[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002F-j-2015":3,"menu:\u002Fsr-latn-rs:":225,"sites:htmlblocks":341,"subsites":1780,"cite-subsites":5343,"footer:root":5820,"suggested:root":5918,"cite-footer:root":5922},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":32,"children":205,"content_type_view":206,"extra_breadcrumbs":207,"body":209,"body_blocks":220,"related_pages":224},37055,"baza-podataka-kolektivnih-ugovora","Baza Podataka Kolektivnih Ugovora",null,"","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora","collective_agreements.collectiveagreementoverview","sr_RS","2026-04-02T10:45:11.697252+00:00","2026-04-02T10:48:36.154879+00:00","\u002Fcms\u002Fpages\u002F37055\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Srbija","sr-latn-rs",{"title":20,"slug":21},"Rad u Srbiji","rad-u-srbiji",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":29,"created_at":30,"last_modified_at":31},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002F","index, follow","website","summary_large_image","sr-Latn-rs","2026-04-02T12:45:11.697252+02:00","2026-04-02T12:48:36.292940+02:00",{"cba":33,"clauses":44,"details":203,"translations":204},{"id":34,"uid":35,"url":36,"name":37,"locale":11,"override_title":8,"title":38,"browser_title":39,"browser_description":40,"text":41},"-j-2015","db4a37f2-dad4-11ea-a1ef-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fserbia\u002F-j-\u002F-j-2015\u002F","за јавна предузећа у комуналноj делатности 2015","за јавна предузећа у комуналноj делатности 2015 - 2015","Serbia - за јавна предузећа у комуналноj делатности 2015 - 2015","за јавна предузећа у комуналноj делатности 2015 - 2015 - Public administration, police, interest groups",{"name":42,"data":43},"public companies in communal activities.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>New7\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>Преузето са www.pravno-informacioni-sistem.rs\u003C\u002Fp>\n\n\u003Cp>Редакцијски пречишћен текст\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>На основу члана 246. став. 2. Закона о раду\n(„Службени гласник РС”, бр. 24\u002F05, 61\u002F05, 54\u002F09, 32\u002F13\nи 75\u002F14),\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикати у комуналној\nделатности организовани за територију\nРепублике Србије и то: Синдикат запослених\nу комунално-стамбеној делатности Србије и\nГрански синдикат јавних саобраћајних и\nкомуналних делатности „Независност” и\nВлада Републике Србије 5. марта 2015. године,\nзакључују\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SECTOR1\">\u003Ch1>ПОСЕБAН КОЛЕКТИВНИ УГОВОР за јавна\nпредузећа у комуналноj делатности \u003C\u002Fh1>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-covercountryregion_comments\">\u003Cp>на територији Републике Србије\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>\"Службени гласник РС\", бр. 27 од 18. марта 2015,\n36 од 13. априла 2017 - Анекс I, 5 од 19. јануара 2018 -\nАнекс II, 94 од 27. децембра 2019 - Анекс III\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch2>1. ОСНОВНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch3>Члан 1.\u003C\u002Fh3>\n\n\u003Cp>Овим колективним уговором (у даљем\nтексту: Уговор), уређују се: права, обавезе и\nодговорности из радног односа и по основу\nрада, међусобни односи потписника овог\nуговора, поступак измена и допуна овог\nуговора и друга питања од значаја за\nзапослене и послодавца, у складу са законом\nи ратификованим међународним\nконвенцијама.\u003C\u002Fp>\n\n\u003Ch3>Члан 2.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_1\">\u003Cp>Оснивач јавних предузећа у комуналној\nделатности је јединица локалне самоуправе,\nодносно градови и општине на територији\nРепублике Србије.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-coverunion_comments\">\u003Cp>Запослени је лице које је у складу са\nЗаконом о раду засновало радни однос са\nпослодавцем.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац је јавно предузеће, које је\nосновано за обављање комуналних\nделатности одређених законом којим се\nуређује ова област.\u003C\u002Fp>\n\n\u003Ch3>Члан 3.\u003C\u002Fh3>\n\n\u003Cp>Комуналне делатности су делатности\nодређене законом којим је уређена\nкомунална делатност, као и друге\nделатности од локалног интереса које су\nкао такве одређене одлуком јединице\nлокалне самоуправе, у складу са законом\nкојим се уређује комунална делатност.\u003C\u002Fp>\n\n\u003Ch3>Члан 4.\u003C\u002Fh3>\n\n\u003Cp>Овај уговор се непосредно примењује.\u003C\u002Fp>\n\n\u003Cp>Општи акт у смислу овог уговора је\nпосебан колективни уговор за територију\nаутономне покрајине, јединице локалне\nсамоуправе, као и колективни уговор код\nпослодаваца, односно правилник о раду.\u003C\u002Fp>\n\n\u003Ch3>Члан 5.\u003C\u002Fh3>\n\n\u003Cp>Оснивач, јавним предузећима, која је\nосновао и којима је поверио вршење\nкомуналне делатности, обезбеђује\nматеријалне, техничке и друге услове за\nнесметано обављање комуналне делатности, у\nконтинуитету и одговарајућем обиму, прати\nуслове рада, предузима мере за отклањање\nнегативних околности које могу утицати на\nвршење делатности и предузима мере на\nунапређењу делатности, вршећи надзор над\nњима.\u003C\u002Fp>\n\n\u003Cp>Послодавци организују извршење послова,\nобезбеђују квалитет и обим услуга и\nпроизвода и исплату зарада на основу\nкритеријума и осталих елемената за\nутврђивање висине зараде утврђених\nзаконом и општим актом.\u003C\u002Fp>\n\n\u003Cp>Средства за исплату зарада обезбеђује\nпослодавац. Када средства не могу бити\nобезбеђена из средстава послодавца, иста\nможе да обезбедити оснивач, у складу са\nопштим актом, на основу посебне одлуке, у\nскладу са законом.\u003C\u002Fp>\n\n\u003Ch3>Члан 6.\u003C\u002Fh3>\n\n\u003Cp>Општим актом и говором 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>Члан 7.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да репрезентативном\nсиндикату, на његов захтев, достави опште\nакте којима се утврђују права, обавезе и\nодговорности запосленог, као и да омогући\nовлашћеном представнику репрезентативног\nсиндиката увид у њихову примену, а у циљу\nзаштите права запослених.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-EMPCONTR_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_comments_txt\">\u003Ch2>2. РАДНИ ОДНОСИ\u003C\u002Fh2>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 8.\u003C\u002Fh3>\n\n\u003Cp>Радни однос може да заснује лице које\nиспуњава услове утврђене правилником о\nорганизацији и систематизацији послова\nкод послодавца.\u003C\u002Fp>\n\n\u003Cp>Правилник из става 1. овог члана доноси\nпослодавац по претходно прибављеном\nмишљењу репрезентативних синдиката.\u003C\u002Fp>\n\n\u003Ch3>Члан 9.\u003C\u002Fh3>\n\n\u003Cp>Одлуку о потреби заснивања радног односа\nдоноси послодавац у складу са годишњим\nпрограмом пословања, уз сагласност\nоснивача, а у складу са посебним прописима\nкојима је уређена ова област новог\nзапошљавања.\u003C\u002Fp>\n\n\u003Cp>Одлуку из става 1. овог члана, као и\nпријаву слободног посла, послодавац може\nдоставити надлежној служби за послове\nзапошљавања.\u003C\u002Fp>\n\n\u003Cp>Оглас за попуну слободних послова може да\nсадржи само услове за обављање послова\nутврђене правилником о организацији и\nсистематизацији послова.\u003C\u002Fp>\n\n\u003Ch3>Члан 10.\u003C\u002Fh3>\n\n\u003Cp>Послодавац на почетку сваке календарске\nгодине доставља репрезентативним\nсиндикатима, на њихов захтев, обавештење о\nизвршеном пријему нових запослених у\nпротеклој години.\u003C\u002Fp>\n\n\u003Cp>Списак из става 1. овог члана мора да\nсадржи име и презиме запосленог,\nорганизациону јединицу, назив посла и\nстручну спрему запосленог, односно степен\nобразовања.\u003C\u002Fp>\n\n\u003Ch2>3. ОДМОРИ И ОДСУСТВА\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulestxt\">\u003Ch3>Члан 11.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослени има право на одмор у току рада,\nдневни и недељни одмор у складу са законом\nи општим актом.\u003C\u002Fp>\n\n\u003Cp>3.1. Годишњи одмор\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaystxt\">\u003Ch3>Члан 12.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Дужина годишњег одмора запосленом\nутврђује се у трајању од најмање 20 радних\nдана и увећава према следећим\nкритеријумима:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1. По основу степена образовања и\nоспособљености за рад:\u003C\u002Fp>\n\n\u003Cp>1) за високо образовање на студијама\nдругог степена (мастер академске студије,\nспецијалистичке академске студије или\nспецијалистичке струковне студије) у\nскладу са Законом о високом образовању,\nпочев од 10. септембра 2005. године и на\nосновним студијама у трајању од најмање\nчетири године, по пропису који је уређивао\nвисоко образовање до 10. септембра 2005.\nгодине – 5 радних дана,\u003C\u002Fp>\n\n\u003Cp>2) за високо образовање на студијама првог\nстепена (основне академске, односно\nструковне студије), студијама у трајању од\nтри године, више образовање и\nспецијалистичко образовање након средњег\nобразовања – 3 радна дана,\u003C\u002Fp>\n\n\u003Cp>3) за средње образовање у трајању од\nчетири године – 2 радна дана,\u003C\u002Fp>\n\n\u003Cp>4) за основно образовање, оспособљеност за\nрад у трајању од једне године, образовање\nза рад у трајању од две године или средње\nобразовање у трајању од три године – 1\nрадни дан;\u003C\u002Fp>\n\n\u003Cp>2. По основу услова рада:\u003C\u002Fp>\n\n\u003Cp>1) за раднике који раде на нарочито тешким\nпословима у веома неповољним условима рада\nи који имају право на скраћено радно време\n– 5 радних дана,\u003C\u002Fp>\n\n\u003Cp>2) за рад на радним местима са повећаним\nризиком, а који немају скраћено радно време\n– 3 радна дана и\u003C\u002Fp>\n\n\u003Cp>3) за рад у сменама – 1 радни дан;\u003C\u002Fp>\n\n\u003Cp>3. По основу радног искуства:\u003C\u002Fp>\n\n\u003Cp>1) запосленом са преко 25 година рада\nпроведених у радном oдносу – 4 радна дана,\u003C\u002Fp>\n\n\u003Cp>2) запосленом са навршених 15 до 25 година\nрада проведених у радном односу – 3 радна\nдана,\u003C\u002Fp>\n\n\u003Cp>3) запосленом са навршених 5 до 15 година\nрада проведених у радном односу – 2 радна\nдана и\u003C\u002Fp>\n\n\u003Cp>4) запосленом до 5 година рада проведених у\nрадном односу – 1 радни дан;\u003C\u002Fp>\n\n\u003Cp>4. По основу доприноса на раду на предлог\nруководиоца:\u003C\u002Fp>\n\n\u003Cp>– за остварене изузетне резултате – до 5\nрадних дана;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcaretxt\">\u003Cp>5. По основу бриге о деци и члановима уже\nпородице:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1) родитељу, усвојитељу, старатељу или\nхранитељу са дететом до 14 година – 2 радна\nдана, и\u003C\u002Fp>\n\n\u003Cp>2) запосленом који се стара о члану уже\nпородице који је ометен у развоју, има\nтешко телесно оштећење или болест услед\nкоје је потпуно или врло слабо покретан – 5\nрадних дана.\u003C\u002Fp>\n\n\u003Cp>Под чланом уже породице у смислу става 1.\nтачка 5. подтачка 2) овог члана сматрају се\nбрачни друг и деца запосленог.\u003C\u002Fp>\n\n\u003Cp>Општим актима се могу утврдити и други\nкритеријуми за за увећање дужине годишњег\nодмора.\u003C\u002Fp>\n\n\u003Cp>Годишњи одмор запосленог, утврђен по свим\nосновама из става 1. овог члана, не може\nтрајати дуже од 30 радних дана, осим за\nзапослене који раде на посебно тешким\nпословима, којима годишњи одмор може\nтрајати и дуже од 30 радних дана, а у складу\nса општим актом.\u003C\u002Fp>\n\n\u003Ch3>Члан 13.\u003C\u002Fh3>\n\n\u003Cp>Распоред коришћења годишњег одмора\nутврђује послодавац према плану коришћења\nгодишњег одмора за сваку календарску\nгодину.\u003C\u002Fp>\n\n\u003Cp>Решење о коришћењу годишњег одмора се\nдоноси у електронској – писаној форми и\nдоставља запосленом, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>3.2. Плаћено одсуство\u003C\u002Fp>\n\n\u003Ch3>Члан 14.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да запосленом\nомогући плаћено одсуство у укупном трајању\nдо 7 радних дана у календарској години у\nследећим случајевима:\u003C\u002Fp>\n\n\u003Cp>1) ступања у брак5 радних дана\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavetxt\">\u003Cp>2) порођаја супруге или усвојење детета5\nрадних дана\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3) склапање брака и порођај другог члана\nуже породице3 радна дана\u003C\u002Fp>\n\n\u003Cp>4) смрти члана уже породице5 радних дана\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativestxt\">\u003Cp>5) смрти родитеља, усвојиоца, брата или\nсестре брачног друга запосленог2 радна\nдана\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6) теже болести члана уже породице, при\nчему се тежа болест утврђује на основу\nконзилијарног мишљења лекара здравствене\nустанове у којој се запослени или члан\nњеговог породичног домаћинства лечи5\nрадних дана\u003C\u002Fp>\n\n\u003Cp>7) селидбе сопственог домаћинства:\u003C\u002Fp>\n\n\u003Cp>а) на подручју истог насељеног места2\nрадна дана\u003C\u002Fp>\n\n\u003Cp>б) ван подручја места становања3 радна\nдана\u003C\u002Fp>\n\n\u003Cp>8) полагања испита у оквиру стручног\nусавршавања или\u003C\u002Fp>\n\n\u003Cp>образовања које захтева процес рада1 до 6\nрадних дана\u003C\u002Fp>\n\n\u003Cp>9) отклањање последица у домаћинству\nзапосленог изазваних вишом силом3 радна\nдана\u003C\u002Fp>\n\n\u003Cp>10) коришћења организованог рекреативног\nодмора у циљу превенције радне\nинвалидности7 радних дана\u003C\u002Fp>\n\n\u003Cp>11) учествовања на спортским и\nрадно-производним такмичењима3–5 радних\nдана\u003C\u002Fp>\n\n\u003Cp>12) добровољног давања крви, рачунајући и\nдан давања крви2 узастопних дана\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице из става 1. овог\nчлана сматрају се: брачни друг, деца, браћа,\nсестре, родитељи, усвојитељ, усвојеник и\nстаратељ.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да одобри запосленом\nодсуство из става 1. овог члана за сроднике\nкоји нису наведени у ставу 2. овог члана и за\nдруга лица која живе у заједничком\nпородичном домаћинству са запосленим, у\nтрајању утврђеном решењем послодавца.\u003C\u002Fp>\n\n\u003Cp>Изузетно, у случајевима из става 1. тач. 2),\n4), 10) и 12) укупан број радних дана који се\nкористе као плаћено одсуство у току\nкалендарске године увећава се за број дана\nкоји је утврђен као време одсуства у сваком\nод тих случајева.\u003C\u002Fp>\n\n\u003Cp>Плаћено одсуство из ставa 1. тачка 10) овог\nчлана запослени може остварити једном\nгодишње.\u003C\u002Fp>\n\n\u003Ch3>Члан 15.\u003C\u002Fh3>\n\n\u003Cp>Плаћено одсуство се одобрава, на писани\nзахтев запосленог, под условом да је\nзапослени приложио одговарајућу\nдокументацију (доказ о постојању правног\nоснова за коришћење плаћеног одсуства).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-administrativetxt\">\u003Ch3>Члан 16.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослени има право на плаћено одсуство\nна позив државног органа, органа јединице\nлокалне самоуправе, правосудних органа у\nскладу са законом.\u003C\u002Fp>\n\n\u003Ch3>Члан 17.\u003C\u002Fh3>\n\n\u003Cp>Запосленом се може одобрити плаћено\nодсуство у трајању дужем од пет радних дана\nа најдуже 30 радних дана у току календарске\nгодине у случају полагања стручног испита\nили испита којим се стиче непосредно виши\nстепен образовања у области у коју спадају\nпослови које запослени обавља (израда\nдокторске дисертације, учешће у студијским\nили експертским групама и у другим\nоблицима стручног усавршавања).\u003C\u002Fp>\n\n\u003Cp>3.3. Неплаћено одсуство\u003C\u002Fp>\n\n\u003Ch3>Члан 18.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може да запосленом, у\nоправданим случајевима и на лични захтев,\nомогући неплаћено одсуство.\u003C\u002Fp>\n\n\u003Ch2>4. БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ\u003C\u002Fh2>\n\n\u003Cp>4.1. Права и обавезе\u003C\u002Fp>\n\n\u003Ch3>Члан 19.\u003C\u002Fh3>\n\n\u003Cp>Колективним уговором код послодавца у\nскладу са законом и овим уговором, уређују\nсе права, обавезе и одговорности\nпослодавца и запослених у вези са\nбезбедношћу и здравља на раду.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-code_application\">\u003Ch3>Члан 20.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац је дужан да обезбеди\nзапосленом рад на радном месту и у радној\nоколини у којима су спроведене мере\nбезбедности и здравља на раду, у складу са\nпрописима о безбедности и здравља на раду,\nда са представником запослених за\nбезбедност и здравље на раду разматра сва\nпитања која се односе на безбедност и\nздравље на раду.\u003C\u002Fp>\n\n\u003Ch3>Члан 21.\u003C\u002Fh3>\n\n\u003Cp>Запослени је дужан да примењује\nпрописане мере за безбедан и здрав рад, да\nнаменски користи средства за рад и опасне\nматерије, да користи прописана средства и\nопрему за личну заштиту на раду и да са њима\nпажљиво рукује да не би угрозио своју\nбезбедност и здравље, као и безбедност и\nздравље других лица.\u003C\u002Fp>\n\n\u003Cp>Пре напуштања радног места, запослени је\nдужан да радно место и средства за рад\nостави у стању да не угрожавају друге\nзапослене.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytrainingtxt\">\u003Ch3>Члан 22.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац је дужан да изврши\nоспособљавање запосленог за безбедан и\nздрав рад.\u003C\u002Fp>\n\n\u003Cp>За време оспособљавања за безбедан и\nздрав рад запослени има право на накнаду\nзараде.\u003C\u002Fp>\n\n\u003Cp>Трошкове оспособљавања из става 1. овог\nчлана сноси послодавац.\u003C\u002Fp>\n\n\u003Ch3>Члан 23.\u003C\u002Fh3>\n\n\u003Cp>Запослени је дужан да, у складу са својим\nсазнањима, одмах обавести лице за\nбезбедност и здравље на раду и послодавца о\nнеправилностима, штетностима, опасностима\nили другој појави која би на радном месту\nмогла да угрози његову безбедност и\nздравље или безбедност и здравље других\nзапослених.\u003C\u002Fp>\n\n\u003Ch3>Члан 24.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право да одбије да ради, уз\nправо на накнаду зараде:\u003C\u002Fp>\n\n\u003Cp>1) ако му прети непосредна опасност по\nживот и здравље због тога што нису\nспроведене прописане мере за безбедност и\nздравље на радном месту на које је одређен,\nсве док се те мере не обезбеде;\u003C\u002Fp>\n\n\u003Cp>2) ако му послодавац није обезбедио\nпрописани лекарски преглед или ако се на\nлекарском прегледу утврди да не испуњава\nпрописане здравствене услове, у смислу\nчлана 43. овог закона, за рад на радном месту\nса повећаним ризиком;\u003C\u002Fp>\n\n\u003Cp>3) ако у току оспособљавања за безбедан и\nздрав рад није упознат са свим врстама\nризика и мерама за њихово отклањање, у\nсмислу члана 27. став 2. овог закона, на\nпословима или на радном месту на које га је\nпослодавац одредио;\u003C\u002Fp>\n\n\u003Cp>4) ноћу ако би, према оцени службе медицине\nрада, такав рад могао да погорша његово\nздравствено стање;\u003C\u002Fp>\n\n\u003Cp>5) на средству за рад на којем нису\nпримењене прописане мере за безбедност и\nздравље на раду.\u003C\u002Fp>\n\n\u003Ch3>Члан 25.\u003C\u002Fh3>\n\n\u003Cp>Када запосленом прети непосредна\nопасност по живот или здравље, запослени\nима право да предузме одговарајуће мере, у\nскладу са својим знањем и техничким\nсредствима која му стоје на располагању и\nда напусти радно место, радни процес,\nодносно радну околину.\u003C\u002Fp>\n\n\u003Cp>У случају из става 1. овог члана запослени\nније одговоран за штету коју проузрокује\nпослодавцу, нити чини повреду радне\nобавезе има право накнаду зараде као да је\nрадио на свом радном месту.\u003C\u002Fp>\n\n\u003Cp>4.2. Послови са повећаним ризиком\u003C\u002Fp>\n\n\u003Ch3>Члан 26.\u003C\u002Fh3>\n\n\u003Cp>Запослени може бити одређен да ради на\nрадном месту са повећаним ризиком ако\nиспуњава следеће услове:\u003C\u002Fp>\n\n\u003Cp>1) да има прописану стручну спрему;\u003C\u002Fp>\n\n\u003Cp>2) да има посебне здравствене услове за\nобављање послова са повећаним ризиком;\u003C\u002Fp>\n\n\u003Cp>3) да је претходно оспособљен за безбедан\nи здрав рад;\u003C\u002Fp>\n\n\u003Cp>4) да није млађи од 18 година;\u003C\u002Fp>\n\n\u003Cp>5) да није инвалид рада.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch3>Члан 27.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац је дужан да запосленом на\nрадном месту са повећаним ризиком пре\nпочетка рада обезбеди лекарски преглед,\nкао и периодични лекарски преглед у току\nрада.\u003C\u002Fp>\n\n\u003Cp>Ако се у поступку периодичног лекарског\nпрегледа утврди да запослени не испуњава\nпосебне здравствене услове за обављање\nпослова на радном месту са повећаним\nризиком, послодавац је дужан да га премести\nна друго радно место које одговара његовим\nздравственим способностима.\u003C\u002Fp>\n\n\u003Ch3>Члан 28.\u003C\u002Fh3>\n\n\u003Cp>Актом о процени ризика за послове са\nповећаним ризиком, може се као превентивна\nмера за безбедан и здрав рад утврдити\nскраћено радно време, додатне и\nједнократне паузе, као и друге мере.\u003C\u002Fp>\n\n\u003Ch3>Члан 29.\u003C\u002Fh3>\n\n\u003Cp>Запослени који обављају послове са\nповећаним ризиком, инвалиди рада,\nпрофесионално оболели, као и запослени\nкоји обављају послове на којима постоји\nмогућност професионалног обољења, у складу\nса актом о процени ризика, имају право на\nкоришћење одмора за превенцију радне\nинвалидности, у складу са општим актом.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypaytxt\">\u003Ch3>Члан 30.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац је дужан да професионално\nоболелом и особи са инвалидитетом обезбеди\nобављање послова према радној способности,\nу складу са законом.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicytxt\">\u003Cp>4.3. Представник запослених за безбедност\nи здравље на раду\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 31.\u003C\u002Fh3>\n\n\u003Cp>Запослени код послодавца имају право да\nизаберу најмање једног представника\nзапослених за безбедност и здравље на\nраду.\u003C\u002Fp>\n\n\u003Cp>Број представника запослених за\nбезбедност и здравље на раду код\nпослодавца и начин њиховог избора уређује\nсе колективним уговором код послодавца.\u003C\u002Fp>\n\n\u003Cp>Представника запослених за безбедност и\nздравље на раду из реда запослених именује\nрепрезентативни синдикат, а ако има више\nрепрезентативних синдиката, представника\nименује синдикат са већим бројем чланова\nсиндикалне организације, односно\nрепрезентативни синдикати споразумно.\u003C\u002Fp>\n\n\u003Ch3>Члан 32.\u003C\u002Fh3>\n\n\u003Cp>Мандат представника запослених за\nбезбедност и здравље на раду траје четири\nгодине.\u003C\u002Fp>\n\n\u003Cp>Пре истека периода на који је изабран\nпредставнику запослених за безбедност и\nздравље на раду мандат може да престане\nзбог:\u003C\u002Fp>\n\n\u003Cp>1) престанка радног односа код\nпослодавца,\u003C\u002Fp>\n\n\u003Cp>2) подношења оставке,\u003C\u002Fp>\n\n\u003Cp>3) неповерења више од половине од укупног\nброја запослених, исказаног у писаној\nформи са образложењем, именима и\nпрезименима, јединствени матични број\nграђана и потписима запослених.\u003C\u002Fp>\n\n\u003Cp>У случају из става 2. овог члана избор\nновог представника запослених за\nбезбедност и здравље на раду спроводи се\nнајкасније у року од 30 дана од престанка\nмандата претходног представника.\u003C\u002Fp>\n\n\u003Ch3>Члан 33.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да представника\nзапослених за безбедност и здравље на раду\nинформише најмање једном у шест месеци о\nсвим подацима који се односе на безбедност\nи здравље на раду.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyprovisions\">\u003Ch3>Члан 34.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац је дужан да представника\nзапослених за безбедност и здравље на раду\nупозна:\u003C\u002Fp>\n\n\u003Cp>1) са налазима и предлозима или предузетим\nмерама инспекције рада;\u003C\u002Fp>\n\n\u003Cp>2) са извештајима о повредама на раду,\nпрофесионалним обољењима и обољењима у\nвези са радом и о предузетим мерама за\nбезбедност и здравље на раду;\u003C\u002Fp>\n\n\u003Cp>3) о планираним и предузетим мерама за\nспречавање непосредне опасности по живот и\nздравље;\u003C\u002Fp>\n\n\u003Cp>4) са извештајем о стању безбедности и\nздравља на раду запослених, као и о\nспроведеним мерама;\u003C\u002Fp>\n\n\u003Cp>5) о другим питањима, у складу са\nколективним уговором код послодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 35.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да представнику\nзапослених за безбедност и здравље на раду\nомогући приступ подацима и информацијама\nнеопходним за несметано обављање\nактивности, а који се тичу безбедности и\nздравља на раду.\u003C\u002Fp>\n\n\u003Cp>На писани захтев за пружање стручне\nпомоћи или доставу података и информација,\nдиректор или друго овлашћено лице, односно\nстручно лице послодавца за послове\nбезбедности и здравља на раду дужни су да\nпредставнику запослених за безбедност и\nздравље на раду доставе писани одговор у\nроку петнаест дана од дана пријема\nзахтева.\u003C\u002Fp>\n\n\u003Ch3>Члан 36.\u003C\u002Fh3>\n\n\u003Cp>О уоченим неправилностима у примени\nпрописа о безбедности и здрављу на раду,\nпредставник запослених за безбедност и\nздравље на раду непосредно обавештава:\u003C\u002Fp>\n\n\u003Cp>1) овлашћено лице послодавца;\u003C\u002Fp>\n\n\u003Cp>2) лице за послове безбедности и здравља\nна раду код послодавца;\u003C\u002Fp>\n\n\u003Cp>3) руководиоца дела процеса рада;\u003C\u002Fp>\n\n\u003Cp>4) Одбор за безбедност и здравље на раду;\u003C\u002Fp>\n\n\u003Cp>5) одбор репрезентативног синдиката.\u003C\u002Fp>\n\n\u003Ch3>Члан 37.\u003C\u002Fh3>\n\n\u003Cp>Лице за послове безбедности и здравља на\nраду код послодавца, дужно је да одмах, без\nодлагања, предузме мере и активности,\nуколико уочи неправилности које изазивају\nнепосредну опасност по живот и здравље\nзапослених и о томе у писаном облику\nизвести овлашћено лице послодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 38.\u003C\u002Fh3>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду има право да о питањима\nбезбедности и здравља на раду:\u003C\u002Fp>\n\n\u003Cp>1) непосредно комуницира са запосленима;\u003C\u002Fp>\n\n\u003Cp>2) прима усмене и писане представке\nзапослених;\u003C\u002Fp>\n\n\u003Cp>3) непосредно комуницира са руководиоцима\n– организаторима процеса рада;\u003C\u002Fp>\n\n\u003Cp>4) непосредно комуницира са лицем\nодређеним од стране послодавца да обавља\nпослове безбедности и здравља на раду,\nодносно са представницима одговарајуће\nслужбе код послодавца;\u003C\u002Fp>\n\n\u003Cp>5) даје мишљење и сугестије надлежним\nорганима у предузећу у вези с применом\nпрописа о безбедности и здрављу на раду;\u003C\u002Fp>\n\n\u003Cp>6) захтева и инсистира на поштовању\nпрописа о безбедности и здрављу на раду и\nотклањању уочених недостатака;\u003C\u002Fp>\n\n\u003Cp>7) да истиче обавештења на огласним\nтаблама послодавца о активностима које\nпредузима.\u003C\u002Fp>\n\n\u003Ch3>Члан 39.\u003C\u002Fh3>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду има право на плаћено\nодсуство са рада, ради обављања активности\nвезаних за безбедност и здравље на раду и\nправо на плаћено одсуство за све време\nпроведено на седницама Одбора за\nбезбедност и здравље на раду, као и за време\nприсуствовања инспекцијском надзору, у\nскладу са општим актом.\u003C\u002Fp>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду, за време плаћеног одсуства\nиз става 1. овог члана, има право на накнаду\nзараде у висини просечне зараде у\nпретходних 12 месеци.\u003C\u002Fp>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду, пре коришћења плаћених\nчасова за обављање послова безбедности и\nздравља на раду, дужан је да благовремено о\nтоме обавести непосредног руководиоца.\u003C\u002Fp>\n\n\u003Ch3>Члан 40.\u003C\u002Fh3>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду дужан је да\nрепрезентативне синдикате информише о\nсвом раду најмање једном у шест месеци,\nодносно на сваки њихов захтев.\u003C\u002Fp>\n\n\u003Cp>4.4. Одбор за безбедност и здравље\u003C\u002Fp>\n\n\u003Ch3>Члан 41.\u003C\u002Fh3>\n\n\u003Cp>Чланови одбора за безбедност и здравље на\nраду су:\u003C\u002Fp>\n\n\u003Cp>1) представници запослених за безбедност\nи здравље на раду;\u003C\u002Fp>\n\n\u003Cp>2) представници које именује послодавац.\u003C\u002Fp>\n\n\u003Cp>Број и састав одбора за безбедност и\nздравље на раду уређује се колективним\nуговором код послодавца, при чему број\nпредставника запослених мора да буде\nнајмање за једног већи од броја\nпредставника послодавца.\u003C\u002Fp>\n\n\u003Cp>Иницијативу за формирање одбора за\nбезбедност и здравље на раду могу да\nподнесу и послодавац и репрезентативни\nсиндикати.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да омогући да се,\nнајкасније у року 15 дана од дана покретања\nиницијативе из става 3. овог члана, образује\nодбор за безбедност и здравље на раду и\nпочне са радом.\u003C\u002Fp>\n\n\u003Ch3>Члан 42.\u003C\u002Fh3>\n\n\u003Cp>Мандат чланова одбора за безбедност и\nздравље на раду траје четири године.\u003C\u002Fp>\n\n\u003Cp>Послодавац, односно репрезентативни\nсиндикат може увек променити члана одбора\nза безбедност и здравље на раду –\nпредставника послодавца, односно\nрепрезентативног синдиката, уколико не\nизвршава обавезе на начин прописан\nПословником о раду.\u003C\u002Fp>\n\n\u003Cp>Председника одбора за безбедност и\nздравље на раду бирају чланови одбора\nвећином гласова.\u003C\u002Fp>\n\n\u003Cp>Председник одбора за безбедност и\nздравље на раду је увек из реда\nпредставника запослених.\u003C\u002Fp>\n\n\u003Cp>Пословником о раду одбор за безбедност и\nздравље на раду ближе уређује начин свога\nрада.\u003C\u002Fp>\n\n\u003Ch3>Члан 43.\u003C\u002Fh3>\n\n\u003Cp>Одбор за безбедност и здравље на раду има\nследеће надлежности и права да:\u003C\u002Fp>\n\n\u003Cp>1) буде информисан о резултатима процене\nризика;\u003C\u002Fp>\n\n\u003Cp>2) остварује увид у све акте који се односе\nна безбедност и здравље на раду;\u003C\u002Fp>\n\n\u003Cp>3) даје предлоге и учествује у разматрању\nсвих питања која се односе на спровођење\nбезбедности и здравља на раду;\u003C\u002Fp>\n\n\u003Cp>4) захтева од послодавца информације о\nсвим подацима који се односе на безбедност\nи здравље на раду;\u003C\u002Fp>\n\n\u003Cp>5) разматра извештај послодавца о стању\nбезбедности и здравља на раду запослених,\nкао и о спроведеним мерама;\u003C\u002Fp>\n\n\u003Cp>6) захтева од послодавца да предузме\nодговарајуће мере за отклањање или смањење\nризика који угрожава безбедност и здравље\nзапослених;\u003C\u002Fp>\n\n\u003Cp>7) упознаје се са налозима и предлозима\nили предузетим мерама инспекције рада;\u003C\u002Fp>\n\n\u003Cp>8) разматра извештаје о повредама на раду,\nпрофесионалним обољењима и обољењима у\nвези са радом и о предузетим мерама за\nбезбедност и здравље на раду од стране\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>9) разматра извештај послодавца о\nпредузетим мерама за спречавање\nнепосредне опасности по живот и здравље;\u003C\u002Fp>\n\n\u003Cp>10) разматра и даје сугестије на део\nколективног уговора код послодавца у\nобласти безбедности и здравља на раду у\nтоку преговора за закључивање и даје\nиницијативу за измене и допуне колективног\nуговора у овој области;\u003C\u002Fp>\n\n\u003Cp>11) разматра нацрте и предлоге свих аката\nпослодавца у области безбедности и здравља\nна раду и даје одговарајуће мишљење у\nсугестије;\u003C\u002Fp>\n\n\u003Cp>12) разматра и друга питања у складу са\nзаконом, колективним уговором и општим\nактима послодавца у области безбедности и\nздравља на раду.\u003C\u002Fp>\n\n\u003Ch3>Члан 44.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да одбору за\nбезбедност и здравље на раду обезбеди\nпотребне просторне и\nадминистративно-техничке услове за\nнесметан рад, као и стручну подршку, у\nскладу са општим актом.\u003C\u002Fp>\n\n\u003Ch3>Члан 45.\u003C\u002Fh3>\n\n\u003Cp>Одбор за безбедност и здравље на раду\nдужан је да послодавцу и репрезентативним\nсиндикатима подноси шестомесечни извештај\nо своме раду.\u003C\u002Fp>\n\n\u003Cp>Послодавац и репрезентативни синдикати\nдужни су да размотре ставове и мишљења\nодбора за безбедност и здравље на раду и да\nисти обавесте о свом ставу.\u003C\u002Fp>\n\n\u003Ch3>Члан 46.\u003C\u002Fh3>\n\n\u003Cp>Лице које обавља послове безбедности и\nздравља на раду може да присуствује\nсеминарима и саветовањима ради едукације\nза обављање послова најмање једном\nгодишње.\u003C\u002Fp>\n\n\u003Cp>Трошкове из става 1. овог члана сноси\nпослодавац.\u003C\u002Fp>\n\n\u003Cp>4.5. Средства и опрема за личну заштиту\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>Члан 47.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац је дужан да запосленом изда на\nупотребу средство и\u002Fили опрему за личну\nзаштиту, у складу са актом о процени\nризика.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancetxt\">\u003Cp>4.6. Осигурање запослених\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 48.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да, на свој терет,\nколективно осигура запослене за случај\nсмрти, повреде на раду, професионалне\nболести, смањења или губитка радне\nспособности.\u003C\u002Fp>\n\n\u003Cp>Висину премије осигурања утврђује\nнадлежни орган код послодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 49.\u003C\u002Fh3>\n\n\u003Cp>У циљу превенције радне инвалидности\nпослодавац може да издваја средства у\nскладу са општим актом и програмом\nпословања.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfundtxt\">\u003Ch3>Члан 50.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац може запосленом уплаћивати\nпремију за добровољно пензијско осигурање\nи колективно осигурање за случај болести и\nхируршких интервенција, у складу са\nзаконом и програмом пословања.\u003C\u002Fp>\n\n\u003Ch2>5. ЗАРАДА, НАКНАДА ЗАРАДЕ И ДРУГА\nПРИМАЊА\u003C\u002Fh2>\n\n\u003Cp>5.1. Зарада\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_comments_txt\">\u003Ch3>Члан 51.\u003C\u002Fh3>\n\n\u003Cp>Зарада се обрачунава и исплаћује на\nоснову планираних средстава за зараде, у\nскладу са законом и програмом пословања, на\nкоји сагласност даје оснивач.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 52.\u003C\u002Fh3>\n\n\u003Cp>Запослени имају право на одговарајућу\nзараду, која се састоји од:\u003C\u002Fp>\n\n\u003Cp>1) зараде за обављени рад и време\nпроведено на раду;\u003C\u002Fp>\n\n\u003Cp>2) зараде по основу доприноса запосленог\nпословном успеху послодавца (награде,\nбонуси и слично);\u003C\u002Fp>\n\n\u003Cp>3) других примања по основу радног односа\nу складу са општим актом и уговором о\nраду.\u003C\u002Fp>\n\n\u003Cp>Под зарадом из става 1. овог члана\nподразумева се зарада која садржи порез и\nдоприносе који се исплаћују из зараде.\u003C\u002Fp>\n\n\u003Cp>Под зарадом у смислу става 1. овог члана\nсматрају се сва примања из радног односа,\nосим примања из члана 14, члана 42. став 3. тач.\n4) и 5), члана 118. тач. 1–4), члана 119, члана 120.\nтачка 1) и члана 158. Закона о раду.\u003C\u002Fp>\n\n\u003Cp>5.2. Зарада за обављени рад и време\nпроведено на раду\u003C\u002Fp>\n\n\u003Ch3>Члан 53.\u003C\u002Fh3>\n\n\u003Cp>Зарада запосленог за обављени рад и време\nпроведено на раду састоји се од:\u003C\u002Fp>\n\n\u003Cp>1) основне зараде;\u003C\u002Fp>\n\n\u003Cp>2) дела зараде за радни учинак;\u003C\u002Fp>\n\n\u003Cp>3) увећане зараде.\u003C\u002Fp>\n\n\u003Cp>5.3. Основна зарада\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3>Члан 54.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Основна зарада запосленог утврђује се\nкао производ:\u003C\u002Fp>\n\n\u003Cp>1) вредности радног часа;\u003C\u002Fp>\n\n\u003Cp>2) коефицијента посла;\u003C\u002Fp>\n\n\u003Cp>3) месечног фонда остварених часова\nрада.\u003C\u002Fp>\n\n\u003Ch3>Члан 55.\u003C\u002Fh3>\n\n\u003Cp>Вредност радног часа утврђује се\nистовремено са доношењем програма\nпословања.\u003C\u002Fp>\n\n\u003Cp>Вредност радног часа за запослене за\nтекући месец утврђује се на основу\nпланираних средстава за исплату зарада за\nодговарајући месец.\u003C\u002Fp>\n\n\u003Cp>Уколико се у току календарске године\nбитно промене околности и претпоставке на\nоснову којих је утврђена вредност радног\nчаса из ст. 1. и 2. овог члана, утврђена\nвредност радног часа може се променити у\nскладу са измењеним околностима.\u003C\u002Fp>\n\n\u003Ch3>Члан 56.\u003C\u002Fh3>\n\n\u003Cp>Коефицијент послова утврђује се на\nоснову сложености послова, одговорности и\nуслова рада.\u003C\u002Fp>\n\n\u003Cp>Сложеност послова утврђује се на основу\nврсте посла, степена стручне спреме, радног\nискуства и посебних знања и вештина.\u003C\u002Fp>\n\n\u003Cp>Одговорност у раду утврђује се на основу\nзначаја и утицаја послова које запослени\nобавља, на процес и резултате рада.\u003C\u002Fp>\n\n\u003Cp>Услови рада утврђују се на основу радне\nоколине у којој се обављају послови.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-lowwagetxt\">\u003Cp>Распон између најнижих и највиших\nвредности коефицијената послова утврђује\nсе општим актом.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.3. Најниже вредности коефицијената\nпослова по групама послова\u003C\u002Fp>\n\n\u003Ch3>Члан 57.\u003C\u002Fh3>\n\n\u003Cp>Однос између најнижег и највишег\nкоефицијента вредности послова за обрачун\nи исплату зарада одређује се у најмањем\nраспону од 1 до 3.\u003C\u002Fp>\n\n\u003Cp>5.4. Зарада за радни учинак\u003C\u002Fp>\n\n\u003Ch3>Члан 58.\u003C\u002Fh3>\n\n\u003Cp>Основ за утврђивање радног учинка\nзапосленог изнад, односно испод\nстандардног, је допринос запосленог у\nоствареним резултатима рада.\u003C\u002Fp>\n\n\u003Cp>Средства за зараде по основу радног\nучинка обезбеђују се из укупних средстава\nиздвојених за зараде утврђених програмом\nпословања, у проценту утврђеном општим\nактом, а највише до 1% од утврђене висине\nсредстава за основне зараде за текући\nмесец\u003C\u002Fp>\n\n\u003Ch3>Члан 59.\u003C\u002Fh3>\n\n\u003Cp>Основна зарада запосленог на месечном\nнивоу може се увећати, односно умањити за\nнајмање 5% по основу радног учинка.\u003C\u002Fp>\n\n\u003Cp>Радни учинак запосленог из става 1. овог\nчлана утврђује послодавац на образложени\nпредлог руководиоца запосленог.\u003C\u002Fp>\n\n\u003Cp>5.5. Увећана зарада\u003C\u002Fp>\n\n\u003Ch3>Члан 60.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на увећану зараду у\nвисини утврђеној општим актом и уговором о\nраду, и то:\u003C\u002Fp>\n\n\u003Cp>1) за рад на дан празника који је нерадни\nдан – најмање 110% од основице;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-shiftallowancetxt\">\u003Cp>2) за рад ноћу, ако такав рад није\nвреднован при утврђивању основне зараде –\nнајмање 26% од основице;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetxt\">\u003Cp>3) за прековремени рад – најмање 26% од\nосновице;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sundayallowancetxt\">\u003Cp>4) за рад недељом – најмање 10% од\nосновице;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5) по основу времена проведеног на раду за\nсваку пуну годину рада остварену у радном\nодносу (у даљем тексту: минули рад) –\nнајмање 0,4% од основице.\u003C\u002Fp>\n\n\u003Cp>Ако су се истовремено стекли услови по\nвише основа утврђених у ставу 1. овог члана,\nпроценат увећане зараде не може бити нижи\nод збира процената по сваком од основа\nувећања.\u003C\u002Fp>\n\n\u003Cp>Општим актом и уговором о раду могу да се\nутврде и други случајеви у којима\nзапослени има право на увећану зараду, као\nшто је увећање зараде по основу рада у\nсменама.\u003C\u002Fp>\n\n\u003Cp>Основицу за обрачун увећане зараде чини\nосновна зарада утврђена у складу са\nзаконом, општим актом и уговором о раду.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-bankholidays1\">\u003Ch3>Члан 61.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Код утврђивања распореда рада запослених\nна дан државног и верских празника, ноћу\nили у смени, водиће се рачуна да се обезбеди\nтакав распоред рада, тако да се омогући\nзапосленом да у току године буде укључен у\nобављање рада у складу са потребама\nпроцеса рада.\u003C\u002Fp>\n\n\u003Cp>5.6. Накнада зараде\u003C\u002Fp>\n\n\u003Ch3>Члан 62.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на накнаду зараде за\nвреме одсуствовања са рада у висини 100%\nосновице за обрачун накнаде утврђене\nзаконом, и то за:\u003C\u002Fp>\n\n\u003Cp>1) коришћења годишњег одмора;\u003C\u002Fp>\n\n\u003Cp>2) плаћеног одсуства;\u003C\u002Fp>\n\n\u003Cp>3) одсуства са рада у дане државног и\nверског празника, који су по закону\nнерадни;\u003C\u002Fp>\n\n\u003Cp>4) војне вежбе и одазивања на позив војних\nи других државних органа, ако то законом\nније другачије одређено;\u003C\u002Fp>\n\n\u003Cp>5) присуствовања седницама државних\nоргана и њихових тела, присуствовање\nседницама органа синдиката и другим телима\nпо основу делегирања из статуса члана\nсиндиката или запосленог;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammestxt\">\u003Cp>6) стручног усавршавања на које је упућен\nод стране послодавца;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>7) учешће на радно-производном, спортском\nтакмичењу, иновација и других облика\nстваралаштва,\u003C\u002Fp>\n\n\u003Cp>Општим актом утврђује се висина права на\nнакнаду зараде за време одсуствовања са\nрада у случају:\u003C\u002Fp>\n\n\u003Cp>1) прекида рада до кога је дошло наредбом\nнадлежног државног органа, или надлежног\nоргана послодавца;\u003C\u002Fp>\n\n\u003Cp>2) за које одбије да ради ако му прети\nнепосредна опасност по живот и здравље\nзбог неспровођења прописаних мера за\nбезбедан и здрав рад, у складу са прописима\nкоји регулишу безбедност и здравље на\nраду.\u003C\u002Fp>\n\n\u003Ch3>Члан 63.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на накнаду зараде за\nвреме одсуствовања са рада због привремене\nспречености за рад до 30 дана, и то:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-sicknesspaytxt\">\u003Cp>1) у висини 65% просечне зараде у претходних\n12 месеци пре месеца у којем је наступила\nпривремена спреченост за рад, с тим да не\nможе бити нижа од минималне зараде\nутврђене у складу са законом, ако је\nспреченост за рад проузрокована болешћу\nили повредом ван рада, ако законом није\nдрукчије одређено;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) у висини 100% просечне зараде у\nпретходних дванаест месеци пре месеца у\nкојем је наступила привремена спреченост\nза рад, с тим да не може бити нижа од\nминималне зараде утврђене у складу са\nзаконом, ако је спреченост за рад\nпроузрокована повредом на раду или\nпрофесионалном болешћу, ако законом није\nдрукчије одређено.\u003C\u002Fp>\n\n\u003Cp>5.7. Друга примања\u003C\u002Fp>\n\n\u003Ch3>Члан 64.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да запосленом у\nскладу са општим актом исплати и то:\u003C\u002Fp>\n\n\u003Cp>1) отпремнину при одласку у пензију\nнајмање у висини износа три зараде коју је\nзапослени остварио за месец који претходи\nмесецу у којем се исплаћује отпремнина или\nтри просечне зараде у Републици Србији\nпрема последњем објављеном податку\nрепубличког органа надлежног за\nстатистику, уколико је то повољније за\nзапосленог,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpaytxt\">\u003Cp>2) накнаду трошкова погребних услуга у\nслучају смрти члана уже породице, а\nчлановима уже породице у случају смрти\nзапосленог, најмање у висини неопорезивог\nизноса;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3) накнаду штете због повреде на раду или\nпрофесионалног обољења.\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице запосленог, у\nсмислу става 1. тачка 2) овог члана, сматрају\nсу брачни друг и деца запосленог.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvoucherstxt\">\u003Ch3>Члан 65.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Запослени има право на накнаду трошкова\nза исхрану у току рада у висини утврђеној\nопштим актом и уговором о раду.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-mealvouchersamount\">\u003Cp>Висина накнаде трошкова за исхрану у току\nрада, са припадајућим порезима и\nдоприносима, утврђује се дневно најмање у\nизносу од 250 динара.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Накнада трошкова за исхрану у току рада\nисплаћује се по истеку месеца истовремено\nса коначном исплатом зараде, на основу\nприсуства на раду запосленог за текући\nмесец.\u003C\u002Fp>\n\n\u003Ch3>Члан 66.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на регрес за\nкоришћење годишњег одмора, са припадајућим\nпорезима и доприносима, годишње у висини од\nнајмање 75% просечно исплаћене зараде по\nзапосленом у Републици Србији према\nпоследњем објављеном податку републичког\nоргана надлежног за послове статистике, за\nпретходну годину.*\u003C\u002Fp>\n\n\u003Cp>Годишњи износ регреса, утврђен на начин\nиз става 1. овог члана, увећава се за фиксни\nизнос од 33.000 динара, без пореза и\nдоприноса.*\u003C\u002Fp>\n\n\u003Cp>Регрес се исплаћује запосленом према\nдинамици коју утврди послодавац.*\u003C\u002Fp>\n\n\u003Cp>Запослени који има право на годишњи одмор\nу трајању краћем од 20 радних дана, или је\nискористио мањи број дана од пуног права на\nгодишњи одмор има право на сразмерни износ\nрегреса.\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 94\u002F2019\u003C\u002Fp>\n\n\u003Ch3>Члан 67.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на солидарну помоћ у\nслучају:\u003C\u002Fp>\n\n\u003Cp>1) дуже или теже болести запосленог или\nчлана његове уже породице;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccessrelativestxt\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfundtxt\">\u003Cp>2) набавке медицинско-техничких помагала\nза рехабилитацију запосленог или члана\nњегове уже породице;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3) здравствене рехабилитације\nзапосленог;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4) настанка теже инвалидности\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>5) набавке лекова за запосленог или члана\nуже породице.\u003C\u002Fp>\n\n\u003Cp>Висина помоћи у току године, у\nслучајевима утврђеним у ставу 1. овог члана\nпризнаје се на основу уредне документације\nдо висине једног неопорезивог износа\nпредвиђен Законом о порезу на доходак\nграђана.\u003C\u002Fp>\n\n\u003Cp>У случајевима утврђеним у ставу 1. тач. 2), 3)\nи 5) овог члана висина помоћи у току године\nпризнаје се ако ово право није остварено на\nтерет средстава обавезног здравственог\nосигурања.\u003C\u002Fp>\n\n\u003Cp>Чланом уже породице из става 1. овог члана\nсматра се: брачни и ванбрачни друг, дете\nрођено у браку и ван брака, пасторак,\nусвојеник и друга лица према којима\nзапослени има законску обавезу\nиздржавања.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да исплати солидарну\nпомоћ запосленом у складу са својим општим\nактом и под условом да за то има обезбеђена\nфинансијска средства:*\u003C\u002Fp>\n\n\u003Cp>1) ради ублажавања последица елементарних\nили других непогода,*\u003C\u002Fp>\n\n\u003Cp>2) ради пружања помоћи породици умрлог\nзапосленог,*\u003C\u002Fp>\n\n\u003Cp>3) у другим случајевима одређеним општим\nактом.*\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да планира и\nзапосленом исплати солидарну помоћ, ради\nублажавања неповољног материјалног\nположаја, под условом да за то има\nобезбеђена финансијска средства.**\u003C\u002Fp>\n\n\u003Cp>Висина солидарне помоћи из става 6. овог\nчлана по запосленом на годишњем нивоу\nизноси 41.800 динара, без пореза и\nдоприноса.**\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 36\u002F2017\u003C\u002Fp>\n\n\u003Cp>**Службени гласник РС, број 5\u002F2018\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-incidentalbonustype2\">\u003Ch3>Члан 68.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац може да обезбеди деци\nзапосленог, старости до 15 година, један\nпоклон за Нову годину и Божић у висини\nнеопорезивог износа у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Услови и начин исплате из става 1. овог\nчлана уредиће се општим актом.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longserviceallowancetxt\">\u003Ch3>Члан 69.\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац ће исплатити запосленом\nјубиларну награду поводом годишњице\nнепрекидног рада код послодавца за 10\nгодина рада и сваки наредни јубилеј у\nизносу који се утврђује општим актом.\u003C\u002Fp>\n\n\u003Cp>5.8. Минимална зарада\u003C\u002Fp>\n\n\u003Ch3>Члан 70.\u003C\u002Fh3>\n\n\u003Cp>Општим актом, односно уговором о раду\nутврђују се разлози за доношење одлуке о\nувођењу минималне зараде.\u003C\u002Fp>\n\n\u003Cp>Услед поремећаја пословања послодавца,\nзапосленима се може исплаћивати минимална\nзарада у складу са законом.\u003C\u002Fp>\n\n\u003Cp>5.9. Накнада трошкова\u003C\u002Fp>\n\n\u003Ch3>Члан 71.\u003C\u002Fh3>\n\n\u003Cp>Запослени има право на накнаду трошкова и\nто:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-commutingallowancetxt\">\u003Cp>1) за долазак и одлазак са рада у висини\nцене превозне карте у јавном саобраћају,\nако послодавац није обезбедио сопствени\nпревоз, а висина и начин исплате уређује се\nопштим актом;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) за време проведено на службеном\nпутовању у земљи – дневницу у висини од\nнајмање 2% просечне зараде по запосленом у\nРепублици Србији према последњем\nобјављеном податку надлежног органа за\nстатистику, с тим што се путни трошкови,\nтрошкови ноћења и остали трошкови везани\nза службени пут у земљи утврђују општим\nактом и уговором о раду;\u003C\u002Fp>\n\n\u003Cp>3) за службено путовање у иностранству у\nвисини утврђеној општим актом;\u003C\u002Fp>\n\n\u003Cp>4) за коришћење сопственог аутомобила у\nслужбене сврхе до износа 30% цене једног\nлитра супер бензина по пређеном\nкилометру.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на пуну накнаду\nдневница за службено путовање у земљи, ако\nслужбено путовање траје дуже од 12 часова, а\nна пола накнаде, ако службено путовање\nтраје дуже од осам, а краће од 12 часова.\u003C\u002Fp>\n\n\u003Cp>Накнада трошкова за време служеног пута\nсе исплаћује на основу попуњеног путног\nналога и приложеног рачуна.\u003C\u002Fp>\n\n\u003Cp>Запосленом се пре службеног пута може\nисплатити аконтација трошкова за службени\nпут.\u003C\u002Fp>\n\n\u003Cp>5.10. Престанак потребе за радом запослених\nзбог технолошког вишка\u003C\u002Fp>\n\n\u003Ch3>Члан 72.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може спровести\nрационализацију укупног броја запослених\nи усклађивање тог броја са програмом\nпословања, уз поштовање професионалне,\nквалификационе и старосне структуре\nзапослених и потребама процеса рада, у\nскладу са Програмом решавања вишка\nзапослених (у даљем тексту: Програм).\u003C\u002Fp>\n\n\u003Ch3>Члан 73.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да пре одређивања\nзапослених за чијим радом је престала\nпотреба, примени критеријуме утврђене овим\nуговором и општим актом.\u003C\u002Fp>\n\n\u003Ch3>Члан 74.\u003C\u002Fh3>\n\n\u003Cp>Одређивање запослених за чијим је радом\nпрестала потреба врши се применом следећих\nкритеријума, по редоследу утврђеном овим\nуговором:\u003C\u002Fp>\n\n\u003Cp>1) основни критеријум: резултати рада\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>2) допунски критеријуми:\nсоцијално-економски положај запосленог.\u003C\u002Fp>\n\n\u003Cp>Општим актом ближе се утврђују мерила за\nодређивање вишка запослених у складу са\nкритеријумима из става 1. овог члана.\u003C\u002Fp>\n\n\u003Cp>Обавеза је послодавца да упозна\nзапослене о критеријумима за проглашење\nвишка запослених и висини укупне\nотпремнине на коју они имају право по овом\nоснову.\u003C\u002Fp>\n\n\u003Ch3>Члан 75.\u003C\u002Fh3>\n\n\u003Cp>Послодавац не може донети одлуку о\nпрестанку радног односа запосленом по\nоснову вишка запослених, без његове\nсагласности, и то:\u003C\u002Fp>\n\n\u003Cp>1) инвалиду рада који је инвалидност\nстекао радом код тог послодавца;\u003C\u002Fp>\n\n\u003Cp>2) самохраном родитељу са дететом до 15\nгодина живота и\u003C\u002Fp>\n\n\u003Cp>3) родитељу са дететом са посебним\nпотребама.\u003C\u002Fp>\n\n\u003Cp>Самохраним родитељем у смислу овог\nуговора сматра се родитељ који живи са\nнајмање једним дететом, није у брачној или\nванбрачној заједници, и који нема помоћи у\nиздржавању детета од стране другог брачног\nдруга или је та помоћ нижа од 50% минималне\nзараде у Републици утврђене у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Ch3>Члан 76.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да пре отказа уговора\nо раду, у случају када услед технолошких,\nекономских или организационих промена\nпрестане потреба за обављањем одређеног\nпосла или дође до смањења обима посла,\nзапосленом исплати отпремнину.\u003C\u002Fp>\n\n\u003Cp>Висина отпремнине из става 1. овог члана\nутврђује се општим актом или уговором о\nраду, с тим што не може бити нижа од збира\nтрећине зараде запосленог за сваку\nнавршену годину рада у радном односу код\nпослодавца код кога остварује право на\nотпремнину.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да исплати и већи износ\nотпремнине у односу на износ из става 1.\nовог члана, у складу са општим актом код\nпослодавца.\u003C\u002Fp>\n\n\u003Ch2>6. НАКНАДА ШТЕТЕ\u003C\u002Fh2>\n\n\u003Ch3>Члан 77.\u003C\u002Fh3>\n\n\u003Cp>У складу са законом и овим уговором,\nзапослени је одговоран за штету коју на\nраду или у вези са радом, намерно или\nкрајњом непажњом, проузрокује\nпослодавцу.\u003C\u002Fp>\n\n\u003Cp>Постојање штете, њену висину, околности\nпод којима је настала и евентуалну\nодговорност запосленог, утврђује\nпослодавац на основу предлога комисије,\nкоју формира послодавац.\u003C\u002Fp>\n\n\u003Ch3>Члан 78.\u003C\u002Fh3>\n\n\u003Cp>Поступак за утврђивање одговорности\nзапосленог за штету покреће се пријавом.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да донесе решење о\nпокретању поступка за утврђивање\nодговорности у року од осам дана од дана\nпријема пријаве о проузрокованој штети или\nличног сазнања да је проузрокована штета.\u003C\u002Fp>\n\n\u003Cp>Пријава из става 2. овог члана садржи: име\nи презиме запосленог који је штету\nпроузроковао, време и начин извршења\nштетне радње, доказе који указују да је\nзапослени проузроковао штету и предлог\nруководиоцу да покрене поступак за\nутврђивање одговорности запосленог за\nштету.\u003C\u002Fp>\n\n\u003Ch3>Члан 79.\u003C\u002Fh3>\n\n\u003Cp>Решење о покретању поступка за\nутврђивање одговорности запосленог за\nштету доноси се у писаном облику и садржи:\nиме и презиме запосленог, послове на које\nје запослени распоређен, време, место и\nначин извршења штетне радње и доказе који\nуказују да је запослени извршио штетну\nрадњу.\u003C\u002Fp>\n\n\u003Ch3>Члан 80.\u003C\u002Fh3>\n\n\u003Cp>Висина штете утврђује се на основу\nценовника или књиговодствене вредности\nствари.\u003C\u002Fp>\n\n\u003Cp>Ако се висина штете не може утврдити у\nтачном износу, односно на основу ценовника\nили књиговодствене вредности ствари или би\nутврђивање њеног износа проузроковало\nнесразмерне трошкове, висину штете\nутврђује комисија у паушалном износу,\nпроценом штете или вештачењем преко\nовлашћеног стручног лица.\u003C\u002Fp>\n\n\u003Ch3>Члан 81.\u003C\u002Fh3>\n\n\u003Cp>На основу предлога комисије, послодавац\nдоноси решење којим се запослени обавезује\nда накнади штету или се делимично или\nпотпуно ослобађа одговорности.\u003C\u002Fp>\n\n\u003Ch3>Члан 82.\u003C\u002Fh3>\n\n\u003Cp>Послодавац обавезује запосленог да штету\nнадокнади у новцу или, ако је то могуће,\nпоправком или довођењем оштећене ствари у\nстање у каквом је била пре наступања\nштете.\u003C\u002Fp>\n\n\u003Cp>Запослени је дужан да се у року од осам\nрадних дана писаним путем изјасни о решењу\nо накнади и висини штете.\u003C\u002Fp>\n\n\u003Cp>Ако запослени не пристане да накнади\nштету или у утврђеном року исту не накнади,\nо накнади штете одлучује надлежни суд.\u003C\u002Fp>\n\n\u003Ch3>Члан 83.\u003C\u002Fh3>\n\n\u003Cp>Послодавац може у изузетним случајевима,\nделимично или у потпуности ослободити\nзапосленог од обавезе плаћања накнаде\nштете коју је проузроковао, осим ако је\nштету проузроковао намерно.\u003C\u002Fp>\n\n\u003Cp>Предлог за ослобађање од обавезе плаћања\nнакнаде штете може поднети запослени.\u003C\u002Fp>\n\n\u003Cp>При доношењу одлуке о делимичном или\nпотпуном ослобађању од обавезе плаћања\nнакнаде штете, послодавац ће ценити рад и\nпонашање запосленог, као и да ли би\nзапослени исплатом накнадом штете био\nдоведен у тежак материјални положај.\u003C\u002Fp>\n\n\u003Ch3>Члан 84.\u003C\u002Fh3>\n\n\u003Cp>Запослени који је у раду или у вези са\nрадом, намерно или крајњом непажњом,\nпроузроковао штету трећем лицу, а коју је\nнакнадио послодавац, дужан је да\nпослодавцу накнади износ исплаћене\nштете.\u003C\u002Fp>\n\n\u003Ch3>Члан 85.\u003C\u002Fh3>\n\n\u003Cp>Ако запослени претрпи повреду или штету\nна раду или у вези са радом, послодавац је\nдужан да му накнади штету, у складу са\nзаконом и овим уговором.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-tradeunleavtxt\">\u003Ch2>7. УСЛОВИ ЗА РАД СИНДИКАТА\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>Члан 86.\u003C\u002Fh3>\n\n\u003Cp>Запослени имају право да, без претходног\nодобрења послодавца, образују синдикат,\nкао и да му приступају у складу са актима\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да, у складу са\nзаконом, запосленима омогући синдикално\nорганизовање и спровођење активности\nусмерених на побољшање њихових услова рада\nи социјално-eкoномског положаја.\u003C\u002Fp>\n\n\u003Ch3>Члан 87.\u003C\u002Fh3>\n\n\u003Cp>Синдикат не може бити распуштен или\nњегова делатност обустављена или\nзабрањена актом послодавца.\u003C\u002Fp>\n\n\u003Ch3>Члан 88.\u003C\u002Fh3>\n\n\u003Cp>Запослени приступа синдикату\nдобровољним потписивањем приступнице.\u003C\u002Fp>\n\n\u003Cp>Изглед и садржај приступнице уређује се\nактом синдиката.\u003C\u002Fp>\n\n\u003Ch3>Члан 89.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да:\u003C\u002Fp>\n\n\u003Cp>1) представнику репрезентативног\nсиндиката обезбеди код послодавца\nприсуствовање седницама Надзорног одбора\nна којима се разматрају питања од значаја\nза економски и социјални положај\nзапослених;\u003C\u002Fp>\n\n\u003Cp>2) да се размотре мишљења и предлози\nрепрезентативног синдиката пре доношења\nодлука од значаја за економски и социјални\nположај запослених.\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикати код\nпослодавца споразумно одређују свог\nпредставника из става 1. овог члана.\u003C\u002Fp>\n\n\u003Ch3>Члан 90.\u003C\u002Fh3>\n\n\u003Cp>Послодавац има обавезу да синдикат\nобавештава о питањима из своје\nнадлежности, које су од битног значаја за\nсоцијално-економски и радно-социјални\nположај запослених, а нарочито о:\u003C\u002Fp>\n\n\u003Cp>1) програму пословања предузећа;\u003C\u002Fp>\n\n\u003Cp>2) годишњи финансијски извештај.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да, на захтев\nсиндиката, достави податке о:\u003C\u002Fp>\n\n\u003Cp>1) учешћу зарада у трошковима пословања\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>2) просечној заради на годишњем нивоу,\nисплаћеним зарадама по квалификацијама и\nпо организационим јединицама;\u003C\u002Fp>\n\n\u003Cp>3) броју новопримљених запослених, на које\nпослове су распоређени и у коју радну\nјединицу;\u003C\u002Fp>\n\n\u003Cp>4) кварталним извештајима о безбедности и\nзаштити здравља на раду и повредама\nзапослених и\u003C\u002Fp>\n\n\u003Cp>5) другим питањима, у складу са општим\nактом.\u003C\u002Fp>\n\n\u003Ch3>Члан 91.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да синдикату омогући\nприступ свим информацијама код послодавца,\nкада је то потребно у циљу заштите права\nзапослених, уз поштовање услова и\nстандарда утврђених законом.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да синдикату достави\nсва акта која се односе на рад и\nорганизацију рада у предузећу и на положај\nзапослених (статут предузећа, правилник о\nорганизацији и систематизацији послова,\nакт којим се утврђује пословна тајна, акт о\nрешавању стамбених потреба, акт у складу са\nпрописима о безбедности и здрављу на раду,\nакт о нормативима и стандардима за\nyтврђивање резултата рада запослених и\nдр.).\u003C\u002Fp>\n\n\u003Ch3>Члан 92.\u003C\u002Fh3>\n\n\u003Cp>Послодавац ће члановима синдиката\nомогућити одсуствовање са рада ради\nреализације програмских активности и\nприсуствовања синдикалним састанцима,\nконференцијама, седницама, семинарима и\nконгресима, по позиву органа синдиката\nкоји организује скуп, у складу са овим\nуговором и општим актом.\u003C\u002Fp>\n\n\u003Ch3>Члан 93.\u003C\u002Fh3>\n\n\u003Cp>Послодавац је дужан да репрезентативном\nсиндикату, у складу са могућностима, без\nнакнаде трошкова обезбеди:\u003C\u002Fp>\n\n\u003Cp>1) обављање стручно-административно и\nтехничких послова, коришћење телефона,\nтелефакса, рачунара, апарата за копирање и\nумножавање, и друге услове за обављање\nпослова везаних за основну синдикалну\nактивност;\u003C\u002Fp>\n\n\u003Cp>2) потребан број канцеларија са\nнеопходним канцеларијским намештајем;\u003C\u002Fp>\n\n\u003Cp>3) коришћење сале за састанке;\u003C\u002Fp>\n\n\u003Cp>4) огласни простор приступачан\nзапосленима ради истицања обавештења и\nинформација;\u003C\u002Fp>\n\n\u003Cp>5) обрачун износ синдикалне чланарине од\nзараде запосленог и уплати га на\nодговарајуће рачуне синдиката (синдикална\nорганизација, синдикат града–општине,\nгране) у складу са статутом највишег органа\nсиндиката;\u003C\u002Fp>\n\n\u003Cp>6) стручну помоћ за израду годишњег\nфинансијског извештаја.\u003C\u002Fp>\n\n\u003Ch3>Члан 94.\u003C\u002Fh3>\n\n\u003Cp>Општим актом или споразумом послодавца и\nсиндиката утврђује се број овлашћених\nпредставника синдиката који имају право на\nплаћено одсуство.\u003C\u002Fp>\n\n\u003Cp>Изабрани, односно именовани представник\nрепрезентативног синдиката потписника\nовог уговора у вишим органима и телима и то:\nпредседник и потпредседник републичког\nсиндиката, као и председник, односно\nповереник покрајинског, окружног,\nрегионалног и градског репрезентативног\nоргана синдиката има право на 70 плаћених\nчасова рада месечно ако синдикат на том\nнивоу организовања има најмање 200 чланова и\nпо два часа месечно за сваких следећих 100\nчланова.\u003C\u002Fp>\n\n\u003Ch3>Члан 95.\u003C\u002Fh3>\n\n\u003Cp>Послодавац не може да откаже уговор о\nраду, нити на други начин да стави у\nнеповољан положај (распоређивање на друге,\nмање плаћене послове, распоређивање у\nдругу организациону целину, упућивање на\nрад у друго место рада, упућивање на рад код\nдругог послодавца, проглашавање\nтехнолошким вишком) представника\nзапослених (председник синдикалне\nорганизације – синдикални повереник,\nпредставник запослених у надзорном одбору\nпослодавца, члан органа синдиката код\nпослодавца, као и на нивоу локалне\nсамоуправе и републичком нивоу) за време\nобављања функције и по престанку функције,\nзбог његовог статуса или активности у\nсвојству представника запослених,\nчланства у синдикату или учешћа у\nсиндикалним активностима.\u003C\u002Fp>\n\n\u003Ch2>8. УЧЕШЋЕ У УПРАВЉАЊУ\u003C\u002Fh2>\n\n\u003Ch3>Члан 96.\u003C\u002Fh3>\n\n\u003Cp>Представника запослених у надзорном\nодбору послодавца именује и разрешава\noснивач.\u003C\u002Fp>\n\n\u003Cp>У поступку предлагања члана надзорног\nодбора из реда запослених обавезно је\nучешће репрезентативног синдиката.\u003C\u002Fp>\n\n\u003Ch3>Члан 97.\u003C\u002Fh3>\n\n\u003Cp>Репрезентативни синдикат учествује у\nпоступку статусних промена,\nреструктурирања, организационим променама\nпредузећа као и припреми и изради програма\nпословања и дају мишљења и предлоге\nпослодавцу.\u003C\u002Fp>\n\n\u003Ch3>Члан 98.\u003C\u002Fh3>\n\n\u003Cp>Послодавац ће овлашћеном синдикалном\nпредставнику да омогући, по захтеву\nзапосленог за заштиту права, да изврши увид\nу примену колективног уговора код\nпослодавца и остваривања права запосленог,\nпод условом да захтев није решен у поступку\nпред органима предузећа.\u003C\u002Fp>\n\n\u003Ch2>9. ПРАВА И ДУЖНОСТИ У ШТРАЈКУ\u003C\u002Fh2>\n\n\u003Ch3>Члан 99.\u003C\u002Fh3>\n\n\u003Cp>Синдикат има право организовати штрајк\nпод условима утврђеним законом, овим\nуговором, и општим актом.\u003C\u002Fp>\n\n\u003Cp>Оснивач је обавезан да, у складу са\nзаконом, утврди минимум процес рада за\nкомунална предузећа, а на основу мишљења\nрепрезентативног синдиката.\u003C\u002Fp>\n\n\u003Ch3>Члан 100.\u003C\u002Fh3>\n\n\u003Cp>У току штрајка организованог под\nусловима утврђеним законом и овим\nуговором, послодавац не може запошљавати\nнова лица која би заменила учеснике у\nштрајку, осим ако су угрожени безбедност\nлица и имовине у смислу члана 7. став 1. Закон\nо штрајку, одржавање минимума процеса рада\nкоји обезбеђује сигурност имовине и лица,\nкао и извршавање међународних обавеза у\nсмислу чл. 9. и 10. Закона о штрајку.\u003C\u002Fp>\n\n\u003Ch2>10. ПРЕЛАЗНЕ И ЗАВРШНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch3>Члан 101.\u003C\u002Fh3>\n\n\u003Cp>Учесници овог уговора обавезују се да у\nоквиру својих овлашћења предузимају све\nпотребне радње за примену његових\nодредби.\u003C\u002Fp>\n\n\u003Ch3>Члан 102.\u003C\u002Fh3>\n\n\u003Cp>За праћење примене одредби овог уговора и\nдавање мишљења надлежна је комисија коју\nименују потписници – репрезентативни\nсиндикати и Влада, у року од 30 дана од дана\nступања на снагу овог уговора, а сачињавају\nје по два представника страна потписника\nовог уговора.\u003C\u002Fp>\n\n\u003Cp>Чланови комисије бирају председника и\nсекретара из састава Комисије.\u003C\u002Fp>\n\n\u003Cp>Kомисија je обавезна да на захтев једне од\nстрана потписника овог уговора достави\nизвештај о његовој примени у року од 30 дана\nод дана достављања захтева.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Ch3>Члан 103.\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cp>Овај уговор се закључује на период од три\nгодине, почев од дана ступања на снагу.\u003C\u002Fp>\n\n\u003Cp>Потписници су обавезни да преговоре о\nновом колективном уговору започну\nнајкасније 60 дана пре истицања рока на који\nје овај уговор закључен.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003C\u002Fdiv>\n\n\u003Ch3>Члан 104.\u003C\u002Fh3>\n\n\u003Cp>Измене и допуне овог уговора врше се на\nначин и по поступку на које је и закључен.\u003C\u002Fp>\n\n\u003Ch3>Члан 105.\u003C\u002Fh3>\n\n\u003Cp>На сва питања која нису регулисана овим\nуговором непосредно се примењују одредбе\nзакона.\u003C\u002Fp>\n\n\u003Ch3>Члан 106.\u003C\u002Fh3>\n\n\u003Cp>Општи акти и уговор о раду морају бити\nусаглашени са овим уговором најкасније у\nроку од шест месеци од дана ступања на\nснагу овог уговора.\u003C\u002Fp>\n\n\u003Ch3>Члан 107 .\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbamemtrad\">\u003Cp>Овај уговор ступа на снагу и примењује се\nосмог дана од дана објављивања у\n„Службеном гласнику Републике Србије”.\u003C\u002Fp>\n\n\u003Cp>Синдикат запослених у\nкомунално-стамбеној\u003C\u002Fp>\n\n\u003Cp>делатности Србије\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Председник,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CBA_MNCOMPA_2_txt\">\u003Cp>мр Милан Грујић\u003C\u002Fp>\n\n\u003Cp>Влада Републике Србије\u003C\u002Fp>\n\n\u003Cp>Министар грађевинарства, саобраћаја\u003C\u002Fp>\n\n\u003Cp>и инфраструктуре,\u003C\u002Fp>\n\n\u003Cp>проф. др Зорана Михајловић, с.р.\u003C\u002Fp>\n\n\u003Cp>Грански синдикат јавних саобраћајних\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>и комуналних делатности Независност\u003C\u002Fp>\n\n\u003Cp>Председник,\u003C\u002Fp>\n\n\u003Cp>Милан Симић\u003C\u002Fp>\n\n\u003Cp>ОДРЕДБЕ КОЈЕ НИСУ УНЕТЕ У \"ПРЕЧИШЋЕН\nТЕКСТ\" ПОСЕБНОГ КОЛЕКТИВНОГ УГОВОРА\u003C\u002Fp>\n\n\u003Cp>Анекс II Посебног колективног уговора за\nјавна предузећа у комуналној делатности на\nтериторији Републике Србије: \"Службени\nгласник РС\", број 5\u002F2018-130\u003C\u002Fp>\n\n\u003Cp>Члан 2.\u003C\u002Fp>\n\n\u003Cp>Овај анекс ступа на снагу наредног дана\nод дана објављивања у „Службеном гласнику\nРепублике Србије”, а примењује се од 1.\nјануара 2018. године.\u003C\u002Fp>\n\n\u003Cp>Анекс III Посебног колективног уговора за\nјавна предузећа у комуналној делатности на\nтериторији Републике Србије: \"Службени\nгласник РС\", број 94\u002F2019-192\u003C\u002Fp>\n\n\u003Cp>Члан 2.\u003C\u002Fp>\n\n\u003Cp>Овај анекс ступа на снагу наредног дана\nод дана објављивања у „Службеном гласнику\nРепублике Србије”, а примењује се од 1.\nјануара 2020. године.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":45,"cbadate_end_date":49,"cbadate_end":53,"CBA_MNCOMPA_1":57,"CBA_MNCOMPA_2_txt":61,"cbamemtrad":65,"JOBTYPE_comments_txt":69,"trainingprogrammestxt":72,"pensionfundtxt":76,"EMPCONTR_trigger":79,"disabilitypaytxt":81,"disabilityfundtxt":84,"healthcareaccessrelativestxt":88,"healthinsurancetxt":91,"code_application":94,"healthandsafetytrainingtxt":97,"hivpolicy":100,"healthandsafetyprovisions":103,"healthandsafetypolicytxt":106,"childcaretxt":110,"deathrelativestxt":114,"paidpaternityleavetxt":118,"sicknesspaytxt":122,"WAGES_comments_txt":126,"PAYSCALES_trigger":130,"lowwagetxt":133,"incidentalbonustype2":137,"shiftallowancetxt":140,"overtimeallowancetxt":144,"funeralpaytxt":148,"protectiveclothing":152,"holidaysdays":155,"bankholidays1":159,"holidaystxt":162,"schedulestxt":165,"tradeunleavtxt":168,"administrativetxt":171,"sundayallowancetxt":174,"commutingallowancetxt":178,"longserviceallowancetxt":182,"mealvouchersamount":185,"mealvoucherstxt":189,"covercountryregion_comments":192,"coverunion_comments":195,"SECTOR1":199},{"bindId":46,"name":47,"text":48},"cbadate_start_date","\"Службени гласник РС\", бр. 27 од 18. мар","\"Службени гласник РС\", бр. 27 од 18. марта 2015,\n36 од 13. априла 2017 - Анекс I, 5 од 19. јануара 2018 -\nАнекс II, 94 од 27. децембра 2019 - Анекс III",{"bindId":50,"name":51,"text":52},"cbadate_end_date","Овај уговор се закључује на период од тр","Овај уговор се закључује на период од три\nгодине, почев од дана ступања на снагу.\n\nПотписници су обавезни да преговоре о\nновом колективном уговору започну\nнајкасније 60 дана пре истицања рока на који\nје овај уговор закључен.",{"bindId":54,"name":55,"text":56},"cbadate_end","Члан 103. Овај уговор се закључује на пе","Члан 103.\n\nОвај уговор се закључује на период од три\nгодине, почев од дана ступања на снагу.\n\nПотписници су обавезни да преговоре о\nновом колективном уговору започну\nнајкасније 60 дана пре истицања рока на који\nје овај уговор закључен.",{"bindId":58,"name":59,"text":60},"CBA_MNCOMPA_1","Оснивач јавних предузећа у комуналној де","Оснивач јавних предузећа у комуналној\nделатности је јединица локалне самоуправе,\nодносно градови и општине на територији\nРепублике Србије.",{"bindId":62,"name":63,"text":64},"CBA_MNCOMPA_2_txt","мр Милан Грујић Влада Републике Србије М","мр Милан Грујић\n\nВлада Републике Србије\n\nМинистар грађевинарства, саобраћаја\n\nи инфраструктуре,\n\nпроф. др Зорана Михајловић, с.р.\n\nГрански синдикат јавних саобраћајних",{"bindId":66,"name":67,"text":68},"cbamemtrad","Овај уговор ступа на снагу и примењује с","Овај уговор ступа на снагу и примењује се\nосмог дана од дана објављивања у\n„Службеном гласнику Републике Србије”.\n\nСиндикат запослених у\nкомунално-стамбеној\n\nделатности Србије",{"bindId":70,"name":71,"text":71},"JOBTYPE_comments_txt","2. РАДНИ ОДНОСИ",{"bindId":73,"name":74,"text":75},"trainingprogrammestxt","6) стручног усавршавања на које је упуће","6) стручног усавршавања на које је упућен\nод стране послодавца;",{"bindId":77,"name":78,"text":78},"pensionfundtxt","Члан 50.",{"bindId":80,"name":71,"text":71},"EMPCONTR_trigger",{"bindId":82,"name":83,"text":83},"disabilitypaytxt","Члан 30.",{"bindId":85,"name":86,"text":87},"disabilityfundtxt","2) набавке медицинско-техничких помагала","2) набавке медицинско-техничких помагала\nза рехабилитацију запосленог или члана\nњегове уже породице;",{"bindId":89,"name":86,"text":90},"healthcareaccessrelativestxt","2) набавке медицинско-техничких помагала\nза рехабилитацију запосленог или члана\nњегове уже породице;\n\n3) здравствене рехабилитације\nзапосленог;",{"bindId":92,"name":93,"text":93},"healthinsurancetxt","4.6. Осигурање запослених",{"bindId":95,"name":96,"text":96},"code_application","Члан 20.",{"bindId":98,"name":99,"text":99},"healthandsafetytrainingtxt","Члан 22.",{"bindId":101,"name":102,"text":102},"hivpolicy","Члан 27.",{"bindId":104,"name":105,"text":105},"healthandsafetyprovisions","Члан 34.",{"bindId":107,"name":108,"text":109},"healthandsafetypolicytxt","4.3. Представник запослених за безбеднос","4.3. Представник запослених за безбедност\nи здравље на раду",{"bindId":111,"name":112,"text":113},"childcaretxt","5. По основу бриге о деци и члановима уж","5. По основу бриге о деци и члановима уже\nпородице:",{"bindId":115,"name":116,"text":117},"deathrelativestxt","5) смрти родитеља, усвојиоца, брата или ","5) смрти родитеља, усвојиоца, брата или\nсестре брачног друга запосленог2 радна\nдана",{"bindId":119,"name":120,"text":121},"paidpaternityleavetxt","2) порођаја супруге или усвојење детета5","2) порођаја супруге или усвојење детета5\nрадних дана",{"bindId":123,"name":124,"text":125},"sicknesspaytxt","1) у висини 65% просечне зараде у претхо","1) у висини 65% просечне зараде у претходних\n12 месеци пре месеца у којем је наступила\nпривремена спреченост за рад, с тим да не\nможе бити нижа од минималне зараде\nутврђене у складу са законом, ако је\nспреченост за рад проузрокована болешћу\nили повредом ван рада, ако законом није\nдрукчије одређено;",{"bindId":127,"name":128,"text":129},"WAGES_comments_txt","Члан 51. Зарада се обрачунава и исплаћуј","Члан 51.\n\nЗарада се обрачунава и исплаћује на\nоснову планираних средстава за зараде, у\nскладу са законом и програмом пословања, на\nкоји сагласност даје оснивач.",{"bindId":131,"name":132,"text":132},"PAYSCALES_trigger","Члан 54.",{"bindId":134,"name":135,"text":136},"lowwagetxt","Распон између најнижих и највиших вредно","Распон између најнижих и највиших\nвредности коефицијената послова утврђује\nсе општим актом.",{"bindId":138,"name":139,"text":139},"incidentalbonustype2","Члан 68.",{"bindId":141,"name":142,"text":143},"shiftallowancetxt","2) за рад ноћу, ако такав рад није вредн","2) за рад ноћу, ако такав рад није\nвреднован при утврђивању основне зараде –\nнајмање 26% од основице;",{"bindId":145,"name":146,"text":147},"overtimeallowancetxt","3) за прековремени рад – најмање 26% од ","3) за прековремени рад – најмање 26% од\nосновице;",{"bindId":149,"name":150,"text":151},"funeralpaytxt","2) накнаду трошкова погребних услуга у с","2) накнаду трошкова погребних услуга у\nслучају смрти члана уже породице, а\nчлановима уже породице у случају смрти\nзапосленог, најмање у висини неопорезивог\nизноса;",{"bindId":153,"name":154,"text":154},"protectiveclothing","Члан 47.",{"bindId":156,"name":157,"text":158},"holidaysdays","Дужина годишњег одмора запосленом утврђу","Дужина годишњег одмора запосленом\nутврђује се у трајању од најмање 20 радних\nдана и увећава према следећим\nкритеријумима:",{"bindId":160,"name":161,"text":161},"bankholidays1","Члан 61.",{"bindId":163,"name":164,"text":164},"holidaystxt","Члан 12.",{"bindId":166,"name":167,"text":167},"schedulestxt","Члан 11.",{"bindId":169,"name":170,"text":170},"tradeunleavtxt","7. УСЛОВИ ЗА РАД СИНДИКАТА",{"bindId":172,"name":173,"text":173},"administrativetxt","Члан 16.",{"bindId":175,"name":176,"text":177},"sundayallowancetxt","4) за рад недељом – најмање 10% од основ","4) за рад недељом – најмање 10% од\nосновице;",{"bindId":179,"name":180,"text":181},"commutingallowancetxt","1) за долазак и одлазак са рада у висини","1) за долазак и одлазак са рада у висини\nцене превозне карте у јавном саобраћају,\nако послодавац није обезбедио сопствени\nпревоз, а висина и начин исплате уређује се\nопштим актом;",{"bindId":183,"name":184,"text":184},"longserviceallowancetxt","Члан 69.",{"bindId":186,"name":187,"text":188},"mealvouchersamount","Висина накнаде трошкова за исхрану у ток","Висина накнаде трошкова за исхрану у току\nрада, са припадајућим порезима и\nдоприносима, утврђује се дневно најмање у\nизносу од 250 динара.",{"bindId":190,"name":191,"text":191},"mealvoucherstxt","Члан 65.",{"bindId":193,"name":194,"text":194},"covercountryregion_comments","на територији Републике Србије",{"bindId":196,"name":197,"text":198},"coverunion_comments","Запослени је лице које је у складу са За","Запослени је лице које је у складу са\nЗаконом о раду засновало радни однос са\nпослодавцем.",{"bindId":200,"name":201,"text":202},"SECTOR1","ПОСЕБAН КОЛЕКТИВНИ УГОВОР за јавна преду","ПОСЕБAН КОЛЕКТИВНИ УГОВОР за јавна\nпредузећа у комуналноj делатности ","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>за јавна предузећа у комуналноj делатности 2015 - 2015\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2015-03-18\u003C\u002Fdiv>\n            \n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Public administration, police, interest groups\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Javna uprava\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            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        \n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                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: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-maxsicknesspayperc\">\n                Maximum for sickness pay (for 6 months): → 65 %\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Ne\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Ne\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Da\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Da\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: → Employee involvement in the monitoring\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 -10.0\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Ne\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → \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            \n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 2 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 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            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 0.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: → -10.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Ne\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Da\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-incidentalbonusamount1\">\n                    Once only extra payment: → RSD  %\n                \u003C\u002Fdiv>\n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Ne\u003C\u002Fdiv>\n                \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            \n\n            \n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-overtimeallowanceperc1\">\n                    Premium for overtime work: → 126 % of basic wage\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 10 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\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",[208],{"title":38,"slug":34},[210],{"type":211,"data":212},"call_to_action_body_block",{"title":213,"description":214,"variant":215,"link":216},"Uporedite kolektivne ugovore","Uporedite članove kolektivnih ugovora u Srbiji u različitim sektorima, temama i zemljama.","dark",{"title":213,"url":217,"description":213,"rel":218,"type":219},"\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002Fuporedite-kolektivne-ugovore","follow","internal",[221],{"type":211,"data":222},{"title":213,"description":214,"variant":215,"link":223},{"title":213,"url":217,"description":213,"rel":218,"type":219},[],{"title":17,"seo_title":226,"description":7,"path":227,"redirect_url":7,"locale":29,"children":228},"WageIndicator Srbija: Plate i minimalna zarada","\u002Fsr-latn-rs",[229,261,290],{"title":20,"seo_title":230,"description":7,"path":231,"redirect_url":7,"locale":29,"children":232},"Posao u Srbiji: Plate i minimalna","\u002Fsr-latn-rs\u002Frad-u-srbiji",[233,237,241,257],{"title":234,"seo_title":8,"description":7,"path":235,"redirect_url":7,"locale":29,"children":236},"Minimalne zarada","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fminimalne-zarada",[],{"title":238,"seo_title":8,"description":7,"path":239,"redirect_url":7,"locale":29,"children":240},"Zarada za život","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fzarada-za-zivot",[],{"title":242,"seo_title":8,"description":7,"path":243,"redirect_url":7,"locale":29,"children":244},"Plata","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata",[245,249,253],{"title":246,"seo_title":8,"description":7,"path":247,"redirect_url":7,"locale":29,"children":248},"Provera plate","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata\u002Fprovera",[],{"title":250,"seo_title":8,"description":7,"path":251,"redirect_url":7,"locale":29,"children":252},"Anketa o platama","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata\u002Fanketa",[],{"title":254,"seo_title":8,"description":7,"path":255,"redirect_url":7,"locale":29,"children":256},"VIP Plata","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata\u002Fvip",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":29,"children":258},[259],{"title":213,"seo_title":8,"description":7,"path":217,"redirect_url":7,"locale":29,"children":260},[],{"title":262,"seo_title":8,"description":7,"path":263,"redirect_url":7,"locale":29,"children":264},"Šta radimo","\u002Fsr-latn-rs\u002Fsta-radimo",[265,269,275,280,285],{"title":266,"seo_title":8,"description":7,"path":267,"redirect_url":7,"locale":29,"children":268},"Podaci i usluge","\u002Fsr-latn-rs\u002Fsta-radimo\u002Fpodaci-i-usluge",[],{"title":270,"seo_title":8,"description":7,"path":271,"redirect_url":272,"locale":273,"children":274},"Projekti","\u002Fsr-latn-rs\u002Fsta-radimo\u002Fprojekti","\u002Fwhat-we-do\u002Fprojects","en",[],{"title":276,"seo_title":8,"description":7,"path":277,"redirect_url":278,"locale":273,"children":279},"Događaji","\u002Fsr-latn-rs\u002Fsta-radimo\u002Fdogadaji","\u002Fwhat-we-do\u002Fevents",[],{"title":281,"seo_title":8,"description":7,"path":282,"redirect_url":283,"locale":273,"children":284},"Publikacije","\u002Fsr-latn-rs\u002Fsta-radimo\u002Fpublikacije","\u002Fwhat-we-do\u002Fpublications",[],{"title":286,"seo_title":8,"description":7,"path":287,"redirect_url":288,"locale":273,"children":289},"Vesti i priče","\u002Fsr-latn-rs\u002Fsta-radimo\u002Fvesti-price","\u002Fwhat-we-do\u002Fnews-stories",[],{"title":291,"seo_title":8,"description":7,"path":292,"redirect_url":7,"locale":29,"children":293},"O 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