[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002F-2019":3,"menu:\u002Fsr-latn-rs:":240,"sites:htmlblocks":356,"subsites":1795,"cite-subsites":5358,"footer:root":5835,"suggested:root":5933,"cite-footer:root":5937},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"edit_url":12,"breadcrumbs":13,"seo":21,"data":30,"children":220,"content_type_view":221,"extra_breadcrumbs":222,"body":224,"body_blocks":235,"related_pages":239},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","\u002Fcms\u002Fpages\u002F37055\u002Fedit\u002F",[14,17,20],{"title":15,"slug":16},"Srbija","sr-latn-rs",{"title":18,"slug":19},"Rad u Srbiji","rad-u-srbiji",{"title":6,"slug":5},{"title":6,"description":8,"image":22,"canonical":23,"robots":24,"og_type":25,"twitter_card":26,"locale":27,"created_at":28,"last_modified_at":29},"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":31,"clauses":42,"details":218,"translations":219},{"id":32,"uid":33,"url":34,"name":35,"locale":11,"override_title":8,"title":36,"browser_title":37,"browser_description":38,"text":39},"-2019","61c632c4-de75-11ea-a1ef-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fserbia\u002F-2018_1\u002F-2019\u002F","Службени гласник 2019","Службени гласник 2019 - 2019","Serbia - Службени гласник 2019 - 2019","Службени гласник 2019 - 2019 - Publishing, printing, media",{"name":40,"data":41},"Official Gazette.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>На основу члана 247. Закона о раду\n(„Службени гласник РС”, бр. 24\u002F05, 61\u002F05, 54\u002F09, 32\u002F13,\n75\u002F14, 13\u002F17 и 113\u002F17),\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MEMTRAD4_1\">\u003Cp>Влада (у даљем тексту: оснивач),\nрепрезентативна Синдикална организација\nзапослених у Јавном предузећу „Службени\nгласник” и Јавно предузеће „Службени\nгласник” (у даљем тексту: послодавац),\nзакључују\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch1>КОЛЕКТИВНИ УГОВОР\u003C\u002Fh1>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_2_txt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SECTOR1\">\u003Ch1>Јавног предузећа „Службени гласник”\u003C\u002Fh1>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\"Службени гласник РС\", број 83 од 29. октобра\n2018.\u003C\u002Fp>\n\n\u003Ch2>I. ОСНОВНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch3>Садржина овог колективног уговора\u003C\u002Fh3>\n\n\u003Ch3>Члан 1.\u003C\u002Fh3>\n\n\u003Cp>Овим колективним уговором уређују се\nпоједина права, обавезе и одговорности из\nрадног односа запослених у Јавном\nпредузећу „Службени гласник” и поједине\nобавезе послодавца у вези с обезбеђењем и\nостваривањем права запослених на раду и по\nоснову рада.\u003C\u002Fp>\n\n\u003Cp>Послодавац доноси и друге акте којима,\nсагласно Закону о раду, другом закону и\nовом колективном уговору, уређује остала\nправа, обавезе и одговорности запослених.\u003C\u002Fp>\n\n\u003Ch3>Прописи који се примењују на права,\nобавезе и одговорности који нису уређени\nовим колективним уговором\u003C\u002Fh3>\n\n\u003Ch3>Члан 2.\u003C\u002Fh3>\n\n\u003Cp>На права, обавезе и одговорности\nзапослених, који нису уређени овим\nколективним уговором, примењују се општи\nакти послодавца и уговор о раду, у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>Општим актом и уговором о раду не могу се\nутврдити мања права и неповољнији услови\nрада и обавезе од права, услова рада и\nобавеза утврђених законом и овим\nуговором.\u003C\u002Fp>\n\n\u003Cp>Општим актима, односно уговором о раду\nмогу се утврдити већа права и повољнији\nуслови рада запосленог од права и услова\nутврђених законом и овим уговором, као и\nдруга права која нису предвиђена овим\nуговором, у складу са законом.\u003C\u002Fp>\n\n\u003Ch3>Одлучивање о правима, обавезама и\nодговорностима запослених\u003C\u002Fh3>\n\n\u003Ch3>Члан 3.\u003C\u002Fh3>\n\n\u003Cp>О правима, обавезама и одговорностима\nзапослених одлучује директор, у складу са\nзаконом и колективним уговором.\u003C\u002Fp>\n\n\u003Cp>Директор може у писменом облику пренети\nна другог запосленог сва или нека\nовлашћења да одлучује о правима, обавезама\nи одговорностима запослених.\u003C\u002Fp>\n\n\u003Ch2>II. ОСНОВНА ПРАВА И ОБАВЕЗЕ ЗАПОСЛЕНИХ И\nПОСЛОДАВЦА\u003C\u002Fh2>\n\n\u003Ch3>Основна права запослених\u003C\u002Fh3>\n\n\u003Ch3>Члан 4.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на одговарајућу\nзараду, безбедност и здравље на раду, на\nздравствену заштиту, заштиту личног\nинтегритета, достојанства личности,\nзаштиту од злостављања на раду и у вези с\nрадом, права за случај болести, смањења или\nгубитка радне способности или старости,\nправо на материјално обезбеђење за време\nпривремене незапослености и на друге\nоблике заштите.\u003C\u002Fp>\n\n\u003Cp>Запослена жена има право на посебну\nзаштиту за време трудноће и порођаја, а\nсваки запослени има право на посебну\nзаштиту ради неге детета, према Закону о\nраду.\u003C\u002Fp>\n\n\u003Cp>Право на посебну заштиту има и запослени\nкоји је млађи од 18 година живота и\nзапослена особа с инвалидитетом, у складу\nса Законом о раду.\u003C\u002Fp>\n\n\u003Ch3>Основне обавезе запослених\u003C\u002Fh3>\n\n\u003Ch3>Члан 5.\u003C\u002Fh3>\n\n\u003Cp>Запослени је дужан да:\u003C\u002Fp>\n\n\u003Cp>1) савесно и одговорно, у складу са\nпрописима и актима послодавца, обавља\nпослове на којима ради;\u003C\u002Fp>\n\n\u003Cp>2) поштује организацију рада и пословања\nкод послодавца и услове и правила\nпослодавца који су у вези са испуњавањем\nобавеза из уговора о раду и других обавеза\nиз радног односа;\u003C\u002Fp>\n\n\u003Cp>3) обавести послодавца о околностима које\nутичу или које би могле да утичу на\nобављање послова одређених уговором о\nраду;\u003C\u002Fp>\n\n\u003Cp>4) обавести послодавца о свакој могућој\nопасности по живот или здравље, или о\nмогућности да буде проузрокована\nматеријална штета.\u003C\u002Fp>\n\n\u003Ch3>Основне обавезе послодавца\u003C\u002Fh3>\n\n\u003Ch3>Члан 6.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је обавезан да:\u003C\u002Fp>\n\n\u003Cp>1) запосленом исплати зараду, према Закону\nо раду, овом колективном уговору и уговору\nо раду;\u003C\u002Fp>\n\n\u003Cp>2) запосленом омогући услове рада у складу\nса законом и да рад организује тако да\nзапослени буде безбедан, а његов живот и\nздравље буду заштићени, према закону и\nдругим прописима и овом колективном\nуговору;\u003C\u002Fp>\n\n\u003Cp>3) запосленом пружи обавештења о условима\nи организацији рада, о правилима\nпослодавца која су у вези са испуњавањем\nобавеза из уговора о раду и других обавеза\nиз радног односа и о правима и обавезама\nкоје произлазе из прописа о безбедности и\nзаштити живота и здравља на раду;\u003C\u002Fp>\n\n\u003Cp>4) запосленом омогући обављање послова\nкоји су одређени уговором о раду;\u003C\u002Fp>\n\n\u003Cp>5) затражи мишљење синдиката кад је то\nпредвиђено законом и овим колективним\nуговором.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sexualhar\">\u003Ch3>Забрана злостављања на раду\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 7.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да рад организује\nтако да спречи злостављање на раду и у вези\nс радом и да запосленом омогући услове рада\nу којима други запослени или послодавац\nнеће моћи да га злостављају.\u003C\u002Fp>\n\n\u003Cp>Ради препознавања, превенције и\nспречавања злостављања на раду и у вези с\nрадом, послодавац оспособљава запослене и\nњихове представнике да препознају узроке,\nоблике и последице злостављања на раду и у\nвези с радом.\u003C\u002Fp>\n\n\u003Ch3>Обавезе послодавца и запослених да\nпоштују прописана права и обавезе\u003C\u002Fh3>\n\n\u003Ch3>Члан 8.\u003C\u002Fh3>\n\n\u003Cp>Послодавац и запослени дужни су да\nпоштују права и обавезе који су предвиђени\nзаконом и другим прописима, овим\nколективним уговором, актима послодавца и\nуговором о раду.\u003C\u002Fp>\n\n\u003Ch3>Налози претпостављених\u003C\u002Fh3>\n\n\u003Ch3>Члан 9.\u003C\u002Fh3>\n\n\u003Cp>Запослени је дужан да изврши сваки усмени\nналог претпостављеног, изузев ако сматра\nда је налог супротан прописима, правилима\nструке или да извршење налога може да\nпроузрокује штету, што је обавезан да\nсаопшти претпостављеном.\u003C\u002Fp>\n\n\u003Cp>Налог који претпостављени понови у\nписменом облику запослени је дужан да\nизврши и да о томе писмено обавести\nдиректора.\u003C\u002Fp>\n\n\u003Cp>Запослени је дужан да одбије извршење\nусменог или писменог налога ако би оно\nпредстављало кажњиво дело или опасност по\nживот и здравље неког од запослених и да о\nтоме писмено обавести директора.\u003C\u002Fp>\n\n\u003Ch2>III. ЗАСНИВАЊЕ РАДНОГ ОДНОСА\u003C\u002Fh2>\n\n\u003Cp>1. Услови за заснивање радног односа\u003C\u002Fp>\n\n\u003Ch3>Члан 10.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може да заснује радни однос с\nлицем које има најмање 15 година живота и\nиспуњава услове за рад на одређеним\nпословима предвиђене правилником о\nорганизацији и систематизацији послова у\nЈавном предузећу „Службени гласник” (у\nдаљем тексту: Правилник).\u003C\u002Fp>\n\n\u003Cp>С лицем млађим од 18 година живота радни\nоднос може да се заснује под условима\nодређеним Законом о раду.\u003C\u002Fp>\n\n\u003Cp>2. Садржина Правилника\u003C\u002Fp>\n\n\u003Ch3>Члан 11.\u003C\u002Fh3>\n\n\u003Cp>Правилник је општи акт послодавца којим\nсе, поред осталог, утврђују организациoни\nделови послодавца, називи и описи послова\n(у даљем тексту: радна места), врста\nзанимања и ниво квалификације који се\nзахтевају за свако радно место и други\nуслови за рад на сваком радном месту.\u003C\u002Fp>\n\n\u003Cp>Правилником се одређује број извршилаца\nна сваком радном месту.\u003C\u002Fp>\n\n\u003Cp>Правилник је стално доступан запосленима\nна огласној табли и на интранету\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>3. Забрана тражења одређених података од\nкандидата за заснивање радног односа\u003C\u002Fp>\n\n\u003Ch3>Члан 12.\u003C\u002Fh3>\n\n\u003Cp>Послодавац не сме од кандидата за\nзаснивање радног односа да захтева податке\nо брачном и породичном статусу и планирању\nпородице, нити доказе који нису од\nнепосредног значаја за рад на радном месту\nза које се заснива радни однос.\u003C\u002Fp>\n\n\u003Cp>Послодавац не сме да условљава заснивање\nрадног односа тестом за утврђивање\nтрудноће, изузев за радна места на којима\nпостоји знатан ризик по здравље жене и\nдетета, која је утврдио надлежни\nздравствени орган.\u003C\u002Fp>\n\n\u003Cp>Послодавац не може да заснивање радног\nодноса услови претходним давањем изјаве о\nотказу уговора о раду.\u003C\u002Fp>\n\n\u003Cp>4. Попуњавање радног места заснивањем\nрадног односа\u003C\u002Fp>\n\n\u003Ch3>Одређивање потребе за попуњавањем\nрадног места\u003C\u002Fh3>\n\n\u003Ch3>Члан 13.\u003C\u002Fh3>\n\n\u003Cp>Радно место може да се попуни и\nзаснивањем радног односа с новим\nзапосленим.\u003C\u002Fp>\n\n\u003Cp>Потребу да се тако попуни радно место\nутврђује директор, у складу са прописима и\nпрограмом пословања за текућу годину на\nкоји је оснивач дао сагласност.\u003C\u002Fp>\n\n\u003Ch3>Могућност јавног оглашавања за\nпопуњавање радног места заснивањем радног\nодноса\u003C\u002Fh3>\n\n\u003Ch3>Члан 14.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може, али не мора, да\nпопуњавање радног места огласи на интернет\nпрезентацији, периодичном издању огласа\nНационалне службе за запошљавање или путем\nдругог средства оглашавања.\u003C\u002Fp>\n\n\u003Cp>Оглас нарочито садржи: назив и седиште\nпослодавца, назив радног места које се\nпопуњава, услове за рад на радном месту,\nзнања, способности и вештине које се\nпроверавају у изборном поступку и рок за\nподношење пријава на оглас.\u003C\u002Fp>\n\n\u003Ch3>Пријаве на оглас и избор кандидата\u003C\u002Fh3>\n\n\u003Ch3>Члан 15.\u003C\u002Fh3>\n\n\u003Cp>Пријаве на оглас подносе се послодавцу\nпутем поште или електронски, с документима\nкојима се доказује да су испуњени услови за\nрад на радном месту које се попуњава, у року\nкоји је одређен у огласу.\u003C\u002Fp>\n\n\u003Cp>Послодавац разматра уредне и\nблаговремене пријаве и утврђује који\nподносиоци пријава испуњавају услове за\nрад на радном месту које се попуњава.\u003C\u002Fp>\n\n\u003Cp>Потом комисија, коју именује директор,\nпроверава знања, способности и вештине\nкандидата, обављајући с њима разговор,\nтестирање и слично, те сачињава извештај,\nкоји доставља директору.\u003C\u002Fp>\n\n\u003Cp>Избор између кандидата врши директор\nнакон што размотри извештај комисије.\u003C\u002Fp>\n\n\u003Cp>Директор није дужан да изабере ниједног\nод кандидата.\u003C\u002Fp>\n\n\u003Cp>5. Уговор о раду\u003C\u002Fp>\n\n\u003Ch3>Закључење уговора о раду\u003C\u002Fh3>\n\n\u003Ch3>Члан 16.\u003C\u002Fh3>\n\n\u003Cp>Радни однос заснива се уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду закључује се у писменом\nоблику.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду сматра се закљученим када\nга потпишу запослени и послодавац.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду закључује се у најмање три\nпримерка, од којих се један предаје\nзапосленом, а два задржава послодавац.\u003C\u002Fp>\n\n\u003Ch3>Садржина уговора о раду\u003C\u002Fh3>\n\n\u003Ch3>Члан 17.\u003C\u002Fh3>\n\n\u003Cp>Уговор о раду садржи одредбе предвиђене\nЗаконом о раду.\u003C\u002Fp>\n\n\u003Cp>На права и обавезе који нису утврђени\nуговором о раду примењују се одредбе\nЗакона о раду, овог колективног уговора и\nаката послодавца.\u003C\u002Fp>\n\n\u003Ch3>Претпоставка да је уговор о раду\nзакључен на неодређено време\u003C\u002Fh3>\n\n\u003Ch3>Члан 18.\u003C\u002Fh3>\n\n\u003Cp>Уговор о раду закључује се, по правилу, на\nнеодређено време.\u003C\u002Fp>\n\n\u003Cp>Ако у уговору о раду није наведено време\nна које се он закључује, сматра се да је\nзакључен на неодређено време.\u003C\u002Fp>\n\n\u003Ch3>Уговор о раду на одређено време (радни\nоднос на одређено време)\u003C\u002Fh3>\n\n\u003Ch3>Члан 19.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може да са истим запосленим\nзакључи један или више уговора о раду на\nунапред одређено време (радни однос на\nодређено време), ради заснивања радног\nодноса чије је трајање унапред одређено\nобјективним разлозима који су оправдани\nроком или извршењем одређеног посла или\nнаступањем одређеног догађаја. У тим\nслучајевима, радни однос са истим\nзапосленим траје док трају такве потребе, а\nнајдуже 24 месеца, с прекидом радног односа\nили без његовог прекида. Не сматра се\nпрекидом радног односа прекид краћи од 30\nдана.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду на одређено време може да се\nзакључи и:\u003C\u002Fp>\n\n\u003Cp>1) ради замене одсутног запосленог, до\nњеговог повратка;\u003C\u002Fp>\n\n\u003Cp>2) за рад на пројекту чије је трајање\nунапред одређено, а најдуже до завршетка\nпројекта;\u003C\u002Fp>\n\n\u003Cp>3) са страним држављанином, на основу\nдозволе за рад у складу са законом, најдуже\nдо истека рока на који је издата дозвола;\u003C\u002Fp>\n\n\u003Cp>4) са незапосленим коме недостаје до пет\nгодина до испуњења једног од услова за\nостваривање права на старосну пензију, а\nнајдуже до испуњења услова у складу са\nпрописима о пензијском и инвалидском\nосигурању.\u003C\u002Fp>\n\n\u003Cp>По истеку рока из става 2. тач. 1–3) овог\nчлана, послодавац може са истим запосленим\nда закључи нови уговор о раду на одређено\nвреме по истом или другом правном основу, у\nскладу са овим чланом.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobsecuritymothers\">\u003Cp>Запосленој жени за време трудноће и\nзапосленом за време породиљског одсуства,\nодсуства с рада ради неге детета и одсуства\nс рада ради посебне неге детета, радни\nоднос на одређено време не престаје\nпротеком времена, већ се продужава док се\nне искористи право на одсуство.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Писмено обавештење о забрани\nзлостављања на раду\u003C\u002Fh3>\n\n\u003Ch3>Члан 20.\u003C\u002Fh3>\n\n\u003Cp>Пре ступања запосленог на рад послодавац\nје дужан да га писменим путем обавести о\nзабрани злостављања на раду и у вези с\nрадом, и о правима, обавезама и\nодговорностима запосленог и послодавца у\nвези с тим, према закону којим се уређује\nспречавање злостављања на раду.\u003C\u002Fp>\n\n\u003Cp>6. Почетак стицања права, обавеза и\nодговорности из радног односа\u003C\u002Fp>\n\n\u003Ch3>Члан 21.\u003C\u002Fh3>\n\n\u003Cp>Запослени почиње да остварује права и да\nстиче обавезе и одговорности из радног\nодноса даном када ступи на рад.\u003C\u002Fp>\n\n\u003Cp>Датум ступања на рад одређује се уговором\nо раду.\u003C\u002Fp>\n\n\u003Cp>Ако запослени не ступи на рад оног дана\nкоји је одређен уговором о раду, сматра се\nда није засновао радни однос, изузев ако\nније ступио на рад из оправданих разлога,\nили ако се послодавац и запослени друкчије\nписмено не договоре.\u003C\u002Fp>\n\n\u003Cp>7. Пробни рад\u003C\u002Fp>\n\n\u003Ch3>Појам пробног рада\u003C\u002Fh3>\n\n\u003Ch3>Члан 22.\u003C\u002Fh3>\n\n\u003Cp>Уговором о раду може бити уговорен пробни\nрад ради обављања једног или више\nповезаних или сродних послова, који се\nодређују уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Пробни рад не може да се уговори с\nприправником.\u003C\u002Fp>\n\n\u003Ch3>Одвијање пробног рада\u003C\u002Fh3>\n\n\u003Ch3>Члан 23.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialtxt\">\u003Cp>Трајање пробног рада одређује се\nуговором о раду, најдуже на шест месеци.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Пробни рад прати непосредни\nпретпостављени запосленог, који директору\nдаје мишљење о томе да ли је запослени\nпоказао потребне радне и стручне\nспособности.\u003C\u002Fp>\n\n\u003Ch3>Отказ уговора о раду за време пробног\nрада\u003C\u002Fh3>\n\n\u003Ch3>Члан 24.\u003C\u002Fh3>\n\n\u003Cp>Док траје пробни рад, запослени и\nпослодавац могу да откажу уговор о раду.\u003C\u002Fp>\n\n\u003Cp>У оба случаја, отказни рок не може бити\nкраћи од пет радних дана, али може бити дужи\nако је то одређено уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да образложи отказ\nуговора о раду.\u003C\u002Fp>\n\n\u003Cp>8. Радни однос с непуним радним временом\u003C\u002Fp>\n\n\u003Ch3>Члан 25.\u003C\u002Fh3>\n\n\u003Cp>Ако је обим послова на радном месту такав\nда послови могу да се обаве за време краће\nод пуног радног времена, послодавац може,\nако је то предвиђено Правилником, да са\nзапосленим заснује радни однос с непуним\nрадним временом, на неодређено или\nодређено време.\u003C\u002Fp>\n\n\u003Cp>Трајање непуног радног времена утврђује\nсе Правилником и не може бити краће од два\nчаса дневно.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради с непуним радним\nвременом има сва права из радног односа\nсразмерно времену проведеном на раду, а\nправо на заштиту на раду, на недељни одмор,\nмировање радног односа, породиљско\nодсуство, одсуство ради неге детета и друга\nнедељива права из радног односа остварује\nкао да ради с пуним радним временом.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да размотри захтев\nсваког запосленог да буде премештен с\nрадног места с непуним радним временом на\nрадно место с пуним радним временом и\nобратно.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeshipstxt\">\u003Cp>9. Приправништво\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Појам приправника\u003C\u002Fh3>\n\n\u003Ch3>Члан 26.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може да заснује радни однос с\nлицем које се први пут запошљава у занимању\nза које је стекло одређени ниво\nквалификације (приправник), ако је то\nпредвиђено Правилником, да би се оно\nоспособило за самосталан рад.\u003C\u002Fp>\n\n\u003Cp>Као приправник може да се запосли и лице\nкоје је радило краће од приправничког\nстажа, да би га довршило.\u003C\u002Fp>\n\n\u003Ch3>Оспособљавање приправника\u003C\u002Fh3>\n\n\u003Ch3>Члан 27.\u003C\u002Fh3>\n\n\u003Cp>Трајање приправничког стажа одређује се\nуговором о раду и не може бити дуже од шест\nмесеци за приправника са средњим\nобразовањем, нити краће од шест ни дуже од 12\nмесеци за приправника с високим и вишим\nобразовањем.\u003C\u002Fp>\n\n\u003Cp>Оспособљавање приправника прати његов\nнепосредно претпостављени, који\nнепосредно пре истека приправничког стажа\nписмено извештава директора о томе како се\nодвијао приправнички стаж и с каквим\nуспехом га је приправник окончао.\u003C\u002Fp>\n\n\u003Cp>Узимајући у обзир извештај, директор може\nс приправником да закључи уговор о раду на\nнеодређено време или да донесе решење о\nпрестанку његовог радног односа.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulestxt\">\u003Ch2>IV. РАДНО ВРЕМЕ И ДНЕВНИ, НЕДЕЉНИ И ОДМОР\nИЗМЕЂУ ДВА РАДНА ДАНА\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cp>Појам радног времена\u003C\u002Fp>\n\n\u003Ch3>Пуно радно време\u003C\u002Fh3>\n\n\u003Ch3>Члан 28.\u003C\u002Fh3>\n\n\u003Cp>Радно време је период у коме је запослени\nдужан, односно расположив, да обавља\nпослове свог радног места на месту где се\nони обављају, према налозима послодавца.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>Пуно радно време код послодавца јесте 40\nчасова у радној недељи.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Пуно радно време запосленог који је млађи\nод 18 година живота јесте 35 часова у радној\nнедељи, с тим што права из радног односа\nостварује као да je његово радно време 40\nчасова у радној недељи.\u003C\u002Fp>\n\n\u003Cp>Време приправности запосленог не рачуна\nсе у радно време.\u003C\u002Fp>\n\n\u003Ch3>Распоред радног времена\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourstxt\">\u003Ch3>Члан 29.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>Радна недеља траје, по правилу, пет радних\nдана, а радни дан траје, по правилу, осам\nрадних часова. Запослени који је млађи од 18\nгодина живота не може да ради дуже од осам\nрадних часова у радном дану.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Распоред радног времена у оквиру радне\nнедеље и организационе јединице у којима\nрадна недеља траје више од пет радних дана\nодређује директор посебним правилником.\u003C\u002Fp>\n\n\u003Ch3>Рад у сменама\u003C\u002Fh3>\n\n\u003Ch3>Члан 30.\u003C\u002Fh3>\n\n\u003Cp>На појединим радним местима рад може да\nсе одвија у сменама (две или три смене).\u003C\u002Fp>\n\n\u003Cp>На којим радним местима се рад одвија у\nсменама, као и почетак и крај смена,\nодређује директор посебним правилником.\u003C\u002Fp>\n\n\u003Cp>Рад у сменама је организација рада код\nпослодавца према којој се запослени на\nистим пословима смењују према утврђеном\nраспореду, при чему измена смена може да\nбуде континуирана или са прекидима током\nодређеног периода дана или недеља.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради у сменама је\nзапослени који код послодавца код кога је\nрад организован у сменама у току месеца\nпосао обавља у различитим сменама најмање\nтрећину свог радног времена.\u003C\u002Fp>\n\n\u003Cp>Ако је рад организован у сменама које\nукључују ноћни рад, послодавац је дужан да\nобезбеди измену смена, тако да запослени не\nради непрекидно више од једне радне недеље\nноћу.\u003C\u002Fp>\n\n\u003Cp>Запослени може да ради ноћу дуже од једне\nрадне недеље, само уз његову писану\nсагласност.\u003C\u002Fp>\n\n\u003Ch3>Ноћни рад\u003C\u002Fh3>\n\n\u003Ch3>Члан 31.\u003C\u002Fh3>\n\n\u003Cp>Ноћни рад је рад између 22,00 часа и 6,00\nчасова наредног дана. Запослени који је\nмлађи од 18 година живота не може да ради\nноћу.\u003C\u002Fp>\n\n\u003Cp>Запослена жена за време трудноће и\nзапослена жена која доји дете не могу да\nраде ноћу ако би то, према налазу надлежног\nздравственог органа, било штетно по њихово\nздравље и здравље детета.\u003C\u002Fp>\n\n\u003Cp>Један од родитеља с дететом до три године\nживота, самохрани родитељ с дететом до\nседам година живота или с дететом које је\nтешки инвалид може да ради ноћу само уз\nсвоју писмену сагласност.\u003C\u002Fp>\n\n\u003Ch3>Одмор у току дневног рада, дневни одмор и\nнедељни одмор\u003C\u002Fh3>\n\n\u003Ch3>Члан 32.\u003C\u002Fh3>\n\n\u003Cp>Запослени који ради најмање шест часова\nдневно има право на одмор у току дневног\nрада од 30 минута, запослени који ради дуже\nод четири, а краће од шест часова дневно има\nправо на одмор у току дневног рада од 15\nминута, а запослени који ради дуже од 10\nчасова дневно – од 45 минута.\u003C\u002Fp>\n\n\u003Cp>Одмор у току дневног рада урачунава се у\nрадно време и не може да се користи на\nпочетку или на крају радног времена.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на дневни одмор од 12\nчасова непрекидно у оквиру 24 сата, као и на\nнедељни одмор од 24 часа непрекидно, коме се\nдодаје време дневног одмора. Запослени има\nправо на недељни одмор од 24 часа непрекидно\nако због рада у сменама или прерасподеле\nрадног времена не може да му се дода време\nдневног одмора.\u003C\u002Fp>\n\n\u003Ch3>Пауза и скраћено радно време\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternity_nursing_breaks_duration\">\u003Ch3>Члан 33.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослена жена чије дневно радно време\nтраје шест и више часова и која се врати на\nрад пре истека једне године од рођења\nдетета има право на једну паузу или више\nњих у току дневног рада у трајању од укупно\n90 минута или на скраћење дневног радног\nвремена за 90 минута, да би могла да доји\nсвоје дете.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_workingtime\">\u003Cp>Та пауза и то скраћено радно време\nурачунавају јој се у радно време, а накнада\nза њих исплаћује се у висини основне зараде\nувећане за минули рад.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Прековремени рад\u003C\u002Fh3>\n\n\u003Ch3>Члан 34.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може наложити запосленом да\nради дуже од пуног радног времена\n(прековремени рад) због више силе,\nизненадног повећања обима посла или да би\nсе у одређеном року окончао посао који није\nбио планиран.\u003C\u002Fp>\n\n\u003Cp>При налагању прековременог рада води се\nрачуна о равномерном оптерећењу\nзапослених који раде на истим или сличним\nпословима.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemaxtxt\">\u003Cp>Прековремени рад не може да траје дуже од\nосам часова у радној недељи.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Запослени не може да ради дуже од 12 часова\nдневно, укључујући и прековремени рад.\u003C\u002Fp>\n\n\u003Ch3>Забрана и ограничење прековременог\nрада\u003C\u002Fh3>\n\n\u003Ch3>Члан 35.\u003C\u002Fh3>\n\n\u003Cp>Прековремени рад није дозвољен\nзапосленом који је млађи од 18 година\nживота, нити запосленом коме би, према\nналазу надлежног здравственог органа,\nпрековремени рад погоршао здравствено\nстање.\u003C\u002Fp>\n\n\u003Cp>Запослена жена за време трудноће и\nзапослена жена која доји дете не могу да\nраде прековремено ако би то, према налазу\nнадлежног здравственог органа, било штетно\nпо њихово здравље и здравље детета.\u003C\u002Fp>\n\n\u003Cp>Један од родитеља с дететом до три године\nживота, самохрани родитељ с дететом до\nседам година живота или с дететом које је\nтешки инвалид може да ради прековремено\nсамо уз своју писмену сагласност.\u003C\u002Fp>\n\n\u003Ch2>V. ГОДИШЊИ ОДМОР И ОДСУСТВА\u003C\u002Fh2>\n\n\u003Cp>1. Годишњи одмор\u003C\u002Fp>\n\n\u003Ch3>Стицање права на годишњи одмор\u003C\u002Fh3>\n\n\u003Ch3>Члан 36.\u003C\u002Fh3>\n\n\u003Cp>Запослени, било да ради на неодређено или\nодређено време, стиче право да користи\nгодишњи одмор у календарској години после\nмесец дана непрекидног рада од дана\nзаснивања радног односа код послодавца.\u003C\u002Fp>\n\n\u003Cp>На сразмерни део годишњег одмора\nпримењују се одредбе Закона о раду.\u003C\u002Fp>\n\n\u003Ch3>Дужина годишњег одмора. Мерила за\nодређивање дужине годишњег одмора\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaystxt\">\u003Ch3>Члан 37.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослени има право на минимум 20 радних\nдана годишњег одмора у календарској\nгодини.\u003C\u002Fp>\n\n\u003Cp>Дужина годишњег одмора одређује се тако\nшто се минимум од 20 радних дана увећава\nприменом следећих мерила:\u003C\u002Fp>\n\n\u003Cp>1) доприноса на раду – до два радна дана,\nна образложен предлог руководиоца, а на\nоснову резултата рада запосленог у\nпретходној години;\u003C\u002Fp>\n\n\u003Cp>2) услова рада – један радни дан\nзапосленом који ради на пословима са\nповећаним ризиком или са опасним\nматеријалом;\u003C\u002Fp>\n\n\u003Cp>3) радног искуства:\u003C\u002Fp>\n\n\u003Cp>– до пет година радног искуства – један\nрадни дан,\u003C\u002Fp>\n\n\u003Cp>– од пет до 15 година радног искуства –\nдва радна дана,\u003C\u002Fp>\n\n\u003Cp>– преко 15 година радног искуства – три\nрадна дана;\u003C\u002Fp>\n\n\u003Cp>4) нивоа квалификације:\u003C\u002Fp>\n\n\u003Cp>– за послове за које је потребан најмање\nседми ниво квалификације – пет радних\nдана,\u003C\u002Fp>\n\n\u003Cp>– за послове за које је потребан шести\nниво квалификације – четири радна дана,\u003C\u002Fp>\n\n\u003Cp>– за послове за које је потребан трећи,\nчетврти или пети ниво квалификације – три\nрадна дана,\u003C\u002Fp>\n\n\u003Cp>– за послове за које потребан други ниво\nквалификације – два радна дана,\u003C\u002Fp>\n\n\u003Cp>– за послове за које потребан први ниво\nквалификације – један радни дан;\u003C\u002Fp>\n\n\u003Cp>5) здравственог и социјалног стања:\u003C\u002Fp>\n\n\u003Cp>– самохраном родитељу с дететом до 14\nгодина живота – три радна дана,\u003C\u002Fp>\n\n\u003Cp>– родитељу за свако дете до 14 година\nживота – по један радни дан,\u003C\u002Fp>\n\n\u003Cp>– особи с инвалидитетом – три радна\nдана.\u003C\u002Fp>\n\n\u003Cp>Дужина годишњег одмора за календарску\nгодину не може прећи 30 радних дана.\u003C\u002Fp>\n\n\u003Cp>Запослени мушкарац са 30 година рада\nпроведеног у радном односу и запослена\nжена с навршених 25 година рада проведеног у\nрадном односу, имају право на годишњи одмор\nод 30 радних дана, независно од примене\nмерила из овог члана.\u003C\u002Fp>\n\n\u003Ch3>Коришћење годишњег одмора\u003C\u002Fh3>\n\n\u003Ch3>Члан 38.\u003C\u002Fh3>\n\n\u003Cp>Годишњи одмор може да се користи\nједнократно или у два дела, а у више од два\nдела ако се запослени о томе споразуме с\nпослодавцем.\u003C\u002Fp>\n\n\u003Cp>Запослени који користи годишњи одмор у\nделовима дужан је да први део годишњег\nодмора, који мора трајати најмање две радне\nнедеље непрекидно, искористи до краја\nкалендарске године за коју је годишњи\nодмор одређен. Остатак годишњег одмора\nзапослени мора да искористи до 30. јуна\nкалендарске године која следи након оне за\nкоју је годишњи одмор одређен.\u003C\u002Fp>\n\n\u003Cp>У дане годишњег одмора не урачунавају се\nдани у којима је запослени био привремено\nспречен за рад (боловање) и дани у којима\nније радио уз накнаду зараде или без\nнакнаде зараде.\u003C\u002Fp>\n\n\u003Ch3>Одлучивање о коришћењу годишњег\nодмора\u003C\u002Fh3>\n\n\u003Ch3>Члан 39.\u003C\u002Fh3>\n\n\u003Cp>Решење о коришћењу годишњег одмора\nдоставља се запосленом најкасније 15 дана\nпре дана који је одређен за почетак\nкоришћења годишњег одмора.\u003C\u002Fp>\n\n\u003Cp>Кад коришћење годишњег одмора захтева\nзапослени, решење може да му се достави\nнепосредно пре почетка коришћења годишњег\nодмора.\u003C\u002Fp>\n\n\u003Cp>Послодавац може, ако то захтевају потребе\nпосла, да измени време које је запосленом\nодређено за коришћење годишњег одмора\nнајкасније пет радних дана пре дана који је\nодређен за почетак коришћења годишњег\nодмора.\u003C\u002Fp>\n\n\u003Ch3>Накнада штете за неискоришћени годишњи\nодмор\u003C\u002Fh3>\n\n\u003Ch3>Члан 40.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да запосленом коме је\nпрестао радни однос, а да у целини или делом\nније искористио годишњи одмор, исплати\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>2. Плаћено одсуство\u003C\u002Fp>\n\n\u003Ch3>Члан 41.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на плаћено одсуство\n(одсуство с рада уз накнаду зараде) највише\nдо седам радних дана у календарској години,\nзбог:\u003C\u002Fp>\n\n\u003Cp>– склапања брака – пет радних дана;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavetxt\">\u003Cp>– рођења детета – пет радних дана;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaretxt\">\u003Cp>– болести члана уже породице – седам\nрадних дана;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>– селидбе сопственог домаћинства – два\nрадна дана;\u003C\u002Fp>\n\n\u003Cp>– полагања стручног или другог испита –\nпет радних дана;\u003C\u002Fp>\n\n\u003Cp>– коришћења организованог рекреативног\nодмора ради превенције радне инвалидности\n– седам радних дана;\u003C\u002Fp>\n\n\u003Cp>– учествовања у радно-производним\nтакмичењима која организује синдикат –\nпет радних дана;\u003C\u002Fp>\n\n\u003Cp>– заштите и отклањања штетних последица\nу домаћинству проузрокованих елементарном\nнепогодом – пет радних дана.\u003C\u002Fp>\n\n\u003Cp>Независно од тога и када искористи седам\nдана плаћеног одсуства, запослени има\nправо на плаћено одсуство:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativestxt\">\u003Cp>– за сваки случај смрти члана уже\nпородице – пет радних дана;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>– за свако добровољно давање крви,\nрачунајући и дан давања крви – два\nузастопна дана.\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице запосленог\nсматрају се брачни друг, ванбрачни партнер,\nдеца, браћа, сестре, родитељи, родитељи\nбрачног друга и ванбрачног партнера,\nусвојилац, усвојеник и старатељ.\u003C\u002Fp>\n\n\u003Cp>3. Неплаћено одсуство\u003C\u002Fp>\n\n\u003Ch3>Члан 42.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може запосленом да одобри\nнеплаћено одсуство (одсуство с рада без\nнакнаде зараде) ако то не ремети процес и\nорганизацију рада, у случају:\u003C\u002Fp>\n\n\u003Cp>– обављања личних послова – до седам\nрадних дана;\u003C\u002Fp>\n\n\u003Cp>– школовања, специјализације или другог\nвида стручног образовања и усавршавања\n(мастер, докторат) којем запослени приступа\nна своју иницијативу – до 30 радних дана;\u003C\u002Fp>\n\n\u003Cp>– посете члану уже породице који живи или\nради у иностранству – до 30 радних дана;\u003C\u002Fp>\n\n\u003Cp>– лечења у иностранству запосленог или\nчлана уже породице – до 60 радних дана;\u003C\u002Fp>\n\n\u003Cp>– неге болесног члана уже породице – до\nгодину дана;\u003C\u002Fp>\n\n\u003Cp>– у другим оправданим случајевима у\nскладу са Законом о раду.\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице запосленог\nсматрају се брачни друг, ванбрачни партнер,\nдеца, браћа, сестре, родитељи, родитељи\nбрачног друга и ванбрачног партнера,\nусвојилац, усвојеник и старатељ.\u003C\u002Fp>\n\n\u003Cp>Право запосленог на неплаћено одсуство и\nдужина његовог трајања утврђује се\nрешењем, на писмени захтев запосленог, под\nусловом да је запослени приложио\nодговарајућу документацију (доказ о\nпостојању правног основа за коришћење\nнеплаћеног одсуства).\u003C\u002Fp>\n\n\u003Cp>За време неплаћеног одсуства запосленом\nмирују права и обавезе из рада и по основу\nрада, ако за поједина права и обавезе\nзаконом није друкчије одређено.\u003C\u002Fp>\n\n\u003Ch2>VI. ЗАРАДА, НАКНАДА ЗАРАДЕ И ДРУГА ПРИМАЊА\nЗАПОСЛЕНОГ\u003C\u002Fh2>\n\n\u003Cp>1. Зарада\u003C\u002Fp>\n\n\u003Ch3>Право на зараду\u003C\u002Fh3>\n\n\u003Ch3>Члан 43.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_comments_txt\">\u003Cp>Запослени има право на одговарајућу\nзараду према закону, овом колективном\nуговору и уговору о раду.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Запослени остварује право на зараду од\nдана када ступи на рад до дана када му радни\nоднос престане.\u003C\u002Fp>\n\n\u003Cp>Први део зараде за текући месец исплаћује\nсе најкасније до 25. у текућем месецу, а\nконачна исплата зараде за текући месец\nнајкасније до 10. у наредном месецу.\u003C\u002Fp>\n\n\u003Ch3>Зарада директора\u003C\u002Fh3>\n\n\u003Ch3>Члан 44.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coveroccup_comments\">\u003Cp>Одредбе овог колективног уговора којим\nсе уређују зараде запослених не примењују\nсе на директора.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Зарада директора уређује се уговором о\nраду који закључују Надзорни одбор и\nдиректор.\u003C\u002Fp>\n\n\u003Ch3>Састав зараде\u003C\u002Fh3>\n\n\u003Ch3>Члан 45.\u003C\u002Fh3>\n\n\u003Cp>Зарада се састоји од:\u003C\u002Fp>\n\n\u003Cp>– зараде за обављени рад и време\nпроведено на раду, која се састоји од\nосновне зараде, дела зараде за радни учинак\nи увећане зараде,\u003C\u002Fp>\n\n\u003Cp>– зараде по основу доприноса запосленог\nпословном успеху послодавца (награде,\nбонуси и слично) и\u003C\u002Fp>\n\n\u003Cp>– других примања по основу радног односа\nкоја се према закону сматрају зарадом.\u003C\u002Fp>\n\n\u003Cp>Под зарадом у смислу става 1. овог члана\nсматра се зарада која садржи порез и\nдоприносе који се плаћају из зараде.\u003C\u002Fp>\n\n\u003Ch3>Елементи за одређивање основне зараде\u003C\u002Fh3>\n\n\u003Ch3>Члан 46.\u003C\u002Fh3>\n\n\u003Cp>Основна зарада запосленог одређује се на\nоснову вредности радног часа изражене у\nдинарима, просечног месечног фонда од 174\nрадна часа и коефицијента радног места.\u003C\u002Fp>\n\n\u003Cp>Вредност радног часа утврђује се у износу\nод 105,00 динара са укљученим порезом и\nдоприносима на терет запосленог.\u003C\u002Fp>\n\n\u003Cp>Вредност радног часа из става 2. овог\nчлана умањује се у складу са Законом о\nпривременом уређивању основица за обрачун\nи исплату плата, односно зарада и других\nсталних примања код корисника јавних\nсредстава, до престанка важења тог закона,\nи утврђује се у износу од 94,50 динара са\nукљученим порезом и доприносима на терет\nзапосленог.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1_txt\">\u003Ch3>Коефицијенти радних места\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3>Члан 47.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_comments_txt\">\u003Cp>Коефицијент радног места зависи од\nсложености послова радног места,\nодговорности радног места, услова рада и\nнивоа квалификације потребне за рад на\nрадном месту.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Коефицијентом се вреднује и сменски рад,\nа не вреднује се рад ноћу.\u003C\u002Fp>\n\n\u003Cp>У коефицијенту су садржани и накнада за\nисхрану у току рада и регрес за коришћење\nгодишњег одмора.\u003C\u002Fp>\n\n\u003Cp>Новчани износ накнаде за исхрану у току\nрада износи 50,00 нето дневно применом\nосновице утврђене овим колективним\nуговором.\u003C\u002Fp>\n\n\u003Cp>Новчани износ регреса за коришћење\nгодишњег одмора износи 200,00 динара нето\nмесечно применом основице утврђене овим\nколективним уговором.\u003C\u002Fp>\n\n\u003Cp>Коефицијент за свако радно место\nодређује се Правилником, у следећим\nраспонима:\u003C\u002Fp>\n\n\u003Cp>1) за радна места за која је потребан први\nниво квалификације – коефицијент 2,0;\u003C\u002Fp>\n\n\u003Cp>2) за радна места за која је потребан други\nниво квалификације – коефицијент између 2,0\nи 3,5;\u003C\u002Fp>\n\n\u003Cp>3) за радна места за која је потребан трећи\nниво квалификације – коефицијент између 2,5\nи 5,0;\u003C\u002Fp>\n\n\u003Cp>4) за радна места за која је потребан\nчетврти или пети ниво квалификације –\nкоефицијент између 2,5 и 6,0;\u003C\u002Fp>\n\n\u003Cp>5) за радна места за која је потребан шести\nниво квалификације (6.1 или 6.2) – коефицијент\nизмеђу 4,0 и 6,5;\u003C\u002Fp>\n\n\u003Cp>6) за радна места за која је потребан\nнајмање седми ниво квалификације (7.1, 7.2 или\n8) – коефицијент између 5,0 и 7,5;\u003C\u002Fp>\n\n\u003Cp>7) за радна места руководилаца ужих\nунутрашњих организационих јединица –\nкоефицијент до 15% већи у односу на\nкоефицијенте из тач. 4) до 6) овог става;\u003C\u002Fp>\n\n\u003Cp>8) за радна места руководилаца\nсамосталних унутрашњих организационих\nјединица који нису извршни директори,\nпомоћника извршних директора, шефа и\nсаветника у кабинету директора –\nкоефицијент до 30% већ у односу на\nкоефицијенте из тач. 4) до 6) овог става;\u003C\u002Fp>\n\n\u003Cp>11) за радно место извршног директора –\nкоефицијент 11.\u003C\u002Fp>\n\n\u003Ch3>Одређивање основне зараде\u003C\u002Fh3>\n\n\u003Ch3>Члан 48.\u003C\u002Fh3>\n\n\u003Cp>Основна зарада запосленог одређује се\nуговором о раду.\u003C\u002Fp>\n\n\u003Cp>Уговором о раду основна зарада може бити\nодређена у већем износу од основне зараде\nутврђене на основу елемента одређених овим\nколективним уговором (чл. 46. и 47.), највише до\n20%, највише за 2% од укупног броја запослених\nна неодређено време, ако су кумулативно\nиспуњени следећи услови:\u003C\u002Fp>\n\n\u003Cp>1) ако је потребно обезбедити запошљавање\nили одржати запосленост на пословима на\nкојима се захтевају специјалистичка знања\nи стручност у њиховом обављању;\u003C\u002Fp>\n\n\u003Cp>2) ако се на тржишту послови исте врсте и\nсложености вреднују више од таквих послова\nкод послодавца;\u003C\u002Fp>\n\n\u003Cp>3) ако тржиште рада нуди ограничен број\nквалификованих лица за те послове.\u003C\u002Fp>\n\n\u003Cp>2. Део зараде за радни учинак\u003C\u002Fp>\n\n\u003Ch3>Члан 49.\u003C\u002Fh3>\n\n\u003Cp>Део зараде за радни учинак одређује се на\nоснову резултата рада запосленог, према\nследећим мерилима:\u003C\u002Fp>\n\n\u003Cp>1) квалитет обављеног посла;\u003C\u002Fp>\n\n\u003Cp>2) обим обављеног посла;\u003C\u002Fp>\n\n\u003Cp>3) однос према радним обавезама.\u003C\u002Fp>\n\n\u003Cp>Квалитет обављеног посла вреднује се на\nоснову тачности и прецизности у раду, у\nодносу на прописе, технолошка упутства,\nстандарде, стручне методологије или издате\nналоге, као и на основу креативности и\nиницијативе у раду.\u003C\u002Fp>\n\n\u003Cp>Обим обављеног посла вреднује се на\nоснову свих послова које запослени обави у\nодређеном месецу и искоришћености радног\nвремена.\u003C\u002Fp>\n\n\u003Cp>Однос према радним обавезама вреднује се\nна основу поштовања рокова за обављање\nпосла и односа према материјалу и\nсредствима за рад.\u003C\u002Fp>\n\n\u003Cp>Резултат рада одређује директор на\nпредлог руководиоца запосленог.\u003C\u002Fp>\n\n\u003Cp>Резултат рада руководиоца који нема\nпретпостављеног одређује директор.\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>3. Увећана зарада\u003C\u002Fp>\n\n\u003Ch3>Минули рад\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-wageincreasetxt\">\u003Ch3>Члан 50.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослени има право на увећану зараду у\nвисини од 0,4% основне зараде за сваку пуну\nгодину рада остварену у радном односу\n(минули рад).\u003C\u002Fp>\n\n\u003Ch3>Прековремени и ноћни рад\u003C\u002Fh3>\n\n\u003Ch3>Члан 51.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на увећану зараду за\nпрековремени рад и за рад ноћу, и то:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetxt\">\u003Cp>1) за прековремени рад – 26% од основне\nзараде,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetxt\">\u003Cp>2) за рад ноћу – 26% од основне зараде.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Рад на дан празника који је нерадни дан\u003C\u002Fh3>\n\n\u003Ch3>Члан 52.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на увећану зараду за\nрад на дан празника који је нерадни дан.\u003C\u002Fp>\n\n\u003Cp>Увећана зарада за рад на дан празника\nкоји је нерадни дан износи 110% од основне\nзараде.\u003C\u002Fp>\n\n\u003Ch3>Међусобни однос основа за увећање\nзараде\u003C\u002Fh3>\n\n\u003Ch3>Члан 53.\u003C\u002Fh3>\n\n\u003Cp>Када се истовремено стекне више основа за\nувећање зараде, проценат увећане зараде не\nможе бити нижи од збира процената за сваки\nоснов увећања.\u003C\u002Fp>\n\n\u003Ch3>Приправност\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-standbyallowancetxt\">\u003Ch3>Члан 54.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослени који изван радног времена мора\nбити приправан да се одазове на позив\nпослодавца да обавља послове свог радног\nместа има право на накнаду за\nприправност.\u003C\u002Fp>\n\n\u003Cp>Накнада за сваки сат приправности износи\n10% од вредности радног часа основне\nзараде.\u003C\u002Fp>\n\n\u003Cp>План приправности доноси извршни\nдиректор, односно шеф службе.\u003C\u002Fp>\n\n\u003Cp>Запосленом који је за време приправности\nпозван да изврши неки посао свог радног\nместа време ефективног рада по позиву\nрачуна се као време проведено на раду.\u003C\u002Fp>\n\n\u003Cp>4. Накнада зараде\u003C\u002Fp>\n\n\u003Ch3>Накнада зараде због привремене\nспречености за рад\u003C\u002Fh3>\n\n\u003Ch3>Члан 55.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknessmaxdaystxt\">\u003Cp>Запослени који одсуствује с рада због\nпривремене спречености за рад (боловање) до\n30 дана има право на накнаду зараде од:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspaytxt\">\u003Cp>1) 70% просечне зараде у претходних 12 месеци\nпре месеца у којем је наступила привремена\nспреченост за рад, ако је она настала због\nболести или повреде ван рада;\u003C\u002Fp>\n\n\u003Cp>2) 100% просечне зараде у претходних 12\nмесеци пре месеца у којем је наступила\nпривремена спреченост за рад, ако је она\nнастала због професионалне болести или\nповреде на раду.\u003C\u002Fp>\n\n\u003Cp>Накнада зараде због привремене\nспречености за рад не може бити нижа од\nминималне зараде одређене Законом о раду.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Накнада зараде у другим случајевима\u003C\u002Fh3>\n\n\u003Ch3>Члан 56.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на накнаду зараде у\nвисини просечне зараде за претходних 12\nмесеци за време:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Cp>1) одсуствовања с рада на дан празника\nкоји није радни дан;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) годишњег одмора;\u003C\u002Fp>\n\n\u003Cp>3) плаћеног одсуства (члан 41. овог\nколективног уговора);\u003C\u002Fp>\n\n\u003Cp>4) до истека отказног рока ако престане с\nрадом пре истека отказног рока, према\nЗакону о раду;\u003C\u002Fp>\n\n\u003Cp>5) одазивања на позив државног органа;\u003C\u002Fp>\n\n\u003Cp>6) војне вежбе.\u003C\u002Fp>\n\n\u003Cp>У случају одазивања запосленог на позив\nдржавног органа или на војну вежбу,\nпослодавац има право на рефундацију\nисплаћене накнаде зараде од државног\nоргана на чији се позив запослени одазвао,\nако законом није друкчије одређено.\u003C\u002Fp>\n\n\u003Ch3>Накнада зараде због прекида рада или\nсмањења обима рада\u003C\u002Fh3>\n\n\u003Ch3>Члан 57.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право да, најдуже до 45\nрадних дана у календарској години, прима\nнакнаду зараде у висини од 60% просечне\nзараде у претходних 12 месеци ако\nодсуствује с рада због прекида рада или\nсмањења обима рада насталих без кривице\nзапосленог, а нарочито због:\u003C\u002Fp>\n\n\u003Cp>1) привременог смањења обима рада у\nпојединим унутрашњим јединицама\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>2) кварова, хаварија и поремећаја у\nенергетском систему;\u003C\u002Fp>\n\n\u003Cp>3) недостатка репроматеријала.\u003C\u002Fp>\n\n\u003Cp>Изузетно, ако прекид рада или смањење\nобима рада насталих без кривице запосленог\nзахтевају дуже одсуство, послодавац може\nупутити запосленог на одсуство дуже од 45\nрадних дана у календарској години, уз\nпретходну сагласност министра надлежног\nза послове рада и уз накнаду зараде у\nвисини од 60% просечне зараде у претходних 12\nмесеци.\u003C\u002Fp>\n\n\u003Cp>У тим случајевима, накнада зараде не може\nбити нижа од минималне зараде одређене\nпрема Закону о раду.\u003C\u002Fp>\n\n\u003Ch3>Накнада зараде због прекида рада услед\nнаредбе државног органа или послодавца\u003C\u002Fh3>\n\n\u003Ch3>Члан 58.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на накнаду зараде у\nвисини просечне зараде у претходних 12\nмесеци док траје прекид рада до којег је\nдошло наредбом надлежног државног органа\nили послодавца, а која је уследила зато што\nнису омогућене безбедност и заштита живота\nи здравља на раду, које су услов даљег рада\nбез угрожавања живота и здравља запослених\nи других лица.\u003C\u002Fp>\n\n\u003Cp>У тим случајевима, накнада зараде не може\nбити нижа од минималне зараде одређене\nпрема Закону о раду.\u003C\u002Fp>\n\n\u003Cp>5. Друга примања запослених\u003C\u002Fp>\n\n\u003Ch3>Отпремнина, накнада трошкова погребних\nуслуга, накнада штете због повреде на раду\nи професионалног обољења\u003C\u002Fh3>\n\n\u003Ch3>Члан 59.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да запосленом\nисплати:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>1) отпремнину при престанку радног односа\nради коришћења права на пензију, у висини\nтроструког износа просечне зараде\nзапосленог у последњих 12 месеци који\nпретходе месецу у којем се исплаћује\nотпремнина, односно у висини троструког\nизноса просечне зараде исплаћене код\nпослодавца у истом периоду ако је то за\nзапосленог повољније, с тим што тако\nисплаћена отпремнина не може бити нижа од\nдвоструког износа просечне зараде у\nРепублици Србији, према последњем\nобјављеном податку Републичког завода за\nстатистику;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) накнаду трошкова погребних услуга у\nслучају смрти брачног друга или детета\nзапосленог, као и накнаду погребних\nтрошкова брачном другу и детету запосленог\nу случају смрти запосленог, у висини\nтрошкова погребних услуга према\nприложеним рачунима, а највише до износа\nкоји је према закону који уређује порез на\nдоходак грађана ослобођен плаћања пореза\nза помоћ у случају смрти;\u003C\u002Fp>\n\n\u003Cp>3) накнаду штете због повреде на раду или\nпрофесионалног обољења, према Закону о\nоблигационим односима.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetxt\">\u003Ch3>Јубиларна награда\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 60.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може, сходно својим\nфинансијским могућностима, да запосленом\nисплати јубиларну награду за непрекидан\nрад код послодавца:\u003C\u002Fp>\n\n\u003Cp>– за 10 година: једну просечну зараду, без\nпореза и доприноса, коју је послодавац\nисплатио у месецу који претходи месецу у\nкојем се исплаћује јубиларна награда;\u003C\u002Fp>\n\n\u003Cp>– за 20 година: две просечне зараде, без\nпореза и доприноса, које је послодавац\nисплатио у месецу који претходи месецу у\nкојем се исплаћује јубиларна награда;\u003C\u002Fp>\n\n\u003Cp>– за 30 година: три просечне зараде, без\nпореза и доприноса, које је послодавац\nисплатио у месецу који претходи месецу у\nкојем се исплаћује јубиларна награда;\u003C\u002Fp>\n\n\u003Cp>– за 40 година: четири просечне зараде, без\nпореза и доприноса, које је послодавац\nисплатио у месецу који претходи месецу у\nкојем се исплаћује јубиларна награда.\u003C\u002Fp>\n\n\u003Cp>Право на јубиларну награду остварује и\nзапослени који је имао прекид рада краћи од\n30 радних дана.\u003C\u002Fp>\n\n\u003Ch3>Солидарна помоћ\u003C\u002Fh3>\n\n\u003Ch3>Члан 61.\u003C\u002Fh3>\n\n\u003Cp>Послодавац запосленом може, сходно\nсвојим финансијским могућностима, да\nисплати солидарну помоћ, у следећим\nслучајевима:\u003C\u002Fp>\n\n\u003Cp>1) теже или дуже болести запосленог,\nједном у току лечења или једном у току\nкалендарске године ако лечење траје дуже\nод једне године – до износа који је према\nзакону који уређује порез на доходак\nграђана ослобођен плаћања пореза;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelativestxt\">\u003Cp>2) теже болести брачног друга, ванбрачног\nпартнера или детета запосленог до 26.\nгодине, под условом да је на школовању или\nна евиденцији Националне службе за\nзапошљавање и ако живе у заједничком\nдомаћинству или уколико је одлуком\nнадлежног суда лишено пословне\nспособности, без обзира на године живота,\nједном у току лечења или једном у току\nкалендарске године ако лечење траје дуже\nод једне године – до износа који је према\nзакону који уређује порез на доходак\nграђана ослобођен плаћања пореза;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3) трошкова лечења због теже или дуже\nболести запосленог или члана уже породице\nзапосленог, укључујући и трошкове набавке\nортопедских помагала, ако ти трошкови нису\nобухваћени обавезним здравственим\nосигурањем, према приложеним рачунима – до\nизноса који је према закону који уређује\nпорез на доходак грађана ослобођен плаћања\nпореза;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytxt\">\u003Cp>4) смрти родитеља запосленог – у висини\nтрошкова погребних услуга према\nприложеним рачунима, а највише до износа\nкоји је према закону који уређује порез на\nдоходак грађана ослобођен плаћања\nпореза;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5) рођења детета запосленог или усвојења\nдетета од стране запосленог – 50.000,00 динара\nнето;\u003C\u002Fp>\n\n\u003Cp>6) ублажавања последица ванредних\nдогађаја на објекту становања запосленог\nизазваних елементарним непогодама или\nдругим несрећама у смислу Закона о\nванредним ситуацијама, уколико штета коју\nје претрпео запослени износи најмање две\nпросечне исплаћене месечне зараде код\nпослодавца у години која претходи години у\nкојој се тај догађај десио – у висини\nнајвише до 200.000,00 динара нето, на основу\nизвештаја и предлога комисије за\nутврђивање штете, образоване од стране\nдиректора Предузећа, у чијем саставу је и\nједан представник репрезентативног\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>Уз захтев за солидарну помоћ запослени је\nдужан да достави медицинску или другу\nодговарајућу документацију из које се могу\nутврдити околности од којих зависи\nостваривање права на солидарну помоћ, која\nније старија од шест месеци.\u003C\u002Fp>\n\n\u003Cp>Запослени може остварити солидарну помоћ\nза тежу болест у смислу става 1. тач. 1. и 2.\nовог члана само једном по истој дијагнози,\nа уколико дође до рецидива или погоршања\nболести по основу које је већ остварио\nсолидарну помоћ, још једном.\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\nпородице запосленог, након што је\nзапослени у текућој години већ искористио\nправо из става 1. тач. 1) и 2) овог члана,\nутврди друга врста теже болести, запослени\nима право на солидарну помоћ и по том\nдругом основу.\u003C\u002Fp>\n\n\u003Cp>Под тежом болешћу сматрају се следећа\nобољења:\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 или гастроентеролошке природе\nкоја захтевају хируршке захвате,\nтрансплантација органа и ткива.\u003C\u002Fp>\n\n\u003Cp>Под дужом болешћу сматра се непрекидно\nодсуствовање са рада по основу привремене\nспречености за рад због болести дуже од\nшест месеци.\u003C\u002Fp>\n\n\u003Cp>Под чланом уже породице, у смислу става 1.\nтачка 3) овог члана, сматрају се брачни друг,\nванбрачни партнер, деца, браћа, сестре,\nродитељи, родитељи брачног друга и\nванбрачног партнера, усвојилац, усвојеник\nи старатељ.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonusdate_date\">\u003Ch3>Поклон за Божић и Нову годину\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 62.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Cp>Послодавац може, сходно својим\nфинансијским могућностима, да исплати\nпоклон за Божић и Нову годину деци\nзапослених млађој од 15 година живота,\nнајвише до износа који је према закону\nкојим се уређује порез на доходак грађана\nослобођен плаћања пореза.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ако су код послодавца запослена оба\nродитеља детета млађег од 15 година, поклон\nза Божић и Нову годину исплаћује се за\nсвако дете и једном и другом родитељу.\u003C\u002Fp>\n\n\u003Ch3>Учешће у добити\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustxt\">\u003Ch3>Члан 63.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослени могу да учествују у расподели\nсредстава из добити послодавца у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>Исплата се врши на основу одлуке\nНадзорног одбора на коју сагласност даје\nВлада.\u003C\u002Fp>\n\n\u003Ch3>Давање зајма\u003C\u002Fh3>\n\n\u003Ch3>Члан 64.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може, сходно својим\nфинансијским могућностима, да одобри и\nисплати зајам свим запосленим под\nусловом:\u003C\u002Fp>\n\n\u003Cp>1) да висина зајма није већа од две\nпросечне месечне зараде по запосленом у\nРепублици Србији, према последњем\nобјављеном податку Републичког завода за\nстатистику;\u003C\u002Fp>\n\n\u003Cp>2) да се зајам враћа из зараде запосленог\nпутем административне забране, у највише\nшест месечних рата, почев од исплате зараде\nу првом месецу који долази после месеца у\nкојем је зајам исплаћен.\u003C\u002Fp>\n\n\u003Cp>Запосленом не може да се одобри и исплати\nнов зајам док ранији зајам не врати у\nпотпуности.\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленима одобрити да\nза робу и услуге коју купе од послодавца\nцену плате на одложено путем\nадминистративне забране на заради, под\nусловима одређеним у ставу 1. овог члана.\u003C\u002Fp>\n\n\u003Cp>Запосленом не може да се одобри плаћање\nна одложено ако би висина месечне рате била\nвећа од две трећине његове месечне зараде,\nнити ако на заради запосленог већ постоји\nадминистративна или судска забрана чији\nмесечна висина би у збиру са висином\nмесечне рате била већа од две трећине\nњегове месечне зараде.\u003C\u002Fp>\n\n\u003Ch3>Осигурање у корист запослених\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancetxt\">\u003Ch3>Члан 65.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац може платити за све запослене,\nсходно својим финансијским могућностима и\nу складу са програмом пословања премију\nнеживотног колективног осигурања од\nпоследица незгоде, укључујући осигурање од\nповреда на раду и професионалних обољења и\nколективног осигурања за случај тежих\nболести и хируршких интервенција, као и\nпремију колективног осигурања живота за\nслучај смрти запосленог услед болести.\u003C\u002Fp>\n\n\u003Cp>6. Накнада трошкова запосленима\u003C\u002Fp>\n\n\u003Ch3>Члан 66.\u003C\u002Fh3>\n\n\u003Cp>Запосленом се накнађују:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>1) трошкови превоза за долазак на рад и за\nодлазак с рада, ако послодавац није\nобезбедио сопствени превоз – у висини цене\nпотребног броја појединачних карата за\nвожњу у јавном аутобуском саобраћају за\nсваки дан рада, а највише до висине месечне\nпретплатне карте;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) трошкови коришћења сопственог\nаутомобила у службене сврхе – 10% од цене\nлитра горива по пређеном километру, али не\nвише од неопорезивог износа;\u003C\u002Fp>\n\n\u003Cp>3) трошкови ноћења за време проведено на\nслужбеном путу у земљи – према приложеном\nрачуну, осим у хотелу највише категорије;\u003C\u002Fp>\n\n\u003Cp>4) путни трошкови за време проведено на\nслужбеном путу у земљи – према приложеном\nрачуну;\u003C\u002Fp>\n\n\u003Cp>5) трошкови исхране за време проведено на\nслужбеном путу у земљи (дневница за\nслужбено путовање у земљи) – према\nпрописима који се примењују на државне\nслужбенике и намештенике, с тим да износ\nједне пуне дневнице не може бити нижи од\n500,00 динара, али не више од неопорезивог\nизноса;\u003C\u002Fp>\n\n\u003Cp>6) трошкови службеног путовања у\nиностранству – према прописима који се\nпримењују на државне службенике и\nнамештенике, али не више од неопорезивог\nизноса;\u003C\u002Fp>\n\n\u003Cp>7) трошкови рада и боравка на терену\n(теренски додатак) – 3% просечне месечне\nзараде по запосленом у Републици, према\nпоследњем објављеном податку републичког\nоргана надлежног за послове статистике,\nали не више од неопорезивог износа.\u003C\u002Fp>\n\n\u003Cp>Ако током рада и боравка на терену нису\nобезбеђени бесплатни смештај и исхрана,\nтеренски додатак увећава се за трошкове\nсмештаја – највише до износа накнаде за\nтрошкове смештаја на службеном путовању у\nземљи и за трошкове исхране – највише у\nизносу дневнице за службено путовање у\nземљи.\u003C\u002Fp>\n\n\u003Ch2>VII. НАКНАДА ШТЕТЕ\u003C\u002Fh2>\n\n\u003Ch3>Штета коју запослени проузрокује\nпослодавцу\u003C\u002Fh3>\n\n\u003Ch3>Члан 67.\u003C\u002Fh3>\n\n\u003Cp>Запослени одговара за штету коју намерно\nили крајњом непажњом проузрокује\nпослодавцу на раду или у вези с радом.\u003C\u002Fp>\n\n\u003Cp>Ако штету проузрокује више запослених,\nсваки је одговоран за део штете који је\nпроузроковао, а ако не може да се утврди\nкоји део штете су проузроковали један или\nвише запослених – сви су подједнако\nодговорни, а штету накнађују у једнаким\nделовима (подељена одговорност).\u003C\u002Fp>\n\n\u003Cp>Више запослених који су проузроковали\nштету кривичним делом с умишљајем,\nодговара солидарно за штету.\u003C\u002Fp>\n\n\u003Ch3>Одлучивање о накнади штете\u003C\u002Fh3>\n\n\u003Ch3>Члан 68.\u003C\u002Fh3>\n\n\u003Cp>О постојању штете и њеној висини,\nоколностима под којима је штета настала,\nзапосленима који су је проузроковали и\nначину њене накнаде одлучује комисија коју\nобразује директор, а у чијем саставу је и\nпредставник репрезентативног синдиката.\u003C\u002Fp>\n\n\u003Cp>Комисија саслушава запослене за које се\nсумња да су проузроковали штету и испитује\nда ли постоје околности које искључују\nњихову одговорност, а висину штете\nутврђује на основу ценовника и\nкњиговодствене вредности оштећене ствари\nили уз помоћ вештака или у паушалном\nизносу.\u003C\u002Fp>\n\n\u003Cp>Решење о накнади штете доноси директор,\nна предлог комисије и у решењу одређује и\nрок за накнаду штете.\u003C\u002Fp>\n\n\u003Cp>На предлог комисије, директор може, у\nзависности од социјалног стања запосленог,\nњеговог супружника и деце, да смањи висину\nнакнаде штете за одређени проценат или да\nодреди да се штета накнади у више рата или\nда запосленог делимично или потпуно\nослободи од накнаде штете.\u003C\u002Fp>\n\n\u003Cp>Ако је штета мања од 100.000,00 динара о\nпостојању штете и њеној висини,\nоколностима под којима је штета настала,\nзапосленима који су је проузроковали и\nначину њене накнаде директор одлучује без\nпредлога комисије.\u003C\u002Fp>\n\n\u003Ch3>Штета коју запослени проузрокује трећем\nлицу\u003C\u002Fh3>\n\n\u003Ch3>Члан 69.\u003C\u002Fh3>\n\n\u003Cp>Ако послодавац исплати штету коју је\nзапослени на раду или у вези с радом\nпроузроковао трећем лицу намерно или из\nкрајње непажње, он има право да од\nзапосленог захтева накнаду исплаћеног\nизноса.\u003C\u002Fp>\n\n\u003Ch3>Штета коју послодавац проузрокује\nзапосленом\u003C\u002Fh3>\n\n\u003Ch3>Члан 70.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да запосленом\nнакнади материјалну и нематеријалну штету\nкоју запослени претрпи на раду или у вези с\nрадом, повредом његових права или\nнарушавањем здравља.\u003C\u002Fp>\n\n\u003Cp>За накнаду те штете примењује се Закон о\nоблигационим односима.\u003C\u002Fp>\n\n\u003Ch3>Штета због злостављања на раду\u003C\u002Fh3>\n\n\u003Ch3>Члан 71.\u003C\u002Fh3>\n\n\u003Cp>Послодавац одговара за штету коју\nзлостављањем на раду и у вези с радом један\nзапослени проузрокује другом запосленом.\u003C\u002Fp>\n\n\u003Cp>Послодавац који накнади штету коју је\nзапослени проузроковао има право да\nзахтева од запосленог накнаду исплаћеног\nизноса.\u003C\u002Fp>\n\n\u003Ch2>VIII. ВИШАК ЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Ch3>Програм за решавање проблема вишка\nзапослених\u003C\u002Fh3>\n\n\u003Ch3>Члан 72.\u003C\u002Fh3>\n\n\u003Cp>Ако услед технолошких, економских или\nорганизационих промена престане потреба\nза радом запослених на неодређено време,\nНадзорни одбор доноси програм за решавање\nвишка запослених (у даљем тексту: програм),\nако ће у оквиру 90 дана престати потреба за\nрадом најмање 20 запослених на неодређено\nвреме, независно од броја запослених на\nнеодређено време.\u003C\u002Fp>\n\n\u003Ch3>Садржина програма\u003C\u002Fh3>\n\n\u003Ch3>Члан 73.\u003C\u002Fh3>\n\n\u003Cp>Програм нарочито садржи:\u003C\u002Fp>\n\n\u003Cp>1) разлоге због којих је престала потреба\nза радом запослених (технолошке, економске\nили организационе промене, смањен обим\nпослова итд.);\u003C\u002Fp>\n\n\u003Cp>2) број запослених који раде на неодређено\nвреме;\u003C\u002Fp>\n\n\u003Cp>3) мерила према којима се утврђује који су\nзапослени вишак;\u003C\u002Fp>\n\n\u003Cp>4) број, имена и презимена, квалификациону\nструктуру, године старости и стаж\nосигурања запослених који су вишак и радно\nместо на којем они раде;\u003C\u002Fp>\n\n\u003Cp>5) мере за запошљавање вишка запослених,\nкао што су: премештај на друго радно место,\nрад с непуним радним временом, али не\nкраћим од половине пуног радног времена,\nпреквалификација, доквалификација, други\nоблик додатног образовања, привремено или\nтрајно упућивање на рад код другог\nпослодавца итд.;\u003C\u002Fp>\n\n\u003Cp>6) средства за решавање\nсоцијално-економског положаја вишка\nзапослених;\u003C\u002Fp>\n\n\u003Cp>7) рок у којем ће запосленом који је вишак\nбити отказан уговор о раду ако не може да му\nсе омогући запошљавање.\u003C\u002Fp>\n\n\u003Cp>Програм се објављује на огласној табли и\nна интранет страни послодавца.\u003C\u002Fp>\n\n\u003Ch3>Достављање предлога програма на\nмишљење\u003C\u002Fh3>\n\n\u003Ch3>Члан 74.\u003C\u002Fh3>\n\n\u003Cp>Послодавац доставља предлог програма на\nмишљење репрезентативном синдикату код\nпослодавца и Националној служби за\nзапошљавање, у року од осам дана од када је\nсачинио предлог програма.\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикат је дужан да у\nроку од 15 дана од пријема предлога програма\nдостави послодавцу мишљење на предлог\nпрограма, а Национална служба за\nзапошљавање да у року од 15 дана достави\nпослодавцу, поред мишљења и предлог мера\nкоје спречавају отказе уговора о раду или\nсмањују њихов број, односно омогућавају\nпреквалификацију, доквалификацију,\nсамозапошљавање и запошљавање вишка\nзапослених.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да размотри и узме у\nобзир мишљење репрезентативног синдиката\nкод послодавца и мишљење и предлог мера\nНационалне службе за запошљавање и да их\nобавести о свом ставу у року од осам дана.\u003C\u002Fp>\n\n\u003Ch3>Мерила према којима се утврђује који\nзапослени су вишак\u003C\u002Fh3>\n\n\u003Ch3>Члан 75.\u003C\u002Fh3>\n\n\u003Cp>Ако су нека радна места укинута, вишак\nпостају сви запослени који су на њима\nрадили.\u003C\u002Fp>\n\n\u003Cp>Ако је број запослених на неким радним\nместима смањен, најпре се одређује колико\nзапослених постаје вишак, а потом се\nодређује који запослени постају вишак.\u003C\u002Fp>\n\n\u003Cp>При одређивању који запослени постају\nвишак, најпре се примењује мерило радног\nучинка, па вишак постају запослени који\nимају слабији радни учинак. Радни учинак\nзапосленог одређује се оценом руководиоца\nкојом се вреднују квалитет и обим\nобављеног посла и однос према радним\nобавезама за последњих шест месеци, а на\nобразложен писани предлог непосредног\nпретпостављеног.\u003C\u002Fp>\n\n\u003Cp>Ако запослени имају једнак радни учинак\nпримењују се додатна мерила, и то следећим\nредоследом:\u003C\u002Fp>\n\n\u003Cp>− услов за остваривање права на пензију,\nпа вишак постаје запослени који испуњава\nили ће у наредне две године испунити један\nод услова за остваривање права на\nпензију;\u003C\u002Fp>\n\n\u003Cp>− време проведено у радном односу код\nпослодавца, па вишак постаје запослени\nкоји је краће у радном односу код\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>− имовно стање запосленог, па вишак\nпостаје запослени који има већи приход по\nчлану заједничког породичног домаћинства\nпо основу зараде и других примања за\nпоследња три месеца;\u003C\u002Fp>\n\n\u003Cp>− број чланова заједничког породичног\nдомаћинства који остварују зараду, па\nвишак постаје запослени с већим бројем\nчланова заједничког породичног\nдомаћинства који остварују зараду;\u003C\u002Fp>\n\n\u003Cp>− број деце старости до 26 година на\nшколовању, па вишак постаје запослени који\nима мањи број деце на школовању.\u003C\u002Fp>\n\n\u003Cp>Запослени који се на позив (иницијативу,\nоглас и слично) послодавца добровољно\nпријави да буде вишак уз исплату\nотпремнине, постаје вишак само ако се\nпослодавац с тиме сагласи, и пре сваког\nдругог запосленог.\u003C\u002Fp>\n\n\u003Cp>Број и имена и презимена запослених који\nсу вишак утврђује комисија коју образују\nпослодавац. Комисију чине председник и два\nчлана, од којих је један представник\nрепрезентативног синдиката.\u003C\u002Fp>\n\n\u003Cp>Директор доноси упутство о примени\nмерила за одређивање радног учинка\nзапослених у смислу овог члана, по\nприбављеном мишљењу репрезентативног\nсиндиката.\u003C\u002Fp>\n\n\u003Ch3>Мерила која су забрањена\u003C\u002Fh3>\n\n\u003Ch3>Члан 76.\u003C\u002Fh3>\n\n\u003Cp>Одсуствовање запосленог с рада због\nпривремене спречености за рад (боловање),\nтрудноће, породиљског одсуства и\nодсуствовање с рада због неге детета и\nпосебне неге детета не могу бити мерила\nпрема којима се утврђује који су запослени\nвишак.\u003C\u002Fp>\n\n\u003Cp>Запосленa женa с дететом до две године\nживота, чији је укупан месечни приход по\nчлану домаћинства до висине минималне\nзараде и особа с инвалидитетом која је\nстекла инвалидност радом код послодавца не\nмогу бити утврђени као вишак.\u003C\u002Fp>\n\n\u003Ch3>Отказ уговора о раду запосленом који је\nвишак и отпремнина\u003C\u002Fh3>\n\n\u003Ch3>Члан 77.\u003C\u002Fh3>\n\n\u003Cp>Запосленом који је вишак, а не може да му\nсе омогући запошљавање, решењем се\nотказује уговор о раду.\u003C\u002Fp>\n\n\u003Cp>То решење ступа на снагу тек када\nпослодавац исплати запосленом\nотпремнину.\u003C\u002Fp>\n\n\u003Ch3>Висина отпремнине која се исплаћује\nзапосленом који је вишак\u003C\u002Fh3>\n\n\u003Ch3>Члан 78.\u003C\u002Fh3>\n\n\u003Cp>Запосленом којем се решењем отказује\nуговор о раду у смислу члана 77. овог\nколективног уговора послодавац је дужан да\nпре престанка радног односа исплати\nотпремнину.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на отпремнину у\nвисини збира 65% зараде запосленог за сваку\nнавршену годину рада у радном односу код\nпослодавца код кога остварује право на\nотпремнину.\u003C\u002Fp>\n\n\u003Cp>Поред отпремнине из става 2. овог члана,\nпослодавац је дужан да обрачуна и исплати\nприпадајући порез у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Под зарадом запосленог из става 2. овог\nчлана сматра се просечна месечна зарада\nзапосленог исплаћена за последња три\nмесеца који претходе месецу у којем се\nисплаћује отпремнина.\u003C\u002Fp>\n\n\u003Ch3>Примена мерила и кад нема програма\u003C\u002Fh3>\n\n\u003Ch3>Члан 79.\u003C\u002Fh3>\n\n\u003Cp>Мерила према којима се утврђује који су\nзапослени вишак (члан 75. овог колективног\nуговора) примењују се и кад настане вишак\nзапослених због коjeг послодавац није дужан\nда донесе програм за решавање вишка\nзапослених, и не доноси га.\u003C\u002Fp>\n\n\u003Cp>Не примењују се мерила која су забрањена\n(члан 76. овог колективног уговора).\u003C\u002Fp>\n\n\u003Ch3>Последице отказа уговора о раду\nзапосленом који је вишак\u003C\u002Fh3>\n\n\u003Ch3>Члан 80.\u003C\u002Fh3>\n\n\u003Cp>Послодавац који запосленом који је вишак\nоткаже уговор о раду не може да на истим\nпословима запосли друго лице у наредна три\nмесеца од дана кад је запосленом који је\nвишак престао радни однос, изузев у\nслучајевима одређеним Законом о раду.\u003C\u002Fp>\n\n\u003Cp>Ако пре протека тог рока настане потреба\nза радом на истим пословима, предност за\nзакључивање уговора о раду има запослени\nкоме је престао радни однос зато што је био\nвишак.\u003C\u002Fp>\n\n\u003Cp>Исто важи и кад је запосленом отказан\nуговор о раду због тога што је вишак, а\nпослодавац није био дужан и није донео\nпрограм за решавање проблема вишка\nзапослених.\u003C\u002Fp>\n\n\u003Ch2>IX. УДАЉЕЊЕ ЗАПОСЛЕНОГ С РАДА\u003C\u002Fh2>\n\n\u003Ch3>Разлози за удаљење с рада и трајање\nудаљења\u003C\u002Fh3>\n\n\u003Ch3>Члан 81.\u003C\u002Fh3>\n\n\u003Cp>Запослени може да буде привремено удаљен\nс рада:\u003C\u002Fp>\n\n\u003Cp>1) ако је против њега започето кривично\nгоњење због кривичног дела које је учинио\nна раду или у вези с радом;\u003C\u002Fp>\n\n\u003Cp>2) ако због непоштовања радне дисциплине\nили повреде радне обавезе угрожава имовину\nпослодавца у вредности од најмање две\nпросечне месечне нето зараде исплаћене код\nпослодавца у месецу који претходи месецу у\nкоме није поштовао радну дисциплину или је\nповредио радну обавезу;\u003C\u002Fp>\n\n\u003Cp>3) ако су природа повреде радне обавезе\nили непоштовање радне дисциплине или\nпонашање запосленог такви да он не може да\nнастави рад код послодавца пре протека\nрока за изјашњавање о наводима из\nупозорења послодавца.\u003C\u002Fp>\n\n\u003Cp>Удаљење запосленог с рада може да траје\nнајдуже три месеца, после чега је\nпослодавац дужан да запосленог врати на\nрад или да донесе решење о отказу уговора о\nраду или изрекне неку од мера за\nнепоштовање радне дисциплине или повреде\nрадне обавезе. Удаљење с рада запосленог\nпротив кога је започето кривично гоњење\nзбог кривичног дела које је учинио на раду\nили у вези с радом може да траје до\nправноснажног окончања кривичног\nпоступка.\u003C\u002Fp>\n\n\u003Cp>Запослени се обавезно удаљава с рада ако\nпротив њега буде одређена мера притвора,\nдок притвор траје.\u003C\u002Fp>\n\n\u003Ch3>Право на накнаду зараде за време удаљења\nс рада\u003C\u002Fh3>\n\n\u003Ch3>Члан 82.\u003C\u002Fh3>\n\n\u003Cp>Решење о привременом удаљењу запосленог\nдоноси послодавац и у њему одређује\nтрајање удаљења.\u003C\u002Fp>\n\n\u003Cp>Запослени који је удаљен с рада има право\nна накнаду зараде и право на разлику између\nпуног износа основне зараде и накнаде\nзараде у случајевима и под условима који су\nодређени Законом о раду.\u003C\u002Fp>\n\n\u003Ch2>X. ИЗМЕНА (АНЕКС) УГОВОРА О РАДУ\u003C\u002Fh2>\n\n\u003Ch3>Измена уговорених услова рада\u003C\u002Fh3>\n\n\u003Ch3>Члан 83.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може запосленом да понуди\nизмену уговорених услова рада (анекс\nуговора о раду):\u003C\u002Fp>\n\n\u003Cp>1) ради премештаја на друго одговарајуће\nрадно место, због потреба процеса и\nорганизације рада;\u003C\u002Fp>\n\n\u003Cp>2) ради премештаја у друго место рада, на\nдруго одговарајуће радно место код истог\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>3) ради привременог упућивања на рад на\nдруго одговарајуће радно место код другог\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>4) ако су запосленом који је вишак\nобезбеђена права која повлаче закључење\nанекса уговора о раду;\u003C\u002Fp>\n\n\u003Cp>5) ако треба да се промене елементи за\nутврђивање основне зараде, радног учинка,\nнакнаде зараде или увећања зараде или за\nутврђивање других примања, а који су\nсадржани у уговору о раду;\u003C\u002Fp>\n\n\u003Cp>6) ако се измени или допуни Правилник или\nдонесе нови.\u003C\u002Fp>\n\n\u003Cp>Одговарајућим радним местом сматра се\nрадно место за које се траже иста врста\nзанимања и исти ниво квалификације који су\nутврђени уговором о раду чији се анекс\nнуди.\u003C\u002Fp>\n\n\u003Ch3>Привремени премештај на друго\nодговарајуће радно место на основу\nрешења\u003C\u002Fh3>\n\n\u003Ch3>Члан 84.\u003C\u002Fh3>\n\n\u003Cp>Кад је потребно да се одређени посао\nизврши без одлагања, запослени може\nнајдуже 45 радних дана у 12 месеци бити\nпремештен на друго одговарајуће радно\nместо без понуде анекса уговора о раду, на\nоснову решења послодавца.\u003C\u002Fp>\n\n\u003Cp>Запослени у том случају има право на\nосновну зараду која је утврђена на радном\nместу с кога се премешта или на радном\nместу на које се премешта, у зависности од\nтога шта је по њега повољније.\u003C\u002Fp>\n\n\u003Ch2>XI. ПРЕСТАНАК РАДНОГ ОДНОСА\u003C\u002Fh2>\n\n\u003Cp>1. Начини престанка радног односа\u003C\u002Fp>\n\n\u003Ch3>Члан 85.\u003C\u002Fh3>\n\n\u003Cp>Радни однос престаје:\u003C\u002Fp>\n\n\u003Cp>1) истеком времена на које је заснован;\u003C\u002Fp>\n\n\u003Cp>2) кад запослени наврши 65 година живота,\nако има најмање 15 година стажа осигурања –\nако се запослени и послодавац писмено не\nспоразумеју да се запосленом продужи радни\nоднос;\u003C\u002Fp>\n\n\u003Cp>3) споразумом запосленог и послодавца;\u003C\u002Fp>\n\n\u003Cp>4) отказом уговора о раду који дају\nзапослени или послодавац;\u003C\u002Fp>\n\n\u003Cp>5) на захтев родитеља или стараоца\nзапосленог који је млађи од 18 година\nживота;\u003C\u002Fp>\n\n\u003Cp>6) смрћу запосленог.\u003C\u002Fp>\n\n\u003Cp>Радни однос престаје запосленом и у\nосталим случајевима предвиђеним Законом о\nраду.\u003C\u002Fp>\n\n\u003Cp>2. Престанак радног односа истеком\nвремена на које је заснован\u003C\u002Fp>\n\n\u003Ch3>Члан 86.\u003C\u002Fh3>\n\n\u003Cp>Радни однос на одређено време престаје\nистеком времена на које је заснован, а\nрадни однос с приправником престаје кад\nистекне време приправничког стажа, ако са\nњим не буде закључен уговор о раду на\nнеодређено време.\u003C\u002Fp>\n\n\u003Cp>Радни однос у тим случајевима не престаје\nсамим протеком времена, већ на основу\nрешења послодавца.\u003C\u002Fp>\n\n\u003Cp>Ако запослени настави рад, а послодавац\nне донесе решење о престанку радног односа\nу наредних пет радних дана од истека\nвремена на које је заснован радни однос на\nодређено време или приправнички стаж –\nрадни однос претвара се у радни однос на\nнеодређено време.\u003C\u002Fp>\n\n\u003Cp>3. Престанак радног односа споразумом\nпослодавца и запосленог\u003C\u002Fp>\n\n\u003Ch3>Члан 87.\u003C\u002Fh3>\n\n\u003Cp>Послодавац и запослени могу да закључе\nписмени споразум о престанку радног односа\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>У писменом споразуму одређују се дан када\nзапосленом престаје радни однос и друга\nпитања везана за престанак радног односа\n(примопредаја дужности, неисплаћена\nзарада, новчана накнада уместо коришћења\nгодишњег одмора и друга примања\nзапосленог) и наводи датум закључења\nспоразума.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да пре закључења\nспоразума писменим путем обавести\nзапосленог да престанак радног односа\nспоразумом искључује право на новчану\nнакнаду за случај незапослености.\u003C\u002Fp>\n\n\u003Cp>4. Престанак радног односа отказом\nуговора о раду који даје запослени\u003C\u002Fp>\n\n\u003Ch3>Члан 88.\u003C\u002Fh3>\n\n\u003Cp>Запослени може писмено да откаже уговор о\nраду.\u003C\u002Fp>\n\n\u003Cp>Запослени је дужан да отказ уговора о\nраду достави послодавцу најмање 15 дана пре\nдана који је у отказу навео као дан\nпрестанка радног односа (отказни рок).\u003C\u002Fp>\n\n\u003Cp>5. Престанак радног односа отказом\nуговора о раду који даје послодавац\u003C\u002Fp>\n\n\u003Ch3>Разлози за отказ уговора о раду\u003C\u002Fh3>\n\n\u003Ch3>Члан 89.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може да откаже уговор о раду\nзапосленом који:\u003C\u002Fp>\n\n\u003Cp>1) не остварује резултате рада или нема\nпотребна знања и способности за рад на\nрадном месту на коме ради;\u003C\u002Fp>\n\n\u003Cp>2) правноснажно је осуђен за кривично дело\nна раду или у вези с радом;\u003C\u002Fp>\n\n\u003Cp>3) не врати се на рад код послодавца у року\nод 15 дана од протека мировања радног односа\nили неплаћеног одсуства;\u003C\u002Fp>\n\n\u003Cp>4) својом кривицом учини повреду радне\nобавезе прописане Законом о раду, овим\nколективним уговором или актом\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>5) не поштује радну дисциплину прописану\nЗаконом о раду, овим колективним уговором\nили актом послодавца.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду може да се откаже и\nзапосленом који је вишак, а не може да му се\nомогући запошљавање (члан 78. овог\nколективног уговора) и запосленом који\nодбије да закључи анекс уговора о раду\n(члан 83. овог колективног уговора).\u003C\u002Fp>\n\n\u003Cp>Послодавац отказује запосленом уговор о\nраду решењем.\u003C\u002Fp>\n\n\u003Ch3>Дан престанка радног односа\u003C\u002Fh3>\n\n\u003Ch3>Члан 90.\u003C\u002Fh3>\n\n\u003Cp>Запосленом престаје радни однос даном\nдостављања решења осим ако Законом о раду\nили решењем није одређен други рок.\u003C\u002Fp>\n\n\u003Cp>Изузетно, запосленом који је вишак а не\nможе да му се омогући запошљавање, радни\nоднос престаје исплатом целе отпремнине, а\nзапосленом којем је отказан уговор о раду\nзато што не остварује потребне резултате\nрада или зато што нема потребна знања и\nспособности, радни однос престаје истеком\nотказног рока предвиђеног овим\nколективним уговором (члан 91. став 4. овог\nколективног уговора).\u003C\u002Fp>\n\n\u003Ch3>Утврђивање знања, способности и\nрезултата рада запосленог\u003C\u002Fh3>\n\n\u003Ch3>Члан 91.\u003C\u002Fh3>\n\n\u003Cp>Претпостављени запосленог прати знања и\nспособности и резултате рада запосленог и,\nако запослени не покаже потребна знања,\nспособности или резултате рада – писмено\nобавештава запосленог о недостацима у\nњеговом раду, даје му упутства како да\nпобољша рад и оставља му примерени рок за\nпобољшање рада.\u003C\u002Fp>\n\n\u003Cp>Ако запослени не побољша рад у остављеном\nпримереном року, претпостављени предлаже\nдиректору да донесе решење о отказу\nуговора о раду запосленом или да му изрекне\nнеку од мера које се могу изрећи за\nнепоштовање радне дисциплине или повреде\nрадне обавезе.\u003C\u002Fp>\n\n\u003Cp>Директора не обавезује предлог\nпретпостављеног.\u003C\u002Fp>\n\n\u003Cp>Запослени коме је отказан уговор о раду\nзато што не остварује резултате рада или\nнема потребна знања и способности за рад на\nрадном месту на коме ради има право на\nотказни рок од:\u003C\u002Fp>\n\n\u003Cp>– осам дана – ако је навршио до 10 година\nстажа осигурања;\u003C\u002Fp>\n\n\u003Cp>– 16 дана – ако је навршио од 10 до 20 година\nстажа осигурања;\u003C\u002Fp>\n\n\u003Cp>– 24 дана – ако је навршио преко 20 година\nстажа осигурања.\u003C\u002Fp>\n\n\u003Ch3>Повреде радних обавеза\u003C\u002Fh3>\n\n\u003Ch3>Члан 92.\u003C\u002Fh3>\n\n\u003Cp>Повреде радних обавеза нарочито јесу:\u003C\u002Fp>\n\n\u003Cp>1) несавесно или немарно извршавање радне\nобавезе или послова радног места;\u003C\u002Fp>\n\n\u003Cp>2) злоупотреба положаја или прекорачење\nовлашћења;\u003C\u002Fp>\n\n\u003Cp>3) нецелисходно и неодговорно коришћење\nсредстава рада;\u003C\u002Fp>\n\n\u003Cp>4) некоришћење или ненаменско коришћење\nобезбеђених средстава или опреме за личну\nзаштиту на раду;\u003C\u002Fp>\n\n\u003Cp>5) одавање пословне или друге тајне\nутврђене прописима, општим актом\nпослодавца или уговором о раду;\u003C\u002Fp>\n\n\u003Cp>6) повреда захтева који су наведени у\nдокументима система управљања квалитетом\n(према стандарду ISO);\u003C\u002Fp>\n\n\u003Cp>7) фалсификовање службених докумената;\u003C\u002Fp>\n\n\u003Cp>8) злоупотреба права из радног односа;\u003C\u002Fp>\n\n\u003Cp>9) повреда права других запослених код\nпослодавца, недолично, насилничко или\nувредљиво понашање према другим\nзапосленима или злостављање другог\nзапосленог на раду и у вези с радом;\u003C\u002Fp>\n\n\u003Cp>10) неоправдани изостанак с рада најмање\nдва узастопна радна дана или пет радних\nдана с прекидима у календарској години;\u003C\u002Fp>\n\n\u003Cp>11) неоправдано напуштање радног места у\nрадно време.\u003C\u002Fp>\n\n\u003Cp>Повреда радне обавезе постоји и ако\nзапослени својом кривицом учини повреду\nрадне обавезе која је прописана актом\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>Непоштовање радне дисциплине\u003C\u002Fh3>\n\n\u003Ch3>Члан 93.\u003C\u002Fh3>\n\n\u003Cp>Непоштовање радне дисциплине нарочито\nпостоји:\u003C\u002Fp>\n\n\u003Cp>1) ако запослени неоправдано одбије да\nобавља послове и извршава налоге\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>2) ако запослени не достави потврду о\nпривременој спречености за рад, према\nЗакону о раду;\u003C\u002Fp>\n\n\u003Cp>3) ако запослени злоупотреби право на\nодсуство због привремене спречености за\nрад;\u003C\u002Fp>\n\n\u003Cp>4) ако запослени долази на рад под\nдејством алкохола или других опојних\nсредстава или употребљава алкохол или\nдруга опојна средства у току радног\nвремена, а то утиче или може утицати на\nобављање посла;\u003C\u002Fp>\n\n\u003Cp>5) ако понашање запосленог представља\nрадњу извршења кривичног дела учињеног на\nраду или у вези с радом, независно од тога\nда ли је против запосленог покренут\nкривични поступак;\u003C\u002Fp>\n\n\u003Cp>6) ако је запослени дао нетачне податке\nкоји су били одлучујући за заснивање\nрадног односа;\u003C\u002Fp>\n\n\u003Cp>7) ако запослени који ради на пословима с\nповећаним ризиком, на којима је као посебан\nуслов за рад утврђена посебна здравствена\nспособност, одбије да се подвргне\nпретходном и периодичном лекарском\nпрегледу или лекарском прегледу на који га\nупути послодавац.\u003C\u002Fp>\n\n\u003Cp>Непоштовање радне дисциплине постоји и\nако запослени не поштује радну дисциплину\nкоја је прописана актом послодавца или ако\nје његово понашање такво да не може да\nнастави рад код послодавца.\u003C\u002Fp>\n\n\u003Ch3>Поступак којим се утврђује постојање\nразлога за отказ уговора о раду због\nповреде радне обавезе или непоштовања\nрадне дисциплине\u003C\u002Fh3>\n\n\u003Ch3>Члан 94.\u003C\u002Fh3>\n\n\u003Cp>Постојање разлога за отказ уговора о раду\nзбог повреде радне обавезе или непоштовања\nрадне дисциплине утврђује се у поступку\nкоји води директор.\u003C\u002Fp>\n\n\u003Cp>Директор доставља запосленом писмено\nупозорење, у којем наводи разлог за отказ\nуговора о раду, чињенице на којима се\nразлог за отказ заснива и доказе којима се\nпоткрепљују чињенице и наводи да запослени\nима осам дана од достављања упозорења да се\nизјасни о наводима из упозорења.\u003C\u002Fp>\n\n\u003Cp>Директор писмено упозорење доставља и\nсиндикату чији је запослени члан, да он да\nсвоје мишљење.\u003C\u002Fp>\n\n\u003Ch3>Мере које се предузимају у случају\nнепоштовања радне дисциплине или повреде\nрадне обавезе\u003C\u002Fh3>\n\n\u003Ch3>Члан 95.\u003C\u002Fh3>\n\n\u003Cp>Пошто размотри изјашњење запосленог и\nевентуално мишљење синдиката чији је\nзапослени члан, директор може – уместо\nотказа уговора о раду – запосленом на\nчијој страни постоје олакшавајуће\nоколности или чија повреда радне обавезе\nили непоштовање дисциплине нису такве\nприроде да запосленом треба да престане\nрадни однос, решењем изрећи једну од\nследећих мера које се предузимају у\nслучају непоштовања радне дисциплине или\nповреде радне обавезе:\u003C\u002Fp>\n\n\u003Cp>1) привремено удаљење с 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;\u003C\u002Fp>\n\n\u003Cp>3) опомену с најавом отказа.\u003C\u002Fp>\n\n\u003Cp>Новчана казна извршава се обуставом од\nзараде, на основу решења директора о\nизреченој новчаној казни.\u003C\u002Fp>\n\n\u003Cp>Опомена с најавом отказа садржи изричит\nнавод да ће послодавац отказати запосленом\nуговор о раду без писменог упозорења ако у\nнаредних шест месеци учини исту повреду\nрадне обавезе или непоштовање радне\nдисциплине.\u003C\u002Fp>\n\n\u003Cp>6. Забрана отказа уговора о раду\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-maternitydiscrimination\">\u003Ch3>Члан 96.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац не може да откаже уговор о\nраду запосленој жени за време трудноће и\nзапосленом за време породиљског одсуства,\nодсуства с рада ради неге детета и одсуства\nс рада ради посебне неге детета, па ни ако\nје неко од њих запослен на одређено време, а\nоно истекне док траје одсуство с рада.\u003C\u002Fp>\n\n\u003Cp>Решење о отказу уговора о раду ништаво је\nако је на дан његовог доношења послодавцу\nбило познато да је запослена жена трудна\nили да запослени користи породиљско\nодсуство, одсуство с рада ради неге детета\nили одсуство с рада ради посебне неге\nдетета, ако они о томе обавесте послодавца\nу року од 30 дана од престанка радног односа\nи доставе му одговарајућу потврду\nовлашћеног лекара или другог надлежног\nоргана.\u003C\u002Fp>\n\n\u003Cp>7. Забрана отказа и стављања у неповољнији\nположај\u003C\u002Fp>\n\n\u003Ch3>Члан 97.\u003C\u002Fh3>\n\n\u003Cp>Послодавац не може да откаже уговор о\nраду, нити да на други начин стави у\nнеповољан положај запосленог због његовог\nстатуса или активности у својству\nпредставника запослених, чланства у\nсиндикату или учешћа у синдикалним\nактивностима.\u003C\u002Fp>\n\n\u003Cp>Терет доказивања да отказ уговора о раду\nили стављање у неповољнији положај\nзапосленог нису последица статуса или\nактивности запосленог из претходног става\nјесте на послодавцу.\u003C\u002Fp>\n\n\u003Ch2>XII. ОСТВАРИВАЊЕ И ЗАШТИТА ПРАВА\nЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Ch3>Решење којим се одлучује о правима,\nобавезама и одговорностима запослених\u003C\u002Fh3>\n\n\u003Ch3>Члан 98.\u003C\u002Fh3>\n\n\u003Cp>Послодавац писменим решењем одлучује о\nправима, обавезама и одговорностима\nзапослених.\u003C\u002Fp>\n\n\u003Cp>Решење садржи увод, изреку, образложење,\nпоуку о правном леку, потпис директора или\nлица које он овласти и печат послодавца.\nРешење о отказу уговора о раду за време\nпробног рада не мора да садржи образложење\nи поуку о правном леку.\u003C\u002Fp>\n\n\u003Cp>Увод решења садржи назив Јавно предузеће\n„Службени гласник”, акт на основу којег се\nдоноси решење и датум доношења решења;\nизрека садржи оно о чему се одлучује\nрешењем; образложење садржи чињеничне и\nправне разлоге на којима се заснива изрека\nрешења; поука о правном леку упућује\nзапосленог како да заштити своја права.\u003C\u002Fp>\n\n\u003Ch3>Достављање решења запосленом\u003C\u002Fh3>\n\n\u003Ch3>Члан 99.\u003C\u002Fh3>\n\n\u003Cp>Решење којим се одлучује о правима,\nобавезама и одговорностима запосленог\nдоставља се лично запосленом у\nпросторијама послодавца или на адресу на\nкојој запослени има пребивалиште или\nборавиште, а ако на те начине не може да се\nдостави, послодавац о томе сачињава\nслужбену белешку.\u003C\u002Fp>\n\n\u003Cp>Одмах по сачињавању службене белешке,\nпослодавац објављује решење на огласној\nтабли послодавца. Сматра се да је решење\nдостављено запосленом када протекне осам\nдана од дана када је решење објављено на\nогласној табли послодавца.\u003C\u002Fp>\n\n\u003Ch3>Право запосленог на судску заштиту\u003C\u002Fh3>\n\n\u003Ch3>Члан 100.\u003C\u002Fh3>\n\n\u003Cp>Запослени који сматра да му је послодавац\nрешењем или фактичком радњом повредио неко\nправо може да поднесе тужбу месно\nнадлежном основном суду.\u003C\u002Fp>\n\n\u003Cp>Уместо запосленог, тужбу може у име\nзапосленог да поднесе и представник\nсиндиката чији је запослени члан, ако га\nзапослени на то овласти.\u003C\u002Fp>\n\n\u003Cp>Тужба се подноси у року од 60 дана од дана\nкада је запосленом достављено решење,\nодносно од дана када је запослени сазнао да\nму је право повређено фактичком радњом.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicytxt\">\u003Ch2>ХIII. БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Право на безбедност и заштиту здравља на\nраду\u003C\u002Fh3>\n\n\u003Ch3>Члан 101.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Cp>Запослени има право на безбедност и\nзаштиту здравља на раду према закону,\nдругим прописима и овом колективном\nуговору.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Средства за примену програма мера и\nповећање безбедности и заштите здравља на\nраду одређују се годишњим програмом\nпословања послодавца.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytrainingtxt\">\u003Cp>У складу са финансијским могућностима, а\nради унапређења безбедности и заштите\nздравља на раду, послодавац може да\nобезбеди средства за годишњи систематски\nпреглед свих запослених или запослених на\nрадним местима са специфичним ризицима,\nбез обзира да ли се ради о радним местима са\nповећаним ризиком.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Посебни здравствени услови за рад и акт о\nпроцени ризика\u003C\u002Fh3>\n\n\u003Ch3>Члан 102.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да обезбеди\nзапосленима рад на радном месту и радној\nоколини у којима су примењене мере\nбезбедности и заштите здравља на раду.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Cp>Посебни здравствени услови које морају\nиспуњавати запослени за обављање\nодређених послова на радном месту у радној\nоколини или за употребу поједине опреме\nрада одређују се актом о процени ризика,\nсходно оцени службе медицине рада.\u003C\u002Fp>\n\n\u003Ch2>Дужност поштовања прописа о безбедности\nи заштити на раду\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch2>Члан 103.\u003C\u002Fh2>\n\n\u003Cp>Запослени је дужан да поштује прописе о\nбезбедности и заштити здравља на раду, да\nнаменски користи средства за рад и опасне\nматерије, да користи прописана средства и\nопрему за личну заштиту на раду и њима\nпажљиво рукује, како не би угрозио своју\nбезбедност и здравље или безбедност и\nздравље других запослених и трећих лица.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfundtxt\">\u003Ch3>Радна места с повећаним ризиком\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 104.\u003C\u002Fh3>\n\n\u003Cp>Радна места са повећаним ризиком,\nздравствени услови који морају да се\nиспуне да би запослени био распоређен на\nњих и средства и опрема за личну заштиту на\nраду које запослени користе на тим радним\nместима, одређују се актом о процени ризика\nкоји доноси послодавац.\u003C\u002Fp>\n\n\u003Cp>Запослени на радним местима с повећаним\nризиком за које је предвиђен претходни и\nпериодични лекарски преглед, дужни су да\nобаве лекарски преглед на који их упућује\nпослодавац.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>Запослени је дужан да ради на радном\nместу с повећаним ризиком ако је\nизвештајем службе медицине рада утврђено\nда је здравствено способан да ради на\nњима.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ако се у поступку периодичног лекарског\nпрегледа утврди да запослени не испуњава\nпосебне здравствене услове за рад на\nрадном месту с повећаним ризиком,\nпослодавац је дужан да га премести на друго\nрадно место које одговара његовим\nздравственим способностима.\u003C\u002Fp>\n\n\u003Ch3>Одбор\u003C\u002Fh3>\n\n\u003Ch3>Члан 105.\u003C\u002Fh3>\n\n\u003Cp>Ради праћења примене мера безбедности и\nзаштите здравља на раду образује се Одбор\nза безбедност и здравље на раду (у даљем\nтексту: одбор).\u003C\u002Fp>\n\n\u003Cp>Одбор има пет чланова, с тим што\nрепрезентативни синдикат бира три члана из\nреда свих запослених, а директор два члана\nиз реда пословодства.\u003C\u002Fp>\n\n\u003Cp>Одбор доноси пословник о раду.\u003C\u002Fp>\n\n\u003Cp>Седнице одбора заказује председник\nодбора, кога бирају чланови одбора већином\nгласова.\u003C\u002Fp>\n\n\u003Cp>Послодавац, одбор и синдикат дужни су да\nсарађују у остваривању безбедности и\nзаштите здравља на раду.\u003C\u002Fp>\n\n\u003Ch3>Обавезе послодавца према члановима\nодбора\u003C\u002Fh3>\n\n\u003Ch3>Члан 106.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да члановима одбора\nобезбеди потребне услове за несметан рад,\nпружи обавештења и омогући увид у све акте\nкоји се односе на безбедност и заштиту\nздравља на раду, као и учествовање у\nразматрању свих питања о примени мера\nбезбедности и заштиту здравља на раду.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да чланове одбора\nупозна са налазима и предлозима или\nпредузетим мерама инспекције рада,\nизвештајима о повредама на раду,\nпрофесионалним обољењима и обољењима у\nвези с радом и о предузетим мерама\nбезбедности и заштите здравља на раду, као\nи о предузетим мерама за спречавање\nнепосредне опасности по живот и здравље.\u003C\u002Fp>\n\n\u003Ch2>ХIV. СИНДИКАТ ЗАПОСЛЕНИХ КОД ПОСЛОДАВЦА\u003C\u002Fh2>\n\n\u003Ch3>Техничко-просторни услови за рад\nсиндиката\u003C\u002Fh3>\n\n\u003Ch3>Члан 107.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да синдикату код\nпослодавца бесплатно омогући:\u003C\u002Fp>\n\n\u003Cp>1) огласни простор за истицање обавештења\nи података;\u003C\u002Fp>\n\n\u003Cp>2) обрачун и наплату чланарине из зараде\nчланова синдиката.\u003C\u002Fp>\n\n\u003Cp>Послодавац пружа стручну и техничку\nподршку синдикату за израду завршног\nрачуна.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да репрезентативном\nсиндикату код послодавца бесплатно\nомогући:\u003C\u002Fp>\n\n\u003Cp>1) административно-техничке услове за рад,\nкоришћење телефона, телефакса, машине за\nкуцање и рачунање, рачунара, апарата за\nкопирање, скенирање и умножавање, ради\nобављања синдикалних активности;\u003C\u002Fp>\n\n\u003Cp>2) потребан радни простор од најмање 5 m² у\nслужбеним просторијама послодавца.\u003C\u002Fp>\n\n\u003Cp>Послодавац може у складу са финансијским\nи техничким могућностима представнику\nрепрезентативног синдиката код послодавца\nодобрити употребу службеног аутомобила\nили другог превозног средства када обавља\nсиндикалне активности ван седишта\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>Обавештавање синдиката\u003C\u002Fh3>\n\n\u003Ch3>Члан 108.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је обавезан да на захтев\nрепрезентативног синдиката код послодавца\nдостави обавештења о:\u003C\u002Fp>\n\n\u003Cp>1) дугорочним и средњорочним плановима\nрада и развоја;\u003C\u002Fp>\n\n\u003Cp>2) годишњем програму пословања;\u003C\u002Fp>\n\n\u003Cp>3) финансијским извештајима;\u003C\u002Fp>\n\n\u003Cp>4) расподели добити и о начину покривања\nгубитка;\u003C\u002Fp>\n\n\u003Cp>5) статусним променама и промени облика\nорганизовања;\u003C\u002Fp>\n\n\u003Cp>6) припремама за утврђивање вишка\nзапослених и усвајању програма;\u003C\u002Fp>\n\n\u003Cp>7) предлогу промена статута;\u003C\u002Fp>\n\n\u003Cp>8) питањима која се односе на права\nзапослених;\u003C\u002Fp>\n\n\u003Cp>9) безбедности и заштити живота и здравља\nна раду;\u003C\u002Fp>\n\n\u003Cp>10) мерама за побољшање услова рада.\u003C\u002Fp>\n\n\u003Ch3>Плаћено одсуство представника\nсиндиката\u003C\u002Fh3>\n\n\u003Ch3>Члан 109.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavtxt\">\u003Cp>Лице овлашћено за заступање и\nпредстављање репрезентативног синдиката\nкод послодавца има право на плаћено\nодсуство за време одсуства с рада ради\nвршења синдикалне функције сразмерно\nброју чланова синдиката, и то:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1) до 40 часова месечно ако синдикат има\nнајмање 200 чланова и по један час месечно за\nсваких следећих 100 чланова,\u003C\u002Fp>\n\n\u003Cp>2) сразмерно мање часова ако синдикат има\nмање од 200 чланова.\u003C\u002Fp>\n\n\u003Cp>Највише пет чланова Извршног одбора\nрепрезентативног синдиката код послодавца\nима право на 50% часова плаћеног одсуства из\nстава 1. овог члана ради вршења синдикалне\nфункције.\u003C\u002Fp>\n\n\u003Cp>Синдикални представник овлашћен за\nколективно преговарање, односно одређен за\nчлана одбора за колективно преговарање,\nима право на плаћено одсуство за време\nпреговарања.\u003C\u002Fp>\n\n\u003Cp>Синдикални представник има право на\nплаћено одсуство за време одсуства с рада\nдок заступа запосленог, ако је овлашћен да\nзаступа запосленог у радном спору с\nпослодавцем пред арбитром или судом.\u003C\u002Fp>\n\n\u003Cp>Синдикални представник који одсуствује\nса рада у складу са овим чланом има право на\nнакнаду зараде у висини његове просечне\nзараде у претходних 12 месеци. Накнаду\nзараде плаћа послодавац.\u003C\u002Fp>\n\n\u003Ch3>Обавештавање о коришћењу плаћеног\nодсуства\u003C\u002Fh3>\n\n\u003Ch3>Члан 110.\u003C\u002Fh3>\n\n\u003Cp>Пре коришћења плаћеног одсуства за\nсиндикалне активности, овлашћени\nпредставници синдиката дужни су да о томе\nблаговремено обавесте непосредног\nпретпостављеног.\u003C\u002Fp>\n\n\u003Cp>Председник синдиката мора да уредно води\nевиденцију о коришћењу плаћеног одсуства\nза чланове одбора и синдикалне поверенике\nи да за свако њихово одсуство с рада изда\nписмену потврду њиховом непосредном\nпретпостављеном.\u003C\u002Fp>\n\n\u003Ch3>Финансијска подршка синдикату\u003C\u002Fh3>\n\n\u003Ch3>Члан 111.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је обавезан да\nрепрезентативном синдикату код послодавца\nпренесе средства у висини од 0,065% исплаћене\nмасе зарада са порезима и доприносима на\nтерет запослених, за превенцију радне\nинвалидности и рехабилитацију\nзапослених.\u003C\u002Fp>\n\n\u003Cp>Ако код послодавца постоји више\nрепрезентативних синдиката, средства из\nстава 1. овог члана деле се између њих\nсразмерно броју чланова.\u003C\u002Fp>\n\n\u003Cp>Средства се преносе сваког месеца, по\nисплати коначног обрачуна зарада за\nпретходни месец.\u003C\u002Fp>\n\n\u003Ch3>Однос између више репрезентативних\nсиндиката\u003C\u002Fh3>\n\n\u003Ch3>Члан 112.\u003C\u002Fh3>\n\n\u003Cp>Када је према одредбама овог колективног\nуговора потребно да представник\nрепрезентативног синдиката буде одређен\nза члана комисије а код послодавца постоји\nвише репрезентативних синдиката, тај\nпредставник се одређује на основу\nзаједничке одлуке свих репрезентативних\nсиндиката, а у случају изостанка\nзаједничке одлуке на основу одлуке\nрепрезентативног синдиката који окупља\nнајвећи број чланова из реда запослених\nкод послодавца.\u003C\u002Fp>\n\n\u003Cp>Када код послодавца постоји више\nрепрезентативних синдиката, представници\nсиндиката у Одбору за безбедност и здравље\nна раду одређује се на основу заједничке\nодлуке свих репрезентативних синдиката. У\nслучају изостанка заједничке одлуке три\nрепрезентативна синдиката који окупљају\nнајвећи број чланова из реда запослених\nкод послодавца ће одредити по једног\nпредставника, а ако постоје само два\nрепрезентативна синдиката, синдикат који\nокупља већ број чланова из реда запослених\nкод послодавца одредиће два представника,\nа синдикат који окупља мањи број чланова из\nреда запослених код послодавца одредиће\nједног представника.\u003C\u002Fp>\n\n\u003Cp>Када је према одредбама овог колективног\nуговора потребно да послодавац затражи\nмишљење од репрезентативног синдиката а\nкод послодавца постоји више\nрепрезентативних синдиката, послодавац ће\nмишљење затражити од свих\nрепрезентативних синдиката.\u003C\u002Fp>\n\n\u003Ch2>XV. ПРЕЛАЗНЕ И ЗАВРШНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch3>Члан 113.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cp>Овај колективни уговор важи три године од\nњеговог ступања на снагу.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Учесник овог колективног уговора може\nдругом учеснику доставити иницијативу да\nсе закључи нови колективни уговор или овај\nизмени или допуни.\u003C\u002Fp>\n\n\u003Cp>У том случају учесници су дужни да\nотпочну преговоре у року од 15 дана од дана\nдостављања иницијативе.\u003C\u002Fp>\n\n\u003Ch3>Члан 114.\u003C\u002Fh3>\n\n\u003Cp>Ако се промене околности тако да не може\nда се обезбеди остваривање права и\nодговорности из овог колективног уговора,\nучесници су дужни да отпочну преговоре за\nњегову измену.\u003C\u002Fp>\n\n\u003Ch3>Члан 115.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>Овај колективни уговор ступа на снагу\nосмог дана од дана објављивања у\n„Службеном гласнику Републике Србије”,\nосим члана 50. (Минули рад) који се примењује\nод 1. јануара 2019. године.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>За Владу\u003C\u002Fp>\n\n\u003Cp>министар привреде,\u003C\u002Fp>\n\n\u003Cp>Горан Кнежевић, с.р.\u003C\u002Fp>\n\n\u003Cp>За синдикалну организацију запослених\u003C\u002Fp>\n\n\u003Cp>у Јавном предузећу „Службени гласник”\u003C\u002Fp>\n\n\u003Cp>председник,\u003C\u002Fp>\n\n\u003Cp>Добросав Јанковић, с.р.\u003C\u002Fp>\n\n\u003Cp>За Јавно предузеће „Службени гласник”\u003C\u002Fp>\n\n\u003Cp>директор,\u003C\u002Fp>\n\n\u003Cp>др Јелена Триван, с.р.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":43,"cbadate_end_date":47,"SECTOR1":51,"CBA_MNCOMPA_2_txt":54,"CBA_MEMTRAD4_1":56,"jobclassifaction1_txt":60,"JOBTYPE_comments_txt":63,"apprenticeshipstxt":67,"contracttrialtxt":70,"contractseverancepay":74,"sicknesspaytxt":78,"sicknessmaxdaystxt":82,"disabilityfundtxt":86,"healthcareaccessrelativestxt":89,"healthinsurancetxt":93,"protectiveclothing":96,"code_application":100,"healthandsafetytrainingtxt":104,"hivpolicy":108,"healthandsafetypolicytxt":112,"funeralpaytxt":115,"jobsecuritymothers":119,"maternitydiscrimination":123,"maternity_nursing_breaks_duration":126,"breastfeeding_workingtime":129,"paidpaternityleavetxt":133,"childcaretxt":136,"deathrelativestxt":140,"sexualhar":144,"hourspweek":147,"hourspday":151,"hourstxt":155,"hoursovertimemaxtxt":158,"holidaystxt":162,"bankholidays1":165,"schedulestxt":169,"tradeunleavtxt":173,"WAGES_comments_txt":177,"PAYSCALES_trigger":181,"incidentalbonustype2":184,"incidentalbonusdate_date":188,"incidentalbonustxt":191,"shiftallowancetxt":194,"standbyallowancetxt":197,"overtimeallowancetxt":200,"wageincreasetxt":204,"COMMUTE_trigger":207,"longserviceallowancetxt":211,"coveroccup_comments":214},{"bindId":44,"name":45,"text":46},"cbadate_start_date","Овај колективни уговор ступа на снагу ос","Овај колективни уговор ступа на снагу\nосмог дана од дана објављивања у\n„Службеном гласнику Републике Србије”,\nосим члана 50. (Минули рад) који се примењује\nод 1. јануара 2019. године.",{"bindId":48,"name":49,"text":50},"cbadate_end_date","Овај колективни уговор важи три године о","Овај колективни уговор важи три године од\nњеговог ступања на снагу.",{"bindId":52,"name":53,"text":53},"SECTOR1","Јавног предузећа „Службени гласник”",{"bindId":55,"name":53,"text":53},"CBA_MNCOMPA_2_txt",{"bindId":57,"name":58,"text":59},"CBA_MEMTRAD4_1","Влада (у даљем тексту: оснивач), репрезе","Влада (у даљем тексту: оснивач),\nрепрезентативна Синдикална организација\nзапослених у Јавном предузећу „Службени\nгласник” и Јавно предузеће „Службени\nгласник” (у даљем тексту: послодавац),\nзакључују",{"bindId":61,"name":62,"text":62},"jobclassifaction1_txt","Коефицијенти радних места",{"bindId":64,"name":65,"text":66},"JOBTYPE_comments_txt","Коефицијент радног места зависи од сложе","Коефицијент радног места зависи од\nсложености послова радног места,\nодговорности радног места, услова рада и\nнивоа квалификације потребне за рад на\nрадном месту.",{"bindId":68,"name":69,"text":69},"apprenticeshipstxt","9. Приправништво",{"bindId":71,"name":72,"text":73},"contracttrialtxt","Трајање пробног рада одређује се уговоро","Трајање пробног рада одређује се\nуговором о раду, најдуже на шест месеци.",{"bindId":75,"name":76,"text":77},"contractseverancepay","1) отпремнину при престанку радног однос","1) отпремнину при престанку радног односа\nради коришћења права на пензију, у висини\nтроструког износа просечне зараде\nзапосленог у последњих 12 месеци који\nпретходе месецу у којем се исплаћује\nотпремнина, односно у висини троструког\nизноса просечне зараде исплаћене код\nпослодавца у истом периоду ако је то за\nзапосленог повољније, с тим што тако\nисплаћена отпремнина не може бити нижа од\nдвоструког износа просечне зараде у\nРепублици Србији, према последњем\nобјављеном податку Републичког завода за\nстатистику;",{"bindId":79,"name":80,"text":81},"sicknesspaytxt","1) 70% просечне зараде у претходних 12 м","1) 70% просечне зараде у претходних 12 месеци\nпре месеца у којем је наступила привремена\nспреченост за рад, ако је она настала због\nболести или повреде ван рада;\n\n2) 100% просечне зараде у претходних 12\nмесеци пре месеца у којем је наступила\nпривремена спреченост за рад, ако је она\nнастала због професионалне болести или\nповреде на раду.\n\nНакнада зараде због привремене\nспречености за рад не може бити нижа од\nминималне зараде одређене Законом о раду.",{"bindId":83,"name":84,"text":85},"sicknessmaxdaystxt","Запослени који одсуствује с рада због пр","Запослени који одсуствује с рада због\nпривремене спречености за рад (боловање) до\n30 дана има право на накнаду зараде од:",{"bindId":87,"name":88,"text":88},"disabilityfundtxt","Радна места с повећаним ризиком",{"bindId":90,"name":91,"text":92},"healthcareaccessrelativestxt","2) теже болести брачног друга, ванбрачно","2) теже болести брачног друга, ванбрачног\nпартнера или детета запосленог до 26.\nгодине, под условом да је на школовању или\nна евиденцији Националне службе за\nзапошљавање и ако живе у заједничком\nдомаћинству или уколико је одлуком\nнадлежног суда лишено пословне\nспособности, без обзира на године живота,\nједном у току лечења или једном у току\nкалендарске године ако лечење траје дуже\nод једне године – до износа који је према\nзакону који уређује порез на доходак\nграђана ослобођен плаћања пореза;",{"bindId":94,"name":95,"text":95},"healthinsurancetxt","Члан 65.",{"bindId":97,"name":98,"text":99},"protectiveclothing","Посебни здравствени услови које морају и","Посебни здравствени услови које морају\nиспуњавати запослени за обављање\nодређених послова на радном месту у радној\nоколини или за употребу поједине опреме\nрада одређују се актом о процени ризика,\nсходно оцени службе медицине рада.\n\nДужност поштовања прописа о безбедности\nи заштити на раду",{"bindId":101,"name":102,"text":103},"code_application","Запослени има право на безбедност и зашт","Запослени има право на безбедност и\nзаштиту здравља на раду према закону,\nдругим прописима и овом колективном\nуговору.",{"bindId":105,"name":106,"text":107},"healthandsafetytrainingtxt","У складу са финансијским могућностима, а","У складу са финансијским могућностима, а\nради унапређења безбедности и заштите\nздравља на раду, послодавац може да\nобезбеди средства за годишњи систематски\nпреглед свих запослених или запослених на\nрадним местима са специфичним ризицима,\nбез обзира да ли се ради о радним местима са\nповећаним ризиком.",{"bindId":109,"name":110,"text":111},"hivpolicy","Запослени је дужан да ради на радном мес","Запослени је дужан да ради на радном\nместу с повећаним ризиком ако је\nизвештајем службе медицине рада утврђено\nда је здравствено способан да ради на\nњима.",{"bindId":113,"name":114,"text":114},"healthandsafetypolicytxt","ХIII. БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ",{"bindId":116,"name":117,"text":118},"funeralpaytxt","4) смрти родитеља запосленог – у висини ","4) смрти родитеља запосленог – у висини\nтрошкова погребних услуга према\nприложеним рачунима, а највише до износа\nкоји је према закону који уређује порез на\nдоходак грађана ослобођен плаћања\nпореза;",{"bindId":120,"name":121,"text":122},"jobsecuritymothers","Запосленој жени за време трудноће и запо","Запосленој жени за време трудноће и\nзапосленом за време породиљског одсуства,\nодсуства с рада ради неге детета и одсуства\nс рада ради посебне неге детета, радни\nоднос на одређено време не престаје\nпротеком времена, већ се продужава док се\nне искористи право на одсуство.",{"bindId":124,"name":125,"text":125},"maternitydiscrimination","Члан 96.",{"bindId":127,"name":128,"text":128},"maternity_nursing_breaks_duration","Члан 33.",{"bindId":130,"name":131,"text":132},"breastfeeding_workingtime","Та пауза и то скраћено радно време урачу","Та пауза и то скраћено радно време\nурачунавају јој се у радно време, а накнада\nза њих исплаћује се у висини основне зараде\nувећане за минули рад.",{"bindId":134,"name":135,"text":135},"paidpaternityleavetxt","– рођења детета – пет радних дана;",{"bindId":137,"name":138,"text":139},"childcaretxt","– болести члана уже породице – седам рад","– болести члана уже породице – седам\nрадних дана;",{"bindId":141,"name":142,"text":143},"deathrelativestxt","– за сваки случај смрти члана уже породи","– за сваки случај смрти члана уже\nпородице – пет радних дана;",{"bindId":145,"name":146,"text":146},"sexualhar","Забрана злостављања на раду",{"bindId":148,"name":149,"text":150},"hourspweek","Пуно радно време код послодавца јесте 40","Пуно радно време код послодавца јесте 40\nчасова у радној недељи.",{"bindId":152,"name":153,"text":154},"hourspday","Радна недеља траје, по правилу, пет радн","Радна недеља траје, по правилу, пет радних\nдана, а радни дан траје, по правилу, осам\nрадних часова. Запослени који је млађи од 18\nгодина живота не може да ради дуже од осам\nрадних часова у радном дану.",{"bindId":156,"name":157,"text":157},"hourstxt","Члан 29.",{"bindId":159,"name":160,"text":161},"hoursovertimemaxtxt","Прековремени рад не може да траје дуже о","Прековремени рад не може да траје дуже од\nосам часова у радној недељи.",{"bindId":163,"name":164,"text":164},"holidaystxt","Члан 37.",{"bindId":166,"name":167,"text":168},"bankholidays1","1) одсуствовања с рада на дан празника к","1) одсуствовања с рада на дан празника\nкоји није радни дан;",{"bindId":170,"name":171,"text":172},"schedulestxt","IV. РАДНО ВРЕМЕ И ДНЕВНИ, НЕДЕЉНИ И ОДМО","IV. РАДНО ВРЕМЕ И ДНЕВНИ, НЕДЕЉНИ И ОДМОР\nИЗМЕЂУ ДВА РАДНА ДАНА",{"bindId":174,"name":175,"text":176},"tradeunleavtxt","Лице овлашћено за заступање и представља","Лице овлашћено за заступање и\nпредстављање репрезентативног синдиката\nкод послодавца има право на плаћено\nодсуство за време одсуства с рада ради\nвршења синдикалне функције сразмерно\nброју чланова синдиката, и то:",{"bindId":178,"name":179,"text":180},"WAGES_comments_txt","Запослени има право на одговарајућу зара","Запослени има право на одговарајућу\nзараду према закону, овом колективном\nуговору и уговору о раду.",{"bindId":182,"name":183,"text":183},"PAYSCALES_trigger","Члан 47.",{"bindId":185,"name":186,"text":187},"incidentalbonustype2","Послодавац може, сходно својим финансијс","Послодавац може, сходно својим\nфинансијским могућностима, да исплати\nпоклон за Божић и Нову годину деци\nзапослених млађој од 15 година живота,\nнајвише до износа који је према закону\nкојим се уређује порез на доходак грађана\nослобођен плаћања пореза.",{"bindId":189,"name":190,"text":190},"incidentalbonusdate_date","Поклон за Божић и Нову годину",{"bindId":192,"name":193,"text":193},"incidentalbonustxt","Члан 63.",{"bindId":195,"name":196,"text":196},"shiftallowancetxt","2) за рад ноћу – 26% од основне зараде.",{"bindId":198,"name":199,"text":199},"standbyallowancetxt","Члан 54.",{"bindId":201,"name":202,"text":203},"overtimeallowancetxt","1) за прековремени рад – 26% од основне ","1) за прековремени рад – 26% од основне\nзараде,",{"bindId":205,"name":206,"text":206},"wageincreasetxt","Члан 50.",{"bindId":208,"name":209,"text":210},"COMMUTE_trigger","1) трошкови превоза за долазак на рад и ","1) трошкови превоза за долазак на рад и за\nодлазак с рада, ако послодавац није\nобезбедио сопствени превоз – у висини цене\nпотребног броја појединачних карата за\nвожњу у јавном аутобуском саобраћају за\nсваки дан рада, а највише до висине месечне\nпретплатне карте;",{"bindId":212,"name":213,"text":213},"longserviceallowancetxt","Јубиларна награда",{"bindId":215,"name":216,"text":217},"coveroccup_comments","Одредбе овог колективног уговора којим с","Одредбе овог колективног уговора којим\nсе уређују зараде запослених не примењују\nсе на директора.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>Службени гласник 2019 - 2019\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2019-01-01\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2021-12-31\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: → Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Štampanje novina\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                        \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: → Ne\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): → 70 %\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: → Ne\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: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Da\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-funeralpayamount\">\n                Minimum company contribution to funeral\u002Fburial expenses: → RSD reimbursement\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            \u003Cdiv id=\"display-paidmaternityleaveduration\">\n                Maternity paid leave: → -9 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → Da\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: → Da\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: → 5 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: → 5 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: → \u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → \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: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 4.0 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            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → -9.0 days\n            \u003C\u002Fdiv>\n            \n            \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: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Ne\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-incidentalbonusdate_date\">\n                    Once only extra payment takes place: → 2019-12\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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: → 126 % 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            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-standbyallowanceperc1\">\n                    Payment for standby work: → 10 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → Ne\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Da\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\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            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Allowance for seniority: → 100.0 % 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: → Ne\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Ne\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[223],{"title":36,"slug":32},[225],{"type":226,"data":227},"call_to_action_body_block",{"title":228,"description":229,"variant":230,"link":231},"Uporedite kolektivne ugovore","Uporedite članove kolektivnih ugovora u Srbiji u različitim sektorima, temama i zemljama.","dark",{"title":228,"url":232,"description":228,"rel":233,"type":234},"\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002Fuporedite-kolektivne-ugovore","follow","internal",[236],{"type":226,"data":237},{"title":228,"description":229,"variant":230,"link":238},{"title":228,"url":232,"description":228,"rel":233,"type":234},[],{"title":15,"seo_title":241,"description":7,"path":242,"redirect_url":7,"locale":27,"children":243},"WageIndicator Srbija: Plate i minimalna zarada","\u002Fsr-latn-rs",[244,276,305],{"title":18,"seo_title":245,"description":7,"path":246,"redirect_url":7,"locale":27,"children":247},"Posao u Srbiji: Plate i minimalna","\u002Fsr-latn-rs\u002Frad-u-srbiji",[248,252,256,272],{"title":249,"seo_title":8,"description":7,"path":250,"redirect_url":7,"locale":27,"children":251},"Minimalne zarada","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fminimalne-zarada",[],{"title":253,"seo_title":8,"description":7,"path":254,"redirect_url":7,"locale":27,"children":255},"Zarada za život","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fzarada-za-zivot",[],{"title":257,"seo_title":8,"description":7,"path":258,"redirect_url":7,"locale":27,"children":259},"Plata","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata",[260,264,268],{"title":261,"seo_title":8,"description":7,"path":262,"redirect_url":7,"locale":27,"children":263},"Provera plate","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata\u002Fprovera",[],{"title":265,"seo_title":8,"description":7,"path":266,"redirect_url":7,"locale":27,"children":267},"Anketa o platama","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata\u002Fanketa",[],{"title":269,"seo_title":8,"description":7,"path":270,"redirect_url":7,"locale":27,"children":271},"VIP Plata","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata\u002Fvip",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":27,"children":273},[274],{"title":228,"seo_title":8,"description":7,"path":232,"redirect_url":7,"locale":27,"children":275},[],{"title":277,"seo_title":8,"description":7,"path":278,"redirect_url":7,"locale":27,"children":279},"Šta radimo","\u002Fsr-latn-rs\u002Fsta-radimo",[280,284,290,295,300],{"title":281,"seo_title":8,"description":7,"path":282,"redirect_url":7,"locale":27,"children":283},"Podaci i usluge","\u002Fsr-latn-rs\u002Fsta-radimo\u002Fpodaci-i-usluge",[],{"title":285,"seo_title":8,"description":7,"path":286,"redirect_url":287,"locale":288,"children":289},"Projekti","\u002Fsr-latn-rs\u002Fsta-radimo\u002Fprojekti","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":291,"seo_title":8,"description":7,"path":292,"redirect_url":293,"locale":288,"children":294},"Događaji","\u002Fsr-latn-rs\u002Fsta-radimo\u002Fdogadaji","\u002Fwhat-we-do\u002Fevents",[],{"title":296,"seo_title":8,"description":7,"path":297,"redirect_url":298,"locale":288,"children":299},"Publikacije","\u002Fsr-latn-rs\u002Fsta-radimo\u002Fpublikacije","\u002Fwhat-we-do\u002Fpublications",[],{"title":301,"seo_title":8,"description":7,"path":302,"redirect_url":303,"locale":288,"children":304},"Vesti i priče","\u002Fsr-latn-rs\u002Fsta-radimo\u002Fvesti-price","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":306,"seo_title":8,"description":7,"path":307,"redirect_url":7,"locale":27,"children":308},"O nama","\u002Fsr-latn-rs\u002Fo-nama",[309,331,336,341,346,351],{"title":310,"seo_title":8,"description":7,"path":311,"redirect_url":7,"locale":27,"children":312},"Ko smo mi","\u002Fsr-latn-rs\u002Fo-nama\u002Fko-smo-mi",[313,318,323,327],{"title":314,"seo_title":8,"description":7,"path":315,"redirect_url":316,"locale":288,"children":317},"Radite sa nama","\u002Fsr-latn-rs\u002Fo-nama\u002Fko-smo-mi\u002Fradite-sa-nama","\u002Fabout\u002Fwho-we-are\u002Fjobs",[],{"title":319,"seo_title":8,"description":7,"path":320,"redirect_url":321,"locale":288,"children":322},"Prakse","\u002Fsr-latn-rs\u002Fo-nama\u002Fko-smo-mi\u002Fprakse","\u002Fabout\u002Fwho-we-are\u002Finternships",[],{"title":324,"seo_title":8,"description":7,"path":325,"redirect_url":7,"locale":27,"children":326},"Naša istorija","\u002Fsr-latn-rs\u002Fo-nama\u002Fko-smo-mi\u002Fistorija",[],{"title":328,"seo_title":8,"description":7,"path":329,"redirect_url":7,"locale":27,"children":330},"Korisnici podataka","\u002Fsr-latn-rs\u002Fo-nama\u002Fko-smo-mi\u002Fkorisnici-podataka",[],{"title":332,"seo_title":8,"description":7,"path":333,"redirect_url":334,"locale":288,"children":335},"Naši partneri","\u002Fsr-latn-rs\u002Fo-nama\u002Fpartneri","\u002Fabout\u002Fpartners",[],{"title":337,"seo_title":8,"description":7,"path":338,"redirect_url":339,"locale":288,"children":340},"Gde poslujemo","\u002Fsr-latn-rs\u002Fo-nama\u002Fgde-poslujemo","\u002Fabout\u002Fwhere-we-operate",[],{"title":342,"seo_title":8,"description":7,"path":343,"redirect_url":344,"locale":288,"children":345},"Naše politike i planovi","\u002Fsr-latn-rs\u002Fo-nama\u002Fpolitike","\u002Fabout\u002Fpolicies",[],{"title":347,"seo_title":8,"description":7,"path":348,"redirect_url":349,"locale":288,"children":350},"Pres 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