[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002F-2016":3,"menu:\u002Fsr-latn-rs:":252,"sites:htmlblocks":368,"subsites":1807,"cite-subsites":5370,"footer:root":5847,"suggested:root":5945,"cite-footer:root":5949},{"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":32,"children":232,"content_type_view":233,"extra_breadcrumbs":234,"body":236,"body_blocks":247,"related_pages":251},37055,"baza-podataka-kolektivnih-ugovora","Baza Podataka Kolektivnih Ugovora",null,"","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora","collective_agreements.collectiveagreementoverview","sr_RS","2026-04-02T10:45:11.697252+00:00","2026-04-02T10:48:36.154879+00:00","\u002Fcms\u002Fpages\u002F37055\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Srbija","sr-latn-rs",{"title":20,"slug":21},"Rad u Srbiji","rad-u-srbiji",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":29,"created_at":30,"last_modified_at":31},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002F","index, follow","website","summary_large_image","sr-Latn-rs","2026-04-02T12:45:11.697252+02:00","2026-04-02T12:48:36.292940+02:00",{"cba":33,"clauses":44,"details":230,"translations":231},{"id":34,"uid":35,"url":36,"name":37,"locale":11,"override_title":8,"title":38,"browser_title":39,"browser_description":40,"text":41},"-2016","d48f1d8e-e064-11ea-844a-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fserbia\u002F-2016_1\u002F-2016\u002F","за делатност пољопривреде, прехрамбене, дуванске индустрије и водопривреде 2016","за делатност пољопривреде, прехрамбене, дуванске индустрије и водопривреде 2016 - 2016","Serbia - за делатност пољопривреде, прехрамбене, дуванске индустрије и водопривреде 2016 - 2016","за делатност пољопривреде, прехрамбене, дуванске индустрије и водопривреде 2016 - 2016 - Agriculture, forestry, fishing",{"name":42,"data":43},"agriculture, food, tobacco industry and water management.html","\u003C!--?xml version=\"1.0\" encoding=\"iso-8859-1\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=iso-8859-1\">\n  \u003Ctitle>New7\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>Преузето са\nwww.pravno-informacioni-sistem.rs\u003C\u002Fp>\n\n\u003Cp>На основу\nчлана 245. став 1.\nЗакона о раду\n(„Службени\nгласник РС”,\nбр. 24\u002F05, 61\u002F05, 54\u002F09, 32\u002F13 и 75\u002F14),\nрепрезентативни\nгрански\nсиндикати\nделатности\nпољопривреде,\nпрехрамбене,\nдуванске\nиндустрије и\nводопривреде\nосновани за\nтериторију\nРепублике\nСрбије:\u003C\u002Fp>\n\n\u003Cp>1. Самостални\nсиндикат\nзапослених у\nпољопривреди,\nпрехрамбеној,\nдуванској\nиндустрији и\nводопривреди\nСрбије,\nБеоград,\nДечанска 14,\nкога заступа\nДраган\nЗарубица,\nпредседник\nи\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>2. Грански\nсиндикат\nпрехране,\nугоститељства,\nтуризма,\nпољопривреде,\nводопривреде\nи дуванске\nиндустрије\n„Независност”,\nБеоград,\nНушићева 21,\nкога заступа\nДејан\nТитовић,\nпредседник\nи\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>репрезентативно\nУдружење\nпослодаваца\nза делатност\nпољопривреде,\nпрехрамбене,\nдуванске\nиндустрије и\nводопривреде\nСрбије:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMEMPL_txt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMEMPL_1\">\u003Cp>Унија\nпослодаваца\nСрбије,\nБеоград –\nЗемун,\nСтевана\nМрковића 8,\nкоју заступа\nДраган\nМијановић,\nчлан\nПредседништва,\nдана 28.\nјануара 2016.\nгодине, у\nБеограду,\nзакључују\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SECTOR1\">\u003Ch1>ПОСЕБАН\nКОЛЕКТИВНИ\nУГОВОР за\nделатност\nпољопривреде,\nпрехрамбене,\nдуванске\nиндустрије и\nводопривреде\nСрбије\u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>\"Службени\nгласник РС\",\nброј 76 од 9.\nсептембра 2016.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>I ОПШТЕ\nОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch3>Члан 1.\u003C\u002Fh3>\n\n\u003Cp>Овим\nпосебним\nколективним\nуговором за\nделатност\nпољопривреде,\nпрехрамбене,\nдуванске\nиндустрије и\nводопривреде\nСрбије (у\nдаљем тексту:\nколективни\nуговор), у\nскладу са\nзаконом,\nуређују се:\u003C\u002Fp>\n\n\u003Cp>– права,\nобавезе и\nодговорности\nпослодаваца\nи запослених\nиз радних\nодноса,\nодносно по\nоснову рада;\u003C\u002Fp>\n\n\u003Cp>– међусобни\nодноси\nучесника\nовог\nколективног\nуговора;\u003C\u002Fp>\n\n\u003Cp>– поступак\nизмена и\nдопуна овог\nколективног\nуговорa и\u003C\u002Fp>\n\n\u003Cp>– друга\nпитања од\nзначаја за\nзапосленог и\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Овај\nколективни\nуговор се\nпримењује на\nсве\nзапослене\nкод\nпослодавца,\nосим на\nдиректора.\u003C\u002Fp>\n\n\u003Cp>Одговарајуће\nодредбе овог\nколективног\nуговора се\nмогу\nпримењивати\nи на лица\nкоја нису\nзасновала\nрадни однос\nкод\nпослодавца,\nвећ су\nангажована\nпо основу\nпосебних\nуговора.\u003C\u002Fp>\n\n\u003Ch3>Члан 2.\u003C\u002Fh3>\n\n\u003Cp>Колективним\nуговором код\nпослодавца,\nодносно\nправилником\nо раду у\nзаконом\nутврђеним\nслучајевима\n(у даљем\nтексту: општи\nакт) и\nуговором о\nраду, могу се\nутврдити\nвећа права од\nправа\nутврђених\nовим\nколективним\nуговором, као\nи друга права\nкоја нису\nутврђена\nовим\nколективним\nуговором, у\nскладу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nне може\nопштим актом\nили уговором\nо раду да\nутврди мањи\nниво права за\nзапослене од\nправа\nутврђених\nовим\nколективним\nуговором.\u003C\u002Fp>\n\n\u003Cp>1. Примена\nколективног\nуговора\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-covercountryregion_comments\">\u003Ch3>Члан 3.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Овај\nколективни\nуговор\nнепосредно\nсе примењује\nза делатност\nпољопривреде,\nпрехрамбене,\nдуванске\nиндустрије и\nводопривреде\nСрбије.\u003C\u002Fp>\n\n\u003Ch3>Члан 4.\u003C\u002Fh3>\n\n\u003Cp>Послодавцем\nу смислу овог\nколективног\nуговора\nсматра се\nдомаће или\nстрано\nправно или\nфизичко лице\nкоје\nзапошљава,\nодносно\nрадно\nангажује\nједно или\nвише лица и\nкоје обавља\nпретежну\nделатност\nпољопривреде,\nпрехрамбене,\nдуванске\nиндустрије и\nводопривреде\nна\nтериторији\nСрбије,\nразврстано\nпрема\nпрописима о\nкласификацији\nделатности.\u003C\u002Fp>\n\n\u003Cp>Прилог:\nТабела o\nкласификацији\nделатности\nкоја чини\nсаставни део\nовог\nколективног\nуговора\u003C\u002Fp>\n\n\u003Ch3>Члан 5.\u003C\u002Fh3>\n\n\u003Cp>Код\nпослодавца\nкод кога је\nоснован\nсиндикат и\nкоји\nиспуњава\nуслов\nрепрезентативности,\nправа из рада\nи по основу\nрада, уређују\nсе\nколективним\nуговором у\nскладу са\nзаконом и\nуговором о\nраду.\u003C\u002Fp>\n\n\u003Cp>У случају\nспора\nзапосленог и\nпослодавца\nкод кога није\nоснован\nсиндикат или\nкоји нема\nзакључен\nколективни\nуговор,\nпослодавац\nје дужан да\nна захтев\nсиндиката\nпотписника\nовог\nколективног\nуговора\nдостави\nправилник о\nраду, а ако не\nдоноси\nправилник о\nраду – уговор\nо раду којим\nсе утврђују\nправа,\nобавезе и\nодговорности\nзапосленог и\nпослодавца.\u003C\u002Fp>\n\n\u003Ch2>II РАДНИ\nОДНОС\u003C\u002Fh2>\n\n\u003Cp>1. Заснивање\nрадног\nодноса\u003C\u002Fp>\n\n\u003Ch3>Члан 6.\u003C\u002Fh3>\n\n\u003Cp>Радни однос\nсе заснива у\nскладу са\nзаконом, овим\nколективним\nуговором и\nопштим актом\nкод\nпослодавца и\nуговором о\nраду.\u003C\u002Fp>\n\n\u003Cp>Радни однос\nсе може\nзасновати на\nнеодређено\nили одређено\nвреме са\nлицем које\nиспуњава\nопште услове\nутврђене\nзаконом, као\nи посебне\nуслове\nутврђене\nправилником\nо\nорганизацији\nи\nсистематизацији\nпослова.\u003C\u002Fp>\n\n\u003Cp>Радни однос\nсе заснива\nзакључивањем\nуговора о\nраду.\u003C\u002Fp>\n\n\u003Ch3>Члан 7.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nостварује\nправа,\nобавезе и\nодговорности\nиз радног\nодноса од\nдана ступања\nна рад.\u003C\u002Fp>\n\n\u003Cp>Ако\nзапослени не\nступи на рад\nданом\nутврђеним\nуговором о\nраду, сматра\nсе да није\nзасновао\nрадни однос,\nосим ако је\nспречен да\nступи на рад\nиз\nоправданих\nразлога.\u003C\u002Fp>\n\n\u003Cp>Оправданим\nразлогом у\nсмислу става\n2. овог члана\nсматра се:\u003C\u002Fp>\n\n\u003Cp>1. болест\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>2. смртни\nслучај члана\nуже\nпородице;\u003C\u002Fp>\n\n\u003Cp>3. тежа болест\nчлана уже\nпородице;\u003C\u002Fp>\n\n\u003Cp>4. виша сила;\u003C\u002Fp>\n\n\u003Cp>5. позив\nвојних или\nдржавних\nоргана;\u003C\u002Fp>\n\n\u003Cp>6. други\nслучај\nутврђен\nколективним\nуговором код\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Под чланом\nуже породице\nу смислу\nстава 3. тач. 2. и 3.\nовог члана\nсматрају се\nбрачни друг,\nдеца и\nродитељи\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>О разлозима\nиз става 3.\nовог члана,\nзапослени је\nдужан да\nодмах\nобавести\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 8.\u003C\u002Fh3>\n\n\u003Cp>Потребу за\nзапошљавањем\nутврђује\nдиректор,\nодносно\nовлашћено\nлице\nпослодавца, у\nскладу са\nпотребама\nпословања,\nрасположивим\nкадровима и\nстањем на\nтржишту, при\nчему\nодлучује о\nследећем:\u003C\u002Fp>\n\n\u003Cp>1. да ли ће се и\nкако\nоглашавати\nпотреба за\nпријемом\nнових\nзапослених;\u003C\u002Fp>\n\n\u003Cp>2. да ли ће се\nнови\nзапослени\nпримати на\nодређено или\nна\nнеодређено\nвреме;\u003C\u002Fp>\n\n\u003Cp>3. да ли ће се\nвршити\nпретходна\nпровера\nрадних\nспособности\n(истовремено\nутврђује\nпоступак и\nпрограм\nпровере);\u003C\u002Fp>\n\n\u003Cp>4. да ли ће се\nнови\nзапослени\nпримати на\nпробни рад и\nу ком трајању\n(истовремено\nутврђује\nпоступак и\nпрограм\nспровођења и\nконтроле\nпробног\nрада);\u003C\u002Fp>\n\n\u003Cp>5. да ли ће се\nнови\nзапослени\nпримати у\nсвојству\nприправника\n(истовремено\nутврђује\nдужину\nприправничког\nстажа,\nпрограм\nобуке и\nпоступак\nполагања\nприправничког\nиспита);\u003C\u002Fp>\n\n\u003Cp>6. да ли ће нови\nзапослени\nрадити са\nпуним или\nнепуним\nрадним\nвременом;\u003C\u002Fp>\n\n\u003Cp>7. да ли се\nзапослени\nприма на\nпослове са\nповећаним\nризиком,\nодносно са\nскраћеним\nрадним\nвременом;\u003C\u002Fp>\n\n\u003Cp>8. да ли ће нови\nзапослени\nобављати\nпослове у\nпросторијама\nили ван\nпросторија\nпослодавца,\nодносно код\nсвоје куће, у\nдругим\nпросторијама\nили на\nтерену.\u003C\u002Fp>\n\n\u003Cp>2. Посебни\nслучајеви\nзаснивања\nрадног\nодноса\u003C\u002Fp>\n\n\u003Ch3>Члан 9.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nмогу да се\nприме у радни\nоднос на\nједан од\nследећих\nначина:\u003C\u002Fp>\n\n\u003Cp>1. у својству\nприправника;\u003C\u002Fp>\n\n\u003Cp>2. са\nпретходном\nпровером\nрадних\nспособности;\u003C\u002Fp>\n\n\u003Cp>3. са пробним\nрадом.\u003C\u002Fp>\n\n\u003Cp>Програм\u002Fтестови\u002Fпитања\nиз става 1.\nтачка 2. овог\nчлана, не\nмогу да\nсадрже\nназаконите,\nнеморалне и\nдискриминационе\nодредбе,\nконстатације\nили питања и\nморају бити\nјединствени\nза све\nкандидате.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeshipstxt\">\u003Ch3>Члан 10.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац\nможе да\nзаснује\nрадни однос\nса лицем које\nпрви пут\nзаснива\nрадни однос,\nу својству\nприправника,\nза занимање\nза које је то\nлице стекло\nодређену\nврсту и\nстепен\nстручне\nспреме, ако\nје то као\nуслов за рад\nна одређеним\nпословима\nутврђено\nправилником\nо\nорганизацији\nи\nсистематизацији\nпослова.\u003C\u002Fp>\n\n\u003Cp>Дужина\nтрајања\nприправничког\nстажа\nутврђује се\nуговором о\nраду, и то:\u003C\u002Fp>\n\n\u003Cp>– на\nпословима за\nкоје се тражи\nвисоко\nобразовање\nна студијама\nдругог\nстепена\n(мастер\nакадемске\nстудије,\nспецијалистичке\nакадемске\nстудије или\nспецијалистичке\nструковне\nстудије) – 12\nмесеци;\u003C\u002Fp>\n\n\u003Cp>– на\nпословима за\nкоје се тражи\nвисоко\nобразовање\nна студијама\nпрвог\nстепена\n(основне\nакадемске,\nодносно\nструковне\nстудије),\nстудијама у\nтрајању од\nтри године,\nвише\nобразовање и\nспецијалистичко\nобразовање\nнакон\nсредњег\nобразовања –\nдевет\nмесеци;\u003C\u002Fp>\n\n\u003Cp>– на\nпословима за\nкоје се тражи\nсредње\nобразовање (у\nтрајању три\nили четири\nгодине) –\nшест месеци.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nможе\nобразовати\nпосебну\nкомисију или\nодредити\nлице\n(ментора) за\nнадзор над\nрадом\nприправника,\nи након тога\nза\nутврђивање\nоспособљености\nприправника\nза\nсамосталан\nрад.\u003C\u002Fp>\n\n\u003Cp>Ментор или\nлице које\nврши надзор\nнад радом\nприправника,\nмора имати\nисти или виши\nстепен\nстручне\nспреме у\nодносу на\nприправника\nчији се рад\nпрати.\u003C\u002Fp>\n\n\u003Ch3>Члан 11.\u003C\u002Fh3>\n\n\u003Cp>Претходна\nпровера\nрадних\nспособности\nможе бити\nуслов за рад\nна пословима\nза које се\nтраже\nпоседовање\nпосебних\nзнања и\nвештина,\nутврђених\nправилником\nо\nорганизацији\nи\nсистематизацији\nпослова.\u003C\u002Fp>\n\n\u003Cp>Ако\nкандидат\nпостигне\nзадовољавајуће\nрезултате на\nпретходној\nпровери\nрадних\nспособности\nстиче услов\nза заснивање\nрадног\nодноса, уз\nдискреционо\nправо\nпослодавца\nда донесе\nодлуку о\nизбору\nизмеђу\nкандидата\nкоји су\nзадовољили\nили да одлуку\nо избору не\nдонесе.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialtxt\">\u003Ch3>Члан 12.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Пробни рад\nможе да се\nуговори са\nзапосленима\nза обављање\nпосла на\nоснову\nПравилника о\nорганизацији\nи\nсистематизацији\nпослова,\nкојим су у\nопису посла\nнаведени\nповезани,\nодносно\nсродни\nпослови.\u003C\u002Fp>\n\n\u003Cp>Пробни рад\nможе да се\nуговори\nнајдуже за\nпериод до\nшест месеци\nпо заснивању\nрадног\nодноса.\nДужина\nпробног рада\nутврђује се\nзависно од\nсложености\nпосла.\u003C\u002Fp>\n\n\u003Cp>По истеку\nпериода\nпробног\nрада:\u003C\u002Fp>\n\n\u003Cp>1. радни однос\nсе наставља у\nслучају да је\nзапослени\nпоказао\nодговарајуће\nрадне и\nстручне\nспособности,\nбез посебне\nодлуке;\u003C\u002Fp>\n\n\u003Cp>2. радни однос\nпрестаје у\nслучају да\nзапослени\nније показао\nодговарајуће\nрадне и\nстручне\nспособности,\nшто се\nконстатује\nрешењем.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nможе\nобразовати\nпосебну\nкомисију, или\nодредити\nлице\n(ментора) за\nнадзор над\nрадом\nзапосленог, и\nнакон тога за\nутврђивање\nоспособљености\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Ментор или\nлице које\nврши надзор,\nмора имати\nисти или виши\nстепен\nстручне\nспреме у\nодносу на\nлице чији се\nпробни рад\nпрати.\u003C\u002Fp>\n\n\u003Cp>3. Премештај\nзапосленог\nна други\nодговарајући\nпосао\u003C\u002Fp>\n\n\u003Ch3>Члан 13.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nсе\nраспоређује\nна посао због\nкојег је и\nзасновао\nрадни однос и\nкоји је\nутврђен\nуговором о\nраду.\u003C\u002Fp>\n\n\u003Cp>За време\nтрајања\nрадног\nодноса,\nзапослени\nможе бити\nпремештен да\nобавља све\nпослове који\nодговарају\nврсти и\nстепену\nстручне\nспреме за\nкоје је\nзасновао\nрадни однос,\nако то\nзахтевају\nпотребе\nпроцеса и\nорганизације\nрада, и то у\nједном од\nследећих\nслучајева:\u003C\u002Fp>\n\n\u003Cp>1. кад је у\nпроцесу рада\nпотребно\nуспешније и\nефикасније\nобављање\nодређених\nпослова;\u003C\u002Fp>\n\n\u003Cp>2. када\nпривремено\nили трајно\nпрестане\nпотреба за\nрадом\nзапосленог\nна одређеним\nпословима;\u003C\u002Fp>\n\n\u003Cp>3. ако се смањи\nобим рада на\nодређеним\nпословима на\nкојима има\nвише\nизвршилаца;\u003C\u002Fp>\n\n\u003Cp>4. кад дође до\nпромене у\nорганизацији\nи\nтехнологији\nрада;\u003C\u002Fp>\n\n\u003Cp>5. кад се\nотворе нови\nпослови у\nпроцесу\nрада;\u003C\u002Fp>\n\n\u003Cp>6. кад\nзапослени то\nзахтева а\nпослодавац\nприхвати;\u003C\u002Fp>\n\n\u003Cp>7. због замене\nодсутног\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Премештај\nзапосленог у\nсмислу става\n1. овог члана\nврши се\nпонудом\nизмене\nуговорених\nуслова рада,\nодносно\nанексом\nуговора о\nраду, у\nскладу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>4. Радни однос\nза обављање\nпослова са\nповећаним\nризиком\u003C\u002Fp>\n\n\u003Ch3>Члан 14.\u003C\u002Fh3>\n\n\u003Cp>У складу са\nактом о\nпроцени\nризика\nутврђују се\nрадна места\nса повећаним\nризиком на\nкојима се\nобављају\nодређени\nпослови\nутврђени\nПравилником\nо\nорганизацији\nи\nсистематизацији\nпослова код\nпослодавца\u003C\u002Fp>\n\n\u003Cp>Послодавац\nје дужан да\nактом о\nпроцени\nризика, на\nоснову оцене\nслужбе\nмедицине\nрада, одреди\nпосебне\nздравствене\nуслове које\nморају\nиспуњавати\nзапослени на\nрадном месту\nса повећаним\nризиком.\u003C\u002Fp>\n\n\u003Cp>Ако\nзапослени у\nтоку\nобављања\nпослова са\nповећаним\nризиком\nизгуби\nздравствену\nспособност\nза рад на тим\nпословима,\nпослодавац\nје дужан да\nтаквом\nзапосленом\nобезбеди рад\nна другим\nодговарајућим\nпословима, у\nскладу са\nзаконом.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cp>На\nпословима са\nповећаним\nризиком не\nмогу да раде\nжене за време\nтрудноће и\nмајке са\nдететом до\nтри године\nживота.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5. Радни однос\nса непуним\nрадним\nвременом\u003C\u002Fp>\n\n\u003Ch3>Члан 15.\u003C\u002Fh3>\n\n\u003Cp>Радни однос\nможе да се\nзаснује и за\nрад са\nнепуним\nрадним\nвременом, на\nнеодређено\nили одређено\nвреме, који\nне може бити\nкраћи од\nчетири часа\nдневно.\u003C\u002Fp>\n\n\u003Cp>Правилником\nо\nорганизацији\nи\nсистематизацији\nпослова\nутврђују се\nпослови који\nмогу да се\nобављају са\nнепуним\nрадним\nвременом.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nје дужан да\nпре\nутврђивања\nпослова са\nнепуним\nрадним\nвременом\nзатражи\nмишљење\nрепрезентативних\nсиндиката, те\nда у захтеву\nза доставу\nмишљења\nобразложи\nпотребу за\nобављањем\nпослова са\nнепуним\nрадним\nвременом.\u003C\u002Fp>\n\n\u003Cp>Репрезентативни\nсиндикат је\nдужан да\nмишљење из\nстава 3. овог\nчлана\nдостави\nпослодавцу у\nроку од 3\nрадна дана.\u003C\u002Fp>\n\n\u003Ch3>Члан 16.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nкоји ради са\nнепуним\nрадним\nвременом има\nправо на\nзараду, друга\nпримања и\nдруга права\nиз радног\nодноса\nсразмерно\nвремену\nпроведеном\nна раду, осим\nако за\nпоједина\nправа\nзаконом,\nопштим актом\nкод\nпослодавца\nили уговором\nо раду није\nдрукчије\nодређено.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nје дужан да\nзапосленом\nкоји ради са\nнепуним\nрадним\nвременом\nобезбеди\nисте услове\nрада као и\nзапосленом\nса пуним\nрадним\nвременом\nкоји ради на\nистим или\nсличним\nпословима.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nје дужан да\nблаговремено\nобавести\nзапослене о\nдоступности\nпослова са\nпуним и\nнепуним\nрадним\nвременом, на\nначин и у\nроковима\nутврђеним\nопштим актом\nкод\nпослодавца.\u003C\u002Fp>\n\n\u003Ch2>III ОБРАЗОВАЊЕ,\nСТРУЧНО\nОСПОСОБЉАВАЊЕ\nИ\nУСАВРШАВАЊЕ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammestxt\">\u003Ch3>Члан 17.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослени\nје дужан да\nсе у току\nрада\nобразује,\nстручно\nоспособљава\nи усавршава\nза рад.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfundtxt\">\u003Cp>Послодавац\nје дужан да\nзапосленом\nобезбеди\nобразовање,\nстручно\nоспособљавање\nи\nусавршавање,\nзависно од\nпотреба\nпроцеса рада,\nтехнолошких\nи\nорганизационих\nпромена и\nувођења\nновог начина\nи\nорганизације\nрада, у\nскладу са\nпланом и\nпрограмом\nстручног\nоспособљавања\nи\nусавршавања\nзапослених.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>План и\nпрограм\nстручног\nоспособљавања\nи\nусавршавања\nзапослених, у\nскладу са\nпланом\nразвоја,\nдоноси\nнадлежни\nорган\nпослодавца.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourstxt\">\u003Ch2>IV РАДНО\nВРЕМЕ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>1. Пуно радно\nвреме\u003C\u002Fp>\n\n\u003Ch3>Члан 18.\u003C\u002Fh3>\n\n\u003Cp>Пуно радно\nвреме у\nрадној\nнедељи, са\nполучасовном\nдневном\nпаузом\nизноси, по\nправилу, 40\nчасова.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nможе да\nутврди радно\nвреме краће\nод 40 часова,\nали не краће\nод 36 часова\nнедељно, ако\nувођење\nкраћег\nрадног\nвремена\nобезбеђује\nуслове за\nефикаснији\nрад.\u003C\u002Fp>\n\n\u003Cp>Запослени\nиз става 2.\nовог члана\nостварује\nсва права из\nрадног\nодноса као да\nради са пуним\nрадним\nвременом.\u003C\u002Fp>\n\n\u003Cp>2. Скраћено\nрадно време\u003C\u002Fp>\n\n\u003Ch3>Члан 19.\u003C\u002Fh3>\n\n\u003Cp>Запосленом\nкоји ради на\nнарочито\nтешким,\nнапорним и за\nздравље\nштетним\nпословима\nутврђеним\nзаконом и\nопштим актом,\nна којима\nпоред\nпримене\nодговарајућих\nмера\nбезбедности\nи заштите\nживота и\nздравља на\nраду,\nсредстава и\nопреме за\nличну\nзаштиту на\nраду, постоји\nповећано\nштетно\nдејство на\nздравље\nзапосленог,\nскраћује се\nрадно време\nсразмерно\nстепену\nштетног\nдејства\nуслова рада\nна здравље и\nрадну\nспособност\nзапосленог, а\nнајвише за 10\nчасова\nнедељно.\u003C\u002Fp>\n\n\u003Cp>Послови са\nскраћеним\nрадним\nвременом\nутврђују се\nправилником\nо\nорганизацији\nи\nсистематизацији\nпослова код\nпослодавца, а\nна основу\nстручне\nанализе, у\nскладу са\nзаконом и\nактом о\nпроцени\nризика.\u003C\u002Fp>\n\n\u003Cp>Запослени\nкоји ради\nскраћено\nрадно време,\nу смислу\nстава 1. овог\nчлана, има\nсва права као\nда ради са\nпуним радним\nвременом.\u003C\u002Fp>\n\n\u003Cp>3.\nПрековремени\nрад\u003C\u002Fp>\n\n\u003Ch3>Члан 20.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nје дужан да\nзапосленог\nобавести о\nувођењу\nпрековременог\nрада, по\nправилу,\nнајкасније 24\nчаса пре\nотпочињања\nтаквог рада,\nкада је\nнеопходно да\nсе заврши\nпроцес рада.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemaxtxt\">\u003Cp>Прековремени\nрад не може\nда траје дуже\nод осам\nчасова\nнедељно.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Запослени\nне може да\nради\nпрековремено\nдуже од 12\nчасова\nдневно\nукључујући и\nпрековремени\nрад.\u003C\u002Fp>\n\n\u003Cp>Општим\nактом код\nпослодавца,\nближе се\nуређују\nслучајеви\nувођења рада\nдужег од\nпуног радног\nвремена,\nпрема\nспецифичностима\nорганизације\nрада.\u003C\u002Fp>\n\n\u003Cp>Приликом\nодређивања\nзапосленог\nда ради дуже\nод пуног\nрадног\nвремена,\nнепосредни\nруководилац\nтреба да води\nрачуна како о\nпотреби\nпроцеса рада,\nтако и о\nинтересима и\nобавезама\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>4. Распоред\nрадног\nвремена\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulestxt\">\u003Ch3>Члан 21.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>По правилу,\nрадна недеља\nтраје пет\nрадних дана,\nа дневно\nрадно време\nпо правилу, 8\nчасова.\nСубота и\nнедеља су по\nправилу\nнерадни\nдани.\u003C\u002Fp>\n\n\u003Cp>Изузетно од\nстава 1. овог\nчлана, ако се\nкод\nпослодавца\nрад обавља у\nсменама, ноћу\nили ако то\nзахтева\nприрода и\nорганизација\nрада,\nпослодавац\nможе радну\nнедељу\nорганизовати\nи на други\nначин.\u003C\u002Fp>\n\n\u003Cp>Распоред\nрадног\nвремена у\nоквиру радне\nнедеље и\nрадних дана\nутврђује\nпослодавац и\nо томе\nнајмање\nседам дана\nпре промене,\nписаним\nпутем\nобавештава\nзапослене.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nје дужан да\nобавести\nзапосленог о\nраспореду\nрадног\nвремена пре\nпочетка рада,\nосим у\nслучајевима\nпредвиђеним\nзаконом.\u003C\u002Fp>\n\n\u003Cp>5.\nПрерасподела\nрадног\nвремена\u003C\u002Fp>\n\n\u003Ch3>Члан 22.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nдоноси\nодлуку о\nувођењу\nпрерасподеле\nрадног\nвремена за\nсве послове,\nза групу\nпослова или\nза поједини\nпосао, у\nскладу са\nзаконом или\nколективним\nуговором код\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nје дужан да\nписаним\nпутем\nобавести\nзапослене на\nкоје се\nодноси\nпрерасподела\nрадног\nвремена,\nнајмање пет\nдана пре\nпримене\nпрерасподеле.\u003C\u002Fp>\n\n\u003Cp>На\nпословима на\nкојима је\nуведено\nскраћено\nрадно време,\nу складу са\nчланом 19. овог\nКУ не може се\nвршити\nпрерасподела\nрадног\nвремена.\u003C\u002Fp>\n\n\u003Cp>6. Ноћни рад и\nрад у\nсменама\u003C\u002Fp>\n\n\u003Ch3>Члан 23.\u003C\u002Fh3>\n\n\u003Cp>Рад који се\nобавља у\nвремену од 22,00\nчаса до 6,00\nчасова\nнаредног\nдана, сматра\nсе радом\nноћу.\u003C\u002Fp>\n\n\u003Cp>Ако је рад\nорганизован\nу сменама\nкоје\nукључују рад\nноћу,\nпослодавац\nје дужан да\nобезбеди\nизмену смена,\nтако да\nзапослени не\nради\nнепрекидно\nвише од једне\nрадне недеље\nноћу.\u003C\u002Fp>\n\n\u003Cp>Запослени\nможе да ради\nноћу дуже од\nједне радне\nнедеље, само\nуз његову\nписану\nсагласност.\u003C\u002Fp>\n\n\u003Ch2>V ОДМОРИ И\nОДСУСТВА\u003C\u002Fh2>\n\n\u003Cp>1. Дужина\nгодишњег\nодмора\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaystxt\">\u003Ch3>Члан 24.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запосленом\nсе дужина\nгодишњег\nодмора\nутврђује\nтако што се\nзаконски\nминимум од 20\nрадних дана\nувећава:\u003C\u002Fp>\n\n\u003Cp>1. по основу\nрадног\nискуства – за\nједан радни\nдан за сваких\nнавршених 10\nгодина\nрадног стажа,\nа највише три\nрадна дана;\u003C\u002Fp>\n\n\u003Cp>2. по основу\nстеченог\nобразовања:\u003C\u002Fp>\n\n\u003Cp>– на\nпословима за\nкоје се тражи\nвисоко\nобразовање\nна студијама\nдругог\nстепена\n(мастер\nакадемске\nстудије,\nспецијалистичке\nакадемске\nстудије или\nспецијалистичке\nструковне\nстудије) – за\nтри радна\nдана;\u003C\u002Fp>\n\n\u003Cp>– на\nпословима за\nкоје се тражи\nвисоко\nобразовање\nна студијама\nпрвог\nстепена\n(основне\nакадемске,\nодносно\nструковне\nстудије),\nстудијама у\nтрајању од\nтри године,\nвише\nобразовање и\nспецијалистичко\nобразовање\nнакон\nсредњег\nобразовања –\nза три радна\nдана;\u003C\u002Fp>\n\n\u003Cp>– за послове\nза чије се\nобављање\nзахтева\nсредње\nобразовање у\nтрајању од\nтри године и\nсредње\nобразовање у\nтрајању од\nчетири\nгодине, као и\nпослови за\nчије се\nобављање\nтражи\nстечено\nспецијалистичко\nобразовање\n(по старом III, IV\nили V степен) –\nза два радна\nдана;\u003C\u002Fp>\n\n\u003Cp>– за послове\nза чије се\nобављање\nзахтева\nобразовање\nза рад у\nтрајању од\nдве године\n(по старом I\nили II степен) –\nза један\nрадни дан;\u003C\u002Fp>\n\n\u003Cp>3. по основу\nдоприноса на\nраду –\nнајмање за\nједан радни\nдан, по\nпредлогу\nнепосредног\nруководиоца\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>4. по основу\nуслова рада:\u003C\u002Fp>\n\n\u003Cp>– за послове\nна којима се\nстаж\nосигурања\nрачуна са\nувећаним\nтрајањем – за\nтри радна\nдана;\u003C\u002Fp>\n\n\u003Cp>– радно\nместо са\nповећаним\nризиком\nутврђено\nактом о\nпроцени\nризика, а за\nкоје није\nуведен стаж\nосигурања са\nувећаним\nтрајањем – за\nдва радна\nдана;\u003C\u002Fp>\n\n\u003Cp>– по основу\nкритеријума\nсоцијалних и\nздравствених\nуслова:\u003C\u002Fp>\n\n\u003Cp>– родитељу\nса двоје и\nвише деце до 14\nгодина\nживота,\nодносно\nродитељу\nкоји има дете\nса сметњама у\nпсихофизичком\nразвоју – за\nдва радна\nдана;\u003C\u002Fp>\n\n\u003Cp>–\nсамохраном\nродитељу са\nдететом до 14\nгодина\nживота – за\nједан радни\nдан;\u003C\u002Fp>\n\n\u003Cp>–\nзапосленој\nособи са\nинвалидитетом\n– за два\nрадна дана.\u003C\u002Fp>\n\n\u003Cp>Годишњи\nодмор\nзапосленог,\nутврђен по\nсвим\nкритеријумима\nиз става 1.\nовог члана,\nне може бити\nдужи од 25\nрадних дана\nза\nкалендарску\nгодину.\u003C\u002Fp>\n\n\u003Cp>Мушкарац са 30\nгодина рада\nпроведеног у\nрадном\nодносу или\nнавршених 55\nгодина\nживота и\nзапослена –\nжена са\nнавршених 25\nгодина рада\nпроведеног у\nрадном\nодносу у или\nса навршених\n50 година\nживота имају\nправо на\nгодишњи\nодмор у\nтрајању од 30\nрадних дана.\u003C\u002Fp>\n\n\u003Cp>Општим\nактом код\nпослодавца\nмогу да се\nутврде већа\nправа и други\nкритеријуми\nза увећање\nминимума\nгодишњег\nодмора.\u003C\u002Fp>\n\n\u003Cp>2. Коришћење\nгодишњег\nодмора\u003C\u002Fp>\n\n\u003Ch3>Члан 25.\u003C\u002Fh3>\n\n\u003Cp>Дужина\nтрајања и\nвреме\nкоришћења\nгодишњег\nодмора\nодређује се\nрешењем, који\nдоноси\nдиректор,\nодносно\nовлашћено\nлице\nпослодавца,\nуз претходну\nконсултацију\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Решење о\nкоришћењу\nгодишњег\nодмора\nзапосленом\nсе доставља\nнајкасније 15\nрадних дана\nпре дана\nодређеног за\nпочетак\nкоришћења\nгодишњег\nодмора.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nможе да\nизмени време\nкоришћења\nгодишњег\nодмора ако то\nзахтевају\nпотребе\nпосла,\nнајкасније\nседам радних\nдана пре дана\nодређеног за\nкоришћење\nгодишњег\nодмора, а\nпослодавац\nје обавезан\nда\nзапосленом\nнадокнади\nстварно\nнастале\nтрошкове\nзбог измене\nвремена\nкоришћења\nгодишњег\nодмора.\u003C\u002Fp>\n\n\u003Cp>Ако је\nзапослени за\nвреме\nкоришћења\nгодишњег\nодмора\nпривремено\nспречен за\nрад у смислу\nпрописа о\nздравственом\nосигурању,\nима право да\nпо истеку те\nспречености\nза рад\nнастави\nкоришћење\nгодишњег\nодмора.\u003C\u002Fp>\n\n\u003Cp>Запослени\nне може да се\nодрекне\nправа на\nгодишњи\nодмор, нити\nму се то\nправо може\nускратити\nили заменити\nновчаном\nнакнадом,\nосим у\nслучају\nпрестанка\nрадног\nодноса, у\nскладу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>3. Плаћено\nодсуство\u003C\u002Fp>\n\n\u003Ch3>Члан 26.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nје дужан да\nзапосленом\nомогући\nплаћено\nодсуство у\nукупном\nтрајању до\nседам радних\nдана у току\nкалендарске\nгодине у\nслучају:\u003C\u002Fp>\n\n\u003Cp>1. ступања\nзапосленог у\nбрак – 5\nрадних дана,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavetxt\">\u003Cp>2. порођаја\nсупруге – 5\nрадних дана,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3. порођаја\nдругог члана\nуже породице\n– 1 радни дан,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaretxt\">\u003Cp>4. теже\nболести\nчлана уже\nпородице – 7\nрадних дана,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativestxt\">\u003Cp>5. смрти\nродитеља,\nусвојиоца,\nбрата или\nсестре\nбрачног\nдруга\nзапосленог –\n2 радна дана,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6. заштите и\nотклањања\nштетних\nпоследица у\nдомаћинству\nпроузрокованих\nелементарном\nнепогодом – 3\nрадна дана,\u003C\u002Fp>\n\n\u003Cp>7. селидбе\nсопственог\nдомаћинства\nна подручју\nистог\nнасељеног\nместа – 1\nрадни дан, а\nиз једног у\nдруго\nнасељено\nместо – 3\nрадна дана,\u003C\u002Fp>\n\n\u003Cp>8. обављања\nнеодложних\nличних\nпослова – 2\nрадна дана,\u003C\u002Fp>\n\n\u003Cp>9. учешћа на\nрадно-производним\nи спортским\nтакмичењима\nкоје\nорганизује\nсиндикат, у\nдужини\nтрајања\nтакмичења\nувећаног за 1\nрадни дан,\u003C\u002Fp>\n\n\u003Cp>10. коришћења\nорганизованог\nрекреативног\nодмора у циљу\nпревенције\nрадне\nинвалидности\n– до 7 радних\nдана, и у\u003C\u002Fp>\n\n\u003Cp>11. другим\nслучајевима\nутврђеним\nопштим актом\nкод\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Уз захтев за\nкоришћење\nодсуства из\nстава 1. овог\nчлана\nзапослени је\nдужан да\nприбави и\nприложи\nодговарајуће\nдоказе који\nпотврђују\nпостојање\nнаведеног\nслучаја.\u003C\u002Fp>\n\n\u003Cp>Поред права\nна одсуство\nиз става 1.\nовог члана, у\nскладу са\nзаконом,\nзапослени\nима право на\nплаћено\nодсуство\nјош:\u003C\u002Fp>\n\n\u003Cp>1. пет радних\nдана због\nсмрти члана\nуже\nпородице;\u003C\u002Fp>\n\n\u003Cp>2. два дана за\nсваки случај\nдобровољног\nдавања крви,\nрачунајући и\nдан давања\nкрви;\u003C\u002Fp>\n\n\u003Cp>3. полагања\nстручног и\nдругог\nиспита на\nкоји га\nупућује\nпослодавац\nнајмање\nједан радни\nдан по\nиспиту.\u003C\u002Fp>\n\n\u003Cp>Члановима\nуже породице\nиз овог члана\nсматрају се:\nбрачни друг,\nдеца, браћа,\nсестре,\nродитељи,\nусвојилац,\nусвојеник и\nстаратељ.\u003C\u002Fp>\n\n\u003Cp>4. Неплаћено\nодсуство\u003C\u002Fp>\n\n\u003Ch3>Члан 27.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nможе\nзапосленом\nда омогући\nнеплаћено\nодсуство у\nтрајању до 5\nрадних дана\nмесечно,\nодносно до 10\nрадних дана\nгодишње, у\nслучајевима\nутврђеним\nопштим актом\nили уговором\nо раду, када\nто не ремети\nпроцес рада.\u003C\u002Fp>\n\n\u003Cp>На\nобразложен и\nдокументован\nзахтев\nзапосленог,\nпослодавац\nможе да му\nодобри\nкоришћење\nнеплаћеног\nодсуства и у\nдужем\nтрајању од\nтрајања\nутврђеног\nпретходним\nставом.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicytxt\">\u003Ch2>VI БЕЗБЕДНОСТ\nИ ЗДРАВЉЕ НА\nРАДУ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>1. Права и\nобавезе\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Ch3>Члан 28.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац\nје обавезан\nда обезбеди\nуслове за\nбезбедност и\nзаштиту\nживота и\nздравља на\nраду, у\nскладу са\nзаконом и\nпозитивним\nпрописима о\nбезбедности\nи заштити\nздравља на\nраду, а\nзапослени су\nобавезни да\nсе\nпридржавају\nпрописаних\nмера за\nбезбедан и\nздрав рад.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytrainingtxt\">\u003Ch3>Члан 29.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац\nје дужан да\nизврши\nоспособљавање\nзапосленом\nза безбедан и\nздрав рад.\u003C\u002Fp>\n\n\u003Cp>За време\nоспособљавања\nза безбедан и\nздрав рад\nзапослени\nима право на\nнакнаду\nзараде у\nвисини\nпросечно\nостварене\nзараде у\nпретходних 12\nмесеци.\u003C\u002Fp>\n\n\u003Cp>Трошкове\nоспособљавања\nиз става 1.\nовог члана\nсноси\nпослодавац.\u003C\u002Fp>\n\n\u003Ch3>Члан 30.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nје дужан да, у\nскладу са\nсвојим\nсазнањима,\nодмах\nобавести\nпослодавца о\nнеправилностима,\nштетностима,\nопасностима\nили другој\nпојави која\nби на радном\nместу могла\nда угрози\nњегову\nбезбедност и\nздравље или\nбезбедност и\nздравље\nдругих\nзапослених.\u003C\u002Fp>\n\n\u003Ch3>Члан 31.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nкоји због не\nспроведених\nмера од којих\nму прети\nнепосредна\nопасност за\nживот и\nздравље\nодбије да\nради, све док\nсе те мере не\nобезбеде, има\nправо на\nнакнаду\nзараде у\nвисини\nпросечне\nзараде у\nпретходних\nдванаест\nмесеци, не\nчини повреду\nрадне\nобавезе и не\nможе му се по\nтом основу\nотказати\nуговор о\nраду.\u003C\u002Fp>\n\n\u003Cp>Док се не\nспроведу\nпрописане\nмере за\nбезбедан и\nздрав рад,\nпослодавац\nможе\nпреместити\nзапосленог\nсамо на друге\nпослове који\nодговарају\nврсти и\nстепену\nстручне\nспреме за\nкоје је\nзасновао\nрадни однос.\u003C\u002Fp>\n\n\u003Cp>За време\nпремештаја\nиз става 2.\nовог члана\nзапослени\nима право на\nзараду за\nпослове које\nобавља, а\nкоја не може\nбити нижа од\nнакнаде\nзараде из\nстава 1. овог\nчлана.\u003C\u002Fp>\n\n\u003Ch3>Члан 32.\u003C\u002Fh3>\n\n\u003Cp>Када му\nпрети\nнепосредна\nопасност по\nживот или\nздравље,\nзапослени\nима право да\nпредузме\nодговарајуће\nмере, у\nскладу са\nсвојим\nзнањем и\nтехничким\nсредствима\nкоја му стоје\nна\nрасполагању\nи да напусти\nрадно место,\nрадни процес,\nодносно\nрадну\nоколину.\u003C\u002Fp>\n\n\u003Cp>У случају из\nстава 1. овог\nчлана по\nстицању\nуслова\nзапослени је\nобавезан да\nобавести\nнепосредног\nруководиоца\nили за то\nодговорно\nлице.\u003C\u002Fp>\n\n\u003Cp>У случају из\nстава 1. овог\nчлана\nзапослени\nније\nодговоран за\nштету коју\nпроузрокује\nпослодавцу,\nнити чини\nповреду\nрадне\nобавезе и\nдисциплине.\u003C\u002Fp>\n\n\u003Cp>У случају из\nстава 1. овог\nчлана, када\nзапослени\nнапусти\nрадно место,\nима право на\nнакнаду\nзараде у\nвисини\nпросечне\nзараде у\nпретходних 12\nмесеци.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>Члан 33.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослени\nје дужан да\nпримењује\nпрописане\nмере за\nбезбедан и\nздрав рад, да\nнаменски и\nправилно\nкористи\nсредства за\nрад и опасне\nматерије, да\nкористи\nпрописана\nсредства и\nопрему за\nличну\nзаштиту на\nраду и да са\nњима пажљиво\nрукује да не\nби угрозио\nсвоју\nбезбедност и\nздравље, као\nи безбедност\nи здравље\nдругих лица,\nкао и да се\nстара о\nспровођењу и\nунапређењу\nбезбедности\nи здравља на\nраду.\u003C\u002Fp>\n\n\u003Cp>Пре\nнапуштања\nрадног места,\nзапослени је\nдужан да\nрадно место и\nсредства за\nрад остави у\nстању да не\nугрожавају\nдруге\nзапослене.\u003C\u002Fp>\n\n\u003Ch3>Члан 34.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nможе да ради\nна пословима\nса повећаним\nризиком ако\nиспуњава\nследеће\nуслове:\u003C\u002Fp>\n\n\u003Cp>1. да има\nпрописану\nстручну\nспрему;\u003C\u002Fp>\n\n\u003Cp>2. да је\nздравствено\nспособан за\nобављање\nпослова са\nповећаним\nризиком;\u003C\u002Fp>\n\n\u003Cp>3. да је\nпретходно\nоспособљен\nза\nсамостално\nобављање\nпослова на\nсигуран и\nбезбедан\nначин;\u003C\u002Fp>\n\n\u003Cp>4. да није\nмлађи од 18;\u003C\u002Fp>\n\n\u003Cp>5. да није\nособа са\nинвалидитетом.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancytxt\">\u003Ch3>Члан 35.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослена\nжена за време\nтрудноће и\nмајка са\nдететом до\nтри године не\nможе да ради\nна пословима\nса повећаним\nризиком.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-riskassessment\">\u003Cp>Послодавац\nне може\nодредити\nзапослену\nжену да ради\nна радном\nместу са\nповећаним\nризиком који\nби могао да\nјој угрози\nостваривање\nматеринства,\nбез њене\nсагласности\nи изричите\nписане\nизјаве да је\nупозната са\nризицима тог\nрадног места,\nутврђеним\nактом о\nпроцени\nризика.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3>Члан 36.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац\nје дужан да\nзапосленом\nна радном\nместу са\nповећаним\nризиком пре\nпочетка рада,\nобезбеди\nпретходни\nлекарски\nпреглед, као\nи периодичне\nлекарске\nпрегледе у\nтоку рада.\u003C\u002Fp>\n\n\u003Cp>Запослени\nкоји ради на\nпословима са\nповећаним\nризиком, као\nи други\nзапослени за\nкоје је\nпредвиђен\nпретходни и\nпериодични\nлекарски\nпреглед,\nдужни су да\nисти обаве на\nоснову упута\nпослодавца,\nодносно\nруководиоца\nорганизационих\nделова\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Ако се у\nпоступку\nпериодичног\nлекарског\nпрегледа\nутврди да\nзапослени не\nиспуњава\nпосебне\nздравствене\nуслове за\nобављање\nпослова на\nрадном месту\nса повећаним\nризиком,\nпослодавац\nје дужан да\nга премести\nна друго\nрадно место\nкоје\nодговара\nњеговим\nздравственим\nспособностима.\u003C\u002Fp>\n\n\u003Cp>Неиспуњавање\nпосебних\nздравствених\nуслова за рад\nна радном\nместу са\nповећаним\nризиком не\nможе бити\nразлог за\nотказ\nуговора о\nраду.\u003C\u002Fp>\n\n\u003Ch3>Члан 37.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nимају право\nна додатне и\nједнократне\nпаузе у циљу\nзаштите\nњиховог\nздравља када\nраде на\nрадном месту\nса повећаним\nризиком, а на\nкојима је\nутврђено\nскраћено\nрадно време.\u003C\u002Fp>\n\n\u003Ch3>Члан 38.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nкоји\nобављају\nпослове на\nрадном месту\nса повећаним\nризиком,\nособе са\nинвалидитетом,\nпрофесионално\nоболели, као\nи запослени\nкоји\nобављају\nпослове на\nкојима\nпостоји\nмогућност\nпрофесионалног\nобољења, у\nскладу са\nактом о\nпроцени\nризика, имају\nправо на\nкоришћење\nодмора за\nпревенцију\nрадне\nинвалидности,\nрехабилитацију\nи\nпревентивну\nрекреацију у\nбањским и\nклиматским\nлечилиштима,\nпрема\nупутствима\nмедицине\nрада.\u003C\u002Fp>\n\n\u003Cp>Општим\nактом код\nпослодавца\nрегулисаће\nсе начин\nостваривања\nправа из\nстава 1. овог\nчлана.\u003C\u002Fp>\n\n\u003Ch3>Члан 39.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nкоји је\nпрофесионално\nоболео не\nможе трпети\nникакву\nштету нити\nсносити било\nкакве\nтрошкове\nзбог тога што\nје\nпрофесионално\nоболео.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nје дужан да\nпрофесионално\nоболелом\nзапосленом\nобезбеди\nрадно место\nкоје\nодговара\nњеговим\nтелесним и\nпсихичким\nмогућностима\nи\nздравственом\nстању, у\nскладу са\nзаконом.\u003C\u002Fp>\n\n\u003Ch3>Члан 40.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nје дужан да\nзапосленој\nособи са\nинвалидитетом\nобезбеди\nрадно место\nкоје\nодговара\nњеговим\nтелесним и\nпсихичким\nмогућностима\nи\nздравственом\nстању, у\nскладу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>2.\nПредставник\nзапослених\nза\nбезбедност и\nздравље на\nраду\u003C\u002Fp>\n\n\u003Ch3>Члан 41.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nкод\nпослодавца\nкоји има до 50\nзапослених\nимају право\nда изаберу\nнајмање\nједног\nпредставника\nзапослених\nза\nбезбедност и\nздравље на\nраду.\u003C\u002Fp>\n\n\u003Cp>Број\nпредставника\nзапослених\nза\nбезбедност и\nздравље на\nраду код\nпослодавца и\nначин избора\nуређује се\nопштим актом\nкод\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 42.\u003C\u002Fh3>\n\n\u003Cp>Мандат\nпредставника\nзапослених\nза\nбезбедност и\nздравље на\nраду траје\nчетири\nгодине.\u003C\u002Fp>\n\n\u003Cp>Пре истека\nпериода на\nкоји је\nизабран,\nпредставнику\nзапослених\nза\nбезбедност и\nздравље на\nраду мандат\nможе да\nпрестане\nразрешењем\nзбог:\u003C\u002Fp>\n\n\u003Cp>1. престанка\nрадног\nодноса код\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>2. подношења\nоставке;\u003C\u002Fp>\n\n\u003Cp>3. неповерења\nвише од\nполовине од\nукупног\nброја\nзапослених,\nисказаног у\nписаној\nформи са\nобразложењем,\nименима и\nпрезименима,\nи потписима\nзапослених.\u003C\u002Fp>\n\n\u003Cp>У случају из\nстава 2. овог\nчлана избор\nновог\nпредставника\nзапослених\nза\nбезбедност и\nздравље на\nраду врши се\nнајкасније у\nроку од 30 дана\nод престанка\nмандата\nпретходног\nпредставника.\u003C\u002Fp>\n\n\u003Ch3>Члан 43.\u003C\u002Fh3>\n\n\u003Cp>Представник\nзапослених\nза\nбезбедност и\nздравље на\nраду има\nправо на\nплаћено\nодсуство са\nрада, ради\nобављања\nпослова\nвезаних за\nбезбедност и\nздравље на\nраду и право\nна плаћено\nодсуство за\nсве време\nпроведено на\nседницама\nодбора за\nбезбедност и\nздравље на\nраду, као и за\nвреме\nприсуствовања\nинспекцијском\nнадзору, у\nскладу са\nопштим\nактом.\u003C\u002Fp>\n\n\u003Cp>Представник\nзапослених\nза\nбезбедност и\nздравље на\nраду, за\nвреме\nплаћеног\nодсуства из\nстава 1. овог\nчлана, има\nправо на\nнакнаду\nзараде у\nвисини\nпросечне\nзараде у\nпретходних 12\nмесеци.\u003C\u002Fp>\n\n\u003Cp>Представник\nзапослених\nза\nбезбедност и\nздравље на\nраду, пре\nкоришћења\nплаћених\nчасова за\nобављање\nпослова\nбезбедности\nи здравља на\nраду, дужан\nје да\nблаговремено\nо томе\nобавести\nнепосредног\nруководиоца.\u003C\u002Fp>\n\n\u003Ch3>Члан 44.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nје дужан да\nпредставника\nзапослених\nза\nбезбедност и\nздравље на\nраду\nинформише\nнајмање\nједном у шест\nмесеци о свим\nпитањима\nкоји се\nодносе на\nбезбедност и\nздравље на\nраду.\u003C\u002Fp>\n\n\u003Ch3>Члан 45.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nје дужан да\nпредставника\nзапослених\nза\nбезбедност и\nздравље на\nраду упозна:\u003C\u002Fp>\n\n\u003Cp>1. са налазима\nи предлозима\nили\nпредузетим\nмерама\nинспекције\nрада;\u003C\u002Fp>\n\n\u003Cp>2. са\nизвештајима\nо повредама\nна раду,\nпрофесионалним\nобољењима и\nобољењима у\nвези са радом\nи о\nпредузетим\nмерама за\nбезбедност и\nздравље на\nраду;\u003C\u002Fp>\n\n\u003Cp>3. о\nпланираним и\nпредузетим\nмерама за\nспречавање\nнепосредне\nопасности по\nживот и\nздравље;\u003C\u002Fp>\n\n\u003Cp>4. са\nизвештајем о\nстању\nбезбедности\nи здравља на\nраду\nзапослених,\nкао и о\nспроведеним\nмерама;\u003C\u002Fp>\n\n\u003Cp>5. о другим\nпитањима у\nскладу са\nопштим актом\nкод\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 46.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nје дужан да\nпредставнику\nзапослених\nза\nбезбедност и\nздравље на\nраду омогући\nувид у\nподатке и\nинформације\nнеопходне за\nнесметано\nобављање\nпослова.\u003C\u002Fp>\n\n\u003Cp>На писани\nзахтев за\nпружање\nстручне\nпомоћи или\nдоставу\nподатака и\nинформација,\nдиректор или\nдруго\nовлашћено\nлице, односно\nстручно лице\nпослодавца\nза послове\nбезбедности\nи здравља на\nраду дужни су\nда\nпредставнику\nзапослених\nза\nбезбедност и\nздравље на\nраду доставе\nписани\nодговор у\nроку 15 дана од\nдана пријема\nзахтева.\u003C\u002Fp>\n\n\u003Ch3>Члан 47.\u003C\u002Fh3>\n\n\u003Cp>Представник\nзапослених\nза\nбезбедност и\nздравље на\nраду је дужан\nда једном у\nшест месеци,\nодносно увек\nкада одбор\nрепрезентативног\nсиндиката то\nзахтева,\nинформише\nодбор\nрепрезентативног\nсиндиката о\nсвом раду.\u003C\u002Fp>\n\n\u003Ch3>Члан 48.\u003C\u002Fh3>\n\n\u003Cp>О уоченим\nнеправилностима\nу примени\nпрописа о\nбезбедности\nи здрављу на\nраду,\nпредставник\nзапослених\nза\nбезбедност и\nздравље на\nраду\nнепосредно\nобавештава:\u003C\u002Fp>\n\n\u003Cp>1. директора\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>2. лице за\nпослове\nбезбедности\nи здравља на\nраду код\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>3.\nруководиоца\nдела процеса\nрада;\u003C\u002Fp>\n\n\u003Cp>4. одбор за\nбезбедност и\nздравље на\nраду;\u003C\u002Fp>\n\n\u003Cp>5. одбор\nрепрезентативног\nсиндиката.\u003C\u002Fp>\n\n\u003Ch3>Члан 49.\u003C\u002Fh3>\n\n\u003Cp>Лице за\nпослове\nбезбедности\nи здравља на\nраду код\nпослодавца, у\nвези уочених\nнеправилности\nу примени\nпрописа о\nбезбедности\nи здрављу на\nраду дужно је\nда одмах, без\nодлагања,\nпредузме\nмере и\nактивности\nза отклањање\nуочених\nнеправилности\nи о томе у\nписаном\nоблику,\nнајкасније у\nроку од три\nдана,\nизвести:\u003C\u002Fp>\n\n\u003Cp>1.\nпредставника\nзапослених\nза\nбезбедност и\nздравље на\nраду;\u003C\u002Fp>\n\n\u003Cp>2. директора\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 50.\u003C\u002Fh3>\n\n\u003Cp>Представник\nзапослених\nза\nбезбедност и\nздравље на\nраду има\nправо да о\nпитањима\nбезбедности\nи здравља на\nраду:\u003C\u002Fp>\n\n\u003Cp>1. непосредно\nкомуницира\nса\nруководиоцима\n–\nорганизаторима\nпроцеса\nрада;\u003C\u002Fp>\n\n\u003Cp>2. непосредно\nкомуницира\nса\nзапосленима\nу случају\nнепосредне\nопасности по\nживот и\nздравље;\u003C\u002Fp>\n\n\u003Cp>3. прима\nусмене и\nписане\nпредставке\nзапослених;\u003C\u002Fp>\n\n\u003Cp>4. непосредно\nкомуницира\nса лицем\nодређеним од\nстране\nпослодавца\nда обавља\nпослове\nбезбедности\nи здравља на\nраду, односно\nса\nпредставницима\nодговарајуће\nслужбе код\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>5. даје\nмишљење и\nсугестије\nнадлежним\nорганима у\nвези с\nприменом\nпрописа о\nбезбедности\nи здрављу на\nраду;\u003C\u002Fp>\n\n\u003Cp>6. прати\nпоштовање\nпрописа о\nбезбедности\nи здрављу на\nраду и\nинсистира на\nотклањању\nуочених\nнедостатака;\u003C\u002Fp>\n\n\u003Cp>7. да истиче\nобавештења\nна огласним\nтаблама\nпослодавца о\nактивностима\nкоје\nпредузима.\u003C\u002Fp>\n\n\u003Cp>3. Одбор за\nбезбедност и\nздравље на\nраду\u003C\u002Fp>\n\n\u003Ch3>Члан 51.\u003C\u002Fh3>\n\n\u003Cp>Чланови\nодбора за\nбезбедност и\nздравље на\nраду су:\u003C\u002Fp>\n\n\u003Cp>1.\nпредставници\nзапослених\nза\nбезбедност и\nздравље на\nраду;\u003C\u002Fp>\n\n\u003Cp>2. једно\nстручно лице\nза послове\nбезбедности\nи здравља на\nраду\nодређено од\nстране\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>3.\nпредставници\nпослодавца\nкоје именује\nдиректор.\u003C\u002Fp>\n\n\u003Cp>Број и\nсастав\nодбора за\nбезбедност и\nздравље на\nраду уређује\nсе општим\nактом код\nпослодавца,\nпри чему број\nпредставника\nзапослених\nмора да буде\nнајмање за\nједног већи\nод броја\nпредставника\nпослодавца,\nрачунајући и\nлице\nодређено од\nстране\nпослодавца\nза послове\nбезбедности\nи здравља на\nраду.\u003C\u002Fp>\n\n\u003Cp>Иницијативу\nза формирање\nодбора за\nбезбедност и\nздравље на\nраду могу да\nподнесу и\nпослодавац и\nрепрезентативни\nсиндикати.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nје дужан да\nомогући да\nсе,\nнајкасније у\nроку 15 дана од\nдана\nпокретања\nиницијативе\nиз става 3.\nовог члана,\nобразује\nодбор за\nбезбедност и\nздравље на\nраду и почне\nса радом.\u003C\u002Fp>\n\n\u003Ch3>Члан 52.\u003C\u002Fh3>\n\n\u003Cp>Мандат\nчланова\nодбора за\nбезбедност и\nздравље на\nраду траје\nчетири\nгодине.\u003C\u002Fp>\n\n\u003Cp>Директор\nможе увек\nпроменити\nчлана одбора\nза\nбезбедност и\nздравље на\nраду –\nпредставника\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Председника\nодбора за\nбезбедност и\nздравље на\nраду бирају\nчланови\nодбора\nвећином\nгласова.\u003C\u002Fp>\n\n\u003Cp>Пословником\nо раду одбор\nза\nбезбедност и\nздравље на\nраду ближе\nуређује\nначин свога\nрада.\u003C\u002Fp>\n\n\u003Ch3>Члан 53.\u003C\u002Fh3>\n\n\u003Cp>Одбор за\nбезбедност и\nздравље на\nраду има\nследеће\nнадлежности\nи права да:\u003C\u002Fp>\n\n\u003Cp>1. учествује у\nизради акта о\nпроцени\nризика;\u003C\u002Fp>\n\n\u003Cp>2. остварује\nувид у све\nакте који се\nодносе на\nбезбедност и\nздравље на\nраду;\u003C\u002Fp>\n\n\u003Cp>3. даје\nпредлоге и\nучествује у\nразматрању\nсвих питања\nкоја се\nодносе на\nспровођење\nбезбедности\nи здравља на\nраду;\u003C\u002Fp>\n\n\u003Cp>4. захтева од\nпослодавца\nинформације\nо свим\nподацима\nкоји се\nодносе на\nбезбедност и\nздравље на\nраду;\u003C\u002Fp>\n\n\u003Cp>5. разматра\nизвештај\nпослодавца о\nстању\nбезбедности\nи здравља на\nраду\nзапослених,\nкао и о\nспроведеним\nмерама;\u003C\u002Fp>\n\n\u003Cp>6. захтева од\nпослодавца\nда предузме\nодговарајуће\nмере за\nотклањање\nили смањење\nризика који\nугрожава\nбезбедност и\nздравље\nзапослених;\u003C\u002Fp>\n\n\u003Cp>7. захтева\nвршење\nинспекцијског\nнадзора ако\nсматра да\nнису\nспроведене\nодговарајуће\nмере\nбезбедности\nи здравља на\nраду;\u003C\u002Fp>\n\n\u003Cp>8. упознаје се\nса налозима и\nпредлозима\nили\nпредузетим\nмерама\nинспекције\nрада;\u003C\u002Fp>\n\n\u003Cp>9. разматра\nизвештаје о\nповредама на\nраду,\nпрофесионалним\nобољењима и\nобољењима у\nвези са радом\nи о\nпредузетим\nмерама за\nбезбедност и\nздравље на\nраду од\nстране\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>10. разматра\nизвештај\nпослодавца о\nпредузетим\nмерама за\nспречавање\nнепосредне\nопасности по\nживот и\nздравље;\u003C\u002Fp>\n\n\u003Cp>11. разматра и\nдаје\nсугестије на\nдео\nколективног\nуговора код\nпослодавца у\nобласти\nбезбедности\nи здравља на\nраду у току\nпреговора за\nзакључивање\nи даје\nиницијативу\nза измене и\nдопуне\nколективног\nуговора у\nовој\nобласти;\u003C\u002Fp>\n\n\u003Cp>12. разматра\nнацрте и\nпредлоге\nсвих аката\nпослодавца у\nобласти\nбезбедности\nи здравља на\nраду и даје\nодговарајуће\nмишљење и\nсугестије;\u003C\u002Fp>\n\n\u003Cp>13. разматра и\nдруга питања\nу складу са\nзаконом,\nколективним\nуговором и\nопштим\nактима\nпослодавца у\nобласти\nбезбедности\nи здравља на\nраду.\u003C\u002Fp>\n\n\u003Ch3>Члан 54.\u003C\u002Fh3>\n\n\u003Cp>Одбор за\nбезбедност и\nздравље на\nраду\nостварује\nсарадњу са\nУправом за\nбезбедност и\nздравље на\nраду и\nнадлежним\nинспекцијама.\u003C\u002Fp>\n\n\u003Cp>Одбор за\nбезбедност и\nздравље на\nраду може од\nУправе за\nбезбедност и\nздравље на\nраду да тражи\nмишљења о\nпримени\nпрописа о\nбезбедности\nи здрављу на\nраду.\u003C\u002Fp>\n\n\u003Ch3>Члан 55.\u003C\u002Fh3>\n\n\u003Cp>Општим\nактом код\nпослодавца\nутврђују се\nврста\nсредстава и\nопреме личне\nзаштите\n(основно\nзаштитно\nсредство и\nсредство по\nпотреби) за\nобављање\nпојединих\nпослова, као\nи време (рок)\nтрајања\nзаштитних\nсредстава, у\nскладу са\nактом о\nпроцени\nризика.\u003C\u002Fp>\n\n\u003Ch3>Члан 56.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nје дужан да\nзапослене\nосигура од\nповреда на\nраду,\nпрофесионалних\nобољења и\nобољења у\nвези са\nрадом, ради\nобезбеђивања\nнакнаде\nштете.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nје дужан да,\nпоред\nосигурања из\nстава 1. овог\nчлана,\nосигура\nзапослене\nкоји раде на\nрадним\nместима са\nповећаним\nризиком у\nскладу са\nактом о\nпроцени\nризика, у\nувећаном\nизносу\nутврђеном\nопштим актом\nкод\nпослодавца,\nод повреда на\nраду и\nпрофесионалних\nобољења.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancetxt\">\u003Cp>Послодавац\nможе\nколективно\nда осигура\nзапослене за\nслучај тежих\nболести и\nхируршких\nинтервенција,\nу циљу\nспровођења\nквалитетне\nдодатне\nздравствене\nзаштите, као\nи да уплаћује\nпремије за\nдобровољно\nдодатно\nпензијско\nосигурање.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 57.\u003C\u002Fh3>\n\n\u003Cp>Општим\nактом код\nпослодавца\nближе се\nуређује\nобласт\nбезбедности\nи здравља на\nраду, у\nскладу са\nзаконом и\nовим\nколективним\nуговором.\u003C\u002Fp>\n\n\u003Ch2>VII ЗАРАДА,\nНАКНАДА\nЗАРАДЕ И\nДРУГА\nПРИМАЊА\u003C\u002Fh2>\n\n\u003Ch3>Члан 58.\u003C\u002Fh3>\n\n\u003Cp>Учесници\nовог\nколективног\nуговора су\nсагласни да\nсе при\nутврђивању\nзарада и при\nуговарању\nосновне\nзараде у овом\nколективном\nуговору, у\nдоброј вољи,\nполази од\nследећих\nосновних\nпараметара и\nначела:\u003C\u002Fp>\n\n\u003Cp>1. општег\nнивоа\nекономске\nразвијености\nделатности\nиз овог\nколективног\nуговора;\u003C\u002Fp>\n\n\u003Cp>2. кретања\nпросечних\nзарада у\nделатностима\nиз овог\nколективног\nуговора;\u003C\u002Fp>\n\n\u003Cp>3. раста\nтрошкова\nживота;\u003C\u002Fp>\n\n\u003Cp>4. учешћа\nзарада у\nтрошковима\nпословања;\u003C\u002Fp>\n\n\u003Cp>5. остварених\nфинансијско\n– пословних\nрезултата.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Ch3>Члан 59.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослени\nима право на\nодговарајућу\nзараду у\nскладу са\nзаконом, овим\nколективним\nуговором,\nопштим актом\nи уговором о\nраду.\u003C\u002Fp>\n\n\u003Cp>Запосленима\nсе гарантује\nједнака\nзарада за\nисти рад или\nрад исте\nвредности\nкоји\nостварује\nкод\nпослодавца\n(захтева се\nисти степен\nстручне\nспреме,\nодносно\nобразовања,\nзнања и\nспособности,\nу коме је\nостварен\nједнак радни\nдопринос уз\nједнаку\nодговорност).\u003C\u002Fp>\n\n\u003Ch3>Члан 60.\u003C\u002Fh3>\n\n\u003Cp>Зарада\nзапосленог\nсастоји се\nиз:\u003C\u002Fp>\n\n\u003Cp>1. зараде за\nобављени рад\nи време\nпроведено на\nраду;\u003C\u002Fp>\n\n\u003Cp>2. зараде по\nоснову\nдоприноса\nзапосленог\nпословном\nуспеху\nпослодавца\n(награде,\nбонуси и сл., и\u003C\u002Fp>\n\n\u003Cp>3. других\nпримања по\nоснову\nрадног\nодноса.\u003C\u002Fp>\n\n\u003Cp>1. Зарада за\nобављени рад\nи време\nпроведено на\nраду\u003C\u002Fp>\n\n\u003Ch3>Члан 61.\u003C\u002Fh3>\n\n\u003Cp>Зарада\nзапосленог\nза обављени\nрад и време\nпроведено на\nраду састоји\nсе од:\u003C\u002Fp>\n\n\u003Cp>1. основне\nзараде;\u003C\u002Fp>\n\n\u003Cp>2. дела зараде\nза радни\nучинак, и\u003C\u002Fp>\n\n\u003Cp>3. увећане\nзараде.\u003C\u002Fp>\n\n\u003Cp>1.1. Основна\nзарада\u003C\u002Fp>\n\n\u003Ch3>Члан 62.\u003C\u002Fh3>\n\n\u003Cp>Основна\nзарада за\nпослове које\nзапослени\nобавља,\nутврђује се:\u003C\u002Fp>\n\n\u003Cp>– множењем\nминималне\nцене рада по\nрадном часу\nувећане за\nприпадајуће\nдоприносе\nкоји се\nплаћају из\nзараде и\nпорез,\nкоефицијента\nпосла и\nвремена\nпроведеног\nна раду; или\u003C\u002Fp>\n\n\u003Cp>– множењем\nминималне\nзараде\nутврђене за\nпросечно 174\nчаса увећане\nза\nприпадајуће\nдоприносе\nкоји се\nплаћају из\nзараде и\nпорез и\nкоефицијента\nпосла.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwagetxt\">\u003Cp>Минимална\nцена рада не\nможе се\nутврдити у\nизносу мањем\nод износа\nутврђеног\nзаконом.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_comments_txt\">\u003Ch3>Члан 63.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Општим\nактом или\nуговором о\nраду\nутврђује се\nједан од\nначина\nобрачуна\nосновне\nзараде из\nчлана 63. овог\nколективног\nуговора.\u003C\u002Fp>\n\n\u003Ch3>Члан 64.\u003C\u002Fh3>\n\n\u003Cp>Учесници\nовог\nколективног\nуговора су\nсагласни да\nнајкасније 90\nдана пре\nистека\nкалендарске\nгодине за\nкоји је\nуговорена\nцена рада\nприступе\nпреговорима\nради\nутврђивања\nнове цене\nрада.\u003C\u002Fp>\n\n\u003Cp>Уколико се\nне постигне\nдоговор о\nвисини цене\nрада за\nнаредни\nпериод\nнајкасније\nдо краја\nдецембра\nпримењује се\nдо тада\nважећа цена\nрада.\u003C\u002Fp>\n\n\u003Ch3>Члан 65.\u003C\u002Fh3>\n\n\u003Cp>Сваки од\nучесника\nовог\nколективног\nуговора увек\nможе да\nпокрене\nиницијативу\nза уговарање\nнове цене и\nпре истека\nрока на који\nје\nуговорена.\u003C\u002Fp>\n\n\u003Cp>Иницијатива\nиз става 1.\nовог члана\nмора да\nсадржи\nобразложене\nразлоге за\nпокретање,\nкао и предлог\nизноса нове\nцене рада.\u003C\u002Fp>\n\n\u003Cp>Члан 66.\u003C\u002Fp>\n\n\u003Cp>Цена рада\nутврђује се\nопштим актом,\nне може се\nуговорити у\nизносу нижем\nод износа\nкоји је\nуговорен\nовим\nколективним\nуговором.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_comments_txt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1_txt\">\u003Ch3>Члан 67.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Коефицијент\nпосла који\nзапослени\nобавља\nутврђује се\nна основу\nврсте и\nстепена\nстручне\nспреме,\nсложености и\nодговорности,\nуслова рада и\nдругих\nпосебних\nуслова,\nутврђених\nПравилником\nо\nорганизацији\nи\nсистематизацији\nпослова.\u003C\u002Fp>\n\n\u003Cp>Најнижи\nкоефицијенти\nпо групама\nпослова\nутврђени су\nовим\nколективним\nуговором, и\nто:\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Групе\u003C\u002Ftd>\n      \u003Ctd>Сложеност\n        и захтев\n        стручности\u003C\u002Ftd>\n      \u003Ctd>најнижи\n\n        \u003Cp>коефицијент\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>I\u003C\u002Ftd>\n      \u003Ctd>Не захтева\n        се\n        стручност\n\n        \u003Cp>(неквалификовани\n        радник)\u003C\u002Fp>\n\n        \u003Cp>подразумева\n        једноставан\n        рутински\n        рад који не\n        захтева\n        посебно\n        образовање\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,00\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>II\u003C\u002Ftd>\n      \u003Ctd>Захтева се\n        стручна\n        оспособљеност\n        у трајању\n        од шест\n        месеци (I\n        степен)\n\n        \u003Cp>подразумева\n        мање\n        сложене\n        послове,\n        односно рад\n        помоћу\n        једноставних\n        средстава\n        за рад за\n        која су\n        довољна\n        писана\n        упутства\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,20\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>III\u003C\u002Ftd>\n      \u003Ctd>Захтева се\n        стручна\n        оспособљеност\n        у трајању\n        од шест\n        месеци до\n        две године (II\n        cтепен)\n\n        \u003Cp>подразумева\n        средње\n        сложене\n        послове на\n        којима се\n        рад понавља\n        уз\n        повремену\n        појаву\n        нових\n        послова\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,40\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>IV\u003C\u002Ftd>\n      \u003Ctd>Захтева се\n        стручност\n        која се\n        стиче\n        средњим\n        образовањем\n        у трајању\n        од две до\n        три године\n\n        \u003Cp>(квалификовани\n        радник III\n        степен)\u003C\u002Fp>\n\n        \u003Cp>подразумева\n        сложеније и\n        разноврсније\n        послове за\n        чије\n        обављање су\n        потребне\n        консултације\n        у њиховом\n        извршавању\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,55\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>V\u003C\u002Ftd>\n      \u003Ctd>Захтева се\n        стручност\n        која се\n        стиче\n        средњим\n        образовањем\n        у трајању\n        од четири\n        или више\n        година\n\n        \u003Cp>(IV степен)\u003C\u002Fp>\n\n        \u003Cp>подразумева\n        сложеније\n        послове\n        који\n        захтевају\n        већи степен\n        самосталности\n        у\n        извршавању\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,65\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VI\u003C\u002Ftd>\n      \u003Ctd>Захтева се\n        стручност\n        која се\n        стиче\n        специјализацијом\n        на основу\n        стручности\n        након\n        средњег\n        образовања\n\n        \u003Cp>(ВК радник V\n        степен)\u003C\u002Fp>\n\n        \u003Cp>подразумева\n        специјализоване\n        сложене\n        послове\n        који\n        захтевају\n        већи степен\n        самосталности\n        у\n        извршавању\n        послова\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>1,95\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VII\u003C\u002Ftd>\n      \u003Ctd>Захтева се\n        стручност\n        која се\n        стиче за\n        високо\n        образовање\n        на\n        студијама\n        првог\n        степена\n        (основне\n        академске,\n        односно\n        струковне\n        студије), у\n        трајању од\n        три године\n        и вишим\n        образовањем\n        (VI степен)\u003C\u002Ftd>\n      \u003Ctd>2,10\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>VIII\u003C\u002Ftd>\n      \u003Ctd>Захтева се\n        стручност\n        која се\n        стиче\n        високим\n        образовањем\n        на\n        студијама\n        другог\n        степена\n        (мастер\n        академске\n        студије,\n        специјалистичке\n        академске\n        студије или\n        специјалистичке\n        струковне\n        студије) у\n        складу са\n        Законом о\n        високом\n        образовању,\n        почев од 10.\n        септембра 2005.\n        и на\n        основним\n        студијама у\n        трајању од\n        најмање\n        четири\n        године, по\n        пропису\n        који је\n        уређивао\n        високо\n        образовање\n        до 10.\n        септембра\n      2005.)\u003C\u002Ftd>\n      \u003Ctd>2,50\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\u003Ctbody>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Члан 68.\u003C\u002Fh3>\n\n\u003Cp>Општим\nактом код\nпослодавца\nутврђују се\nкоефицијенти\nза све\nпослове\nутврђене\nправилником\nо\nорганизацији\nи\nсистематизацији\nпослова.\u003C\u002Fp>\n\n\u003Cp>За време\nрада на\nпословима са\nповећаним\nризиком на\nоснову акта о\nпроцени\nризика,\nзапослени\nима право на\nдодатни\nкоефицијент\nу складу са\nопштим\nактом.\u003C\u002Fp>\n\n\u003Ch3>Члан 69.\u003C\u002Fh3>\n\n\u003Cp>Основна\nзарада\nзапосленог\nуговара се\nуговором о\nраду, у\nизносу који\nне може бити\nнижи од\nосновне\nзараде\nутврђене у\nскладу са\nовим\nколективним\nуговором и\nопштим\nактом.\u003C\u002Fp>\n\n\u003Cp>Основна\nзарада из\nстава 1. овог\nчлана може,\nуговором о\nраду, да се\nуговори и у\nвећем износу,\nа највише до\nпроцента\nутврђеног у\nопштем акту\nкод\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>1.2. Зарада по\nоснову\nрадног\nучинка\u003C\u002Fp>\n\n\u003Ch3>Члан 70.\u003C\u002Fh3>\n\n\u003Cp>Зарада код\nпослодавца\nпо основу\nрадног\nучинка,\nутврђује се\nна основу\nелемената\nутврђених\nопштим актом\nодносно овим\nколективним\nуговором, у\nскладу са\nзаконом.\u003C\u002Fp>\n\n\u003Ch3>Члан 71.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nје дужан да\nблаговремено\nупозна\nзапосленог\nса\nнормативима\nи\nстандардима\nрада, односно\nкритеријумима\nи мерилима за\nутврђивање\nзарада, као и\nса њиховим\nпроменама.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nдоставља\nрепрезентативном\nсиндикату\nкод\nпослодавца\nнормативе и\nстандарде\nрада, односно\nкритеријуме\nи мерила за\nутврђивање\nрадног\nучинка\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Када дође до\nзначајне\nпромене\nтехничко-технолошке\nопремљености\nпроцеса рада,\nпослодавац\nможе\nизвршити\nизмене\nнорматива и\nстандарда\nрада без\nсагласности\nсиндиката,\nпоштујући\nпрописане\nтехничко-технолошке\nнормативе\nнове опреме.\u003C\u002Fp>\n\n\u003Cp>У случају из\nпретходног\nстава,\nсиндикат\nможе\nзахтевати да\nпослодавац\nформира\nкомисију\nкоја ће\nизвршити\nстручну\nанализу\nнорматива и\nстандарда.\u003C\u002Fp>\n\n\u003Cp>Комисија из\nпретходног\nстава чине\nстручњаци\nкоје\nспоразумно\nодреде\nпослодавац и\nсиндикат, у\nскладу са\nопштим\nактом.\u003C\u002Fp>\n\n\u003Cp>Налаз\nкомисије је\nобавезујући\nза стране у\nспору ако се\nобе стране\nсагласе.\u003C\u002Fp>\n\n\u003Ch3>Члан 72.\u003C\u002Fh3>\n\n\u003Cp>За послове\nна којима се\nне примењује\nгрупна или\nиндивидуална\nнорма, зарада\nпо основу\nрадног\nучинка се\nутврђује на\nоснову оцене\nрадног\nдоприноса\nзапосленог\nкоју\nисказује\nнепосредни\nруководилац.\u003C\u002Fp>\n\n\u003Cp>У случају\nпозитивне,\nодносно\nнегативне\nоцене,\nосновна\nзарада се по\nовом основу\nможе увећати\nодносно\nумањити\nнајвише до 20%.\u003C\u002Fp>\n\n\u003Cp>1.3. Увећана\nзарада\u003C\u002Fp>\n\n\u003Ch3>Члан 73.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nима право на\nувећану\nзараду, у\nскладу са\nопштим актом\nи уговором о\nраду и то:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetxt\">\u003Cp>1. за рад на дан\nпразника\nкоји је\nнерадни дан –\nнајмање 120% од\nосновице;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetxt\">\u003Cp>2. за рад ноћу,\nако такав рад\nније\nвреднован\nпри\nутврђивању\nосновне\nзараде –\nнајмање 30% од\nосновице;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3. за рад у\nсменама, ако\nтакав рад\nније\nвреднован\nпри\nутврђивању\nосновне\nзараде –\nнајмање 26% од\nосновице;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetxt\">\u003Cp>4. за\nпрековремени\nрад – најмање\n26% од основице;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5. за рад на дан\nнедељног\nодмора –\nнајмање 5% од\nосновице;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetxt\">\u003Cp>6. по основу\nвремена\nпроведеног\nна раду за\nсваку пуну\nгодину рада\nостварену у\nрадном\nодносу – 0,5% од\nосновице.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ако се\nистовремено\nстекну\nуслови по\nвише основа,\nпроценат\nувећања\nзараде не\nможе бити\nнижи од збира\nпроцената по\nсваком од\nоснова\nувећања.\u003C\u002Fp>\n\n\u003Ch3>Члан 74.\u003C\u002Fh3>\n\n\u003Cp>Општим\nактом код\nпослодавца\nмогу да се\nутврде већи\nизноси,\nизражени у\nпроцентима,\nувећања\nзараде.\u003C\u002Fp>\n\n\u003Cp>Основицу за\nобрачун\nувећане\nзараде из\nпретходног\nчлана чини\nосновна\nзарада,\nутврђена у\nскладу са\nопштим актом\nили уговором\nо раду.\u003C\u002Fp>\n\n\u003Cp>Општим\nактом код\nпослодавца,\nпоред\nслучајева\nутврђених у\nовом\nколективном\nуговору, могу\nда се утврде\nи други\nслучајеви у\nкојима\nзапослени\nима право на\nувећану\nзараду.\u003C\u002Fp>\n\n\u003Cp>2. Зараде по\nоснову\nдоприноса\nзапосленог\nпословном\nуспеху\nпослодавца\n(награде,\nбонуси и сл.) и\nучешће\nзапосленог у\nдобити\u003C\u002Fp>\n\n\u003Ch3>Члан 75.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nима право на\nдео зараде по\nоснову\nдоприноса\nпословном\nуспеху\nпослодавца\n(награде,\nбонуси и сл.),\nшто се ближе\nуређује\nопштим актом\nили уговором\nо раду.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustxt\">\u003Ch3>Члан 76.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Одлуком\nпослодавца\nили уговором\nо раду, може\nсе утврдити\nучешће\nзапослених у\nоствареној\nдобити\nпослодавца,\nкоја не може\nбити мања од 10%\nод добити\nкоју\nраспоређује\nПослодавац.\u003C\u002Fp>\n\n\u003Cp>Учешће\nзапосленог у\nрасподели\nдела добити\nоствареној у\nпословној\nгодини,\nсразмерно је\nучешћу\nњегове\nзараде у\nгодишњем\nфонду зарада\nкод\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Новчано\nпримање из\nстава 2. овог\nчлана не може\nбити више од 100%\nновембарске\nзараде у\nпретходној\nгодини\nисплаћене\nкод\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>3. Рокови за\nисплату\nзараде\u003C\u002Fp>\n\n\u003Ch3>Члан 77.\u003C\u002Fh3>\n\n\u003Cp>Зарада код\nпослодавца\nсе, по\nправилу,\nисплаћује у\nједном делу,\nнајкасније\nдо\nдвадесетог у\nмесецу за\nпретходни\nмесец.\u003C\u002Fp>\n\n\u003Cp>Општим\nактом код\nпослодавца\nможе се\nуговорити\nисплата\nзараде у два\nдела, као и\nрокови\nисплате.\u003C\u002Fp>\n\n\u003Cp>4. Накнада\nзараде\u003C\u002Fp>\n\n\u003Ch3>Члан 78.\u003C\u002Fh3>\n\n\u003Cp>Накнада\nзараде за\nвреме\nодсуства са\nрада у смислу\nчланова овог\nколективног\nуговора\nутврђује се у\nвисини\nодређеног\nпроцента од\nосновице, у\nскладу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>Под\nосновицом у\nсмислу чл. 79–81.\nсматра се\nпросечна\nзарада\nзапосленог у\nпретходних\nдванаест\nмесеци пре\nмесеца у\nкојем је\nпочело\nодсуство са\nрада, с тим да\nне може бити\nнижа од\nминималне\nзараде\nутврђене у\nскладу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>Општим\nактом или\nуговором о\nраду, могу да\nсе утврде\nвећи износи\nнакнаде\nзараде,\nизражени у\nпроцентима,\nкао и други\nслучајеви у\nкојима\nзапослени\nима право на\nнаканду\nзараде.\u003C\u002Fp>\n\n\u003Ch3>Члан 79.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nима право на\nнакнаду\nзараде за\nвреме\nодсуствовања\nса рада у\nвисини 100% од\nосновице\nутврђене\nовим\nколективним\nуговором у\nследећим\nслучајевима:\u003C\u002Fp>\n\n\u003Cp>1. коришћења\nгодишњег\nодмора;\u003C\u002Fp>\n\n\u003Cp>2. коришћења\nплаћеног\nодсуства;\u003C\u002Fp>\n\n\u003Cp>3. за време\nдржавних\nпразника\nкоји су\nзаконом\nутврђени као\nнерадни дани,\nкао и по\nоснову\nкоришћења\nправа\nодсуствовања\nса посла у\nдане верских\nпразника, у\nскладу са\nзаконом;\u003C\u002Fp>\n\n\u003Cp>4. престанка\nса радом пре\nистека\nотказног\nрока, на\nоснову\nспоразума са\nпослодавцем;\u003C\u002Fp>\n\n\u003Cp>5. давања крви,\nткива и\nдругих\nоргана у\nхумане\nсврхе;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavtxt\">\u003Cp>6. одсуства са\nрада због\nобављања\nсиндикалне\nактивности у\nскладу са\nзаконом, овим\nколективним\nуговором и\nопштим актом\nкод\nпослодавца;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativetxt\">\u003Cp>7.\nприсуствовања\nседницама\nдржавних\nоргана,\nоргана\nуправе и\nлокалне\nсамоуправе,\nоргана\nуправљања и\nдругих\nоргана код\nпослодавца,\nоргана\nСиндиката и\nСавеза\nсиндиката у\nсвојству\nчлана –\nодносно по\nпозиву;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8. стручног\nоспособљавања\nи\nусавршавања\nради\nорганизационо-технолошких\nпотреба\nпроцеса рада\nкод\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>9. учешћа на\nрадно-производним\nтакмичењима,\nспортским и\nкултурним\nманифестацијама\nи изложбама\nиновација и\nдругих\nвидова\nстваралаштва\nна које је\nупућен од\nстране\nпослодавца\nна предлог\nсиндиката;\u003C\u002Fp>\n\n\u003Cp>10. учешћа на\nвојној\nвежби;\u003C\u002Fp>\n\n\u003Cp>11. одазивању\nна позив\nдржавног\nоргана.\u003C\u002Fp>\n\n\u003Ch3>Члан 80.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaystxt\">\u003Cp>Запослени\nима право на\nнакнаду\nзараде за\nвреме\nодсуствовања\nса рада због\nпривремене\nспречености\nза рад\n(боловање) до 30\nдана, и то:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspaytxt\">\u003Cp>1. у висини од\nнајмање 65% од\nосновице\nутврђене\nчланом 79. став 2.\nовог\nколективног\nуговора, али\nне мање од\nминималне\nзараде, ако\nје\nспреченост\nза рад\nпроузрокована\nболешћу или\nповредом ван\nрада;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspaytxt\">\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypaytxt\">\u003Cp>2. у висини 100% од\nосновице\nутврђене\nчланом 79. став 2.\nовог\nколективног\nуговора, али\nне мање од\nминималне\nзараде, ако\nје\nспреченост\nпроузрокована\nповредом на\nраду или\nпрофесионалном\nболешћу.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 81.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nима право на\nнакнаду\nзараде за\nвреме\nодсуствовања\nса рада због\nпривремене\nспречености\nза рад\n(боловање) до 30\nдана, и то:\u003C\u002Fp>\n\n\u003Cp>1. у висини од\nнајмање 65% од\nосновице, али\nне мање од\nминималне\nзараде, ако\nје\nспреченост\nза рад\nпроузрокована\nболешћу или\nповредом ван\nрада;\u003C\u002Fp>\n\n\u003Cp>2. у висини 100% од\nосновице, али\nне мање од\nминималне\nзараде, ако\nје\nспреченост\nпроузрокована\nповредом на\nраду или\nпрофесионалном\nболешћу.\u003C\u002Fp>\n\n\u003Ch3>Члан 82.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nима право на\nнакнаду\nзараде за\nвреме\nпрекида рада\nдо кога је\nдошло\nнаредбом\nнадлежног\nдржавног\nоргана или\nнаредбом\nнадлежног\nоргана\nпослодавца,\nзбог\nнеобезбеђивања\nбезбедности\nи заштите\nживота и\nздравља на\nраду, која је\nуслов даљег\nобављања\nрада без\nугрожавања\nживота и\nздравља\nзапослених и\nдругих лица и\nу другим\nслучајевима,\nу складу са\nзаконом, у\nвисини од 65%\nосновице.\u003C\u002Fp>\n\n\u003Cp>Право на\nнакнаду\nзараде\nутврђене у\nставу 1. овог\nчлана има и\nзапослени за\nкога је\nутврђено да\nпредставља\nвишак\nзапослених,\nза време:\u003C\u002Fp>\n\n\u003Cp>1. чекања на\nпремештај на\nдруге\nпослове код\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>2. чекања ради\nупућивања на\nрад код\nдругог\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>3. чекања на\nпреквалификацију\nили\nдоквалификацију;\u003C\u002Fp>\n\n\u003Cp>4. обављања\nпреквалификације\nили\nдоквалификације;\u003C\u002Fp>\n\n\u003Cp>5. чекања на\nпремештај на\nодговарајуће\nпослове\nпосле\nобављене\nпреквалификације\nили\nдоквалификације.\u003C\u002Fp>\n\n\u003Ch3>Члан 83.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nима право на\nнакнаду\nзараде у\nвисини од\nнајмање 65%\nосновице али\nне мање од\nминималне\nзараде, за\nвреме\nпрекида рада\nдо којег је\nдошло без\nкривице\nзапосленог, у\nскладу са\nЗаконом о\nраду.\u003C\u002Fp>\n\n\u003Cp>Под\nпрекидом\nрада из става\n1. овог члана\nсматра се\nпосебно:\u003C\u002Fp>\n\n\u003Cp>1. када је\nтренутно\nсмањен обим\nпослова\nпослодавца\nили у\nпојединим\nорганизационим\nцелинама;\u003C\u002Fp>\n\n\u003Cp>2. ако\nсагласно\nплановима у\nодређеном\nпериоду нема\nпотребе за\nангажовањем\nодређеног\nброја\nзапослених\nна одређеним\nпословима, а\nзапослени се\nне могу\nангажовати\nна другим\nпословима\nкод истог или\nдругог\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>3. ако\nзапослени\nкоји су\nраспоређени\nна истим\nпословима у\nодређеним\nвременским\nпериодима не\nмогу бити\nефективно\nангажовани\nза пуно радно\nвреме;\u003C\u002Fp>\n\n\u003Cp>4. недостатак\nпосла и\nнеобезбеђеност\nконтинуитета\nпроизводње и\nрада;\u003C\u002Fp>\n\n\u003Cp>5. недостатак\nрепроматеријала,\nсировина или\nенергената\nза одређени\nвременски\nпериод;\u003C\u002Fp>\n\n\u003Cp>6. други\nслучајеви\nутврђени\nопштим актом\nкод\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>5. Накнада\nтрошкова\u003C\u002Fp>\n\n\u003Ch3>Члан 84.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nје дужан да\nзапосленом\nнадокнади\nтрошкове у\nскладу са\nопштим актом\nи уговором о\nраду и то:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>1. накнаду\nтрошкова\nпревоза у\nјавном\nсаобраћају\nради доласка\nи повратка са\nрада у висини\nцене\nпревозне\nкарте у\nјавном\nсаобраћају,\nако\nпослодавац\nније\nобезбедио\nсопствени\nпревоз;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2. за време\nпроведено на\nслужбеном\nпутовању у\nземљи, и то:\u003C\u002Fp>\n\n\u003Cp>– накнада\nтрошкова за\nисхрану\n(дневница) у\nвисини од 5% од\nпросечне\nмесечне\nзараде по\nзапосленом у\nРепублици\nпрема\nпоследњем\nобјављеном\nподатку\nРепубличког\nзавода за\nстатистику, а\nнајвише до\nнеопорезивог\nизноса који\nје предвиђен\nзаконом\nкојим се\nуређује\nпорез на\nдоходак\nграђана;\u003C\u002Fp>\n\n\u003Cp>– запослени\nима право на\nпола\nдневнице\nуколико на\nслужбеном\nпуту проведе\nдуже од осам\nчасова, а на\nпуни износ\nдневнице\nуколико на\nслужбеном\nпуту проведе\nдуже од 12\nчасова;\u003C\u002Fp>\n\n\u003Cp>– ако\nслужбено\nпутовање\nтраје више\nдана, поред\nправа на пуну\nдневницу за\nсваких 24 часа\nпроведених\nна путу,\nзапослени\nима право и\nна 50% дневнице\nза сваки нови\nзапочети дан\nпута ако је у\nтом дану\nпровео више\nод четири, а\nмање од осам\nчасова на\nпуту, односно\nна пуну\nдневницу ако\nје у том дану\nпровео више\nод осам\nчасова на\nпуту;\u003C\u002Fp>\n\n\u003Cp>– под новим\nзапочетим\nданом сматра\nсе време\nпреко сваких\nнавршених 24\nчаса\nслужбеног\nпута;\u003C\u002Fp>\n\n\u003Cp>– путни\nтрошкови и\nтрошкови\nноћења\nпризнају се у\nцелини према\nприложеном\nрачуну, осим\nкоришћења\nхотела лукс\nкатегорије;\u003C\u002Fp>\n\n\u003Cp>3. за време\nпроведено на\nслужбеном\nпутовању у\nиностранству\n– у износу и\nна начин\nутврђен\nопштим\nактом;\u003C\u002Fp>\n\n\u003Cp>4. трошкове\nсмештаја и\nисхране за\nвреме рада и\nборавка на\nтерену\n(теренски\nдодатак):\u003C\u002Fp>\n\n\u003Cp>– у висини од 3%\nдневно, од\nпросечне\nмесечне\nзараде по\nзапосленом у\nРепублици,\nпрема\nпоследњем\nобјављеном\nподатку\nРепубличког\nзавода за\nстатистику\nи\u003C\u002Fp>\n\n\u003Cp>– накнаду\nреалних\n(документованих)\nтрошкова\nсмештаја и\nисхране на\nтерену ако\nнису\nорганизовани\nбесплатан\nсмештај и\nисхрана;\u003C\u002Fp>\n\n\u003Cp>5. коришћење\nсопственог\nаутомобила у\nслужбене\nсврхе до 30% од\nцене литра\nбензина по\nпређеном\nкилометру.\u003C\u002Fp>\n\n\u003Cp>Право на\nтеренски\nдодатак и\nнакнаду\nтрошкова за\nисхрану у\nтоку рада и\nправо на\nдневницу за\nслужбено\nпутовање\nмеђусобно се\nискључују, с\nтим да\nзапослени\nима право на\nтеренски\nдодатак\nуколико\nборави ван\nсталног\nместа рада\nдуже од 15 дана.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvoucherstxt\">\u003Ch3>Члан 85.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>Запослени\nима право на\nнакнаду\nтрошкова за\nисхрану у\nтоку рада\n(топли оброк),\nза дане\nпроведене на\nраду, у\nизносу од\nнајмање 4.200,00\nдинара за\nпуну месечну\nприсутност\nна раду.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 86.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nје дужан да\nзапосленом\nкоји је\nостварио\nправо на\nминимум дана\nгодишњег\nодмора у\nскладу са\nзаконом\nисплати\nрегрес за\nкоришћење\nгодишњег\nодмора, у\nскладу са\nопштим актом\nи уговором о\nраду, у\nвисини од\nнајмање 21.000,00\nдинара,\nгодишње,\nувећане за\nприпадајуће\nпорезе и\nдоприносе.\u003C\u002Fp>\n\n\u003Cp>Запослени\nкоји нема\nправо на пун\nгодишњи\nодмор има\nправо на\nсразмеран\nдео регреса.\u003C\u002Fp>\n\n\u003Cp>Регрес се\nисплаћује\nједнократно\nили у\nмесечним\nизносима, а\nнајкасније\nдо 31. децембра\nтекуће\nгодине.\u003C\u002Fp>\n\n\u003Cp>Учесници\nколективног\nуговора су\nсагласни да\nсе износи\nутврђени у\nчл. 85. и 86. неће\nмењати у\nпериоду\nважења овог\nколективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>6. Друга\nпримања\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>Члан 87.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац\nје дужан да\nзапосленом\nисплати\nотпремнину\nпри одласку у\nпензију,\nнајмање у\nвисини\nдвоструког\nизноса\nзараде\nзапосленог\nза месец који\nпретходи\nмесецу у коме\nсе исплаћује\nотпремнина, с\nтим да тако\nисплаћена\nотпремнина\nне може бити\nнижа од\nдвоструког\nизноса\nпросечне\nмесечне\nзараде по\nзапосленом\nкод\nпослодавца\nза месец који\nпретходи\nмесецу у коме\nсе\nзапосленом\nисплаћује\nотпремнина,\nодносно две\nпросечне\nзараде по\nзапосленом\nисплаћене у\nРепублици\nпрема\nпоследњем\nобјављеном\nподатку\nрепубличког\nоргана\nнадлежног за\nпослове\nстатистике,\nако је то за\nзапосленог\nповољније.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytxt\">\u003Ch3>Члан 88.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац\nје дужан да\nзапосленом\nисплати\nнакнаду\nтрошкова\nпогребних\nуслуга у\nслучају\nсмрти члана\nуже породице\n(брачни друг\nи деца\nзапосленог),\nа члановима\nуже породице\nу случају\nсмрти\nзапосленог –\nу висини\nнеопорезивог\nизноса који\nје предвиђен\nзаконом\nкојим се\nуређује\nпорез на\nдоходак\nграђана за\nове намене.\u003C\u002Fp>\n\n\u003Ch3>Члан 89.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nје дужан да\nзапосленом\nисплати\nнакнаду\nштете због\nповреде на\nраду или\nпрофесионалног\nобољења, на\nначин и у\nвисини\nутврђеној\nопштим актом\nкод\nпослодавца\nили уговором\nо раду.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Ch3>Члан 90.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Општим\nактом код\nпослодавца,\nодносно\nуговором о\nраду,\nрегулише се\nправо на:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetxt\">\u003Cp>1. јубиларну\nнаграду,\nнајмање у\nвисини 50%\nпросечне\nзараде код\nпослодавца у\nмесецу који\nпретходи\nисплати;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelativestxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelativestxt\">\u003Cp>2. солидарну\nпомоћ у\nслучају дуже\nили теже\nболести\nзапосленог\nили члана\nњегове\nпородице,\nздравствене\nрехабилитације\nзапосленог,\nнаступа теже\nинвалидности,\nублажавања\nелементарних\nнепогода и\nсл., до износа\nдвоструке\nпросечне\nзараде код\nпослодавца у\nмесецу који\nпретходи\nисплати;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>3. поклон за\nБожић или\nНову годину\nдеци\nзапослених,\nдо 10 година\nстарости;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Cp>4. повољне\nзајмове за\nнабавку\nзимнице,\nогрева и\nшколских\nкњига за децу\nна редовном\nшколовању;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.\nорганизовање\nбесплатне\nколективне\nисхране,\nуместо\nисплате\nнакнаде за\nисхрану у\nтоку рада.\u003C\u002Fp>\n\n\u003Ch3>Члан 91.\u003C\u002Fh3>\n\n\u003Cp>Уговором\nизмеђу\nпослодавца и\nзапосленог,\nмогу се\nуредити\nуслови и\nначин\nостваривања\nнакнаде по\nоснову\nиновације,\nрационализације\nи других\nвидова\nстваралаштва,\nвезано за\nпослове који\nнису\nутврђени\nуговором о\nраду.\u003C\u002Fp>\n\n\u003Ch2>VIII ВИШАК\nЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Ch3>Члан 92.\u003C\u002Fh3>\n\n\u003Cp>Када\nпослодавац\nутврди да ће\nзбог\nтехнолошких,\nекономских\nили\nорганизационих\nпромена доћи\nдо престанка\nпотребе за\nрадом\nзапослених\nна\nнеодређено\nвреме, о томе\nдоноси:\u003C\u002Fp>\n\n\u003Cp>1. програм\nрешавања\nвишка\nзапослених,\nса списком\nзапослених\nза чијим је\nрадом\nпрестала\nпотреба и\nпредвиђеним\nмерама, у\nскладу са\nзаконом o\nраду;\u003C\u002Fp>\n\n\u003Cp>2. одлуку о\nутврђивању\nвишка\nзапослених и\nсписак\nрадника за\nчијим радом\nје престала\nпотреба, са\nпредвиђеним\nмерама – у\nслучајевима\nкада није\nобавезан да\nдоноси\nпрограм из\nтачке 1. овог\nчлана.\u003C\u002Fp>\n\n\u003Ch3>Члан 93.\u003C\u002Fh3>\n\n\u003Cp>Одређивање\nзапослених\nза чијим је\nрадом\nпрестала\nпотреба врши\nсе применом\nследећих\nкритеријума,\nпо редоследу\nутврђеном\nовим\nколективним\nуговором:\u003C\u002Fp>\n\n\u003Cp>1. основни\nкритеријум:\nрезултати\nрада\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>2. допунски\nкритеријуми:\nсоцијално-економски\nположај\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Општим\nактом код\nпослодавца,\nближе се\nутврђују\nмерила за\nодређивање\nвишка\nзапослених у\nскладу са\nкритеријумима\nиз\nпретходног\nстава.\u003C\u002Fp>\n\n\u003Ch3>Члан 94.\u003C\u002Fh3>\n\n\u003Cp>Резултати\nрада\nутврђују се\nна основу\nоствареног\nучинка према\nутврђеним\nнормативима\nи\nстандардима\nрада у\nпериоду од\nтри месеца\nпре доношења\nпрограма,\nодносно\nодлуке о\nрешавању\nвишка\nзапослених.\u003C\u002Fp>\n\n\u003Cp>Ако код\nпослодавца\nнису\nутврђени\nнормативи и\nстандарди,\nрезултати\nрада\nутврђују се\nна основу\nоцене\nдиректора,\nодносно лица\nовлашћеног\nод стране\nпослодавца.\nОцена се мора\nзаснивати на\nелементима:\nквалитета и\nквантитета\nрада,\nефикасности\nрада,\nсамосталности\nу раду,\nодноса према\nзадацима и\nсредствима\nрада,\nиновације и\nдруго, а\nодноси се на\nпериод од три\nмесеца пре\nдоношења\nпрограма,\nодносно\nодлуке о\nрешавању\nвишка\nзапослених.\u003C\u002Fp>\n\n\u003Ch3>Члан 95.\u003C\u002Fh3>\n\n\u003Cp>На\nзапослене\nкоји\nостварују\nједнаке\nрезултате\nрада и имају\nједнако\nимовно стање\nпримењују се\nкритеријуми:\u003C\u002Fp>\n\n\u003Cp>1. број\nчланова\nпородице\nкоји\nостварују\nзараду, при\nчему\nпредност има\nзапослени са\nмањим бројем\nчланова\nпородице\nкоји\nостварују\nзараду;\u003C\u002Fp>\n\n\u003Cp>2. дужина\nрадног стажа\nкод\nпослодавца,\nпри чему\nпредност има\nзапослени са\nдужим радним\nстажом;\u003C\u002Fp>\n\n\u003Cp>3.\nздравствено\nстање\nзапосленог и\nчланова\nњегове уже\nпородице, при\nчему\nпредност има\nзапослени,\nако он или\nчланови\nњегове уже\nпородице\nболују од\nтежег\nобољења\nпрема налазу\nнадлежног\nздравственог\nоргана;\u003C\u002Fp>\n\n\u003Cp>4. број деце на\nредовном\nшколовању,\nпри чему\nпредност има\nзапослени\nкоји има више\nдеце на\nредовном\nшколовању.\u003C\u002Fp>\n\n\u003Ch3>Члан 96.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nне може\nдонети\nодлуку о\nпрестанку\nрадног\nодноса, без\nњихове\nсагласности\nпо основу\nвишка, и то:\u003C\u002Fp>\n\n\u003Cp>1. запослена\nособа са\nинвалидитетом,\nа која је\nинвалидност\nстекла радом\nкод\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>2.\nзапосленом\u002Fој\nкоме\u002Fој\nнедостаје\nодређени\nброј година\nза\nостваривање\nједног од\nуслова за\nпензију,\nутврђених\nопштим актом\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>3. самохраном\nродитељу са\nдететом до\nседам година\nживота, и\u003C\u002Fp>\n\n\u003Cp>4. родитељу\nдетета са\nинвалидитетом.\u003C\u002Fp>\n\n\u003Ch3>Члан 97.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nје дужан да\nзапосленом\nза чијим\nрадом је\nпрестала\nпотреба\nисплати\nотпремнину у\nизносу који\nне може бити\nнижи од збира\nтрећине\nзараде\nзапосленог\nисплаћене у\nпоследња три\nмесеца која\nпретходе\nмесецу у\nкојем се\nисплаћује\nотпремнина,\nза сваку\nнавршену\nгодину рада у\nрадном\nодносу код\nпослодавца\nкод кога\nостварује\nправо на\nотпремнину, а\nкоја не може\nбити нижа од 50%\nпросечне\nзараде по\nзапосленом у\nРепублици,\nпрема\nпоследњем\nобјављеном\nподатку\nнадлежног\nоргана за\nпослове\nстатистике,\nна дан\nисплате\nотпремнине,\nако је то за\nзапосленог\nповољније.\u003C\u002Fp>\n\n\u003Cp>Отпремнина\nсе исплаћује\nнајкасније\nна дан\nпрестанка\nрадног\nодноса.\u003C\u002Fp>\n\n\u003Ch3>Члан 98.\u003C\u002Fh3>\n\n\u003Cp>На захтев\nрепрезентативног\nсиндиката,\nпослодавац\nможе да\nпреиспита\nпрограм и\nодлуку о\nодређивању\nзапосленог\nза чијим је\nрадом\nпрестала\nпотреба, на\nпредлог\nкомисије\nчији се\nсастав и\nнадлежност\nближе\nуређује\nопштим\nактом.\u003C\u002Fp>\n\n\u003Ch2>IX ОТКАЗ\nУГОВОРА О\nРАДУ ОД\nСТРАНЕ\nПОСЛОДАВЦА\u003C\u002Fh2>\n\n\u003Ch3>Члан 99.\u003C\u002Fh3>\n\n\u003Cp>Ако\nзапослени, не\nпокаже\nпотребна\nзнања и\nспособности\nза обављање\nпослова на\nкојима ради,\nодносно не\nостварује\nодговарајуће\nрезултате\nрада,\nпослодавац\nможе да\nзапосленом\nоткаже\nуговор о раду\nили изрекне\nнеку од мера\nиз члана 179а\nЗакона о\nраду, ако му\nје претходно\nдоставио\nписано\nобавештење у\nвези са\nнедостацима\nу његовом\nраду, а које\nобавезно\nсадржи и\nупутства и\nпримерен рок\nда побољша\nрад, а\nзапослени то\nне учини у\nостављеном\nроку.\u003C\u002Fp>\n\n\u003Cp>Директор\nили друго\nовлашћено\nлице код\nпослодавца\nможе\nобразовати\nкомисију\nсастављену\nод лица која\nимају\nнајмање исти\nстепен\nстручне\nспреме\nодређене\nврсте\nзанимања као\nи запослени\nчије се\nспособности\nутврђују.\u003C\u002Fp>\n\n\u003Cp>Када\nкомисија из\nпретходног\nстава,\nодносно\nдиректор или\nдруго\nовлашћено\nлице код\nпослодавца, и\nнакон\nдостављеног\nобавештења и\nостављеног\nрока за\nпобољшање\nрада\nзапосленог,\nутврди да\nзапослени\nнема\nпотребна\nзнања и\nспособности\nза обављање\nпослова на\nкојима ради,\nодносно да не\nостварује\nодговарајуће\nрезултате\nрада,\nпослодавац\nможе\nзапосленом\nотказати\nуговор о раду\nпо процедури\nутврђеној\nзаконом, овим\nколективним\nуговором и\nопштим актом\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nуместо отказ\nуговора о\nраду због\nнеостваривања\nрезултата\nрада може\nпонудити\nзапосленом\nпремештај на\nдруги\nодговарајући\nпосао, ако се\nзапослени са\nтим сагласи.\u003C\u002Fp>\n\n\u003Ch2>X НАКНАДА\nШТЕТЕ\u003C\u002Fh2>\n\n\u003Ch3>Члан 100.\u003C\u002Fh3>\n\n\u003Cp>Начин\nутврђивања\nштете коју је\nзапослени\nпроузроковао\nпослодавцу\nрегулише се\nактом\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Постојање\nштете\nпроузроковане\nпослодавцу,\nодносно\nзапосленом,\nњену висину,\nоколности\nпод којима је\nнастала, ко\nје штету\nпроузроковао\nи како се\nнакнађује\nштета,\nутврђује\nпослодавац, у\nскладу са\nактом из\nстава 1. овог\nчлана и\nколективним\nуговором код\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 101.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nможе, у\nзависности\nод\nсоцијалног\nстања\nзапосленог и\nњегове\nпородице, да\nодобри:\u003C\u002Fp>\n\n\u003Cp>1. да\nзапослени\nнакнади\nштету у више\nрата;\u003C\u002Fp>\n\n\u003Cp>2. да се\nнакнада\nштете умањи\nза одређени\nпроценат;\u003C\u002Fp>\n\n\u003Cp>3. да се\nзапослени\nослободи\nнакнаде\nштете.\u003C\u002Fp>\n\n\u003Ch3>Члан 102.\u003C\u002Fh3>\n\n\u003Cp>Ако\nзапослени\nпретрпи\nповреду или\nштету на раду\nили у вези са\nрадом,\nпослодавац\nје дужан да\nму накнади\nштету, у\nскладу са\nзаконом,\nколективним\nуговором код\nпослодавца и\nактом\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Постојање\nштете, њену\nвисину,\nоколности\nпод којима је\nнастала, ко\nје штету\nпроузроковао\nи како се\nнакнађује\nштета,\nутврђује\nпослодавац, у\nскладу са\nактом о\nначину\nутврђивања\nштете и\nколективним\nуговором код\nпослодавца.\u003C\u002Fp>\n\n\u003Ch2>XI ШТРАЈК И\nМИНИМУМ\nПРОЦЕСА\nРАДА\u003C\u002Fh2>\n\n\u003Ch3>Члан 103.\u003C\u002Fh3>\n\n\u003Cp>Општим\nактом код\nпослодавца\nближе се\nразрађује\nУставом\nзагарантовано\nправо на\nштрајк, у\nскладу са\nзаконом.\u003C\u002Fp>\n\n\u003Ch2>XII УСЛОВИ ЗА\nРАД\nСИНДИКАТА\u003C\u002Fh2>\n\n\u003Ch3>Члан 104.\u003C\u002Fh3>\n\n\u003Cp>Запослени\nкод\nпослодавца\nимају право\nда образују\nсиндикат без\nпретходног\nодобрења, и\nда синдикату\nприступају\nпод условом\nда се\nпридржавају\nстатута и\nправила.\u003C\u002Fp>\n\n\u003Ch3>Члан 105.\u003C\u002Fh3>\n\n\u003Cp>Синдикат\nима право на\nдоношење\nсвојих аката\nи програма,\nорганизован\nначин\nуправљања и\nделовања,\nслободно\nформулисање\nсвог\nакционог\nпрограма и\nслободне\nизборе\nсвојих\nпредставника.\u003C\u002Fp>\n\n\u003Cp>Синдикат не\nможе бити\nраспуштен\nили његова\nделатност\nобустављена\nзабранама ни\nбило којим\nдругим актом\nили мером\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Запослени\nприступа\nсиндикату\nдобровољно,\nпотписивањем\nприступнице,\nчији се\nизглед и\nсадржај\nутврђује\nактом\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>Услови за\nрад\nсиндиката\nкод\nпослодавца,\nуређују се\nколективним\nуговором код\nпослодавца\nили посебним\nспоразумом у\nскладу са\nзаконом.\u003C\u002Fp>\n\n\u003Ch3>Члан 106.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nје дужан да\nсиндикату\nобезбеди, без\nнакнаде\nтрошкова:\u003C\u002Fp>\n\n\u003Cp>1.\nадминистративно-техничке\nи просторне\nуслове за\nрад;\u003C\u002Fp>\n\n\u003Cp>2. огласни\nпростор ради\nистицања\nобавештења и\nинформација;\u003C\u002Fp>\n\n\u003Cp>3. могућност\nда чланству\nдоставља\nинформативне\nбилтене,\nпубликације\nи др.\nдокумента\nсиндиката,\nпод условом\nда та\nактивност не\nиде на штету\nредовног\nфункционисања\nпослодавца и\nрадне\nдисциплине;\u003C\u002Fp>\n\n\u003Cp>4. обрачун и\nнаплату\nсиндикалне\nчланарине из\nзараде,\nодносно\nнакнаде\nзараде,\nприликом\nсваке\nисплате\nзараде и\nуплату на\nодговарајуће\nрачуне\nсиндиката, у\nскладу са\nодлуком\nнајвишег\nоргана\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nможе да\nсиндикату\nобезбеди, без\nнакнаде\nтрошкова:\u003C\u002Fp>\n\n\u003Cp>1. обрачун и\nнаплату\nдругих\nсредстава\nсиндиката, у\nскладу са\nпрограмом\nрада\nсиндиката;\u003C\u002Fp>\n\n\u003Cp>2. израду\nзавршног\nрачуна и\nобраду\nматеријално-финансијског\nпословања\nсиндиката;\u003C\u002Fp>\n\n\u003Cp>3. друге\nуслове у\nскладу са\nколективним\nуговором код\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 107.\u003C\u002Fh3>\n\n\u003Cp>Обавеза је\nпослодавца\nда, на захтев\nсиндиката,\nдоставља\nрепрезентативном\nсиндикату\nкод\nпослодавца\nсписак са\nименима\nзапослених\nза квартални\nпериод пре\nподношења\nзахтева.\u003C\u002Fp>\n\n\u003Cp>Обавеза\nпослодавца\nје да\nрепрезентативним\nсиндикатима\nомогући увид\nу Правилник о\nорганизацији\nи\nсистематизацији\nпослова пре\nњеговог\nдоношења.\u003C\u002Fp>\n\n\u003Ch3>Члан 108.\u003C\u002Fh3>\n\n\u003Cp>Репрезентативни\nсиндикат има\nправо да буде\nобавештен од\nстране\nпослодавца о\nекономским и\nрадно-социјалним\nпитањима од\nзначаја за\nположај\nзапослених,\nодносно\nчланова\nсиндиката, а\nпосебно о:\u003C\u002Fp>\n\n\u003Cp>1. кретању и\nпроменама\nзарада;\u003C\u002Fp>\n\n\u003Cp>2.\nпрековременом\nраду и\nпрерасподели\nрадног\nвремена;\u003C\u002Fp>\n\n\u003Cp>3. стању и\nкретању\nзапослености\nкод\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>4.\nизвештајима\nо\nбезбедности\nи заштити\nживота и\nздравља на\nраду и\nповредама\nзапослених;\u003C\u002Fp>\n\n\u003Cp>5. припремама\nза\nутврђивање\nвишка\nзапослених и\nдоношење\nпрограма;\u003C\u002Fp>\n\n\u003Cp>6. питањима\nкоја се\nодносе на\nправа\nзапослених;\u003C\u002Fp>\n\n\u003Cp>7. другим\nпитањима, у\nскладу са\nколективним\nуговором код\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>О питањима\nиз става 1.\nовог члана\nпослодавац\nобавештава\nрепрезентативне\nсиндикате, по\nправилу:\u003C\u002Fp>\n\n\u003Cp>1.\nдостављањем\nписаних\nинформација;\nили\u003C\u002Fp>\n\n\u003Cp>2. на\nсастанцима\nрепрезентативних\nсиндиката са\nуправом\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 109.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nће\nблаговремено\nразмотрити\nмишљење,\nзахтеве и\nпредлоге\nрепрезентативног\nсиндиката\nпре доношења\nодлуке од\nзначаја за\nматеријални,\nекономски и\nсоцијални\nположај\nзапослених и\nо свом ставу\nобавестити\nрепрезентативни\nсиндикат.\u003C\u002Fp>\n\n\u003Cp>Репрезентативни\nсиндикат ће\nразмотрити\nсве предлоге,\nсугестије,\nзахтеве и\nмишљења\nдостављена\nод\nпослодавца и\nо заузетим\nставовима\nобавестити\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 110.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nће\nовлашћеном\nпредставнику\nрепрезентативног\nсиндиката:\u003C\u002Fp>\n\n\u003Cp>1. омогућити\nприступ свим\nпословима\nкод\nпослодавца\nкад је то\nпотребно у\nциљу заштите\nправа\nзапослених\nиз области\nбезбедности\nи здравља на\nраду,\nутврђених\nзаконом и\nколективним\nуговором;\u003C\u002Fp>\n\n\u003Cp>2. достави на\nувид сва\nопшта акта\nкојима се\nуређују\nправа и\nобавезе\nзапослених\nиз рада, а\nкоја су\nнеопходна\nради заштите\nчлана\nсиндиката на\nњегов\nзахтев.\u003C\u002Fp>\n\n\u003Ch3>Члан 111.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nобезбеђује\nпредседнику\nили\nовлашћеном\nпредставнику\nорганизације\nсиндиката\nодређени\nброј\nплаћених\nчасова за\nобављање\nњихових\nфункција\nуговорених\nколективним\nуговором код\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Ако\nколективни\nуговор код\nпослодавца\nније\nзакључен,\nпримењују се\nодговарајуће\nодредбе\nзакона.\u003C\u002Fp>\n\n\u003Ch3>Члан 112.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nи\nрепрезентативни\nсиндикат код\nпослодавца\nмогу се\nспоразумети\nда\nпредседник\nрепрезентативног\nсиндиката\nкод\nпослодавца,\nза време\nтрајања\nмандата, буде\nу потпуности\nослобођен\nобавезе\nобављања\nпосла\nутврђеног\nуговором о\nраду.\u003C\u002Fp>\n\n\u003Ch3>Члан 113.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nће\nпредставницима\nсиндиката\nомогућити\nплаћено\nодсуство са\nрада ради\nприсуствовања\nсиндикалним\nконференцијама,\nседницама,\nсеминарима и\nконгресима,\nпо позиву\nоргана који\nих\nорганизује.\u003C\u002Fp>\n\n\u003Cp>Представници\nсиндиката,\nпре\nкоришћења\nплаћених\nчасова за\nобављање\nсиндикалних\nактивности,\nобавезни су\nда\nблаговремено\nо томе\nобавесте\nнепосредног\nруководиоца.\u003C\u002Fp>\n\n\u003Cp>О коришћењу\nчасова\nодсуства са\nрада ради\nобављања\nсиндикалних\nактивности\nводи се\nуредна\nевиденција и\nиздаје\nпотврда ради\nпровере и\nпраћења\nодсуства\nсиндикалних\nпредставника.\u003C\u002Fp>\n\n\u003Cp>Колективним\nуговором код\nпослодавца\nближе се\nуређује круг\nпредставника\nсиндиката и\nдужина\nњиховог\nодсуства са\nрада у\nслучајевима\nиз става 1.\nовог члана.\u003C\u002Fp>\n\n\u003Ch3>Члан 114.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nне може да\nоткаже\nуговор о\nраду, нити на\nдруги начин\nда стави у\nнеповољнији\nположај\nовлашћеног\nпредставника\nзапослених\n(распоређивањем\nна друге,\nмање плаћене\nпослове;\nраспоређивањем\nу другу\nорганизациону\nцелину;\nупућивањем\nна рад у\nдруго место\nрада;\nупућивањем у\nна рад код\nдругог\nпослодавца;\nпроглашавањем\nтехнолошким\nвишком) за\nвреме\nобављања\nфункције, ако\nпоступа у\nскладу са\nзаконом и\nовим\nколективним\nуговором.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nје обавезан\nда\nфункционере\nрепрезентативних\nсиндиката, по\nистеку\nфункције,\nврати на\nпослове које\nсу обављали\nпре избора,\nодносно на\nпослове, на\nкојима неће\nимати мању\nзараду од\nзараде коју\nсу имали пре\nизбора на\nпрофесионалну\nфункцију.\u003C\u002Fp>\n\n\u003Ch3>Члан 115.\u003C\u002Fh3>\n\n\u003Cp>Овлашћени\nпредставници\nзапослених, у\nсмислу овог\nколективног\nуговора су:\u003C\u002Fp>\n\n\u003Cp>1. председник\nсиндиката\nкод\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>2. именовани\nили изабрани\nсиндикални\nпредставник;\u003C\u002Fp>\n\n\u003Cp>3. члан савета\nзапослених;\u003C\u002Fp>\n\n\u003Cp>4.\nпредставник\nзапослених у\nуправном\nодбору\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>5.\nпредставник\nзапослених у\nнадзорном\nодбору\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>6.\nпредставник\nзапослених\nза\nбезбедност и\nздравље на\nраду.\u003C\u002Fp>\n\n\u003Cp>Колективним\nуговором код\nпослодавца\nближе се\nуређује круг\nовлашћених\nпредставника\nсиндиката, у\nскладу са\nовим чланом.\u003C\u002Fp>\n\n\u003Ch3>Члан 116.\u003C\u002Fh3>\n\n\u003Cp>Послодавац\nће омогућити\nрепрезентативном\nсиндикату да\nтоком године\nорганизује\nсастанке са\nчлановима\nсиндиката\nкоји на\nгодишњем\nнивоу не могу\nда трају више\nод 12 сати.\u003C\u002Fp>\n\n\u003Ch2>XIII МЕЂУСОБНИ\nОДНОСИ\u003C\u002Fh2>\n\n\u003Ch3>Члан 117.\u003C\u002Fh3>\n\n\u003Cp>Односи\nизмеђу\nпотписника\nовог\nколективног\nуговора,\nуспостављаће\nсе и решавати\nпреговарањем\nи\nусклађивањем\nзаједничких\nи посебних\nинтереса, уз\nпуно\nуважавање\nаргумената,\nреалних\nодноса,\nуслова и\nмогућности,\nна\nпринципима\nпуне\nравноправности\nи\nпартнерства.\u003C\u002Fp>\n\n\u003Cp>Узајамна је\nобавеза\nредовног,\nпотпуног и\nблаговременог\nмеђусобног\nинформисања\nпотписника\nовог\nколективног\nуговора.\u003C\u002Fp>\n\n\u003Ch3>Члан 118.\u003C\u002Fh3>\n\n\u003Cp>Формира се\nОдбор за\nсоцијални\nдијалог\nделатности\nпољопривреде,\nпрехрамбене,\nдуванске\nиндустрије и\nводопривреде\nСрбије (у\nдаљем тексту:\nОдбор за\nсоцијални\nдијалог).\u003C\u002Fp>\n\n\u003Cp>Одбор за\nсоцијални\nдијалог има\nчетири члана\nи четири\nзаменика, и\nто:\u003C\u002Fp>\n\n\u003Cp>– два члана и\nдва њихова\nзаменика,\nкоје именују\nсиндикати,\nучесници\nовог\nколективног\nуговора, и\u003C\u002Fp>\n\n\u003Cp>– два члана и\nдва заменика,\nкоје именује\nудружење\nпослодаваца,\nучесник овог\nколективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>Одбор за\nсоцијални\nдијалог\nобавезан је\nда најмање\nједном у шест\nмесеци\nразматра\nактуелна\nпитања\nвезана за\nпословање\nпослодаваца,\nматеријални\nи социјални\nположај\nзапослених,\nкао и\nмеђусобне\nодносе и о\nтоме редовно\nобавештава\nоргане које\nпредставља.\u003C\u002Fp>\n\n\u003Cp>Одбор за\nсоцијални\nдијалог:\u003C\u002Fp>\n\n\u003Cp>1. прати\nпримену овог\nколективног\nуговора;\u003C\u002Fp>\n\n\u003Cp>2. даје\nмишљење\nповодом\nпримене\nодредаба\nовог\nколективног\nуговора;\u003C\u002Fp>\n\n\u003Cp>3. иницира\nизмене и\nдопуне овог\nколективног\nуговора;\u003C\u002Fp>\n\n\u003Cp>4. покреће\nиницијативу\nза доношење\nодлуке о\nпроширеном\nдејству и\nдаје мишљење\nо примени\nпроширеног\nдејства овог\nколективног\nуговора или\nпојединих\nњегових\nодредаба;\u003C\u002Fp>\n\n\u003Cp>5. даје\nмишљење о\nзахтевима за\nизузимање од\nпримене\nпојединих\nодредаба\nовог\nколективног\nуговора;\u003C\u002Fp>\n\n\u003Cp>6. утврђује\nсписак\nпослодаваца\nна које се\nпримењује\nовај\nколективни\nуговор;\u003C\u002Fp>\n\n\u003Cp>7. разматра\nинформацију\nо\nнепосредној\nпримени овог\nколективног\nуговора код\nпослодаваца;\u003C\u002Fp>\n\n\u003Cp>8. разматра\nинформацију\nо\nусклађености\nколективног\nуговора код\nпослодавца\nса овим\nколективним\nуговором и\nпредузима\nодговарајуће\nмере и\nактивности;\u003C\u002Fp>\n\n\u003Cp>9. даје\nмишљење на\nнацрте\nзакона и\nподзаконских\nаката које\nутичу на\nматеријални\nи социјални\nположај\nзапослених и\nпословање\nпослодаваца\nи покреће\nиницијативе\nза њихову\nизмену и\nдопуну;\u003C\u002Fp>\n\n\u003Cp>10. разматра\nинформацију\nо садржају\nопштег акта\nкод\nпослодаваца\nкод којих\nније\nорганизован\nсиндикат;\u003C\u002Fp>\n\n\u003Cp>11. припрема\nанекс овог\nколективног\nуговора у\nвези са\nодређивањем\nосновне\nзараде за\nнајједноставнији\nпосао;\u003C\u002Fp>\n\n\u003Cp>12. обавља и\nдруге\nпослове\nвезане за\nпримену овог\nколективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>Узајамна је\nобавеза\nредовног,\nпотпуног и\nблаговременог\nмеђусобног\nинформисања\nпотписника\nовог\nколективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>Послодавац\nи\nрепрезентативни\nсиндикат код\nпослодавца\nмогу\nобразовати\nодбор за\nсоцијални\nдијалог.\u003C\u002Fp>\n\n\u003Ch2>XIV НАЧИН\nРЕШАВАЊА\nКОЛЕКТИВНИХ\nРАДНИХ\nСПОРОВА\u003C\u002Fh2>\n\n\u003Ch3>Члан 119.\u003C\u002Fh3>\n\n\u003Cp>Спорови\nкоји настају\nпри\nзакључивању\n(интересни) и\nпримени\n(правни)\nколективног\nуговора\nрешавају се\nмирењем,\nпосредовањем,\nпутем\nарбитраже и\nна други\nначин, у\nскладу са\nзаконом.\u003C\u002Fp>\n\n\u003Ch3>Члан 120.\u003C\u002Fh3>\n\n\u003Cp>Интересни\nспорови могу\nда се\nрешавају\nмирењем, тако\nшто:\u003C\u002Fp>\n\n\u003Cp>1. стране у\nспору\nобразују\nкомисију за\nмирење;\u003C\u002Fp>\n\n\u003Cp>2. комисија се\nсастоји од по\nдва\nпредставника\nстрана које\nсу у спору;\u003C\u002Fp>\n\n\u003Cp>3. задатак је\nкомисије да\nприближи\nставове\nстрана у\nспору;\u003C\u002Fp>\n\n\u003Cp>4. одлуке\nкомисије\nнису\nобавезујуће,\nали ако их\nстране\nприхвате,\nсматра се да\nје спор\nокончан.\u003C\u002Fp>\n\n\u003Cp>Интересни\nспорови могу\nда се\nрешавају\nпосредовањем,\nтако што:\u003C\u002Fp>\n\n\u003Cp>1. стране у\nспору\nименују по\nдва\nпосредника,\nстручњака из\nобласти која\nје предмет\nспора;\u003C\u002Fp>\n\n\u003Cp>2. уколико се\nпосредници\nусагласе,\nусаглашени\nпредлог\nдоставља се\nстранама у\nспору на\nразматрање;\u003C\u002Fp>\n\n\u003Cp>3. ако стране у\nспору\nприхвате\nусаглашен\nпредлог,\nсматра се да\nје спор\nокончан.\u003C\u002Fp>\n\n\u003Cp>Интересни\nрадни\nспорови могу\nда се\nрешавају\nарбитражом,\nтако што:\u003C\u002Fp>\n\n\u003Cp>1. арбитража\nима непаран\nброј\nчланова;\u003C\u002Fp>\n\n\u003Cp>2. у састав\nарбитраже из\nпретходног\nстава свака\nстрана\nименују исти\nброј\nарбитара,\nкоји\nпредседника\nарбитраже\nименују\nспоразумно;\u003C\u002Fp>\n\n\u003Cp>3. арбитри се\nименују са\nлисте\nарбитара;\u003C\u002Fp>\n\n\u003Cp>4. ако нема\nлисте\nарбитара, њих\nспоразумно\nодређују\nстране у\nспору из\nредова\nнепристрасних\nстручњака за\nобласт која\nје предмет\nспора;\u003C\u002Fp>\n\n\u003Cp>5. одлука\nарбитраже\nобавезује\nучеснике.\u003C\u002Fp>\n\n\u003Ch3>Члан 121.\u003C\u002Fh3>\n\n\u003Cp>Правни\nспорови који\nнастају у\nпримени овог\nколективног\nуговора\nрешавају се\nарбитражно.\u003C\u002Fp>\n\n\u003Cp>Правни\nспорови који\nнастају у\nпримени\nколективних\nуговора код\nпослодавца,\nмогу да се\nрешавају\nарбитражно.\u003C\u002Fp>\n\n\u003Cp>Правни\nспорови\nрешавају се\nарбитражно,\nпо истом\nпоступку као\nи интересни\nспорови.\u003C\u002Fp>\n\n\u003Ch2>XV ПРЕЛАЗНЕ И\nЗАВРШНЕ\nОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch3>Члан 122.\u003C\u002Fh3>\n\n\u003Cp>Овај\nколективни\nуговор је\nзакључен\nкада га\nпотпишу\nовлашћени\nпредставници\nучесника\nовог\nколективног\nуговора.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cp>Овај\nколективни\nуговор се\nзакључује на\nпериод од три\nгодине.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 123.\u003C\u002Fh3>\n\n\u003Cp>Учесник\nовог\nколективног\nуговора може\nдоставити\nдругом\nучеснику\nобразложену\nиницијативу\nза\nзакључивање\nновог или\nизмене и\nдопуне овог\nколективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>Учесници су\nдужни да\nпочну са\nпреговорима\nнајкасније у\nроку од 10 дана\nод дана\nдостављања\nиницијативе\nиз става 1.\nовог члана.\u003C\u002Fp>\n\n\u003Ch3>Члан 124.\u003C\u002Fh3>\n\n\u003Cp>Општи акт\nкод\nпослодавца\nусагласиће\nсе са\nодредбама\nовог\nколективног\nуговора у\nроку од шест\nмесеци од\nдана ступања\nна снагу.\u003C\u002Fp>\n\n\u003Ch3>Члан 125.\u003C\u002Fh3>\n\n\u003Cp>Овај\nколективни\nуговор је\nсастављен у\nшест\nистоветних\nпримерака од\nкојих свака\nстрана\nзадржава по\nдва.\u003C\u002Fp>\n\n\u003Ch3>Члан 126.\u003C\u002Fh3>\n\n\u003Cp>Овај\nколективни\nуговор ступа\nна снагу\nосмог дана од\nдана\nобјављивања\nу „Службеном\nгласнику\nРепублике\nСрбије”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Репрезентативни\nсиндикати\u003C\u002Fp>\n\n\u003Cp>1. Самостални\nсиндикат\nзапослених\u003C\u002Fp>\n\n\u003Cp>у\nпољопривреди,\nпрехрамбеној,\nдуванској\u003C\u002Fp>\n\n\u003Cp>индустрији\nи\nводопривреди\nСрбије\u003C\u002Fp>\n\n\u003Cp>Драган\nЗарубица,\nпредседник\u003C\u002Fp>\n\n\u003Cp>Репрезентативно\nудружење\nпослодаваца\u003C\u002Fp>\n\n\u003Cp>Унија\nпослодаваца\nСрбије\u003C\u002Fp>\n\n\u003Cp>Драган\nМијановић,\nчлан\nПредседништва\u003C\u002Fp>\n\n\u003Cp>2. Грански\nсиндикат\nпрехране,\nугоститељства,\u003C\u002Fp>\n\n\u003Cp>туризма,\nпољопривреде,\nводопривреде\u003C\u002Fp>\n\n\u003Cp>и дуванске\nиндустрије\n„Независност”\u003C\u002Fp>\n\n\u003Cp>Дејан\nТитовић,\nпредседник\u003C\u002Fp>\n\n\u003Cp>*****\u003C\u002Fp>\n\n\u003Cp>Прилог\u003C\u002Fp>\n\n\u003Cp>СПИСАК\u003C\u002Fp>\n\n\u003Cp>ДЕЛАТНОСТИ\nНА КОЈЕ СЕ\nПРИМЕЊУЈЕ\nПОСЕБАН\nКОЛЕКТИВНИ\nУГОВОР ПРЕМА\nКЛАСИФИКАЦИЈИ\nДЕЛАТНОСТИ\u003C\u002Fp>\n\n\u003Cp>(Уредба о\nкласификацији\nделатности –\n„Службени\nгласник РС”,\nброј 54\u002F2010)\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Сектор\u003C\u002Ftd>\n      \u003Ctd>Област\u003C\u002Ftd>\n      \u003Ctd>Грана\u003C\u002Ftd>\n      \u003Ctd>Група\u003C\u002Ftd>\n      \u003Ctd>НАЗИВ И\n        ОПИС\n        ДЕЛАТНОСТИ\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>A\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Пољопривредна\n        производња,\n        лов и\n        пратеће\n        услужне\n        делатности\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.1\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        једногодишњих\n        и\n        двогодишњих\n        биљака\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.11\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        жита (осим\n        пиринча),\n        легуминоза\n        и уљарица\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.12\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        пиринча\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.13\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        поврћа,\n        бостана,\n        коренастих\n        и\n        кртоластих\n        биљака\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.14\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        шећерне\n        трске\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.15\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        дувана\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.16\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        биљака за\n        производњу\n        влакана\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.19\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        осталих\n        једногодишњих\n        и\n        двогодишњих\n        биљака\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.2\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        вишегодишњих\n        биљака\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.21\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        грожђа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.22\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        тропског и\n        суптропског\n        воћа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.23\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        агрума\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.24\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        јабучастог\n        и\n        коштичавог\n        воћа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.25\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        осталог\n        дрвенастог,\n        жбунастог и\n        језграстог\n        воћа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.26\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        уљних\n        плодова\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.27\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        биљака за\n        припремање\n        напитака\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.28\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        зачинског,\n        ароматичног\n        и лековитог\n        биља\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.29\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        осталих\n        вишегодишњих\n        биљака\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.3\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        садног\n        материјала\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.30\u003C\u002Ftd>\n      \u003Ctd>Гајење\n        садног\n        материјала\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.4\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Узгој\n        животиња\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.40\u003C\u002Ftd>\n      \u003Ctd>Узгој\n        музних\n        крава\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.41\u003C\u002Ftd>\n      \u003Ctd>Узгој\n        других\n        говеда и\n        бивола\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.42\u003C\u002Ftd>\n      \u003Ctd>Узгој коња\n        и других\n        копитара\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.43\u003C\u002Ftd>\n      \u003Ctd>Узгој\n        камила и\n        лама\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.44\u003C\u002Ftd>\n      \u003Ctd>Узгој\n        оваца и\n      коза\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.45\u003C\u002Ftd>\n      \u003Ctd>Узгој\n        оваца и\n      коза\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.46\u003C\u002Ftd>\n      \u003Ctd>Узгој\n        свиња\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.47\u003C\u002Ftd>\n      \u003Ctd>Узгој\n        живине\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.5\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Мешовита\n        пољопривредна\n        производња\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.50\u003C\u002Ftd>\n      \u003Ctd>Мешовита\n        пољопривредна\n        производња\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.6\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Услужне\n        делатности\n        у\n        пољопривреди\n        и\n        делатности\n        после\n      жетве\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.61\u003C\u002Ftd>\n      \u003Ctd>Услужне\n        делатности\n        у гајењу\n        усева и\n        засада\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.62\u003C\u002Ftd>\n      \u003Ctd>Помоћне\n        делатности\n        у узгоју\n        животиња\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.63\u003C\u002Ftd>\n      \u003Ctd>Активности\n        после\n      жетве\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.64\u003C\u002Ftd>\n      \u003Ctd>Дорада\n        семена\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.7\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Лов,\n        траперство\n        и\n        одговарајуће\n        услужне\n        делатности\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>01.70\u003C\u002Ftd>\n      \u003Ctd>Лов,\n        траперство\n        и\n        одговарајуће\n        услужне\n        делатности\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>03\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Рибарство\n        и\n        аквакултуре\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>03.1\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Риболов\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>03.11\u003C\u002Ftd>\n      \u003Ctd>Морски\n        риболов\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>03.12\u003C\u002Ftd>\n      \u003Ctd>Слатководни\n        риболов\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>03.2\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Аквакултуре\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>03.21\u003C\u002Ftd>\n      \u003Ctd>Морске\n        аквакултуре\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>03.22\u003C\u002Ftd>\n      \u003Ctd>Слатководне\n        аквакултуре\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ц\u003C\u002Ftd>\n      \u003Ctd>10\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Производња\n        прехрамбених\n        производа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.1\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Прерада и\n        конзервисање\n        меса и\n        производа\n        од меса\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.11\u003C\u002Ftd>\n      \u003Ctd>Прерада и\n        конзервисање\n        меса\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.12\u003C\u002Ftd>\n      \u003Ctd>Прерада и\n        конзервисање\n        живинског\n        меса\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.13\u003C\u002Ftd>\n      \u003Ctd>Производња\n        месних\n        прерађевина\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.2\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Прерада и\n        конзервисање\n        рибе,\n        љускара и\n        мекушаца\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.20\u003C\u002Ftd>\n      \u003Ctd>Прерада и\n        конзервисање\n        рибе,\n        љускара и\n        мекушаца\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.3\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Прерада и\n        конзервисање\n        воћа и\n        поврћа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.31\u003C\u002Ftd>\n      \u003Ctd>Прерада и\n        конзервисање\n        кромпира\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.32\u003C\u002Ftd>\n      \u003Ctd>Производња\n        сокова од\n        воћа и\n        поврћа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.39\u003C\u002Ftd>\n      \u003Ctd>Остала\n        прерада и\n        конзервисање\n        воћа и\n        поврћа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.4\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Производња\n        биљних и\n        животињских\n        уља и масти\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.41\u003C\u002Ftd>\n      \u003Ctd>Производња\n        уља и масти\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.42\u003C\u002Ftd>\n      \u003Ctd>Производња\n        маргарина и\n        сличних\n        јестивих\n        масти\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.5\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Производња\n        млечних\n        производа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.51\u003C\u002Ftd>\n      \u003Ctd>Прерада\n        млека и\n        производња\n        сирева\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.52\u003C\u002Ftd>\n      \u003Ctd>Производња\n        сладоледа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.6\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Производња\n        млинских\n        производа,\n        скроба и\n        скробних\n        производа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.61\u003C\u002Ftd>\n      \u003Ctd>Производња\n        млинских\n        производа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.62\u003C\u002Ftd>\n      \u003Ctd>Производња\n        скроба и\n        скробних\n        производа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.7\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Производња\n        пекарских\n        производа и\n        тестенине\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.71\u003C\u002Ftd>\n      \u003Ctd>Производња\n        хлеба,\n        свежег\n        пецива и\n        колача\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.72\u003C\u002Ftd>\n      \u003Ctd>Производња\n        двопека,\n        кекса,\n        трајног\n        пецива и\n        колача\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.73\u003C\u002Ftd>\n      \u003Ctd>Производња\n        макарона,\n        резанаца и\n        сличних\n        производа\n        од брашна\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.8\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Производња\n        осталих\n        прехрамбених\n        производа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.81\u003C\u002Ftd>\n      \u003Ctd>Производња\n        шећера\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.82\u003C\u002Ftd>\n      \u003Ctd>Производња\n        какао,\n        чоколаде и\n        кондиторских\n        производа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.83\u003C\u002Ftd>\n      \u003Ctd>Прерада\n        чаја и кафе\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.84\u003C\u002Ftd>\n      \u003Ctd>Производња\n        зачина и\n        других\n        додатака\n        храни\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.85\u003C\u002Ftd>\n      \u003Ctd>Производња\n        готових\n        јела\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.86\u003C\u002Ftd>\n      \u003Ctd>Производња\n        хомогенизованих\n        хранљивих\n        препарата и\n        дијететске\n        хране\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.89\u003C\u002Ftd>\n      \u003Ctd>Производња\n        осталих\n        прехрамбених\n        производа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.9\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Производња\n        готове\n        хране за\n        животиње\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.91\u003C\u002Ftd>\n      \u003Ctd>Производња\n        готове\n        хране за\n        домаће\n        животиње\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>10.92\u003C\u002Ftd>\n      \u003Ctd>Производња\n        готове\n        хране за\n        кућне\n        љубимце\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>11\u003C\u002Ftd>\n      \u003Ctd>11.0\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>Производња\n        пића\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>11.01\u003C\u002Ftd>\n      \u003Ctd>Дестилација,\n        пречишћавање\n        и мешање\n        пића\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>11.02\u003C\u002Ftd>\n      \u003Ctd>Производња\n        вина од\n        грожђа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>11.03\u003C\u002Ftd>\n      \u003Ctd>Производња\n        пића и\n        осталих\n        воћних\n      вина\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>11.04\u003C\u002Ftd>\n      \u003Ctd>Производња\n        осталих\n        недестилованих\n        ферментисаних\n        пића\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>11.05\u003C\u002Ftd>\n      \u003Ctd>Производња\n        пива\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>11.06\u003C\u002Ftd>\n      \u003Ctd>Производња\n        слада\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>11.07\u003C\u002Ftd>\n      \u003Ctd>Производња\n        освежавајућих\n        пића,\n        минералне\n        воде и\n        остале\n        флаширане\n        воде\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>12\u003C\u002Ftd>\n      \u003Ctd>12.0\u003C\u002Ftd>\n      \u003Ctd>12.00\u003C\u002Ftd>\n      \u003Ctd>Производња\n        дуванских\n        производа\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>E\u003C\u002Ftd>\n      \u003Ctd>36\u003C\u002Ftd>\n      \u003Ctd>36.0\u003C\u002Ftd>\n      \u003Ctd>36.00\u003C\u002Ftd>\n      \u003Ctd>Скупљање,\n        пречишћавање\n        и\n        дистрибуција\n        воде\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>\u003C\u002Ftd>\n      \u003Ctd>37\u003C\u002Ftd>\n      \u003Ctd>37.0\u003C\u002Ftd>\n      \u003Ctd>37.00\u003C\u002Ftd>\n      \u003Ctd>Уклањање\n        отпадних\n        вода\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>M\u003C\u002Ftd>\n      \u003Ctd>75\u003C\u002Ftd>\n      \u003Ctd>75.0\u003C\u002Ftd>\n      \u003Ctd>75.00\u003C\u002Ftd>\n      \u003Ctd>Ветеринарска\n        делатност\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ц\u003C\u002Ftd>\n      \u003Ctd>32\u003C\u002Ftd>\n      \u003Ctd>32.9\u003C\u002Ftd>\n      \u003Ctd>32.91\u003C\u002Ftd>\n      \u003Ctd>Производња\n        метли и\n        четки\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ф\u003C\u002Ftd>\n      \u003Ctd>42\u003C\u002Ftd>\n      \u003Ctd>42.2\u003C\u002Ftd>\n      \u003Ctd>42.21\u003C\u002Ftd>\n      \u003Ctd>Изградња\n        цевовода\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ф\u003C\u002Ftd>\n      \u003Ctd>42\u003C\u002Ftd>\n      \u003Ctd>42.9\u003C\u002Ftd>\n      \u003Ctd>42.91\u003C\u002Ftd>\n      \u003Ctd>Изградња\n        хидротехничких\n        објеката\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":45,"cbadate_end_date":49,"SECTOR1":53,"CBA_MEMEMPL_1":57,"CBA_MEMEMPL_txt":61,"CBA_MEMTRAD4_1":63,"JOBTYPE_comments_txt":67,"jobclassifaction1_txt":71,"apprenticeshipstxt":74,"trainingprogrammestxt":77,"trainingfundtxt":80,"contracttrialtxt":84,"contractseverancepay":87,"sicknesspaytxt":90,"sicknessmaxdaystxt":94,"longtermillness":98,"disabilitypaytxt":101,"healthinsurancetxt":105,"healthcareaccessrelativestxt":109,"healthinsurancerelativestxt":113,"protectiveclothing":115,"code_application":118,"healthandsafetytrainingtxt":121,"hivpolicy":124,"healthandsafetypolicytxt":127,"funeralpaytxt":131,"breastfeeding_dangerouswork":134,"riskassessment":138,"pregnancytxt":142,"paidpaternityleavetxt":145,"childcaretxt":149,"deathrelativestxt":153,"educationtuition":157,"eqpay":161,"hourstxt":164,"hoursovertimemaxtxt":168,"holidaystxt":172,"schedulestxt":175,"tradeunleavtxt":178,"administrativetxt":182,"WAGES_comments_txt":186,"lowwagetxt":189,"wageincreasetxt":193,"incidentalbonustxt":197,"shiftallowancetxt":200,"overtimeallowancetxt":204,"sundayallowancetxt":208,"COMMUTE_trigger":212,"longserviceallowancetxt":216,"mealvouchersamount":220,"mealvoucherstxt":224,"covercountryregion_comments":227},{"bindId":46,"name":47,"text":48},"cbadate_start_date","\"Службени гласник РС\", број 76 од 9. сеп","\"Службени\nгласник РС\",\nброј 76 од 9.\nсептембра 2016.",{"bindId":50,"name":51,"text":52},"cbadate_end_date","Овај колективни уговор се закључује на п","Овај\nколективни\nуговор се\nзакључује на\nпериод од три\nгодине.",{"bindId":54,"name":55,"text":56},"SECTOR1","ПОСЕБАН КОЛЕКТИВНИ УГОВОР за делатност п","ПОСЕБАН\nКОЛЕКТИВНИ\nУГОВОР за\nделатност\nпољопривреде,\nпрехрамбене,\nдуванске\nиндустрије и\nводопривреде\nСрбије",{"bindId":58,"name":59,"text":60},"CBA_MEMEMPL_1","Унија послодаваца Србије, Београд – Зему","Унија\nпослодаваца\nСрбије,\nБеоград –\nЗемун,\nСтевана\nМрковића 8,\nкоју заступа\nДраган\nМијановић,\nчлан\nПредседништва,\nдана 28.\nјануара 2016.\nгодине, у\nБеограду,\nзакључују",{"bindId":62,"name":59,"text":60},"CBA_MEMEMPL_txt",{"bindId":64,"name":65,"text":66},"CBA_MEMTRAD4_1","2. Грански синдикат прехране, угоститељс","2. Грански\nсиндикат\nпрехране,\nугоститељства,\nтуризма,\nпољопривреде,\nводопривреде\nи дуванске\nиндустрије\n„Независност”,\nБеоград,\nНушићева 21,\nкога заступа\nДејан\nТитовић,\nпредседник\nи",{"bindId":68,"name":69,"text":70},"JOBTYPE_comments_txt","Члан 67. Коефицијент посла који запослен","Члан 67.\n\nКоефицијент\nпосла који\nзапослени\nобавља\nутврђује се\nна основу\nврсте и\nстепена\nстручне\nспреме,\nсложености и\nодговорности,\nуслова рада и\nдругих\nпосебних\nуслова,\nутврђених\nПравилником\nо\nорганизацији\nи\nсистематизацији\nпослова.\n\nНајнижи\nкоефицијенти\nпо групама\nпослова\nутврђени су\nовим\nколективним\nуговором, и\nто:\n\n\n  \n  \n  \n  \n  \n    \n      Групе\n      Сложеност\n        и захтев\n        стручности\n      најнижи\n\n        коефицијент\n      \n    \n    \n      I\n      Не захтева\n        се\n        стручност\n\n        (неквалификовани\n        радник)\n\n        подразумева\n        једноставан\n        рутински\n        рад који не\n        захтева\n        посебно\n        образовање\n      \n      1,00\n    \n    \n      II\n      Захтева се\n        стручна\n        оспособљеност\n        у трајању\n        од шест\n        месеци (I\n        степен)\n\n        подразумева\n        мање\n        сложене\n        послове,\n        односно рад\n        помоћу\n        једноставних\n        средстава\n        за рад за\n        која су\n        довољна\n        писана\n        упутства\n      \n      1,20\n    \n    \n      III\n      Захтева се\n        стручна\n        оспособљеност\n        у трајању\n        од шест\n        месеци до\n        две године (II\n        cтепен)\n\n        подразумева\n        средње\n        сложене\n        послове на\n        којима се\n        рад понавља\n        уз\n        повремену\n        појаву\n        нових\n        послова\n      \n      1,40\n    \n    \n      IV\n      Захтева се\n        стручност\n        која се\n        стиче\n        средњим\n        образовањем\n        у трајању\n        од две до\n        три године\n\n        (квалификовани\n        радник III\n        степен)\n\n        подразумева\n        сложеније и\n        разноврсније\n        послове за\n        чије\n        обављање су\n        потребне\n        консултације\n        у њиховом\n        извршавању\n      \n      1,55\n    \n    \n      V\n      Захтева се\n        стручност\n        која се\n        стиче\n        средњим\n        образовањем\n        у трајању\n        од четири\n        или више\n        година\n\n        (IV степен)\n\n        подразумева\n        сложеније\n        послове\n        који\n        захтевају\n        већи степен\n        самосталности\n        у\n        извршавању\n      \n      1,65\n    \n    \n      VI\n      Захтева се\n        стручност\n        која се\n        стиче\n        специјализацијом\n        на основу\n        стручности\n        након\n        средњег\n        образовања\n\n        (ВК радник V\n        степен)\n\n        подразумева\n        специјализоване\n        сложене\n        послове\n        који\n        захтевају\n        већи степен\n        самосталности\n        у\n        извршавању\n        послова\n      \n      1,95\n    \n    \n      VII\n      Захтева се\n        стручност\n        која се\n        стиче за\n        високо\n        образовање\n        на\n        студијама\n        првог\n        степена\n        (основне\n        академске,\n        односно\n        струковне\n        студије), у\n        трајању од\n        три године\n        и вишим\n        образовањем\n        (VI степен)\n      2,10\n    \n    \n      VIII\n      Захтева се\n        стручност\n        која се\n        стиче\n        високим\n        образовањем\n        на\n        студијама\n        другог\n        степена\n        (мастер\n        академске\n        студије,\n        специјалистичке\n        академске\n        студије или\n        специјалистичке\n        струковне\n        студије) у\n        складу са\n        Законом о\n        високом\n        образовању,\n        почев од 10.\n        септембра 2005.\n        и на\n        основним\n        студијама у\n        трајању од\n        најмање\n        четири\n        године, по\n        пропису\n        који је\n        уређивао\n        високо\n        образовање\n        до 10.\n        септембра\n      2005.)\n      2,50",{"bindId":72,"name":73,"text":73},"jobclassifaction1_txt","Члан 67.",{"bindId":75,"name":76,"text":76},"apprenticeshipstxt","Члан 10.",{"bindId":78,"name":79,"text":79},"trainingprogrammestxt","Члан 17.",{"bindId":81,"name":82,"text":83},"trainingfundtxt","Послодавац је дужан да запосленом обезбе","Послодавац\nје дужан да\nзапосленом\nобезбеди\nобразовање,\nстручно\nоспособљавање\nи\nусавршавање,\nзависно од\nпотреба\nпроцеса рада,\nтехнолошких\nи\nорганизационих\nпромена и\nувођења\nновог начина\nи\nорганизације\nрада, у\nскладу са\nпланом и\nпрограмом\nстручног\nоспособљавања\nи\nусавршавања\nзапослених.",{"bindId":85,"name":86,"text":86},"contracttrialtxt","Члан 12.",{"bindId":88,"name":89,"text":89},"contractseverancepay","Члан 87.",{"bindId":91,"name":92,"text":93},"sicknesspaytxt","1. у висини од најмање 65% од основице у","1. у висини од\nнајмање 65% од\nосновице\nутврђене\nчланом 79. став 2.\nовог\nколективног\nуговора, али\nне мање од\nминималне\nзараде, ако\nје\nспреченост\nза рад\nпроузрокована\nболешћу или\nповредом ван\nрада;\n\n2. у висини 100% од\nосновице\nутврђене\nчланом 79. став 2.\nовог\nколективног\nуговора, али\nне мање од\nминималне\nзараде, ако\nје\nспреченост\nпроузрокована\nповредом на\nраду или\nпрофесионалном\nболешћу.",{"bindId":95,"name":96,"text":97},"sicknessmaxdaystxt","Запослени има право на накнаду зараде за","Запослени\nима право на\nнакнаду\nзараде за\nвреме\nодсуствовања\nса рада због\nпривремене\nспречености\nза рад\n(боловање) до 30\nдана, и то:\n\n1. у висини од\nнајмање 65% од\nосновице\nутврђене\nчланом 79. став 2.\nовог\nколективног\nуговора, али\nне мање од\nминималне\nзараде, ако\nје\nспреченост\nза рад\nпроузрокована\nболешћу или\nповредом ван\nрада;",{"bindId":99,"name":100,"text":100},"longtermillness","Члан 90.",{"bindId":102,"name":103,"text":104},"disabilitypaytxt","2. у висини 100% од основице утврђене чл","2. у висини 100% од\nосновице\nутврђене\nчланом 79. став 2.\nовог\nколективног\nуговора, али\nне мање од\nминималне\nзараде, ако\nје\nспреченост\nпроузрокована\nповредом на\nраду или\nпрофесионалном\nболешћу.",{"bindId":106,"name":107,"text":108},"healthinsurancetxt","Послодавац може колективно да осигура за","Послодавац\nможе\nколективно\nда осигура\nзапослене за\nслучај тежих\nболести и\nхируршких\nинтервенција,\nу циљу\nспровођења\nквалитетне\nдодатне\nздравствене\nзаштите, као\nи да уплаћује\nпремије за\nдобровољно\nдодатно\nпензијско\nосигурање.",{"bindId":110,"name":111,"text":112},"healthcareaccessrelativestxt","2. солидарну помоћ у случају дуже или те","2. солидарну\nпомоћ у\nслучају дуже\nили теже\nболести\nзапосленог\nили члана\nњегове\nпородице,\nздравствене\nрехабилитације\nзапосленог,\nнаступа теже\nинвалидности,\nублажавања\nелементарних\nнепогода и\nсл., до износа\nдвоструке\nпросечне\nзараде код\nпослодавца у\nмесецу који\nпретходи\nисплати;",{"bindId":114,"name":111,"text":112},"healthinsurancerelativestxt",{"bindId":116,"name":117,"text":117},"protectiveclothing","Члан 33.",{"bindId":119,"name":120,"text":120},"code_application","Члан 28.",{"bindId":122,"name":123,"text":123},"healthandsafetytrainingtxt","Члан 29.",{"bindId":125,"name":126,"text":126},"hivpolicy","Члан 36.",{"bindId":128,"name":129,"text":130},"healthandsafetypolicytxt","VI БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ","VI БЕЗБЕДНОСТ\nИ ЗДРАВЉЕ НА\nРАДУ",{"bindId":132,"name":133,"text":133},"funeralpaytxt","Члан 88.",{"bindId":135,"name":136,"text":137},"breastfeeding_dangerouswork","На пословима са повећаним ризиком не мог","На\nпословима са\nповећаним\nризиком не\nмогу да раде\nжене за време\nтрудноће и\nмајке са\nдететом до\nтри године\nживота.",{"bindId":139,"name":140,"text":141},"riskassessment","Послодавац не може одредити запослену же","Послодавац\nне може\nодредити\nзапослену\nжену да ради\nна радном\nместу са\nповећаним\nризиком који\nби могао да\nјој угрози\nостваривање\nматеринства,\nбез њене\nсагласности\nи изричите\nписане\nизјаве да је\nупозната са\nризицима тог\nрадног места,\nутврђеним\nактом о\nпроцени\nризика.",{"bindId":143,"name":144,"text":144},"pregnancytxt","Члан 35.",{"bindId":146,"name":147,"text":148},"paidpaternityleavetxt","2. порођаја супруге – 5 радних дана,","2. порођаја\nсупруге – 5\nрадних дана,",{"bindId":150,"name":151,"text":152},"childcaretxt","4. теже болести члана уже породице – 7 р","4. теже\nболести\nчлана уже\nпородице – 7\nрадних дана,",{"bindId":154,"name":155,"text":156},"deathrelativestxt","5. смрти родитеља, усвојиоца, брата или ","5. смрти\nродитеља,\nусвојиоца,\nбрата или\nсестре\nбрачног\nдруга\nзапосленог –\n2 радна дана,",{"bindId":158,"name":159,"text":160},"educationtuition","4. повољне зајмове за набавку зимнице, о","4. повољне\nзајмове за\nнабавку\nзимнице,\nогрева и\nшколских\nкњига за децу\nна редовном\nшколовању;",{"bindId":162,"name":163,"text":163},"eqpay","Члан 59.",{"bindId":165,"name":166,"text":167},"hourstxt","IV РАДНО ВРЕМЕ","IV РАДНО\nВРЕМЕ",{"bindId":169,"name":170,"text":171},"hoursovertimemaxtxt","Прековремени рад не може да траје дуже о","Прековремени\nрад не може\nда траје дуже\nод осам\nчасова\nнедељно.",{"bindId":173,"name":174,"text":174},"holidaystxt","Члан 24.",{"bindId":176,"name":177,"text":177},"schedulestxt","Члан 21.",{"bindId":179,"name":180,"text":181},"tradeunleavtxt","6. одсуства са рада због обављања синдик","6. одсуства са\nрада због\nобављања\nсиндикалне\nактивности у\nскладу са\nзаконом, овим\nколективним\nуговором и\nопштим актом\nкод\nпослодавца;",{"bindId":183,"name":184,"text":185},"administrativetxt","7. присуствовања седницама државних орга","7.\nприсуствовања\nседницама\nдржавних\nоргана,\nоргана\nуправе и\nлокалне\nсамоуправе,\nоргана\nуправљања и\nдругих\nоргана код\nпослодавца,\nоргана\nСиндиката и\nСавеза\nсиндиката у\nсвојству\nчлана –\nодносно по\nпозиву;",{"bindId":187,"name":188,"text":188},"WAGES_comments_txt","Члан 63.",{"bindId":190,"name":191,"text":192},"lowwagetxt","Минимална цена рада не може се утврдити ","Минимална\nцена рада не\nможе се\nутврдити у\nизносу мањем\nод износа\nутврђеног\nзаконом.",{"bindId":194,"name":195,"text":196},"wageincreasetxt","6. по основу времена проведеног на раду ","6. по основу\nвремена\nпроведеног\nна раду за\nсваку пуну\nгодину рада\nостварену у\nрадном\nодносу – 0,5% од\nосновице.",{"bindId":198,"name":199,"text":199},"incidentalbonustxt","Члан 76.",{"bindId":201,"name":202,"text":203},"shiftallowancetxt","2. за рад ноћу, ако такав рад није вредн","2. за рад ноћу,\nако такав рад\nније\nвреднован\nпри\nутврђивању\nосновне\nзараде –\nнајмање 30% од\nосновице;",{"bindId":205,"name":206,"text":207},"overtimeallowancetxt","4. за прековремени рад – најмање 26% од ","4. за\nпрековремени\nрад – најмање\n26% од основице;",{"bindId":209,"name":210,"text":211},"sundayallowancetxt","1. за рад на дан празника који је нерадн","1. за рад на дан\nпразника\nкоји је\nнерадни дан –\nнајмање 120% од\nосновице;",{"bindId":213,"name":214,"text":215},"COMMUTE_trigger","1. накнаду трошкова превоза у јавном сао","1. накнаду\nтрошкова\nпревоза у\nјавном\nсаобраћају\nради доласка\nи повратка са\nрада у висини\nцене\nпревозне\nкарте у\nјавном\nсаобраћају,\nако\nпослодавац\nније\nобезбедио\nсопствени\nпревоз;",{"bindId":217,"name":218,"text":219},"longserviceallowancetxt","1. јубиларну награду, најмање у висини 5","1. јубиларну\nнаграду,\nнајмање у\nвисини 50%\nпросечне\nзараде код\nпослодавца у\nмесецу који\nпретходи\nисплати;",{"bindId":221,"name":222,"text":223},"mealvouchersamount","Запослени има право на накнаду трошкова ","Запослени\nима право на\nнакнаду\nтрошкова за\nисхрану у\nтоку рада\n(топли оброк),\nза дане\nпроведене на\nраду, у\nизносу од\nнајмање 4.200,00\nдинара за\nпуну месечну\nприсутност\nна раду.",{"bindId":225,"name":226,"text":226},"mealvoucherstxt","Члан 85.",{"bindId":228,"name":229,"text":229},"covercountryregion_comments","Члан 3.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>за делатност пољопривреде, прехрамбене, дуванске индустрије и водопривреде 2016 - 2016\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2016-09-09\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2019-09-08\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                Name industry: → Agriculture, forestry, fishing\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → U privatnoj komercijalnoj kompaniji\u002Fpreduzeću\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMEMPL_1\">\n                Names associations: → \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        CATUS - Samostalni Sindikat Zaposlenih U Poljoprivredi, Prehrambenoj, Duvanskoj Industriji I Vodoprivredi Srbije\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\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 65 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-sicknessmaxdaysnr\">\n                Maximum days for paid sickness leave: → 30 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Ne\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Ne\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Da\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Da\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → RSD 100%\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Da\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Da\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Ne\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Ne\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Ne\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Ne\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Ne\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Ne\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 7 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 2 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Da\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Ne\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Ne\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Ne\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Ne\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual 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