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Закона о раду\n(„Службени гласник РС\" бр. 24\u002F2005, 61\u002F2005, 54\u002F2009,\n32\u002F2013 и 75\u002F2014, 13\u002F2017 - одлука УСи 113\u002F2017) у даљем\nтексту: Закон, Јавна медијска установа\n„Радио-телевизија Србије\", која обавља\nделатност од општег интереса, са седиштем у\nБеограду. Таковска 10, коју заступа\nгенерални директор и репрезентативни\nсиндикати Самостална синдикална\nорганизација Радио-телевизије Србије,\nСиндикат РТС-а „Независност\" и Независни\nструковни синдикат РТВ и филмских радника\nСрбије, које представљају председници\nорганизација, закључују\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>I ОПШТЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 1.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Овим Колективним уговором код послодавца\n(у даљем тексту: Колективни уговор)\nутврђују се права, обавезе и одговорности\nиз радног односа запослених и послодавца\nЈавне медијске установе \"Радио-телевизија\nСрбије\" (у даљем тексту: Послодавац),\nпоступак закључивања Колективног уговора\nкод послодавца, међусобни односи\nрепрезентативних синдиката и Јавне\nмедијске установе \"Радио-телевизија Србије\n(у даљем тексту: потписници Колективног\nуговора) и друга питања од значаја за\nзапослене и Послодавца.\u003C\u002Fp>\n\n\u003Cp>У тренутку потписивања потписници овог\nКолективног уговора имају у виду потребу\nда се, на основама Закона о јавном\nинформисању и медијима, Закона о\nелектронским медијима и Закона о јавним\nмедијским сервисима, очува стабилност у\nостваривању посебне друштвене улоге РТС,\nкао републичког јавног медијског сервиса,\nне умањујући суштински стечена права и\nсоцијалну сигурност запослених. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 2.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има права, обавезе и\nодговорности утврђене законом, овим\nКолективним уговором, Статутом, уговором о\nраду и другим актима Послодавца.\u003C\u002Fp>\n\n\u003Cp>На права, обавезе и одговорности из рада и\nпо основу рада која нису уређена овим\nКолективним уговором, непосредно се\nпримењују одговарајуће одредбе Закона,\nСтатута и ратификованих међународних\nконвенција.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 3.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Одредбе овог Колективног уговора\nпримењују се на све запослене код\nПослодавца.\u003C\u002Fp>\n\n\u003Cp>Колективни уговор и уговор о раду не могу\nда садрже одредбе којима се запосленом\nдају мања права или утврђују неповољнији\nуслови рада од права и услова који су\nутврђени Законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 4.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Изузет од одредбе члана 3. овог\nКолективног уговора је генерални\nдиректор.\u003C\u002Fp>\n\n\u003Cp>Права и обавезе генералног директора\nутврђују се посебним уговором који\nзакључује генерални директор и Управни\nодбор Послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 5.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Потписници Колективног уговора сагласни\nсу да ће у оквиру својих овлашћења деловати\nради обезбеђивања услова за целовиту\nпримену одредаба овог Колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>У случају наступања околности које\nотежавају или онемогућавају примену\nпојединих одредаба овог Колективног\nуговора, потписници Колективног уговора\nобавезују се да ће њихове активности бити\nусмерене ка заштити сигурности радног\nодноса запослених и опстанку Послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 6.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>О појединачним правима, обавезама и\nодговорностима запослених решењем\nодлучује генерални директор или запослени\nна кога је генерални директор писаним\nпутем пренео овлашћења у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>Уколико запослени има потребу да се за\nзаштиту својих права обрати органима\nПослодаваца, односно судским или\nинспекцијским органима, генерални\nдиректор или запослени кога он овласти,\nдужан је да му стави на увид сва документа\nпотребна за заштиту његових права.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 7.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Овај Колективни уговор закључен је на 3\nгодине и не може се једнострано раскинути,\nодносно отказати у целини или у појединим\nњеговим одредбама.\u003C\u002Fp>\n\n\u003Cp>Изузетно од става 1. овог члана, поједине\nодредбе се примењују за период утврђен\nовим Колективним уговором.\u003C\u002Fp>\n\n\u003Cp>Потписници Колективног уговора се\nобавезују да ће активности за закључивање\nновог Колективног уговора започети 3\nмесеца пре истека рока важећег Колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>II ЗАСНИВАЊЕ РАДНОГ ОДНОСА\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch4>Члан 8.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Радни однос се заснива уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду закључује се у писаном\nоблику. Потписује га генерални директор и\nлице које заснива радни однос, у довољном\nброју примерака, али не мање од три.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду се закључује на неодређено\nили одређено време.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду садржи:\u003C\u002Fp>\n\n\u003Cp>1.назив и седиште послодавца;\u003C\u002Fp>\n\n\u003Cp>2.лично име запосленог, место\nпребивалишта, односно боравишта\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>3.врсту и степен стручне спреме, односно\nобразовања запосленог, који су услов за\nобављање послова за које се закључује\nуговор о раду;\u003C\u002Fp>\n\n\u003Cp>4.назив и опис послова које запослени\nтреба да обавља;\u003C\u002Fp>\n\n\u003Cp>5.место рада;\u003C\u002Fp>\n\n\u003Cp>6.врсту радног односа (на неодређено или\nодређено време)\u003C\u002Fp>\n\n\u003Cp>7.трајање уговора о раду на одређено време\nи основ за заснивање радног односа на\nодређено време;\u003C\u002Fp>\n\n\u003Cp>8.дан почетка рада;\u003C\u002Fp>\n\n\u003Cp>9.радно време (пуно, непуно или скраћено);\u003C\u002Fp>\n\n\u003Cp>10.новчани износ основне зараде на дан\nзакључења уговора о раду;\u003C\u002Fp>\n\n\u003Cp>11.елементе за утврђивање основне зараде,\nрадног учинка, накнаде зараде, увећане\nзараде и друга примања запосленог;\u003C\u002Fp>\n\n\u003Cp>12.рокове за исплату зараде и других\nпримања на која запослени има право;\u003C\u002Fp>\n\n\u003Cp>13.трајање дневног и недељног радног\nвремена.\u003C\u002Fp>\n\n\u003Cp>Елементи за утврђивање основне зараде,\nрадног учинка, накнаде зараде, увећане\nзараде и друга примања запосленог, рокови\nза исплату зараде и других примања на која\nзапослени има право, као и трајање дневног\nи недељног радног времена, утврђени овим\nКолективним уговором не морају бити\nутврђени уговором о раду.\u003C\u002Fp>\n\n\u003Cp>У уговору о раду мора бити назначен назив,\nдатум закључивања и број овог Колективног\nуговора којим су уређена ова питања.\u003C\u002Fp>\n\n\u003Cp>На права и обавезе које нису утврђене\nуговором о раду примењују се одговарајуће\nодредбе закона и Колективног уговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch4>Члан 9.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1_txt\">\u003Cp>Лице са којим се заснује радни однос за\nобављање одређених послова мора да\nиспуњава услове предвиђене Правилником о\nорганизацији и систематизацији послова у\nЈМУ РТС (у даљем тексту: Правилник).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>У изради предлога Правилника учествује\nкомисија састављена од представника\nПослодавца, уз прибављено мишљење\nрепрезентативних синдиката, потписника\nовог Колективног уговора.\u003C\u002Fp>\n\n\u003Cp>Правилник доноси генерални директор, а\nсагласност даје Управни одбор.\u003C\u002Fp>\n\n\u003Cp>Послодавац се обавезује да\nрепрезентативним синдикатима достави\nПравилник у року од 7 дана од дана\nдоношења.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>Правилником из става 1. овог члана\nутврђују се организациони делови код\nПослодавца, назив и опис послова, врста и\nзахтевани степен стручне спреме, односно\nобразовања, број извршилаца и други\nпосебни услови за рад на тим пословима.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>За рад на одређеним пословима, изузетно,\nмогу да се утврде највише два узастопна\nстепена стручне спреме, односно образовања\nу складу са законом.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 10.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Радни однос може се засновати на одређено\nвреме чије је трајање унапред одређено\nобјективним разлозима који су оправдани\nроком или извршењем одређеног посла или\nнаступањем одређеног догађаја, за време\nтрајања тих потреба.\u003C\u002Fp>\n\n\u003Cp>Послодавац може закључити један или више\nуговора о раду из става 1. овог члана на\nоснову којих се радни однос са истим\nзапосленим заснива за период који, са\nпрекидима или без прекида, не може бити\nдужи од 24 месеца.\u003C\u002Fp>\n\n\u003Cp>Под прекидом из става 2. овог члана не\nсматра се прекид рада краћи од тридесет\nдана.\u003C\u002Fp>\n\n\u003Cp>Радни однос на одређено време заснива се\nу складу са одредбама Закона.\u003C\u002Fp>\n\n\u003Cp>Радни однос заснован на одређено време\nпостаје радни однос на неодређено време,\nако запослени настави да ради најмање 5\nрадних дана по истеку времена за које је\nуговор закључен или ако је уговор закључен\nсупротно одредбама Закона.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 11.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да на писани\nзахтев информише Управни одбор и\nрепрезентативни синдикат о броју\nзапослених.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch4>Члан 12.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Пробни рад може да се уговори са новим\nзапосленим, за обављање једног или више\nповезаних, односно сродних послова\nутврђених уговором о раду, најдуже за\nпериод од 6 месеци по заснивању радног\nодноса, у складу са Правилником.\u003C\u002Fp>\n\n\u003Cp>Радну и стручну способност запосленог\nпрате лица одређена одлуком генералног\nдиректора, која морају да имају исти степен\nстручне спреме, односно образовања као и\nлице чији се рад прати.\u003C\u002Fp>\n\n\u003Cp>Генералном директору се подноси писани\nизвештај о радним и стручним способностима\nзапосленог, најкасније 10 радних дана пре\nистека пробног рада, на основу кога\nгенерални директор доноси одлуку о\nнаставку радног односа или доноси решење о\nотказу уговора о раду запосленом који није\nпоказао одговарајуће радне и стручне\nспособности.\u003C\u002Fp>\n\n\u003Cp>Пре истека времена за које је уговорен\nпробни рад, Послодавац или запослени могу\nда откажу уговор о раду са отказним роком\nкоји не може да буде краћи од 5 радних дана.\nПослодавац је дужан да образложи отказ\nуговора о раду.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Радни однос са ненуним радннм временом\u003C\u002Fh3>\n\n\u003Ch4>Члан 13.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Радни однос може да се, изузетно, заснује\nна одређено или неодређено време, за рад са\nрадним временом краћим од пуног радног\nвремена (непуно радно време).\u003C\u002Fp>\n\n\u003Cp>Правилником се утврђују послови који\nмогу да се обављају са непуним радним\nвременом.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да пре утврђивања\nпослова са непуним радним временом,\nзатражи мишљење репрезентативних\nсиндиката. У захтеву је дужан да наведе\nразлоге за утврђивање радних места са\nнепуним радним временом. Репрезентативни\nсиндикати су дужни да доставе мишљење у\nроку од 5 радних дана од дана добијања\nзахтева.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 14.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени који ради са непуним радним\nвременом остварује право на зараду, друга\nпримања и друга права из радног односа,\nсразмерно времену проведеном на раду, осим\nако за поједина права није Законом или овим\nКолективним уговором другачије одређено.\u003C\u002Fp>\n\n\u003Cp>Запосленом који ради на пословима са\nнепуним радним временом Послодавац је\nдужан да обезбеди исте услове рада као и\nзапосленом са пуним радним временом на\nистим или сродним пословима.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 15.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени који ради са непуним радним\nвременом код Послодавца, може за остатак\nрадног времена да заснује радни однос код\nдругог Послодавца и на тај начин, оствари\nпуно радно време.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 16.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да по утврђивању\nпогребе за попуну слободних радних места\nутврђених Правилником, а пре распоређивања\nзапослених или објављивања огласа за\nпопуну радних места у средствима јавног\nинформисања, истакне на огласној табли\nинтерни оглас за попуну радних места са\nпуним или непуним радним временом, у коме\nје наведен рок за пријаву, не краћи од 5\nрадних дана.\u003C\u002Fp>\n\n\u003Cp>Захтев запосленог који може да садржи и\nзахтев за прелазак на пуно или непуно радно\nвреме, Послодавац је дужан да размотри и да\nзапосленог писаним путем обавести о\nдонетој одлуци.\u003C\u002Fp>\n\n\u003Cp>Уколико Послодавац није попунио слободна\nрадна места на основу процедуре наведене у\nставу 1. и 2. овог члана, слободна радна места\nможе да огласи у средствима јавног\nинформисања.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch4>Члан 17.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Радни однос са приправником може се\nзасновати само ако је то као услов за рад на\nодређеним пословима утврђено Правилником.\nодносно на послове за које није предвиђено\nрадно искуство дуже од трајања\nприправничког стажа.\u003C\u002Fp>\n\n\u003Cp>Приправнички стаж траје:\u003C\u002Fp>\n\n\u003Cp>1.за послове где је предвиђено високо\nобразовање на студијама првог и другог\nстепена у трајању од најмање четири године,\nодносно на основним студијама у трајању од\nнајмање четири године и за послове где је\nпредвиђено високо образовање на студијама\nпрвог степена у трајању од три године или\nвише образовање (по старом: VIII, УН\u002FП, УП\u002F1, VI) -\nод шест месеци до годину дана;\u003C\u002Fp>\n\n\u003Cp>2.за послове где је предвиђено средње\nобразовање у четворогодишњем трајању (IV),\nодносно специјалистичко образовање (V)\nнакон стеченог средњег образовања, за\nпослове где је предвиђен III степен, односно\nсредње образовање у трогодишњем трајању\nили ниже образовање - до три месеца.\u003C\u002Fp>\n\n\u003Cp>Уговором о раду утврђује се дужина\nприправничког стажа.\u003C\u002Fp>\n\n\u003Cp>За време трајања приправничког стажа,\nприправник има право на зараду у висини од\n80% од зараде утврђене за послове за које се\nприправник оспособљава, као и сва друга\nправа по основу радног односа.\u003C\u002Fp>\n\n\u003Cp>Приправник заснива радни однос на\nнеодређено или одређено време.\u003C\u002Fp>\n\n\u003Cp>Уговором о раду утврђују се услови под\nкојима приправник заснива радни однос.\u003C\u002Fp>\n\n\u003Cp>Уговором о раду може се утврдити обавеза\nприправника да полаже приправнички испит\nпред комисијом коју формира генерални\nдиректор, и која је пратила рад приправника\nза време приправничког стажа.\u003C\u002Fp>\n\n\u003Cp>Генерални директор одређује начин\nполагања приправничког испита.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 18.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За време трајања радног односа, генерални\nдиректор може понудити запосленом\nзакључивање уговора о раду под измењеним\nусловима, закључивањем анекса уговора о\nраду. Запослени може бити премештен да\nобавља све послове који одговарају његовом\nстепену стручне спреме, знању и другим\nспособностима, ако то захтевају потребе\nпроцеса и организације рада, и то у једном\nод следећих случајева:\u003C\u002Fp>\n\n\u003Cp>1.кад је у процесу рада потребно успешније\nи ефикасније обављање одређених послова,\u003C\u002Fp>\n\n\u003Cp>2.ради потпунијег коришћења радних\nспособности запослених,\u003C\u002Fp>\n\n\u003Cp>3.кад престане потреба за радом\nзапосленог на одређеним пословима,\u003C\u002Fp>\n\n\u003Cp>4.кад дође до промене у организацији и\nтехнологији рада,\u003C\u002Fp>\n\n\u003Cp>5.кад се трајније смањи обим посла код\nпослодавца,\u003C\u002Fp>\n\n\u003Cp>6.кад се отворе нови послови у процесу\nрада,\u003C\u002Fp>\n\n\u003Cp>7.ради отклањања поремећених односа у\nпроцесу рада,\u003C\u002Fp>\n\n\u003Cp>8.кад запослени то захтева, ако се тиме\nзадовољавају потребе процеса рада,\u003C\u002Fp>\n\n\u003Cp>9.замене одсутног запосленог,\u003C\u002Fp>\n\n\u003Cp>10.за време ванредног стања и елементарне\nнепогоде у смислу Закона о смањењу ризика\nод катастрофа и управљању ванредним\nситуацијама („Сл. гласник РС“ бр. 87\u002F2018),\nПослодавац може путем Анекса Уговора о\nраду омогућити запосленима обављање\nпослова ван просторија послодавца, на свим\nрадним местима на којима је могуће\nорганизовати такав рад у складу са\nКолективним уговором и Уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Упућивање запослених, у претходном\nставу,могуће је и путем Решења Послодавца,\nа максимално трајање обављања послова ван\nпросторија Послодавца, ограничено је\nнајдуже до престанка ванредног стања,\nодносно елементарне непогоде.\u003C\u002Fp>\n\n\u003Cp>Основна зарада запосленог који ради ван\nпросторија Послодавца не може бити\nутврђена у мањем износу од основне зараде\nзапосленог који ради на истим пословима у\nпросторијама Послодавца, а одредбе Закона\nо раду и Колективног уговора о распореду\nрадног времена, прековременом раду,\nпрерасподели радног времена, ноћном раду,\nодморима и одсуствима примењује се и на\nУговор о раду за обављање послова ван\nпросторија Послодавца.\u003C\u002Fp>\n\n\u003Cp>У случају да запослени старији од 60\nгодина буде распоређен на друге послове,\nзадржава основну зараду посла са којег је\nраспоређен, уколико је то за њега\nповољније, осим у случајевима повреде\nрадне дисциплине, односно радних обавеза.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 19.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уз анекс уговора о раду Послодавац је\nдужан да запосленом достави писмено\nобавештење - Понуду, која садржи: разлоге за\nпонуђени анекс, рок у коме запослени треба\nда се изјасни, који не може да буде краћи од\nосам радних дана и правне последице које\nмогу да настану непотписивањем анекса\nуговора о раду.\u003C\u002Fp>\n\n\u003Cp>Сматра се да је запослени одбио понуду за\nзакључење анекса уговора о раду ако се не\nизјасни у року из става 1. овог члана.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду са анексима који су\nсаставни део тог уговора могу да се замене\nпречишћеним текстом уговора о раду, који\nпотписују запослени и Послодавац.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 20.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Одредбе члана 19. Колективног уговора не\nпримењују се у следећим случајевима: \u003C\u002Fp>\n\n\u003Cp>• закључења анекса уговора о раду на\nиницијативу запосленог, и\u003C\u002Fp>\n\n\u003Cp>• измене личних података о запосленом и\nподатака о Послодавцу и других података\nкојима се не мењају услови рада, на основу\nодговарајуће документације.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 21.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ако је потребно да се одређени посао\nизврши без одлагања, запослени може\nпривремено да буде премештен на друге\nодговарајуће послове на основу решења\nпослодавца, најдуже 45 радних дана у периоду\nод 12 месеци.\u003C\u002Fp>\n\n\u003Cp>У случају премештаја из става 1. овог\nчлана, запослени задржава основну зараду\nутврђену за посао са кога се премешта, ако\nје то повољније за запосленог.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 22.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленомсаинвалидитетом,односнозапосленомсаизмењеномрадном\nспособношћу (преквалификацијом или\nдоквалификацијом) и запосленом који обавља\nпослове код којих постоји опасност од\nнастанка инвалидности, генерални директор\nпонудиће анекс уговора о раду на\nодговарајућим пословима, у складу са\nодговарајућом медицинском документацијом,\nкојом је утврђена измена радне способности\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Запосленомсаинвалидитетом,односнозапосленомсаизмењеномрадном\nспособношћу се обезбеђују послови у складу\nса његовом преосталом радном способношћу\nна основу анекса уговора о раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 23.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени може привремено или трајно да\nбуде премештен на рад из једног места у\nдруго, само уз своју сагласност.\u003C\u002Fp>\n\n\u003Cp>Изузетно од става 1. овог члана, запослени\nможе бити премештен на рад код истог\nПослодавца, из једног у друго место, без\nсвог пристанка:\u003C\u002Fp>\n\n\u003Cp>1.ако је делатност Послодавца такве\nприроде да се рад обавља у местима ван\nседишта Послодавца, односно његовог\nорганизационог дела у складу са актима\nПослодавца\u003C\u002Fp>\n\n\u003Cp>2.ако је удаљеност од места на коме\nзапослени ради до места у које се премешта\nна рад мања од 50 км у једном правцу или су\nместо рада и место у које се запослени\nпремешта на територији исте општине,\nодносно града, а организован је редован\nпревоз који омогућава благовремени\nдолазак на рад и повратак са рада и\nобезбеђена је накнада превоза у висини\nцене превоза у јавном саобраћају.\u003C\u002Fp>\n\n\u003Cp>Запослена жена, за време трудноће или са\nдететом предшколског узраста и запослени\nкод кога је утврђена инвалидност друге\nкатегорије, не могу да буду премештени у\nсмислу става 2. овог члана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch2>III РАДНО ВРЕМЕ\u003C\u002Fh2>\n\n\u003Ch4>Члан 24.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Пуно радно време, по правилу, износи 40\nчасова недељно, али не краће од 36 часова, а\nза запосленог млађег од 18 година 35 часова\nнедељно.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cp>По правилу радни дан траје 8 часова, а\nрадна недеља 5 радних дана.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Генерални директор својом Одлуком\nутврђује почетак и распоред радног времена\nдневно, односно недељно.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 25.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени раде једнократно, двократно по\nсменама, по радном задатку, по радном\nзадатку из радног налога и по радној\nобавези.\u003C\u002Fp>\n\n\u003Cp>Рад у сменама је организација рада код\nПослодавца према којој се запослени на\nистим пословима смењују према утврђеном\nраспореду, при чеми измена смена може да\nбуде континуирана или са прекидима током\nодређеног дела дана или недеље.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради у сменама је\nзапослени који код Послодавца код кога је\nрад организован у сменама посао обављају у\nразличитим сменама најмање трећину свог\nрадног времена.\u003C\u002Fp>\n\n\u003Cp>Процесе рада за рад по сменама одређује\nгенерални директор својом одлуком, а\nраспоред смена и запослених по сменама\nнадлежни руководилац, најмање 7 дана пре\nпочетка рада. Припрема за рад и рад у смени\nтрају по правилу 8 часова.\u003C\u002Fp>\n\n\u003Cp>Генерални директор, или лице које\nовласти, својом одлуком одређује запослене\nкоји раде по радној обавези и обим радне\nобавезе који одговара радном времену од 40\nчасова недељно.\u003C\u002Fp>\n\n\u003Cp>Обрачун радних часова обавља се месечно\nза све облике рада из овог члана, као и за\nпрерасподелу радног времена.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 26.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Распоред радног времена по сменама и\nекипама, допунски рад, непуно радно време,\nскраћено радно време, рад дужи од пуног\nрадног времена, распоред радног времена и\nноћни рад уређује генерални директор\nсвојом одлуком, у складу са Законом, овим\nКолективним уговором и Прилогом број I овог\nколективног уговора о радном времену.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IV ОДМОР И ОДСУСТВА\u003C\u002Fh2>\n\n\u003Ch4>Члан 27.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на одмор у току\nдневног рада, дневни одмор, недељни одмор,\nгодишњи одмор и право на плаћено и\nнеплаћено одсуство у складу са Законом и\nовим Колективним уговором.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Одмор у току дневног рада, дневни и\nнедељни одмор\u003C\u002Fh3>\n\n\u003Ch4>Члан 28.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени користе дневни одмор у складу\nса Законом и Прилогом I овог Колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>Време коришћења одмора у току дневног\nрада утврђује непосредни руководилац.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради најмање 6 часова\nдневно има право на одмор у току дневног\nрада у трајању од 30 минута. Запослени који\nради дуже од 10 часова дневно има право на\nодмор у току рада у трајању од 45 минута.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>Запослени има право на недељни одмор у\nтрајању од најмање 24 часа непрекидно, коме\nсе додаје време дневног одмора, а ако је\nнеопходно да запослени ради на дан свог\nнедељног одмора непосредни руководилац\nмора да му обезбеди одмор у трајању од\nнајмање 24 часа непрекидно у току наредне\nнедеље.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Потребу да запослени ради на дан недељног\nодмора, уколико то није предвиђено планом\nрада за тај део процеса рада, утврђује и\nнаређује одговорни руководилац.\u003C\u002Fp>\n\n\u003Cp>Запосленима који раде на пословима\nконтроле, мерења и одржавања уређаја и\nобјеката, снимања ТВ филмова, ТВ драма,\nсерија и осталих продукцијских пројеката\nдневни одмор између два узастопна радна\nдана обезбеђује се у умањеном обиму,\nзависно од прерасподеле, по завршетку\nодређеног посла односно смене, али не мање\nод 11 часова дневно, у складу са Законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Годишњи одмор\u003C\u002Fh3>\n\n\u003Ch4>Члан 29.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени стиче право на коришћење\nгодишњег одмора у календарској години\nпосле месец дана непрекидног рада од дана\nзаснивања радног односа код Послодавца.\u003C\u002Fp>\n\n\u003Cp>Под непрекидним радом сматра се и време\nпривремене спречености за рад у смислу\nпрописа о здравственом осигурању и\nодсуству са рада уз накнаду зараде.\u003C\u002Fp>\n\n\u003Cp>Запослени се не може одрећи права на\nгодишњи одмор, нити му се то право може\nускратити или заменити новчаном накнадом,\nосим у случају престанка радног односа, у\nскладу са законом и Колективним уговором.\u003C\u002Fp>\n\n\u003Cp>Ако то захтевају потребе посла (сложени\nпрограмски пројекти, ванредне ситуације),\nПослодавац може да одлучи о измени плана\nкоришћења годишњег одмора, уз претходну\nконсултацију и сагласност запосленог, што\nће се констатовати појединачним актом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch4>Члан 30.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Дужина годишњег одмора утврђује се тако\nшто се законски минимум од 20 радних дана\nувећава:\u003C\u002Fp>\n\n\u003Cp>1.по основу резултата рада - до 5 радних\nдана,\u003C\u002Fp>\n\n\u003Cp>2.по основу услова рада, под којима се\nобављају послови - до 4 радна дана,\u003C\u002Fp>\n\n\u003Cp>3.по основу стажа осигурања, за сваких\nпуних пет година стажа осигурања - по 1\nрадни дан,\u003C\u002Fp>\n\n\u003Cp>4.особи са инвалидитетом и војном\nинвалиду - 3 радна дана,\u003C\u002Fp>\n\n\u003Cp>5.самохраном родитељу са дететом - до 10\nгодина живота 2 радна дана,\u003C\u002Fp>\n\n\u003Cp>6.родитељу који има више од троје деце - до\n14 година живота 2 радна дана.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 31.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Дужина и време коришћења годишњег одмора\nутврђује се планом коришћења годишњег\nодмора који доноси генерални директор,\nнајкасније до 30. априла текуће године.\u003C\u002Fp>\n\n\u003Cp>Предлог плана коришћења годишњих одмора\nсачињавају непосредни руководиоци у\nскладу са природом и организацијом посла,\nуз претходну консултацију запослених.\u003C\u002Fp>\n\n\u003Cp>Решење о коришћењу годишњег одмора\nдоставља се запосленом, најкасније 15 дана\nпре дана одређеног за почетак коришћења\nгодишњег одмора, изузев ако сам запослени\nзахтева коришћење годишњег одмора у краћем\nроку, а Послодавац се са захтевом сагласи, у\nком случају Послодавац може решење о\nгодишњем одмору доставити и непосредно пре\nпочетка коришћења годишњег одмора.\u003C\u002Fp>\n\n\u003Cp>Решење о коришћењу годишњег одмора\nПослодавац може запосленом доставити у\nелектронској форми, а на захтев запосленог\nПослодавац је дужан да то решење достави и\nу писаној форми.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да измени време одређено\nза коришћење годишњег одмора ако то\nзахтевају потребе посла, 5 радних дана пре\nдана одређеног за коришћење годишњег\nодмора, у ком случају је дужан да\nзапосленом надокнади стварно настале\nтрошкове због измене времена коришћења\nгодишњег одмора.\u003C\u002Fp>\n\n\u003Cp>О прекиду коришћења годишњег одмора\nПослодавац је дужан да изда решење.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 32.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Годишњи одмор користи се једнократно или\nу више делова.\u003C\u002Fp>\n\n\u003Cp>Ако запослени користи годишњи одмор у\nделовима, први део користи у трајању од\nнајмање 2 радне недеље непрекидно, до 31.\nдецембра текуће године, а други део (у\nцелости или у деловима) најкасније до 30.\nјуна наредне године.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 33.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ако се запослени разболи у току коришћења\nгодишњег одмора, време одобреног боловања\nне урачунава се у годишњи одмор.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Ch3>Плаћено одсуство\u003C\u002Fh3>\n\n\u003Ch4>Члан 34.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на плаћено одсуство у\nједној календарској години до седам радних\nдана у следећим случајевима:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1.ступање запосленог у брак - 5 радних\nдана,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>2.порођај супруге - 5 радних дана, а у\nслучају порођаја другог члана уже породице\n2 радна дана,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>3.припрема за ступање у брак члана уже\nпородице - 3 радна дана,\u003C\u002Fp>\n\n\u003Cp>4.смрт родитеља или брата или сестре\nбрачног друга, или смрт лица које живи у\nзаједничком породичном домаћинству - 5\nрадних дана,\u003C\u002Fp>\n\n\u003Cp>5.селидба сопственог домаћинства - 3 радна\nдана,\u003C\u002Fp>\n\n\u003Cp>6.заштита и отклањање штетних последица у\nдомаћинству проузрокованих елементарним\nнепогодама - 3 радна дана,\u003C\u002Fp>\n\n\u003Cp>7.учешће на спортском такмичењу, које\nорганизује Синдикат или учешће на\nсеминарима и сличним активностима које\nорганизују органи Синдиката ван предузећа\n(територијални или грански) - до 5 радних\nдана\u003C\u002Fp>\n\n\u003Cp>Кад поново наступе околности утврђене\nставом 1. овог члана, генерални директор\nможе одобрити коришћење плаћеног одсуства,\nу једној календарској години, дуже од броја\nдана, предвиђених у ставу 1. овог члана.\u003C\u002Fp>\n\n\u003Cp>Запослени има права на плаћено одсуство\nприликом одласка у пензију, у трајању од 30\nкалендарских дана.\u003C\u002Fp>\n\n\u003Cp>Поред права на плаћено одсуство из става\n1. овог члана запослени има право на плаћено\nодсуство још:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cp>1.тежа болест члана уже породице - 7 радних\nдана\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Члановима уже породице сматрају се:\nбрачни друг, деца, браћа, сестре, родитељи,\nусвојитељ, усвојеник и старатељ.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>2.смрт члана уже породице - 5 радних дана,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.добровољно давање крви - 2 узастопна дана\nза сваки случај добровољног давања крви,\nрачунајући и дан давања крви.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 35.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленом се може одобрити и плаћено\nодсуство са рада у једној календарској\nгодини, ако би то било корисно за обављање\nпослова на којима запослени ради или које\nби могао да обавља, у следећим\nслучајевима:\u003C\u002Fp>\n\n\u003Cp>1.полагање дипломског испита у вишим\nшколама и на факултету - до 30 радних дана,\u003C\u002Fp>\n\n\u003Cp>2.полагање правосудног испита - до 3\nмесеца,\u003C\u002Fp>\n\n\u003Cp>3.полагање магистарског или докторског\nисгшта - до 3 месеца,\u003C\u002Fp>\n\n\u003Cp>4.учешће на међународном такмичењу које\nтраје дуже од 5 радних дана, а најдуже за\nвреме трајања такмичења, у функцији\nрепрезентовања ЈМУ РТС.\u003C\u002Fp>\n\n\u003Cp>Решење о одобрењу и дужини одсуства са\nрада из става 1. овог члана на захтев\nзапосленог доноси Генерални директор или\nлице које он овласти.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Неплаћено одсуство\u003C\u002Fh3>\n\n\u003Ch4>Члан 36.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленом се може одобрити неплаћено\nодсуство, под условом да то не омета процес\nи организацију рада у случају:\u003C\u002Fp>\n\n\u003Cp>1.стручног усавршавања, односно\nобразовања, уколико га није упутио\nПослодавац, ако би то било корисно за\nобављање послова на којима запослени ради\nили које би могао да обавља,\u003C\u002Fp>\n\n\u003Cp>2.на захтев организације, односно\nустанове, ради учешћа запосленог у\nкултурно- уметничким или спортским\nприредбама,\u003C\u002Fp>\n\n\u003Cp>3.ради лечења члана уже породице\nзапосленог,\u003C\u002Fp>\n\n\u003Cp>4.за обављање неодложних приватних\nпослова.\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом на његов\nзахтев да одобри одсуство са рада без\nнакнаде зараде.\u003C\u002Fp>\n\n\u003Cp>Решење о одобравању и дужини одсуства са\nрада без накнаде зараде на захтев\nзапосленог доноси Генерални директор или\nлице које он овласти.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>V БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ (БЗР)\u003C\u002Fh2>\n\n\u003Ch4>Члан 37.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Права, обавезе и одговорности Послодавца\nи запослених из области безбедности и\nздравља на раду (БЗР), поступак избора и\nначина рада представника запослених и\nОдбора за БЗР, процена професионалних\nризика и рад на радном месту са повећаним\nризиком, оспособљавање запослених,\nсредства личне заштите, заштита од\nзлостављања на раду, осигурања запослених,\nрешавање спорова, регулисано је у Прилогу\nVI, Колективног уговора.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>VI ЗАРАДА, НАКНАДА ЗАРАДЕ И ДРУГА\nПРИМАЊА\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch4>Члан 38.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на одговарајућу\nзараду која је утврђена у складу са Законом\nовим Колективним уговором и уговором о\nраду.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Запосленом се гарантује једнака зарада\nза исти рад или рад исте вредности коју\nостварује код Послодавца.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Зараду у смислу става 1 овог члана, чини\nзарада коју је запослени остварио за\nобављени посао и време проведено на послу,\nувећана зарада, накнада зараде и друга\nпримања, осим накнаде трошкова и других\nпримања из чланова 51. до 53. овог Колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>Зарада запосленом исплаћује се у новцу.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 39.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да запосленом за\nпуно радно време и просечну успешност у\nобављању послова обезбеди зараду која не\nможе бити нижа од основне зараде посла на\nкоји је распоређен.\u003C\u002Fp>\n\n\u003Cp>Просечна успешност се утврђује на основу\nквалитета и обима програма и других радних\nзадатака, продуктивности и\nекономичности.\u003C\u002Fp>\n\n\u003Cp>Запослени је дужан да о обављеним\nпословима сачињава месечне радне листе.\u003C\u002Fp>\n\n\u003Cp>Успешност рада запосленог оцењује\nруководилац пословне јединице, на основу\nпредлога руководиоца процеса рада у\nорганизационом делу у коме је запослени\nрадио у месецу за који се оцењује успешност\nрада.\u003C\u002Fp>\n\n\u003Cp>Предлог процента увећања, односно\nумањења зараде може дати и руководилац\nорганизационе целине за коју је запослени\nрадио тај месец, уз сагласност одговорног\nруководиоца запосленог, а одлуку доноси\nгенерални директор, односно лице које он\nовласти.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да донесе\nстандарде и нормативе рада, односно мерила\nза утврђење радног учинка запослених,уз\nпретходно прибављено мишљење\nрепрезентативних синдиката, у року од шест\nмесеци од дана потписивања овог\nКолективног уговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3>Основна зарада за најједносгавнији\nпосао\u003C\u002Fh3>\n\n\u003Ch4>Члан 40.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Потписници Колективног уговора обавезно\nутврђују, потписивањем Прилога III\nКолективног уговора, основну зараду за\nнајједноставнији посао за следећу годину\nнајкасније до новембра текуће године, за\nвременски период који не може бити дужи од\nгодину дана.\u003C\u002Fp>\n\n\u003Cp>При утврђивању основне зараде за\nнајједноставнији посао полази се од:\u003C\u002Fp>\n\n\u003Cp>1.цене рада за најједноставнији посао,\nусклађене са растом трошкова живота и\nпросечне зараде у Републици,\u003C\u002Fp>\n\n\u003Cp>2.планираних и остварених пословних\nфинансијских резултата,\u003C\u002Fp>\n\n\u003Cp>3.процента раста сопствених прихода у\nодносу на план.\u003C\u002Fp>\n\n\u003Cp>Основна зарада за најједноставнији посао\nне може бити нижа од претходне, изузев у\nслучају настанка околности из члана 42.став\nI. тачка 2 . Колективног уговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 41.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Основна зарада за најједноставнији посао\nутврђује се Прилогом број III овог\nКолективног уговора о основној заради.\u003C\u002Fp>\n\n\u003Cp>Основна зарада за најједноставнији посао\nутврђује се за коефицијент 1.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 42.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Учесници овог Колективног уговора могу\nпокренути иницијативу за уговарање нове\nосновне зараде за најједноставнији посао,\nпре истека рока за који је основна зарада\nуговорена, и то:\u003C\u002Fp>\n\n\u003Cp>1.ако порасту трошкови живота преко 3% у\nодносу на дан уговарања цене рада која је\nна снази,\u003C\u002Fp>\n\n\u003Cp>2.ако дође до великих економских промена\nкоје су од битног утицаја за финансијско\nпословање и поремећаја у пословању које\nонемогућује исплату зарада на основу\nуговорене цене рада.\u003C\u002Fp>\n\n\u003Cp>Уговорне стране се обавезују да приступе\nпреговарању о изменама основне зараде у\nроку од 10 дана од пријема писаног,\nобразложеног предлога стране која\nпредлаже преговоре.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 43.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Основна зарада послова утврђује се тако\nшто се основна зарада за најједноставнији\nпосао помножи коефицијентом тог посла.\u003C\u002Fp>\n\n\u003Cp>Коефицијент за утврђивање цене посла\nкоји запослени обавља садржи све елементе\nкоји утичу на основну зараду, и то: врста и\nзначај, сложеност посла, степен\nодговорности у раду, услови рада и стручна\nспрема, а на основу Правилника о\nорганизацији и систематизацији послова.\u003C\u002Fp>\n\n\u003Cp>Послови код Послодавца разврстани су у\nгрупе од 1 до VII на основу којих је утврђен\nкоефицијент посла.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 44.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Генерални директор може запосленом који\nсе истиче знањем и радним способностима, за\nдодатне и сложене послове повећати\nкоефицијент до 35% од вредности послова које\nзапослени обавља.\u003C\u002Fp>\n\n\u003Cp>У смислу става 1. овог члана, генерални\nдиректор може до 20% запослених повећати\nкоефицијенте у одређеним занимањима и\nпрофесијама.\u003C\u002Fp>\n\n\u003Cp>Одбор за праћење примене и тумачење\nКолективног уговора дужан је да квартално\nврши анализу примене члана 44. и да је\nзаједно са мишљењем достави Послодавцу и\nпотписницима Колективног уговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 45.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Одговорни уредници редакција, уредници\nрубрика, уредници програмских блокова или\nсложених емисија, шеф ДЕСК-а, руководиоци\nсектора, одељења, служби, одсека, вође\nсмена, вође екипа и руководиоци других\nорганизационих облика који су утврђени\nактом о систематизацији послова и задатака\nу пословним јединицама или програмима,\nимају коефицијент највише вреднованог\nпосла у организационом делу којим\nруководе, увећан за коефицијент\nодговорности за руковођење.\u003C\u002Fp>\n\n\u003Cp>Генерални директор може увећати\nкоефицијент по основу одговорности за\nруковођење до једног коефицијента, на\nпредлог директора Медија, главног и\nодговорног уредника, директора пословних\nјединица и извршних директора сектора.\u003C\u002Fp>\n\n\u003Cp>Запосленом, који руководи запосленима са\nнижим степеном школске спреме, утврђује се\nкоефицијент по основу школске спреме коју\nима и додаје коефицијент по основу\nодговорности за руковођење.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 46.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Новчани износ основне зараде за поједине\nпослове израчунава се тако што се утврђени\nизнос цене рада за најједноставнији посао\nпомножи са коефицијентом посла утврђеним у\nскладу са Прилогом II овог Колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>На основну зараду, поред осталих\nелемената зараде, за успешност у послу већу\nод просечне, може се додати део зараде по\nоснову успешности у обављању послова\n(стимулативни део зараде) у одговарајућем\nпроценту, од укупно планиране масе\nсредстава за зараде.\u003C\u002Fp>\n\n\u003Cp>Од укупних средстава утврђених за зараде,\nПослодавац може издвојити месечни износ до\n10% за стимулативни део зараде.\u003C\u002Fp>\n\n\u003Cp>Стимулативни део зараде, начин\nутврђивања и његов износ уређује се\nпосебним Правилником о награђивању\nзапослених који доноси генерални директор,\nуз прибављено мишљење репрезентативних\nсиндиката. Рок за доношење овог Правилника\nје 60 дана од потписивања Колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>На захтев репрезентативног синдиката\nПослодавац је у обавези да његовом\nовлашћеном представнику достави\nинформацију о укупним средствима\nиздвојеним за стимулативни део зараде.\u003C\u002Fp>\n\n\u003Cp>У случају повећања обима послова везаних\nза посебно значајне програмске пројекте и\nвандредне догађаје који нису обухваћени\nредовним планом, а који захтевају додатно\nангажовање запослених, Послодавац може, уз\nписану заједничку сагласност\nрепрезентативних синдиката потписника\nовог Колективног уговора, за стимулативни\nдео зарада издвојити највише 30% од укупно\nутврђених средстава за зараде за период у\nкоме је настао повећан обим послова на\nтаквим пројектима.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Обрачун зараде\u003C\u002Fh3>\n\n\u003Ch4>Члан 47.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nдостави месечни обрачун при свакој исплати\nзараде и накнаде зараде, најкасније до\nкраја месеца за претходни месец.\u003C\u002Fp>\n\n\u003Cp>Обрачун зараде из добити обавља се по\nгодишњем обрачуну.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 48.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Месечна зарада може се исплатити у\nделовима или одједном, с тим што се први део\nисплаћује до 15. у месецу, а други део\nнајкасније до краја текућег месеца за\nпретходни месец.\u003C\u002Fp>\n\n\u003Cp>Први део месечне аконтације не може бити\nнижи од 40% утврђене цене рада.\u003C\u002Fp>\n\n\u003Cp>За време трајања пандемије свих заразних\nболести укључујући и пандемију заразне\nболести Сovid 19 изазване вирусом SARS-COV-2,\nПослодавац ће у складу са превентивним\nмерама за спречавање појаве и ширења\nепидемије заразне болести, исплаћивати\nмесечну зараду запосленима једном месечно\nу целости, најкасније до 28.-ог у месецу, за\nпретходни месец.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 49.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Коначни обрачун зараде са уплаћеним\nпорезима и доприносима за сваког\nзапосленог, доставља се запосленом\nпочетком године за претходну годину, без\nобзира на време које је запослени у току\nгодине провео на раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Увећана зарада\u003C\u002Fh3>\n\n\u003Ch4>Члан 50.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на увећану зараду и\nто:\u003C\u002Fp>\n\n\u003Cp>1.за рад на дан државног и верског\nпразника - 120%,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>2.за рад ноћу, ако такав рад није вреднован\nпри утврђивању цене рада - 30%,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>3.за рад дужи од пуног радног времена\n(прековремени рад) - 30%,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>4.за сваку годину рада остварену у радном\nодносу, увећану за стаж осигурања који се\nрачуна са увећаним трајањем - 0,5%,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>5.за рад недељом - 20% на вредност радног\nчаса запосленог у том месецу,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6.за рад на висини преко 10 метара - 100% на\nвредност редовног часа рада запосленог у\nтом месецу, с тим што се, засваких нових 10\nметара, увећава за 10% на вредност редовног\nчаса рада запослених у том месецу,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-HARDSHIP_trigger\">\u003Cp>7.за рад на ратним подручјима у зони\nборбених дејстава - 300% на вредност редовног\nчаса рада запосленог у том месецу,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.за повећан ризик, екстремне и акцидентне\nситуације - 50% на вредност редовног часа\nрада запосленог у том месецу,\u003C\u002Fp>\n\n\u003Cp>9.за рад са \"стедикем\" камером - 50% на\nвредност редовног часа рада запосленог у\nтом месецу.\u003C\u002Fp>\n\n\u003Cp>10.за рад у сменама - 20%.\u003C\u002Fp>\n\n\u003Cp>Утврђено увећање исплаћује се само за\nвреме рада запосленог у условима због\nкојих му увећање припада.\u003C\u002Fp>\n\n\u003Cp>Ако се истовремено стекну услови за\nувећање зараде, у смислу овог члана, по више\nоснова, проценат увећања не може бити нижи\nод збира процентапо сваком од основа\nувећања.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 50а.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.За време трајања пандемије свих\nзаразних болести, укључујући и пандемију\nзаразне болести Covid 19 изазване вирусом\nSARS-COV-2, Послодавац може, уколико\nфинансијске могућности дозвољавају, да\nисплати увећану зараду запосленима до 50% по\nдану који су провели у просторијама\nПослодавца или на терену, за шест месеци\nуназад, запосленима који су обављали рад у\nскладу са гшаном и распоредом рада, у\nпословним просторијама и на терену.\nЗапослени стиче право по основу рада на\nувећану зараду, због излагања додатном\nризику од заражавања заразном болести\nтоком пандемије.\u003C\u002Fp>\n\n\u003Cp>2.Исплата увећане зараде запосленима по\nовом основу, исплаћиваће се кумулативно на\nшестомесечном нивоу, на основу Одлуке\nгенералног директора ЈМУ РТС.\u003C\u002Fp>\n\n\u003Cp>3.Примена овог члана вршиће се\nретроактивно и то за период од шест месеци\nпре ступања на снагу Анекса V Колективног\nуговора код послодавца за ЈМУ РТС бр. 184 од\n23.03.2018. године.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Накиада зараде\u003C\u002Fh3>\n\n\u003Ch4>Члан 51.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nобезбеди накнаду зараде за време\nодсуствовања са рада, у висини просечне\nзараде у предходних дванаест месеци, а у\nскладу са Законом, у следећим\nслучајевима:\u003C\u002Fp>\n\n\u003Cp>1.коришћење годишњег одмора,\u003C\u002Fp>\n\n\u003Cp>2.коришћење плаћеног одсуства,\u003C\u002Fp>\n\n\u003Cp>3.престанак рада пре истека отказног\nрока,\u003C\u002Fp>\n\n\u003Cp>4.одсуствовање са рада у дане државног и\nверског празника,\u003C\u002Fp>\n\n\u003Cp>5.за време војне вежбе,\u003C\u002Fp>\n\n\u003Cp>6.одазивање на позив државног органа.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch4>Члан 52.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nобезбеди накнаду зараде за време\nодсуствовања са рада, због привремене\nспречености за рад до 30 дана, у висини од:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1.80% од просечне зараде у предходних\nдванаест месеци, ако је она проузрокована\nболешћу или повредом ван рада,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-breastfeeding_dangerouswork\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pregnancy\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidmaternityleave\">\u003Cp>2.100% од просечне зараде у предходних\nдванаест месеци, ако је она проузрокована\nпрофесионалном болешћу или повредом на\nраду и накнада запосленој трудници за\nвреме привремене спречености за рад због\nболести или компликација са трудноћом.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац је дужан да запосленом за\nвреме одсуствовања са рада, због прекида\nрада до којег је дошло без кривице\nзапосленог, обезбеди накнаду зараде у\nвисини од 60% од просечне зараде у\nпретходних дванаест месеци, а најдуже 45\nрадних дана у календарској години, или дуже\nу складу са Законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 52а.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>1.Запосленима који привремено одсуствују\nса рада због потврђене заразне болести\nСOVID-19 или због мере изолације или\nсамоизолације наложене у вези са том\nболешћу, а која је наступила као последица\nнепосредног излагања ризику по основу\nобављања њихових послова и радних\nзадатака, односно службених дужности и\nконтакта са лицима којима је потврђена\nболест СOVID-19 или наложена мера изолације\nили самоизолације, Послодавац ће\nобезбедитити право на накнаду зараде у\nвисини од 100% основа за накнаду зараде.\u003C\u002Fp>\n\n\u003Cp>2.Послодавац ће остваривање права из\nстава 1. овог члана обезбедити запосленима\nна следећи начин:\u003C\u002Fp>\n\n\u003Cp>1)за првих 30 дана одсуства са рада, висину\nнакнаде зараде исплате из својих\nсредстава;\u003C\u002Fp>\n\n\u003Cp>2)почев од 31. дана одсуства са рада, висину\nнакнаде зараде исплате тако што ће из\nсредстава обавезног здравственог\nосигурања обезбедити законом прописани\nизнос накнаде зараде, а из својих средстава\nобезбедити разлику до висине од 100% основа\nза накнаду зараде.\u003C\u002Fp>\n\n\u003Cp>3.Одсуство са рада из става 1. овог члана\nзакључка запослени доказује решењем\nнадлежног органа (санитарног инспектора,\nоргана надлежног за контролу прелажења\nдржавне границе, царинског органа, изводом\nиз евиденције Министарства унутрашњих\nпослова и др.) или извештајем лекара о\nпривременој спречености за рад (дознака), у\nскладу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-unemploymentfund\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-unemploymentfund\">\u003Ch4>Члан 53.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да обезбеди накнаду\nзараде запосленом који ће због\nтехнолошких, економских и организационих\nпромена бити проглашен вишком запослених,\nдок не оствари једно од права утврђених\nЗаконом и овим Колективним уговором.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Запосленом у овом случају припада\nнакнада у висини зараде коју би остварио на\nпословима које је обављао.\u003C\u002Fp>\n\n\u003Cp>Обавеза Послодавца из става 1. и 2. овог\nчлана постоји, ако Законом или на закону\nзаснованим општим актима није прописано да\nправо на ову накнаду запослени остварује\nкод организације за пензијско, инвалидско\nи здравствено осигурање, односно из других\nсредстава.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Друга примања\u003C\u002Fh3>\n\n\u003Ch4>Члан 54.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на примања по основу\nрегреса за коришћење годишњег одмора у\nвисини од 2 500,00 месечно (бруто), под условом\nда на њега има право најмање 20 радних дана,\nа сразмеран део примања по основу регреса\nза коришћење годишњег одмора, ако\nзапослени има право на његово коришћење у\nтрајању краћем од 20 радних дана.\u003C\u002Fp>\n\n\u003Cp>Регрес за годишњи одмор исплаћује се\nмесечно, а може и у целости што се утврђује\nсагласношћу потписника овог Колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch4>Члан 55.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на примања за месечну\nисхрану у току рада (топли оброк) у висини\nод 400 динара дневно (бруто) ,почев од зараде\nза април 2021. године.\u003C\u002Fp>\n\n\u003Cp>Примања из става 1. овог члана припадају\nзапосленом само за дане проведене на\nраду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Накнада за иновације, рационализацију и\nдруге видове стваралаштва\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Ch4>Члан 56.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленом који иновацијом,\nрационализацијом или другим видом\nстваралаштва у раду доприноси повећању\nдобити Послодавца припада накнада зараде\nпо том основу.\u003C\u002Fp>\n\n\u003Cp>Стваралачки рад код Послодавца може се\nиспољити :\u003C\u002Fp>\n\n\u003Cp>1.у изузетним активностима у вези\nреализације програма,\u003C\u002Fp>\n\n\u003Cp>2.иновацијом у техници, организацији рада\nи пословања које има трајни карактер,\u003C\u002Fp>\n\n\u003Cp>3.иновацијамакоје доприносе снижавању\nтрошкова производње, емитовања програма,\nсмањења трошкова материјала, енергије,\nтехничким и технолошким унапређењима\nпроцеса рада,\u003C\u002Fp>\n\n\u003Cp>4.другим видовима креативног и\nстваралачког рада који доприносе повећању\nдобити предузећа.\u003C\u002Fp>\n\n\u003Cp>Иницијативу за оцену и исплату накнаде\nзараде из става 1. и 2. овог члана даје\nзапослени или непосредни руководилац, а\nодлуку о висини и времену исплате доноси\nгенерални директор.\u003C\u002Fp>\n\n\u003Cp>Накнада по основу стваралаштва исплаћује\nсе периодично или годишње, из средстава\nкоја представљају повећање добити.\u003C\u002Fp>\n\n\u003Cp>Износ накнаде уређује се посебним\nуговором између запосленог и генералног\nдиректора, али не може бити мањи од 10%\nгодишње добити по основу иновације,\nрационализације или других видова\nстваралаштва.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>Накнада трошкова\u003C\u002Fh3>\n\n\u003Ch4>Члан 57.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на:\u003C\u002Fp>\n\n\u003Cp>1. Накнаду трошкова превоза у јавном\nпревозу, ради одласка на рад и повратак са\nрада у висини пуне цене превоза.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Запосленом се признају трошкови најниже\nцене јавног превоза до удаљености од 50 км\nод седишта Послодавца или места рада до\nместа становања и обратно.\u003C\u002Fp>\n\n\u003Cp>2.Дневницу за службено путовање у\nиностранство у износу прописаном Прилогом\nV овог Колективног уговора.\u003C\u002Fp>\n\n\u003Cp>3.Дневницу за службенопутовање у земљи у\nвисини неопорезованог износа, а уколико\nфинансијске могућности Послодавца\nдозвољавају може се утврдити већа накнада\nза исхрану на службеном путу од\nнеопорезованог износа.Запосленима се\nпрема приложеном хотелском рачуну, неће\nпризнати трошкови преноћишта и доручка за\nхотеле прве категорије (5 звездица и више).\u003C\u002Fp>\n\n\u003Cp>Запосленом коме је обезбеђен смештај и\nисхрана, дневница за службено путовање у\nземљи и иностранству, умањује се за 70%.\u003C\u002Fp>\n\n\u003Cp>4.Накнада трошкова превоза сопственим\nаутомобилом у службене сврхе у висини 30%\nцене горива помножено утрошеном\nколичиномгоривом на име амортизације аута\nи накнаду трошкова горива по рачуну.\u003C\u002Fp>\n\n\u003Cp>5.Дневна накнада за трошкове рада и\nборавка на терену (теренски додатак) у\nвисини од 3% просечне месечне зараде по\nзапосленом у Републици, и накнада трошкова\nсмештаја и исхране ако нису обезбеђени.\u003C\u002Fp>\n\n\u003Cp>6. Накнада за исхрану у току рада, дневница\nза службена путовања и накнада за трошкове\nрада и боравка на терену (теренски додатак)\nмеђусобно се искључују.\u003C\u002Fp>\n\n\u003Cp>Генерални директор својом одлуком\nодређује висину дневнице.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 58.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленом који је на службеном путовању\nприпада цела дневница за свака 24 часа\nпроведена на службеном путу, и за остатак\nвремена који је преко 12 часова.\u003C\u002Fp>\n\n\u003Cp>Време проведено на службеном путу\nзапочиње поласком из седишта послодавца и\nзавршава повратком запосленог у седиште\nПослодавца.\u003C\u002Fp>\n\n\u003Cp>Пола дневнице припада запосленом за\nостатак времена преко 24 часа уколико је\nостатак 12 и мање часова, а дужи од 8 часова.\u003C\u002Fp>\n\n\u003Cp>Пола дневнице припада запосленом када му\nслужбено путовање траје укупно 12 и мање\nчасова, а дуже од 8 часова.\u003C\u002Fp>\n\n\u003Cp>Аконтација за службени пут исплаћује се\nдан раније, у висини која одговара трајању\nслужбеног пута и осталим\nтрошковимапутовања (трошкови превоза и\nсмештаја).\u003C\u002Fp>\n\n\u003Cp>Примљену аконтацију запослени је дужан\nда правда у року од 3 дана по повратку са\nслужбеног пута, при подношењу путног\nналога. У противном, неоправдана\nаконтација биће обустављена од следеће\nзараде запосленог на основу изјаве коју\nпотпише.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 59.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац се обавезује да запосленом\nисплати и обезбеди:\u003C\u002Fp>\n\n\u003Cp>1.Отпремнину при одласку у пензију у\nвисини од три зараде коју је запослени\nостварио у последњем месецу рада или три\nпросечне зараде код Послодавца, ако је то\nза запосленог повољније.\u003C\u002Fp>\n\n\u003Cp>2.Једнократну новчану помоћ породици за\nрођење детета у висини од 1,5 просечне\nзараде код Послодавца за претходних 6\nмесеци.\u003C\u002Fp>\n\n\u003Cp>3.Накнаду деци преминулих запослених и\nдеци преминулих запослених који су отишли\nу инвалидску пензију из радног односа у ЈМУ\nРТС, до поласка у основну школу, односно за\nвреме трајања редовног школовања и то:\u003C\u002Fp>\n\n\u003Cp>*предшколској деци, деци до завршетка\nосновне школе и ученицима средњих школа - 20%\nпросечно исплаћене зараде код Послодавца\nза претходних 6 месеци,\u003C\u002Fp>\n\n\u003Cp>*студентима виших школа и факултета - 30%\nпросечне исплаћене зараде код Послодавца\nза претходних 6 месеци.\u003C\u002Fp>\n\n\u003Cp>У прилогу VII Колективног уговора су\nдетаљније утврђени услови.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>4.Трошкове сахране породици преминулог\nзапосленог, као и преминулог члана уже\nпородице, у висини до неопорезивог износа\nпогребних услуга. Члановима уже породице\nсматрају се брачни друг, деца и родитељи\nзапосленог.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5.Колективно осигурање запослених које се\nутврђује Прилогом број IV овог Колективног\nуговора.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>6.Стварне трошкове рехабилитације\nзапосленог, настале као последица повреде\nна раду или професионалне болести, изнад\nтрошкова који падају на терет Фонда за\nздравствено осигурање.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>7.Јубиларну награду за навршених првих 10\nгодина рада у висини једне месечне зараде,\nа после сваких нових навршених 10 година\nрада, још по једна просечна зарада, с тим\nшто за навршених 35 година рада припада 3,5\nмесечне зараде, по запосленом код\nПослодавца за претходних 6 месеци.\nЈубиларним годинама сматра се непрекидни\nрадни стаж у Радио-телевизији Београд, Нови\nСад, Приштина, односно ЈП Радио-телевизији\nСрбије од 10, 20, 30 и 35 година.\u003C\u002Fp>\n\n\u003Cp>Право на јубиларну награду имају и\nзапослени који су имали неплаћено одсуство\nи мировање радног односа краће од три\nмесеца, одслужење војног рока и време\nпривременог упућивања запосленог на рад\nкод другог Послодавца.\u003C\u002Fp>\n\n\u003Cp>Јубиларна награда исплаћује се са\nконачним обрачуном зараде за месец у коме\nје запослени испунио услов за стицање тог\nправа.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.Награду поводом јубилеја (годишњице)\nРадио Београда, Телевизије Србије која се\nдодељује заслуженим појединцима за\nвишегодишњи рад, стваралаштво и допринос\nквалитету програма ЈМУ РТС, на основу\nПравилника о додели годишњих награда који\nдоноси Управни одбор ЈМУ РТС.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 60.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом исплатити,\nуколико економске могућности дозвољавају\nи:\u003C\u002Fp>\n\n\u003Cp>1.Солидарну помоћ због дуже и теже болести\nзапосленог или члана уже породице (брачни\nдруг и деца) због рехабилитације и\nинвалидности до висине на коју се не\nплаћају порези и доприноси у складу са\nЗаконом.\u003C\u002Fp>\n\n\u003Cp>2.Запосленој, због вантелесне оплодње или\nзапосленом на име вантелесне оплодње\nсупруге, једанпут се додељује помоћ, под\nусловом да не прелази 45 година живота.\u003C\u002Fp>\n\n\u003Cp>3.Солидарну помоћ запосленом због\nуништења или оштећења имовине услед\nелементарних непогода и других ванредних\nдогађаја.\u003C\u002Fp>\n\n\u003Cp>4.Трошкове набавке новогодишњих пакетића,\nдеци запослених до навршене 12 године\nстарости, у вредности до неопорезивог\nизноса који је предвиђен законом којим се\nуређује порез на доходак грађана.\u003C\u002Fp>\n\n\u003Cp>5.Солидарну помоћ у висини која се посебно\nне опорезује, у случају смрти запосленог\nили члана уже породице (брачног друга и\nдеце).\u003C\u002Fp>\n\n\u003Cp>6.Трошкове за набавку лекова, за\nзапосленог или за члана уже породице, према\nприложеном оргинал рачуну, у висини до\nнеопорезивог износа.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurancerelatives\">\u003Cp>7.Трошкове лекарске интервенције и лечење\nу иностранству или набавку посебних\nпомагала за запосленог или члана његове\nуже породице, по одлуци Управног одбора на\nпредлог Послодавца.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>8.Солидарну помоћ запосленом као и\nбрачном другу и деци преминулог\nзапосленог, који се налазе у тешком\nматеријалном положају и то:\u003C\u002Fp>\n\n\u003Cp>*1,5 просек зараде у РТС исплаћене у\nпретходном месецу, ако се даје у\nједнократном износу, у току једне\nкалендарске године или\u003C\u002Fp>\n\n\u003Cp>*0,5 просека зараде у РТС исплаћене у\nпретходном месецу, ако се даје у месечним\nратама, с тим што се може исплаћивати\nнајвише три месеца у току једне\nкалендарске године.\u003C\u002Fp>\n\n\u003Cp>9.Пригодан поклон или динарску исплату\nповодом 8. марта запосленим женама до 15%\nзараде исплаћене у претходном месецу.\u003C\u002Fp>\n\n\u003Cp>10.Једнократну солидарну помоћ пензионеру\nкоји се налази у тешком материјалном\nположају.\u003C\u002Fp>\n\n\u003Cp>11.Празнични поклон до висине\nнеопорезивог износа.\u003C\u002Fp>\n\n\u003Cp>12. Солидарну помоћ породицама запослених\nкоји су погинули у НАТО бомбардовању 1999.\nгодине.\u003C\u002Fp>\n\n\u003Cp>13.Награду поводом јубилеја ЈМУ РТС.\u003C\u002Fp>\n\n\u003Cp>14. Солидарну помоћ за ублажавање\nнеповољног материјалног положаја\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 61.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Одлуку о исплати средстава из члана 59.\nстав 1. тачка 1, 5. и 7. и члан 60. став 1. тачка4, 9,\n11, 12, 13 и 14. доноси генерални директор.\u003C\u002Fp>\n\n\u003Cp>За члан 60. став 1. тачка 13. и 14. неопходна је\nи сагласност репрезентативних синдиката.\u003C\u002Fp>\n\n\u003Cp>За све остале тачке из члана 59. и 60. Одлуку\nо исплати средстава доноси генерални\nдиректор.\u003C\u002Fp>\n\n\u003Cp>Предлог о висини средстава из става 3.\nовог члана, која се исплаћују припрема\nстручна надлежна служба, а утврђује га\nпосебна Комисија за стандард запослених\nкоју именује Управни одбор РТС-а.\u003C\u002Fp>\n\n\u003Cp>Комисија из става 4. овог члана има шест\nчланова, од којих су три представници\nПослодавца, а три представници\nрепрезентативних синдиката.\u003C\u002Fp>\n\n\u003Cp>Комисија, на основу поднете иницијативе и\nОдлуке Генералног директора доноси\nпредлог о висини новчаних средстава у року\nод 30 дана од дана доношења Одлуке.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>VII ОБРАЗОВАЊЕ ЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch4>Члан 62.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Cp>Послодавац је дужан да, у складу са\nпроменама процеса рада и техничко\nтехнолошким усавршавањем, организује\nстално стручно оспособљавање и\nусавршавање запослених, како би запослени\nмогао остваривати предвиђене резултате\nрада и очекивани квалитет.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Сваки запослени има право и обавезу да у\nтоку рада стално усавршава своје стручне и\nрадне способности, у складу са захтевима\nпослова и под условима утврђеним овим\nКолективним уговором и Правилником о\nстручном усавршавању.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленима\nобезбеди услове за образовање,\nусавршавање, стално праћење и набавку\nстручних публикација и литературе, превода\nстручне документације и друго.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 63.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ради стицања стручног образовања и\nусавршавања Послодавац може упутити\nзапосленог на:\u003C\u002Fp>\n\n\u003Cp>•школовање,\u003C\u002Fp>\n\n\u003Cp>•доквалификацију\u003C\u002Fp>\n\n\u003Cp>•преквалификацију,\u003C\u002Fp>\n\n\u003Cp>•специјализацију,\u003C\u002Fp>\n\n\u003Cp>•курсеве,\u003C\u002Fp>\n\n\u003Cp>•семинаре и саветовања.\u003C\u002Fp>\n\n\u003Cp>У случају дефицитарног стручног кадра\nПослодавац обезбеђује стручњаке путем\nстипендирања и других видова кредитирања\nредовних студената.\u003C\u002Fp>\n\n\u003Cp>У случају да запослени прекине\nобразовање, стручно оспособљавање или\nусавршавање, дужан је да Послодавцу\nнадокнади трошкове, осим ако је то учинио\nиз оправданих разлога.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 64.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>О упућивању запослених на један од облика\nстручног усавршавања (образовања) одлучује\nгенерални директор, у складу са\nПравилником о стручном усавршавању.\u003C\u002Fp>\n\n\u003Cp>Правилником из става 1. овог члана\nутврђују се критеријуми по којима се\nупућују запослени на стручно усавршавање,\nправа запослених на плаћено одсуство и на\nтрошкове школовања као и обавеза\nзапослених према Послодавцу.\u003C\u002Fp>\n\n\u003Cp>У изради предлога Правилника о стручном\nусавршавању, кога доноси генерални\nдиректор, учествују и репрезентативни\nсиндикати, предлозима и сугестијама.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VIII НАКНАДА ШТЕТЕ\u003C\u002Fh2>\n\n\u003Ch4>Члан 65.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени је одговоран за штету коју је\nна раду или у вези са радом проузроковао\nПослодавцу, намерно или крајњом непажњом.\u003C\u002Fp>\n\n\u003Cp>Постојање штете, њену висину, околности\nпод којима је настала, ко је штету\nпроузроковао и како се надокнађује,\nутврђује генерални директор или лице које\nовласти, у складу са законом и овим\nКолективним уговором.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 66.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Поступак утврђивања штете и других\nпотребних елемената покреће генерални\nдиректор решењем, најкасније у року од 30\nдана од дана сазнања о настанку штете.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 67.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Висина штете утврђује се на основу\nизвештаја Комисије коју формира генерални\nдиректор, на основу тржишне или\nкњиговодствене вредности,односно\nвештачења.\u003C\u002Fp>\n\n\u003Cp>У раду Комисије учествује и представник\nсиндиката чији је члан запослени који је\nпроузроковао штету.\u003C\u002Fp>\n\n\u003Cp>Уколико би такво утврђивање\nпроузроковало несразмерне трошкове,\nвисина се може утврдити у паушалном\nизносу.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 68.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Решењем које доноси генерални директор\nодређују се висина штете, начин и рок\nнадокнаде.\u003C\u002Fp>\n\n\u003Cp>Запослени је дужан да по пријему решења\nда писану изјаву да ли прихвата или не\nприхвата да надокнади штету најкасније у\nроку од 30 дана.\u003C\u002Fp>\n\n\u003Cp>Запослени се може споразумети са\nПослодавцем да штету надокнади у ратама.\u003C\u002Fp>\n\n\u003Cp>Рок надокнаде штете у ратама не може бити\nмањи од 6 месеци а рата може износити до 30%\nмесечне зараде запосленог који је начинио\nштету.\u003C\u002Fp>\n\n\u003Cp>Ако запослени не прихвати да надокнади\nштету, о штети одлучује надлежни суд.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 69.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Генерални директор може ослободити\nзапосленог, делимично или потпуно, од\nнакнаде штете коју је проузроковао, осим\nако је штету проузроковао намерно.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 70.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ако запослени претрпи повреду или штету\nна раду или у вези са радом, Послодавац је\nдужан да му надокнади материјалну или\nнематеријалну штету, спровођењем\nпроцедуре истоветне као у случају када\nзапослени проузрокује штету.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IX ПРЕСТАНАК РАДНОГ ОДНОСА\u003C\u002Fh2>\n\n\u003Ch4>Члан 71.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Радни однос престаје :\u003C\u002Fp>\n\n\u003Cp>•истеком рока за који је заснован;\u003C\u002Fp>\n\n\u003Cp>•када запослени наврши 65 година живота и\nнајмање 15 година стажа осигурања ако се\nПослодавац и запослени другачије не\nспоразумеју;\u003C\u002Fp>\n\n\u003Cp>•споразумом између запосленог и\nПослодавца;\u003C\u002Fp>\n\n\u003Cp>•споразумом између запосленог и\nпослодавца уз исплату стимулативне\nновчане накнаде, под условима и на начин\nкоји споразумно утврђују потписници\nКолективног уговора;\u003C\u002Fp>\n\n\u003Cp>•отказом уговора о раду од стране\nПослодавца или запосленог;\u003C\u002Fp>\n\n\u003Cp>•на захтев родитеља или старатеља\nзапосленог млађег од 18 година живота;\u003C\u002Fp>\n\n\u003Cp>•смрћу запосленог, и\u003C\u002Fp>\n\n\u003Cp>• у дргим случајевима утврђеним\nзаконом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 72.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Радни однос запосленом може да престане\nна основу писменог споразума Послодавца и\nзапосленог, у складу са Законом и одредбама\nКолективног уговора.\u003C\u002Fp>\n\n\u003Cp>Запосленом може престати радни однос\nнезависно од његове воље и воље Полодавца,\nпод условима и на начин утврђен Законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Отказ уговора о раду од стране\nзапосленог\u003C\u002Fh3>\n\n\u003Ch4>Члан 73.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право да Послодавцу откаже\nуговор о раду, у писаном облику, најмање 20\nдана пре дана које је запослени навео као\nдан престанка радног односа (отказни рок).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Отказ уговора о раду од стране\nПослодавца\u003C\u002Fh3>\n\n\u003Ch4>Члан 74.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом да откаже\nуговор о раду ако за то постоји оправдани\nразлог који се односи на радну способност\nзапосленог, његово понашање и потребе\nПослодавца за његовим радом и то:\u003C\u002Fp>\n\n\u003Cp>•ако је утврђено да запослени не\nостварује резултате рада;\u003C\u002Fp>\n\n\u003Cp>•ако је утврђено да запослени нема\nпотребна знања и способности за обављање\nпослова на којима ради;\u003C\u002Fp>\n\n\u003Cp>•ако запослени својом кривицом учини\nповреду радне обавезе или не попштује\nрадну дисциплину;\u003C\u002Fp>\n\n\u003Cp>•ако је запослени правоснажно осуђен за\nкривично дело на раду или у вези са радом;\u003C\u002Fp>\n\n\u003Cp>•ако се запослени не врати на рад код\nПослодавца у року од 15 дана од дана истека\nрока за неплаћено одсуство или мировање\nрадног односа у смислу закона;\u003C\u002Fp>\n\n\u003Cp>•ако услед технолошких, економских или\nорганизационих промена престане потреба\nза обављање одређеног посла или дође до\nсмањења обима посла;\u003C\u002Fp>\n\n\u003Cp>•ако одбије закључење анекса уговора о\nраду у складу са Законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch4>Члан 75.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Повреде радне обавезе за које Послодавац\nзапосленом, који својом кривицом учини\nповреду радне обавезе, може отказати\nуговор о раду, су:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>•несавесно или немарно извршавање\nрадних обавеза;\u003C\u002Fp>\n\n\u003Cp>•злоупотреба положаја или прекорачење\nовлашћења;\u003C\u002Fp>\n\n\u003Cp>•нецелисходно и неодговорно коришћење\nсредстава рада, поверене робе и\nдокументације;\u003C\u002Fp>\n\n\u003Cp>•некоришћење или ненаменско коришћење\nобезбеђених средстава или опреме за личну\nзаштиту на раду;\u003C\u002Fp>\n\n\u003Cp>•непридржавање односно неспровођење\nОдлука органа Послодавца, осим у случају да\nсу Одлуке незаконите;\u003C\u002Fp>\n\n\u003Cp>•непријављивање и\u002Fили прикривање\nповреда радне обавезе од стране\nнепосредног руководиоца;\u003C\u002Fp>\n\n\u003Cp>•фалсификовање финансијске\nдокументације и других докумената;\u003C\u002Fp>\n\n\u003Cp>•злоупотреба права на заштиту од\nзлостављања на раду;\u003C\u002Fp>\n\n\u003Cp>•предузимање радњи злостављања на раду\nпрема осталим запосленима, укључујући и\nподстицање и навођење других на такво\nпонашање;\u003C\u002Fp>\n\n\u003Cp>•ако се недостојно, увредљиво или на\nдруги начин непримерено понаша у\nкомуникацији са надређенима, другим\nзапосленима, клијентима и\u002Fили трећим\nлицима с којима ступа у контакт при\nобављању послова;\u003C\u002Fp>\n\n\u003Cp>•изношење нетачних информација о\nсопственој заради или о зарадама и другим\nприходима осталих запослених-неовлашћеним\nзапосленима или трећим лицима;\u003C\u002Fp>\n\n\u003Cp>•неовлашћена употреба печата или других\nслужбених ознака или других документата\nПослодавца који је запосленом поверен\nи\u002Fили до којих је дошао на раду или у вези са\nрадом или до којих је дошао на други\nначин;\u003C\u002Fp>\n\n\u003Cp>•одавање пословне тајне утврђене\nзаконом или актом Послодавца;\u003C\u002Fp>\n\n\u003Cp>•непоштовање општих и других аката,\nкодекса, процедура, политика и интерних\nаката послодавца;\u003C\u002Fp>\n\n\u003Cp>•обављање послова код другог Послодавца\nбез претходног одобрења генералног\nдиректора;\u003C\u002Fp>\n\n\u003Cp>•обављање било каквих пословних\nактивности који су конкурентни пословању\nПослодавца, без претходног одобрења\nгенералног директора;\u003C\u002Fp>\n\n\u003Cp>•давање нетачних информације о\nПослодавцу у јавности или путем средстава\nјавног информисања;\u003C\u002Fp>\n\n\u003Cp>•давање нетачних података о Послодавцу,\nтрећим лицима или државним органима;\u003C\u002Fp>\n\n\u003Cp>•давање нетачних података који су\nутицали на доношење одлука органа\nПослодавца;\u003C\u002Fp>\n\n\u003Cp>•давање нетачних или неистинитих\nподатака који су били одлучујући за\nзаснивање радног односа или који утичу на\nостваривање права из радног односа;\u003C\u002Fp>\n\n\u003Cp>•неоправдано одбијање или прекидање\nусавршавања, образовања и стручног\nоспособљавања, у случају када потребе\nпроцеса рада или увођења новог начина и\nорганизације рада код Послодавца то\nзахтевају;\u003C\u002Fp>\n\n\u003Cp>•немарно вршење или пропуштање вршења\nнадзора над радом запослених;\u003C\u002Fp>\n\n\u003Cp>•нетачно евидентирање и приказивање\nрадног времена, резултата рада, у намери да\nсе за себе или за другог запосленог оствари\nвећа зарада;\u003C\u002Fp>\n\n\u003Cp>•наплата извршених услуга мимо важећих\nценовника или испостављање нетачног\nизноса рачуна\u003C\u002Fp>\n\n\u003Cp>•неовлашћено коришћење опреме за рад\nдругих запослених или њиховог корисничког\nимена или лозинки за приступ пословним\nсистемима Послодавца;\u003C\u002Fp>\n\n\u003Cp>•злоупотреба или неовлашћено коришћење\nопреме, уређаја, електронских система и\nдруге имовине Послодавца у приватне\nсврхе;\u003C\u002Fp>\n\n\u003Cp>•слање путем електронске поште и физичко\nизношење документације Послодавца, без\nсагласности надређеног руководиоца;\u003C\u002Fp>\n\n\u003Cp>•неовлашћено коришћење личних података\nо запосленима, клијентима или трећим\nлицима;\u003C\u002Fp>\n\n\u003Cp>•извршење саобраћајног или другог\nпрекршаја управљајући службеним возилом\nпод дејством алкохола;\u003C\u002Fp>\n\n\u003Cp>•коришћење и саопштавање сазнања и\nинформација до којих је запослени на било\nкоји начин дошао у обављању послова, а које\nнису доступне трећим лицима, ради\nприбављања користи за себе или другог или\nнаношење штете другом;\u003C\u002Fp>\n\n\u003Cp>•прибављање личне и материјалне користи,\nпримање поклона и других погодности у вези\nса радом;\u003C\u002Fp>\n\n\u003Cp>•давање или примање мита;\u003C\u002Fp>\n\n\u003Cp>•присвајање ствари које су лична својина\nзапослених или посетилаца;\u003C\u002Fp>\n\n\u003Cp>•необавештавање Послодавца о\nздравственом стању услед обољевања од\nзаразне болести ( или другим околностима\nкоје могу да утичу на ширење инфекције).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 76.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом да откаже\nуговор о раду због непоштовања радне\nдисциплине прописане овим Колективним\nуговором и\u002Fили Кодексом о раду и понашању\nзапослених у ЈМУ РТС.\u003C\u002Fp>\n\n\u003Cp>Кодекс о раду и понашању запослених у ЈМУ\nРТС из става 1. овог члана усваја генерални\nдиректор уз достављање примедби и\nсугестија репрезентативних синдиката.\u003C\u002Fp>\n\n\u003Cp>Као непоштовање радне дисциплине из\nстава 1. овог члана утврђују се:\u003C\u002Fp>\n\n\u003Cp>•неоправдано одбијање обављање послова\nи извршавање налога Послодавца који су у\nскладу са Законом;\u003C\u002Fp>\n\n\u003Cp>•недостављање потврде о привременој\nспречености за рад у року од три дана од\nдана наступања привремене спречености за\nрад у смислу члана 103. Закона о раду\u003C\u002Fp>\n\n\u003Cp>•злоупотреба права на одсуство због\nпривремене спречености за рад или права на\nплаћено одсуство;\u003C\u002Fp>\n\n\u003Cp>•долазак на рад под дејством алкохола\nили других опојних средстава, односно\nупотреба алкохола или других опојних\nсредстава у току радног времена, која има\nили може да има утицај на обављање посла,\nкао и одбијање да се подвргне тесту на\nалкохол или опојно средство;\u003C\u002Fp>\n\n\u003Cp>•одбијање запосленог који ради на\nпословима са повећаним ризиком, на којима\nје као посебан услов за рад утврђена\nпосебна здравствена способност, да буде\nподвргнут оцени здравствене способности;\u003C\u002Fp>\n\n\u003Cp>•неоправдано изостајање са рада 3 радна\nдана, узастопно, или 5 дана у току године;\u003C\u002Fp>\n\n\u003Cp>•неоправдано закашњавање на посао или\nнапуштање посла пре истека радног времена,\nпет пута у току месеца;\u003C\u002Fp>\n\n\u003Cp>•недолично понашање на раду, којим се\nнарушава углед Послодавца, а нарочито\nугрожава програмски, производни или\nекономски интерес Послодавца или се крши\nпрофесионални Кодекс о раду и понашању\nзапослених;\u003C\u002Fp>\n\n\u003Cp>•одавање и преношење садржаја пошиљки и\nподнесака (интерних и екстерних) лицима\nкојима пошиљка или поднесак није упућен;\u003C\u002Fp>\n\n\u003Cp>•непријављивање промене адресе или\nпребивалишта (боравишта) и давање нетачних\nподатака у вези са остваривањем одређених\nправа из радног односа;\u003C\u002Fp>\n\n\u003Cp>•коришћење годишњег одмора или одсуства\nбез сагласности надређеног руководиоца,\nодносно без издатог решења;\u003C\u002Fp>\n\n\u003Cp>•неовлашћена послуга средствима која су\nповерена запосленом за извршавање послова,\nодносно радних задатака;\u003C\u002Fp>\n\n\u003Cp>•неовлашћено коришћење службеног\nаутомобила у приватне сврхе;\u003C\u002Fp>\n\n\u003Cp>•пријављивање повреде ван рада као да је\nна раду, ради стицања одређених права из\nрадног односа;\u003C\u002Fp>\n\n\u003Cp>•непоштовање хигијенских процедура код\nПослодавца;\u003C\u002Fp>\n\n\u003Cp>•изазивање нереда и туча;\u003C\u002Fp>\n\n\u003Cp>•ометање једног или више запослених у\nобављању послова;\u003C\u002Fp>\n\n\u003Cp>•недолично понашање према странкама -\nкорисницима услуга Послодавца;\u003C\u002Fp>\n\n\u003Cp>•ако сексуално узнемирава запослене на\nрадном месту;\u003C\u002Fp>\n\n\u003Cp>•ако не поштује Одлуке о распореду,\nпромени или расподели радног времена;\u003C\u002Fp>\n\n\u003Cp>•ако унесе оружје, оруђе или друга\nсредства којима се могу нанети озледе,\nугрозити живот и здравље осталих\nзапослених, односно нанети штета имовини\nПослодавца и личној имовини;\u003C\u002Fp>\n\n\u003Cp>•ако неоправдано изостане са семинара,\nобуке или тренинга, како интерног тако и\nекстерног.\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленог да упути на\nодговарајућу анализу у овлашћену\nздравствену установу коју сам одреди, о\nсвом трошку, ради утврђивња околности да ли\nје запослени злоупотребио право на\nболовање или ради утврђивања да ли је\nзапослени под дејством алкохола или других\nопојних средстава.\u003C\u002Fp>\n\n\u003Cp>Одбијање запосленог да се одазове на\nпозив Послодавца да изврши анализу сматра\nсе непоштовањем радне дисциплине за коју\nПослодавац може да запосленом откаже\nуговор о раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 77.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Поступак утврђивања да је запослени\nучинио повреду радне обавезе, односно да\nзапослени не поштује радну дисциплину или\nда је његово понашање такво да не може да\nнастави рад код Послодавца, покреће и води\nгенерални директор или лице које он\nовласти.\u003C\u002Fp>\n\n\u003Cp>У поступку из става 1. овог члана\nзапосленом се мора омогућити да се изјасни\nна околности које му се стављају на терет,\nпутем саслушања или дате изјаве, осим ако\nсе без оправданог разлога не одазове на\nуредно достављен позив или избегава да\nприми позив.\u003C\u002Fp>\n\n\u003Cp>У поступку из става 1. овог члана, на\nзахтев запосленог, учествује представник\nсиндиката чији је он члан.\u003C\u002Fp>\n\n\u003Cp>Ради утврђивања чињеница, у поступку из\nстава 1. овог члана по потреби се могу\nсаслушати сведоци и изводити други\nдокази.\u003C\u002Fp>\n\n\u003Cp>Поступак из става 1. овог члана је хитан.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 78.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленог, у\nписаном облику, упозори на повреду радне\nобавезе или непоштовање радне дисциплине,\nу складу са Законом.\u003C\u002Fp>\n\n\u003Cp>Запослени уз изјашњење може да достави и\nмишљење синдиката, које је Послодавац\nдужан да размотри.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 79.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може за повреде радне обавезе\nили непоштовање радне дисциплине да,\nуместо отказа уговора о раду запосленом,\nако сматра да постоје олакшавајуће\nоколности или да повреда радне обавезе,\nодносно непоштовање радне дисциплине није\nтакве природе да запосленом треба да\nпрестане радни однос, изрекне једну од\nследећих мера:\u003C\u002Fp>\n\n\u003Cp>1.привремено удаљење са рада без накнаде\nзараде, у трајању од једног до 15 радних\nдана;\u003C\u002Fp>\n\n\u003Cp>2.новчану казну у висини до 20% основне\nзраде запосленог за месец у коме је новчана\nказна изречена, у трајању до три месеца,\nкоја се извршава обуставом од зараде, на\nоснову решења Послодавца о изреченој\nмери;\u003C\u002Fp>\n\n\u003Cp>3.опомену са најавом отказа у којој се\nнаводи да ће Послодавац запосленом\nотказати уговор о раду без поновног\nупозорења, ако у наредном року од шест\nмесеци учини исту повреду радне обавезе\nили непоштовање радне дисциплине.\u003C\u002Fp>\n\n\u003Cp>Мере из претходног става Послодавац\nутврђује решењем у писаном облику, које\nсадржи образложење и поуку о правном\nлеку.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 80.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ако у периоду од најмање три месеца\nузастопно запослени не остварује\nпредвиђене резултате рада, или не покаже\nпотребна знања и способности за обављање\nпослова на којима ради, Послодавац може да\nзапосленом откаже уговор о раду или\nизрекне неку од мера из члана 74. овог\nКолективног уговора, ако му је претходно\nдоставио писано обавештење у вези са\nнедостацима у његовом раду, а које обавезно\nсадржи упутства и рок од 60 радних дана да\nпобољша рад, а запослени то не учини у\nоставњеном року.\u003C\u002Fp>\n\n\u003Cp>У случају да запослени не побољша рад у\nроку из става 1. овог члана непосредни\nруководилац запосленог, који је пратио рад\nзапосленог након достављеног писаног\nобавештења и образложио у чему се састоје и\nдаље недостаци у раду запосленог предлаже\nгенералном директору да покрене поступак\nза утврђивање или проверу знања и\nспособности, односно, утврђивање резултата\nрада тог запосленог.\u003C\u002Fp>\n\n\u003Cp>Предлог којим се иницира покретање\nпоступка из става 1. овог члана даје се у\nписаној форми и садржи разлоге због којих\nсе покретање поступка предлаже.\u003C\u002Fp>\n\n\u003Cp>По пријему предлога из става 1. овог члана,\nгенерални директор образује посебну\nкомисију за проверу знања и способности, то\nјест за утврђивање резултата рада\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Комисија из става 3. овог члана састоји се\nод два члана и председника који морају\nимати најмање исти степен стручне спреме и\nзанимања која се тражи за послове које\nзапослени обавља.\u003C\u002Fp>\n\n\u003Cp>Комисија из става 3. овог члана образује\nсе за сваки случај посебно и дужна је да\nотпочне рад у року од 3 дана од дана\nдостављања решења о образовању и да га\nоконча у року од 30 дана.\u003C\u002Fp>\n\n\u003Cp>Комисија утврђује чињенично стање на\nједан од следећих начина:\u003C\u002Fp>\n\n\u003Cp>1.увидом у радну документацију запосленог\n(радни налози, планови рада, радне листе и\nсл.),\u003C\u002Fp>\n\n\u003Cp>2.непосредним увидом у рад запосленог,\u003C\u002Fp>\n\n\u003Cp>3.писаним образложењем непосредног\nруководиоца запосленог,\u003C\u002Fp>\n\n\u003Cp>4.узимањем изјава од запосленог,\nнепосредног руководиоца запосленог и од\nдругих запослених који су имали увид у рад\nзапосленог,\u003C\u002Fp>\n\n\u003Cp>5.тестирањем запосленог из делокруга\nпослова које обавља (писмено или\nпрактично).\u003C\u002Fp>\n\n\u003Cp>Комисија доноси оцену, односно одлуку\nвећином гласова од укупног броја чланова и\nдоставља је генералном директору.\u003C\u002Fp>\n\n\u003Cp>Запослени има право да се изјасни на\nзаписник и на дату оцену о знању и\nспособности, или на резултате рада од\nстране Комисије.\u003C\u002Fp>\n\n\u003Cp>По поднетом извештају Комисије,\nгенерални директор доноси коначну\nодлуку.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Вишак запослених\u003C\u002Fh3>\n\n\u003Ch4>Члан 81.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уколико наступе околности због\nтехнолошких, економских или\nорганизационих промена које имају за\nпоследицу вишак запослених, Управни одбор\nЈавне медијске установе \"Радио-телевизија\nСрбије\" дужан је да у складу са Законом,\nСтатутом и Стратегијом рада и развоја РТС,\nдонесе Програм решавања вишка запослених\n(у даљем тексту: Програм.)\u003C\u002Fp>\n\n\u003Cp>Предлог Програма утврђује генерални\nдиректор, по претходно прибављеном мишљењу\nрепрезентативних синдиката.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да узме у обзир\nмишљење и предлоге синдиката и да их\nобавести о свом ставу у року који не може\nбити дужи од 8 дана.\u003C\u002Fp>\n\n\u003Cp>Уколико Послодавац не достави предлог\nПрограма на мишљење синдикатима, односно\nако у утврђеном року о свом ставу не\nобавести синдикате, сва појединачна акта о\nутврђивању вишка запослених су ништавна,\nодносно запосленима не може престати радни\nоднос.\u003C\u002Fp>\n\n\u003Cp>Уколико синдикати не доставе своје\nмингљење у року од 15 дана, сматраће се да су\nсагласни са предложеним Програмом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 82.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Предлог Програма мора да садржи: процењен\nброј запослених који би могли бити\nпроглашени технолошким вишком, послове тих\nзапослених, разлоге престанка потребе за\nњиховим радом; укупан број запослених код\nПослодавца, квалификациону структуру,\nгодине старости, стаж осигурања и послове\nкоје обављају, критеријуме за утврђивање\nвишка, мере којима се стварају услови за\nњихово запошљавање и рок у коме ће се дати\nотказ, као и средства за решавање\nсоцијално-економског положаја вишка\nзапослених и друге информације значајне за\nдоношење Програма.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 83.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Мере, односно начин решавања вишка\nзапослених су:\u003C\u002Fp>\n\n\u003Cp>•премештај на друге послове у оквиру\nодговарајуће врсте и степена стручне\nспреме, односно образовања;\u003C\u002Fp>\n\n\u003Cp>•рад код другог Послодавца у оквиру\nодговарајуће врсте и степена стручне\nспреме, односно образовања до максималне\nудаљености до 50 км од места пребивалишта\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>•преквалификација или доквалификација\nзапослених;\u003C\u002Fp>\n\n\u003Cp>•непуно радно време, али не краће од\nполовине пуног радног времена;\u003C\u002Fp>\n\n\u003Cp>•исплата отпремнине.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запослене\nблаговремено и потпуно обавештава о свим\nактивностима везаним за утврђивање\nвишкова запослених и да их упозна са\nмогућностима решавања њиховог радно -\nправног статуса.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 84.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Одређивање запослених за чијим је радом\nпрестала потреба врши Управни одбор\nПослодавца применом критеријума утврђених\nовим Колективним уговором, у чијем су\nдоношењу равноправно учествовали\nрепрезентативни синдикати.\u003C\u002Fp>\n\n\u003Cp>Критеријуми се примењују по редоследу\nутврђеном овим Колективним уговором и\nпосебним Споразумом који закључују\nпотписници овог Колективног уговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 85.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Основни критеријум је: резултат рада,\nодносно успешност у послу.\u003C\u002Fp>\n\n\u003Cp>Резултат рада се утврђује на основу\nобразложене оцене непосредног и\nовлашћеног руководиоца, засноване на\nелементима: квалитета обављеног посла,\nсамосталности у раду и иновације, односа\nпрема раду, радним задацима и средствима\nрада, као и дужини неплаћених одсустава, а\nвезано за извршавање послова радног места,\nплана рада и других показатеља.\u003C\u002Fp>\n\n\u003Cp>Резултати рада из става 2. овог члана,\nутврђују се за период од најмање годину\nдана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 86.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ако запослени остварују једнаке\nрезултате рада, примењује се допунски\nкритеријум - имовно стање запосленог.\u003C\u002Fp>\n\n\u003Cp>Имовно стање запосленог се утврђује на\nоснову:\u003C\u002Fp>\n\n\u003Cp>1.оствареног прихода по члану заједничког\nпородичног домаћинства по основу зараде,\nдругих примања и прихода од имовине у\nпоследњој календарској години,\u003C\u002Fp>\n\n\u003Cp>2.тржишне вредности непокретности које у\nсвојини има запослени или члан његовог\nзаједничког породичног домаћинства.\u003C\u002Fp>\n\n\u003Cp>Приход и тржишна вредност непокретности,\nу смислу става 2. овог члана, утврђује се на\nоснову документације, односно исправа\nнадлежног органа.\u003C\u002Fp>\n\n\u003Cp>Имовно стање запосленог утврђује\nнадлежни орган Послодавца.\u003C\u002Fp>\n\n\u003Cp>Предност има запослени са слабијим\nимовним стањем.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 87.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ако запослени остварују једнаке\nрезултате рада и имају једнако имовно\nстање, примењују се следећи кретеријуми:\u003C\u002Fp>\n\n\u003Cp>1.број чланова породице који остварују\nзараду, при чему предност има запослени са\nмањим бројем чланова породице који\nостварују зараду;\u003C\u002Fp>\n\n\u003Cp>2.дужина радног стажа, при чему предност\nима запослени са дужим радним стажом;\u003C\u002Fp>\n\n\u003Cp>3.здравствено стање запосленог и чланова\nњегове уже породице, при чему предност има\nзапослени, ако он или члан његове уже\nпородице болује од тежег обољења, према\nналазу надлежног здравственог органа;\u003C\u002Fp>\n\n\u003Cp>4.број деце на школовању, при чему\nпредност има запослени који има више деце\nна школовању.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 88.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац не може донети одлуку о\nпрестанку радног односа по основу вишка,\nбез његове сагласности:\u003C\u002Fp>\n\n\u003Cp>•инвалиду рада који је инвалидност\nстекао радом код тог Послодавца,\u003C\u002Fp>\n\n\u003Cp>•самохраном родитељу са једним, двоје\nили више деце док су на редовном школовању\nили дететом које има тежи степен\nпсихофизичке ометености,\u003C\u002Fp>\n\n\u003Cp>•једном од супружника у случају да су оба\nзапослена код Послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch4>Члан 89.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да пре отказа уговора\nо раду, запосленом за чијим је радом\nпрестала потреба, а коме није пружена\nмогућност за ново запошљавање из члана 83.\nисплати отпремнину.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Послодавац не може запосленог, ни\nпојединачно ни у оквиру Програма вишка\nзапослених, прогласити технолошким вишком\nдок са репрезентативним синдикатима,\nпосебним Споразумом, не уговори висину\nотпремнине.\u003C\u002Fp>\n\n\u003Cp>Споразумом из претходног става овог\nчлана закључује се најмање 15 дана пре\nусвајања Програма.\u003C\u002Fp>\n\n\u003Cp>У случају да се не постигне Споразум из\nстава 2. и 3. овог члана, висина отпремнине\nисплатиће се у складу са Законом, али не\nниже од отпремнине исплаћене приликом\nпоследњег програма решавања вишка\nзапослених.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch4>Члан 90.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени коме Послодавац после исплате\nотпремнине из претходног члана, откаже\nуговор о раду, због престанка потребе за\nњеговим радом, остварује право на новчану\nнакнаду и право на пензијско и инвалидско\nосигурање и здравствену заштиту, у складу\nса прописима о запошљавању.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 91.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уколико Послодавац откаже уговор о раду\nзапосленом у случају технолошких,\nекономских или организационих промена, не\nможе да на истим пословима запосли друго\nлице у року од 3 месеца од дана престанка\nрадног односа.\u003C\u002Fp>\n\n\u003Cp>Ако пре истека рока из става 1. овог члана\nнастане потреба за обављањем истих\nпослова, предност за закључивање уговора о\nраду има запослени коме је престао радни\nоднос.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 92.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Отпремнина се исплаћује одједном - у\nцелости и то са даном отказивања уговора о\nраду.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом који је\nпроглашен вишком омогући коришћење\nгодишњег одмора у целини, односно\nсразмерно времену проведеном на раду, пре\nотказивања уговора о раду, или да му\nисплати накнаду штете за неискоришћени\nгодишњи одмор.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 92.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Пре усвајања коначне листе запослених за\nчијим радом је престала потреба, формира се\nзаједничка комисија потписника овог\nКолективног уговора која разматра жалбе\nзапослених и доставља мишљење\nПослодавцу.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XП РАВА И ДУЖНОСТИ У ШТРАЈКУ\u003C\u002Fh2>\n\n\u003Ch4>Члан 94.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уколико синдикат оцени да се не остварују\nправа запослених утврђена законом и овим\nКолективним уговором захтеваће преговоре\nса генералним директором или Управним\nодбором ради остваривања права\nзапослених.\u003C\u002Fp>\n\n\u003Cp>Уколико се о спорним питањима не постигне\nспоразум, може се организовати прекид рада\nради заштите радних, професионалних,\nекономских, социјалних и културних\nинтереса запослених.\u003C\u002Fp>\n\n\u003Cp>Прекид рада се организује под условима и\nна начин прописаним Законом о штрајку.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 95.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>У условима када је донета одлука о\nступању у штрајк, код Послодавца се због\nобезбеђивања минимума процеса рада мора\nобезбедити:\u003C\u002Fp>\n\n\u003Cp>1.обављање послова физичког обезбеђења и\nпротивпожарне заштите;\u003C\u002Fp>\n\n\u003Cp>2.обављање послова у мастеру, режијама\nпрограма и на везама;\u003C\u002Fp>\n\n\u003Cp>3.обављање послова у студијима,\nстудијским режијама као и на локацијама\nгде се снима програм;\u003C\u002Fp>\n\n\u003Cp>4.дежурство у ДЕСК-у телевизије, радија,\nпортала РТС и осталих платформи;\u003C\u002Fp>\n\n\u003Cp>5.обављање послова обрачуна и исплате\nзарада и послова платног промета;\u003C\u002Fp>\n\n\u003Cp>6.дежурство у службама за оджавање:\nтехнике, обаваљање послова везаних за\nнормалан рад ИКТ (1СТ) - Информационо\nкомуникационог система РТС-а (несметани\nрад рачунарске мреже, Интернета,\nелектронске поште, 1Р телефоније), зграда и\nхигијене;\u003C\u002Fp>\n\n\u003Cp>7.дежурство у погонима гараже;\u003C\u002Fp>\n\n\u003Cp>8.дежурство у архивама телевизије и\nрадија;\u003C\u002Fp>\n\n\u003Cp>9.дежурство у ресторанима друштвене\nисхране.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 96.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Начин обављања послова и број запослених\nиз претходног члана који обављају те\nпослове утврђују се споразумом о минимуму\nпроцеса рада између генералног директора и\nодбора репрезентативних синдиката.\u003C\u002Fp>\n\n\u003Cp>Споразум о минимуму процеса из става 1.\nовог члана, учесници овог Колективног\nуговора закључиће у року од 60 дана од дана\nступања на снагу овог Колективног уговора.\nГенерални директор утврђује списак\nрадника за обављање послова из става 1. овог\nчлана.\u003C\u002Fp>\n\n\u003Cp>Члан штрајкачког одбора може се уврстити\nу наведени списак само уз сагласност\nштрајкачког одбора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XI УСЛОВИ ЗА РАД СИНДИКАТА\u003C\u002Fh2>\n\n\u003Ch4>Члан 97.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Односи између репрезентативних\nсиндикалних организација и Послодавца\nуспостављаће се и решавати преговарањем и\nусклађивањем заједничких и посебних\nинтереса, уз потпуно уважавање аргумената,\nреалних односа, услова и могућности, на\nпринципима равноправности и партнерства.\u003C\u002Fp>\n\n\u003Cp>Одбори репрезентативних синдикалних\nорганизација и Послодавац одредиће по два\nстална представника у Одбору за социјални\nдијалог.\u003C\u002Fp>\n\n\u003Cp>Одбор за социјални дијалог, поред\nосталог, обавезан је да квартално разматра\nактуелна питања везана за пословање\nПослодавца, материјални и социјални\nположај запослених, међусобне односе\nодбора репрезентативних синдиката и\nПослодавца и о томе редовно обавештава\nоргане које представља.\u003C\u002Fp>\n\n\u003Cp>Узајамна је обавеза редовног, потпуног и\nблаговременог међусобног информисања.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 98.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да одборе\nрепрезентативних синдикалних\nорганизација, у писаној форми, квартално,\nодносно у дужим роковима ако није било\nпромена, а најмање једном годишње ако су\nконкретне информације део извештаја који\nсе по закону подносе годишње, обавештава\nо:\u003C\u002Fp>\n\n\u003Cp>1.пословању Послодавца, развојним\nплановима и њиховом утицају на економски и\nсоцијални положај запослених;\u003C\u002Fp>\n\n\u003Cp>2.кретању и променама зарада по\nзанимањима и њиховом учешћу у трошковима\nпословања, укупан број запослених и\nкоефицијената, број коефицијената по\nзанимањима;\u003C\u002Fp>\n\n\u003Cp>3.заштити и безбедности на раду и мерама\nза побољшавање услова рад;\u003C\u002Fp>\n\n\u003Cp>4.расподели добити;\u003C\u002Fp>\n\n\u003Cp>5.статуснимпроменама идругимпроменама\nкод Послодавца;\u003C\u002Fp>\n\n\u003Cp>6.припремама за утврђивање вишка\nзапослених и садржајем програма;\u003C\u002Fp>\n\n\u003Cp>7.питањима која се односе на права\nзапослених;\u003C\u002Fp>\n\n\u003Cp>8.иницијативи и предлогу промена Статута\nПослодавца и других аката.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да о питањима о\nкојима је дужан да информише запослене,\nодборе репрезентативних синдикалних\nорганизација информише најмање 3 дана пре\nобавештавања запослених.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 99.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да:\u003C\u002Fp>\n\n\u003Cp>1.благовремено размотри мишљења, захтеве\nи предлоге репрезентативних организација\nсиндиката пре доношења одлука од значаја\nза материјални, економски и социјални\nположај запослених и да обавести одборе, у\nписаној форми, о разлозима неприхватања\nдатих мишљења, захтева и предлога;\u003C\u002Fp>\n\n\u003Cp>2.омогући учешће представника одбора\nрепрезентативних организација синдиката\nна седницама органа Послодавца, на којима\nсе разматрају њихова мишљења, захтеви и\nпредлози и одлучује о појединим правима\nзапослених;\u003C\u002Fp>\n\n\u003Cp>3.омогући учешће одборима\nрепрезентативних организација синдиката\nпри утврђивању предлога аката којима се\nуређују права, обавезе и одговорности код\nПослодавца;\u003C\u002Fp>\n\n\u003Cp>4.омогући обављање других права и\nдужности која одборима репрезентативних\nорганизација синдиката припадају по\nЗакону, овом Колективном уговору, Статуту и\nдругим актима Послодавца и статутима\nрепрезентативних организација\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 100.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Одбори репрезентативних организација\nсиндиката обавезни су да размотре све\nпредлоге, сугестије, захтеве и мишљења које\nдостављају органи Послодавца и обавесте их\nо ставовима и разлозима евентуалног\nнеприхватања.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 101.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>У поступку преговарања ради закључивања\nовог Колективног уговора и разматрању\nдругих питања од значаја за материјални,\nекономски и социјални положај запослених,\nрепрезентативни синдикати сарађују и са\nорганизацијама синдиката у Јавној\nмедијској установи \"Радио-телевизија\nСрбије\", које не испуњавају услове\nрепрезентативности.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 102.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да синдикатима, без\nнакнаде трошкова, обезбеди:\u003C\u002Fp>\n\n\u003Cp>1.простор за одржавање састанака у оквиру\nпословног простора Послодавца;\u003C\u002Fp>\n\n\u003Cp>2.коришћење огласних табли ради истицања\nобавештења и информација;\u003C\u002Fp>\n\n\u003Cp>3.обрачун и наплату чланарине из зараде\nкоја се остварује по основу рада као и\nосталих средстава према програму\nсиндиката и уплату тих средстава на рачун\nсиндиката;\u003C\u002Fp>\n\n\u003Cp>4.административно техничке услове за рад\n(коришћење телефона, апарата за копирање и\nуможавање) ради обављања послова за\nосновну синдикалну активност, с тим да се\nне угрожава основна делатност Послодавц\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 103.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да репрезентативним\nсиндикатима без накнаде трошкова\nобезбеди:\u003C\u002Fp>\n\n\u003Cp>1.простор за рад и одржавање састанака у\nоквиру пословног простора Послодавца, а\nуколико је то могуће у згради у којој је\nседиште генералног директора;\u003C\u002Fp>\n\n\u003Cp>2.административно-техничке услове за рад,\nкоришћење фиксних и набавку\nмобилнихтелефона (у складу са\nмогућностима), компјутера, интернета,\nапарата за копирање и умножавање, ради\nобављања послова за основну синдикалну\nактивност;\u003C\u002Fp>\n\n\u003Cp>3.коришћење сале за састанке;\u003C\u002Fp>\n\n\u003Cp>4.огласне табле, односно други простор\nради истицања обавештења и информација;\u003C\u002Fp>\n\n\u003Cp>5.обрачун и наплату чланарине из зараде\nкоја се остварује по основу рада као и\nосталих средстава према програму\nсиндиката и уплату тих средстава на рачун\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 104.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Генерални директор, други органи и\nстручни радници Послодавца дужни су да у\nоквиру својих овлашћења пруже сву потребну\nпомоћ, а нарочито стручну, при обради\nпојединих питања, а по захтеву одбора\nрепрезентативних синдикалних\nорганизација.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch4>Члан 105.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Председник и секретар, односно два прва\nносиоца функција репрезентативног\nсиндиката, могу да одсуствују са својих\nредовних послова због синдикалних\nактивности по 48 часова месечно.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Председник и секретар синдиката који не\nиспуњава услов репрезентативности, али у\nкоји је учлањено најмање 10% запослених,\nмогу одсуствовати са посла због\nсиндикалних активности по 24 часа месечно.\u003C\u002Fp>\n\n\u003Cp>Синдикати су дужни да о расподели времена\nиз става 1. и 2. овог члана обавесте\nгенералног директора најкасније до 25-ог у\nмесецу за наредни месец.\u003C\u002Fp>\n\n\u003Cp>Чланови Главног, Извршног одбора и Одбора\nповереника репрезентативног синдиката\nимају право да одсуствују са својих\nредовних послова, због синдикалних\nактивности до 16 часова месечно, с тим да\nукупно за сва лица из овог става\nодсуствовање не може бити више од 240 часова\nмесечно.\u003C\u002Fp>\n\n\u003Cp>Чланови Одбора и повереници синдиката\nкоји не испуњавају услове\nрепрезентативнисти, али у које је учлањено\nнајмање 10% запослених, могу због\nсиндикалних активности да одсуствују са\nпосла до 8 часова месечно, с тим да укупно за\nсва лица из овог става одсуствовање не може\nда буде више од 160 часова месечно.\u003C\u002Fp>\n\n\u003Cp>Распоред коришћења часова потребних за\nсиндикалне активности утврђује председник\nсиндиката и доставља га непосредном\nруководиоцу, а евиденцију одсуствовања са\nпосла непосредни руководилац\nорганизационог облика где своје послове\nобавља члан одбора, односно повереник.\u003C\u002Fp>\n\n\u003Cp>Повереници синдиката обавезни су да\nсвоје синдикалне обавезе и изостанак са\nпосла најаве непосредном руководиоцу 5\nрадних дана раније.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 106.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Председници синдикалних организација,\nчланови органа синдикалних организација,\nпредседници подружница и повереници за\nвреме обављања функције и 6 месеци по\nпрестанку функције, ако поступају по\nЗакону и Колективном уговору, не могу се\nраспоредити на друге послове ако је то за\nњих неповољније, не може им се отказати\nуговор о раду као вишку запослених, нити се\nна други начин могу ставити у неповољнији\nположај.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XII РЕШАВАЊЕ СПОРОВА У ПОСТУПКУ ПРИМЕНЕ\u003C\u002Fh2>\n\n\u003Ch3>ОВОГ КОЛЕКТИВНОГ УГОВОРА\u003C\u002Fh3>\n\n\u003Ch4>Члан 107.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Одбор за праћење, примене и тумачења\nКолективног уговора ЈМУ РТС (у даљем\nтексту: Одбор ) именоваће потписници у року\nод 7 дана од дана потписивања.\u003C\u002Fp>\n\n\u003Cp>Чланове Одбора именују репрезентативни\nсиндикати (по једног члана), Послодавац\nименује три, а председника, као седмог\nчлана, именују споразумно.\u003C\u002Fp>\n\n\u003Cp>По пријави запосленог да је учињена\nповреда одредбе Колективног уговора, Одбор\nје дужан да у року од седам дана размотри\nпријаву и да да тумачење, које обавезује\nпотписнике Колективног уговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 108.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Спорове који настану у поступку примене и\nтумачења Колективног уговора решава\nОдбор.\u003C\u002Fp>\n\n\u003Cp>За решавање спорова између потписника\nкоје Одбор није могао да реши оснива се\nАрбитража.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 109.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Арбитража се састоји од 7 чланова, од\nкојих по три именују потписници\nКолективног уговора, а једног арбитра\nодређују споразумно из категорије\nнепристрасних стручњака за област која је\nпредмет спора.\u003C\u002Fp>\n\n\u003Cp>Одлука Арбитраже је обавезујућа и\nзамењује спорне одредбе овог Колективног\nуговора и постаје његов саставни део.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XIII ИЗМЕНЕ И ДОПУНЕ КОЛЕКТИВНОГ УГОВОРА\u003C\u002Fh2>\n\n\u003Ch4>Члан 110.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Измене и допуне Колективног уговора и\nПрилога врше се по поступку по коме је\nКолективни уговор закључен.\u003C\u002Fp>\n\n\u003Cp>Поступак за измене и допуне може да\nпокрене свака уговорна страна.\u003C\u002Fp>\n\n\u003Cp>Предлог за измену и допуну мора бити у\nписаном облику и са образложењем. Супротна\nстрана је дужна да се определи \"ЗА\" или\n\"ПРОТИВ\" предлога у року од 15 дана од дана\nпријема.\u003C\u002Fp>\n\n\u003Cp>Ако супротна страна не прихвати предлог\nиз претходног става, започиње поступак\nпреговарања, који се мора завршити у року\nод 30 дана.\u003C\u002Fp>\n\n\u003Cp>Након сваке измене и допуне овог\nКолективног уговора сачињава се\nпречишћени текст КУ.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Ch2>XIV ПРЕЛАЗНЕ И ЗАВРШНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch4>Члан 111.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Колективни уговор закључује се на период\nод три године.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>У том периоду, ниједан од учесника\nКолективног уговора не може једнострано\nотказати Колективни уговор у целини или у\nпојединим одредбама, сем у случају\nнемогућности реализације појединих\nодредаба.\u003C\u002Fp>\n\n\u003Cp>Потписници Колективног уговора\nспоразумно утврђују случај немогућности\nреализације појединих одредаба у року од 10\nдана од дана када је један од учесника дао\nиницијативу за то.\u003C\u002Fp>\n\n\u003Cp>Уколико се у року из става 3. овог члана не\nпостигне споразум, потписници Колективног\nуговора су обавезни да спорна питања реше\nпокретањем поступка за мирно решавање\nколективног радног спора, сагласно Закону\nо мирном решавању радних спорова.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 112.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ако на дан ступања на снагу Колективног\nуговора није коначно одлучено о правима,\nобавезама и одговорностима запосленог\n(поступак у току), на њега се примењују\nодредбе овог Колективног уговора, ако је то\nза запосленог повољније.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 113.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>У случају да је неко право из радног\nодноса различито уређено правилницима и\nдругим актима које доноси Послодавац,\nпримењује се за запосленог најповољније\nправо.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 114.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац ће у року до 90 дана од дана\nпотписивања Колективног уговора ЈМУ РТС\nзакључити анексе уговора о раду или\nуговоре о раду са запосленима (пречишћен\nтекст).\u003C\u002Fp>\n\n\u003Cp>Генерални директор ће, у року до 60 дана\nнакон сваке измене Прилога број II -\nКоефицијенти послова, закључити анексе\nуговора о раду са запосленима, у складу са\nКолективним уговором ЈМУ РТС.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 115.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је у обавези да у року од 6\nмесеци од дана закључивања овог\nКолективног уговора, донесе све акте\nпредвиђене Статутом и одредбама Закона о\nјавним медијским сервисима, уз пуно учешће\nрепрезентативних синдиката.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да на сајту РТС\nобјави овај Колективни уговор и сва акта из\nстава 1. овог члана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 116.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Анекс Колективног уговора може се\nзакључити и ради промене појединих решења\nили уређивања питања која нису уређена\nосновним текстом овог Колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 117.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Саставни део овог Колективног уговора су\nГ1РИЈ103И I, II, III IV, У,У1 и VII\u003C\u002Fp>\n\n\u003Cp>Прилог I - Радно време\u003C\u002Fp>\n\n\u003Cp>Прилог II - Коефицијенти послова\u003C\u002Fp>\n\n\u003Cp>Прилог III - Основна зарада за\nнајједноставнији рад\u003C\u002Fp>\n\n\u003Cp>Прилог IV - Осигурање запослених\u003C\u002Fp>\n\n\u003Cp>Прилог V - Исплате дневница за службено\nпутовање у иностранство Прилог VI-\nБезбедност и здравље на раду Прилог VII -\nНакнада трошкова\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 118.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Колективни уговор састављен је у 10\nистоветних примерака, од којих по 2\nзадржава сваки потписник Колективног\nуговора, а остали се налазе у Архиви\nПослодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 119.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ступањем на снагу овог Колективног\nуговора престаје да важи Колективни уговор\nкод Послодавца за ЈМУ \"Радио-телевизија\nСрбије\", бр.184 од 23.03.2018. године са анексима и\nприлозима. \u003C\u002Fp>\n\n\u003Cp>Колективни уговор објављује се на\nогласној табли Послодавца и порталу ЈМУ\nРТС.\u003C\u002Fp>\n\n\u003Cp>Колективни уговор ступа на снагу осмог\nдана од дана објављивања на огласној табли\nПослодавца и порталу ЈМУ РТС.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>У Београду, 13.04.2021. године\u003C\u002Fp>\n\n\n",{"cbadate_end":44,"CBA_MEMTRAD4_1":48,"JOBTITLE_trigger":52,"jobclassifaction1":56,"jobclassifaction1_txt":60,"TRAINING_trigger":64,"trainingprogrammes":68,"trainingprogrammes_newtech":72,"apprenticeships":76,"SOCSEC_trigger":80,"disabilityfund":84,"unemploymentfund":88,"contracttrial":91,"contractseverancepay":95,"disabilitypay":99,"healthinsurancerelatives":101,"healthinsurance":105,"healthandsafetypolicy":109,"funeralpay":113,"WORKFAM_trigger":117,"paidmaternityleave":121,"paidmaternityleavepay":125,"paidmaternityleavepayperc":127,"pregnancy":129,"breastfeeding_dangerouswork":131,"childcare":133,"childcareleave":137,"deathrelativesleave":140,"marriageleave":144,"paidpaternityleave":148,"paidpaternityleaveduration":152,"paidpaternityleavepay":154,"paidpaternityleavepayperc":158,"GENEQ_trigger":160,"hourspweek":164,"dayspweek":168,"hourspday":172,"holidaysdays":174,"schedulesrestpw":178,"TRADEUNLEAV_trigger":182,"WAGES_trigger":186,"eqpay":190,"PAYSCALES_trigger":194,"NOCTPREM_trigger":198,"OVERTIME_trigger":202,"overtimeallowanceperc1_general":206,"HARDSHIP_trigger":208,"SUNDAY_trigger":212,"COMMUTE_trigger":216,"SENIOR_trigger":220,"MEALALL_trigger":224},{"bindId":45,"name":46,"text":47},"cbadate_end","XIV ПРЕЛАЗНЕ И ЗАВРШНЕ ОДРЕДБЕ Члан 111.","XIV ПРЕЛАЗНЕ И ЗАВРШНЕ ОДРЕДБЕ\n\nЧлан 111.\n\n\n\nКолективни уговор закључује се на период\nод три године.",{"bindId":49,"name":50,"text":51},"CBA_MEMTRAD4_1","На основу чланова 240. до 267. Закона о ","На основу чланова 240. до 267. Закона о раду\n(„Службени гласник РС\" бр. 24\u002F2005, 61\u002F2005, 54\u002F2009,\n32\u002F2013 и 75\u002F2014, 13\u002F2017 - одлука УСи 113\u002F2017) у даљем\nтексту: Закон, Јавна медијска установа\n„Радио-телевизија Србије\", која обавља\nделатност од општег интереса, са седиштем у\nБеограду. Таковска 10, коју заступа\nгенерални директор и репрезентативни\nсиндикати Самостална синдикална\nорганизација Радио-телевизије Србије,\nСиндикат РТС-а „Независност\" и Независни\nструковни синдикат РТВ и филмских радника\nСрбије, које представљају председници\nорганизација, закључују",{"bindId":53,"name":54,"text":55},"JOBTITLE_trigger","Члан 9. Лице са којим се заснује радни о","Члан 9.\n\n\n\nЛице са којим се заснује радни однос за\nобављање одређених послова мора да\nиспуњава услове предвиђене Правилником о\nорганизацији и систематизацији послова у\nЈМУ РТС (у даљем тексту: Правилник).\n\nУ изради предлога Правилника учествује\nкомисија састављена од представника\nПослодавца, уз прибављено мишљење\nрепрезентативних синдиката, потписника\nовог Колективног уговора.\n\nПравилник доноси генерални директор, а\nсагласност даје Управни одбор.\n\nПослодавац се обавезује да\nрепрезентативним синдикатима достави\nПравилник у року од 7 дана од дана\nдоношења.\n\nПравилником из става 1. овог члана\nутврђују се организациони делови код\nПослодавца, назив и опис послова, врста и\nзахтевани степен стручне спреме, односно\nобразовања, број извршилаца и други\nпосебни услови за рад на тим пословима.\n\nЗа рад на одређеним пословима, изузетно,\nмогу да се утврде највише два узастопна\nстепена стручне спреме, односно образовања\nу складу са законом.",{"bindId":57,"name":58,"text":59},"jobclassifaction1","Правилником из става 1. овог члана утврђ","Правилником из става 1. овог члана\nутврђују се организациони делови код\nПослодавца, назив и опис послова, врста и\nзахтевани степен стручне спреме, односно\nобразовања, број извршилаца и други\nпосебни услови за рад на тим пословима.",{"bindId":61,"name":62,"text":63},"jobclassifaction1_txt","Лице са којим се заснује радни однос за ","Лице са којим се заснује радни однос за\nобављање одређених послова мора да\nиспуњава услове предвиђене Правилником о\nорганизацији и систематизацији послова у\nЈМУ РТС (у даљем тексту: Правилник).",{"bindId":65,"name":66,"text":67},"TRAINING_trigger","VII ОБРАЗОВАЊЕ ЗАПОСЛЕНИХ Члан 62. Посло","VII ОБРАЗОВАЊЕ ЗАПОСЛЕНИХ\n\nЧлан 62.\n\n\n\nПослодавац је дужан да, у складу са\nпроменама процеса рада и техничко\nтехнолошким усавршавањем, организује\nстално стручно оспособљавање и\nусавршавање запослених, како би запослени\nмогао остваривати предвиђене резултате\nрада и очекивани квалитет.\n\nСваки запослени има право и обавезу да у\nтоку рада стално усавршава своје стручне и\nрадне способности, у складу са захтевима\nпослова и под условима утврђеним овим\nКолективним уговором и Правилником о\nстручном усавршавању.\n\nПослодавац је дужан да запосленима\nобезбеди услове за образовање,\nусавршавање, стално праћење и набавку\nстручних публикација и литературе, превода\nстручне документације и друго.\n\n\n\nЧлан 63.\n\n\n\nРади стицања стручног образовања и\nусавршавања Послодавац може упутити\nзапосленог на:\n\n•школовање,\n\n•доквалификацију\n\n•преквалификацију,\n\n•специјализацију,\n\n•курсеве,\n\n•семинаре и саветовања.\n\nУ случају дефицитарног стручног кадра\nПослодавац обезбеђује стручњаке путем\nстипендирања и других видова кредитирања\nредовних студената.\n\nУ случају да запослени прекине\nобразовање, стручно оспособљавање или\nусавршавање, дужан је да Послодавцу\nнадокнади трошкове, осим ако је то учинио\nиз оправданих разлога.\n\n\n\nЧлан 64.\n\n\n\nО упућивању запослених на један од облика\nстручног усавршавања (образовања) одлучује\nгенерални директор, у складу са\nПравилником о стручном усавршавању.\n\nПравилником из става 1. овог члана\nутврђују се критеријуми по којима се\nупућују запослени на стручно усавршавање,\nправа запослених на плаћено одсуство и на\nтрошкове школовања као и обавеза\nзапослених према Послодавцу.\n\nУ изради предлога Правилника о стручном\nусавршавању, кога доноси генерални\nдиректор, учествују и репрезентативни\nсиндикати, предлозима и сугестијама.",{"bindId":69,"name":70,"text":71},"trainingprogrammes","Члан 62. Послодавац је дужан да, у склад","Члан 62.\n\n\n\nПослодавац је дужан да, у складу са\nпроменама процеса рада и техничко\nтехнолошким усавршавањем, организује\nстално стручно оспособљавање и\nусавршавање запослених, како би запослени\nмогао остваривати предвиђене резултате\nрада и очекивани квалитет.",{"bindId":73,"name":74,"text":75},"trainingprogrammes_newtech","Послодавац је дужан да, у складу са пром","Послодавац је дужан да, у складу са\nпроменама процеса рада и техничко\nтехнолошким усавршавањем, организује\nстално стручно оспособљавање и\nусавршавање запослених, како би запослени\nмогао остваривати предвиђене резултате\nрада и очекивани квалитет.",{"bindId":77,"name":78,"text":79},"apprenticeships","Члан 17. Радни однос са приправником мож","Члан 17.\n\n\n\nРадни однос са приправником може се\nзасновати само ако је то као услов за рад на\nодређеним пословима утврђено Правилником.\nодносно на послове за које није предвиђено\nрадно искуство дуже од трајања\nприправничког стажа.\n\nПриправнички стаж траје:\n\n1.за послове где је предвиђено високо\nобразовање на студијама првог и другог\nстепена у трајању од најмање четири године,\nодносно на основним студијама у трајању од\nнајмање четири године и за послове где је\nпредвиђено високо образовање на студијама\nпрвог степена у трајању од три године или\nвише образовање (по старом: VIII, УН\u002FП, УП\u002F1, VI) -\nод шест месеци до годину дана;\n\n2.за послове где је предвиђено средње\nобразовање у четворогодишњем трајању (IV),\nодносно специјалистичко образовање (V)\nнакон стеченог средњег образовања, за\nпослове где је предвиђен III степен, односно\nсредње образовање у трогодишњем трајању\nили ниже образовање - до три месеца.\n\nУговором о раду утврђује се дужина\nприправничког стажа.\n\nЗа време трајања приправничког стажа,\nприправник има право на зараду у висини од\n80% од зараде утврђене за послове за које се\nприправник оспособљава, као и сва друга\nправа по основу радног односа.\n\nПриправник заснива радни однос на\nнеодређено или одређено време.\n\nУговором о раду утврђују се услови под\nкојима приправник заснива радни однос.\n\nУговором о раду може се утврдити обавеза\nприправника да полаже приправнички испит\nпред комисијом коју формира генерални\nдиректор, и која је пратила рад приправника\nза време приправничког стажа.\n\nГенерални директор одређује начин\nполагања приправничког испита.",{"bindId":81,"name":82,"text":83},"SOCSEC_trigger","Члан 90. Запослени коме Послодавац после","Члан 90.\n\n\n\nЗапослени коме Послодавац после исплате\nотпремнине из претходног члана, откаже\nуговор о раду, због престанка потребе за\nњеговим радом, остварује право на новчану\nнакнаду и право на пензијско и инвалидско\nосигурање и здравствену заштиту, у складу\nса прописима о запошљавању.",{"bindId":85,"name":86,"text":87},"disabilityfund","Члан 53. Послодавац је дужан да обезбеди","Члан 53.\n\n\n\nПослодавац је дужан да обезбеди накнаду\nзараде запосленом који ће због\nтехнолошких, економских и организационих\nпромена бити проглашен вишком запослених,\nдок не оствари једно од права утврђених\nЗаконом и овим Колективним уговором.\n\nЗапосленом у овом случају припада\nнакнада у висини зараде коју би остварио на\nпословима које је обављао.\n\nОбавеза Послодавца из става 1. и 2. овог\nчлана постоји, ако Законом или на закону\nзаснованим општим актима није прописано да\nправо на ову накнаду запослени остварује\nкод организације за пензијско, инвалидско\nи здравствено осигурање, односно из других\nсредстава.",{"bindId":89,"name":86,"text":90},"unemploymentfund","Члан 53.\n\n\n\nПослодавац је дужан да обезбеди накнаду\nзараде запосленом који ће због\nтехнолошких, економских и организационих\nпромена бити проглашен вишком запослених,\nдок не оствари једно од права утврђених\nЗаконом и овим Колективним уговором.",{"bindId":92,"name":93,"text":94},"contracttrial","Члан 12. Пробни рад може да се уговори с","Члан 12.\n\n\n\n\n\nПробни рад може да се уговори са новим\nзапосленим, за обављање једног или више\nповезаних, односно сродних послова\nутврђених уговором о раду, најдуже за\nпериод од 6 месеци по заснивању радног\nодноса, у складу са Правилником.\n\nРадну и стручну способност запосленог\nпрате лица одређена одлуком генералног\nдиректора, која морају да имају исти степен\nстручне спреме, односно образовања као и\nлице чији се рад прати.\n\nГенералном директору се подноси писани\nизвештај о радним и стручним способностима\nзапосленог, најкасније 10 радних дана пре\nистека пробног рада, на основу кога\nгенерални директор доноси одлуку о\nнаставку радног односа или доноси решење о\nотказу уговора о раду запосленом који није\nпоказао одговарајуће радне и стручне\nспособности.\n\nПре истека времена за које је уговорен\nпробни рад, Послодавац или запослени могу\nда откажу уговор о раду са отказним роком\nкоји не може да буде краћи од 5 радних дана.\nПослодавац је дужан да образложи отказ\nуговора о раду.",{"bindId":96,"name":97,"text":98},"contractseverancepay","Члан 89. Послодавац је дужан да пре отка","Члан 89.\n\n\n\nПослодавац је дужан да пре отказа уговора\nо раду, запосленом за чијим је радом\nпрестала потреба, а коме није пружена\nмогућност за ново запошљавање из члана 83.\nисплати отпремнину.",{"bindId":100,"name":86,"text":87},"disabilitypay",{"bindId":102,"name":103,"text":104},"healthinsurancerelatives","7.Трошкове лекарске интервенције и лечењ","7.Трошкове лекарске интервенције и лечење\nу иностранству или набавку посебних\nпомагала за запосленог или члана његове\nуже породице, по одлуци Управног одбора на\nпредлог Послодавца.",{"bindId":106,"name":107,"text":108},"healthinsurance","6.Стварне трошкове рехабилитације запосл","6.Стварне трошкове рехабилитације\nзапосленог, настале као последица повреде\nна раду или професионалне болести, изнад\nтрошкова који падају на терет Фонда за\nздравствено осигурање.",{"bindId":110,"name":111,"text":112},"healthandsafetypolicy","V БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ (БЗР) Чла","V БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ (БЗР)\n\nЧлан 37.\n\n\n\nПрава, обавезе и одговорности Послодавца\nи запослених из области безбедности и\nздравља на раду (БЗР), поступак избора и\nначина рада представника запослених и\nОдбора за БЗР, процена професионалних\nризика и рад на радном месту са повећаним\nризиком, оспособљавање запослених,\nсредства личне заштите, заштита од\nзлостављања на раду, осигурања запослених,\nрешавање спорова, регулисано је у Прилогу\nVI, Колективног уговора.",{"bindId":114,"name":115,"text":116},"funeralpay","4.Трошкове сахране породици преминулог з","4.Трошкове сахране породици преминулог\nзапосленог, као и преминулог члана уже\nпородице, у висини до неопорезивог износа\nпогребних услуга. Члановима уже породице\nсматрају се брачни друг, деца и родитељи\nзапосленог.",{"bindId":118,"name":119,"text":120},"WORKFAM_trigger","Члан 52. Послодавац је дужан да запослен","Члан 52.\n\n\n\nПослодавац је дужан да запосленом\nобезбеди накнаду зараде за време\nодсуствовања са рада, због привремене\nспречености за рад до 30 дана, у висини од:",{"bindId":122,"name":123,"text":124},"paidmaternityleave","2.100% од просечне зараде у предходних д","2.100% од просечне зараде у предходних\nдванаест месеци, ако је она проузрокована\nпрофесионалном болешћу или повредом на\nраду и накнада запосленој трудници за\nвреме привремене спречености за рад због\nболести или компликација са трудноћом.",{"bindId":126,"name":123,"text":124},"paidmaternityleavepay",{"bindId":128,"name":123,"text":124},"paidmaternityleavepayperc",{"bindId":130,"name":123,"text":124},"pregnancy",{"bindId":132,"name":123,"text":124},"breastfeeding_dangerouswork",{"bindId":134,"name":135,"text":136},"childcare","1.тежа болест члана уже породице - 7 рад","1.тежа болест члана уже породице - 7 радних\nдана\n\nЧлановима уже породице сматрају се:\nбрачни друг, деца, браћа, сестре, родитељи,\nусвојитељ, усвојеник и старатељ.",{"bindId":138,"name":135,"text":139},"childcareleave","1.тежа болест члана уже породице - 7 радних\nдана",{"bindId":141,"name":142,"text":143},"deathrelativesleave","2.смрт члана уже породице - 5 радних дан","2.смрт члана уже породице - 5 радних дана,",{"bindId":145,"name":146,"text":147},"marriageleave","1.ступање запосленог у брак - 5 радних д","1.ступање запосленог у брак - 5 радних\nдана,",{"bindId":149,"name":150,"text":151},"paidpaternityleave","2.порођај супруге - 5 радних дана, а у с","2.порођај супруге - 5 радних дана, а у\nслучају порођаја другог члана уже породице\n2 радна дана,",{"bindId":153,"name":150,"text":151},"paidpaternityleaveduration",{"bindId":155,"name":156,"text":157},"paidpaternityleavepay","Плаћено одсуство Члан 34. Запослени има ","Плаћено одсуство\n\nЧлан 34.\n\n\n\nЗапослени има право на плаћено одсуство у\nједној календарској години до седам радних\nдана у следећим случајевима:",{"bindId":159,"name":156,"text":157},"paidpaternityleavepayperc",{"bindId":161,"name":162,"text":163},"GENEQ_trigger","Члан 75. Повреде радне обавезе за које П","Члан 75.\n\n\n\nПовреде радне обавезе за које Послодавац\nзапосленом, који својом кривицом учини\nповреду радне обавезе, може отказати\nуговор о раду, су:",{"bindId":165,"name":166,"text":167},"hourspweek","III РАДНО ВРЕМЕ Члан 24. Пуно радно врем","III РАДНО ВРЕМЕ\n\nЧлан 24.\n\n\n\nПуно радно време, по правилу, износи 40\nчасова недељно, али не краће од 36 часова, а\nза запосленог млађег од 18 година 35 часова\nнедељно.",{"bindId":169,"name":170,"text":171},"dayspweek","По правилу радни дан траје 8 часова, а р","По правилу радни дан траје 8 часова, а\nрадна недеља 5 радних дана.",{"bindId":173,"name":170,"text":171},"hourspday",{"bindId":175,"name":176,"text":177},"holidaysdays","Члан 30. Дужина годишњег одмора утврђује","Члан 30.\n\n\n\nДужина годишњег одмора утврђује се тако\nшто се законски минимум од 20 радних дана\nувећава:\n\n1.по основу резултата рада - до 5 радних\nдана,\n\n2.по основу услова рада, под којима се\nобављају послови - до 4 радна дана,\n\n3.по основу стажа осигурања, за сваких\nпуних пет година стажа осигурања - по 1\nрадни дан,\n\n4.особи са инвалидитетом и војном\nинвалиду - 3 радна дана,\n\n5.самохраном родитељу са дететом - до 10\nгодина живота 2 радна дана,\n\n6.родитељу који има више од троје деце - до\n14 година живота 2 радна дана.",{"bindId":179,"name":180,"text":181},"schedulesrestpw","Запослени има право на недељни одмор у т","Запослени има право на недељни одмор у\nтрајању од најмање 24 часа непрекидно, коме\nсе додаје време дневног одмора, а ако је\nнеопходно да запослени ради на дан свог\nнедељног одмора непосредни руководилац\nмора да му обезбеди одмор у трајању од\nнајмање 24 часа непрекидно у току наредне\nнедеље.",{"bindId":183,"name":184,"text":185},"TRADEUNLEAV_trigger","Члан 105. Председник и секретар, односно","Члан 105.\n\n\n\nПредседник и секретар, односно два прва\nносиоца функција репрезентативног\nсиндиката, могу да одсуствују са својих\nредовних послова због синдикалних\nактивности по 48 часова месечно.",{"bindId":187,"name":188,"text":189},"WAGES_trigger","VI ЗАРАДА, НАКНАДА ЗАРАДЕ И ДРУГА ПРИМАЊ","VI ЗАРАДА, НАКНАДА ЗАРАДЕ И ДРУГА\nПРИМАЊА",{"bindId":191,"name":192,"text":193},"eqpay","Запосленом се гарантује једнака зарада з","Запосленом се гарантује једнака зарада\nза исти рад или рад исте вредности коју\nостварује код Послодавца.",{"bindId":195,"name":196,"text":197},"PAYSCALES_trigger","Основна зарада за најједносгавнији посао","Основна зарада за најједносгавнији\nпосао\n\nЧлан 40.\n\n\n\nПотписници Колективног уговора обавезно\nутврђују, потписивањем Прилога III\nКолективног уговора, основну зараду за\nнајједноставнији посао за следећу годину\nнајкасније до новембра текуће године, за\nвременски период који не може бити дужи од\nгодину дана.\n\nПри утврђивању основне зараде за\nнајједноставнији посао полази се од:\n\n1.цене рада за најједноставнији посао,\nусклађене са растом трошкова живота и\nпросечне зараде у Републици,\n\n2.планираних и остварених пословних\nфинансијских резултата,\n\n3.процента раста сопствених прихода у\nодносу на план.\n\nОсновна зарада за најједноставнији посао\nне може бити нижа од претходне, изузев у\nслучају настанка околности из члана 42.став\nI. тачка 2 . Колективног уговора.\n\n\n\nЧлан 41.\n\n\n\nОсновна зарада за најједноставнији посао\nутврђује се Прилогом број III овог\nКолективног уговора о основној заради.\n\nОсновна зарада за најједноставнији посао\nутврђује се за коефицијент 1.\n\n\n\nЧлан 42.\n\n\n\nУчесници овог Колективног уговора могу\nпокренути иницијативу за уговарање нове\nосновне зараде за најједноставнији посао,\nпре истека рока за који је основна зарада\nуговорена, и то:\n\n1.ако порасту трошкови живота преко 3% у\nодносу на дан уговарања цене рада која је\nна снази,\n\n2.ако дође до великих економских промена\nкоје су од битног утицаја за финансијско\nпословање и поремећаја у пословању које\nонемогућује исплату зарада на основу\nуговорене цене рада.\n\nУговорне стране се обавезују да приступе\nпреговарању о изменама основне зараде у\nроку од 10 дана од пријема писаног,\nобразложеног предлога стране која\nпредлаже преговоре.\n\n\n\nЧлан 43.\n\n\n\nОсновна зарада послова утврђује се тако\nшто се основна зарада за најједноставнији\nпосао помножи коефицијентом тог посла.\n\nКоефицијент за утврђивање цене посла\nкоји запослени обавља садржи све елементе\nкоји утичу на основну зараду, и то: врста и\nзначај, сложеност посла, степен\nодговорности у раду, услови рада и стручна\nспрема, а на основу Правилника о\nорганизацији и систематизацији послова.\n\nПослови код Послодавца разврстани су у\nгрупе од 1 до VII на основу којих је утврђен\nкоефицијент посла.\n\n\n\nЧлан 44.\n\n\n\nГенерални директор може запосленом који\nсе истиче знањем и радним способностима, за\nдодатне и сложене послове повећати\nкоефицијент до 35% од вредности послова које\nзапослени обавља.\n\nУ смислу става 1. овог члана, генерални\nдиректор може до 20% запослених повећати\nкоефицијенте у одређеним занимањима и\nпрофесијама.\n\nОдбор за праћење примене и тумачење\nКолективног уговора дужан је да квартално\nврши анализу примене члана 44. и да је\nзаједно са мишљењем достави Послодавцу и\nпотписницима Колективног уговора.\n\n\n\nЧлан 45.\n\n\n\nОдговорни уредници редакција, уредници\nрубрика, уредници програмских блокова или\nсложених емисија, шеф ДЕСК-а, руководиоци\nсектора, одељења, служби, одсека, вође\nсмена, вође екипа и руководиоци других\nорганизационих облика који су утврђени\nактом о систематизацији послова и задатака\nу пословним јединицама или програмима,\nимају коефицијент највише вреднованог\nпосла у организационом делу којим\nруководе, увећан за коефицијент\nодговорности за руковођење.\n\nГенерални директор може увећати\nкоефицијент по основу одговорности за\nруковођење до једног коефицијента, на\nпредлог директора Медија, главног и\nодговорног уредника, директора пословних\nјединица и извршних директора сектора.\n\nЗапосленом, који руководи запосленима са\nнижим степеном школске спреме, утврђује се\nкоефицијент по основу школске спреме коју\nима и додаје коефицијент по основу\nодговорности за руковођење.\n\n\n\nЧлан 46.\n\n\n\nНовчани износ основне зараде за поједине\nпослове израчунава се тако што се утврђени\nизнос цене рада за најједноставнији посао\nпомножи са коефицијентом посла утврђеним у\nскладу са Прилогом II овог Колективног\nуговора.\n\nНа основну зараду, поред осталих\nелемената зараде, за успешност у послу већу\nод просечне, може се додати део зараде по\nоснову успешности у обављању послова\n(стимулативни део зараде) у одговарајућем\nпроценту, од укупно планиране масе\nсредстава за зараде.\n\nОд укупних средстава утврђених за зараде,\nПослодавац може издвојити месечни износ до\n10% за стимулативни део зараде.\n\nСтимулативни део зараде, начин\nутврђивања и његов износ уређује се\nпосебним Правилником о награђивању\nзапослених који доноси генерални директор,\nуз прибављено мишљење репрезентативних\nсиндиката. Рок за доношење овог Правилника\nје 60 дана од потписивања Колективног\nуговора.\n\nНа захтев репрезентативног синдиката\nПослодавац је у обавези да његовом\nовлашћеном представнику достави\nинформацију о укупним средствима\nиздвојеним за стимулативни део зараде.\n\nУ случају повећања обима послова везаних\nза посебно значајне програмске пројекте и\nвандредне догађаје који нису обухваћени\nредовним планом, а који захтевају додатно\nангажовање запослених, Послодавац може, уз\nписану заједничку сагласност\nрепрезентативних синдиката потписника\nовог Колективног уговора, за стимулативни\nдео зарада издвојити највише 30% од укупно\nутврђених средстава за зараде за период у\nкоме је настао повећан обим послова на\nтаквим пројектима.\n\n\n\nОбрачун зараде\n\nЧлан 47.\n\n\n\nПослодавац је дужан да запосленом\nдостави месечни обрачун при свакој исплати\nзараде и накнаде зараде, најкасније до\nкраја месеца за претходни месец.\n\nОбрачун зараде из добити обавља се по\nгодишњем обрачуну.",{"bindId":199,"name":200,"text":201},"NOCTPREM_trigger","2.за рад ноћу, ако такав рад није вредно","2.за рад ноћу, ако такав рад није вреднован\nпри утврђивању цене рада - 30%,",{"bindId":203,"name":204,"text":205},"OVERTIME_trigger","3.за рад дужи од пуног радног времена (п","3.за рад дужи од пуног радног времена\n(прековремени рад) - 30%,",{"bindId":207,"name":204,"text":205},"overtimeallowanceperc1_general",{"bindId":209,"name":210,"text":211},"HARDSHIP_trigger","7.за рад на ратним подручјима у зони бор","7.за рад на ратним подручјима у зони\nборбених дејстава - 300% на вредност редовног\nчаса рада запосленог у том месецу,",{"bindId":213,"name":214,"text":215},"SUNDAY_trigger","5.за рад недељом - 20% на вредност радно","5.за рад недељом - 20% на вредност радног\nчаса запосленог у том месецу,",{"bindId":217,"name":218,"text":219},"COMMUTE_trigger","Накнада трошкова Члан 57. Запослени има ","Накнада трошкова\n\nЧлан 57.\n\n\n\nЗапослени има право на:\n\n1. Накнаду трошкова превоза у јавном\nпревозу, ради одласка на рад и повратак са\nрада у висини пуне цене превоза.",{"bindId":221,"name":222,"text":223},"SENIOR_trigger","7.Јубиларну награду за навршених првих 1","7.Јубиларну награду за навршених првих 10\nгодина рада у висини једне месечне зараде,\nа после сваких нових навршених 10 година\nрада, још по једна просечна зарада, с тим\nшто за навршених 35 година рада припада 3,5\nмесечне зараде, по запосленом код\nПослодавца за претходних 6 месеци.\nЈубиларним годинама сматра се непрекидни\nрадни стаж у Радио-телевизији Београд, Нови\nСад, Приштина, односно ЈП Радио-телевизији\nСрбије од 10, 20, 30 и 35 година.\n\nПраво на јубиларну награду имају и\nзапослени који су имали неплаћено одсуство\nи мировање радног односа краће од три\nмесеца, одслужење војног рока и време\nпривременог упућивања запосленог на рад\nкод другог Послодавца.\n\nЈубиларна награда исплаћује се са\nконачним обрачуном зараде за месец у коме\nје запослени испунио услов за стицање тог\nправа.",{"bindId":225,"name":226,"text":227},"MEALALL_trigger","Члан 55. Запослени има право на примања ","Члан 55.\n\n\n\nЗапослени има право на примања за месечну\nисхрану у току рада (топли оброк) у висини\nод 400 динара дневно (бруто) ,почев од зараде\nза април 2021. године.\n\nПримања из става 1. овог члана припадају\nзапосленом само за дане проведене на\nраду.\n\n\n\nНакнада за иновације, рационализацију и\nдруге видове стваралаштва","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SRB Radio Television of Serbia (The Serbian Broadcasting Corporation) - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2021-04-13\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2024-04-12\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Emitovanje televizijskog programa, Emitovanje radijskog programa\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                        Radio-televizija Srbije\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                        NEZAVISNOST - Samostalna-sindikalna organizacija. Radio Televizija Srbije, Samostalni Sindikat Radnika U Bhrt-U, UFRS Filmski Radnici Srbije\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Not specified\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Da\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \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: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Da\u003C\u002Fdiv>\n        \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            \u003Cdiv id=\"display-paidmaternityleavepayperc\">\n                Maternity paid leave restricted to 100 % of basic wage\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → Da\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → Ne\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → Ne\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → Ne\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → Ne\u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → Ne\u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Ne\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Ne\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 7 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave 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