>(6)Delodajalec je dolžan delavca o tedenskem razporedu delovnega časa\nobvestiti najmanj dva delovna dneva pred pričetkom dela po tedenskem\nrazporedu.\u003C\u002Fp>\n\n\u003Cp>(7)O tedenskem razporedu delovnega časa mora biti delavec obveščen na\nsvojem delovnem mestu. Če je delavec v času objave tedenskega razporeda\ndelovnega časa odsoten, se je dolžan pri delodajalcu informirati o tedenskem\nrazporedu delovnega časa, ki velja zanj po zaključku njegove odsotnosti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>26.člen\u003C\u002Fh3>\n\n\u003Ch3>Vrste in oblike delovnega časa\u003C\u002Fh3>\n\n\u003Cp>Pri delodajalcih se, glede na potrebe delovnega oziroma poslovnega procesa\nna posameznih področjih dela, uporabljajo praviloma naslednje vrste in oblike\ndelovnega časa:\u003C\u002Fp>\n\n\u003Cp>-nepremični delovni čas;\u003C\u002Fp>\n\n\u003Cp>-premični delovni čas;\u003C\u002Fp>\n\n\u003Cp>-delno premični delovni čas;\u003C\u002Fp>\n\n\u003Cp>-deljen delovni čas;\u003C\u002Fp>\n\n\u003Cp>-izmenski delovni čas.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>27.člen\u003C\u002Fh3>\n\n\u003Ch3>Nepremični delovni čas\u003C\u002Fh3>\n\n\u003Cp>Nepremični delovni čas je čas, pri katerem je točno določen čas\nprihoda in odhoda z dela.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Ch3>28.člen\u003C\u002Fh3>\n\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-flexible_work_options\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-FLEXWORK_trigger\">\u003Ch3>Premični delovni čas\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Premični delovni čas je čas, pri katerem je čas prihoda in odhoda z dela\ndoločen v razponu. V sistemu premičnega delovnega časa imajo posamezni pojmi\nnaslednji pomen:\u003C\u002Fp>\n\n\u003Cp>-»dovoljen delovni čas« je razpon, v katerem lahko delavec opravi svojo\ndelovno obveznost. Omejuje ga ura najzgodnejšega dovoljenega prihoda na delo\nin ura najkasnejšega dovoljenega odhoda z dela;\u003C\u002Fp>\n\n\u003Cp>-»obvezni delovni čas« je tisti del dovoljenega delovnega časa, ko\ndelavec mora biti prisoten na delu;\u003C\u002Fp>\n\n\u003Cp>-»premakljivi del delovnega časa« je časovni razpon, v katerem lahko\ndelavec sam odloča o trenutku prihoda na delo in\u002Fali odhoda z njega, razen če\nnarava dela zahteva, da delavec ostane na delu, dokler ne konča posameznega\nopravila, ki je vezano na rok ali sodelovanje z drugimi delavci.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>29.člen\u003C\u002Fh3>\n\n\u003Ch3>Delno premični delovni čas\u003C\u002Fh3>\n\n\u003Cp>Delno premični delovni čas je čas, kjer je točno določen čas prihoda\nna delo oziroma odhoda z dela, čas odhoda z dela oziroma prihoda na delo, pa\nje določen v razponu. Delno premični delovni čas se določi v primerih, ko\nzaradi narave dela ni mogoče vnaprej določiti začetka oziroma konca\ndelovnega časa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>30.člen\u003C\u002Fh3>\n\n\u003Ch3>Deljen delovni čas\u003C\u002Fh3>\n\n\u003Cp>(1)Deljen delovni čas je čas, ko delavec opravlja delo s prekinitvijo\npolnega dnevnega delovnega časa, prekinitev pa traja najmanj eno uro.\u003C\u002Fp>\n\n\u003Cp>(2)Dnevni delovni čas se lahko deli največ na dva dela.\u003C\u002Fp>\n\n\u003Cp>(3)Delavcu, ki dela s krajšim delovnim časom do vključno štiri ure, ni\ndovoljeno odrejati dela v deljenem delovnem času, razen če se delavec in\ndelodajalec dogovorita drugače.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>31.člen Izmenski delovni čas\u003C\u002Fh3>\n\n\u003Cp>(1)Izmenski delovni čas je čas, ko se delo izmenoma opravlja v\ndopoldanski, popoldanski ali tudi v nočni izmeni, ki traja v odvisnosti od pet\nali šest dnevnega delovnega tedna od šest do osem ur dnevno in se praviloma\nponavlja tedensko oziroma izjemoma dnevno, po določenem ponavljajočem se\nvzorcu.\u003C\u002Fp>\n\n\u003Cp>(2)Za delo v popoldanski izmeni se šteje delo, če delavec izpolni 75 % in\nveč svoje redne dnevne delovne obveznosti po 12.00 uri.\u003C\u002Fp>\n\n\u003Cp>(3)Za delo v nočni izmeni se šteje delo, če delavec izpolni 75 % in več\nsvoje redne dnevne delovne obveznosti med 22.00 in 7.00 uro naslednjega dne.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>32.člen\u003C\u002Fh3>\n\n\u003Ch3>Neenakomerna razporeditev delovnega časa\u003C\u002Fh3>\n\n\u003Cp>(1)V posameznih organizacijskih enotah se lahko, če tako določa letni\nkoledar, delovni čas neenakomerno razporedi tako, da traja v določenem\nčasovnem obdobju več kot znaša redna delovna obveznost delavca, v preostalem\ndelovnem obdobju pa manj od redne delovne obveznosti tako, da delavčeva\ndelovna obveznost ne bo presegala letnega pogodbeno dogovorjenega delovnega\nčasa.\u003C\u002Fp>\n\n\u003Cp>(2)Pri neenakomerni razporeditvi delovnega časa v primerih, ko to\nnarekujejo objektivni (različne vrste in oblike delovnega časa, ki ne\nomogočajo izravnave delovnega časa v krajšem obdobju) ali tehnični razlogi\nali razlogi organizacije dela, se upošteva poln delovni čas kot povprečna\nobveznost v obdobju, ki ne sme biti daljše od dvanajst mesecev. Neenakomerna\nrazporeditev delovnega časa izhaja iz letnega koledarja. Delavci se seznanjajo\ns tedenskim razporedom delovnega časa na način, kot to določata šesti in\nsedmi odstavek 25. člena te kolektivne pogodbe.\u003C\u002Fp>\n\n\u003Cp>(3)Neenakomerne razporeditve delovnega časa ni mogoče odrediti delavcem,\nza katere velja prepoved dela preko polnega delovnega časa, skladno z zakonom,\nki ureja delovna razmerja.\u003C\u002Fp>\n\n\u003Cp>(4)12-mesečno obdobje iz drugega odstavka tega člena traja neprekinjeno od\n1. januarja do 31. decembra tekočega koledarskega leta, razen če z letnim\nkoledarjem delovnega časa ni določen drugačen začetek in konec\nnepretrganega 12-mesečnega obdobja.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>33.člen\u003C\u002Fh3>\n\n\u003Ch3>Začasna prerazporeditev delovnega časa\u003C\u002Fh3>\n\n\u003Cp>(1)V posameznih organizacijskih enotah se lahko delovni čas začasno\nprerazporedi tako, da traja v določenem časovnem obdobju več kot znaša\nredna delovna obveznost delavca, v preostalem delovnem obdobju pa manj od redne\ndelovne obveznosti delavca, in sicer v primerih, ki jih ni mogoče s skrbno\norganizacijo predhodno predvideti in se upošteva polni delovni čas kot\npovprečna obveznost v obdobju, ki ne sme biti daljše od dvanajst mesecev.\u003C\u002Fp>\n\n\u003Cp>(2)Delodajalec je dolžan v pisni obliki obvestiti delavce, na kakšen\nnačin in za koliko časa se začasno prerazporeja delovni čas, in sicer\nnajmanj 1 dan pred začasno prerazporeditvijo delovnega časa posameznemu\ndelavcu oziroma najmanj tri dni pred začasno prerazporeditvijo delovnega časa\nveč kot desetim delavcem.\u003C\u002Fp>\n\n\u003Cp>(3)Začasne prerazporeditve delovnega časa ni mogoče odrediti delavcem, za\nkatere velja prepoved dela preko polnega delovnega časa, skladno z zakonom, ki\nureja delovna razmerja.\u003C\u002Fp>\n\n\u003Cp>(4)12-mesečno obdobje iz drugega odstavka tega člena traja neprekinjeno od\n1. januarja do 31. decembra tekočega koledarskega leta, razen če z letnim\nkoledarjem delovnega časa ni določen drugačen začetek in konec\nnepretrganega 12-mesečnega obdobja.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>34.člen\u003C\u002Fh3>\n\n\u003Ch3>Presežek ur v okviru neenakomerne razporeditve delovnega časa in začasne\nprerazporeditve delovnega časa\u003C\u002Fh3>\n\n\u003Cp>(1)Pri neenakomerni razporeditvi delovnega časa in začasni prerazporeditvi\ndelovnega časa, delovni čas, vključno z nadurnim delom, ne sme trajati več\nkot 56 ur tedensko. Za delavce, ki imajo sklenjeno pogodbo o zaposlitvi s\nkrajšim delovnim časom od polnega, se ure najdaljšega tedenskega delovnega\nčasa sorazmerno zmanjšajo.\u003C\u002Fp>\n\n\u003Cp>(2)Delodajalec je dolžan na vsake tri koledarske mesece narediti analizo\nstanja presežka ur delavcev, ki nastanejo zaradi neenakomerne in začasne\nprerazporeditve delovnega časa, ter o tem na zahtevo poročati\nreprezentativnemu sindikatu pri delodajalcu.\u003C\u002Fp>\n\n\u003Cp>(3)Delodajalec je dolžan delavcu v okviru 12-mesečnega obdobja omogočiti\noziroma zagotoviti izrabo presežka ur, ki jih je opravil zaradi neenakomerne\nrazporeditve delovnega časa ali začasne prerazporeditve delovnega časa.\u003C\u002Fp>\n\n\u003Cp>(4)Če izraba viška ur, v okviru referenčnega obdobja ni opravljena, kot\nto določa zakon, je delodajalec kljub temu dolžan pri obračunu plače, v\nnaslednjem mesecu po izteku tega obdobja, izplačati delavcu presežek ur, v\nvišini ustrezne urne postavke od osnovne plače delavca, povečane za 60 %.\u003C\u002Fp>\n\n\u003Cp>(5)V primeru, da delodajalec ne odredi začasne prerazporeditve delovnega\nčasa v primerih in po postopku kot določata zakon in ta kolektivna pogodba je\ndolžan opravljene ure plačati v mesecu, ki sledi opravljenemu delu, v višini\nustrezne urne postavke od osnovne plače delavca, povečane za 100 %.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>35.člen Nadurno delo\u003C\u002Fh3>\n\n\u003Cp>(1)Poleg primerov določenih z zakonom lahko delodajalec odredi opravljanje\nnadurnega dela tudi v naslednjih primerih:\u003C\u002Fp>\n\n\u003Cp>-nepričakovane odsotnosti delavca;\u003C\u002Fp>\n\n\u003Cp>-izvedbe rednih in izrednih inventurnih popisov;\u003C\u002Fp>\n\n\u003Cp>-prekinitve energije, če je potrebno začeto delo nadaljevati in\ndokončati.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemaxtxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MAXHOURS_trigger\">\u003Cp>(2)Tedenski polni delovni čas v primeru enakomerne razporeditve delovnega\nčasa, vključno z nadurami ne sme presegati 48 ur. V primeru pogodbe o\nzaposlitvi za krajši delovni čas je potrebno upoštevati načelo\nsorazmernosti.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(3)Dnevna, tedenska in mesečna časovna omejitev nadurnega dela, določena\nz zakonom, se lahko upošteva kot povprečna omejitev v obdobju šestih\nmesecev.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>36.člen Odreditev nadurnega dela\u003C\u002Fh3>\n\n\u003Cp>Delodajalec je dolžan nadurno delo po prejšnjem členu te kolektivne\npogodbe odrediti v pisni obliki pred začetkom dela. Če tega zaradi narave\ndela ali nujnosti opravljanja nadurnega dela ni mogoče storiti, se lahko\nnadurno delo odredi tudi ustno. V tem primeru se pisno odreditev vroči delavcu\nnaknadno, vendar najkasneje v roku petih delovnih dni po opravljenem nadurnem\ndelu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>37.člen\u003C\u002Fh3>\n\n\u003Ch3>Evidenca nadur\u003C\u002Fh3>\n\n\u003Cp>(1)Delodajalec vodi evidenco dejansko opravljenih nadur, ne glede na to ali\nso plačane nadure ali pa so opravljene nadure izrabljene na drugačen\nnačin.\u003C\u002Fp>\n\n\u003Cp>(2)Pisni nalog je hkrati nalog za obračun in plačilo nadurnega dela, razen\nče se delavec in delodajalec dogovorita drugače.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>38.člen Nočno delo\u003C\u002Fh3>\n\n\u003Cp>Delovni čas nočnega delavca ne sme v obdobju šestih mesecev trajati\npovprečno več kot osem ur na dan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>39.člen\u003C\u002Fh3>\n\n\u003Ch3>Pravice delavcev, ki delajo ponoči\u003C\u002Fh3>\n\n\u003Cp>(1)Delavec, ki dela ponoči vsaj tri ure svojega dnevnega delovnega časa\noziroma delavec, ki dela ponoči vsaj tretjino polnega letnega delovnega časa,\nima pravico do posebnega varstva (v nadaljevanju: nočni delavec).\u003C\u002Fp>\n\n\u003Cp>(2)Delodajalec je dolžan nočnemu delavcu zagotoviti:\u003C\u002Fp>\n\n\u003Cp>-strokovno vodstvo delovnega procesa,\u003C\u002Fp>\n\n\u003Cp>-daljši letni dopust,\u003C\u002Fp>\n\n\u003Cp>-obrok med delom ter brezplačen topel napitek,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfundtxt\">\u003Cp>-periodični zdravstveni pregled najmanj enkrat na dve leti,\u003C\u002Fp>\n\n\u003Cp>-izplačilo dodatka za delo v delovnem času, ki je za delavca manj\nugoden,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-počitek v skladu z zakonom, ki ureja delovna razmerja.\u003C\u002Fp>\n\n\u003Cp>(3)Če delo, organizirano v izmenah, vključuje tudi nočno izmeno, mora\ndelodajalec zagotoviti njihovo periodično izmenjavo.\u003C\u002Fp>\n\n\u003Cp>Pri tem sme delavec ene izmene delati ponoči najdalj en teden. V okviru\ntako organiziranega dela sme delavec delati ponoči daljše časovno obdobje\nle, če s takim delom izrecno pisno soglaša.\u003C\u002Fp>\n\n\u003Cp>(4)Dela v nočni izmeni ni dovoljeno naložiti:\u003C\u002Fp>\n\n\u003Cp>-delavcu, ki neguje otroka do treh let starosti, razen če s takim delom\npisno soglaša,\u003C\u002Fp>\n\n\u003Cp>-delavki, v času nosečnosti in še eno leto po porodu, oziroma ves čas,\nko doji otroka, če iz ocene tveganja zaradi takega dela izhaja nevarnost za\nnjeno zdravje ali zdravje otroka,\u003C\u002Fp>\n\n\u003Cp>-enemu od delavcev – staršev, ki ima otroka mlajšega od sedem let ali\nhudo bolnega otroka ali otroka s telesno ali duševno prizadetostjo, in ki\nživi sam z otrokom in skrbi za njegovo vzgojo in varstvo, razen če s takim\ndelom pisno soglaša,\u003C\u002Fp>\n\n\u003Cp>-delavcem, ki še niso dopolnili 18 let starosti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>40.člen Posvetovanje s sindikatom\u003C\u002Fh3>\n\n\u003Cp>Delodajalec se je dolžan pred uvedbo nočnega dela, v primeru že\norganiziranega rednega nočnega dela pa najmanj enkrat letno, posvetovati s\nsindikati pri delodajalcu o oblikah organiziranosti nočnega dela, ukrepih\nvarnosti in zdravja pri delu ter socialnih ukrepih.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>41.člen\u003C\u002Fh3>\n\n\u003Ch3>Varovane kategorije – delo na nedelje in praznike, ki so z zakonom\ndoločeni kot dela prosti dnevi ter na dneve, ki so z zakonom določeni kot\ndela prosti dnevi\u003C\u002Fh3>\n\n\u003Cp>Delo na nedelje in praznike, ki so z zakonom določeni kot dela prosti dnevi\nter na dneve, ki so z zakonom določeni kot dela prosti dnevi delodajalec ne\nsme naložiti:\u003C\u002Fp>\n\n\u003Cp>-delavcu, ki skrbi za otroka do treh let starosti. Takšno delo se delavcu\nlahko omogoči na podlagi njegove izrecne pisne pobude, ki jo delavec lahko\nkadarkoli prekliče;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-alternatives\">\u003Cp>-delavki, v času nosečnosti in še eno leto po porodu, oziroma ves čas ko\ndoji otroka;\u003C\u002Fp>\n\n\u003Cp>-enemu od delavcev – staršev, ki ima hudo bolnega otroka ali otroka s\ntelesno ali duševno prizadetostjo, in ki živi sam z otrokom ter skrbi za\nnjegovo vzgojo in varstvo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAYwork_trigger\">\u003Ch3>42.člen Delo na nedelje\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-consecutivesundays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSECUTVESUNDAYS_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundays_year\">\u003Cp>Delodajalec mora za delavce, za katere ne veljajo omejitve ali prepoved iz\nprejšnjega člena, z letnim razporedom delovnega časa določiti takšen\nrazpored delovnega časa, da delavec ne bo razporejen na delovno obveznost več\nkot na dve nedelji v mesecu, vendar ne več kot dvajset nedelj v letu.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>43.člen\u003C\u002Fh3>\n\n\u003Ch3>Delo na praznike, ki so z zakonom določeni kot dela prosti dnevi in na\ndneve, ki so z zakonom določeni kot dela prosti dnevi\u003C\u002Fh3>\n\n\u003Cp>Delodajalec, razen izjem, ne sme razporediti delavca na delo na vseh\npetnajst praznikov, ki so z zakonom določeni kot dela prosti dnevi in na\nnaslednje dneve, ki so z zakonom določeni kot dela prosti dnevi:\u003C\u002Fp>\n\n\u003Cp>-1. januar – novo leto;\u003C\u002Fp>\n\n\u003Cp>-2. januar – novo leto;\u003C\u002Fp>\n\n\u003Cp>-8. februar – slovenski kulturni praznik,\u003C\u002Fp>\n\n\u003Cp>-velikonočna nedelja;\u003C\u002Fp>\n\n\u003Cp>-velikonočni ponedeljek;\u003C\u002Fp>\n\n\u003Cp>-27. april – dan upora proti okupatorju;\u003C\u002Fp>\n\n\u003Cp>-1. maj – praznik dela;\u003C\u002Fp>\n\n\u003Cp>-2. maj – praznik dela;\u003C\u002Fp>\n\n\u003Cp>-binkoštna nedelja;\u003C\u002Fp>\n\n\u003Cp>-25. junij – dan državnosti;\u003C\u002Fp>\n\n\u003Cp>-15. avgust – Marijino vnebovzetje;\u003C\u002Fp>\n\n\u003Cp>-31. oktober – dan reformacije;\u003C\u002Fp>\n\n\u003Cp>-1. november – dan spomina na mrtve;\u003C\u002Fp>\n\n\u003Cp>-25. december – božič;\u003C\u002Fp>\n\n\u003Cp>-26. december – dan samostojnosti in enotnosti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>44.člen Izjeme od omejitev\u003C\u002Fh3>\n\n\u003Cp>(1)Omejitve iz 41, 42. in 43. člena ne veljajo za nosilca dejavnosti in\nnjegove družinske člane, kot jih določa zakon, ki ureja delovna razmerja.\u003C\u002Fp>\n\n\u003Cp>(2)Omejitve iz 42. in 43. člena ne veljajo za delavce, ki:\u003C\u002Fp>\n\n\u003Cp>-opravljajo dela, kot jih nalagajo posebni predpisi (npr. dostava zdravil,\noskrba živali, zahteve, kot izhajajo iz koncesij …);\u003C\u002Fp>\n\n\u003Cp>-opravljajo naloge neposredno povezane z dejavnostmi, ki izhajajo iz\npredpisov, ki urejajo področje energetike in komunale;\u003C\u002Fp>\n\n\u003Cp>-opravljajo delo v prodajalnah, ki bi se po Zakonu o preoblikovanju prostih\ncarinskih prodajaln na cestnih mejnih prehodih z državami članicami Evropskih\nskupnosti, ki delujejo v okviru Evropske unije, v mejne prodajalne in posebnih\nukrepih nadzora teh prodajaln (Uradni list RS, št. 62\u002F01) lokacijsko štele\nkot mejne prodajalne, ter v prodajalnah, ki bi se po Carinskem zakonu (Uradni\nlist RS, št. 1\u002F95, 28\u002F95, 32\u002F99 in 40\u002F99) lokacijsko štele kot proste\ncarinske prodajalne;\u003C\u002Fp>\n\n\u003Cp>-pripravljajo in pečejo kruh, slaščice … v okviru zaključenega\nproizvodnega procesa za potrebe prodajalne, pri čemer delavci ne ponujajo ali\nne prodajajo izdelkov neposredno potrošniku oziroma ne opravljajo drugih\nopravil v okviru prodajnega prostora;\u003C\u002Fp>\n\n\u003Cp>-pripravljajo mesne pripravke … v okviru zaključenega proizvodnega\nprocesa za potrebe prodajalne, pri čemer delavci ne ponujajo ali ne prodajajo\nizdelkov neposredno potrošniku oziroma ne opravljajo drugih opravil v okviru\nprodajnega prostora;\u003C\u002Fp>\n\n\u003Cp>-opravljajo naloge v transportu, distribuciji blaga ali skladišču, v\nokviru zaključenega proizvodnega procesa za potrebe prodajalne;\u003C\u002Fp>\n\n\u003Cp>-opravljajo naloge zagotavljanja varnosti oseb in premoženja;\u003C\u002Fp>\n\n\u003Cp>-opravljajo naloge, povezane s podporo potrošniku pri izvajanju spletne\nprodaje;\u003C\u002Fp>\n\n\u003Cp>-opravljajo naloge polnjenja prodajnih avtomatov;\u003C\u002Fp>\n\n\u003Cp>-opravljajo prodajo na stojnicah in tržnicah;\u003C\u002Fp>\n\n\u003Cp>-opravljajo delo v prodajalnah, ki zagotavljajo oskrbo gostov znotraj\nkampov;\u003C\u002Fp>\n\n\u003Cp>-izvajajo nastope, predstavitve ali prodajo pri poslovnih partnerjih, na\nsejmih ali prireditvah doma ali v tujini.\u003C\u002Fp>\n\n\u003Cp>(3)Delodajalec mora, za delavce, za katere ne veljajo omejitve ali prepoved\niz 41. člena in opravljajo prodajo na bencinskih servisih, z letnim razporedom\ndelovnega časa določiti takšen razpored delovnega časa, da delavec ne bo\nrazporejen na delovno obveznost več kot na šestindvajset nedelj v letu.\nDelavec in delodajalec se lahko v tem primeru, v zvezi z izvajanjem del in\nnalog, zaradi javnega, gospodarskega ali tržnega interesa, na izrecno pisno\npobudo delavca, ki jo lahko kadarkoli prekliče, dogovorita tudi izven omenjene\nomejitve. Omejitve iz 43. člena ne veljajo za delavce, ki opravljajo prodajo\nna bencinskih servisih.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>45.člen Denarna odmena\u003C\u002Fh3>\n\n\u003Cp>(1)V primeru kršitev omejitev iz 41., 42., 43. in 44. člena je delodajalec\ndolžan delavcu v naslednjem mesecu, ki sledi omenjeni kršitvi, poleg\ndodatkov, ki jih določa ta kolektivna pogodba, obračunati in izplačati tudi\nznesek v višini 500 % upoštevaje osnovno plačo delavca oziroma ustrezne urne\npostavke.\u003C\u002Fp>\n\n\u003Cp>(2)Denarna odmena se ne všteva v osnovo za odmero nadomestil po zakonu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>46.člen\u003C\u002Fh3>\n\n\u003Ch3>Evidentiranje delovnega časa – prisotnost na delu\u003C\u002Fh3>\n\n\u003Cp>Delodajalec je dolžan sproti voditi evidenco o delovnem času in\nprisotnosti delavca na delu, na način, da je iz nje razviden čas prihoda in\nodhoda iz dela, čas odmora med delom, opravičene odsotnosti delavca, mesečni\nsaldo ur in podobno. Delavec ima pravico preveriti točnost podatkov v\nevidenci, zahtevati pisni izpis evidence delovnega časa in v roku 30 dni po\nprejemu izpisa zahtevati popravek morebitnih nepravilnosti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SCHEDULE_trigger\">\u003Ch3>47.člen\u003C\u002Fh3>\n\n\u003Ch3>Izraba odmora med delovnim časom\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>(1)Odmor med delom, v primeru polnega delovnega časa, se lahko določi v\ndveh ali več delih, v skladu s potrebami delovnega procesa in potrebami\ndelavcev, pri čemer mora en del odmora trajati neprekinjeno najmanj 15\nminut.\u003C\u002Fp>\n\n\u003Cp>(2)Delavec, ki dela krajši delovni čas ima pravico do odmora med dnevnim\ndelovnim časom v sorazmerju s časom, prebitim na delu. Delavec pridobi\npravico do odmora med delovnim časom, če dela najmanj štiri ure na dan.\u003C\u002Fp>\n\n\u003Cp>(3)Dolžina odmora se v primeru neenakomerne razporeditve ali začasne\nprerazporeditve delovnega časa določi sorazmerno dolžini dnevnega delovnega\nčasa.\u003C\u002Fp>\n\n\u003Cp>(4)Pravico do odmora imajo tudi delavci, ki delajo deljen delovni čas.\nDnevni odmor se obvezno koristi v času med obema deloma dnevne delovne\nobveznosti. Odmor se ne všteva v čas prekinitve dela.\u003C\u002Fp>\n\n\u003Cp>(5)Odmor se lahko določi šele po eni uri dela in najkasneje eno uro pred\nkoncem delovnega časa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>48.člen Dnevni počitek\u003C\u002Fh3>\n\n\u003Cp>(1)Delavec ima v obdobju 24 ur pravico do počitka, ki traja nepretrgoma\nnajmanj 12 oziroma izjemoma 11 ur.\u003C\u002Fp>\n\n\u003Cp>(2)V primeru izmenskega dela in deljenega delovnega časa se dnevni počitek\nzagotavlja v obdobju, ki ni daljše od štirinajst dni.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>49.člen\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>Tedenski počitek\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>(1)Delavec ima v obdobju 7 zaporednih dni, poleg pravice do dnevnega\npočitka (12 oziroma 11 ur) pravico do počitka v trajanju najmanj 24\nneprekinjenih ur. Dan tedenskega počitka se ne sme nadomeščati z odrejeno\nizrabo letnega dopusta.\u003C\u002Fp>\n\n\u003Cp>(2)Povprečno minimalno trajanje tedenskega počitka (24 ur) se lahko\nzagotavlja v obdobju, ki ni daljše od 14 dni v primerih:\u003C\u002Fp>\n\n\u003Cp>-kjer narava dela zahteva stalno prisotnost,\u003C\u002Fp>\n\n\u003Cp>-kjer narava dejavnosti zahteva kontinuirano zagotavljanje dela ali\nstoritev,\u003C\u002Fp>\n\n\u003Cp>-v primerih nepredvideno povečanega obsega dela.\u003C\u002Fp>\n\n\u003Cp>(3)Omejitev iz drugega odstavka tega člena se ne uporablja za nosilca\ndejavnosti in njegove družinske člane.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAIDLEAV_trigger\">\u003Ch3>50.člen Minimalni letni dopust\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cp>(1)Delavec ima v posameznem koledarskem letu pravico do minimalnega\nosnovnega letnega dopusta, ki ne more biti krajši kot štiri tedne, kar\npomeni:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>-16 delovnih dni, če dela 4 dni na teden;\u003C\u002Fp>\n\n\u003Cp>-20 delovnih dni, če dela 5 dni na teden;\u003C\u002Fp>\n\n\u003Cp>-24 delovnih dni, če dela 6 dni na teden.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2)Poleg minimalnih osnovnih dni letnega dopusta iz prejšnjega odstavka,\npripada delavcu še dodatni letni dopust na podlagi zakona, ki ureja delovna\nrazmerja po naslednjih kriterijih:\u003C\u002Fp>\n\n\u003Cp>-3 dni starejšemu delavcu,\u003C\u002Fp>\n\n\u003Cp>-3 dni delavcu z najmanj 60 % telesno okvaro,\u003C\u002Fp>\n\n\u003Cp>-3 dni delavcu, ki neguje in varuje otroka s telesno ali duševno\nprizadetostjo,\u003C\u002Fp>\n\n\u003Cp>-3 dni delavcu invalidu,\u003C\u002Fp>\n\n\u003Cp>-7 dni delavcu mlajšemu od 18 let,\u003C\u002Fp>\n\n\u003Cp>-1 dan delavcu za vsakega otroka, ki še ni dopolnil starosti 15 let.\u003C\u002Fp>\n\n\u003Cp>Spremembe kriterijev in števila dni letnega dopusta, ki so določeni v tem\nodstavku, se avtomatično uveljavijo z vsakokratno spremembo zakona.\u003C\u002Fp>\n\n\u003Cp>(3)Poleg osnovnega letnega dopusta iz prvega odstavka tega člena ima\ndelavec pravico do dodatnih dni letnega dopusta:\u003C\u002Fp>\n\n\u003Cp>-za skupno delovno dobo:\u003C\u002Fp>\n\n\u003Cp>-nad 2 do 5 let – 1 dan,\u003C\u002Fp>\n\n\u003Cp>-nad 5 do 10 let – 2 dni,\u003C\u002Fp>\n\n\u003Cp>-nad 10 do 15 let – 4 dni,\u003C\u002Fp>\n\n\u003Cp>-nad 15 do 20 let – 5 dni,\u003C\u002Fp>\n\n\u003Cp>-nad 20 let – 6 dni;\u003C\u002Fp>\n\n\u003Cp>-nočni delavec – 1 dan;\u003C\u002Fp>\n\n\u003Cp>-delavec, ki je v preteklem koledarskem letu opravil vsaj 1500 ur nočnega\ndela pri delodajalcu – 1 dan.\u003C\u002Fp>\n\n\u003Cp>(4)Dokupljena, beneficirana in posebne zavarovalne dobe ne štejejo v skupno\ndelovno dobo.\u003C\u002Fp>\n\n\u003Cp>(5)V podjetniški kolektivni pogodbi in\u002Fali v splošnem aktu delodajalca se\nlahko določijo dodatni kriteriji letnega dopusta, kot so na primer zahtevnost\ndela, izobrazba, težji delovni pogoji, delovna uspešnost in podobno.\u003C\u002Fp>\n\n\u003Cp>(6)Delavcu, ki izpolni zakonske kriterije za povečanje ali zmanjšanje\nletnega dopusta, se povečanje ali zmanjšanje upošteva pri odmeri v tekočem\nkoledarskem letu.\u003C\u002Fp>\n\n\u003Cp>(7)Delavcu, ki izpolnjuje kriterije iz kolektivne pogodbe ali splošnega\nakta delodajalca za povečanje ali zmanjšanje letnega dopusta, se povečanje\nali zmanjšanje upošteva pri odmeri v naslednjem koledarskem letu.\u003C\u002Fp>\n\n\u003Cp>(8)Delodajalec delavca pisno obvesti o odmeri letnega dopusta do 31. marca\ntekočega leta.\u003C\u002Fp>\n\n\u003Cp>(9)Letni dopust se odreja upoštevaje potrebe delovnega procesa ter\nmožnosti za počitek in rekreacijo delavca ter upoštevaje njegove družinske\npotrebe.\u003C\u002Fp>\n\n\u003Cp>(10)Delavec ima pravico izrabiti tri dni letnega dopusta na tisti dan, ki ga\nsam določi, o čemer mora obvestiti delodajalca najkasneje tri dni pred\nizrabo. Delodajalec mu izrabe ne sme odreči razen, če bi ta resneje ogrožala\ndelovni proces.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_hrs\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>(11)Delavec, ki je član sindikata, podpisnika te kolektivne pogodbe, ima\npravico izrabiti dodatni dan letnega dopusta na tisti dan, ki ga sam določi, o\nčemer mora obvestiti delodajalca najkasneje tri dni pred izrabo. Delodajalec\nmu izrabe ne sme odreči razen, če bi ta resneje ogrožala delovni proces. To\npravico uveljavlja delavec na podlagi veljavne članske izkaznice sindikata,\npodpisnika te kolektivne pogodbe.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaystxt\">\u003Ch3>51.člen\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaystxt\">\n\n\u003Ch3>Pravica do odsotnosti z dela z nadomestilom plače\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-timeoff\">\u003Cp>(1)Delavec ima pravico do plačane odsotnosti z dela do skupaj največ sedem\ndelovnih dni v posameznem koledarskem letu zaradi osebnih okoliščin. Za vsak\nposamezni primer:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriage\">\u003Cp>-lastne poroke – 2 dni\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>-rojstva otroka – 1 dan,\u003C\u002Fp>\n\n\u003Cp>-poroke otroka – 1 dan,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>-smrti zakonca, izven zakonskega partnerja, otroka, posvojenca ali pastorka\n– 3 dni,\u003C\u002Fp>\n\n\u003Cp>-smrti staršev – očeta, matere, očima, mačehe, posvojitelja – 2\ndni,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>-smrti bratov, sester, starih staršev – 1 dan,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>-hujše nesreče, ki zadane delavca – od 1 do 5 dni,\u003C\u002Fp>\n\n\u003Cp>-selitve delavca v interesu delodajalca – 2 dni,\u003C\u002Fp>\n\n\u003Cp>-selitve delavca v lastnem interesu – 1 dan.\u003C\u002Fp>\n\n\u003Cp>(2)Odsotnost v zgornjih primerih je treba izrabiti ob nastopu dogodka.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativedays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ADMINISTRATIVE_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>(3)Delavcu se mora omogočiti druge odsotnosti z dela na način in pod\npogoji, ki jih določajo drugi predpisi.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(4)Ne glede na prejšnje določbe tega člena ima delavec, ki je član\nsindikata, podpisnika te kolektivne pogodbe, pravico do enega dodatnega\ndelovnega dneva plačane odsotnosti z dela oziroma največ osem ur v posameznem\nkoledarskem letu zaradi sindikalnega izobraževanja ali usposabljanja. To\npravico uveljavlja delavec na podlagi veljavne članske izkaznice sindikata,\npodpisnika te kolektivne pogodbe.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>52.člen\u003C\u002Fh3>\n\n\u003Ch3>Pravica do odsotnosti z dela brez nadomestila plače\u003C\u002Fh3>\n\n\u003Cp>(1)Delavec ima pravico do odsotnosti brez nadomestila plače v naslednjih\nprimerih:\u003C\u002Fp>\n\n\u003Cp>-neodložljivih osebnih opravkov;\u003C\u002Fp>\n\n\u003Cp>-zasebnega potovanja;\u003C\u002Fp>\n\n\u003Cp>-nege družinskega člana, ki ni medicinsko potrebna;\u003C\u002Fp>\n\n\u003Cp>-popravila hiše oziroma stanovanja;\u003C\u002Fp>\n\n\u003Cp>-zdravljenja na lastne stroške;\u003C\u002Fp>\n\n\u003Cp>-izobraževanja v lastnem interesu.\u003C\u002Fp>\n\n\u003Cp>(2)Delavec mora pred odsotnostjo iz prvega odstavka podpisati izjavo, da pri\nprvem izplačilu plače dovoli odtegljaje za plačane prispevke za socialno\nvarnost iz naslova delodajalca in delavca.\u003C\u002Fp>\n\n\u003Cp>(3)Delavec ima pravico do odsotnosti z dela brez nadomestila do največ 30\ndelovnih dni v koledarskem letu.\u003C\u002Fp>\n\n\u003Cp>(4)Delodajalec lahko delavčevo zahtevo po neplačani odsotnosti z dela\nzavrne, če oceni, da bi bilo zaradi njegove odsotnosti ovirano poslovanje\nin\u002Fali proizvodni proces.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>II. 4. Izobraževanje\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>53.člen\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch3>Izobraževanje, izpopolnjevanje in usposabljanje\u003C\u002Fh3>\n\n\u003Cp>(1)Delavec ima pravico do izobraževanja, delodajalec pa ima pravico delavca\nnapotiti na izobraževanje.\u003C\u002Fp>\n\n\u003Cp>(2)Delavec se je dolžan izobraževati, če ga delodajalec napoti na\nizobraževanje in sklene z njim ustrezno pogodbo.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqtraining\">\u003Cp>(3)Če delodajalec organizira izpopolnjevanje ali usposabljanje v skladu s\npotrebami delovnega procesa, se čas takega izpopolnjevanja ali usposabljanja\nšteje v delovni čas, delavec pa ima enake pravice, kot če bi delal.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(4)Izpopolnjevanje in usposabljanje sindikalnih zaupnikov o kolektivnem\ndogovarjanju in delovno pravni zakonodaji se šteje za izobraževanje v\ninteresu delodajalca.\u003C\u002Fp>\n\n\u003Cp>(5)V primeru, da se delavec izobražuje v lastnem interesu, lahko\ndelodajalec in delavec skleneta pogodbo, v kateri bosta pogodbeni stranki\nopredelila medsebojne pravice in dolžnosti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>54.člen\u003C\u002Fh3>\n\n\u003Ch3>Pogodba o izobraževanju\u003C\u002Fh3>\n\n\u003Cp>(1)V kolikor se delavec izobražuje v interesu delodajalca, razen\nusposabljanja in izpopolnjevanja, sta delodajalec in delavec dolžna skleniti\npogodbo o izobraževanju.\u003C\u002Fp>\n\n\u003Cp>(2)S pogodbo o izobraževanju delavec in delodajalec dogovorita obveznosti\nin dolžnosti, predvsem pa mora pogodba o izobraževanju vsebovati najmanj\nsledeče:\u003C\u002Fp>\n\n\u003Cp>-število prostih dni za opravljanje izpitov, glede na čas in zahtevnost\nprograma izobraževanja,\u003C\u002Fp>\n\n\u003Cp>-plačilo oziroma povrnitev stroškov izobraževanja.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Ch3>55.člen\u003C\u002Fh3>\n\n\u003Ch3>Povračila stroškov za usposabljanje in izpopolnjevanje\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Delavcu, ki ga delodajalec napoti na usposabljanje in izpopolnjevanje,\ndelodajalec krije stroške:\u003C\u002Fp>\n\n\u003Cp>-prevoza,\u003C\u002Fp>\n\n\u003Cp>-kotizacije, šolnine,\u003C\u002Fp>\n\n\u003Cp>-prehrane,\u003C\u002Fp>\n\n\u003Cp>-bivanja.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-minijobs_excluded\">\u003Ch3>56.člen\u003C\u002Fh3>\n\n\u003Ch3>Dijaki in študenti na praksi\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Delodajalec zagotavlja dijakom in študentom na obvezni praksi:\u003C\u002Fp>\n\n\u003Cp>-plačilo skladno z učno pogodbo,\u003C\u002Fp>\n\n\u003Cp>-seznanitev z nevarnostmi, povezanimi z delom, in ustrezna zaščitna\nsredstva,\u003C\u002Fp>\n\n\u003Cp>-zavarovanje za primer poklicne bolezni in poškodbe na delu,\u003C\u002Fp>\n\n\u003Cp>-ustrezno mentorstvo in uvajanje v delo,\u003C\u002Fp>\n\n\u003Cp>-prehrano med delom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>II. 5. Okviri delovanja sindikata\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>57.člen Splošno\u003C\u002Fh3>\n\n\u003Cp>(1)S kolektivno pogodbo se ne posega v svobodno ustanavljanje in delovanje\nsindikatov pri delodajalcih ter v pravice sindikata, da v skladu s svojo vlogo\nin nalogami daje pobude, predloge, stališča in zahteve pristojnim organom.\u003C\u002Fp>\n\n\u003Cp>(2)Delodajalec je dolžan v primerih, ki jih določa zakon, ta kolektivna\npogodba ali kolektivna pogodba na ravni delodajalca, zagotoviti sodelovanje\nsindikatom.\u003C\u002Fp>\n\n\u003Cp>(3)Delodajalec zagotavlja reprezentativnemu sindikatu pri delodajalcu, ki je\norganizacijsko del reprezentativnega sindikata, podpisnika te kolektivne\npogodbe:\u003C\u002Fp>\n\n\u003Cp>-pogoje za delo v skladu z določbami te kolektivne pogodbe,\u003C\u002Fp>\n\n\u003Cp>-prost dostop zunanjih sindikalnih predstavnikov k delodajalcu na podlagi\nvnaprejšnjega obvestila,\u003C\u002Fp>\n\n\u003Cp>-pravico do vseh vrst sindikalnega obveščanja.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>58.člen Obveščanje sindikata\u003C\u002Fh3>\n\n\u003Cp>(1)Delodajalec je dolžan na podlagi pisne zahteve reprezentativnega\nsindikata pri delodajalcu pisno obvestiti sindikat, glede namer, ukrepov ali\nposlovanja delodajalca, ki lahko vplivajo na položaj delavcev, v roku trideset\ndni od prejema zahtevka.\u003C\u002Fp>\n\n\u003Cp>(2)Dolžnosti obveščanja ni, če gre za poslovno skrivnost.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>59.člen\u003C\u002Fh3>\n\n\u003Ch3>Zagotavljanje podatkov, posvetovanje in obveščanje\u003C\u002Fh3>\n\n\u003Cp>(1)Delodajalec zagotavlja pooblaščenim predstavnikom reprezentativnega\nsindikata pri delodajalcu podatke o vseh vprašanjih, ki jih sindikat potrebuje\nza primere sodelovanja pri odločanju o pravicah delavcev, v skladu z veljavno\nzakonodajo. Pooblaščeni predstavniki reprezentativnega sindikata pri\ndelodajalcu in z njihove strani angažirani strokovnjaki so dolžni varovati\ntako pridobljene podatke v skladu z zakonom.\u003C\u002Fp>\n\n\u003Cp>(2)Delodajalec informativno vsaj enkrat letno seznani reprezentativni\nsindikat o pričakovanih rezultatih poslovanja.\u003C\u002Fp>\n\n\u003Cp>(3)Delodajalec mora najmanj enkrat letno na predlog reprezentativnega\nsindikata pri delodajalcu, praviloma po poteku poslovnega leta, temu poročati\no politiki zaposlovanja in o izkoriščenosti delovnega časa pri\ndelodajalcu.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-violence\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Cp>(4)Delodajalec in sindikat pri delodajalcu se za doseganje učinkovitega\nvarstva pred nasiljem, trpinčenjem, nadlegovanjem in drugimi oblikami\npsihosocialnega tveganja na delovnih mestih medsebojno obveščata, oblikujeta\npredloge in se dogovarjata o ukrepih za odpravo oziroma zmanjšanje vseh\ntveganj, ki lahko ogrozijo zdravje delavcev.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>(5)Sindikat si prizadeva za čim večjo ozaveščenost delavcev za varno in\nzdravo delo, jih ozavešča o pomenu uporabe osebne varovalne opreme ter zbira\nopozorila na pomanjkljivosti in morebitne predloge delavcev za izboljšave\nvarnosti in zdravja pri delu. Sindikat o navedenih aktivnostih in ugotovitvah\nporoča delodajalcu ter se z njim o tem posvetuje vsaj enkrat letno.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(6)Delodajalec posreduje sindikatu pri delodajalcu izvod veljavnih splošnih\naktov.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>60.člen\u003C\u002Fh3>\n\n\u003Ch3>Materialni pogoji za delovanje sindikata\u003C\u002Fh3>\n\n\u003Cp>(1)Delodajalec zagotavlja reprezentativnemu sindikatu pri delodajalcu\nnaslednji obseg plačanega sindikalnega dela med delovnim časom:\u003C\u002Fp>\n\n\u003Cp>-za opravljanje nalog sindikalnih zaupnikov eno in pol plačano uro letno za\nvsakega člana reprezentativnega sindikata pri delodajalcu,\u003C\u002Fp>\n\n\u003Cp>-pol ure za vsakega delavca, ki ni član nobenega sindikata.\u003C\u002Fp>\n\n\u003Cp>(2)O izrabi dogovorjenega obsega plačanih ur za sindikalno delo se vodi\nevidenca na način, dogovorjen med delodajalcem in sindikalnim zaupnikom.\u003C\u002Fp>\n\n\u003Cp>(3)V primeru, da je pri delodajalcu več reprezentativnih sindikatov si fond\nur iz druge alineje prvega odstavka tega člena razdelijo sorazmerno številu\nčlanov sindikata.\u003C\u002Fp>\n\n\u003Cp>(4)Poleg pogojev iz prvega odstavka tega člena delodajalec zagotavlja še\npogoje za udeležbo:\u003C\u002Fp>\n\n\u003Cp>-članom sindikata pri delodajalcu na članskih sestankih, vendar največ\ndvakrat letno,\u003C\u002Fp>\n\n\u003Cp>-sindikalnih zaupnikov na sejah organov reprezentativnega sindikata pri\ndelodajalcu, na državni in območni ravni ter na sejah organov sindikalnih\ncentral na državni in območni ravni,\u003C\u002Fp>\n\n\u003Cp>-sindikalnih zaupnikov na strokovnih posvetih in oblikah izobraževanja za\nsindikalno delo, organiziranih pri delodajalcu ali izven delodajalca pet\ndelovnih dni letno.\u003C\u002Fp>\n\n\u003Cp>(5)Sindikalni zaupnik mora delodajalca, na podlagi prejetega vabila,\npravočasno seznaniti s sindikalno aktivnostjo in se z njim uskladiti glede\nodsotnosti.\u003C\u002Fp>\n\n\u003Cp>(6)Delodajalec zagotavlja reprezentativnemu sindikatu pri delodajalcu:\u003C\u002Fp>\n\n\u003Cp>-prostorske pogoje za delo sindikatov, njihovih organov in sindikalnih\nzaupnikov,\u003C\u002Fp>\n\n\u003Cp>-brezplačen obračun in nakazovanje članarine za člane sindikata, skladno\ns pisnimi navodili sindikata.\u003C\u002Fp>\n\n\u003Cp>(7)Ne glede na zagotovljene materialne pogoje za delo sindikata po tem\nčlenu se delodajalec in reprezentativni sindikat pri delodajalcu lahko\ndogovorita, da za čas opravljanja profesionalne funkcije pripada sindikalnemu\nzaupniku plača najmanj v višini, kot jo je prejemal pred začetkom\nopravljanja te funkcije.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>61.člen\u003C\u002Fh3>\n\n\u003Ch3>Status sindikalnega zaupnika\u003C\u002Fh3>\n\n\u003Cp>(1)Reprezentativni sindikat pri delodajalcu, podpisnik te kolektivne\npogodbe, imenuje ali izvoli sindikalne zaupnike pri delodajalcu, v skladu s\nsvojim statutom ali pravili.\u003C\u002Fp>\n\n\u003Cp>(2)Reprezentativni sindikat pri delodajalcu, ki je hkrati podpisnik te\nkolektivne pogodbe, lahko imenuje ali izvoli največ naslednje število\nsindikalnih zaupnikov pri delodajalcu:\u003C\u002Fp>\n\n\u003Cp>-če je pri delodajalcu zaposlenih od pet do petnajst članov sindikata,\nzunanjega sindikalnega zaupnika;\u003C\u002Fp>\n\n\u003Cp>-če je pri delodajalcu zaposlenih od šestnajst do petdeset članov\nsindikata, enega sindikalnega zaupnika;\u003C\u002Fp>\n\n\u003Cp>-če je pri delodajalcu zaposlenih od enainpetdeset do sto članov\nsindikata, dva sindikalna zaupnika;\u003C\u002Fp>\n\n\u003Cp>-še po enega sindikalnega zaupnika na vsakih naslednjih sto petdeset\nčlanov sindikata, razen če se delodajalec in reprezentativni sindikat ne\ndogovorita drugače.\u003C\u002Fp>\n\n\u003Cp>(3)Sindikalni zaupniki, izvoljeni po kriterijih iz drugega odstavka tega\nčlena, uživajo delovno pravno zaščito, v skladu z zakonom.\u003C\u002Fp>\n\n\u003Cp>(4)Reprezentativni sindikat mora o imenovanju oziroma izvolitvi sindikalnega\nzaupnika oziroma sindikalnih zaupnikov pisno obvestiti delodajalca v petnajstih\ndneh po imenovanju oziroma izvolitvi. Enak rok velja za pisno obvestilo po\nprenehanju funkcije sindikalnega zaupnika.\u003C\u002Fp>\n\n\u003Cp>(5)Za sindikalne zaupnike po tem členu se štejejo tudi funkcionarji\nreprezentativnih sindikatov dejavnosti trgovine – reprezentativnih\nsindikalnih central dejavnosti trgovine (predsedniki območnih in republiških\nodborov sindikatov, predsedniki območnih sindikatov), ki so zaposleni pri\ndelodajalcu, svojo funkcijo pa opravljajo neprofesionalno.\u003C\u002Fp>\n\n\u003Cp>(6)Sindikalnemu zaupniku zaradi sindikalne dejavnosti ni mogoče znižati\nplače ali začeti zoper njega disciplinski ali odškodninski postopek ali ga\nkako drugače postavljati v manj ugoden oziroma podrejen položaj.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>II. 6. Plača, povračilo stroškov in drugi prejemki\u003C\u002Fh3>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>62.člen Splošno\u003C\u002Fh3>\n\n\u003Cp>(1)Prejemki delavca v delovnem razmerju, ki so predmet te kolektivne\npogodbe, so:\u003C\u002Fp>\n\n\u003Cp>-plača,\u003C\u002Fp>\n\n\u003Cp>-nadomestilo plače,\u003C\u002Fp>\n\n\u003Cp>-povračila stroškov v zvezi z delom,\u003C\u002Fp>\n\n\u003Cp>-drugi osebni prejemki.\u003C\u002Fp>\n\n\u003Cp>(2)Povračila stroškov v zvezi z delom:\u003C\u002Fp>\n\n\u003Cp>-prevoz na delo in z dela,\u003C\u002Fp>\n\n\u003Cp>-prehrana med delom,\u003C\u002Fp>\n\n\u003Cp>-za službena potovanja,\u003C\u002Fp>\n\n\u003Cp>-nadomestilo za ločeno življenje.\u003C\u002Fp>\n\n\u003Cp>(3)Drugi osebni prejemki:\u003C\u002Fp>\n\n\u003Cp>-regres za letni dopust,\u003C\u002Fp>\n\n\u003Cp>-jubilejne nagrade,\u003C\u002Fp>\n\n\u003Cp>-solidarnostna pomoč,\u003C\u002Fp>\n\n\u003Cp>-odpravnine,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Cp>-božičnica.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(4)Plače, nadomestila plač, povračila stroškov v zvezi z delom in drugi\nosebni prejemki se izplačujejo na bančni račun delavca, razen v kolikor ta\npogodba ne določa drugače.\u003C\u002Fp>\n\n\u003Cp>(5)Pisni obračun, iz katerega so razvidni podatki o plači, nadomestilu\nplače, povračilo stroškov v zvezi z delom in drugi osebni prejemki, lahko\ndelodajalec izda v elektronski obliki, in sicer po elektronski pošti na naslov\ndelavca, ki ga zagotavlja in v uporabo nalaga delodajalec, ali na drug\nelektronski način, ki omogoča, da so podatki dosegljivi in primerni za\nkasnejšo uporabo, upoštevaje predpise, ki urejajo varovanje osebnih\npodatkov.\u003C\u002Fp>\n\n\u003Cp>(6)Povračila stroškov v zvezi z delom, drugi osebni prejemki, plačila\ndijakom in študentom na obveznem praktičnem usposabljanju se izplačujejo v\nvišini, kot jih določa ta kolektivna pogodba, vendar pod pogoji in v zneskih,\nki se ne vštevajo v davčno osnovo in osnovo za prispevke za socialno\nvarnost.\u003C\u002Fp>\n\n\u003Cp>(7)Vsi zneski v tej kolektivni pogodbi, ki se nanašajo na plače in\nnadomestila plač, so v bruto zneskih.\u003C\u002Fp>\n\n\u003Cp>(8)Pri uveljavljanju pravic na podlagi delovne dobe pri zadnjem delodajalcu\nse v omenjeno delovno dobo šteje vsa neprekinjena delovna doba:\u003C\u002Fp>\n\n\u003Cp>-pri zadnjem delodajalcu,\u003C\u002Fp>\n\n\u003Cp>-pri delodajalcih, ki so pravni predniki zadnjega delodajalca,\u003C\u002Fp>\n\n\u003Cp>-za prevzete delavce pa tudi delovna doba pri delodajalcih, od katerih so\nbili prevzeti, razen če ta kolektivna pogodba ne določa drugače.\u003C\u002Fp>\n\n\u003Cp>(9)Tarifna priloga, ki je sestavni del te kolektivne pogodbe, določa\nvišino najnižjih osnovnih plač, povračila stroškov v zvezi z delom in\ndrugih osebnih prejemkov, oziroma osnov za njihov izračun.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>63.člen\u003C\u002Fh3>\n\n\u003Ch3>Obračun plače, nadomestil in drugih prejemkov\u003C\u002Fh3>\n\n\u003Cp>(1)Delavcu mora biti ob izplačilu plače vročen pisni obračun, ki vsebuje\nzlasti naslednje podatke:\u003C\u002Fp>\n\n\u003Cp>-število plačanih ur za mesec, na katerega se nanaša pisni obračun\nplače,\u003C\u002Fp>\n\n\u003Cp>-osnovno plačo delavca ali urno postavko,\u003C\u002Fp>\n\n\u003Cp>-dodatke po posameznih vrstah, ki izhajajo iz zakona, kolektivne pogodbe\noziroma pogodbe o zaposlitvi,\u003C\u002Fp>\n\n\u003Cp>-del plače za delovno uspešnost,\u003C\u002Fp>\n\n\u003Cp>-del plače za poslovno uspešnost,\u003C\u002Fp>\n\n\u003Cp>-nadomestila plače po posameznih vrstah,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Cp>-druga izplačila v skladu z akti družbe, podjetniško kolektivno pogodbo\nali pogodbo o zaposlitvi,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>-bruto plačo,\u003C\u002Fp>\n\n\u003Cp>-zneske prispevkov za socialno varnost,\u003C\u002Fp>\n\n\u003Cp>-neto plačo,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>-odtegljaji iz plače (administrativne in sodne prepovedi, premije za\ndodatno prostovoljno zdravstveno in pokojninsko zavarovanje ipd.),\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>-akontacija dohodnine,\u003C\u002Fp>\n\n\u003Cp>-neto izplačilo plače.\u003C\u002Fp>\n\n\u003Cp>(2)Ob obračunu plače lahko delodajalec na istem obračunskem listu\nobračuna tudi druge osebne prejemke in povračila stroškov v zvezi z\ndelom.\u003C\u002Fp>\n\n\u003Cp>(3)Delavec ali od delavca pisno pooblaščeni sindikalni zaupnik ima pravico\ndo obrazložitve delavčeve obračunane plače.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>64.člen Plača\u003C\u002Fh3>\n\n\u003Ch3>Plača je sestavljena iz:\u003C\u002Fh3>\n\n\u003Cp>-osnovne plače,\u003C\u002Fp>\n\n\u003Cp>-dela plače za delovno uspešnost,\u003C\u002Fp>\n\n\u003Cp>-dela plače za poslovno uspešnost, če je dogovorjena pri delodajalcu,\u003C\u002Fp>\n\n\u003Cp>-dodatkov.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>65.člen\u003C\u002Fh3>\n\n\u003Ch3>Najnižja osnovna plača\u003C\u002Fh3>\n\n\u003Cp>(1)Najnižja osnovna plača pomeni najnižje ovrednoteno delo v določenem\ntarifnem razredu za povprečni mesečni polni delovni čas, oziroma z njim\nizenačen delovni čas.\u003C\u002Fp>\n\n\u003Cp>(2)Najnižje osnovne plače za posamezni tarifni razred te kolektivne\npogodbe predstavljajo minimum pri določanju najnižjih osnovnih plač pri\ndelodajalcu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>66.člen\u003C\u002Fh3>\n\n\u003Ch3>Osnovna plača\u003C\u002Fh3>\n\n\u003Cp>Osnovna plača se določi upoštevaje zahtevnost dela na delovnem\nmestu\u002Fvrsti dela, za katerega je delavec sklenil pogodbo o zaposlitvi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>67.člen\u003C\u002Fh3>\n\n\u003Ch3>Plačilo iz naslova delovne uspešnost\u003C\u002Fh3>\n\n\u003Cp>V kolektivni pogodbi na ravni delodajalca ali v splošnem aktu delodajalca\nse določijo kriteriji in merila za ugotavljanje delovne uspešnosti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>68.člen\u003C\u002Fh3>\n\n\u003Ch3>Plačilo za poslovno uspešnost\u003C\u002Fh3>\n\n\u003Cp>(1)Plačilo za poslovno uspešnost je sestavni del plače, če je\ndogovorjeno s kolektivno pogodbo na ravni delodajalca, s splošnim aktom\ndelodajalca ali s pogodbo o zaposlitvi.\u003C\u002Fp>\n\n\u003Cp>(2)Plačilo za poslovno uspešnost je izključeno iz osnov za nadomestila\nplač in drugih prejemkov iz delovnega razmerja.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>69.člen\u003C\u002Fh3>\n\n\u003Ch3>Plačilo za posebno uspešnost\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlytype2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlytype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly_detail_txt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonly_detail\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCEONLY_trigger\">\u003Cp>Delodajalec lahko delavcu izplača tudi posebno uspešnost, ki je del\nplače, izhajajoč iz osebne delovne uspešnosti delavca in za katero\nkriterije, način plačila in višino dogovorita sporazumno s posebno\npogodbo.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>70.člen Vrste dodatkov\u003C\u002Fh3>\n\n\u003Cp>(1) Med dodatke se štejejo:\u003C\u002Fp>\n\n\u003Cp>-dodatki za pogoje dela, ki izhajajo iz razporeditve delovnega časa, ki je\nza delavca manj ugoden;\u003C\u002Fp>\n\n\u003Cp>-dodatki za pogoje dela, ki izhajajo iz posebnih obremenitev pri delu,\nneugodnih vplivov okolja in nevarnosti pri delu;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>-dodatek za delovno dobo.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2) Delavec je do dodatkov iz prve in druge alineje upravičen, če pogoji\nniso vključeni v zahtevnosti delovnega mesta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>71.člen\u003C\u002Fh3>\n\n\u003Ch3>Dodatki, ki izhajajo iz razporeditve delovnega časa, ki je za delavca manj\nugoden\u003C\u002Fh3>\n\n\u003Cp>(1)Delavec je upravičen do dodatka za delo v delovnem času, ki je zanj\nmanj ugoden, najmanj v naslednjem nominalnem znesku ali odstotku od osnovne\nplače delavca oziroma ustrezne urne postavke:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetype\">\u003Cp>-za čas dela v popoldanski ali nočni izmeni, kadar se delo opravlja v\npopoldanski ali nočni izmeni – 10 %\u003C\u002Fp>\n\n\u003Cp>-za pripravljenost na domu – 10 %;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowanceperc1\">\u003Cp>-za nočno delo – 75 %;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>-za nadurno delo – 30 %;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowanceperc1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>-za delo na nedelje 100 %, vendar ne manj kot 6,05 EUR\u002Furo;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>-za delo na praznike, ki so z zakonom določeni kot dela prosti dnevi in na\ndneve, ki so z zakonom določeni kot dela prosti dnevi – 250 %.\u003C\u002Fp>\n\n\u003Cp>(2)Delavec je upravičen do dodatka za delo v popoldanski izmeni za delo, ki\nga opravi po 12.00 uri.\u003C\u002Fp>\n\n\u003Cp>(3)Delavec je upravičen do dodatka za čas pripravljenosti na domu na delo\nza vsako uro pripravljenosti.\u003C\u002Fp>\n\n\u003Cp>(4)Dodatek za delo na nedeljo in dodatek za delo na praznike, ki so z\nzakonom določeni kot dela prosti dnevi in na dneve, ki so z zakonom določeni\nkot dela prosti dnevi, se med seboj izključujeta. V tem primeru pripada\ndelavcu dodatek, ki je zanj ugodnejši.\u003C\u002Fp>\n\n\u003Cp>(5)Delavec je upravičen do dodatka za delo v manj ugodnem delovnem času le\nza čas, ko je delal v pogojih, zaradi katerih mu dodatek pripada. Delodajalec\nje dolžan za obračunski mesec obračunati vse dodatke, ki izhajajo iz\nrazporeditve delovnega časa, ki je za delavca manj ugoden v dejanskem obsegu\nne glede na obračunan mesečni fond ur.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>72.člen\u003C\u002Fh3>\n\n\u003Ch3>Dodatki, ki izhajajo iz posebnih obremenitev pri delu, neugodnih vplivov\nokolja in nevarnosti pri delu\u003C\u002Fh3>\n\n\u003Cp>(1)Če pogoji dela, ki izhajajo iz posebnih obremenitev pri delu, neugodnih\nvplivov okolja in nevarnosti pri delu niso upoštevani v osnovni plači, je\ndelavec za čas dela v teh pogojih upravičen do dodatkov.\u003C\u002Fp>\n\n\u003Cp>(2)Pogoji dela iz prvega odstavka tega člena in višina dodatkov se\ndoločijo v kolektivni pogodbi delodajalca ali splošnem aktu delodajalca.\u003C\u002Fp>\n\n\u003Cp>(3)V primeru, da ti pogoji dela niso upoštevani v osnovni plači, višina\ndodatka pa pri delodajalcu ni določena, delavcu pripada dodatek v višini 2 %\nod osnovne plače v primerih, kjer je delavec stalno izpostavljen:\u003C\u002Fp>\n\n\u003Cp>-prekomernim visokim temperaturam;\u003C\u002Fp>\n\n\u003Cp>-delu v hladilnici;\u003C\u002Fp>\n\n\u003Cp>-prekomernemu prahu;\u003C\u002Fp>\n\n\u003Cp>-prekomernemu hrupu.\u003C\u002Fp>\n\n\u003Cp>(4)Delavcu pripadajo dodatki za težje pogoje dela oziroma vplive okolja za\nčas trajanja takega dela, če je bil k takemu delu razporejen in ga je\ndejansko opravil.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>73.člen\u003C\u002Fh3>\n\n\u003Ch3>Dodatek na delovno dobo\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype2\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetype1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowanceperc1\">\u003Cdiv class=\"cbaClause highlight focus\" id=\"clause-longserviceallowancetype\">\u003Cp>(1)Ne glede na delodajalca, panogo ali status (na primer brezposelne osebe)\npripada delavcu dodatek za skupno delovno dobo v višini 0,5 % od osnovne\nplače za vsako izpolnjeno leto delovne dobe, ki jo je dosegel do 1. 5.\n2014.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(2)Dodatek iz prejšnjega odstavka se v času trajanja delovnega razmerja\ndelavca pri delodajalcu obračunava mesečno od vsakokratne osnovne plače\ndelavca.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>(3)V skupno delovno dobo iz prvega odstavka tega člena se vštevajo\nizpolnjena leta delovne dobe, ki jih je delavec prebil na delu, ali v delovnem\nrazmerju doma oziroma v tujini, ali pri opravljanju samostojne dejavnosti, ki\nso ustrezno potrjena z vpisom v delovno knjižico oziroma izhajajo iz izpisa o\nobdobjih zavarovanj, ki ga izda Zavod za pokojninsko in invalidsko zavarovanje\nSlovenije. Dokupljena, beneficirana in posebne zavarovalne dobe ne štejejo kot\ndobe pri uveljavljanju dodatka na skupno delovno dobo.\u003C\u002Fp>\n\n\u003Cp>(4)V primeru, ko se delavec zaposli pri delodajalcu po vključno 1. 5. 2014,\ndelavec lahko uveljavlja pravico do dodatka za delovno dobo iz prvega odstavka\ntega člena na podlagi predložene delovne knjižice oziroma izpisa o obdobjih\nzavarovanj, ki ga izda Zavod za pokojninsko in invalidsko zavarovanje\nSlovenije, kar delavec predloži delodajalcu ob podpisu pogodbe o zaposlitvi, o\nčemer ga mora delodajalec predhodno obvestiti. Delodajalec je dolžan delavcu\npričeti izplačevati dodatek iz prvega odstavka tega člena ob izplačilu\nnjegove prve plače. V primeru, da delavec ne predloži ustreznih dokazil ob\npodpisu pogodbe, se dodatek iz prvega odstavka tega člena prične\nobračunavati delavcu pri plači za mesec, ki sledi mesecu predložitve dokazil\ns strani delavca. Delodajalec ni dolžan namesto delavca zbirati dokazil o\nskupni delovni dobi.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(5)Delavcu, ki nadaljuje delo pri delodajalcu tudi po vključno 1. 5. 2014,\nse štetje delovne dobe ne pretrga oziroma spremeni, zato mu pripada dodatek v\nvišini 0,5 % od osnovne plače za vsako nadaljnje izpolnjeno leto delovne\ndobe, dokler je zaposlen pri tem delodajalcu.\u003C\u002Fp>\n\n\u003Cp>(6)Delavcu, ki se zaposli pri delodajalcu po vključno 1. 5. 2014 pripada\npoleg dodatka na delovno dobo iz prvega odstavka tega člena, dodatek v višini\n0,5 % od osnovne plače za vsako izpolnjeno leto delovne dobe pri zadnjem\ndelodajalcu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>74.člen\u003C\u002Fh3>\n\n\u003Ch3>Nadomestilo plače\u003C\u002Fh3>\n\n\u003Cp>(1)Delavcu pripada nadomestilo plače za čas opravičene odsotnosti z dela\nv primerih in v višini, ki jih določa zakon.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Cp>(2)Za čas stavke pri delodajalcu, organizirane v skladu z zakonom, ki je\nposledica kršitve pravic delavcev pri delodajalcu, so delavci upravičeni do\nnadomestila v višini 70 % osnovne plače. Nadomestilo je omejeno na največ\nštiri delovne dni.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)V osnovo za izračun nadomestila se ne všteva del plače iz nadur,\nposlovne uspešnosti in posebne uspešnosti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>75.člen\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetype\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>Povračilo stroškov prevoza na delo in z dela\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(1)Delavec je upravičen do povračila stroškov za prevoz na delo in z dela\nza dneve prisotnosti na delu, in sicer od običajnega kraja bivališča do\nkraja opravljanja dela. V primeru, da delodajalec povrača strošek prevoza na\ndelo in z dela izključno na podlagi mesečne vozovnice, se v primeru\nopravičene odsotnosti dnevi odsotnosti ne odštevajo, razen v primeru\nodsotnosti zaradi izrabe letnega dopusta.\u003C\u002Fp>\n\n\u003Cp>(2)Če se zaradi razlogov na strani delavca stroški za prevoz na delo in z\ndela naknadno po sklenitvi pogodbe o zaposlitvi povečajo, ima delavec pravico\ndo povračila tako povečanih stroškov za prevoz na delo in z dela, če se o\ntem sporazume z delodajalcem.\u003C\u002Fp>\n\n\u003Cp>(3)Delavcu pripada povračilo stroškov za prevoz na delo in z dela po\nnajkrajših relacijah rednih linijskih prog javnih prevoznih sredstev ali po\nnajkrajši cestni povezavi od običajnega kraja bivališča delavca, do kraja\nopravljanja dela.\u003C\u002Fp>\n\n\u003Cp>(4)Konkreten način povračila stroškov prevoza na delo in z dela se\ndoloči s kolektivno pogodbo na ravni delodajalca ali s splošnim aktom\ndelodajalca, pri čemer lahko kot način povračila določi povračilo\nstroškov javnega prevoza ali povračilo stroškov za vsak polni kilometer poti\nali njuno kombinacijo.\u003C\u002Fp>\n\n\u003Cp>(5)Če pri delodajalcu ni organiziranega sindikata, mora delodajalec predlog\nsplošnega akta, ki določa način povračila stroškov prevoza na delo in z\ndela posredovati v mnenje svetu delavcev oziroma delavskemu zaupniku. Svet\ndelavcev oziroma delavski zaupnik mora podati mnenje v roku osmih delovnih dni,\ndelodajalec pa mora pred sprejemom splošnega akta posredovano mnenje\nobravnavati, se do njega pisno opredeliti, ter s tem seznaniti svet delavcev\nali delavskega zaupnika in delavce, na pri delodajalcu običajen način.\u003C\u002Fp>\n\n\u003Cp>(6)Če pri posameznem delodajalcu ni organiziranega sindikata, sveta\ndelavcev oziroma delavskega zaupnika, mora o vsebini splošnega akta\ndelodajalec pred njegovim sprejemom obvestiti delavce na pri delodajalcu\nobičajen način.\u003C\u002Fp>\n\n\u003Cp>(7)Če je bivališče delavca oddaljeno od delovnega mesta manj kot en\nkilometer, delavec ni upravičen do povračila stroškov prevoza na delo in z\ndela.\u003C\u002Fp>\n\n\u003Cp>(8)Višina povračila stroškov prevoza na delo in z dela se določi v\ntarifni prilogi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>76.člen\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvoucherstype1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchers_remote\">\u003Ch3>Povračilo stroškov za prehrano med delom\u003C\u002Fh3>\n\n\u003Cp>(1)Delavec, ki je prisoten na delu najmanj štiri ure, je upravičen do\npovračila stroškov za prehrano med delom, v kolikor mu delodajalec ne\nzagotovi brezplačnega toplega obroka.\u003C\u002Fp>\n\n\u003Cp>(2)Višina povračila stroška prehrane med delom se določi v tarifni\nprilogi.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>77.člen\u003C\u002Fh3>\n\n\u003Ch3>Povračilo stroškov za službena potovanja\u003C\u002Fh3>\n\n\u003Cp>(1)Za povračilo stroškov, ki so jih imeli delavci pri opravljanju\ndoločenih del in nalog na službenem potovanju, se štejejo:\u003C\u002Fp>\n\n\u003Cp>-dnevnica (povračilo stroškov za prehrano),\u003C\u002Fp>\n\n\u003Cp>-povračilo stroškov za prenočevanje in\u003C\u002Fp>\n\n\u003Cp>-povračilo stroškov za prevoz.\u003C\u002Fp>\n\n\u003Cp>(2)Do povračila stroškov na službenem potovanju so upravičeni delavci,\nki so napoteni na službeno potovanje s strani delodajalca.\u003C\u002Fp>\n\n\u003Cp>(3)Če je narava dela takšna, da se v pretežni meri opravlja izven sedeža\ndelodajalca oziroma njegove organizacijske enote in se delo opravlja na\nobmočju Republike Slovenije, delavec pa se vsakodnevno vrača v kraj kjer\nprebiva, delavcu pripada prehrana oziroma povračilo stroškov za prehrano med\ndelom in ne dnevnica.\u003C\u002Fp>\n\n\u003Cp>(4)Dnevnica in prehrana oziroma povračilo stroškov za prehrano med delom\nse izključujeta.\u003C\u002Fp>\n\n\u003Cp>(5)Stroški prenočevanja na službenem potovanju se povrnejo v višini\ndejanskih stroškov za prenočevanje, če so dokumentirani s potnim nalogom in\nračuni za prenočevanje v prenočišču, ki ga odobri delodajalec.\u003C\u002Fp>\n\n\u003Cp>(6)Višina dnevnice in povračila stroškov za prevoz za službeno potovanje\nv Republiki Sloveniji in v tujini se določi v tarifni prilogi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>78.člen\u003C\u002Fh3>\n\n\u003Ch3>Nadomestilo za ločeno življenje\u003C\u002Fh3>\n\n\u003Cp>Delavec je upravičen do nadomestila za ločeno življenje pod pogoji, da je\ntako dogovorjeno s pogodbo o zaposlitvi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>79.člen Regres za letni dopust\u003C\u002Fh3>\n\n\u003Cp>(1)Delodajalec je dolžan izplačati regres za letni dopust, kot ga določa\nzakon.\u003C\u002Fp>\n\n\u003Cp>(2)Regres za letni dopust se izplača najmanj v višini minimalne plače v\ndenarni obliki, nad tem zneskom pa lahko delodajalec izplača regres v\nnedenarni obliki.\u003C\u002Fp>\n\n\u003Cp>(3)V primeru izplačila dela regresa v nedenarni obliki, je delodajalec\ndolžan ta del regresa zagotoviti v obliki, s katero je delavcu omogočen nakup\nširokega nabora izdelkov, ki jih potrebuje za zadovoljevanje vsakodnevnih\nživljenjskih potreb, le-ta pa mora biti po vrednosti enakovredna denarni\nobliki.\u003C\u002Fp>\n\n\u003Cp>(4)V primeru nelikvidnosti delodajalca se regres za letni dopust izplača\nnajkasneje do 1. novembra tekočega leta.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>80.člen Jubilejna nagrada\u003C\u002Fh3>\n\n\u003Cp>(1)Delavcu pripada jubilejna nagrada za 10, 20, 30 in 40 let delovne dobe\npri zadnjem delodajalcu.\u003C\u002Fp>\n\n\u003Cp>(2)Dokupljena leta se ne štejejo v pogoj za pridobitev jubilejne\nnagrade.\u003C\u002Fp>\n\n\u003Cp>(3)Delavec je upravičen do jubilejne nagrade iz prvega odstavka tega\nčlena, če za isti jubilej pri istem delodajalcu jubilejne nagrade še ni\nprejel.\u003C\u002Fp>\n\n\u003Cp>(4)Jubilejna nagrada se izplača v roku enega meseca po dopolnitvi pogojev\niz tega člena.\u003C\u002Fp>\n\n\u003Cp>(5)Višina jubilejne nagrade se določi v tarifni prilogi.\u003C\u002Fp>\n\n\u003Cp>(6)V primeru, da delodajalec izplačuje jubilejno nagrado za druge jubileje,\nkot jih določa prvi odstavek tega člena, se ta jubilejna nagrada lahko\nizplača v nedenarni obliki.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>81.člen\u003C\u002Fh3>\n\n\u003Ch3>Solidarnostna pomoč\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>(1)Solidarnostna pomoč se izplača v primeru smrti delavca ali smrti\nnjegovega zakonca, izven zakonskega partnerja, otroka ali posvojenca razen v\nprimeru, da se na podlagi drugega naslova izplača znesek v najmanj enakem\nznesku.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-support_disabilities\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspaytxt\">\u003Cp>(2)Delodajalec lahko izplača solidarnostno pomoč tudi v primeru težje\ninvalidnosti, daljše bolezni delavca, elementarne nesreče, požara, ki\nprizadene delavca.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(3)Predlog za dodelitev solidarnostne pomoči lahko poda sindikalni zaupnik\nali katerikoli drugi delavec. O upravičenosti predloga in višini odobrene\npomoči odloči delodajalec na podlagi okoliščin posameznega primera.\nDelodajalec se je dolžan do predloga opredeliti v roku najkasneje 30 dni.\u003C\u002Fp>\n\n\u003Cp>(4)Višina solidarnostne pomoči se določi v tarifni prilogi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>82.člen Odpravnina\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>(1)Delodajalec delavca, ki je pri delodajalcu zaposlen najmanj pet let,\nnajkasneje mesec dni pred izpolnitvijo pogojev za starostno upokojitev, pisno\nobvesti o izpolnitvi teh pogojev in o pravici do odpravnine pod pogoji, kot jih\ndoločata drugi in tretji odstavek tega člena.\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_number_1_tenure\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-severance_dismissal_type\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay1\">\u003Cp>(2)Delodajalec je delavcu, ki je bil pri delodajalcu zaposlen najmanj pet\nlet in se upokoji, ob izplačilu zadnje plače oziroma nadomestila plače\ndolžan izplačati odpravnino najmanj v višini ene povprečne mesečne plače\nv Republiki Sloveniji za pretekle tri mesece.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(3)Delodajalec je delavcu, ki je bil pri delodajalcu zaposlen najmanj pet\nlet in se upokoji prej ali najkasneje šestdeset dni po izpolnitvi pogojev za\nstarostno upokojitev, ali se invalidsko upokoji, ob izplačilu zadnje plače\noziroma nadomestila dolžan izplačati odpravnino v višini dveh povprečnih\nmesečnih plač v Republiki Sloveniji za pretekle tri mesece.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>(4)Delodajalec mora odpravnino izplačati ob izplačilu zadnje plače\noziroma njenega nadomestila.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-oncerise_detail\">\u003Ch3>83.člen Božičnica\u003C\u002Fh3>\n\n\u003Cp>(1)Božičnica se lahko dogovori s kolektivno pogodbo pri delodajalcu ali\nsplošnim aktom delodajalca.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>(2)Božičnica se lahko izplača tudi v nedenarni obliki.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>84.člen Prejemki mentorjev\u003C\u002Fh3>\n\n\u003Cp>(1)Mentorju pripravnika pripada dodatek za mentorstvo najmanj v višini 10 %\nminimalne plače.\u003C\u002Fp>\n\n\u003Cp>(2)Ostale oblike in pogoje mentorstva se lahko določi na ravni\ndelodajalca.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Ca href=\"http:\u002F\u002Fwww.pisrs.si\u002FPis.web\u002Fnpb\u002F2024-01-0058-2018-01-2656-npb2-p1.pdf\">Priloga\n1: Podroben seznam dejavnosti po skupinah, razredih in podrazredih, za katere\nvelja ta Kolektivna pogodba\u003C\u002Fa>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Ca href=\"http:\u002F\u002Fwww.pisrs.si\u002FPis.web\u002Fnpb\u002F2024-01-0058-2018-01-2656-npb2-p2.pdf\">Priloga\n2: Reševanje kolektivnih sporov in individualnih delovnih sporov\u003C\u002Fa>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Ca href=\"http:\u002F\u002Fwww.pisrs.si\u002FPis.web\u002Fnpb\u002F2024-01-0058-2018-01-2656-npb2-p3.pdf\">Priloga\n3: Tarifna priloga h Kolektivni pogodbi dejavnosti trgovine Slovenije\u003C\u002Fa>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Kolektivna pogodba dejavnosti trgovine Slovenije (Uradni list RS,\nšt. \u003Ca href=\"https:\u002F\u002Fwww.uradni-list.si\u002F1\u002Fobjava.jsp?sop=2018-01-2656\">52\u002F18\u003C\u002Fa>)\nvsebuje naslednje prehodne in končne določbe:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>»III. PREHODNE IN KONČNE DOLOČBE\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>85.člen\u003C\u002Fh3>\n\n\u003Ch3>Začetek uporabe določb glede dela na nedelje in dodatka za delo na\nnedelje\u003C\u002Fh3>\n\n\u003Cp>Ne glede na dan uveljavitve te kolektivne pogodbe se določbi 42. člena in\nšeste alineje prvega odstavka 71. člena te kolektivne pogodbe začneta\nuporabljati 1. 9. 2018, do takrat pa se uporabljata določbi drugega odstavka\n40. člena in šeste alineje prvega odstavka\u003C\u002Fp>\n\n\u003Cp>68. člena Kolektivne pogodbe dejavnosti trgovine Slovenije (Uradni list RS,\nšt. 24\u002F14 z vsemi spremembami in dopolnitvami).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>86.člen\u003C\u002Fh3>\n\n\u003Ch3>Prehodna določba glede izplačila regresa\u003C\u002Fh3>\n\n\u003Cp>Ne glede na dan uveljavitve te kolektivne pogodbe je delodajalec dolžan\ndelavcem v letu 2018 plačati regres za letni dopust v nedenarni obliki skladno\ns Kolektivno pogodbo dejavnosti trgovine Slovenije (Uradni list RS, št. 24\u002F14\nz vsemi spremembami in dopolnitvami).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>87.člen Končna določba\u003C\u002Fh3>\n\n\u003Cp>(1)Pogodba je sklenjena s podpisom obeh pogodbenih strank.\u003C\u002Fp>\n\n\u003Cp>(2)Za vpis pogodbe v evidenco kolektivnih pogodb in objavo v Uradnem listu\nRepublike Slovenije poskrbi Trgovinska zbornica Slovenije, stroške objave v\nUradnem listu Republike Slovenije pa si stranki delita po enakih delih.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>(3)Z dnem začetka veljavnosti te pogodbe, preneha veljati Kolektivna\npogodba dejavnosti trgovine Slovenije (Uradni list RS, št. 24\u002F14 z vsemi\nspremembami in dopolnitvami).«.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Spremembe h Kolektivni pogodbi dejavnosti trgovine Slovenije (Uradni\nlist RS, št. \u003Ca href=\"https:\u002F\u002Fwww.uradni-list.si\u002F1\u002Fobjava.jsp?sop=2022-01-3841\">155\u002F22\u003C\u002Fa>)\nvsebujejo naslednjo končno določbo:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>»5. člen\u003C\u002Fh3>\n\n\u003Cp>Spremembe Kolektivne pogodbe dejavnosti trgovine veljajo od podpisa in se\nuporabljajo, razen posebej dogovorjenih izjem, po objavi v Uradnem listu\nRepublike Slovenije, od 1. 1. 2023 dalje.«.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Aneks številka 2 h Kolektivni pogodbi dejavnosti trgovine Slovenije\n(Uradni list RS, št. \u003Ca href=\"https:\u002F\u002Fwww.uradni-list.si\u002F1\u002Fobjava.jsp?sop=2024-01-0058\">2\u002F24\u003C\u002Fa>)\nvsebuje naslednjo prehodno in končno določbo:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>»8. člen Prehodna določba\u003C\u002Fh3>\n\n\u003Cp>Delodajalci morajo uskladiti pogodbe o zaposlitvi skladno z dopolnitvijo 14.\nčlena in spremembo 21. člena do 31. 12. 2024.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>9. člen\u003C\u002Fh3>\n\n\u003Ch3>Uveljavitev in uporaba aneksa\u003C\u002Fh3>\n\n\u003Cp>Ta aneks začne veljati naslednji dan po podpisu, uporabljati pa se začne s\n1. januarjem 2024.«.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":45,"cbadate_start_date":49,"cbadate_end":51,"cbadate_end_date":55,"SECTOR1":57,"cbasignsingle":61,"cbasignmultiple":65,"CBA_MEMEMPL_1":69,"cbasignmultiplesignatory":72,"cbamemtrad":75,"covercountry":79,"coverunion_trigger":83,"coveroccup1":87,"coveroccup2":91,"strikes_trigger":94,"jobclassifaction1":98,"jobclassifaction1_txt":101,"trainingprogrammes":104,"apprenticeships":107,"trainingfund":111,"pensionfund":115,"disabilityfund":119,"contracttrial":123,"contracttrialperiod":126,"contractseverancepay":128,"contractseverancepay1":131,"severance":135,"severance_number":139,"severance_number_1_tenure":141,"severance_dismissal_type":143,"apprentices_excluded":145,"minijobs_excluded":147,"sicknessmaxdays":151,"sicknesspaytxt":155,"sicknessmaxdaystxt":159,"longtermillness":161,"disabilitypay":163,"healthcareaccess":165,"disabilityfundtxt":167,"healthinsurance":171,"healthandsafetypolicy":173,"funeralpay":177,"pregnancy":181,"breastfeeding_dangerouswork":185,"alternatives":187,"timeoff":189,"childcare":193,"childcareleave":197,"deathrelatives":199,"deathrelativesleave":203,"marriage":207,"marriageleave":210,"eqtraining":212,"equalitytxt":216,"sexualhar":220,"violence":224,"support_disabilities":226,"equalitymonitoring":228,"hourspday_select":232,"hourspday":236,"hourspweek_select":238,"hourspweek":240,"dayspweek_select":244,"dayspweek":248,"hourstxt":250,"MAXHOURS_trigger":253,"hoursovertimemax":257,"hoursovertimemaxtxt":259,"NOCTPREM_trigger":261,"shiftallowancetype":265,"shiftallowanceperc1":267,"OVERTIME_trigger":270,"overtimeallowancetype_general":273,"overtimeallowanceperc1_general":275,"overtimeallowanceperc1":277,"overtimeallowancetype":279,"PAIDLEAV_trigger":281,"holidaysdays":284,"holidaysweeks":288,"SCHEDULE_trigger":292,"schedulesrestpw":296,"SUNDAYwork_trigger":299,"sundays_year":303,"CONSECUTVESUNDAYS_trigger":307,"consecutivesundays":309,"TRADEUNLEAV_trigger":311,"tradeunleavdays":315,"ADMINISTRATIVE_trigger":317,"administrativedays":319,"FLEXWORK_trigger":321,"flexible_work_options":325,"WAGES_determined":329,"ONCEONLY_trigger":333,"onceonly_detail":337,"onceonly_detail_txt":339,"onceonlytype":341,"onceonlytype2":343,"ONCERISE_trigger":345,"oncerise_detail":348,"SUNDAY_trigger":352,"sundayallowancetype":356,"sundayallowanceperc1":358,"sundayallowancetype1":360,"COMMUTE_trigger":362,"commutingallowancetype":366,"commutingallowancetype1":368,"SENIOR_trigger":370,"longserviceallowancetype":373,"longserviceallowanceperc1":377,"longserviceallowancetype1":379,"longserviceallowancetype2":381,"mealvouchers":383,"MEALALL_trigger":387,"mealvoucherstype1":389,"mealvouchers_remote":393,"direct_participation_trigger":395,"direct_participation_hrs":397},{"bindId":46,"name":47,"text":48},"cbadate_start","(2)Kolektivna pogodba začne veljati 15. ","(2)Kolektivna pogodba začne veljati 15. 8. 2018.",{"bindId":50,"name":47,"text":48},"cbadate_start_date",{"bindId":52,"name":53,"text":54},"cbadate_end","(1)Veljavnost kolektivne pogodbe se poda","(1)Veljavnost kolektivne pogodbe se podaljša za tri mesece, to je do 31. 3.\n2024.",{"bindId":56,"name":53,"text":54},"cbadate_end_date",{"bindId":58,"name":59,"text":60},"SECTOR1","-45 Trgovina z motornimi vozili in popra","-45 Trgovina z motornimi vozili in popravila motornih vozil,\n\n-46 Posredništvo in trgovina na debelo, razen z motornimi vozili in\n\n-47 Trgovina na drobno, razen z motornimi vozili in jo opravljajo kot glavno\ndejavnost.\n\nPodroben seznam dejavnosti po skupinah, razredih in podrazredih, za katere\nvelja ta kolektivna pogodba je v Prilogi I te kolektivne pogodbe in je njen\nsestavni del.",{"bindId":62,"name":63,"text":64},"cbasignsingle","2.člen Stvarna veljavnost kolektivne pog","2.člen\n\nStvarna veljavnost kolektivne pogodbe\n\n(1) Kolektivna pogodba velja za vse delodajalce, člane podpisnikov, ki\nimajo skladno z zakonom registrirano (opredeljeno) področje trgovinske\ndejavnosti G, v okviru oddelkov Standardne klasifikacije dejavnosti:\n\n-45 Trgovina z motornimi vozili in popravila motornih vozil,\n\n-46 Posredništvo in trgovina na debelo, razen z motornimi vozili in\n\n-47 Trgovina na drobno, razen z motornimi vozili in jo opravljajo kot glavno\ndejavnost.\n\nPodroben seznam dejavnosti po skupinah, razredih in podrazredih, za katere\nvelja ta kolektivna pogodba je v Prilogi I te kolektivne pogodbe in je njen\nsestavni del.\n\n(2) Delodajalec in sindikat v posamezni družbi se lahko dogovorita, da se\nza odvisne družbe uporablja kolektivna pogodba, ki velja za obvladujočo\ndružbo. Če sindikata v odvisni družbi ni, lahko delodajalec to uredi s\nsplošnim aktom.\n\n\n\n3.člen Osebna veljavnost",{"bindId":66,"name":67,"text":68},"cbasignmultiple","Stvarna veljavnost kolektivne pogodbe (1","Stvarna veljavnost kolektivne pogodbe\n\n(1) Kolektivna pogodba velja za vse delodajalce, člane podpisnikov, ki\nimajo skladno z zakonom registrirano (opredeljeno) področje trgovinske\ndejavnosti G, v okviru oddelkov Standardne klasifikacije dejavnosti:",{"bindId":70,"name":67,"text":71},"CBA_MEMEMPL_1","Stvarna veljavnost kolektivne pogodbe\n\n(1) Kolektivna pogodba velja za vse delodajalce, člane podpisnikov, ki\nimajo skladno z zakonom registrirano (opredeljeno) področje trgovinske\ndejavnosti G, v okviru oddelkov Standardne klasifikacije dejavnosti:\n\n-45 Trgovina z motornimi vozili in popravila motornih vozil,\n\n-46 Posredništvo in trgovina na debelo, razen z motornimi vozili in\n\n-47 Trgovina na drobno, razen z motornimi vozili in jo opravljajo kot glavno\ndejavnost.\n\nPodroben seznam dejavnosti po skupinah, razredih in podrazredih, za katere\nvelja ta kolektivna pogodba je v Prilogi I te kolektivne pogodbe in je njen\nsestavni del.\n\n(2) Delodajalec in sindikat v posamezni družbi se lahko dogovorita, da se\nza odvisne družbe uporablja kolektivna pogodba, ki velja za obvladujočo\ndružbo. Če sindikata v odvisni družbi ni, lahko delodajalec to uredi s\nsplošnim aktom.",{"bindId":73,"name":67,"text":74},"cbasignmultiplesignatory","Stvarna veljavnost kolektivne pogodbe\n\n(1) Kolektivna pogodba velja za vse delodajalce, člane podpisnikov, ki\nimajo skladno z zakonom registrirano (opredeljeno) področje trgovinske\ndejavnosti G, v okviru oddelkov Standardne klasifikacije dejavnosti:\n\n-45 Trgovina z motornimi vozili in popravila motornih vozil,\n\n-46 Posredništvo in trgovina na debelo, razen z motornimi vozili in\n\n-47 Trgovina na drobno, razen z motornimi vozili in jo opravljajo kot glavno\ndejavnost.\n\nPodroben seznam dejavnosti po skupinah, razredih in podrazredih, za katere\nvelja ta kolektivna pogodba je v Prilogi I te kolektivne pogodbe in je njen\nsestavni del.\n\n(2) Delodajalec in sindikat v posamezni družbi se lahko dogovorita, da se\nza odvisne družbe uporablja kolektivna pogodba, ki velja za obvladujočo\ndružbo. Če sindikata v odvisni družbi ni, lahko delodajalec to uredi s\nsplošnim aktom.\n\n\n\n3.člen Osebna veljavnost",{"bindId":76,"name":77,"text":78},"cbamemtrad","Podroben seznam dejavnosti po skupinah, ","Podroben seznam dejavnosti po skupinah, razredih in podrazredih, za katere\nvelja ta kolektivna pogodba je v Prilogi I te kolektivne pogodbe in je njen\nsestavni del.\n\n(2) Delodajalec in sindikat v posamezni družbi se lahko dogovorita, da se\nza odvisne družbe uporablja kolektivna pogodba, ki velja za obvladujočo\ndružbo. Če sindikata v odvisni družbi ni, lahko delodajalec to uredi s\nsplošnim aktom.",{"bindId":80,"name":81,"text":82},"covercountry","Krajevna veljavnost kolektivne pogodbe K","Krajevna veljavnost kolektivne pogodbe\n\nKolektivna pogodba velja za območje Republike Slovenije.",{"bindId":84,"name":85,"text":86},"coverunion_trigger","(2) Delodajalec in sindikat v posamezni ","(2) Delodajalec in sindikat v posamezni družbi se lahko dogovorita, da se\nza odvisne družbe uporablja kolektivna pogodba, ki velja za obvladujočo\ndružbo. Če sindikata v odvisni družbi ni, lahko delodajalec to uredi s\nsplošnim aktom.",{"bindId":88,"name":89,"text":90},"coveroccup1","(1)Kolektivna pogodba velja za vse delav","(1)Kolektivna pogodba velja za vse delavce, ki opravljajo delo pri\ndelodajalcih iz prejšnjega člena te pogodbe v obsegu, kot to določa veljavni\nzakon, ki ureja delovna razmerja.\n\n\n\n(2)Za poslovodne osebe, prokuriste in vodilne delavce velja ta kolektivna\npogodba, razen če so s pogodbo o zaposlitvi med delodajalcem in takšno osebo\ndoločena razmerja, pravice, dolžnosti ali odgovornosti urejene drugače.",{"bindId":92,"name":89,"text":93},"coveroccup2","(1)Kolektivna pogodba velja za vse delavce, ki opravljajo delo pri\ndelodajalcih iz prejšnjega člena te pogodbe v obsegu, kot to določa veljavni\nzakon, ki ureja delovna razmerja.",{"bindId":95,"name":96,"text":97},"strikes_trigger","(2)Za čas stavke pri delodajalcu, organi","(2)Za čas stavke pri delodajalcu, organizirane v skladu z zakonom, ki je\nposledica kršitve pravic delavcev pri delodajalcu, so delavci upravičeni do\nnadomestila v višini 70 % osnovne plače. Nadomestilo je omejeno na največ\nštiri delovne dni.",{"bindId":99,"name":100,"text":100},"jobclassifaction1","13.člen Razvrstitev del",{"bindId":102,"name":103,"text":103},"jobclassifaction1_txt","I.tarifni razred (enostavna dela):",{"bindId":105,"name":106,"text":106},"trainingprogrammes","53.člen",{"bindId":108,"name":109,"text":110},"apprenticeships","(3)Pripravništvo se določi za različno d","(3)Pripravništvo se določi za različno dolga obdobja glede na raven\nstrokovne",{"bindId":112,"name":113,"text":114},"trainingfund","55.člen Povračila stroškov za usposablja","55.člen\n\nPovračila stroškov za usposabljanje in izpopolnjevanje",{"bindId":116,"name":117,"text":118},"pensionfund","-odtegljaji iz plače (administrativne in","-odtegljaji iz plače (administrativne in sodne prepovedi, premije za\ndodatno prostovoljno zdravstveno in pokojninsko zavarovanje ipd.),",{"bindId":120,"name":121,"text":122},"disabilityfund","(3)V skupno delovno dobo iz prvega odsta","(3)V skupno delovno dobo iz prvega odstavka tega člena se vštevajo\nizpolnjena leta delovne dobe, ki jih je delavec prebil na delu, ali v delovnem\nrazmerju doma oziroma v tujini, ali pri opravljanju samostojne dejavnosti, ki\nso ustrezno potrjena z vpisom v delovno knjižico oziroma izhajajo iz izpisa o\nobdobjih zavarovanj, ki ga izda Zavod za pokojninsko in invalidsko zavarovanje\nSlovenije. Dokupljena, beneficirana in posebne zavarovalne dobe ne štejejo kot\ndobe pri uveljavljanju dodatka na skupno delovno dobo.\n\n(4)V primeru, ko se delavec zaposli pri delodajalcu po vključno 1. 5. 2014,\ndelavec lahko uveljavlja pravico do dodatka za delovno dobo iz prvega odstavka\ntega člena na podlagi predložene delovne knjižice oziroma izpisa o obdobjih\nzavarovanj, ki ga izda Zavod za pokojninsko in invalidsko zavarovanje\nSlovenije, kar delavec predloži delodajalcu ob podpisu pogodbe o zaposlitvi, o\nčemer ga mora delodajalec predhodno obvestiti. Delodajalec je dolžan delavcu\npričeti izplačevati dodatek iz prvega odstavka tega člena ob izplačilu\nnjegove prve plače. V primeru, da delavec ne predloži ustreznih dokazil ob\npodpisu pogodbe, se dodatek iz prvega odstavka tega člena prične\nobračunavati delavcu pri plači za mesec, ki sledi mesecu predložitve dokazil\ns strani delavca. Delodajalec ni dolžan namesto delavca zbirati dokazil o\nskupni delovni dobi.",{"bindId":124,"name":125,"text":125},"contracttrial","-poskusno delo, če je dogovorjeno;",{"bindId":127,"name":125,"text":125},"contracttrialperiod",{"bindId":129,"name":130,"text":130},"contractseverancepay","82.člen Odpravnina",{"bindId":132,"name":133,"text":134},"contractseverancepay1","(1)Delodajalec delavca, ki je pri deloda","(1)Delodajalec delavca, ki je pri delodajalcu zaposlen najmanj pet let,\nnajkasneje mesec dni pred izpolnitvijo pogojev za starostno upokojitev, pisno\nobvesti o izpolnitvi teh pogojev in o pravici do odpravnine pod pogoji, kot jih\ndoločata drugi in tretji odstavek tega člena.\n\n(2)Delodajalec je delavcu, ki je bil pri delodajalcu zaposlen najmanj pet\nlet in se upokoji, ob izplačilu zadnje plače oziroma nadomestila plače\ndolžan izplačati odpravnino najmanj v višini ene povprečne mesečne plače\nv Republiki Sloveniji za pretekle tri mesece.",{"bindId":136,"name":137,"text":138},"severance","(2)Delodajalec je delavcu, ki je bil pri","(2)Delodajalec je delavcu, ki je bil pri delodajalcu zaposlen najmanj pet\nlet in se upokoji, ob izplačilu zadnje plače oziroma nadomestila plače\ndolžan izplačati odpravnino najmanj v višini ene povprečne mesečne plače\nv Republiki Sloveniji za pretekle tri mesece.\n\n(3)Delodajalec je delavcu, ki je bil pri delodajalcu zaposlen najmanj pet\nlet in se upokoji prej ali najkasneje šestdeset dni po izpolnitvi pogojev za\nstarostno upokojitev, ali se invalidsko upokoji, ob izplačilu zadnje plače\noziroma nadomestila dolžan izplačati odpravnino v višini dveh povprečnih\nmesečnih plač v Republiki Sloveniji za pretekle tri mesece.",{"bindId":140,"name":137,"text":138},"severance_number",{"bindId":142,"name":137,"text":138},"severance_number_1_tenure",{"bindId":144,"name":137,"text":138},"severance_dismissal_type",{"bindId":146,"name":109,"text":110},"apprentices_excluded",{"bindId":148,"name":149,"text":150},"minijobs_excluded","56.člen Dijaki in študenti na praksi","56.člen\n\nDijaki in študenti na praksi",{"bindId":152,"name":153,"text":154},"sicknessmaxdays","51.člen Pravica do odsotnosti z dela z n","51.člen\n\nPravica do odsotnosti z dela z nadomestilom plače\n\n(1)Delavec ima pravico do plačane odsotnosti z dela do skupaj največ sedem\ndelovnih dni v posameznem koledarskem letu zaradi osebnih okoliščin. Za vsak\nposamezni primer:",{"bindId":156,"name":157,"text":158},"sicknesspaytxt","(2)Delodajalec lahko izplača solidarnost","(2)Delodajalec lahko izplača solidarnostno pomoč tudi v primeru težje\ninvalidnosti, daljše bolezni delavca, elementarne nesreče, požara, ki\nprizadene delavca.",{"bindId":160,"name":153,"text":154},"sicknessmaxdaystxt",{"bindId":162,"name":157,"text":158},"longtermillness",{"bindId":164,"name":157,"text":158},"disabilitypay",{"bindId":166,"name":157,"text":158},"healthcareaccess",{"bindId":168,"name":169,"text":170},"disabilityfundtxt","-periodični zdravstveni pregled najmanj ","-periodični zdravstveni pregled najmanj enkrat na dve leti,\n\n-izplačilo dodatka za delo v delovnem času, ki je za delavca manj\nugoden,",{"bindId":172,"name":117,"text":118},"healthinsurance",{"bindId":174,"name":175,"text":176},"healthandsafetypolicy","(5)Sindikat si prizadeva za čim večjo oz","(5)Sindikat si prizadeva za čim večjo ozaveščenost delavcev za varno in\nzdravo delo, jih ozavešča o pomenu uporabe osebne varovalne opreme ter zbira\nopozorila na pomanjkljivosti in morebitne predloge delavcev za izboljšave\nvarnosti in zdravja pri delu. Sindikat o navedenih aktivnostih in ugotovitvah\nporoča delodajalcu ter se z njim o tem posvetuje vsaj enkrat letno.",{"bindId":178,"name":179,"text":180},"funeralpay","(1)Solidarnostna pomoč se izplača v prim","(1)Solidarnostna pomoč se izplača v primeru smrti delavca ali smrti\nnjegovega zakonca, izven zakonskega partnerja, otroka ali posvojenca razen v\nprimeru, da se na podlagi drugega naslova izplača znesek v najmanj enakem\nznesku.",{"bindId":182,"name":183,"text":184},"pregnancy","-delavki, v času nosečnosti in še eno le","-delavki, v času nosečnosti in še eno leto po porodu, oziroma ves čas ko\ndoji otroka;\n\n-enemu od delavcev – staršev, ki ima hudo bolnega otroka ali otroka s\ntelesno ali duševno prizadetostjo, in ki živi sam z otrokom ter skrbi za\nnjegovo vzgojo in varstvo.",{"bindId":186,"name":183,"text":184},"breastfeeding_dangerouswork",{"bindId":188,"name":183,"text":184},"alternatives",{"bindId":190,"name":191,"text":192},"timeoff","(1)Delavec ima pravico do plačane odsotn","(1)Delavec ima pravico do plačane odsotnosti z dela do skupaj največ sedem\ndelovnih dni v posameznem koledarskem letu zaradi osebnih okoliščin. Za vsak\nposamezni primer:",{"bindId":194,"name":195,"text":196},"childcare","(3)Delavcu se mora omogočiti druge odsot","(3)Delavcu se mora omogočiti druge odsotnosti z dela na način in pod\npogoji, ki jih določajo drugi predpisi.",{"bindId":198,"name":195,"text":196},"childcareleave",{"bindId":200,"name":201,"text":202},"deathrelatives","-smrti zakonca, izven zakonskega partner","-smrti zakonca, izven zakonskega partnerja, otroka, posvojenca ali pastorka\n– 3 dni,\n\n-smrti staršev – očeta, matere, očima, mačehe, posvojitelja – 2\ndni,\n\n-smrti bratov, sester, starih staršev – 1 dan,",{"bindId":204,"name":205,"text":206},"deathrelativesleave","-smrti bratov, sester, starih staršev – ","-smrti bratov, sester, starih staršev – 1 dan,",{"bindId":208,"name":209,"text":209},"marriage","-lastne poroke – 2 dni",{"bindId":211,"name":209,"text":209},"marriageleave",{"bindId":213,"name":214,"text":215},"eqtraining","(3)Če delodajalec organizira izpopolnjev","(3)Če delodajalec organizira izpopolnjevanje ali usposabljanje v skladu s\npotrebami delovnega procesa, se čas takega izpopolnjevanja ali usposabljanja\nšteje v delovni čas, delavec pa ima enake pravice, kot če bi delal.",{"bindId":217,"name":218,"text":219},"equalitytxt","II. 1. Splošno 10.člen Pomen izrazov (1)","II. 1. Splošno\n\n\n\n10.člen Pomen izrazov\n\n(1)V kolektivni pogodbi uporabljena izraza »delodajalec« in »delavec«,\nzapisana v moški spolni slovnični obliki, sta uporabljena kot nevtralna za\nženske in moške.",{"bindId":221,"name":222,"text":223},"sexualhar","(4)Delodajalec in sindikat pri delodajal","(4)Delodajalec in sindikat pri delodajalcu se za doseganje učinkovitega\nvarstva pred nasiljem, trpinčenjem, nadlegovanjem in drugimi oblikami\npsihosocialnega tveganja na delovnih mestih medsebojno obveščata, oblikujeta\npredloge in se dogovarjata o ukrepih za odpravo oziroma zmanjšanje vseh\ntveganj, ki lahko ogrozijo zdravje delavcev.",{"bindId":225,"name":222,"text":223},"violence",{"bindId":227,"name":157,"text":158},"support_disabilities",{"bindId":229,"name":230,"text":231},"equalitymonitoring","10.člen Pomen izrazov (1)V kolektivni po","10.člen Pomen izrazov\n\n(1)V kolektivni pogodbi uporabljena izraza »delodajalec« in »delavec«,\nzapisana v moški spolni slovnični obliki, sta uporabljena kot nevtralna za\nženske in moške.",{"bindId":233,"name":234,"text":235},"hourspday_select","Razporeditev delovnega časa (1)Delovni č","Razporeditev delovnega časa\n\n(1)Delovni čas je praviloma razporejen na pet oziroma šest delovnih dni na\nteden. Polni dnevni delovni čas v primeru petdnevnega delavnika je praviloma\nosem ur, v primeru šestdnevnega delavnika pa praviloma šest ur in štirideset\nminut.\n\n(2)Pred začetkom koledarskega oziroma poslovnega leta delodajalec določi\nletni razpored delovnega časa in o tem obvesti delavce in sindikate pri\ndelodajalcu, vsaj petnajst dni pred začetkom leta.",{"bindId":237,"name":234,"text":235},"hourspday",{"bindId":239,"name":234,"text":235},"hourspweek_select",{"bindId":241,"name":242,"text":243},"hourspweek","(2)Enakomerno razporejen tedenski polni ","(2)Enakomerno razporejen tedenski polni delovni čas, vključno z nadurami,\nne sme presegati 48 ur. V primeru pogodbe o zaposlitvi za krajši delovni čas,\nje potrebno upoštevati načelo sorazmernosti.",{"bindId":245,"name":246,"text":247},"dayspweek_select","(1)Delovni čas je praviloma razporejen n","(1)Delovni čas je praviloma razporejen na pet oziroma šest delovnih dni na\nteden. Polni dnevni delovni čas v primeru petdnevnega delavnika je praviloma\nosem ur, v primeru šestdnevnega delavnika pa praviloma šest ur in štirideset\nminut.\n\n(2)Pred začetkom koledarskega oziroma poslovnega leta delodajalec določi\nletni razpored delovnega časa in o tem obvesti delavce in sindikate pri\ndelodajalcu, vsaj petnajst dni pred začetkom leta.",{"bindId":249,"name":246,"text":247},"dayspweek",{"bindId":251,"name":242,"text":252},"hourstxt","(2)Enakomerno razporejen tedenski polni delovni čas, vključno z nadurami,\nne sme presegati 48 ur. V primeru pogodbe o zaposlitvi za krajši delovni čas,\nje potrebno upoštevati načelo sorazmernosti.\n\n(3)V primeru neenakomerno razporejenega in začasno prerazporejenega\ndelovnega časa tedenski delovni čas, vključno z nadurami, ne sme preseči 56\nur. V primeru pogodbe o zaposlitvi za krajši delovni čas je potrebno\nupoštevati načelo sorazmernosti.\n\n\n\n25.člen\n\nRazporeditev delovnega časa\n\n(1)Delovni čas je praviloma razporejen na pet oziroma šest delovnih dni na\nteden. Polni dnevni delovni čas v primeru petdnevnega delavnika je praviloma\nosem ur, v primeru šestdnevnega delavnika pa praviloma šest ur in štirideset\nminut.\n\n(2)Pred začetkom koledarskega oziroma poslovnega leta delodajalec določi\nletni razpored delovnega časa in o tem obvesti delavce in sindikate pri\ndelodajalcu, vsaj petnajst dni pred začetkom leta.",{"bindId":254,"name":255,"text":256},"MAXHOURS_trigger","(2)Tedenski polni delovni čas v primeru ","(2)Tedenski polni delovni čas v primeru enakomerne razporeditve delovnega\nčasa, vključno z nadurami ne sme presegati 48 ur. V primeru pogodbe o\nzaposlitvi za krajši delovni čas je potrebno upoštevati načelo\nsorazmernosti.",{"bindId":258,"name":255,"text":256},"hoursovertimemax",{"bindId":260,"name":255,"text":256},"hoursovertimemaxtxt",{"bindId":262,"name":263,"text":264},"NOCTPREM_trigger","-za čas dela v popoldanski ali nočni izm","-za čas dela v popoldanski ali nočni izmeni, kadar se delo opravlja v\npopoldanski ali nočni izmeni – 10 %\n\n-za pripravljenost na domu – 10 %;\n\n-za nočno delo – 75 %;\n\n-za nadurno delo – 30 %;",{"bindId":266,"name":263,"text":264},"shiftallowancetype",{"bindId":268,"name":269,"text":269},"shiftallowanceperc1","-za nočno delo – 75 %;",{"bindId":271,"name":272,"text":272},"OVERTIME_trigger","-za nadurno delo – 30 %;",{"bindId":274,"name":272,"text":272},"overtimeallowancetype_general",{"bindId":276,"name":272,"text":272},"overtimeallowanceperc1_general",{"bindId":278,"name":272,"text":272},"overtimeallowanceperc1",{"bindId":280,"name":272,"text":272},"overtimeallowancetype",{"bindId":282,"name":283,"text":283},"PAIDLEAV_trigger","50.člen Minimalni letni dopust",{"bindId":285,"name":286,"text":287},"holidaysdays","-16 delovnih dni, če dela 4 dni na teden","-16 delovnih dni, če dela 4 dni na teden;\n\n-20 delovnih dni, če dela 5 dni na teden;\n\n-24 delovnih dni, če dela 6 dni na teden.",{"bindId":289,"name":290,"text":291},"holidaysweeks","(1)Delavec ima v posameznem koledarskem ","(1)Delavec ima v posameznem koledarskem letu pravico do minimalnega\nosnovnega letnega dopusta, ki ne more biti krajši kot štiri tedne, kar\npomeni:",{"bindId":293,"name":294,"text":295},"SCHEDULE_trigger","47.člen Izraba odmora med delovnim časom","47.člen\n\nIzraba odmora med delovnim časom",{"bindId":297,"name":298,"text":298},"schedulesrestpw","Tedenski počitek",{"bindId":300,"name":301,"text":302},"SUNDAYwork_trigger","42.člen Delo na nedelje Delodajalec mora","42.člen Delo na nedelje\n\nDelodajalec mora za delavce, za katere ne veljajo omejitve ali prepoved iz\nprejšnjega člena, z letnim razporedom delovnega časa določiti takšen\nrazpored delovnega časa, da delavec ne bo razporejen na delovno obveznost več\nkot na dve nedelji v mesecu, vendar ne več kot dvajset nedelj v letu.",{"bindId":304,"name":305,"text":306},"sundays_year","Delodajalec mora za delavce, za katere n","Delodajalec mora za delavce, za katere ne veljajo omejitve ali prepoved iz\nprejšnjega člena, z letnim razporedom delovnega časa določiti takšen\nrazpored delovnega časa, da delavec ne bo razporejen na delovno obveznost več\nkot na dve nedelji v mesecu, vendar ne več kot dvajset nedelj v letu.",{"bindId":308,"name":305,"text":306},"CONSECUTVESUNDAYS_trigger",{"bindId":310,"name":305,"text":306},"consecutivesundays",{"bindId":312,"name":313,"text":314},"TRADEUNLEAV_trigger","(11)Delavec, ki je član sindikata, podpi","(11)Delavec, ki je član sindikata, podpisnika te kolektivne pogodbe, ima\npravico izrabiti dodatni dan letnega dopusta na tisti dan, ki ga sam določi, o\nčemer mora obvestiti delodajalca najkasneje tri dni pred izrabo. Delodajalec\nmu izrabe ne sme odreči razen, če bi ta resneje ogrožala delovni proces. To\npravico uveljavlja delavec na podlagi veljavne članske izkaznice sindikata,\npodpisnika te kolektivne pogodbe.",{"bindId":316,"name":313,"text":314},"tradeunleavdays",{"bindId":318,"name":195,"text":196},"ADMINISTRATIVE_trigger",{"bindId":320,"name":195,"text":196},"administrativedays",{"bindId":322,"name":323,"text":324},"FLEXWORK_trigger","28.člen Premični delovni čas","28.člen\n\nPremični delovni čas",{"bindId":326,"name":327,"text":328},"flexible_work_options","Premični delovni čas Premični delovni ča","Premični delovni čas\n\nPremični delovni čas je čas, pri katerem je čas prihoda in odhoda z dela\ndoločen v razponu. V sistemu premičnega delovnega časa imajo posamezni pojmi\nnaslednji pomen:\n\n-»dovoljen delovni čas« je razpon, v katerem lahko delavec opravi svojo\ndelovno obveznost. Omejuje ga ura najzgodnejšega dovoljenega prihoda na delo\nin ura najkasnejšega dovoljenega odhoda z dela;\n\n-»obvezni delovni čas« je tisti del dovoljenega delovnega časa, ko\ndelavec mora biti prisoten na delu;\n\n-»premakljivi del delovnega časa« je časovni razpon, v katerem lahko\ndelavec sam odloča o trenutku prihoda na delo in\u002Fali odhoda z njega, razen če\nnarava dela zahteva, da delavec ostane na delu, dokler ne konča posameznega\nopravila, ki je vezano na rok ali sodelovanje z drugimi delavci.",{"bindId":330,"name":331,"text":332},"WAGES_determined","-druga izplačila v skladu z akti družbe,","-druga izplačila v skladu z akti družbe, podjetniško kolektivno pogodbo\nali pogodbo o zaposlitvi,",{"bindId":334,"name":335,"text":336},"ONCEONLY_trigger","Delodajalec lahko delavcu izplača tudi p","Delodajalec lahko delavcu izplača tudi posebno uspešnost, ki je del\nplače, izhajajoč iz osebne delovne uspešnosti delavca in za katero\nkriterije, način plačila in višino dogovorita sporazumno s posebno\npogodbo.",{"bindId":338,"name":335,"text":336},"onceonly_detail",{"bindId":340,"name":335,"text":336},"onceonly_detail_txt",{"bindId":342,"name":335,"text":336},"onceonlytype",{"bindId":344,"name":335,"text":336},"onceonlytype2",{"bindId":346,"name":347,"text":347},"ONCERISE_trigger","-božičnica.",{"bindId":349,"name":350,"text":351},"oncerise_detail","83.člen Božičnica (1)Božičnica se lahko ","83.člen Božičnica\n\n(1)Božičnica se lahko dogovori s kolektivno pogodbo pri delodajalcu ali\nsplošnim aktom delodajalca.",{"bindId":353,"name":354,"text":355},"SUNDAY_trigger","-za delo na nedelje 100 %, vendar ne man","-za delo na nedelje 100 %, vendar ne manj kot 6,05 EUR\u002Furo;",{"bindId":357,"name":354,"text":355},"sundayallowancetype",{"bindId":359,"name":354,"text":355},"sundayallowanceperc1",{"bindId":361,"name":354,"text":355},"sundayallowancetype1",{"bindId":363,"name":364,"text":365},"COMMUTE_trigger","Povračilo stroškov prevoza na delo in z ","Povračilo stroškov prevoza na delo in z dela",{"bindId":367,"name":364,"text":365},"commutingallowancetype",{"bindId":369,"name":364,"text":365},"commutingallowancetype1",{"bindId":371,"name":372,"text":372},"SENIOR_trigger","-dodatek za delovno dobo.",{"bindId":374,"name":375,"text":376},"longserviceallowancetype","(1)Ne glede na delodajalca, panogo ali s","(1)Ne glede na delodajalca, panogo ali status (na primer brezposelne osebe)\npripada delavcu dodatek za skupno delovno dobo v višini 0,5 % od osnovne\nplače za vsako izpolnjeno leto delovne dobe, ki jo je dosegel do 1. 5.\n2014.",{"bindId":378,"name":375,"text":376},"longserviceallowanceperc1",{"bindId":380,"name":375,"text":376},"longserviceallowancetype1",{"bindId":382,"name":375,"text":376},"longserviceallowancetype2",{"bindId":384,"name":385,"text":386},"mealvouchers","76.člen Povračilo stroškov za prehrano m","76.člen\n\nPovračilo stroškov za prehrano med delom\n\n(1)Delavec, ki je prisoten na delu najmanj štiri ure, je upravičen do\npovračila stroškov za prehrano med delom, v kolikor mu delodajalec ne\nzagotovi brezplačnega toplega obroka.\n\n(2)Višina povračila stroška prehrane med delom se določi v tarifni\nprilogi.",{"bindId":388,"name":385,"text":386},"MEALALL_trigger",{"bindId":390,"name":391,"text":392},"mealvoucherstype1","Povračilo stroškov za prehrano med delom","Povračilo stroškov za prehrano med delom\n\n(1)Delavec, ki je prisoten na delu najmanj štiri ure, je upravičen do\npovračila stroškov za prehrano med delom, v kolikor mu delodajalec ne\nzagotovi brezplačnega toplega obroka.\n\n(2)Višina povračila stroška prehrane med delom se določi v tarifni\nprilogi.",{"bindId":394,"name":391,"text":392},"mealvouchers_remote",{"bindId":396,"name":313,"text":314},"direct_participation_trigger",{"bindId":398,"name":313,"text":399},"direct_participation_hrs","(11)Delavec, ki je član sindikata, podpisnika te kolektivne pogodbe, ima\npravico izrabiti dodatni dan letnega dopusta na tisti dan, ki ga sam določi, o\nčemer mora obvestiti delodajalca najkasneje tri dni pred izrabo. Delodajalec\nmu izrabe ne sme odreči razen, če bi ta resneje ogrožala delovni proces. To\npravico uveljavlja delavec na podlagi veljavne članske izkaznice sindikata,\npodpisnika te kolektivne pogodbe.\n\n\n\n51.člen","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Collective agreement on trade activities of Slovenia, 2018 - 2024 - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Dátum začiatku: → 2018-08-11\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">Dátum ukončenia: → 2024-03-27\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                Pomenuj odvetvie: → Obchod a služby v oblasti motorových vozidiel, Veľkoobchod, Maloobchod\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Pomenuj odvetvie: → Oprava a údržba motorových vozidiel  , Veľkoobchod\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Verejný\u002Fsúkromný sektor: → V súkromnom sektore\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Uzavretý (kým)\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Pomenuj asociácie: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Pomenuj odborové zväzy → \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\">SOCIÁLNE POISTENIE A SPORENIE NA DÔCHODOK\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Zamestnávateľ prispieva do penzijného fondu zamestnancov → Áno\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Zamestnávateľ prispieva do invalidného fondu zamestnancov → Áno\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Zamestnávateľ prispieva do fondu v nezamestnanosti → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRÉNING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Tréningové programy: → Áno\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Učňovské programy: → Áno\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Zamestnávateľ prispieva do tréningového fondu zamestnancov: → Áno\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">CHOROBA A INVALIDITA\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Ustanovenia týkajúce sa návratu do práce po dlhodobej chorobe, napr. liečba rakoviny: → Áno\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Platené menštruačné voľno: → Nie\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Plat v prípade trvalých následkov v prípade pracovného úrazu: → Áno\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">ZDRAVIE, BEZPEČNOSŤ A LEKÁRSKA STAROSTLIVOSŤ\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Dohodnutá zdravotná starostlivosť: → Áno\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Dohodnutá zdravotná starostlivosť pre príbuzných: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Dohodnutý príspevok na zdravotné poistenie: → Áno\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Dohodnutý príspevok na zdravotné poistenie pre príbuzných: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Zdravotné a bezpečnostné opatrenia: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Zdravotný a bezpečnostný tréning: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Poskytnuté ochranné oblečenie: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Pravidelné alebo ročné zdravotné prehliadky alebo návštevy poskytnuté zamestnávateľom: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitorovanie pohybového zaťažovania na pracoviskách, profesných rizík a\u002Falebo vzťahu medzi prácou a zdravím: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Finančná podpora na pohreb: → Áno\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">Pracovno-rodinná organizácia\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Zabezpečenie zamestnania po návrate z materskej dovolenky: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Zákaz diskriminácie súvisiacej s materstvom: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Zákaz uložiť povinnosť tehotnej alebo dojčiacej žene vykonávať nebezpečné alebo zdraviu škodlivú robotu: → Áno\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Hodnotenie rizika na pracovisku pre tehotné alebo dojčiace ženy: → Nie\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Dostupnosť alternatív k nebezpečným alebo zdraviu škodlivým prácam pre tehotné alebo dojčiace ženy: → Áno\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Pracovné voľno z dôvodu predpôrodnej starostlivosti → Áno\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Zákaz preverovania tehotenstva pred podpísaním pracovnej zmluvy: → Nie\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Zákaz preverovania tehotenstva pred povýšením: → Nie\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Vybavenie pre dojčiace matky: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Zamestnávateľom poskytnuté vybavenie pre starostlivosť o deti: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Zamestnávateľom dotované vybavenie pre starostlivosť o deti: → Nie\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Peňažná dotácia na vzdelanie detí: → Nie\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Platené voľno za rok z dôvodu starostlivosti o príbuzných: → The CBA explicitly refers to the law dni\n            \u003C\u002Fdiv>\n\n            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Dĺžka voľna v dňoch v prípade smrti príbuzného: → 1 dni\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">ROVNOSŤ MUŽOV A ŽIEN\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Rovnaký plat za prácu rovnakej hodnoty: → Nie\u003C\u002Fdiv>\n         \n         \u003Cdiv id=\"display-discrimination\">Klauzula o diskriminácii v práci: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Rovnaké príležitosti pre povýšenie žien: → Nie\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Rovnaké príležitosti pre školenie a preškolenie žien: → Áno\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Odborový zamestnanec pre rovnosť pohlaví na pracovisku: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Klauzuly o sexuálnom obťažovaní v práci: → Áno\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Klauzuly o násilí v práci: → Áno\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Špeciálne voľno pre pracovníkov, ktorí sú objektom domáceho násilia alebo hrubosti zo strany intímneho partnera: → Nie\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Podpora pre zamestnankyňe s postihnutím: → Áno\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Monitoring pohlavnej rovnosti: → Nie\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">PRACOVNÉ ZMLUVY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Dĺžka skúśobnej doby: → Not specified dni\n            \u003C\u002Fdiv>\n            \n            \n\u003Cdiv id=\"display-severance_number\">\n                Odstupné po 5 rokoch v zamestnaní (počet denných platov): → 90 dni\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_number_1_tenure\">\n                Odstupné po 1 roku v zamestnaní (počet denných platov): → No provision dni\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-part_time_excluded\">Zamestnanci na čiastočný uväzok vylúčení z ustanovení: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Ustanovenia o zamestnancoch na čiastočný uväzok → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Učni vyĺučení z ustanovení: → Nie\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Brigádnici\u002Fštudenti vylúčení z ustanovení: → Nie\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">PRACOVNÉ HODINY, PLÁNY A DOVOLENKY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Pracovné hodiny za deň: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Pracovné hodiny za týždeň: → 48.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Pracovné hodiny za týžďeň: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum nadčasov: → \n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Platená zákonná dovolenka: → 24.0 dni\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Platená zákonná dovolenka: → 4.0 týždne\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Dohodnuté obdobie oddychu aspon jeden deň za týždeň: → Áno\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum nedelí \u002F štátnych sviatkov, počas ktorých môže zamestnanec pracovať: → 20.0\n            \u003C\u002Fdiv>\n            \n             \u003Cdiv id=\"display-consecutivesundays\">\n                Maximum za sebou nasledujúcich nedelí, ktoré môže zamestnanec odpracovať za rok: → 2.0\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Platené voľno pre aktivity odborov: → 1.0 dni\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Platené voľno pre administratívne povinnosti alebo návštevu súdu: → -10.0 dni\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Ustanovenie o flexibilnej pracovnej dohode: → Áno\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">MZDY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Mzdy definované na základe mzdových tabuliek: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Prispôsobenie pre rastúce životné náklady: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Jednorázový príplatok:\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Jednorázový príplatok na základe výkonnosti firmy: → Nie\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Prémie za večernú či nočnú prácu:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Prémie za večernú či nočnú prácu: → 175 % základnej mzdy\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Prémia iba za nočnú prácu: → Áno\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Prémie za prácu v nadčase:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Prémie za prácu v nadčase: → 130 % základnej mzdy\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Prémie za prácu v nedeľu:\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Prémie za prácu v nedeľu: → 100 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Príplatok za dochádzanie do práce:\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-commutingallowanceamount1\">\n                    Príplatok za dochádzanie do práce: → EUR  mesačne\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Príplatok za služobné roky:\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Príplatok za služobné roky: → 0.5 % základnej mzdy\n                \u003C\u002Fdiv>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Príplatok za služobné roky po: → 1 rokov služby\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Stravné lístky:\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Stravné lístky poskytnuté: → Áno\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Príplatok poskytnutý na jedlo: → Áno\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  za jedlo\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Právna pomoc zdarma: → Nie\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[405],{"title":38,"slug":33},[407],{"type":408,"data":409},"call_to_action_body_block",{"title":410,"description":411,"variant":412,"link":413},"Porovnať kolektívne zmluvy","Porovnajte body jednotlivých kolektívnych zmlúv zo Slovenska naprieč sektormi, témami a s inými krajinami","dark",{"title":410,"url":414,"description":410,"rel":415,"type":416},"\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fkolektivna-zmluva\u002Fporovnat-kolektivne-zmluvy","follow","internal",[418],{"type":408,"data":419},{"title":410,"description":411,"variant":412,"link":420},{"title":410,"url":414,"description":410,"rel":415,"type":416},[],{"title":17,"seo_title":423,"description":7,"path":424,"redirect_url":7,"locale":18,"children":425},"Slovensko: Platy, Pracovné právo a Práca","\u002Fsk-sk",[426,512,536],{"title":20,"seo_title":427,"description":7,"path":428,"redirect_url":7,"locale":18,"children":429},"Práca na Slovensku: Minimálna mzda, Dôstojné mzdy","\u002Fsk-sk\u002Fpraca-na-slovensku",[430,435,440,459,508],{"title":431,"seo_title":432,"description":7,"path":433,"redirect_url":7,"locale":18,"children":434},"Minimálna mzda","Slovensko - Minimálna mzda","\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fminimalna-mzda",[],{"title":436,"seo_title":437,"description":7,"path":438,"redirect_url":7,"locale":18,"children":439},"Životné minimum","Slovensko: Dôstojné mzdy","\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fzivotne-minimum",[],{"title":441,"seo_title":8,"description":7,"path":442,"redirect_url":7,"locale":18,"children":443},"Plat","\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fplat",[444,449,454],{"title":445,"seo_title":446,"description":7,"path":447,"redirect_url":7,"locale":18,"children":448},"Kontrola platu","Slovensko: Platometer","\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fplat\u002Fkontrola",[],{"title":450,"seo_title":451,"description":7,"path":452,"redirect_url":7,"locale":18,"children":453},"Platový prieskum","Slovensko: Dotazník","\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fplat\u002Fprieskum",[],{"title":455,"seo_title":456,"description":7,"path":457,"redirect_url":7,"locale":18,"children":458},"VIP Plat","Slovensko: Platy VIP osobností","\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fplat\u002Fvip",[],{"title":460,"seo_title":461,"description":7,"path":462,"redirect_url":7,"locale":18,"children":463},"Pracovné právo","Slovensko: Pracovné právo","\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fpracovne-pravo",[464,468,472,476,480,484,488,492,496,500,504],{"title":465,"seo_title":8,"description":7,"path":466,"redirect_url":7,"locale":18,"children":467},"Práca a mzdy","\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fpracovne-pravo\u002Fpraca-a-mzdy",[],{"title":469,"seo_title":8,"description":7,"path":470,"redirect_url":7,"locale":18,"children":471},"Odmena a pracovný čas","\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fpracovne-pravo\u002Fodmena-a-pracovny-cas",[],{"title":473,"seo_title":8,"description":7,"path":474,"redirect_url":7,"locale":18,"children":475},"Dovolenka","\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fpracovne-pravo\u002Fdovolenka",[],{"title":477,"seo_title":8,"description":7,"path":478,"redirect_url":7,"locale":18,"children":479},"Zmluvy a zamietnutia","\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fpracovne-pravo\u002Fzmluvy-a-zamietnutia",[],{"title":481,"seo_title":8,"description":7,"path":482,"redirect_url":7,"locale":18,"children":483},"Rodinné povinnosti","\u002Fsk-sk\u002Fpraca-na-slovensku\u002Fpracovne-pravo\u002Frodinne-povinnosti",[],{"title":485,"seo_title":8,"description":7,"path":486,"redirect_url":7,"locale":18,"children":487},"Materstvo a 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