[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002F-2018":3,"menu:\u002Fsr-latn-rs:":216,"sites:htmlblocks":332,"subsites":1771,"cite-subsites":5334,"footer:root":5811,"suggested:root":5909,"cite-footer:root":5913},{"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":196,"content_type_view":197,"extra_breadcrumbs":198,"body":200,"body_blocks":211,"related_pages":215},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":194,"translations":195},{"id":34,"uid":35,"url":36,"name":37,"locale":11,"override_title":8,"title":38,"browser_title":39,"browser_description":40,"text":41},"-2018","1a1cd4c6-e0a2-11ea-a7e9-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fserbia\u002F-2018_2\u002F-2018\u002F","Пошта Србије 2018","Пошта Србије 2018 - 2018","Serbia - Пошта Србије 2018 - 2018","Пошта Србије 2018 - 2018 - Public administration, police, interest groups",{"name":42,"data":43},"Post of Serbia.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New7\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>Преузето са www.pravno-informacioni-sistem.rs\u003C\u002Fp>\n\n\u003Cp>Редакцијски пречишћен текст\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>На основу члана 247. Закона о раду\n(„Службени гласник РС”, бр. 24\u002F05, 61\u002F05, 54\u002F09, 32\u002F13,\n75\u002F14, 13\u002F17 – одлука УС и 113\u002F17),\u003C\u002Fp>\n\n\u003Cp>Влада, Синдикат ПТТ Србије и Синдикат\nЈавног предузећа ПТТ саобраћаја „Србија”\n– „Независност”, као репрезентативни\nсиндикати у Јавном предузећу „Пошта\nСрбије”, Београд (у даљем тексту:\nрепрезентативни синдикати) и в.д. директора\nЈавног предузећа „Пошта Србије”, Београд\n(у даљем тексту: директор Предузећа),\nзакључују\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_2_txt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SECTOR1\">\u003Ch1>КОЛЕКТИВНИ УГОВОР за Јавно предузеће\n„Пошта Србије”, Београд\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>\"Службени гласник РС\", бр. 9 од 2. фебруара\n2018, 29 од 19. априла 2019 - Анекс I, 1 од 10. јануара\n2020 - Анекс II\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>I. ОСНОВНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch3>Члан 1.\u003C\u002Fh3>\n\n\u003Cp>Овим колективним уговором уређују се\nправа, обавезе и одговорности запослених\nиз радног односа у Јавном предузећу „Пошта\nСрбије”, Београд (у даљем тексту:\nпослодавац), међусобни односи учесника\nовог колективног уговора и друга питања од\nзначаја за запослене и послодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 2.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_comments\">\u003Cp>Овај колективни уговор примењује се на\nсве запослене код послодавца.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 3.\u003C\u002Fh3>\n\n\u003Cp>Изузетно, од члана 2. овог колективног\nуговора, одредбе овог колективног уговора\nкојима се уређују зараде запослених, не\nпримењују се на пословодство послодавца.\u003C\u002Fp>\n\n\u003Ch2>II. УГОВОР О РАДУ\u003C\u002Fh2>\n\n\u003Cp>1. Закључивање\u003C\u002Fp>\n\n\u003Ch3>Члан 4.\u003C\u002Fh3>\n\n\u003Cp>Уговор о раду закључују запослени и\nдиректор Предузећа или запослени кога он\nовласти.\u003C\u002Fp>\n\n\u003Cp>2. Садржина\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialtxt\">\u003Ch3>Члан 5.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Поред елемената прописаних законом,\nуговор о раду садржи и друге елементе, у\nзависности од конкретног случаја, којима\nсе уређују дужина пробног рада и\nприправничког стажа и друга права и\nобавезе запосленог и послодавца, у складу\nса законом и овим колективним уговором.\u003C\u002Fp>\n\n\u003Cp>3. Измена уговорених услова рада\u003C\u002Fp>\n\n\u003Ch3>Члан 6.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може понудити запосленом\nизмену уговорених услова рада\nзакључивањем анекса уговора о раду, у\nслучајевима и по процедури утврђеној\nзаконом.\u003C\u002Fp>\n\n\u003Ch3>Члан 7.\u003C\u002Fh3>\n\n\u003Cp>Закључивање анекса, без достављања\nобавештења о понуди за закључивање истог,\nврши се у случајевима:\u003C\u002Fp>\n\n\u003Cp>1) када запослени то захтева (иницијатива\nзапосленог);\u003C\u002Fp>\n\n\u003Cp>2) измене правилника о организацији и\nсистематизацији послова којима се не\nмењају услови рада запосленог;\u003C\u002Fp>\n\n\u003Cp>3) измене личних података о запосленом или\nподатака о послодавцу.\u003C\u002Fp>\n\n\u003Ch3>Члан 8.\u003C\u002Fh3>\n\n\u003Cp>Ако је потребно да се одређени посао\nизврши без одлагања, запослени може бити\nпривремено премештен на друге\nодговарајуће послове на основу решења,\nнајдуже 45 радних дана (непрекидно или са\nпрекидима), у периоду од 12 месеци.\u003C\u002Fp>\n\n\u003Cp>У случају премештаја из става 1. овог\nчлана, запослени задржава основну зараду\nутврђену за посао с којег се премешта, ако\nје то повољније за запосленог.\u003C\u002Fp>\n\n\u003Ch3>Члан 9.\u003C\u002Fh3>\n\n\u003Cp>Запосленом се ако то захтева потреба\nпроцеса рада, може привремено или трајно\nпроменити место рада, само из оправданих\nразлога, уколико за одређене послове нема\nзапослених у месту рада или ближе месту\nрада.\u003C\u002Fp>\n\n\u003Cp>За случај из става 1. овог члана,\nпослодавац је дужан да води рачуна и о\nздравствено-социјалним условима у којима\nживи и ради запослени, могућностима\nредовног превоза и благовременог доласка\nна рад и одласка са рада, као и висини\nповећаних трошкова за послодавца и\nзапосленог, због промене места рада.\u003C\u002Fp>\n\n\u003Cp>4. Приправници\u003C\u002Fp>\n\n\u003Ch3>Члан 10.\u003C\u002Fh3>\n\n\u003Cp>Сa лицем које први пут заснива радни однос\nза занимање, за које је стекло одређени\nниво образовања, радни однос заснива се у\nсвојству приправника, ако је то као услов\nза рад на одређеним пословима утврђено\nправилником о организацији и\nсистематизацији послова.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeshipstxt\">\u003Ch3>Члан 11.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>С циљем припреме приправника за\nсамосталан рад, послодавац сачињава\nпрограм обуке и провере обучености\nприправника.\u003C\u002Fp>\n\n\u003Cp>Приправнички стаж траје најдуже:\u003C\u002Fp>\n\n\u003Cp>1) за приправнике са средњим образовањем,\nшест месеци;\u003C\u002Fp>\n\n\u003Cp>2) за приправнике са високим образовањем,\nдванаест месеци.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourstxt\">\u003Ch2>III. РАДНО ВРЕМЕ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>1. Распоред радног времена\u003C\u002Fp>\n\n\u003Ch3>Члан 12.\u003C\u002Fh3>\n\n\u003Cp>Распоред радног времена код послодавца, у\nоквиру радне недеље, утврђује се актом\nдиректора Предузећа или запосленог кога он\nовласти.\u003C\u002Fp>\n\n\u003Cp>Дневно радно време запослених, који раде\nса корисницима услуга у складу са\nтехнолошким процесом рада, обухвата:\u003C\u002Fp>\n\n\u003Cp>1) време потребно за припрему за рад;\u003C\u002Fp>\n\n\u003Cp>2) време рада са корисницима услуга;\u003C\u002Fp>\n\n\u003Cp>3) време по завршетку рада са корисницима\nуслуга;\u003C\u002Fp>\n\n\u003Cp>4) време потребно за обављање других\nактивности, одређених уговором о раду.\u003C\u002Fp>\n\n\u003Ch3>Члан 13.\u003C\u002Fh3>\n\n\u003Cp>Актом из члана 12. став 1. овог колективног\nуговора, посебно се регулише:\u003C\u002Fp>\n\n\u003Cp>1) организација и дужина трајања сменског\nи ноћног рада;\u003C\u002Fp>\n\n\u003Cp>2) рад у шестодневној радној недељи и\nтурнусу;\u003C\u002Fp>\n\n\u003Cp>3) коришћење и трајање дневног и недељног\nодмора за запослене, за које се врши\nпрерасподела радног времена.\u003C\u002Fp>\n\n\u003Cp>Рад у турнусу, у смислу става 1. овог члана,\nподразумева рад који запослени обавља у\nконтинуитету, по следећем распореду: 12\nчасова рада, 24 часа одмора, 12 часова рада, 48\nчасова одмора.\u003C\u002Fp>\n\n\u003Cp>2. Скраћено радно време\u003C\u002Fp>\n\n\u003Ch3>Члан 14.\u003C\u002Fh3>\n\n\u003Cp>На основу извршене процене ризика код\nпослодавца, у складу са законом, као радна\nместа са повећаним ризиком утврђена су\nрадна места на којима се обављају\nпослови:\u003C\u002Fp>\n\n\u003Cp>1) рад на висини, у смислу прописа о\nбезбедности и здрављу на раду;\u003C\u002Fp>\n\n\u003Cp>2) обезбеђења транспорта новца и\nвредносних пошиљака;\u003C\u002Fp>\n\n\u003Cp>3) возача на размени сигурносних кофера;\u003C\u002Fp>\n\n\u003Cp>4) пратника на размени сигурносних\nкофера;\u003C\u002Fp>\n\n\u003Cp>5) ауто-лакирера и фарбара;\u003C\u002Fp>\n\n\u003Cp>6) ложача на чврсто гориво.\u003C\u002Fp>\n\n\u003Ch3>Члан 15.\u003C\u002Fh3>\n\n\u003Cp>На основу извршене процене ризика на\nрадном месту и у радној околини, послодавац\nутврђује послове са повећаним ризиком и\nуслове за њихово обављање у погледу\nстручне спреме, дужине радног искуства,\nздравствене способности, година живота и\nдругих услова за рад на овим пословима.\u003C\u002Fp>\n\n\u003Ch3>Члан 16.\u003C\u002Fh3>\n\n\u003Cp>За обављање одређених послова на радном\nместу са повећаним ризиком, послодавац\nможе да утврди као меру за безбедан и здрав\nрад скраћено радно време, а дужина\nскраћеног радног времена утврђује се на\nоснову извршене процене ризика и стручне\nанализе службе медицине рада.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да у поступку\nдоношења акта о процени ризика ближе\nсагледа опасности и штетности којима су\nизложени или могу бити изложени запослени\nна радним местима на којима се обављају\nпослови:\u003C\u002Fp>\n\n\u003Cp>– на којима се рад обавља на висини,\u003C\u002Fp>\n\n\u003Cp>– ауто лакирера и фарбара,\u003C\u002Fp>\n\n\u003Cp>– обезбеђења транспорта новца и\nвредносних пошиљака,\u003C\u002Fp>\n\n\u003Cp>– возача на размени сигурносних кофера\nи\u003C\u002Fp>\n\n\u003Cp>– пратника на размени сигурносних\nкофера.\u003C\u002Fp>\n\n\u003Cp>Када се на радном месту појаве нове\nопасности или штетности, односно дође до\nпромене нивоа ризика у процесу рада, у\nпоступку измене или допуне акта о процени\nризика, послодавац може, да након извршене\nстручне анализе, као превентивну меру за\nбезбедан и здрав рад, утврди скраћено радно\nвреме.\u003C\u002Fp>\n\n\u003Cp>3. Прековремени рад\u003C\u002Fp>\n\n\u003Ch3>Члан 17.\u003C\u002Fh3>\n\n\u003Cp>Директор Предузећа и\u002Fили запослени кога\nон овласти, морају водити рачуна да се\nувођење прековременог рада врши\nравномерно за све извршиоце на истим или\nсличним пословима у оквиру организационе\nцелине.\u003C\u002Fp>\n\n\u003Cp>Решење о увођењу прековременог рада\nиздаје се најкасније у року од 72 часа од\nмомента наступања околности за увођење\nпрековременог рада.\u003C\u002Fp>\n\n\u003Cp>Послодавац ће на захтев репрезентативних\nсиндиката доставити извештај о оствареним\nпрековременим сатима.\u003C\u002Fp>\n\n\u003Cp>4. Прерасподела радног времена\u003C\u002Fp>\n\n\u003Ch3>Члан 18.\u003C\u002Fh3>\n\n\u003Cp>Прерасподела радног времена уводи се\nкада то захтева природа посла,\nорганизација рада, боље коришћење\nсредстава рада, рационалније коришћење\nрадног времена и извршење одређеног посла\nу утврђеним роковима.\u003C\u002Fp>\n\n\u003Cp>Прерасподела радног времена врши се на\nоснову одлуке директора Предузећа, односно\nлица које он овласти.\u003C\u002Fp>\n\n\u003Cp>Одлука из става 2. овог члана доноси се по\nправилу најмање седам календарских дана\nпре настанка потребе за прерасподелом\nрадног времена и мора да садржи:\u003C\u002Fp>\n\n\u003Cp>1) временски период за који се предвиђа\nпрерасподела радног времена;\u003C\u002Fp>\n\n\u003Cp>2) списак запослених на које се\nпрерасподела односи;\u003C\u002Fp>\n\n\u003Cp>3) период у којем ће радити краће, односно\nдуже од пуног радног времена.\u003C\u002Fp>\n\n\u003Cp>У случају прерасподеле радног времена\nрадно време не може да траје дуже од 60\nчасова недељно.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради у прерасподели, има\nправо на дневни одмор у оквиру 24 часа у\nнепрекидном трајању од 11 часова.\u003C\u002Fp>\n\n\u003Cp>Прерасподела радног времена, утврђена\nодлуком из ст. 2. и 3. овог члана, не везује се\nза календарску годину и може трајати\nнајдуже девет месеци.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaystxt\">\u003Ch2>IV. ОДМОРИ И ОДСУСТВА\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>1. Одмор у току дневног рада\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulestxt\">\u003Ch3>Члан 19.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослени који ради најмање шест часова\nдневно има право на одмор у току дневног\nрада у трајању од 30 минута.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради четири и дуже од\nчетири, а краће од шест часова дневно, има\nправо на одмор у току дневног рада у\nтрајању од 20 минута.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради дуже од 10 часова\nдневно у континуитету, има право на одмор у\nтоку дневног рада у трајању од једног\nчаса.\u003C\u002Fp>\n\n\u003Cp>2. Годишњи одмор\u003C\u002Fp>\n\n\u003Ch3>Члан 20.\u003C\u002Fh3>\n\n\u003Cp>Дужина годишњег одмора запосленог\nутврђује се тако, што се законски минимум\nувећава по следећим основама:\u003C\u002Fp>\n\n\u003Cp>1) ниво образовања за које је актом\nпослодавца утврђено:\u003C\u002Fp>\n\n\u003Cp>1.1. нижe образовање и оспособљеност за\nполуквалификованог и неквалификованог\nрадника – 1 радни дан,\u003C\u002Fp>\n\n\u003Cp>1.2. средње образовање и оспособљеност за\nквалификованог радника – 2 радна дана,\u003C\u002Fp>\n\n\u003Cp>1.3. високо образовање (укључујући и раније\nстечени виши степен стручне спреме) и\nоспособљеност за висококвалификованог\nрадника – 3 радна дана;\u003C\u002Fp>\n\n\u003Cp>2) допринос на раду – до 2 радна дана;\u003C\u002Fp>\n\n\u003Cp>3) дужина времена проведеног у радном\nодносу:\u003C\u002Fp>\n\n\u003Cp>3.1. од 5 до 10 година – 2 радна дана,\u003C\u002Fp>\n\n\u003Cp>3.2. више од 10 до 15 година – 3 радна дана,\u003C\u002Fp>\n\n\u003Cp>3.3. више од 15 до 20 година – 4 радна дана,\u003C\u002Fp>\n\n\u003Cp>3.4. преко 20 година – 6 радних дана;\u003C\u002Fp>\n\n\u003Cp>4) послови са повећаним ризиком из члана 14.\nовог колективног уговора – 3 радна дана;\u003C\u002Fp>\n\n\u003Cp>5) послови са повећаним напором:\u003C\u002Fp>\n\n\u003Cp>5.1. поштар I, поштар II и достављач – 2 радна\nдана,\u003C\u002Fp>\n\n\u003Cp>5.2. техничар за шалтерске послове I и\nтехничар за шалтерске послове II – 2 радна\nдана,\u003C\u002Fp>\n\n\u003Cp>5.3. техничар у пошти I, техничар у пошти II,\nтехничар у пошти III, техничар у пошти IV – 2\nрадна дана,\u003C\u002Fp>\n\n\u003Cp>5.4. управник који више од половине дневног\nрадног времена обавља послове поштара I,\nпоштара II и достављача или техничара за\nшалтерске послове I, техничара за шалтерске\nпослове II – 2 радна дана,\u003C\u002Fp>\n\n\u003Cp>5.5. помоћни радник I, помоћни радник II,\nпредрадник, квалификовани радник I,\nквалификовани радник II, квалификовани\nрадник III, високо квалификовани радник I,\nвисококвалификовани радник II, a који\nобављају послове: аутолимар, аутобравар,\nперач моторних возила, механичар,\nелектричар, тапетар и гумар – 2 радна\nдана,\u003C\u002Fp>\n\n\u003Cp>5.6. рад ноћу, суботом и недељом, утврђен\nпрема распореду радног времена – 1 радни\nдан;\u003C\u002Fp>\n\n\u003Cp>6) социјални статус:\u003C\u002Fp>\n\n\u003Cp>6.1. родитељ детета са сметњама у\nпсихофизичком развоју или утврђеним\nинвалидитетом – 2 радна дана,\u003C\u002Fp>\n\n\u003Cp>6.2. родитељ за свако дете до 15 година\nстарости – 1 радни дан,\u003C\u002Fp>\n\n\u003Cp>6.3. родитељ који има више од троје деце до\n15 година старости – 3 радна дана,\u003C\u002Fp>\n\n\u003Cp>6.4. самохрани родитељ са децом до 15 година\nстарости – 2 радна дана,\u003C\u002Fp>\n\n\u003Cp>6.5. запослена особа са инвалидитетом – 3\nрадна дана.\u003C\u002Fp>\n\n\u003Ch3>Члан 21.\u003C\u002Fh3>\n\n\u003Cp>Критеријуми из члана 20. овог колективног\nуговора примењују се кумулативно, с тим да\nзапослени има право на годишњи одмор\nнајдуже у трајању до 27 радних дана.\u003C\u002Fp>\n\n\u003Cp>Изузетно од става 1. овог члана, право на\nгодишњи одмор, најдуже у трајању до 30\nрадних дана, имају запослени:\u003C\u002Fp>\n\n\u003Cp>1) који раде на пословима из члана 14. и\nчлана 20. тачка 5) овог колективног уговора;\u003C\u002Fp>\n\n\u003Cp>2) који имају најмање 25 година (жене),\nодносно 30 (мушкарци) година времена\nпроведеног у радном односу;\u003C\u002Fp>\n\n\u003Cp>3) родитељи и запосленe особe са\nинвалидитетом из члана 20. тачка 6) овог\nколективног уговора.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на дванаестину\nгодишњег одмора, утврђеног на основу\nкритеријума из члана 20. овог колективног\nуговора и овог члана (сразмерни део) за\nсваки месец дана рада у календарској\nгодини у којој је засновао радни однос или\nу којој му престаје радни однос.\u003C\u002Fp>\n\n\u003Cp>3. План коришћења годишњих одмора\u003C\u002Fp>\n\n\u003Ch3>Члан 22.\u003C\u002Fh3>\n\n\u003Cp>У складу са потребама процеса рада, уз\nпретходну консултацију запослених,\nдиректор Предузећа или запослени кога он\nовласти, доноси крајем календарске године\nза наредну годину, план коришћења годишњих\nодмора запослених.\u003C\u002Fp>\n\n\u003Cp>Решења о коришћењу годишњих одмора\nзапослених, у складу са планом из става 1.\nовог члана, која доноси директор Предузећа\nили запослени кога он овласти, садрже све\nкритеријуме са стањем на дан доношења\nрешења за коришћење годишњих одмора, по\nкојима је запосленима утврђена дужина и\nвреме трајања годишњих одмора.\u003C\u002Fp>\n\n\u003Ch3>Члан 23.\u003C\u002Fh3>\n\n\u003Cp>Уколико се запосленом због потреба\nпроцеса рада измени решење о коришћењу\nгодишњег одмора у периоду до пет радних\nдана пре дана одређеног за коришћење\nгодишњег одмора, послодавац је у обавези да\nзапосленом надокнади све стварне трошкове\nкоје запослени трпи услед измене.\u003C\u002Fp>\n\n\u003Cp>Запослени је дужан да пружи доказ о\nстварним трошковима, ради остварења права\nна накнаду трошкова.\u003C\u002Fp>\n\n\u003Ch3>Члан 24.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да запосленом\nомогући коришћење годишњег одмора у складу\nса законом, а запослени не може да се\nодрекне права на годишњи одмор, нити му се\nто право може ускратити или заменити\nновчаном накнадом, осим у случају из става\n2. овог члана.\u003C\u002Fp>\n\n\u003Cp>У случају престанка радног односа\nзапосленог који није искористио годишњи\nодмор у целини или делимично, има право на\nновчану накнаду, уместо коришћења годишњег\nодмора, у висини просечне зараде у\nпретходних 12 месеци, сразмерно броју дана\nнеискоришћеног годишњег одмора.\u003C\u002Fp>\n\n\u003Cp>4. Плаћено одсуство\u003C\u002Fp>\n\n\u003Ch3>Члан 25.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на одсуство са рада\nуз накнаду зараде у току календарске\nгодине, у укупном трајању до седам радних\nдана у случају:\u003C\u002Fp>\n\n\u003Cp>1) склапања брака запосленог – 5 радних\nдана,\u003C\u002Fp>\n\n\u003Cp>2) склапања брака детета запосленог – 2\nраднa данa,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavetxt\">\u003Cp>3) рођење детета – 5 радних дана,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4) порођаја другог члана уже породице – 1\nрадни дан,\u003C\u002Fp>\n\n\u003Cp>5) полагање стручног или другог испита – 1\nрадни дан, а највише 5 радних дана у току\nједне календарске године,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativestxt\">\u003Cp>6) смрти родитеља, усвојиоца, брата или\nсестре брачног друга запосленог – 2 радна\nдана,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7) селидбе сопственог домаћинства на\nподручју истог насељеног места – 1 радни\nдан, а из једног у друго насељено место – 3\nрадна дана,\u003C\u002Fp>\n\n\u003Cp>8) санирање последица елементарне\nнепогоде на објекту становања – до 5 радних\nдана,\u003C\u002Fp>\n\n\u003Cp>9) учешће на културним, спортским и другим\nактивностима, које су од интереса за\nпослодавца – до 5 радних дана,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaretxt\">\u003Cp>10) теже болести члана уже породице – у\nукупном трајању до 7 радних дана,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>11) полагање свечане заклетве (отац и\nмајка) – 1 радни дан,\u003C\u002Fp>\n\n\u003Cp>12) полазак у први разред основне школе\nдетета запосленог – 1 радни дан,\u003C\u002Fp>\n\n\u003Cp>13) за обављање приватних послова, под\nусловом да је искористио годишњи одмор у\nцелости – 1 радни дан.\u003C\u002Fp>\n\n\u003Cp>Поред права на плаћено одсуство из става\n1. овог члана, запослени има право на\nодсуство са рада уз накнаду зараде у току\nкалендарске године, и у случају:\u003C\u002Fp>\n\n\u003Cp>1) смрти члана уже породице – 5 радних\nдана,\u003C\u002Fp>\n\n\u003Cp>2) сваког добровољног давања крви – 2\nузастопна дана, рачунајући и дан\nдобровољног давања крви.\u003C\u002Fp>\n\n\u003Cp>Одсуства са рада у случајевима из става 1.\nтачка 6) и става 2. овог члана, не урачунавају\nсе у укупан број радних дана плаћеног\nодсуства у току календарске године.\u003C\u002Fp>\n\n\u003Cp>У случају из става 1. тачка 7) овог члана,\nзапослени је дужан да у року од 15 дана од\nдана коришћења плаћеног одсуства, достави\nдоказ о пријављеној адреси пресељења.\u003C\u002Fp>\n\n\u003Cp>Запослени користи плаћено одсуство када\nнаступе случајеви из ст. 1. и 2. овог члана.\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице, у смислу овог\nчлана, сматрају се: брачни друг, деца, браћа,\nсестре, родитељи, усвојилац, усвојеник,\nстаратељ и друга лица која живе у\nзаједничком породичном домаћинству са\nзапосленим.\u003C\u002Fp>\n\n\u003Cp>Под тежом болешћу из става 1. тачка 10) овог\nчлана, подразумева се тежа болест\nдефинисана чланом 90. овог колективног\nуговора.\u003C\u002Fp>\n\n\u003Ch3>Члан 26.\u003C\u002Fh3>\n\n\u003Cp>Плаћено одсуство са рада може се\nзапосленом одобрити и ради:\u003C\u002Fp>\n\n\u003Cp>1) упућивања на образовање, оспособљавање\nи стручно усавршавање, ако је то у интересу\nпослодавца, најдуже у трајању до шест\nмесеци;\u003C\u002Fp>\n\n\u003Cp>2) регулисања права из пензијског и\nинвалидског осигурања, 30 радних дана\nнепосредно пре престанка радног односа;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavtxt\">\u003Cp>3) учествовања на семинарима у земљи и\nиностранству, које организује синдикат,\nрадно производним и спортским такмичењима\nкод послодавца, гране, делатности, која\nорганизује синдикат или послодавац, на\nизложбама иновација и других видова\nстваралаштва од интереса за послодавца и\nучествовања на спортским такмичењима\nдржавног и међународног карактера;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4) здравствено-превентивне\nрехабилитације по упуту послодавца – у\nдужини трајања рехабилитације (радни\nдани),\u003C\u002Fp>\n\n\u003Cp>5) за време трајања војне вежбе и\nодазивања на позив државног органа – у\nдужини трајања војне вежбе односно\nпозива,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativetxt\">\u003Cp>6) за време присуствовања седницама\nдржавних органа и организација, органа\nуправе и локалне самоуправе и органа\nсиндиката у својству члана – у дужини\nтрајања седница, укључујући време потребно\nза долазак и повратак са седнице.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5. Неплаћено одсуство\u003C\u002Fp>\n\n\u003Ch3>Члан 27.\u003C\u002Fh3>\n\n\u003Cp>Запосленом се може, уколико то не ремети\nпроцес рада и уколико за то постоје\nизузетни оправдани разлози, одобрити\nнеплаћено одсуство са рада у току\nкалендарске године, у случајевима:\u003C\u002Fp>\n\n\u003Cp>1) неге болесног члана уже породице – до\nгодину дана,\u003C\u002Fp>\n\n\u003Cp>2) изградње или поправке куће или стана,\nради решавања стамбеног питања – до шест\nмесеци,\u003C\u002Fp>\n\n\u003Cp>3) образовања, оспособљавања, усавршавања\nили специјализације за занимања која нису\nу делатности послодавца – до месец дана,\u003C\u002Fp>\n\n\u003Cp>4) оправдане посете болесним члановима\nуже породице који живе у земљи или\nиностранству – до шест месеци,\u003C\u002Fp>\n\n\u003Cp>5) завршавања личних и породичних послова\n– до шест месеци.\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице, у смислу овог\nчлана, сматрају се: брачни друг, деца, браћа,\nсестре, родитељи, усвојилац, усвојеник,\nстаратељ и друга лица која живе у\nзаједничком породичном домаћинству са\nзапосленим.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_comments_txt\">\u003Ch2>V. ЗАРАДЕ, НАКНАДЕ ЗАРАДА И ДРУГА\nПРИМАЊА\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>1. Зараде\u003C\u002Fp>\n\n\u003Ch3>Члан 28.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на одговарајућу\nзараду, у складу са законом, овим\nколективним уговором и уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Зараду у смислу става 1. овог члана чини\nзарада за обављени рад и време проведено на\nраду, зарада по основу доприноса\nзапосленог пословном успеху послодавца и\nдруга примања по основу радног односа, у\nскладу са овим колективним уговором и\nуговором о раду.\u003C\u002Fp>\n\n\u003Cp>Запослени остварује једнаку зараду за\nисти рад или рад исте вредности, који\nобавља код послодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 29.\u003C\u002Fh3>\n\n\u003Cp>Маса средстава за зараде запослених,\nутврђује се програмом пословања\nпослодавца, полазећи од елемената за\nодређивање зараде утврђених овим\nколективним уговором и финансијских\nрезултата пословања послодавца, уз\nсагласност Оснивача.\u003C\u002Fp>\n\n\u003Ch3>Члан 30.\u003C\u002Fh3>\n\n\u003Cp>Зарада се исплаћује запосленима два пута\nмесечно:\u003C\u002Fp>\n\n\u003Cp>1) од првог у месецу, аконтација зараде за\nпретходни месец;\u003C\u002Fp>\n\n\u003Cp>2) до 15. у месецу, коначан обрачун зараде за\nпретходни месец;\u003C\u002Fp>\n\n\u003Cp>Изузетно од става 1. тачка 2) овог члана,\nако је 15. у месецу нерадан дан, коначан\nобрачун зараде исплaћује се првог наредног\nрадног дана.\u003C\u002Fp>\n\n\u003Cp>1.1. Зарада запосленог за обављени рад и\nвреме проведено на раду\u003C\u002Fp>\n\n\u003Ch3>Члан 31.\u003C\u002Fh3>\n\n\u003Cp>Зарада за обављени рад и време проведено\nна раду састоји се од:\u003C\u002Fp>\n\n\u003Cp>1) основне зараде;\u003C\u002Fp>\n\n\u003Cp>2) дела зараде за радни учинак;\u003C\u002Fp>\n\n\u003Cp>3) увећане зараде.\u003C\u002Fp>\n\n\u003Cp>1.1.1. Основна зарада\u003C\u002Fp>\n\n\u003Ch3>Члан 32.*\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwagetxt\">\u003Cp>Основна зарада утврђује се по групама и\nнивоима (врстама) послова за пуно радно\nвреме и стандардни учинак, у складу са\nправилником о организацији и\nсистематизацији послова послодавца.*\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Основна зарада из става 1. овог члана,\nутврђује се на основу:*\u003C\u002Fp>\n\n\u003Cp>1. вредности радног часа у динарима;*\u003C\u002Fp>\n\n\u003Cp>2. коефицијента за сваки ниво посла у\nоквиру групе послова, утврђеног у\nзависности од сложености послова,\nодговорности, услова рада и стручне спреме\nкоја је услов за рад на одређеним\nпословима;*\u003C\u002Fp>\n\n\u003Cp>3. просечног месечног фонда од 174 радна\nчаса.*\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1_txt\">\u003Cp>Коефицијенти за сваки ниво посла у оквиру\nгрупе послова су:*\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_comments_txt\">\u003C\u002Fdiv>\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003C\u002Ftr>\u003Ctr>\u003Ctd rowspan=\"2\">Група послова*\u003C\u002Ftd>\n      \u003Ctd colspan=\"2\">Коефицијент за сваки ниво\n        послова*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>Ниво*\u003C\u002Ftd>\n      \u003Ctd>Коефицијент*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>1*\u003C\u002Ftd>\n      \u003Ctd>2*\u003C\u002Ftd>\n      \u003Ctd>3*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">01 – Помоћни послови*\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>1,236*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>1,473*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>1,566*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">02 – Послови квалификованог\n        радника*\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>1,705*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>1,782*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>1,900*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">03 – Послови возача*\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>1,839*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>1,916*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>2,055*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">04 – Послови доставе*\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>1,885*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>1,900*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>1,942*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">05 – Послови обезбеђења*\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>1,705*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>1,782*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>2,106*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">06 – Послови техничара*\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>1,900*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>1,942*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>1,988*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\">07 – Шалтерски послови*\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>1,900*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>2,009*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>2,225*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>04*\u003C\u002Ftd>\n      \u003Ctd>2,565*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"9\">08 – Послови управника поште*\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>2,009*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>2,106*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>2,117*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>04*\u003C\u002Ftd>\n      \u003Ctd>2,292*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>05*\u003C\u002Ftd>\n      \u003Ctd>2,410*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>06*\u003C\u002Ftd>\n      \u003Ctd>2,503*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>07*\u003C\u002Ftd>\n      \u003Ctd>2,936*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>08*\u003C\u002Ftd>\n      \u003Ctd>3,325*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>09*\u003C\u002Ftd>\n      \u003Ctd>3,400*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">09 – Послови\n        висококвалификованог радника*\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>1,942*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>2,096*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>2,137*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"5\">10 – Оперативно-технолошки\n        послови*\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>2,173*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>2,215*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>2,055*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>04*\u003C\u002Ftd>\n      \u003Ctd>2,292*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>05*\u003C\u002Ftd>\n      \u003Ctd>2,410*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\">11 – Послови прераде поштанских\n        пошиљака*\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>1,782*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>1,823*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>1,900*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>04*\u003C\u002Ftd>\n      \u003Ctd>2,055*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\">12 – Референтски послови*\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>2,110*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>2,225*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>2,340*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>04*\u003C\u002Ftd>\n      \u003Ctd>2,545*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"8\">13 – Високо стручни послови*\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>2,565*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>2,795*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>3,090*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>04*\u003C\u002Ftd>\n      \u003Ctd>3,325*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>05*\u003C\u002Ftd>\n      \u003Ctd>3,400*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>06*\u003C\u002Ftd>\n      \u003Ctd>3,410*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>07*\u003C\u002Ftd>\n      \u003Ctd>3,500*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>08*\u003C\u002Ftd>\n      \u003Ctd>4,000*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"4\">14 – Послови оперативног\n        руковођења*\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>3,175*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>3,410*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>3,630*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>04*\u003C\u002Ftd>\n      \u003Ctd>3,700*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">15 – Високо стручни\n        специјализовани послови од*\n\n        \u003Cp>посебног значаја*\u003C\u002Fp>\n\n        \u003Cp>16 – Послови тактичког руковођења*\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>3,420*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>4,100*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>4,600*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd rowspan=\"3\">\u003C\u002Ftd>\n      \u003Ctd>01*\u003C\u002Ftd>\n      \u003Ctd>4,800*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>02*\u003C\u002Ftd>\n      \u003Ctd>5,800*\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>03*\u003C\u002Ftd>\n      \u003Ctd>6,210*\u003C\u002Ftd>\u003C\u002Ftr>\u003Ctr>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>*Службени гласник РС, број 1\u002F2020\u003C\u002Fp>\n\n\u003Ch3>Члан 33.\u003C\u002Fh3>\n\n\u003Cp>Запослени, који је засновао радни однос\nкод послодавца у својству приправника,\nостварује 80% основне зараде послова за које\nје закључио уговор о раду, као и накнаду\nтрошкова и других примања у складу са овим\nколективним уговором и уговором о раду.\u003C\u002Fp>\n\n\u003Ch3>Члан 34.\u003C\u002Fh3>\n\n\u003Cp>Основна зарада посла, утврђена на основу\nчлана 32. овог колективног уговора, може се\nповећати запосленима који раде на\nпословима од посебног значаја за пословање\nпослодавца, у зависности од сложености\nрадних операција које доприносе\nуспешности пословања послодавца изнад\nстандардног нивоа, на основу кога је\nутврђена основна зарада посла.\u003C\u002Fp>\n\n\u003Cp>Директор Предузећа одлучује о повећању\nосновне зараде запосленог, о чему се\nзакључује анекс уговора о раду.\u003C\u002Fp>\n\n\u003Cp>Средства за повећање основних зарада\nисплаћују се из масе средстава издвојене\nза ове намене из средстава за зараде код\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 35.\u003C\u002Fh3>\n\n\u003Cp>Годишња маса средстава за зараде планира\nсе Програмом пословања Јавног предузећа\n„Пошта Србије”, Београд, за календарску\nгодину, а висина месечне вредности радног\nчаса утврђује се приликом расподеле, у\nскладу са динамиком расположиве масе\nсредстава за зараде, утврђене Програмом\nпословања, уз сагласност Оснивача.\u003C\u002Fp>\n\n\u003Cp>При доношењу Програма пословања Јавног\nпредузећа „Пошта Србије”, Београд, за\nкалендарску годину, репрезентативни\nсиндикати учествују у планирању масе\nсредстава за зараде и вредности радног\nчаса.\u003C\u002Fp>\n\n\u003Cp>1.1.2. Радни учинак\u003C\u002Fp>\n\n\u003Ch3>Члан 36.\u003C\u002Fh3>\n\n\u003Cp>Радни учинак запосленог утврђује се у\nзависности од обима и квалитета извршеног\nпосла и односа запосленог према радним\nобавезама, на основу стандарда, норматива\nрада и других мерила за утврђивање радног\nучинка.\u003C\u002Fp>\n\n\u003Cp>Стандарди, нормативи рада и друга мерила\nза утврђивање радног учинка, утврђују се уз\nучешће репрезентативних синдиката.\u003C\u002Fp>\n\n\u003Ch3>Члан 37.\u003C\u002Fh3>\n\n\u003Cp>Радни учинак запосленог утврђујe се\nкумулативном оценом обима који се може\nегзактно мерити и квалитета рада\nзапосленог као и односа запосленог према\nрадним обавезама.\u003C\u002Fp>\n\n\u003Cp>Обим рада запосленог, утврђује се месечно\nна основу:\u003C\u002Fp>\n\n\u003Cp>1) свих послова које је запослени извршио\nу одговарајућем месецу;\u003C\u002Fp>\n\n\u003Cp>2) искоришћености радног времена.\u003C\u002Fp>\n\n\u003Cp>Квалитет рада и однос запосленог према\nрадним обавезама у одговарајућем месецу,\nоцењује се на основу:\u003C\u002Fp>\n\n\u003Cp>1) квалитета извршеног посла, у складу са\nодговарајућим прописима, технолошким\nупутствима, стандардима, стручном\nметодологијом и издатим налозима;\u003C\u002Fp>\n\n\u003Cp>2) сложености извршених послова;\u003C\u002Fp>\n\n\u003Cp>3) стручности, креативности и иницијативе\nпри извршавању послова;\u003C\u002Fp>\n\n\u003Cp>4) одговорности у раду;\u003C\u002Fp>\n\n\u003Cp>5) поштовања рокова одређених за\nизвршавање послова;\u003C\u002Fp>\n\n\u003Cp>6) рационалног ангажовања запослених,\nсредстава рада, материјала и резервних\nделова;\u003C\u002Fp>\n\n\u003Cp>7) сарадње са осталим учесницима у процесу\nрада;\u003C\u002Fp>\n\n\u003Cp>8) тачности, односно броја грешака у\nодносу на обим извршених послова, односно\nрадних операција.\u003C\u002Fp>\n\n\u003Cp>Зарада запосленог, који оствари радни\nучинак изнад утврђеног стандарда,\nнорматива рада и других мерила за\nутврђивање радног учинка, може се увећати\nдо 20% у односу на основну зараду, а зарада\nзапосленог који оствари радни учинак испод\nутврђеног стандарда, норматива рада и\nдругих мерила за утврђивање радног учинка\nможе се умањити до 20% у односу на основну\nзараду.\u003C\u002Fp>\n\n\u003Cp>Запосленом, који се сагласи да поред\nсвојих, обавља и послове одсутног\nзапосленог на пословима доставе, увећава\nсе зарада до 30% у односу на основну зараду,\nпрема акту послодавца којим се уређује\nпоступак и начин за промену зараде и\nметодологији утврђеној по том основу.\u003C\u002Fp>\n\n\u003Cp>Репрезентативним синдикатима, на њихов\nзахтев, доставиће се подаци о промени\nзарада из ст. 4. и 5. овог члана.\u003C\u002Fp>\n\n\u003Cp>1.1.2.1. Зарада по основу доприноса\nзапосленог пословном успеху послодавца\u003C\u002Fp>\n\n\u003Ch3>Члан 38.\u003C\u002Fh3>\n\n\u003Cp>Директор Предузећа може за изузетне\nмесечне и годишње доприносе запослених у\nизвршавању радних задатака и пружању\nпоштанских и других услуга који су\nдопринели пословном успеху послодавца,\nисплатити део зараде, по наведеном основу,\nнајбољим запосленима код послодавца.\u003C\u002Fp>\n\n\u003Cp>Средства за повећање зарада у смислу\nстава 1. овог члана, обезбеђују се из\nнеискоришћеног дела средстава издвојених\nна основу члана 39. овог колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>1.1.3. Ограничење масе средстава за зараде\nпо основу повећања и промене основне\nзараде\u003C\u002Fp>\n\n\u003Ch3>Члан 39.\u003C\u002Fh3>\n\n\u003Cp>Средства за повећање основних зарада из\nчлана 34. и исплате дела зараде из члана 38.\nовог колективног уговора износе 1% месечне\nмасе средстава за основне зараде код\nпослодавца у оквиру масе средстава за\nзараде, утврђене Програмом пословања\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 40.\u003C\u002Fh3>\n\n\u003Cp>Укупно издвојена средства за увећање\nзарада по основу радног учинка из члана 37.\nовог колективног уговора износе 2% месечне\nмасе средстава за основне зараде\nорганизационог дела послодавца.\u003C\u002Fp>\n\n\u003Cp>1.1.4. Увећана зарада\u003C\u002Fp>\n\n\u003Ch3>Члан 41.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на увећану зараду,\nутврђену на основу члана 32. овог\nколективног уговора, и то:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetxt\">\u003Cp>1) за рад дужи од пуног радног времена\n(прековремени рад) – 45%;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) за рад на дан празника који је нерадни\nдан – 150%;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetxt\">\u003Cp>3) за рад ноћу – 45%;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetxt\">\u003Cp>4) за рад на дан недељног одмора – 15%;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5) двократни рад – 15%;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetxt\">\u003Cp>6) по основу времена проведеног на раду, за\nсваку пуну годину рада остварену у радном\nодносу – 0,4%.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>У случају да запослени стекне\nистовремено право на увећање зараде по\nвише основа, утврђених у ставу 1. овог члана,\nпроценат увећања не може бити нижи од збира\nпроцената увећања по сваком од основа.\u003C\u002Fp>\n\n\u003Cp>1.1.5. Учешће запослених у добити\u003C\u002Fp>\n\n\u003Ch3>Члан 42.\u003C\u002Fh3>\n\n\u003Cp>Запослени могу остварити учешће у делу\nдобити Послодавца, у складу са законом.*\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 29\u002F2019\u003C\u002Fp>\n\n\u003Ch3>Члан 43.\u003C\u002Fh3>\n\n\u003Cp>Део добити који је одлуком надлежног\nоргана о расподели добити, уз сагласност\nоснивача, опредељен за учешће запослених,\nдели се запосленима сразмерно времену\nпроведеном на раду код Послодавца у\nкалендарској години на коју се одлука о\nрасподели добити односи.*\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 29\u002F2019\u003C\u002Fp>\n\n\u003Ch3>Члан 44.\u003C\u002Fh3>\n\n\u003Cp>У расподели средстава за учешће\nзапослених из добити учествују и запослени\nкоји одсуствују са рада за време:\u003C\u002Fp>\n\n\u003Cp>– породиљског одсуства и одсуства са\nрада ради неге детета,\u003C\u002Fp>\n\n\u003Cp>– привремене спречености за рад због\nповреде на раду или професионалног обољења\nу складу са законом,\u003C\u002Fp>\n\n\u003Cp>– коришћења плаћеног одсуства у својству\nпредставника синдиката, ради обављања\nсиндикалне функције, код послодавца,\u003C\u002Fp>\n\n\u003Cp>од дана почетка коришћења одсуства *\u003C\u002Fp>\n\n\u003Cp>У расподели средстава из става 1. овог\nчлана, не учествују запослени за време\nтрајања привремене спречености за рад,\nпривременог удаљења са рада и плаћеног\nодсуства из чл. 25. и 26. овог колективног\nуговора, сразмерно времену трајања\nодсуства.\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 29\u002F2019\u003C\u002Fp>\n\n\u003Cp>2. Накнада зараде\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaystxt\">\u003Ch3>Члан 45.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на накнаду зараде,\nкоја се исплаћује на терет послодавца, за\nвреме одсуствовања са рада због привремене\nспречености за рад до 30 дана, и то:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspaytxt\">\u003Cp>1) у висини 75% просечне зараде запосленог\nостварене у претходних 12 месеци пре месеца\nу којем је наступила привремена спреченост\nза рад, проузрокована болешћу или повредом\nван рада;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypaytxt\">\u003Cp>2) у висини 100% просечне зараде запосленог\nостварене у претходних 12 месеци пре месеца\nу којем је наступила привремена спреченост\nза рад, ако је проузрокована:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.1. повредом на раду или професионалном\nболешћу,\u003C\u002Fp>\n\n\u003Cp>2.2. малигним оболењем,\u003C\u002Fp>\n\n\u003Cp>2.3. у другим случајевима, када је то\nутврђено посебним прописима.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 46.\u003C\u002Fh3>\n\n\u003Cp>За случај неблаговремености у исплати\nнакнада зарада, које се запосленима\nобезбеђују из средстава органа надлежног\nза здравствено осигурање или другог\nнадлежног органа, послодавац може по\nисплати зарада запосленима за текући\nмесец, исплатити и накнаде зарада које се\nобезбеђују из средстава тог органа због:\u003C\u002Fp>\n\n\u003Cp>1) породиљског одсуства и одсуства са рада\nради неге детета у складу са законом и то од\nпочетка коришћења одсуства, ако прописима\nније другачије одређено;\u003C\u002Fp>\n\n\u003Cp>2) добровољног давања ткива и органа;\u003C\u002Fp>\n\n\u003Cp>3) неге болесног детета млађег од три\nгодине, од првог дана спречености за рад;\u003C\u002Fp>\n\n\u003Cp>4) болести запосленог преко 30 дана;\u003C\u002Fp>\n\n\u003Cp>5) одржавања трудноће преко 30 дана.\u003C\u002Fp>\n\n\u003Cp>За случај исплате накнаде зараде на начин\nутврђен у ставу 1. овог члана, послодавац\nподноси органу надлежном за здравствено\nосигурање или другом надлежном органу\nзахтев за рефундирање исплаћених\nсредстава, ако прописима није другачије\nодређено.\u003C\u002Fp>\n\n\u003Ch3>Члан 47.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на накнаду зараде у\nвисини просечне зараде запосленог\nостварене у претходних 12 месеци, у следећим\nслучајевима:\u003C\u002Fp>\n\n\u003Cp>1) за време одсуства са рада на дан\nдржавног и верског празника који је\nнерадни дан;\u003C\u002Fp>\n\n\u003Cp>2) за дане коришћења годишњег одмора;\u003C\u002Fp>\n\n\u003Cp>3) за дане коришћења плаћеног одсуства из\nчл. 25, 26. и 133. овог колективног уговора;\u003C\u002Fp>\n\n\u003Cp>4) у другим случајевима, у складу са\nзаконским прописима.\u003C\u002Fp>\n\n\u003Ch3>Члан 48.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на накнаду зараде у\nвисини 80% просечне зараде запосленог,\nостварене у претходних 12 месеци за време\nпрекида рада до којег је дошло наредбом\nнадлежног државног органа или надлежног\nоргана послодавца, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>3. Накнада трошкова\u003C\u002Fp>\n\n\u003Cp>3.1. Превоз на рад и у вези са радом\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetxt\">\u003Ch3>Члан 49.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>У градовима и местима у којима постоји\nорганизовани јавни превоз, запослени имају\nправо на месечну претплатну карту у јавном\nсаобраћају, за долазак на рад и одлазак са\nрада или на новчани износ у висини месечне\nпретплатне карте у јавном саобраћају,\nпрема релацији коју користе за долазак на\nрад и одлазак са рада најкраћим путем,\nуколико је место њиховог становања удаљено\nод места рада три и више међустаница или\nвише од једног километра најкраћим путем.\u003C\u002Fp>\n\n\u003Ch3>Члан 50.\u003C\u002Fh3>\n\n\u003Cp>Запосленима, који од места становања до\nместа рада немају организовани јавни\nпревоз за долазак на рад и одлазак са рада,\nкао и запосленима који због распореда\nрадног времена не могу користити\nорганизовани јавни превоз, накнадиће се\nтрошкови превоза највише у висини трошкова\nпревоза за релације у истом подручју\n(независно од висине субвенционисаних\nтрошкова јавних превозника), које су по\nдужини приближно једнаке удаљености места\nстановања и места рада запослених, уколико\nпослодавац није организовао превоз\nзапослених.\u003C\u002Fp>\n\n\u003Ch3>Члан 51.\u003C\u002Fh3>\n\n\u003Cp>Запослени који у току рада у извршавању\nпослова користе јавни превоз за који не\nмогу да користе месечну претплатну карту\n(која им се обезбеђује за долазак на рад и\nодлазак са рада), остварују право на\nнакнаду за повећане трошкове превоза, у\nвисини стварних трошкова, уз правдање\nкартама за превоз.\u003C\u002Fp>\n\n\u003Cp>Право на накнаду трошкова превоза на\nоснову става 1. овога члана, утврђује се на\nоснову података о:\u003C\u002Fp>\n\n\u003Cp>1) ангажовању запослених за извршавање\nпослова, који захтевају коришћење\nсредстава јавног превоза;\u003C\u002Fp>\n\n\u003Cp>2) доставном рејону, за који се користи\nпревоз (путни лист поштоноше и сл.).\u003C\u002Fp>\n\n\u003Ch3>Члан 52.\u003C\u002Fh3>\n\n\u003Cp>Запосленима који у току рада у извршавању\nпослова остварују право на накнаду за\nповећане трошкове превоза, а који од места\nстановања до места рада немају\nорганизовани јавни превоз за долазак на\nрад и одлазак са рада или због распореда\nрадног времена не могу користити\nорганизовани јавни превоз, право на\nнакнаду трошкова превоза утврђује се на\nоснову података о висини трошкова превоза\nза релације у истом подручју, које су по\nдужини приближно једнаке удаљености места\nстановања и места рада запослених, уколико\nпослодавац није организовао превоз\nзапослених.\u003C\u002Fp>\n\n\u003Cp>Податке о увећаним трошковима превоза\nприбављаће надлежни организациони делови\nПредузећа.\u003C\u002Fp>\n\n\u003Ch3>Члан 53.\u003C\u002Fh3>\n\n\u003Cp>Запосленом, коме је послодавац обезбедио\nслужбени аутомобил или друго превозно\nсредство за долазак и одлазак са рада, не\nприпада право на накнаду трошкова превоза\nза долазак и одлазак са рада.\u003C\u002Fp>\n\n\u003Ch3>Члан 54.\u003C\u002Fh3>\n\n\u003Cp>Запосленом који при вршењу доставе\nпоштанских пошиљака користи сопствено\nпревозно средство припада накнада на име\nтрошкова горива, редовног и инвестиционог\nодржавања и амортизације, која се\nобрачунава на цену безоловног моторног\nбензина по пређеном километру, и то за:\u003C\u002Fp>\n\n\u003Cp>1) бицикл 2,5% цене литра безоловног\nмоторног бензина,\u003C\u002Fp>\n\n\u003Cp>2) мопед или мотоцикл 7% цене литра\nбезоловног моторног бензина,\u003C\u002Fp>\n\n\u003Cp>3) путнички аутомобил 12% цене литра\nбезоловног моторног бензина.\u003C\u002Fp>\n\n\u003Ch3>Члан 55.\u003C\u002Fh3>\n\n\u003Cp>Запослене особе са инвалидитетом, који\nзбог здравственог стања не могу да користе\nјавни превоз за долазак на рад и одлазак са\nрада, већ користе сопствено моторно возило,\nимају право на накнаду трошкова превоза за\nдане проведене на раду, према релацији коју\nкористе најкраћим путем, по пређеном\nкилометру у висини 15% цене литра погонског\nгорива које користе, без обзира на\nудаљеност места њиховог становања и места\nрада.\u003C\u002Fp>\n\n\u003Cp>3.2. Службени пут\u003C\u002Fp>\n\n\u003Cp>3.2.1. Службени пут у земљи\u003C\u002Fp>\n\n\u003Ch3>Члан 56.\u003C\u002Fh3>\n\n\u003Cp>Под службеним путем у земљи подразумева\nсе пут, који је на основу налога за службени\nпут извршио запослени у обављању послова у\nиме и за рачун послодавца, изван свог места\nрада, уколико је место у које путује\nзапослени удаљено од седишта\nорганизационог дела у коме је запослени\nраспоређен (радна јединица, функција, пошта\nи др.) више од 50 km најкраћим путем.\u003C\u002Fp>\n\n\u003Cp>3.2.1.1. Дневница\u003C\u002Fp>\n\n\u003Ch3>Члан 57.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на накнаду трошкова\nза исхрану (дневницу) за време проведено на\nслужбеном путу у земљи, који непрекидно\nтраје најдуже 15 дана, у висини неопорезивог\nизноса утврђеног актом надлежног органа.\u003C\u002Fp>\n\n\u003Cp>На основу налога за службени пут који\nтраје више од једног дана, запослени може\nдобити аконтацију трошкова.\u003C\u002Fp>\n\n\u003Cp>После 15 дана проведених на службеном\nпуту, запосленом се уместо дневница\nисплаћује накнада за рад на терену.\u003C\u002Fp>\n\n\u003Ch3>Члан 58.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на дневницу за дане\nпроведене на службеном путу, на основу\nпутног налога за радне дане и нерадне дане\n(који су као нерадни дани утврђени на\nоснову закона), од момента поласка\nпревозног средства из места рада (адреса\nорганизационог дела у коме запослени\nобавља послове), до момента повратка у то\nместо рада.\u003C\u002Fp>\n\n\u003Ch3>Члан 59.\u003C\u002Fh3>\n\n\u003Cp>За време проведено на службеном путу,\nзапослени има право на:\u003C\u002Fp>\n\n\u003Cp>1) пуну дневницу:\u003C\u002Fp>\n\n\u003Cp>1.1. за сваких 24 часа,\u003C\u002Fp>\n\n\u003Cp>1.2. за остатак времена дужи од 12 часова,\u003C\u002Fp>\n\n\u003Cp>1.3. за време мање од 24, а дуже од 12 часова;\u003C\u002Fp>\n\n\u003Cp>2) пола дневнице:\u003C\u002Fp>\n\n\u003Cp>2.1. за време мање од 12, а дуже од 8 часова,\u003C\u002Fp>\n\n\u003Cp>2.2. за остатак времена дужи од 8 часова, ако\nје пут трајао више дана.\u003C\u002Fp>\n\n\u003Ch3>Члан 60.\u003C\u002Fh3>\n\n\u003Cp>Запосленом не припада дневница ако је\nвреме проведено на службеном путу трајало\nмање од осам часова.\u003C\u002Fp>\n\n\u003Ch3>Члан 61.\u003C\u002Fh3>\n\n\u003Cp>Запосленом на службеном путу припада\nдневница у висини:\u003C\u002Fp>\n\n\u003Cp>1) 100%, ако му није обезбеђена исхрана;\u003C\u002Fp>\n\n\u003Cp>2) 70%, ако му је обезбеђено преноћиште са\nдоручком;\u003C\u002Fp>\n\n\u003Cp>3) 50%, ако му је обезбеђена исхрана на бази\nполупансиона.\u003C\u002Fp>\n\n\u003Cp>3.2.1.2. Трошкови преноћишта\u003C\u002Fp>\n\n\u003Ch3>Члан 62.\u003C\u002Fh3>\n\n\u003Cp>За време службеног пута у земљи,\nзапослени има право на накнаду трошкова\nпреноћишта, ако му на службеном путу није\nобезбеђено преноћиште.\u003C\u002Fp>\n\n\u003Cp>Трошкови преноћишта признају се у целини\nпрема приложеном рачуну, осим трошкова\nноћења у објекту – хотел са пет звездица,\nкоји се признају у висини коју утврђује\nдиректор Предузећа или запослени кога он\nовласти.\u003C\u002Fp>\n\n\u003Cp>Трошкови за преноћиште исплаћују се по\nрачуну.\u003C\u002Fp>\n\n\u003Ch3>Члан 63.\u003C\u002Fh3>\n\n\u003Cp>Запосленима који не оправдају преноћиште\nрачуном, као и запосленима којима се с\nобзиром на ноћни рад и време поласка из\nместа рада и повратка у место рада мора\nобезбедити одмор, исплаћују се трошкови за\nпреноћиште у висини 50% од утврђеног износа\nдневнице.\u003C\u002Fp>\n\n\u003Cp>3.2.1.3. Путни трошкови\u003C\u002Fp>\n\n\u003Ch3>Члан 64.\u003C\u002Fh3>\n\n\u003Cp>За време службеног пута у земљи,\nзапослени има право на накнаду путних\nтрошкова у целини, према приложеном\nрачуну.\u003C\u002Fp>\n\n\u003Cp>Запосленом се признају и трошкови\nрезервације места, приликом куповине карте\nза превоз.\u003C\u002Fp>\n\n\u003Ch3>Члан 65.\u003C\u002Fh3>\n\n\u003Cp>Запосленом упућеном на службени пут, може\nсе одобрити коришћење: службеног возила,\nвоза, аутобуса и сопственог возила, а\nизузетно и авионског превоза или коришћење\nспаваћих кола.\u003C\u002Fp>\n\n\u003Cp>У налогу за службени пут, обавезно се\nназначава врста превозног средства.\u003C\u002Fp>\n\n\u003Ch3>Члан 66.\u003C\u002Fh3>\n\n\u003Cp>Запослени, коме је у налогу за службени\nпут назначено да приликом путовања користи\nсопствени аутомобил као превозно средство,\nима право на трошкове у висини 12% цене литра\nпогонског горива возила које користи по\nпређеном километру.\u003C\u002Fp>\n\n\u003Cp>О оправданости коришћења возила на\nоснову става 1. овога члана, одлучује\nзапослени овлашћен за издавање налога за\nслужбени пут.\u003C\u002Fp>\n\n\u003Ch3>Члан 67.\u003C\u002Fh3>\n\n\u003Cp>На основу решења о привременом\nпремештају, који траје дуже од пет радних\nдана, запослени може добити аконтацију\nтрошкова превоза, за текући месец, до\nвисине неопорезивог износа.\u003C\u002Fp>\n\n\u003Cp>Најкасније у року од три радна дана, од\nдана повратка са привременог премештаја,\nзапослени је дужан да поднесе обрачун\nтрошкова превоза за који је остварио\nправо.\u003C\u002Fp>\n\n\u003Cp>Ако се обрачун трошкова превоза за\nпривремени премештај не поднесе у року из\nстава 2. овог члана, запослени је дужан да\nцелокупан износ аконтације врати из\nзараде, приликом наредне исплате.\u003C\u002Fp>\n\n\u003Cp>3.2.1.4. Остали трошкови на службеном путу\u003C\u002Fp>\n\n\u003Ch3>Члан 68.\u003C\u002Fh3>\n\n\u003Cp>Поред дневнице, запосленом на службеном\nпуту припада и накнада трошкова на име\nпоштанских, телефонских услуга и других\nтрошкова неопходних у извршавању послова,\nкоје је запослени за време службеног пута\nучинио, ради обављања посла због којег је\nупућен на службени пут.\u003C\u002Fp>\n\n\u003Cp>Трошкови из става 1. овога члана,\nнакнађују се запосленом, уз прилагање\nоригиналне документације о плаћеним\nизносима.\u003C\u002Fp>\n\n\u003Ch3>Члан 69.\u003C\u002Fh3>\n\n\u003Cp>Запосленом се на службеном путу посебно\nнакнађују трошкови: превоза личног пртљага\nи пренос службеног материјала веће тежине\n(јавним превозом или таксијем), уколико је\nто одобрено налогом за службени пут.\u003C\u002Fp>\n\n\u003Ch3>Члан 70.\u003C\u002Fh3>\n\n\u003Cp>Запослени који учествују на такмичењима\nиз члана 26. став 1. тачка 3) овог колективног\nуговора, имају право на накнаду трошкова\nпреноћишта и путних трошкова, које\nостварују у висини, под условима и на начин,\nпод којима те накнаде остварују запослени\nна службеном путу у земљи.\u003C\u002Fp>\n\n\u003Cp>3.2.1.5. Налог за службени пут\u003C\u002Fp>\n\n\u003Ch3>Члан 71.\u003C\u002Fh3>\n\n\u003Cp>Налог за службени пут и оверу путног\nобрачуна, по завршетку службеног пута,\nиздаје и врши директор Предузећа, односно\nлице које он овласти – за директоре\nорганизационих делова, а за запослене у\nорганизационом делу – директор тог\nорганизационог дела.\u003C\u002Fp>\n\n\u003Ch3>Члан 72.\u003C\u002Fh3>\n\n\u003Cp>По завршетку службеног пута, а најкасније\nу року од три радна дана од дана повратка са\nслужбеног пута, запослени је дужан да\nподнесе обрачун трошкова службеног пута,\nна основу кога остварује право на накнаду\nтрошкова.\u003C\u002Fp>\n\n\u003Cp>Ако се обрачун трошкова за службени пут\nне поднесе у року из става 1. овог члана,\nзапослени који је добио аконтацију\nтрошкова на основу члана 57. став 2. овог\nколективног уговора, дужан је да целокупан\nизнос аконтације врати из зараде, приликом\nнаредне исплате.\u003C\u002Fp>\n\n\u003Cp>3.2.2. Службени пут у иностранство\u003C\u002Fp>\n\n\u003Ch3>Члан 73.\u003C\u002Fh3>\n\n\u003Cp>За време проведено на службеном путу у\nиностранству запослени има право на\nдневницу и друге трошкове у износу и под\nусловима, које утврђује надлежни државни\nорган, а који се примењују за запослене у\nдржавним органима.\u003C\u002Fp>\n\n\u003Cp>О потреби и трајању службеног пута\nзапосленог у иностранство, одлучује\nдиректор Предузећа на предлог директора\nорганизационог дела.\u003C\u002Fp>\n\n\u003Cp>Решење о упућивању на службени пут у\nиностранство доноси директор Предузећа,\nодносно лице које он овласти.\u003C\u002Fp>\n\n\u003Ch3>Члан 74.\u003C\u002Fh3>\n\n\u003Cp>Запослени који је службено путовао у\nиностранство, дужан је да најкасније у року\nод пет радних дана по повратку са службеног\nпута, поднесе путни обрачун са извештајем\nдиректору Предузећа.\u003C\u002Fp>\n\n\u003Cp>Уз обрачун путних трошкова прилажу се и\nрачуни о свим издацима.\u003C\u002Fp>\n\n\u003Cp>Путни обрачун и извештај морају бити\nпотписани од запосленог који је обавио\nслужбени пут, потврђени од директора\nорганизационог дела и оверени од стране\nдиректора Предузећа.\u003C\u002Fp>\n\n\u003Cp>Ако се обрачун путних трошкова не поднесе\nу року и на начин утврђен у ст. 1, 2. и 3. овог\nчлана, запослени се позива да одмах врати\nцелокупан износ примљене аконтације за\nслужбени пут.\u003C\u002Fp>\n\n\u003Cp>3.3. Рад на терену\u003C\u002Fp>\n\n\u003Ch3>Члан 75.\u003C\u002Fh3>\n\n\u003Cp>За време боравка и рада на терену\nзапослени, уколико му није обезбеђена\nисхрана, има право на накнаду за трошкове\nисхране у висини од 60% дневнице из члана 57.\nовог колективног уговора, ако на терену\nпроведе најмање осам часова дневно.\u003C\u002Fp>\n\n\u003Ch3>Члан 76.\u003C\u002Fh3>\n\n\u003Cp>У време проведено на терену, урачунава се\nи време потребно за одлазак до места рада и\nповратак са места рада.\u003C\u002Fp>\n\n\u003Cp>Накнада за рад на терену припада за радне\nдане за време боравка и рада на терену и за\nвреме недељног одмора и државних и других\nпразника који су нерадни дани.\u003C\u002Fp>\n\n\u003Ch3>Члан 77.\u003C\u002Fh3>\n\n\u003Cp>За време рада на терену, запослени има\nправо на путне трошкове, према приложеном\nрачуну, чија се врста утврђује при\nупућивању на теренски рад.\u003C\u002Fp>\n\n\u003Cp>Запосленом упућеном на рад на терену,\nможе се одобрити коришћење службеног\nвозила, воза, аутобуса и сопственог\nвозила.\u003C\u002Fp>\n\n\u003Ch3>Члан 78.\u003C\u002Fh3>\n\n\u003Cp>За време рада на терену, запослени има\nправо на трошкове преноћишта, под условима\nутврђеним у чл. 62. и 63. овог колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>3.4. Накнада за исхрану у току рада\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvoucherstxt\">\u003Ch3>Члан 79.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>Запослени има право на накнаду трошкова\nза месечну исхрану у току рада у висини од\n4.380,00 динара (словима:\nчетирихиљадетристотинеосамдесетдинара).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Накнада трошкова за месечну исхрану у\nтоку рада исплаћује се запосленом\nсразмерно броју дана проведених на раду.\u003C\u002Fp>\n\n\u003Cp>3.5. Регрес за коришћење годишњег одмора\u003C\u002Fp>\n\n\u003Ch3>Члан 80.*\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на регрес за\nкоришћење годишњег одмора у висини од 17.112,00\nдинара (словима:\nседамнаестхиљадастодванаестдинара).*\u003C\u002Fp>\n\n\u003Cp>Право на пун износ из става 1. овог члана\nприпада запосленом који има право на\nгодишњи одмор у трајању од најмање 20 радних\nдана.*\u003C\u002Fp>\n\n\u003Cp>Запослени који има право на годишњи одмор\nу трајању краћем од 20 радних дана, има право\nна сразмеран део регреса за коришћење\nгодишњег одмора.*\u003C\u002Fp>\n\n\u003Cp>Припадајући износ регреса исплаћује се\nмесечно у износу од по 1.426,00 динара (словима:\nхиљадучетиристотинедвадесетшестдинара).*\u003C\u002Fp>\n\n\u003Cp>Коначан обрачун регреса, на годишњем\nнивоу, утврђује се и исплаћује запосленом\nуз зараду за месец децембар текуће\nгодине.*\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 1\u002F2020\u003C\u002Fp>\n\n\u003Cp>4. Друга примања\u003C\u002Fp>\n\n\u003Ch3>Члан 81.\u003C\u002Fh3>\n\n\u003Cp>Под условима утврђеним овим колективним\nуговором, запослени има право на друга\nпримања, и то:\u003C\u002Fp>\n\n\u003Cp>1) накнаду за одвојени живот од породице;\u003C\u002Fp>\n\n\u003Cp>2) отпремнину при одласку у пензију;\u003C\u002Fp>\n\n\u003Cp>3) солидарну помоћ;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytxt\">\u003Cp>4) накнаду трошкова погребних услуга у\nслучају смрти члана уже породице, а\nчлановима уже породице у случају смрти\nзапосленог;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5) јубиларну награду;\u003C\u002Fp>\n\n\u003Cp>6) новогодишњи поклон за децу.\u003C\u002Fp>\n\n\u003Ch3>Члан 82.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да колективно\nосигура све запослене под једнаким\nусловима, за случај смрти или инвалидности\nнастале због повреде на раду.\u003C\u002Fp>\n\n\u003Cp>Послодавац може, у складу са финансијским\nмогућностима и Програмом пословања\nзапосленима уплаћивати премију за\nдобровољно додатно пензијско осигурање,\nколективно осигурање од последица незгода\nи колективно осигурање за случај:\u003C\u002Fp>\n\n\u003Cp>1) смрти и инвалидности настале због\nповреде ван рада;\u003C\u002Fp>\n\n\u003Cp>2) неопходних хируршких интервенција као\nпоследица болести;\u003C\u002Fp>\n\n\u003Cp>3) лечења тежих болести;\u003C\u002Fp>\n\n\u003Cp>4) насталих последица услед болести.\u003C\u002Fp>\n\n\u003Cp>У преговорима о колективном осигурању\nзапослених код послодавца учествују и\nрепрезентативни синдикати.\u003C\u002Fp>\n\n\u003Cp>4.1. Одвојени живот од породице\u003C\u002Fp>\n\n\u003Ch3>Члан 83.\u003C\u002Fh3>\n\n\u003Cp>Право на накнаду за одвојени живот од\nпородице има запослени, који је због\nпотреба процеса рада упућен у друго место\nрада, под условом:\u003C\u002Fp>\n\n\u003Cp>1) да живи одвојено од уже породице (брачни\nдруг и деца);\u003C\u002Fp>\n\n\u003Cp>2) да му у другом месту рада није решено\nстамбено питање за чланове уже породице;\u003C\u002Fp>\n\n\u003Cp>3) да због удаљености места рада не може\nсвакодневно да се враћа у место сталног\nборавка.\u003C\u002Fp>\n\n\u003Ch3>Члан 84.\u003C\u002Fh3>\n\n\u003Cp>Месечна накнада за одвојени живот од\nпородице исплаћује се запосленом у висини\n50% просечне месечне зараде исплаћене у\nпретходна три месеца у Републици Србији.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду за\nодвојени живот од породице само док због\nрада живи одвојено од породице.\u003C\u002Fp>\n\n\u003Cp>4.2. Отпремнина при одласку у пензију\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch3>Члан 85.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослени има право на отпремнину при\nодласку у пензију – у висини три просечне\nмесечне зараде, исплаћене код послодавца, у\nскладу са чланом 93. овог колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>4.3. Солидарна помоћ\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelativestxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfundtxt\">\u003Ch3>Члан 86.\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Солидарна помоћ се остварује из\nсредстава Послодавца, у следећим\nслучајевима:\u003C\u002Fp>\n\n\u003Cp>1) теже или дуже болести запосленог – у\nвисини једне месечне зараде, по правилу\nједном у току лечења, по процени надлежне\nслужбе за социјалну заштиту и у зависности\nод расположивих финансијских средстава\nопредељених Програмом пословања\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>2) теже болести члана уже породице\nзапосленог – у висини једне половине\nмесечне зараде, по правилу једном у току\nлечења, по процени надлежне службе за\nсоцијалну заштиту и у зависности од\nрасположивих финансијских средстава\nопредељених Програмом пословања\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>3) хитне набавке медицинско-техничких\nпомагала за запосленог и члана уже\nпородице запосленог, која се надокнађују\nна терет органа надлежног за здравствено\nосигурање – у висини цене\nмедицинско-техничког помагала по рачуну,\nуз обавезу запосленог да по добијању\nсредстава од надлежног органа, иста уплати\nна рачун послодавца;\u003C\u002Fp>\n\n\u003Cp>4) смрти запосленог, чланова његове уже\nпородице, као и смрти запосленог који није\nимао чланове уже породице, а живео је у\nзаједничком породичном домаћинству са\nродитељима – помоћ у висини једне месечне\nзараде;\u003C\u002Fp>\n\n\u003Cp>5) ублажавања последица елементарних\nнепогода или ванредних догађаја на објекту\nстановања, уколико штета коју је претрпео\nзапослени износи најмање две месечне\nзараде – у висини највише до 10 месечних\nзарада, на основу извештаја и предлога\nкомисије за утврђивање штете, образоване\nод стране директора Предузећа, у чијем\nсаставу је и по један представник\nрепрезентативних синдиката;\u003C\u002Fp>\n\n\u003Cp>6) стерилитета запосленог и\u002Fили брачног\nдруга који захтевају сложене третмане који\nне падају на терет органа надлежног за\nздравствено осигурање – у висини једне\nмесечне зараде, а највише три пута у току\nлечења;\u003C\u002Fp>\n\n\u003Cp>7) рођењa детета у висини једне месечне\nзараде код послодавца, с тим да право на\nпомоћ има запослена мајка за свако рођено\nдете, али не и отац детета уколико су обоје\nзапослени код послодавца, а отац детета,\nуколико мајка не ради код послодавца;\u003C\u002Fp>\n\n\u003Cp>8) усвојења детета, у висини једне месечне\nзараде код послодавца, с тим да право на\nпомоћ има запослена мајка за свако\nусвојено дете, али не и отац детета уколико\nсу обоје запослени код послодавца, а отац\nдетета, уколико мајка не ради код\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>9) здравствено-превентивне\nрехабилитације запослених на основу\nстручне анализе надлежне службе за\nсоцијалну заштиту – у висини трошкова\nрехабилитације;\u003C\u002Fp>\n\n\u003Cp>10) у другим случајевима на основу стручне\nанализе надлежне службе за социјалну\nзаштиту – у висини једне половине месечне\nзараде.\u003C\u002Fp>\n\n\u003Cp>Под трошковима рехабилитације из тачке 9)\nовог члана, подразумевају се услуге\nсмештаја, исхране и медицинске услуге\nрехабилитационог центра.\u003C\u002Fp>\n\n\u003Ch3>Члан 86а*\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да планира и\nзапосленом исплати солидарну помоћ, ради\nублажавања неповољног материјалног\nположаја, под условом да за то има\nобезбеђена финансијска средства.*\u003C\u002Fp>\n\n\u003Cp>Право на солидарну помоћ из става 1. овог\nчлана има запослени чија основна зарада\nбез пореза и доприноса, износи до 50.000\nдинара месечно.*\u003C\u002Fp>\n\n\u003Cp>Висина солидарне помоћи из става 1. овог\nчлана по запосленом на годишњем нивоу\nизноси 20.000 динара, без пореза и\nдоприноса.*\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 29\u002F2019\u003C\u002Fp>\n\n\u003Ch3>Члан 87.\u003C\u002Fh3>\n\n\u003Cp>Захтев за солидарну помоћ из члана 86. овог\nколективног уговора, запослени подноси на\nпрописаном обрасцу, уз достављање\nмедицинске или друге одговарајуће\nдокументације, која није старија од шест\nмесеци.\u003C\u002Fp>\n\n\u003Cp>Запослени може остварити солидарну помоћ\nза тежу болест по истој дијагнози само\nједном, а уколико дође до рецидива или\nпогоршања болести по основу које је већ\nостварио солидарну помоћ, још једном.\u003C\u002Fp>\n\n\u003Cp>О поднетом захтеву из става 1. овог члана\nодлучује се решењем, које доноси директор\nПредузећа или лице које он овласти.\u003C\u002Fp>\n\n\u003Cp>Надлежни организациони део Предузећа\nдужан је да, уколико утврди да нема основа\nза доделу солидарне помоћи по поднетом\nзахтеву, донесе решење којим се захтев\nодбија.\u003C\u002Fp>\n\n\u003Cp>Извештај о донетим решењима којима се\nодбијају захтеви за доделу солидарне\nпомоћи, доставља се месечно\nрепрезентативним синдикатима.\u003C\u002Fp>\n\n\u003Cp>Запосленом се, по правилу, исплаћује\nопредељени износ солидарне помоћи у\nкалендарској години у којој је утврђен\nоснов за стицање права на солидарну\nпомоћ.\u003C\u002Fp>\n\n\u003Cp>Уколико се запосленом, због недостатка\nопредељених финансијских средстава,\nисплата солидарне помоћи не може извршити\nу текућој години, запослени се обавештава\nда може обновити захтев у следећој години,\nбез поновног достављања документације.\u003C\u002Fp>\n\n\u003Cp>У случају да се запосленом, или члану уже\nпородице запосленог, који је већ\nискористио право из члана 86. тач. 1) и 2) у\nтекућој години утврди друга врста теже\nболести, има право на солидарну помоћ и по\nтом другом основу.\u003C\u002Fp>\n\n\u003Ch3>Члан 88.\u003C\u002Fh3>\n\n\u003Cp>Категорије запослених које, у складу са\nчланом 86. став 1. тачка 9) овог колективног\nуговора, имају право на\nздравствено-превентивну рехабилитацију\nсу:\u003C\u002Fp>\n\n\u003Cp>1) запослени који обављају послове са\nповећаним ризиком;\u003C\u002Fp>\n\n\u003Cp>2) запослени којима је од стране надлежног\nдржавног органа утврђена инвалидност;\u003C\u002Fp>\n\n\u003Cp>3) запослени који су на радном месту\nпретрпели стрес или повреду на раду, као\nпоследицу пљачке;\u003C\u002Fp>\n\n\u003Cp>4) запослени на технолошким пословима\nкоји поседују медицинску документацију не\nстарију од шест месеци и предлог надлежног\nлекара.\u003C\u002Fp>\n\n\u003Ch3>Члан 89.\u003C\u002Fh3>\n\n\u003Cp>Солидарна помоћ се одобрава за\nздравствену рехабилитацију у трајању од 15\nдана:\u003C\u002Fp>\n\n\u003Cp>1) у случају тежих болести, тешких повреда\nна раду и акутних обољења запосленог, као\nвид продуженог лечења (преломи, операциони\nзахвати, теже повреде) – у висини 100%\nтрошкова рехабилитације, по препоруци\nлекарске комисије у циљу превенције\nгубитка радне способности, уколико се она\nне обезбеђује на терет органа надлежног за\nсоцијално осигурање;\u003C\u002Fp>\n\n\u003Cp>2) у случају тежих болести члана уже\nпородице запосленог, као вид продуженог\nлечења (преломи, операциони захвати, теже\nповреде) у висини 50% трошкова\nрехабилитације, по препоруци лекарске\nкомисије, уколико се иста не обезбеђује на\nтерет органа надлежног за социјално\nосигурање.\u003C\u002Fp>\n\n\u003Cp>За солидарне помоћи из члана 86. овог\nколективног уговора, као и за солидарне\nпомоћи за здравствену рехабилитацију из\nстава 1. овог члана, послодавац обезбеђује\nсредства најмање у висини 0,32% средстава\nпланираног годишњег пословног прихода\nпослодавца, у складу са годишњим програмом\nпословања.\u003C\u002Fp>\n\n\u003Ch3>Члан 90.\u003C\u002Fh3>\n\n\u003Cp>Под тежом болешћу, у смислу чл. 86, 87. и 88.\nовог колективног уговора, сматрају се\nследећа обољења:\u003C\u002Fp>\n\n\u003Cp>1) малигна обољења;\u003C\u002Fp>\n\n\u003Cp>2) ретке болести;\u003C\u002Fp>\n\n\u003Cp>3) ТБЦ;\u003C\u002Fp>\n\n\u003Cp>4) хередитарна и дегенеративна обољења\nнервно мишићног система;\u003C\u002Fp>\n\n\u003Cp>5) тешки облици кардиоваскуларних и\nдругих обољења која захтевају хируршке\nзахвате, трансплантацију органа и ткива;\u003C\u002Fp>\n\n\u003Cp>6) тежа неуропсихијатријска обољења са\nхоспиталним лечењем у здравственој\nустанови;\u003C\u002Fp>\n\n\u003Cp>7) уролошке, гастроентеролошке природе\nкоја захтевају хируршке захвате,\nтрансплантација органа и ткива.\u003C\u002Fp>\n\n\u003Cp>Под дужом болешћу, у смислу члана 86. овог\nколективног уговора, сматра се непрекидно\nодсуствовање са рада по основу привремене\nспречености за рад дуже од шест месеци.\u003C\u002Fp>\n\n\u003Cp>Под чланом уже породице, у смислу чл. 86, 87.\nи 89. овог колективног уговора, сматрају се\nбрачни друг и деца до 26. године, под условом\nда су на школовању или на евиденцији\nНационалне службе за запошљавање и ако су\nживела у заједничком домаћинству или\nуколико су одлуком надлежног суда лишена\nпословне способности, без обзира на године\nживота.\u003C\u002Fp>\n\n\u003Cp>Солидарна помоћ се одобрава по претходно\nприбављеном мишљењу службе за социјалну\nзаштиту послодавца, за сваки појединачни\nслучај.\u003C\u002Fp>\n\n\u003Cp>4.4. Накнада погребних трошкова\u003C\u002Fp>\n\n\u003Ch3>Члан 91.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на накнаду трошкова\nпогребних услуга у случају смрти члана уже\nпородице (брачни друг и деца запосленог), а\nу случају смрти запосленог, чланови уже\nпородице или лице које је сносило трошкове\nпогребних услуга, у висини једне половине\nпросечне месечне зараде.\u003C\u002Fp>\n\n\u003Cp>Под трошковима погребних услуга, у смислу\nстава 1. овог члана, подразумевају се и\nстварни трошкови превоза умрлог до места\nсахране на територији Републике Србије.\u003C\u002Fp>\n\n\u003Cp>Јубиларна награда\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetxt\">\u003Ch3>Члан 92.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослени има право на јубиларну награду,\nза укупно време проведено у радном односу\nкод послодавца за:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowanceperc1\">\u003Cp>1) 10 година рада – у висини 20% месечне\nзараде;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) 20 година рада – у висини једне и по\nмесечне зараде;\u003C\u002Fp>\n\n\u003Cp>3) 30 година рада – у висини две месечне\nзараде;\u003C\u002Fp>\n\n\u003Cp>4) 35 година рада – у висини две и по\nмесечне зараде;\u003C\u002Fp>\n\n\u003Cp>5) 40 година рада – у висини три месечне\nзараде.\u003C\u002Fp>\n\n\u003Cp>Јубиларна награда из става 1. овог члана\nисплаћује се у наредном месецу од месеца у\nкојем је запослени испунио услов из става 1.\nовог члана.\u003C\u002Fp>\n\n\u003Cp>Запосленом који је остварио право на\nјубиларну награду плакета се уручује на\nДан ПТТ радника.\u003C\u002Fp>\n\n\u003Ch3>Члан 93.\u003C\u002Fh3>\n\n\u003Cp>Месечном зарадом, на основу које\nзапослени остварују права из чланa 85, чланa\n86. став 1. тач. 1), 2), 4), 5)–8) и 10) као и из чланa 92.\nовог колективног уговора, сматра се\nпоследњи податак о висини просечнe месечнe\nзарадe исплаћенe код послодавца, у време\nдоношења решења о остваривању тог права.\u003C\u002Fp>\n\n\u003Cp>4.6. Новогодишњи поклони за децу\u003C\u002Fp>\n\n\u003Ch3>Члан 94.\u003C\u002Fh3>\n\n\u003Cp>Послодавац обезбеђује новогодишње\nпоклоне за децу запослених до 10 година\nстарости (по детету), укључујући и децу која\nу текућој години пуне 10 година.\u003C\u002Fp>\n\n\u003Cp>Уколико су у Предузећу запослена оба\nродитеља, право на новогодишњи поклон\nостварује дете по основу запослења оба\nродитеља.\u003C\u002Fp>\n\n\u003Cp>Новогодишњи поклони обезбеђују се у\nвисини коју утврђује директор Предузећа,\nдо висине неопорезивог износа.\u003C\u002Fp>\n\n\u003Ch2>VI. ДРУГА ПРАВА У ВЕЗИ С РАДОМ\u003C\u002Fh2>\n\n\u003Ch3>Члан 95.\u003C\u002Fh3>\n\n\u003Cp>Запосленом се може одобрити зајам за\nнабавку огрева, зимнице, уџбеника и за\nдруге намене на предлог репрезентативних\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>Одлуку о одобравању зајма из става 1. овог\nчлана доноси директор Предузећа, у складу\nса расположивим средствима.\u003C\u002Fp>\n\n\u003Cp>Одлуком о одобравању зајма утврђује се\nнамена за коју се зајам одобрава, висина\nзајма, почетак отплате и рок враћања зајма,\nкоји не може бити дужи од дванаест месеци.\u003C\u002Fp>\n\n\u003Cp>Враћање зајма врши се у једнаким месечним\nратама, обуставом месечне рате од зараде\nзапосленог.\u003C\u002Fp>\n\n\u003Ch3>Члан 96.\u003C\u002Fh3>\n\n\u003Cp>Уколико се Програмом пословања\nпослодавца утврђују средства за решавање\nстамбених потреба запослених, предлагање\nизноса средстава врши се, у складу са\nзаконом и другим прописима, уз учешће\nрепрезентативних синдиката.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-educationtuition\">\u003Ch3>Члан 97.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>После смрти запосленог, послодавац\nобезбеђује материјалну помоћ деци\nзапосленог до краја прописаног рока\nшколовања, за сваку наредну уписану годину,\nдо навршених 26 година живота, а на основу\nодлуке директора Предузећа, односно лица\nкоје он овласти, без обавеза њеног враћања,\nи то:\u003C\u002Fp>\n\n\u003Cp>1) ученицима основних школа у висини једне\nи по просечне месечне зараде;\u003C\u002Fp>\n\n\u003Cp>2) ученицима средњих школа у висини две\nпросечне месечне зараде;\u003C\u002Fp>\n\n\u003Cp>3) студентима основних академских и\nструковних студија (I степен високог\nобразовања), под условом да студирају у\nРепублици Србији и да уписују годину за\nгодином, у висини две и по просечне месечне\nзараде.\u003C\u002Fp>\n\n\u003Cp>Право на материјалну помоћ немају\nученици\u002Fстуденти за обновљену школску\nгодину, за продужени статус студирања у\nсмислу прописа који уређују област\nобразовања, као и у случајевима када не\nпостоји континуитет у школовању.\u003C\u002Fp>\n\n\u003Cp>Изузетно, ученик\u002Fстудент може поднети\nзахтев иако нема континуитет у школовању,\nуколико постоје оправдани разлози, а на\nоснову одговарајућег документа образовне\nустанове.\u003C\u002Fp>\n\n\u003Cp>Материјална помоћ исплаћује се у два\nједнака дела у току школске године (по 50%).\u003C\u002Fp>\n\n\u003Cp>Уколико смрт запосленог наступи након\nшто је послодавац окончао исплату првог\nдела материјалне помоћи за школску годину,\nдетету се исплаћује помоћ у висини другог\nдела, а уколико је смрт запосленог\nнаступила после исплате другог дела, дете\nостварује право на исплату материјалне\nпомоћи следеће школске године.\u003C\u002Fp>\n\n\u003Cp>Месечном зарадом у смислу става 1. овог\nчлана сматра се последњи податак о висини\nпросечнe месечне зарадe исплаћенe код\nпослодавца у време доношења решења о\nисплати материјалне помоћи.\u003C\u002Fp>\n\n\u003Cp>Захтев, на прописаном обрасцу, подноси\nпунолетно дете, други родитељ, односно\nстаратељ уколико дете нема ни другог\nродитеља, а малолетно је. Уз захтев се\nприлаже потврда\u002Fуверење о уписаном\nразреду\u002Fгодини, а студенти прилажу и\nфотокопију свих попуњених страница\nиндекса.\u003C\u002Fp>\n\n\u003Cp>О поднетом захтеву из става 1. овог члана\nодлучује се решењем, које доноси директор\nПредузећа или лице које он овласти.\u003C\u002Fp>\n\n\u003Ch2>VII. РАДНЕ ОБАВЕЗЕ ЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Ch3>Члан 98.\u003C\u002Fh3>\n\n\u003Cp>Запослени имају обавезе:\u003C\u002Fp>\n\n\u003Cp>1) да послове који су им поверени\nизвршавају законито, уредно, савесно,\nблаговремено и квалитетно и да поштују\nпрописану технолошку и радну дисциплину;\u003C\u002Fp>\n\n\u003Cp>2) да у извршавању задатака остварују\nстандардне резултате рада;\u003C\u002Fp>\n\n\u003Cp>3) да у раду користе потребно знање и радне\nспособности, неопходне за извршавање\nповерених задатака;\u003C\u002Fp>\n\n\u003Cp>4) да се образују и усавршавају у складу са\nпотребама процеса рада;\u003C\u002Fp>\n\n\u003Cp>5) да се придржавају и спроводе прописане\nи наложене мере за безбедан и здрав рад;\u003C\u002Fp>\n\n\u003Cp>6) да се понашају на начин који им\nомогућава рад код послодавца и који\nобезбеђује добре међуљудске и\nмеђунационалне односе;\u003C\u002Fp>\n\n\u003Cp>7) да законито, одговорно и целисходно\nкористе средства рада;\u003C\u002Fp>\n\n\u003Cp>8) да рационално користе прописано радно\nвреме за рад и да не одсуствују са рада без\nрешења надлежног руководиоца;\u003C\u002Fp>\n\n\u003Cp>9) да одсуствовање са рада правдају\nодговарајућим документима;\u003C\u002Fp>\n\n\u003Cp>10) да чувају пословну, службену и другу\nтајну утврђену законом и актом\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>11) да не одбијају извршавање радних\nзадатака и налога надлежног руководиоца,\nбез оправданог разлога;\u003C\u002Fp>\n\n\u003Cp>12) да тачно евидентирају и приказују\nрезултате рада;\u003C\u002Fp>\n\n\u003Cp>13) и друге обавезе, утврђене уговором о\nраду, које одговарају њиховим знањима и\nспособностима.\u003C\u002Fp>\n\n\u003Ch3>Члан 99.\u003C\u002Fh3>\n\n\u003Cp>Запослени може да буде привремено удаљен\nса рада у складу са законом, с тим што се\nповредом радне обавезе која угрожава\nимовину веће вредности сматра повреда\nрадне обавезе која угрожава имовину чија\nвредност износи више од једне просечне\nзараде код послодавца, исплаћене у месецу\nкоји претходи месецу када је повреда\nучињена.\u003C\u002Fp>\n\n\u003Ch2>VIII. ОТКАЗ ОД СТРАНЕ ПОСЛОДАВЦА\u003C\u002Fh2>\n\n\u003Ch3>Члан 100.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може запосленом да откаже\nуговор о раду ако за то постоји оправдани\nразлог који се односи на радну способност\nзапосленог и његово понашање, и то:\u003C\u002Fp>\n\n\u003Cp>1) ако не остварује резултате рада или\nнема потребна знања и способности за\nобављање послова на којима ради;\u003C\u002Fp>\n\n\u003Cp>2) ако је правноснажно осуђен за кривично\nдело на раду или у вези са радом;\u003C\u002Fp>\n\n\u003Cp>3) ако се не врати на рад код послодавца у\nроку од 15 дана од дана истека рока мировања\nрадног односа у случајевима утврђеним\nзаконом, односно неплаћеног одсуства ради\nнеге детета док не наврши три године\nживота.\u003C\u002Fp>\n\n\u003Cp>Неостваривање резултата рада и\nнедостатак потребног знања и способности\nза обављање послова на којима запослени\nради одређени временски период – најмање\nшест месеци, могу бити основ за отказ\nуговора о раду, под условом да запослени ни\nу остављеном накнадном року од најмање три\nмесеца не остварује стандарни радни учинак\nи нема потребна знања и способности за\nобављање послова утврђених уговором о\nраду.\u003C\u002Fp>\n\n\u003Ch3>Члан 101.\u003C\u002Fh3>\n\n\u003Cp>Запослени коме је отказан уговор о раду\nиз разлога утврђеним у члану 100. став 1.\nтачка 1) овог колективног уговора, има право\nна отказни рок, у зависности од стажа\nосигурања, и то:\u003C\u002Fp>\n\n\u003Cp>– 10 дана, ако има до 10 година стажа\nосигурања;\u003C\u002Fp>\n\n\u003Cp>– 20 дана, ако има преко 10 до 20 година стажа\nосигурања;\u003C\u002Fp>\n\n\u003Cp>– 30 дана, ако има преко 20 година стажа\nосигурања.\u003C\u002Fp>\n\n\u003Cp>Отказни рок почиње да тече наредног дана\nод дана достављања решења о отказу уговора\nо раду.\u003C\u002Fp>\n\n\u003Cp>За време отказног рока запослени обавља\nпослове утврђене уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Запослени може, на основу споразума са\nдиректором Предузећа или лицем које он\nовласти, да престане са радом и пре истека\nотказног рока, с тим што му се сразмерно\nпреосталом времену обезбеђује накнада\nзараде у висини 100% просечне зараде\nзапосленог остварене у последњих 12\nмесеци.\u003C\u002Fp>\n\n\u003Ch3>Члан 102.\u003C\u002Fh3>\n\n\u003Cp>Поред законом прописаних повреда радних\nобавеза, послодавац може да откаже уговор о\nраду запосленом који својом кривицом учини\nи следеће повреде радних обавеза:\u003C\u002Fp>\n\n\u003Cp>1) непрописно или неблаговремено\nизвршавање радних обавеза;\u003C\u002Fp>\n\n\u003Cp>2) проузроковање штете послодавцу у обиму\nкоји прелази висину три просечне зараде\nкод послодавца;\u003C\u002Fp>\n\n\u003Cp>3) неоправдано изостајање са рада најмање\nпет радних дана у току године или\nнеоправдано узастопно изостајање са рада\nнајмање четири радна дана у току месеца;\u003C\u002Fp>\n\n\u003Cp>4) нетачно евидентирање и приказивање\nрезултата рада;\u003C\u002Fp>\n\n\u003Cp>5) достављање јавне исправе приликом\nзаснивања радног односа или у току радног\nодноса, надлежној служби послодавца, за\nкоју се утврди да није веродостојна;\u003C\u002Fp>\n\n\u003Cp>6) непредузимање или недовољно\nпредузимање мера за безбедан и здрав рад од\nстране одговорног лица, услед чега је дошло\nдо повреде запосленог;\u003C\u002Fp>\n\n\u003Cp>7) непридржавање, односно неспровођење\nпрописаних и наложених мера за безбедан и\nздрав рад;\u003C\u002Fp>\n\n\u003Cp>8) преправљање службених докумената у\nциљу прибављања материјалне користи;\u003C\u002Fp>\n\n\u003Cp>9) непридржавање прописане технологије\nрада приликом извршавања радних обавеза,\nкојом се наноси штета трећим лицима;\u003C\u002Fp>\n\n\u003Cp>10) понашање на раду које је такво да може\nдовести до поремећаја међуљудских или\nмеђунационалних односа;\u003C\u002Fp>\n\n\u003Cp>11) неовлашћено потписивање примаоца на\nупутници, раздуживање као са исплаћеном и\nзадржавање упутничког износа за себе;\u003C\u002Fp>\n\n\u003Cp>12) проузроковање благајничког мањка\nнесавесним радом;\u003C\u002Fp>\n\n\u003Cp>13) исплата неовлашћеном лицу или исплата\nуз задржавање исплаћеног новца за себе;\u003C\u002Fp>\n\n\u003Cp>14) давање нетачних података од стране\nодговорних лица којима се запослени доводе\nу заблуду у погледу остваривања права из\nрадног односа;\u003C\u002Fp>\n\n\u003Cp>15) достављање нетачних података или\nдокументације, ради остваривања права која\nзапосленом не припадају по закону, другим\nпрописима и општим актима послодавца;\u003C\u002Fp>\n\n\u003Cp>16) одавање пословне, службене или друге\nтајне утврђене законом и актима\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 103.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може да откаже уговор о раду\nзапосленом који не поштује радну\nдисциплину у случајевима прописаним\nзаконом.\u003C\u002Fp>\n\n\u003Cp>Под непоштовањем радне дисциплине\nподразумева се и поступање супротно\nодредбама Етичког кодекса послодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 104.\u003C\u002Fh3>\n\n\u003Cp>Запосленом може престати радни однос ако\nза то постоји оправдан разлог који се\nодноси на потребе послодавца, и то:\u003C\u002Fp>\n\n\u003Cp>1) ако услед технолошких, економских или\nорганизационих промена престане потреба\nза обављањем одређеног посла или дође до\nсмањења обима посла;\u003C\u002Fp>\n\n\u003Cp>2) ако одбије закључење анекса уговора о\nраду у смислу члана 171. став 1. тач. 1)–5)\nзакона којим се уређују права, обавезе и\nодговорности из радног односа, односно по\nоснову рада.\u003C\u002Fp>\n\n\u003Ch2>IX. МЕРЕ ЗА НЕПОШТОВАЊЕ РАДНЕ ДИСЦИПЛИНЕ,\nОДНОСНО ПОВРЕДУ РАДНИХ ОБАВЕЗА\u003C\u002Fh2>\n\n\u003Ch3>Члан 105.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може запосленом за повреду\nрадне обавезе или непоштовање радне\nдисциплине, у смислу чл. 102. и 103. овог\nколективног уговора да, уколико сматра да\nпостоје олакшавајуће околности или да\nповреда радне обавезе, односно непоштовање\nрадне дисциплине, није такве природе да\nзапосленом треба да престане радни однос,\nуместо отказа уговора о раду, изрекне једну\nод следећих мера:\u003C\u002Fp>\n\n\u003Cp>1) привремено удаљење са рада без накнаде\nзараде, у трајању од једног до 15 радних\nдана;\u003C\u002Fp>\n\n\u003Cp>2) новчану казну у висини до 20% основне\nзараде запосленог за месец у коме је\nновчана казна изречена, у трајању до три\nмесеца, која се извршава обуставом од\nзараде;\u003C\u002Fp>\n\n\u003Cp>3) опомену са најавом отказа у којој се\nнаводи да ће послодавац запосленом\nотказати уговор о раду без поновног\nупозорења, ако у наредном року од шест\nмесеци учини исту повреду радне обавезе\nили непоштовање радне дисциплине.\u003C\u002Fp>\n\n\u003Cp>Решењем послодавца изриче се једна од\nмера из става 1. овог члана.\u003C\u002Fp>\n\n\u003Ch3>Члан 106.\u003C\u002Fh3>\n\n\u003Cp>Отказ уговора о раду или изрицање других\nмера, у смислу члана 100. став 2, чл. 102. и 103.\nовог колективног уговора, спроводи се на\nначин и по поступку прописаним законом.\u003C\u002Fp>\n\n\u003Cp>Запослени може, у року за изјашњење на\nнаводе из упозорења послодавца о постојању\nразлога за отказ уговора о раду, да приложи\nи мишљење синдиката чији је члан, а које је\nпослодавац дужан да размотри.\u003C\u002Fp>\n\n\u003Ch2>X. ЗАШТИТА ОД ЗЛОСТАВЉАЊА НА РАДУ И ДРУГА\nЗАШТИТА ПОЈЕДИНАЧНИХ ПРАВА\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch3>Члан 107.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Директор Предузећа утврђује списак\nпосредника, из реда запослених, који\nучествују у поступку заштите од\nзлостављања на раду код Послодавца, а у\nсарадњи са представницима\nрепрезентативних синдиката.\u003C\u002Fp>\n\n\u003Ch3>Члан 108.\u003C\u002Fh3>\n\n\u003Cp>Спорна питања између послодавца и\nзапосленог у циљу заштите појединачних\nправа решаваће се под условима утврђеним\nпосебним актом који доноси директор\nПредузећа, у сарадњи са представницима\nрепрезентативних синдиката, а у поступку\nкоји је утврђен законом.\u003C\u002Fp>\n\n\u003Ch2>XI. ОБРАЗОВАЊЕ, ОСПОСОБЉАВАЊЕ И СТРУЧНО\nУСАВРШАВАЊЕ ЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammestxt\">\u003Ch3>Члан 109.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfundtxt\">\u003Cp>У складу за Програмом пословања,\nпотребама процеса рада,\nтехничко-технолошким унапређењима и\nорганизацијом рада, послодавац обезбеђује\nстручно образовање, оспособљавање и\nусавршавање запослених путем:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1) школовања на средњим и високошколским\nустановама;\u003C\u002Fp>\n\n\u003Cp>2) преквалификације, доквалификације и\nполагања стручних испита;\u003C\u002Fp>\n\n\u003Cp>3) усавршавања и специјализације;\u003C\u002Fp>\n\n\u003Cp>4) образовања из области заштите,\nбезбедности и здравља на раду;\u003C\u002Fp>\n\n\u003Cp>5) обуке и курсева,\u003C\u002Fp>\n\n\u003Cp>6) семинара, саветовања и др.\u003C\u002Fp>\n\n\u003Ch3>Члан 110.\u003C\u002Fh3>\n\n\u003Cp>Запослени је обавезан да се образује,\nоспособљава и стручно усавршава, у складу\nса потребама процеса рада код послодавца.\u003C\u002Fp>\n\n\u003Cp>Одлуку о упућивању на стручно образовање,\nоспособљавање и стручно усавршавање\nзапослених, доноси директор Предузећа или\nзапослени кога он овласти.\u003C\u002Fp>\n\n\u003Cp>Међусобна права и обавезе између\nпослодавца и запосленог, кога је\nпослодавац упутио на образовање,\nоспособљавање и стручно усавршавање, у\nскладу са чланом 109. тач. од 1) до 5) овог\nколективног уговора, уређују се посебним\nуговором.\u003C\u002Fp>\n\n\u003Ch2>XII. УТВРЂИВАЊЕ ОДГОВОРНОСТИ ЗА ШТЕТУ\u003C\u002Fh2>\n\n\u003Ch3>Члан 111.\u003C\u002Fh3>\n\n\u003Cp>Поступак за утврђивање одговорности\nзапосленог за штету, учињену на раду или у\nвези са радом, покреће се решењем директора\nили запосленог кога он овласти.\u003C\u002Fp>\n\n\u003Cp>Решење о покретању поступка за\nутврђивање одговорности за штету, доноси\nсе на основу пријаве о проузрокованој\nштети или по личном сазнању да је штета\nпроузрокована.\u003C\u002Fp>\n\n\u003Cp>Решење обавезно садржи име и презиме\nзапосленог, против кога се покреће\nпоступак за накнаду штете, место, начин и\nвреме извршења штетне радње, доказе који\nуказују да је запослени проузроковао\nштету.\u003C\u002Fp>\n\n\u003Cp>Решење о покретању поступка доставља се\nзапосленом.\u003C\u002Fp>\n\n\u003Cp>Решење из става 1. овога члана, доставља се\nи синдикату, чији је запослени члан, за\nмишљење у року од пет дана.\u003C\u002Fp>\n\n\u003Cp>Запослени, против кога је покренут\nпоступак, има право да се изјасни у вези\nнастале штете.\u003C\u002Fp>\n\n\u003Ch3>Члан 112.\u003C\u002Fh3>\n\n\u003Cp>Постојање штете, њену висину, околности\nпод којима је настала, ко је штету\nпроузроковао и како се надокнађује штета,\nутврђује комисија коју именује директор\nПредузећа, односно лице које он овласти.\u003C\u002Fp>\n\n\u003Cp>У састав комисије именује се и по један\nпредставник синдиката, чији је запослени\nчлан.\u003C\u002Fp>\n\n\u003Cp>Ако се висина штете може утврдити у\nтачном износу, исту утврђује комисија из\nстава 1. овог члана. Уколико се висина штете\nне може утврдити у тачном износу, комисија\nсе обраћа надлежној служби код послодавца\nса захтевом за процену висине настале\nштете.\u003C\u002Fp>\n\n\u003Ch3>Члан 113.\u003C\u002Fh3>\n\n\u003Cp>По утврђивању чињеница и околности од\nутицаја на одговорност запосленог,\nдиректор Предузећа или запослени кога он\nовласти, доноси решење о одговорности за\nштету и висини накнаде штете, односно о\nослобађању од одговорности.\u003C\u002Fp>\n\n\u003Cp>На основу решења о накнади штете,\nзапослени се позива да надокнади штету у\nодређеном року, о чему запослени даје\nписану изјаву.\u003C\u002Fp>\n\n\u003Cp>Ако запослени не пристане да надокнади\nштету или не надокнади штету у року из\nстава 2. овог члана, послодавац може поднети\nтужбу надлежном суду.\u003C\u002Fp>\n\n\u003Ch3>Члан 114.\u003C\u002Fh3>\n\n\u003Cp>Ако запослени претрпи повреду или\nматеријалну штету на раду или у вези са\nрадом, на поступак утврђивања штете и њену\nвисину, сходно се примењују одредбе од чл.\n111. до 113. овог колективног уговора.\u003C\u002Fp>\n\n\u003Ch2>XIII. ВИШАК ЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Ch3>Члан 115.\u003C\u002Fh3>\n\n\u003Cp>Уколико код послодавца услед\nтехнолошких, економских или\nорганизационих промена престане потреба\nза обављање одређених послова, или уколико\nсе у обављању одређених послова утврди\nвишак за најмање 20 запослених у периоду од\n90 дана, послодавац је обавезан да пре\nдоношења програма решавања вишка\nзапослених, са репрезентативним\nсиндикатима закључи споразум о\nкритеријумима за решавање вишка\nзапослених и о начину збрињавања\nзапослених, којима престаје радни однос по\nтом основу.\u003C\u002Fp>\n\n\u003Cp>Програм решавања вишка запослених у име и\nза рачун послодавца доноси надлежни орган\nу складу са актом послодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 116.\u003C\u002Fh3>\n\n\u003Cp>За случај отказа уговора о раду због\nтехнолошких, економских или\nорганизационих промена, послодавац је\nдужан да запосленом исплати отпремнину пре\nпрестанка радног односа, за сваку навршену\nгодину времена проведеног у радном односу\nкод послодавца, послодавца претходника,\nодносно повезаних лица са послодавцем, у\nскладу са прописима који уређују питање\nвисине отпремнине за случај технолошких,\nекономских или организационих промена.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicytxt\">\u003Ch2>XIV. БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 117.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да организује рад\nкојим се обезбеђују превентивне мере\nзаштите живота и здравља запослених, у\nскладу са посебним законом, другим\nпрописом, овим уговором и посебним актима о\nбезбедности и здрављу на раду.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да обезбеди услове за\nорганизовање и спровођење безбедности и\nздравља на раду на савременим принципима,\nсагласно техничко-технолошким процесима\nрада.\u003C\u002Fp>\n\n\u003Cp>Финансијска средства за спровођење акта\nо процени ризика и програма мера за\nунапређење безбедности и здравља на раду\nутврђују се Програмом пословања\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 118.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је обавезан да код увођења\nнових технологија планира мере\nбезбедности и здравља на раду и информише\nзапослене о технолошким карактеристикама\nи могућим утицајима ризика тих технологија\nна здравље и безбедност запослених.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да, у циљу\nбезбедности и здравља запослених на раду:\u003C\u002Fp>\n\n\u003Cp>1) организује и спроводи послове\nбезбедности и здравља;\u003C\u002Fp>\n\n\u003Cp>2) обезбеди запосленом рад на пословима, у\nкојима су спроведене мере безбедности и\nздравља на раду;\u003C\u002Fp>\n\n\u003Cp>3) предузме превентивне мере ради\nспречавања и отклањања ризика од\nповређивања и оштећења здравља запослених,\nу складу са прописаним поступком;\u003C\u002Fp>\n\n\u003Cp>4) донесе, у писаном облику, акт о процени\nризика за сва радна места и све послове, као\nи да га измени у случају појаве сваке нове\nопасности или промене нивоа ризика у\nпроцесу рада;\u003C\u002Fp>\n\n\u003Cp>5) актом, у писменој форми одреди једно или\nвише лица за безбедност и здравље на раду;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytrainingtxt\">\u003Cp>6) изврши оспособљавање запослених за\nбезбедан и здрав рад;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>7) запосленом на пословима са повећаним\nризиком, пре почетка рада обезбеди\nпретходни лекарски преглед, као и\nпериодичне лекарске прегледе у току рада;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8) обезбеди финансијска средства за\nорганизовање послова и спровођење мера\nбезбедности и здравља на раду.\u003C\u002Fp>\n\n\u003Ch3>Члан 119.\u003C\u002Fh3>\n\n\u003Cp>Запослени мора бити упознат са мерама\nбезбедности и здравља на раду и својим\nправима и обавезама у погледу безбедности\nи здравља на раду, односно мора бити\nупознат са употребом средстава и опреме за\nличну заштиту, као и средствима за рад.\u003C\u002Fp>\n\n\u003Ch3>Члан 120.\u003C\u002Fh3>\n\n\u003Cp>Запослени је дужан да примењује\nпрописане мере за безбедан и здрав рад, да\nнаменски користи средства за рад и опасне\nматерије, да користи прописана средства и\nопрему за личну заштиту на раду и да са њима\nпажљиво рукује да не би угрозио своју\nбезбедност и здравље, као и безбедност и\nздравље других лица.\u003C\u002Fp>\n\n\u003Ch3>Члан 121.\u003C\u002Fh3>\n\n\u003Cp>Право је и обавеза запосленог да се пре\nпочетка рада упозна са мерама безбедности\nи здравља на раду на пословима на које је\nраспоређен, односно премештен.\u003C\u002Fp>\n\n\u003Cp>Ако запосленом прети непосредна опасност\nпо живот и здравље, он има право да одбије\nда ради због тога што нису спроведене\nпрописане мере безбедности и здравља на\nраду, све док се не отклони опасност и не\nспроведу одговарајуће мере, као и у другим,\nзаконом предвиђеним случајевима.\u003C\u002Fp>\n\n\u003Cp>Одбијање запосленог да ради из разлога\nнаведених у ставу 2. овог члана, не може се\nсматрати повредом радне обавезе и не може\nму се из тог разлога отказати уговор о\nраду.\u003C\u002Fp>\n\n\u003Ch3>Члан 122.\u003C\u002Fh3>\n\n\u003Cp>Директор Предузећа и представници\nрепрезентативних синдиката, заједничком\nодлуком, образују Одбор за безбедност и\nздравље на раду.\u003C\u002Fp>\n\n\u003Cp>Одбор за безбедност и здравље на раду има\nседам представника, с тим да\nрепрезентативни синдикати предлажу по два\nпредставника из реда свих запослених, а\nдиректор Предузећа три представника\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>У Одбору за безбедност и здравље на раду,\nмора бити изабран најмање један\nпредставник, који је стручњак из области\nбезбедности и здравља на раду.\u003C\u002Fp>\n\n\u003Cp>Одбор за безбедност и здравље на раду\nдоноси пословник о раду и бира председника\nОдбора.\u003C\u002Fp>\n\n\u003Cp>Одбор за безбедност и здравље на раду,\nможе образовати пододборе за безбедност и\nздравље на раду, у складу са одредбама\nпословника о раду. За свој рад пододбори\nодговарају Одбору за безбедност и здравље\nна раду и на захтев Одбора подносе\nизвештаје о свом раду.\u003C\u002Fp>\n\n\u003Ch3>Члан 123.\u003C\u002Fh3>\n\n\u003Cp>Одбор за безбедност и здравље на раду\nучествује у изради и прати реализацију\nплана и програма које је донео, а посебно:\u003C\u002Fp>\n\n\u003Cp>1) остварује увид у све акте који се односе\nна безбедност и здравље на раду;\u003C\u002Fp>\n\n\u003Cp>2) учествује у разматрању свих питања која\nсе односе на спровођење безбедности и\nздравља на раду;\u003C\u002Fp>\n\n\u003Cp>3) захтева од послодавца информације о\nсвим подацима који се односе на безбедност\nи здравље на раду;\u003C\u002Fp>\n\n\u003Cp>4) даје предлоге о свим питањима која се\nодносе на безбедност и здравље;\u003C\u002Fp>\n\n\u003Cp>5) захтева од послодавца да предузме\nодговарајуће мере за отклањање или смањење\nризика који угрожава безбедност и здравље\nзапослених;\u003C\u002Fp>\n\n\u003Cp>6) захтева вршење инспекцијског надзора,\nако сматра да нису спроведене одговарајуће\nмере безбедности и здравља на раду.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да Одбор за\nбезбедност и здравље на раду упознаје са:\u003C\u002Fp>\n\n\u003Cp>1) налозима и предлозима или предузетим\nмерама инспекције рада;\u003C\u002Fp>\n\n\u003Cp>2) извештајима о повредама на раду,\nпрофесионалним обољењима и обољењима у\nвези са радом и о предузетим мерама за\nбезбедност и здравље на раду;\u003C\u002Fp>\n\n\u003Cp>3) предузетим мерама за спречавање\nнепосредне опасности по живот и здравље.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да члановима Одбора\nза безбедност и здравље на раду, као и\nпододборима у радним јединицама омогући\nнесметан рад.\u003C\u002Fp>\n\n\u003Cp>Одбор је дужан да о свом раду, редовно, а\nнајмање једанпут у три месеца, обавести\nпослодавца и репрезентативне синдикате.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да размотри ставове и\nмишљења Одбора за безбедност и здравље на\nраду, као и да о свом ставу извести Одбор.\u003C\u002Fp>\n\n\u003Ch3>Члан 124.\u003C\u002Fh3>\n\n\u003Cp>Запосленима, који због здравственог\nстања на основу решења надлежног органа не\nмогу обављати послове за које су засновали\nрадни однос и на којима су радили до\nпромене здравственог стања, омогућиће се\nобављање других одговарајућих послова, у\nскладу с решењем према преосталој\nздравственој способности, ако прописима\nније другачије одређено.\u003C\u002Fp>\n\n\u003Ch3>Члан 125.\u003C\u002Fh3>\n\n\u003Cp>У циљу стварања услова за безбедно и\nнесметано функционисање поштанског\nсаобраћаја, послодавац, поред\nоспособљавања запослених за правилну\nпримену средстава и мера којима се\nосигурава безбедност и здравље запослених,\nобезбеђује оспособљавање одређеног броја\nзапослених и из области прве помоћи.\u003C\u002Fp>\n\n\u003Ch3>Члан 126.\u003C\u002Fh3>\n\n\u003Cp>У вези спровођења мера безбедности и\nздравља на раду, синдикати имају право да:\u003C\u002Fp>\n\n\u003Cp>1) буду обавештени о свим променама од\nбитног утицаја на безбедност и здравље\nзапослених;\u003C\u002Fp>\n\n\u003Cp>2) примају примедбе запослених на примену\nпрописа и спровођење мера безбедности и\nздравља на раду;\u003C\u002Fp>\n\n\u003Cp>3) својом активношћу подстичу остале\nзапослене за рад на безбедан начин;\u003C\u002Fp>\n\n\u003Cp>4) приступе свим местима рада, ради\nупознавања са условима рада.\u003C\u002Fp>\n\n\u003Ch2>XV. УСЛОВИ ЗА РАД СИНДИКАТА КОД\nПОСЛОДАВЦА\u003C\u002Fh2>\n\n\u003Ch3>Члан 127.\u003C\u002Fh3>\n\n\u003Cp>Директор Предузећа је дужан да у складу\nса просторним и финансијским могућностима\nобезбеди техничко-просторне услове за\nделовање репрезентативних синдиката који\nокупља запослене код послодавца, у складу с\nњиховом улогом у заштити права и\nунапређења професионалних и економских\nинтереса њихових чланова, запослених код\nпослодавца, као и да им омогући приступ\nподацима и информацијама о питањима која\nсу од битног значаја за материјални и\nсоцијални положај запослених.\u003C\u002Fp>\n\n\u003Ch3>Члан 128.\u003C\u002Fh3>\n\n\u003Cp>Повредом права на синдикално\nорганизовање сматраће се и притисак на\nзапослене од стране руководилаца да се\nучлане, односно исчлане из одређеног\nсиндиката.\u003C\u002Fp>\n\n\u003Ch3>Члан 129.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да обезбеди обрачун и\nуплату синдикалне чланарине на рачуне\nсиндиката, приликом исплате зарада.\u003C\u002Fp>\n\n\u003Cp>Синдикати су дужни да послодавцу доставе\nакт о упису у регистар синдиката, одлуку о\nизбору председника и чланова органа\nсиндиката, као и одлуку о представнику\nсиндиката овлашћеном за заступање и\nпредстављање синдиката, уколико то није\nпредседник синдиката.\u003C\u002Fp>\n\n\u003Ch3>Члан 130.\u003C\u002Fh3>\n\n\u003Cp>Директор Предузећа је дужан да\nпредставницима синдиката омогући да\nзапосленима доставе информације, билтене,\nпубликације и друга акта синдиката.\u003C\u002Fp>\n\n\u003Cp>Представницима синдиката дозвољено је да\nистичу обавештења синдиката у „Поштанском\nгласнику” и у просторијама послодавца, на\nместима одређеним за ту намену.\u003C\u002Fp>\n\n\u003Cp>1. Пословни простор\u003C\u002Fp>\n\n\u003Ch3>Члан 131.\u003C\u002Fh3>\n\n\u003Cp>Послодавац ће, у оквиру расположивих\nмогућности, за потребе репрезентативних\nсиндиката обезбедити коришћење пословног\nпростора, који је неопходан за активности\nкоје репрезентативни синдикати\nпредузимају у складу са својим програмским\nактивностима на основу колективног\nуговора и других аката послодавца и аката\nрепрезентативних синдиката.\u003C\u002Fp>\n\n\u003Cp>Репрезентативним синдикатима се\nобезбеђује потребан простор за рад, како у\nседишту послодавца, тако и у седишту\nсиндикалних организација у радним\nјединицама.\u003C\u002Fp>\n\n\u003Cp>Одлуку о величини и локацији простора за\nрад, чије се коришћење обезбеђује за\nпотребе репрезентативних синдиката,\nдоноси директор Предузећа или запослени\nкога он овласти, у складу са расположивим\nпословним простором, при чему води рачуна о\nнеопходним потребама репрезентативних\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>Послодавац је сагласан да простор за рад,\nкоји се обезбеђује за рад репрезентативних\nсиндиката, буде опремљен канцеларијским\nнамештајем и неопходним средствима рада.\u003C\u002Fp>\n\n\u003Cp>2. Обављање стручно административних\nпослова\u003C\u002Fp>\n\n\u003Ch3>Члан 132.\u003C\u002Fh3>\n\n\u003Cp>Послодавац, за потребе репрезентативних\nсиндиката, обезбеђује обављање следећих\nстручних и административних послова:\u003C\u002Fp>\n\n\u003Cp>1) правних;\u003C\u002Fp>\n\n\u003Cp>2) финансијских;\u003C\u002Fp>\n\n\u003Cp>3) административно-техничких;\u003C\u002Fp>\n\n\u003Cp>4) умножавања и дистрибуције материјала.\u003C\u002Fp>\n\n\u003Cp>3. Право на плаћено одсуство представника\nсиндиката\u003C\u002Fp>\n\n\u003Ch3>Члан 133.\u003C\u002Fh3>\n\n\u003Cp>Запослени који обавља синдикалну\nфункцију као члан органа репрезентативног\nсиндиката код послодавца (у даљем тексту:\nпредставник синдиката) има право на\nплаћено одсуство, за време док обавља ту\nфункцију, и то:\u003C\u002Fp>\n\n\u003Cp>1) председник, потпредседник (највише\nједан) и секретар репрезентативних\nсиндиката;\u003C\u002Fp>\n\n\u003Cp>2) највише по један члан органа\nрепрезентативних синдиката на сваких 750\nњихових чланова.\u003C\u002Fp>\n\n\u003Cp>Представници синдиката из става 1. тач. 1) и\n2) овог члана имају право на 100 плаћених\nчасова рада, месечно, за обављање\nсиндикалне функције, с тим што се број\nчасова рада увећава сразмерно броју\nчланова, за 40 часова на сваких 800 чланова\nсиндиката, при чему укупан број плаћених\nчасова рада, на месечном нивоу, не може\nпрећи просечан месечни фонд од 174 радна\nчаса.\u003C\u002Fp>\n\n\u003Cp>Представници синдиката који у смислу\nстава 1. тачка 2) овог члана користе плаћено\nодсуство одређују се актом из члана 135. овог\nколективног уговора, на образложени\nпредлог репрезентативних синдиката о\nпотреби њиховог ангажовања у синдикату у\nредовном радном времену.\u003C\u002Fp>\n\n\u003Cp>За време трајања мандата, односно док\nобавља синдикалну функцију представник\nсиндиката из става 1. тач. 1) и 2) овог члана\nима право на накнаду зараде у висини његове\nпросечне зараде у претходних 12 месеци,\nутврђене у складу са општим актом и\nуговором о раду.\u003C\u002Fp>\n\n\u003Cp>Решења о накнади зарада запосленима из\nстaва 4. овог члана, доноси директор\nПредузећа или запослени кога он овласти, на\nпредлог репрезентативних синдиката.\u003C\u002Fp>\n\n\u003Cp>4. Регулисање односа са синдикатима\u003C\u002Fp>\n\n\u003Ch3>Члан 134.\u003C\u002Fh3>\n\n\u003Cp>Акт о унутрашњој организацији и\nсистематизацији послова код послодавца\nдоноси директор Предузећа, уз претходно\nприбављено мишљење репрезентативних\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикати мишљење из\nстава 1. овог члана достављају у року од 10\nдана од дана пријема захтева.\u003C\u002Fp>\n\n\u003Ch3>Члан 135.\u003C\u002Fh3>\n\n\u003Cp>Услови за рад репрезентативних синдиката\nуређују се споразумом који закључују\nдиректор Предузећа и репрезентативни\nсиндикати.\u003C\u002Fp>\n\n\u003Ch3>Члан 136.\u003C\u002Fh3>\n\n\u003Cp>Синдикати имају право на информисање и\nизражавање својих ставова по битним\nпитањима из области рада.\u003C\u002Fp>\n\n\u003Cp>Представник репрезентативног синдиката\nкоји је по актима синдиката изабрано лице,\nне може бити позван на одговорност или\nдоведен у неповољан положај, због својих\nсиндикалних активности, ако поступа у\nскладу са законом и овим колективним\nуговором за време трајања мандата и након\nистека мандата.\u003C\u002Fp>\n\n\u003Cp>Синдикални представник из става 2. овог\nчлана има право након престанка синдикалне\nфункције да се врати на послове у место\nрада, где је радио пре одласка на\nфункцију.\u003C\u002Fp>\n\n\u003Ch2>XVI. ПРЕЛАЗНЕ И ЗАВРШНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch3>Члан 137.\u003C\u002Fh3>\n\n\u003Cp>Запослени, којима је на основу\nпојединачних аката (решења и др.) донетих\nпре ступања на снагу овог колективног\nуговора утврђено појединачно право,\nнастављају са коришћењем тих права до\nдоношења појединачних аката усклађених са\nодредбама овог колективног уговора.\u003C\u002Fp>\n\n\u003Ch3>Члан 138.\u003C\u002Fh3>\n\n\u003Cp>Уговорне стране су сагласне да у року од 30\nдана од дана доношења посебног акта Владе\nкоји на јединствен начин уређује питање\nвезано за висину отпремнине због\nтехнолошких, економских или\nорганизационих промена за запослене на\nнеодређено време у јавним предузећима,\nотпочну преговоре за закључење анекса\nкојим ће се утврдити висина отпремнине за\nслучај отказа уговора о раду због\nтехнолошких, економских или\nорганизационих промена код послодавца,\nради испуњења обавезе послодавца из члана\n116. овог колективног уговора.\u003C\u002Fp>\n\n\u003Ch3>Члан 139.\u003C\u002Fh3>\n\n\u003Cp>Учесници у изради овог колективног\nуговора именују по три члана у комисију\nкоја прати примену и по потреби заседа и\nдаје мишљења о примени овог колективног\nуговора.\u003C\u002Fp>\n\n\u003Ch3>Члан 140.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cp>Овај колективни уговор закључује се на\nпериод до три године.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Важење овог колективног уговора може\nпрестати на начин утврђен законом.\u003C\u002Fp>\n\n\u003Ch3>Члан 141.\u003C\u002Fh3>\n\n\u003Cp>Даном ступања на снагу овог колективног\nуговора, престаје да важи Колективни\nуговор за Јавно предузеће „Пошта Србијe”,\nБеоград („Службени гласник РС”, бр. 14\u002F15 и\n28\u002F16).\u003C\u002Fp>\n\n\u003Ch3>Члан 142.\u003C\u002Fh3>\n\n\u003Cp>Овај колективни уговор ступа на снагу\nнаредног дана од дана објављивања у\n„Службеном гласнику Републике Србије”.\u003C\u002Fp>\n\n\u003Cp>за Владу\u003C\u002Fp>\n\n\u003Cp>министар трговине, туризма и\nтелекомуникација ,\u003C\u002Fp>\n\n\u003Cp>Расим Љајић, с.р.\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикати:\u003C\u002Fp>\n\n\u003Cp>Синдикат ПТТ Србије\u003C\u002Fp>\n\n\u003Cp>председник,\u003C\u002Fp>\n\n\u003Cp>Александар Павловић, с.р.\u003C\u002Fp>\n\n\u003Cp>Синдикат ЈП ПТТ саобраћаја „Србија” –\n„Независност”\u003C\u002Fp>\n\n\u003Cp>председник,\u003C\u002Fp>\n\n\u003Cp>Снежана Марковић, с.р.\u003C\u002Fp>\n\n\u003Cp>В.д. директора Јавног предузећа „Пошта\nСрбије”, Београд,\u003C\u002Fp>\n\n\u003Cp>Мира Петровић, с.р.\u003C\u002Fp>\n\n\u003Cp>ОДРЕДБЕ КОЈЕ НИСУ УНЕТЕ У \"ПРЕЧИШЋЕН\nТЕКСТ\" КОЛЕКТИВНОГ УГОВОРА\u003C\u002Fp>\n\n\u003Cp>Анекс I Колективног уговора за Јавно\nпредузеће „Пошта Србије”, Београд:\n„Службени гласник РС\", број 29\u002F2019-52\u003C\u002Fp>\n\n\u003Cp>Члан 5.\u003C\u002Fp>\n\n\u003Cp>Остале одредбе Колективног уговора\nостају неизмењене.\u003C\u002Fp>\n\n\u003Cp>Члан 6.\u003C\u002Fp>\n\n\u003Cp>Овај aнекс је сачињен у 8 (осам) истоветних\nпримерака, од којих сваки од учесника\nзадржава по 2 (два) примерка и сматра се\nзакљученим када га потпишу овлашћени\nпредставници учесника.\u003C\u002Fp>\n\n\u003Cp>Члан 7.\u003C\u002Fp>\n\n\u003Cp>Анекс I Колективног уговора Јавног\nпредузећа „Пошта Србије”, Београд ступа\nна снагу наредног дана од дана објављивања\nу „Службеном гласнику Републике\nСрбије”.\u003C\u002Fp>\n\n\u003Cp>Анекс II Колективног уговора за Јавно\nпредузеће „Пошта Србије”, Београд:\n„Службени гласник РС\", број 1\u002F2020-176\u003C\u002Fp>\n\n\u003Cp>Члан 3.\u003C\u002Fp>\n\n\u003Cp>Остале одредбе Колективног уговора\nостају неизмењене.\u003C\u002Fp>\n\n\u003Cp>Члан 4.\u003C\u002Fp>\n\n\u003Cp>Овај анекс је сачињен у осам истоветних\nпримерака, од којих сваки од учесника\nзадржава по два примерка и сматра се\nзакљученим када га потпишу овлашћени\nпредставници учесника.\u003C\u002Fp>\n\n\u003Cp>Члан 5.\u003C\u002Fp>\n\n\u003Cp>Анекс II Колективног уговора Јавног\nпредузећа „Пошта Србије”, Београд ступа\nна снагу наредног дана од дана објављивања\nу „Службеном гласнику Републике Србије”,\nа примењује се од 1. јануара 2020. године.\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\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\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_MNCOMPA_1":57,"CBA_MNCOMPA_2_txt":59,"jobclassifaction1_txt":61,"JOBTYPE_comments_txt":65,"trainingprogrammestxt":69,"apprenticeshipstxt":72,"trainingfundtxt":75,"contracttrialtxt":79,"contractseverancepay":82,"sicknesspaytxt":85,"sicknessmaxdaystxt":89,"disabilitypaytxt":93,"disabilityfundtxt":97,"healthcareaccessrelativestxt":100,"healthandsafetytrainingtxt":102,"hivpolicy":106,"healthandsafetypolicytxt":110,"funeralpaytxt":113,"paidpaternityleavetxt":117,"childcaretxt":120,"deathrelativestxt":124,"educationtuition":128,"sexualhar":131,"hourstxt":134,"holidaystxt":137,"schedulestxt":140,"tradeunleavtxt":143,"administrativetxt":147,"WAGES_comments_txt":151,"lowwagetxt":155,"wageincreasetxt":159,"shiftallowancetxt":163,"overtimeallowancetxt":166,"sundayallowancetxt":170,"commutingallowancetxt":173,"longserviceallowanceperc1":176,"longserviceallowancetxt":180,"mealvouchersamount":183,"mealvoucherstxt":187,"coverunion_comments":190},{"bindId":46,"name":47,"text":48},"cbadate_start_date","\"Службени гласник РС\", бр. 9 од 2. фебру","\"Службени гласник РС\", бр. 9 од 2. фебруара\n2018, 29 од 19. априла 2019 - Анекс I, 1 од 10. јануара\n2020 - Анекс II",{"bindId":50,"name":51,"text":52},"cbadate_end_date","Овај колективни уговор закључује се на п","Овај колективни уговор закључује се на\nпериод до три године.",{"bindId":54,"name":55,"text":56},"SECTOR1","КОЛЕКТИВНИ УГОВОР за Јавно предузеће „По","КОЛЕКТИВНИ УГОВОР за Јавно предузеће\n„Пошта Србије”, Београд",{"bindId":58,"name":55,"text":56},"CBA_MNCOMPA_1",{"bindId":60,"name":55,"text":56},"CBA_MNCOMPA_2_txt",{"bindId":62,"name":63,"text":64},"jobclassifaction1_txt","Коефицијенти за сваки ниво посла у оквир","Коефицијенти за сваки ниво посла у оквиру\nгрупе послова су:*",{"bindId":66,"name":67,"text":68},"JOBTYPE_comments_txt","Група послова* Коефицијент за сваки ниво","Група послова*\n      Коефицијент за сваки ниво\n        послова*\n    \n    \n      Ниво*\n      Коефицијент*\n    \n    \n      1*\n      2*\n      3*\n    \n    \n      01 – Помоћни послови*\n      01*\n      1,236*\n    \n    \n      02*\n      1,473*\n    \n    \n      03*\n      1,566*\n    \n    \n      02 – Послови квалификованог\n        радника*\n      01*\n      1,705*\n    \n    \n      02*\n      1,782*\n    \n    \n      03*\n      1,900*\n    \n    \n      03 – Послови возача*\n      01*\n      1,839*\n    \n    \n      02*\n      1,916*\n    \n    \n      03*\n      2,055*\n    \n    \n      04 – Послови доставе*\n      01*\n      1,885*\n    \n    \n      02*\n      1,900*\n    \n    \n      03*\n      1,942*\n    \n    \n      05 – Послови обезбеђења*\n      01*\n      1,705*\n    \n    \n      02*\n      1,782*\n    \n    \n      03*\n      2,106*\n    \n    \n      06 – Послови техничара*\n      01*\n      1,900*\n    \n    \n      02*\n      1,942*\n    \n    \n      03*\n      1,988*\n    \n    \n      07 – Шалтерски послови*\n      01*\n      1,900*\n    \n    \n      02*\n      2,009*\n    \n    \n      03*\n      2,225*\n    \n    \n      04*\n      2,565*\n    \n    \n      08 – Послови управника поште*\n      01*\n      2,009*\n    \n    \n      02*\n      2,106*\n    \n    \n      03*\n      2,117*\n    \n    \n      04*\n      2,292*\n    \n    \n      05*\n      2,410*\n    \n    \n      06*\n      2,503*\n    \n    \n      07*\n      2,936*\n    \n    \n      08*\n      3,325*\n    \n    \n      09*\n      3,400*\n    \n    \n      09 – Послови\n        висококвалификованог радника*\n      01*\n      1,942*\n    \n    \n      02*\n      2,096*\n    \n    \n      03*\n      2,137*\n    \n    \n      10 – Оперативно-технолошки\n        послови*\n      01*\n      2,173*\n    \n    \n      02*\n      2,215*\n    \n    \n      03*\n      2,055*\n    \n    \n      04*\n      2,292*\n    \n    \n      05*\n      2,410*\n    \n    \n      11 – Послови прераде поштанских\n        пошиљака*\n      01*\n      1,782*\n    \n    \n      02*\n      1,823*\n    \n    \n      03*\n      1,900*\n    \n    \n      04*\n      2,055*\n    \n    \n      12 – Референтски послови*\n      01*\n      2,110*\n    \n    \n      02*\n      2,225*\n    \n    \n      03*\n      2,340*\n    \n    \n      04*\n      2,545*\n    \n    \n      13 – Високо стручни послови*\n      01*\n      2,565*\n    \n    \n      02*\n      2,795*\n    \n    \n      03*\n      3,090*\n    \n    \n      04*\n      3,325*\n    \n    \n      05*\n      3,400*\n    \n    \n      06*\n      3,410*\n    \n    \n      07*\n      3,500*\n    \n    \n      08*\n      4,000*\n    \n    \n      14 – Послови оперативног\n        руковођења*\n      01*\n      3,175*\n    \n    \n      02*\n      3,410*\n    \n    \n      03*\n      3,630*\n    \n    \n      04*\n      3,700*\n    \n    \n      15 – Високо стручни\n        специјализовани послови од*\n\n        посебног значаја*\n\n        16 – Послови тактичког руковођења*\n      \n      01*\n      3,420*\n    \n    \n      02*\n      4,100*\n    \n    \n      03*\n      4,600*\n    \n    \n      \n      01*\n      4,800*\n    \n    \n      02*\n      5,800*\n    \n    \n      03*\n      6,210*",{"bindId":70,"name":71,"text":71},"trainingprogrammestxt","Члан 109.",{"bindId":73,"name":74,"text":74},"apprenticeshipstxt","Члан 11.",{"bindId":76,"name":77,"text":78},"trainingfundtxt","У складу за Програмом пословања, потреба","У складу за Програмом пословања,\nпотребама процеса рада,\nтехничко-технолошким унапређењима и\nорганизацијом рада, послодавац обезбеђује\nстручно образовање, оспособљавање и\nусавршавање запослених путем:",{"bindId":80,"name":81,"text":81},"contracttrialtxt","Члан 5.",{"bindId":83,"name":84,"text":84},"contractseverancepay","Члан 85.",{"bindId":86,"name":87,"text":88},"sicknesspaytxt","1) у висини 75% просечне зараде запослен","1) у висини 75% просечне зараде запосленог\nостварене у претходних 12 месеци пре месеца\nу којем је наступила привремена спреченост\nза рад, проузрокована болешћу или повредом\nван рада;\n\n2) у висини 100% просечне зараде запосленог\nостварене у претходних 12 месеци пре месеца\nу којем је наступила привремена спреченост\nза рад, ако је проузрокована:\n\n2.1. повредом на раду или професионалном\nболешћу,\n\n2.2. малигним оболењем,\n\n2.3. у другим случајевима, када је то\nутврђено посебним прописима.",{"bindId":90,"name":91,"text":92},"sicknessmaxdaystxt","Члан 45. Запослени има право на накнаду ","Члан 45.\n\nЗапослени има право на накнаду зараде,\nкоја се исплаћује на терет послодавца, за\nвреме одсуствовања са рада због привремене\nспречености за рад до 30 дана, и то:",{"bindId":94,"name":95,"text":96},"disabilitypaytxt","2) у висини 100% просечне зараде запосле","2) у висини 100% просечне зараде запосленог\nостварене у претходних 12 месеци пре месеца\nу којем је наступила привремена спреченост\nза рад, ако је проузрокована:",{"bindId":98,"name":99,"text":99},"disabilityfundtxt","Члан 86.",{"bindId":101,"name":99,"text":99},"healthcareaccessrelativestxt",{"bindId":103,"name":104,"text":105},"healthandsafetytrainingtxt","6) изврши оспособљавање запослених за бе","6) изврши оспособљавање запослених за\nбезбедан и здрав рад;",{"bindId":107,"name":108,"text":109},"hivpolicy","7) запосленом на пословима са повећаним ","7) запосленом на пословима са повећаним\nризиком, пре почетка рада обезбеди\nпретходни лекарски преглед, као и\nпериодичне лекарске прегледе у току рада;",{"bindId":111,"name":112,"text":112},"healthandsafetypolicytxt","XIV. БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ",{"bindId":114,"name":115,"text":116},"funeralpaytxt","4) накнаду трошкова погребних услуга у с","4) накнаду трошкова погребних услуга у\nслучају смрти члана уже породице, а\nчлановима уже породице у случају смрти\nзапосленог;",{"bindId":118,"name":119,"text":119},"paidpaternityleavetxt","3) рођење детета – 5 радних дана,",{"bindId":121,"name":122,"text":123},"childcaretxt","10) теже болести члана уже породице – у ","10) теже болести члана уже породице – у\nукупном трајању до 7 радних дана,",{"bindId":125,"name":126,"text":127},"deathrelativestxt","6) смрти родитеља, усвојиоца, брата или ","6) смрти родитеља, усвојиоца, брата или\nсестре брачног друга запосленог – 2 радна\nдана,",{"bindId":129,"name":130,"text":130},"educationtuition","Члан 97.",{"bindId":132,"name":133,"text":133},"sexualhar","Члан 107.",{"bindId":135,"name":136,"text":136},"hourstxt","III. РАДНО ВРЕМЕ",{"bindId":138,"name":139,"text":139},"holidaystxt","IV. ОДМОРИ И ОДСУСТВА",{"bindId":141,"name":142,"text":142},"schedulestxt","Члан 19.",{"bindId":144,"name":145,"text":146},"tradeunleavtxt","3) учествовања на семинарима у земљи и и","3) учествовања на семинарима у земљи и\nиностранству, које организује синдикат,\nрадно производним и спортским такмичењима\nкод послодавца, гране, делатности, која\nорганизује синдикат или послодавац, на\nизложбама иновација и других видова\nстваралаштва од интереса за послодавца и\nучествовања на спортским такмичењима\nдржавног и међународног карактера;",{"bindId":148,"name":149,"text":150},"administrativetxt","6) за време присуствовања седницама држа","6) за време присуствовања седницама\nдржавних органа и организација, органа\nуправе и локалне самоуправе и органа\nсиндиката у својству члана – у дужини\nтрајања седница, укључујући време потребно\nза долазак и повратак са седнице.",{"bindId":152,"name":153,"text":154},"WAGES_comments_txt","V. ЗАРАДЕ, НАКНАДЕ ЗАРАДА И ДРУГА ПРИМАЊ","V. ЗАРАДЕ, НАКНАДЕ ЗАРАДА И ДРУГА\nПРИМАЊА",{"bindId":156,"name":157,"text":158},"lowwagetxt","Основна зарада утврђује се по групама и ","Основна зарада утврђује се по групама и\nнивоима (врстама) послова за пуно радно\nвреме и стандардни учинак, у складу са\nправилником о организацији и\nсистематизацији послова послодавца.*",{"bindId":160,"name":161,"text":162},"wageincreasetxt","6) по основу времена проведеног на раду,","6) по основу времена проведеног на раду, за\nсваку пуну годину рада остварену у радном\nодносу – 0,4%.",{"bindId":164,"name":165,"text":165},"shiftallowancetxt","3) за рад ноћу – 45%;",{"bindId":167,"name":168,"text":169},"overtimeallowancetxt","1) за рад дужи од пуног радног времена (","1) за рад дужи од пуног радног времена\n(прековремени рад) – 45%;",{"bindId":171,"name":172,"text":172},"sundayallowancetxt","4) за рад на дан недељног одмора – 15%;",{"bindId":174,"name":175,"text":175},"commutingallowancetxt","Члан 49.",{"bindId":177,"name":178,"text":179},"longserviceallowanceperc1","1) 10 година рада – у висини 20% месечне","1) 10 година рада – у висини 20% месечне\nзараде;",{"bindId":181,"name":182,"text":182},"longserviceallowancetxt","Члан 92.",{"bindId":184,"name":185,"text":186},"mealvouchersamount","Запослени има право на накнаду трошкова ","Запослени има право на накнаду трошкова\nза месечну исхрану у току рада у висини од\n4.380,00 динара (словима:\nчетирихиљадетристотинеосамдесетдинара).",{"bindId":188,"name":189,"text":189},"mealvoucherstxt","Члан 79.",{"bindId":191,"name":192,"text":193},"coverunion_comments","Овај колективни уговор примењује се на с","Овај колективни уговор примењује се на\nсве запослене код послодавца.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Пошта Србије 2018 - 2018\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2018-02-09\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2021-02-08\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: → Public administration, police, interest groups\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Drugo\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public sector\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 Sindikatpoštanskih Radnika 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): → 75 %\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: → Ne\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: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \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: → Ne\u003C\u002Fdiv>\n         \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: → Da\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: → The CBA explicitly refers to the law 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            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → -10.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → -10.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Da\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: →  days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: → 0.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Ne\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, but there are only indices (no wages)\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Ne\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-STRUCINCR_trigger\">Wage increase\u003C\u002Fh4>\n                \n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 145 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Da\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 45 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Allowance for seniority: →  % of basic wage\n                \u003C\u002Fdiv>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 4380.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → \n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[199],{"title":38,"slug":34},[201],{"type":202,"data":203},"call_to_action_body_block",{"title":204,"description":205,"variant":206,"link":207},"Uporedite kolektivne ugovore","Uporedite članove kolektivnih ugovora u Srbiji u različitim sektorima, temama i zemljama.","dark",{"title":204,"url":208,"description":204,"rel":209,"type":210},"\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002Fuporedite-kolektivne-ugovore","follow","internal",[212],{"type":202,"data":213},{"title":204,"description":205,"variant":206,"link":214},{"title":204,"url":208,"description":204,"rel":209,"type":210},[],{"title":17,"seo_title":217,"description":7,"path":218,"redirect_url":7,"locale":29,"children":219},"WageIndicator Srbija: Plate i minimalna zarada","\u002Fsr-latn-rs",[220,252,281],{"title":20,"seo_title":221,"description":7,"path":222,"redirect_url":7,"locale":29,"children":223},"Posao u Srbiji: Plate i minimalna","\u002Fsr-latn-rs\u002Frad-u-srbiji",[224,228,232,248],{"title":225,"seo_title":8,"description":7,"path":226,"redirect_url":7,"locale":29,"children":227},"Minimalne zarada","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fminimalne-zarada",[],{"title":229,"seo_title":8,"description":7,"path":230,"redirect_url":7,"locale":29,"children":231},"Zarada za život","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fzarada-za-zivot",[],{"title":233,"seo_title":8,"description":7,"path":234,"redirect_url":7,"locale":29,"children":235},"Plata","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata",[236,240,244],{"title":237,"seo_title":8,"description":7,"path":238,"redirect_url":7,"locale":29,"children":239},"Provera plate","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata\u002Fprovera",[],{"title":241,"seo_title":8,"description":7,"path":242,"redirect_url":7,"locale":29,"children":243},"Anketa o platama","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata\u002Fanketa",[],{"title":245,"seo_title":8,"description":7,"path":246,"redirect_url":7,"locale":29,"children":247},"VIP 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nama","\u002Fsr-latn-rs\u002Fo-nama",[285,307,312,317,322,327],{"title":286,"seo_title":8,"description":7,"path":287,"redirect_url":7,"locale":29,"children":288},"Ko smo mi","\u002Fsr-latn-rs\u002Fo-nama\u002Fko-smo-mi",[289,294,299,303],{"title":290,"seo_title":8,"description":7,"path":291,"redirect_url":292,"locale":264,"children":293},"Radite sa nama","\u002Fsr-latn-rs\u002Fo-nama\u002Fko-smo-mi\u002Fradite-sa-nama","\u002Fabout\u002Fwho-we-are\u002Fjobs",[],{"title":295,"seo_title":8,"description":7,"path":296,"redirect_url":297,"locale":264,"children":298},"Prakse","\u002Fsr-latn-rs\u002Fo-nama\u002Fko-smo-mi\u002Fprakse","\u002Fabout\u002Fwho-we-are\u002Finternships",[],{"title":300,"seo_title":8,"description":7,"path":301,"redirect_url":7,"locale":29,"children":302},"Naša istorija","\u002Fsr-latn-rs\u002Fo-nama\u002Fko-smo-mi\u002Fistorija",[],{"title":304,"seo_title":8,"description":7,"path":305,"redirect_url":7,"locale":29,"children":306},"Korisnici 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