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Закона о раду (\"Сл.\nгласник РС\", бр. 24\u002F05, 61\u002F05, 54\u002F09, 32\u002F2013, 75\u002F2014 и 13\u002F2017)\nРепрезентативни синдикати код Послодавца:\nСамостални синдикат РТВ, Струковни\nсиндикат РТВ и Синдикат новинара Србије,\nПодружница Радио Новог Сада, Синдикат\n\"Независност\" - Јавна медијска установа\n„Радио-телевизија Војводине“ и Јавнa\nмедијскa установa \"Радио-телевизија\nВојводине\" Нови Сад коју заступа Генерални\nдиректор, закључују:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>I.ОСНОВНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch4>Члан 1.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Овим колективним уговором, у складу са\nзаконом и другим прописима уређују се\nправа, обавезе и одговорности из радног\nодноса у Јавној медијској установи\n\"Радио-телевизија Војводине\" Нови Сад (у\nдаљем тексту: Послодавац), поступак измена\nи допуна колективног уговора, међусобни\nодноси учесника колективног уговора и\nдруга питања од значаја за запослене и\nПослодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 2.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Овај колективни уговор и други општи акт\nпослодавца и уговор о раду не могу да\nсадрже одредбе којима се запосленом дају\nмања права или утврђују неповољнији услови\nрада од права и услова који су утврђени\nзаконом и овим Колективним уговором.\u003C\u002Fp>\n\n\u003Cp>Овим колективним уговором и другим\nопштим актом послодавца и уговором о раду\nмогу да се утврде већа права и повољнији\nуслови од права и услова утврђених законом,\nкао и друга права која нису утврђена\nзаконом и овим Колективним уговором, осим\nако законом није друкчије одређено.\u003C\u002Fp>\n\n\u003Cp>Поједине одредбе уговора о раду којима су\nутврђени неповољнији услови рада од услова\nутврђених законом и овим Колективним\nуговором и другим општим актом Послодавца\nсматрају се ништавим.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 3.\u003C\u002Fh4>\n\n\u003Cp>Овим колективним уговором уређују се:\nзаснивање радног односа, радно време,\nодмори и одсуства, безбедност и здравље на\nраду, зарада, накнада зараде и друга\nпримања, забрана конкуренције, накнада\nштете, престанак радног односа,\nостваривање и заштита права запослених,\nзакључивање овог колективног уговора и\nдруга питања од значаја за запослене и\nПослодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 4.\u003C\u002Fh4>\n\n\u003Cp>Одредбе овог колективног уговора\nпримењују се на све запослене код\nПослодавца.\u003C\u002Fp>\n\n\u003Cp>Права и обавезе Генералног директора,\nутврђују се уговором који се закључује са\nУправним одбором.\u003C\u002Fp>\n\n\u003Cp>Права, обавезе и одговорности запослених,\nкоја нису уређена овим колективним\nуговором, уређују се законима,\nподзаконским актима и другим општим актима\nПослодавца (у даљем тексту: општи акт\nПослодавца).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>II.ЗАСНИВАЊЕ РАДНОГ ОДНОСА\u003C\u002Fh2>\n\n\u003Ch3>1. Услови за заснивање радног односа\u003C\u002Fh3>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch4>Члан 5.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Радни однос са послодавцем може да\nзаснује лице које испуњава поред законом\nутврђених услова и друге услове за рад на\nодређеним пословима утврђене Правилником\nо организацији и систематизацији послова\n(у даљем тексту: Правилник).\u003C\u002Fp>\n\n\u003Cp>Послодавац не сме да условљава заснивање\nрадног односа тестом трудноће.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>2. Пробни рад\u003C\u002Fh3>\n\n\u003Ch4>Члан 6.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уговором о раду може да са уговори пробни\nрад за обављања послова утврђених уговором\nо раду.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Пробни рад може да траје најдуже шест\nмесеци.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 7.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Обављање послова на пробном раду прати\nпосебна комисија, коју образује\nПослодавац, састављена од лица која имају\nнајмање исти степен стручне спреме,\nодносно образовања као запослени који је\nна пробном раду, а своје мишљење у писаној\nформи о резултатима пробног рада доставља\nПослодавцу у року утврђеном одлуком о\nњеном образовању.\u003C\u002Fp>\n\n\u003Cp>Пре истека времена за који је уговорен\nпробни рад, послодавац или запослени ,може\nда откаже уговор о раду са отказним роком\nкоји не може бити краћи од 5 радних дана.\u003C\u002Fp>\n\n\u003Cp>Запосленом који за време пробног рада\nније показао одговарајуће радне и стручне\nспособности, престаје радни однос истеком\nрока одређеног уговором о раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Радни однос са непуним радним\nвременом\u003C\u002Fh3>\n\n\u003Ch4>Члан 8.\u003C\u002Fh4>\n\n\u003Cp>Радни однос може да се заснује и за рад са\nнепуним радним временом на неодређено или\nодређено време.\u003C\u002Fp>\n\n\u003Cp>Правилником о организацији и\nсистематизацији послова код Послодавца\nутврђују се послови који се обављају са\nнепуним радним временом.\u003C\u002Fp>\n\n\u003Cp>Синдикати и запослени информишу се о\nпословима са непуним радним временом путем\nогласне табле код Послодавца и другим\nсредствима интерне комуникације.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. Приправници\u003C\u002Fh3>\n\n\u003Ch4>Члан 9.\u003C\u002Fh4>\n\n\u003Cp>Послодавац може да заснује радни однос са\nлицем које први пут заснива радни однос, у\nсвојству приправника, за занимање за које\nје то лице стекло одређену врсту и степен\nстручне спреме, ако је то као услов за рад\nна одређеним пословима утврђено законом\nили правилником.\u003C\u002Fp>\n\n\u003Cp>Одредба става 1. овог члана односи се и на\nлице које је радило краће од времена\nутврђеног за приправнички стаж у степену\nстручне спреме која је услов за рад на тим\nпословима.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 10.\u003C\u002Fh4>\n\n\u003Cp>Приправнички стаж траје најдуже годину\nдана.\u003C\u002Fp>\n\n\u003Cp>Трајање приправничког стажа утврђује се\nПравилником о организацији и\nсистематизацији послова.\u003C\u002Fp>\n\n\u003Cp>За време приправничког стажа, приправник\nима право на зараду и сва друга права из\nрадног односа, у складу са законом, општим\nактом и уговором о раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 11.\u003C\u002Fh4>\n\n\u003Cp>По обављеном приправничком стажу,\nприправник полаже приправнички испит.\u003C\u002Fp>\n\n\u003Cp>Испит се полаже пред посебном трочланом\nкомисијом коју именује Послодавац.\u003C\u002Fp>\n\n\u003Cp>Комисија је дужна обавестити приправника\nо датуму полагања испита најкасније 10 дана\nпре полагања испита.\u003C\u002Fp>\n\n\u003Cp>Након испита, комисија даје оцену успеха\nприправника на испиту са \"ПОЛОЖИО\", односно\n\"НИЈЕ ПОЛОЖИО\".\u003C\u002Fp>\n\n\u003Cp>О току испита комисија је дужна да води\nодговарајући записник.\u003C\u002Fp>\n\n\u003Cp>Приправнику се о положеном приправничком\nиспиту издаје одговарајуће уверење.\u003C\u002Fp>\n\n\u003Cp>Приправнику који не положи приправнички\nиспит престаје радни однос и то првог\nнаредног дана од дана полагања\nприправничког испита.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>III.РАДНО ВРЕМЕ\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>1. Појам радног времена\u003C\u002Fh3>\n\n\u003Ch4>Члан 12.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Радно време је временски период у коме је\nзапослени дужан, односно расположив да\nобавља послове према налозима послодавца,\nна месту где се послови обављају, у складу\nса законом.\u003C\u002Fp>\n\n\u003Cp>Запослени и послодавац могу се\nспоразумети да један период радног времена\nу оквиру уговореног радног времена\nзапослени послове обавља од куће.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Распоред радног времена\u003C\u002Fh3>\n\n\u003Ch4>Члан 13.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cp>Радна недеља траје по правилу пет радних\nдана.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Распоред радног времена у оквиру радне\nнедеље утврђује Послодавац.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Cp>Радни дан, по правилу, траје осам часова.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>На пословима и радним задацима на којима\nсе, рад обавља у сменама, ноћу или кад\nприрода посла и организација рада то\nзахтева Послодавац може радну недељу и\nраспоред радног времена организовати и на\nдруги начин.\u003C\u002Fp>\n\n\u003Cp>Ако природа посла и организација рада\nдозвољава, почетак и завршетак радног\nвремена може се утврдити општим актом\nПослодавца, односно уговорити у одређеном\nвременском интервалу (клизно радно\nвреме).\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да обавести\nзапослене о распореду и промени распореда\nрадног времена најмање пет дана унапред,\nосим у случају увођења прековременог\nрада.\u003C\u002Fp>\n\n\u003Cp>Изузетно Послодавац може да обавести\nзапослене о распореду и промени распореда\nрадног времена у краћем року од пет дана,\nали не краћем од 48 часова унапред у случају\nпотребе посла услед наступања\nнепредвиђених околности.\u003C\u002Fp>\n\n\u003Cp>На пословима на којима се рад обавља у\nсменама или када то захтева организација\nрада, пуно или непуно радно време\nзапосленог не мора бити распоређено\nједнако по радним недељама, већ се утврђује\nкао просечно радно време на месечном\nнивоу.\u003C\u002Fp>\n\n\u003Cp>У случају из претходног става овог члана\nзапослени може да ради најдуже 12 часова\nдневно, односно 48 часова недељно\nукључујући и прековремени рад.\u003C\u002Fp>\n\n\u003Cp>Актом о процени ризика, на основу стручне\nанализе, утврђују се на којим радним\nместима са повећаним ризиком и у којем\nтрајању, ће се обављати рад са скраћеним\nтрајањем, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Прековремени рад\u003C\u002Fh3>\n\n\u003Ch4>Члан 14.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>На захтев послодавца, запослени је дужан\nда ради дуже од пуног радног времена у\nслучају више силе, изненадног повећања\nобима посла и у другим случајевима када је\nнеопходно да се у одређеном року заврши\nпосао који није планиран (у даљем тексту:\nпрековремени рад).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>Прековремени рад не може да траје дуже од\nосам часова недељно.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Запослени не може да ради дуже од 12 часова\nдневно укључујући и прековремени рад.\u003C\u002Fp>\n\n\u003Cp>Запосленом који ради на пословима на\nкојима је уведено скраћено радно време у\nскладу са чланом 52. Закона о раду не може да\nсе одреди прековремени рад на тим\nпословима, ако законом није друкчије\nодређено.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. Прерасподела радног времена\u003C\u002Fh3>\n\n\u003Ch4>Члан 15.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може да изврши прерасподелу\nрадног времена када то захтева природа\nделатности, организација рада, боље\nкоришћење средстава рада, рационалније\nкоришћење радног времена и извршење\nодређеног посла у утврђеним роковима.\u003C\u002Fp>\n\n\u003Cp>Прерасподела радног времена врши се тако\nда укупно радно време запосленог у периоду\nод шест месеци у току календарске године у\nпросеку не буде дуже од уговореног радног\nвремена запосленог.\u003C\u002Fp>\n\n\u003Cp>Запосленом који се сагласио да у\nпрерасподели радног времена ради у просеку\nдуже од времена утврђеног у ст. 2. овог члана\nчасови рада дужи од просечног радног\nвремена обрачунавају се и исплаћују као\nпрековремени рад.\u003C\u002Fp>\n\n\u003Cp>Прерасподела радног времена не сматра се\nпрековременим радом.\u003C\u002Fp>\n\n\u003Cp>У случају прерасподеле радног времена,\nрадно време не може да траје дуже од 60\nчасова недељно.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. Рад у сменама и ноћни рад\u003C\u002Fh3>\n\n\u003Ch4>Члан 16.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Рад у сменама је организација рада код\nПослодавца према којој се запослени на\nистим пословима смењују према утврђеном\nраспореду, при чему измена смена може да\nбуде континуирана или са прекидима током\nодређеног периода дана или недеља.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради у сменама је\nзапослени који у току месеца посао обавља у\nразличитим сменама најмање трећину свог\nрадног времена.\u003C\u002Fp>\n\n\u003Cp>Ако је рад организован у сменама које\nукључују ноћни рад, Послодавац је дужан да\nобезбеди измену смена, тако да запослени не\nради непрекидно више од једне радне недеље\nноћу.\u003C\u002Fp>\n\n\u003Cp>Рад који се обавља у времену од 22,00 часа до\n6,00 часова наредног дана сматра се радом\nноћу.\u003C\u002Fp>\n\n\u003Cp>Запослени може да ради ноћу дуже од једне\nрадне недеље, само уз његову писмену\nсагласност.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IV.ОДМОРИ И ОДСУСТВА\u003C\u002Fh2>\n\n\u003Ch3>1. Годишњи одмор\u003C\u002Fh3>\n\n\u003Ch3>1.1. Стицање права на годишњи одмор\u003C\u002Fh3>\n\n\u003Ch4>Члан 17.\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\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 личноњу и одсуства\nса рада уз накнаду зараде.\u003C\u002Fp>\n\n\u003Cp>Запослени не може да се одрекне 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 о раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.2. Дужина годишњег одмора\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch4>Члан 18.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cp>Дужина годишњег одмора утврђује се тако\nшто се законски минимум од 20 радних дана\nувећава:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>1)по основу радног искуства, за сваких\nнавршених пет година рада проведених у\nрадном односу - један радни дан\u003C\u002Fp>\n\n\u003Cp>2)по основу услова рада:\u003C\u002Fp>\n\n\u003Cp>-запосленом који је више од шест месеци у\nпретходној календарској години радио у\nсменама тако да наизменично ради и ноћу\n(22,00-06,00) - два радна дана;\u003C\u002Fp>\n\n\u003Cp>-запосленом који ради на пословима са\nповећаним ризиком, уколико је таква мера\nутврђена Актом о процени ризика- два радна\nдана\u003C\u002Fp>\n\n\u003Cp>3)по основу доприноса на раду - утврђује\nПослодавац на образложен предлог\nнепосредног руководиоца– до три радна\nдана;\u003C\u002Fp>\n\n\u003Cp>4)по основу стручне спреме запосленог -\nзапосленом са I-V степеном стручне спреме\n-један радни дан, а запосленом са VI степеном\nстручне спреме\u002Fстудије првог степена и\nвисоким образовањем\u002Fмастер -два радна\nдана;\u003C\u002Fp>\n\n\u003Cp>5)запосленом са утврђеним инвалидитетом у\nскладу са посебним прописом - један радни\nдан;\u003C\u002Fp>\n\n\u003Cp>6)самохраном родитељу са дететом до 14\nгодина живота - два радна дана;\u003C\u002Fp>\n\n\u003Cp>7)давалац органа у смислу Закона о\nтрансплантацији органа, или другог\nпосебног прописа који уређује ову област -\nдва радна дана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.3. Коришћење годишњег одмора\u003C\u002Fh3>\n\n\u003Ch4>Члан 19.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Годишњи одмор користи се једнократно или\nу два или више делова, у складу са овим\nколективним уговором.\u003C\u002Fp>\n\n\u003Cp>Ако запослени користи годишњи одмор у\nделовима, први део користи у трајању од\nнајмање две радне недеље непрекидно у току\nкалендарске године, а остатак најкасније\nдо 30. јуна наредне године.\u003C\u002Fp>\n\n\u003Cp>Запослени има право да годишњи одмор\nкористи у два дела, осим ако се са\nпослодавцем споразуме да годишњи одмор\nкористи у више делова.\u003C\u002Fp>\n\n\u003Cp>У случају да запослени користи годишњи\nодмор у више делова мора поднети захтев\nПослодавцу најмање 30 дана пре отпочињања\nкоришћења истог, а Послодавац доноси\nодлуку о коришћења годишњег одмора у више\nделова, као и о трајању делова у којима се\nгодишњи одмор може користити, а у\nзависности од потребе процеса рада, и\nважеће законске регулативе.\u003C\u002Fp>\n\n\u003Cp>Запослени који није у целини или\nделимично искористио годишњи одмор у\nкалендарској години због одсутности са\nрада ради коришћења породиљског одсуства,\nодсуства са рада ради неге детета и посебне\nнеге детета - има право да тај одмор\nискористи до 30. јуна наредне године.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.4. Распоред коришћења годишњег одмора\u003C\u002Fh3>\n\n\u003Ch4>Члан 20.\u003C\u002Fh4>\n\n\u003Cp>У зависности од потреба посла, Послодавац\nодлучује о времену коришћења годишњег\nодмора, уз претходну консултацију\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Решење о коришћењу годишњег одмора\nзапосленом се доставља 15 дана пре датума\nодређеног за почетак коришћења годишњег\nодмора.\u003C\u002Fp>\n\n\u003Cp>Изузетно, ако се годишњи одмор користи на\nзахтев запосленог, решење о коришћењу\nгодишњег одмора послодавац може доставити\nи непосредно пре коришћења годишњег\nодмора.\u003C\u002Fp>\n\n\u003Cp>У случају коришћења колективног годишњег\nодмора код послодавца или у организационом\nделу послодавца, послодавац може да донесе\nрешење о годишњем одмору у коме наводи\nзапослене и организационе делове у којима\nраде и да исто истакне на огласној табли,\nнајмање 15 дана пре дана одређеног за\nкоришћење годишњег одмора, чиме се сматра\nда је решење уручено запосленима.\u003C\u002Fp>\n\n\u003Cp>Решење о коришћењу годишњег одмора\nпослодавац може доставити запосленом у\nелектронској форми, а на захтев запосленог\nпослодавац је дужан да то решење достави и\nу писаној форми.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 21.\u003C\u002Fh4>\n\n\u003Cp>Послодавац може да измени време одређено\nза коришћење годишњег одмора, ако то\nзахтевају потребе посла.\u003C\u002Fp>\n\n\u003Cp>Измена мора бити најављена минимум седам\nрадних дана пре почетка времена одређеног\nза коришћење годишњег одмора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.5. Накнада штете за некоришћени годишњи\nодмор\u003C\u002Fh3>\n\n\u003Ch4>Члан 22.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>У случају престанка радног односа,\nпослодавац је дужан да запосленом који\nније искористио годишњи одмор у целини или\nделимично, исплати новчану накнаду уместо\nкоришћења годишњег одмора, у висини\nпросечне зараде у претходних 12 месеци,\nсразмерно броју дана неискоришћеног\nгодишњег одмора.\u003C\u002Fp>\n\n\u003Cp>Накнада из става 1. овог члана има\nкарактер накнаде штете.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Ch3>2. Одсуство са рада уз накнаду зараде\n(плаћено одсуство)\u003C\u002Fh3>\n\n\u003Ch4>Члан 23.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на одсуство са рада у\nтоку календарске године укупном трајању до\n7 радних дана уз накнаду зараде (плаћено\nодсуство) у случају:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1)ступања запосленог у брак - 3 радна\nдана;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>2)порођаја супруге запосленог – 5 радних\nдана;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>3)рођење детета члана уже породице - 1\nрадни дан;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>4)смрти родитеља брачног друга\nзапосленог- 3 радна дана;\u003C\u002Fp>\n\n\u003Cp>5)селидбе сопственог домаћинства – 3\nрадна дана;\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6)учешћа у спортским такмичењима у\nорганизацији синдиката, односно у другим\nсиндикалним активностима (присуствовање\nсиндикалним састанцима, конференцијама,\nседницама и конгресима) – до 3 радна\nдана;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>7)обављања приватних послова – 3 радна\nдана;\u003C\u002Fp>\n\n\u003Cp>8)коришћења организованог рекреативног\nодмора у циљу превенције радне\nинвалидности, уз мишљење надлежног лекара\n– 7 радних дана.\u003C\u002Fp>\n\n\u003Cp>Поред права на одсуство из става 1. овог\nчлана запослени има право на плаћено\nодсуство још:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>1)5 радних дана због смрти члана уже\nпородице;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>2)до 15 радних дана због теже болести члана\nуже породице;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>3)2 узастопна радна дана за сваки случај\nдобровољног давања крви рачунајући и дан\nдавања крви;\u003C\u002Fp>\n\n\u003Cp>4)5 радних дана због заштите и отклањања\nштетних последица у домаћинству\nпроузрокованих елементарном непогодом;\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5)исти број дана за поновљене\nслучајеве из става 1. тачке 1, 2) и 4), као и у\nпоновљеном случају из тачке 3) због\nпорођаја детета запосленог или супруге\nдетета запосленог.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице у смислу овог\nчлана сматрају се брачни друг, деца, браћа,\nсестре, родитељи, усвојилац, усвојеник и\nстаратељ.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Тежом болешћу сматра се болест која\nје као таква третирана прописима из\nздравственог осигурања, односно актима\nРепубличког фонда за здравствено\nосигурање.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Послодавац може да одобри запосленом\nодсуство из овог члана за сроднике који\nнису наведени у ставу 3. овог члана и за\nдруга лица која живе у заједничком\nпородичном домаћинству са запосленим, у\nтрајању утврђеном решењем послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 24.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на плаћено одсуство\nради образовања, стручног оспособљавања и\nусавршавања, на које је упућен од стране\nПослодавца, као и на сопствену иницијативу\nуз сагласност Послодавца, и то за:\u003C\u002Fp>\n\n\u003Cp>1)полагање испита на студијама I, II и III\nстепена – 2 радна дана по испиту;\u003C\u002Fp>\n\n\u003Cp>2)полагање стручног испита и испита ради\nстицања стручних, односно академских\nназива - 2 радна дана по испиту;\u003C\u002Fp>\n\n\u003Cp>3)за припрему и полагање завршног рада\n(дипломског рада, мастер рада или докторске\nдисертације) – 5 радних дана;\u003C\u002Fp>\n\n\u003Cp>4)друге облике стручног оспособљавања и\nусавршавања у трајању које је утврђено\nуговором о стручном оспособљавању и\nусавршавању – по уговору.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Неплаћено одсуство\u003C\u002Fh3>\n\n\u003Ch4>Члан 25.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом да одобри\nодсуство без накнаде зараде (неплаћено\nодсуство).\u003C\u002Fp>\n\n\u003Cp>Неплаћено одсуство се може одобрити, у\nсмислу става 1. овог члана када одсуство са\nрада не ремети процес рада.\u003C\u002Fp>\n\n\u003Cp>За време неплаћеног одсуства запосленом\nмирују права и обавезе из радног односа,\nако за поједина права и обавезе законом,\nопштим актом и уговором о раду није\nдрукчије одређено.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>V.БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ\u003C\u002Fh2>\n\n\u003Ch4>Члан 26.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Права, обавезе и одговорности у области\nбезбедности и здравља на раду код\nПослодавца утврђују се Правилником o\nбезбедности и здрављу на раду и овим\nколективним уговором.\u003C\u002Fp>\n\n\u003Cp>Иницијативу за формирање Одбора за\nбезбедност и здравље на раду дају\nПослодавац и репрезентативни синдикати, уз\nдостављање предлога за чланове који би\nушли у састав Одбора.\u003C\u002Fp>\n\n\u003Cp>Управни одбор образује Одбор за\nбезбедност и здравље на раду.\u003C\u002Fp>\n\n\u003Cp>Одбор се састоји од 5 чланова, од којих 3\nчлана заједнички предлажу репрезентативни\nсиндикати, а 2 члана предлаже Послодавац.\u003C\u002Fp>\n\n\u003Cp>Одбор доноси пословник о раду у коме се\nуређује поступак заказивања седница, начин\nгласања на седницама, као и остале\nпојединости важне за начин рада Одбора.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch2>VI.ЗАРАДА, НАКНАДА ЗАРАДЕ И ДРУГА\nПРИМАЊА\u003C\u002Fh2>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch4>Члан 27.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на одговарајућу\nзараду, која се утврђује у складу са\nзаконом, овим колективним уговором и\nуговором о раду.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Запосленима се гарантује једнака зарада\nза исти рад или рад исте вредности који\nостварују код Послодавца.\u003C\u002Fp>\n\n\u003Cp>Под радом једнаке вредности подразумева\nсе рад за који се захтева исти степен\nстручне спреме, односно образовања, знања и\nспособности, у коме је остварен једнак\nрадни допринос уз једнаку одговорност.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Запослени је дужан да о извршеним\nпословима сачињава месечне радне\nлисте.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Зарада у смислу става 1. овог члана се\nсастоји из:\u003C\u002Fp>\n\n\u003Cp>1)зараде коју је запослени остварио за\nобављени рад и време проведено на раду,\u003C\u002Fp>\n\n\u003Cp>2)других примања по основу радног односа,\nу складу са законом, овим колективним\nуговором и Уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Зараде се обрачунавају и исплаћују у\nскладу са усвојеним годишњим Финансијским\nпланом, као и његовим изменама и допунама.\u003C\u002Fp>\n\n\u003Cp>Под зарадом у смислу претходног става\nовог члана сматра се зарада која садржи\nпорез и доприносе који се плаћају из\nзараде.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 28.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Зарада се запосленом исплаћује у\nновцу, у деловима или у целости, најкасније\nдо краја месеца за претходни месец.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом,\nприликом сваке исплате зараде, достави\nобрачун, па и за месец за који није извршио\nисплату зараде, односно накнаде зараде.\u003C\u002Fp>\n\n\u003Cp>Уз обрачун из става 2 овог члана\nпослодавац је дужан да запосленом достави\nи обавештење да исплата зараде , односно\nнакнаде зараде, није извршена и разлоге\nзбог којих није извршена исплата.\u003C\u002Fp>\n\n\u003Cp>Oбрачун из става 2 овог члана на основу\nкога је исплаћена зарада, односно накнада\nзараде у целости може се доставити\nзапосленом у електронској форми.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. Зарада за обављени рад и време\nпроведено на раду\u003C\u002Fh3>\n\n\u003Ch4>Члан 29.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Зарада за обављени рад и време проведено\nна раду утврђује се на основу:\u003C\u002Fp>\n\n\u003Cp>-основне зараде,\u003C\u002Fp>\n\n\u003Cp>-дела зараде по основу радног учинка и\u003C\u002Fp>\n\n\u003Cp>-увећане зараде.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.1. Основна зарада\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch4>Члан 30.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Основна зарада запосленог утврђује се, за\nпуно радно време и стандардни учинак,\nмножењем основице утврђене овим\nколективним уговором са коефицијентом\nпосла, који се утврђује уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Основица износи 18.007,00 динара бруто.\u003C\u002Fp>\n\n\u003Cp>Послодавац не може својим актом утврдити\nмање коефицијенте послова, од минималних\nкоефицијената послова утврђених овим\nколективним уговором, по групама послова.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Cp>Групе послова се формирају према степену\nстручне спреме захтеване за обављање\nпослова.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTYPE_comments_txt\">\u003Cp>Минимални и максимални коефицијенти\nпослова по групама послова су следећи:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"387\">\u003Cp>\u003Cstrong>Ниво\n        квалификације\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>\u003Cstrong>минимални\n        коефицијент\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>\u003Cstrong>максимални\n        коефицијенти\u003C\u002Fstrong>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"387\">\u003Cp>\u003Cstrong>Први и други ниво\u003C\u002Fstrong>\n        (основно образовање и васпитање).\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>2,8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>3,8\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"387\">\u003Cp>\u003Cstrong>Трећи ниво\u003C\u002Fstrong> (средње\n        стручно образовање у трогодишњем\n        трајању).\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>2,8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>4,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"387\">\u003Cp>\u003Cstrong>Четврти ниво\u003C\u002Fstrong> (средње\n        гимназијско и средње стручно\n        образовање у четворогодишњем трајању)\n        и \u003Cstrong>пети ниво\u003C\u002Fstrong> (средње\n        образовање са мајсторским или\n        специјалистичким испитом у трајању од\n        1. до 2. године).\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>2,9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>6,5\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"387\">\u003Cp>\u003Cstrong>Шести ниво\u003C\u002Fstrong> (основне\n        академске студије – 180 ЕСПБ, односно\n        основне студије у трајању од три\n        године; основне струковне студије -180\n        ЕСПБ, односно основне студије у\n        трајању до три године.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>2,9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>9,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"387\">\u003Cp>\u003Cstrong>Шести ниво\u003C\u002Fstrong> (основне\n        академске студије – 240 ЕСПБ; \n        специјалистичке струковне студије –\n        240 ЕСПБ; \u003Cstrong>седми ниво\u003C\u002Fstrong>\u003Cstrong>,\u003C\u002Fstrong>\n        мастер академске и мастер струковне\n        студије – 300 ЕСПБ, односно, односно\n        основне студије на факултету у трајању\n        од 4. – 6. година, према прописима којима\n        се уређивало високо образовање до\n        10.09.20005.године.\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>3,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"104\">\u003Cp>11,00\u003C\u002Fp>\u003C\u002Ftd>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003C\u002Ftr>\u003C\u002Ftbody>\u003C\u002Ftable>\u003C\u002Fdiv>\u003Ctable border=\"1\">\u003Ctbody>\u003Ctr>\u003Ctd width=\"104\">\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Изузетно, уговори о раду Генералног\nдиректора и његовог заменика могу садржати\nосновну зараду у већем износу од распона\nкоефицијената по групама послова из овог\nчлана.\u003C\u002Fp>\n\n\u003Cp>Коефицијентима из става 5. овог члана\nвредновани су услови рада, одговорност и\nсложеност, прецизније дефинисани\nПравилником о организацији и\nсистематизацији послова.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 31.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Основна зарада приправника не може се\nуговорити у нижем износу од 80% основне\nзараде за одговарајуће послове на којима\nсе запослени оспособљава за самосталан рад\nу струци.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.2. Део зараде на основу радног учинка\u003C\u002Fh3>\n\n\u003Ch4>Члан 32.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Радни учинак запосленог утврђујe се\nна основу квалитета и обима обављеног\nпосла, као и односа запосленог према радним\nобавезама.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>По основу обима извршених послова\nсматра се да запослени остварио значајно\nвећи радни учинак од уобичајеног\nуколико:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>- остварује значајно већи обим\nпослова и радних задатака од\nпланираних;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>- уз редовно обављање послова, по\nналогу руководиоца, у значајном обиму\nобавља и друге послове које другу\nзапослени није могао у року или квалитетно\nда изврши.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>По основу квалитета извршених\nпослова сматра се да запослени остварио\nзначајно већи радни учинак од уобичајеног\nуколико:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>- обавља послове значајно изнад\nуобичајеног квалитета (у извршавању\nпослова и радних задатака значајано\nисказана стручност, креативност, тачност,\nодговорност при извршавању послова),\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>- успешно извршавање радних задатака\nу ванредним околностима, по позиву или\nналогу;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>- проналази нова решења за настали\nпроблем или разрешење спорне ситуације на\nраду,\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>- постигне резултате у\nрационализацији, иновацији и техничким\nунапређењима код Послодавца.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>По основу односа запосленог према\nвластитим обавезама сматра се да запослени\nостварио значајно већи радни учинак од\nуобичајеног уколико:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>- изграђује однос тимског рада са\nосталим ученицима у процесу рада;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>- има изражену самоиницијативност и\nспремност за помагање другима у обављању\nпослова;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>- у обављању послова остварује\nзначајне уштеде у материјалним\nтрошковима.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Сматра се да је запослени остварио\nзначајано мањи радни учинак од уобичајеног\nако:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>- по основу обима обављених послова:\nне оствари обим планираних задатака; не\nизврши поверене послове и радне задатке,\nили их не изврши у целости;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>- по основу квалитета обављених\nпослова: поверене послове не обави\nквалитетно, односно квалитетом који је\nзначајно мањи за ту врсту посла (у\nизвршавању послова показује недостатак\nзнања и стручности; греши у извршавању\nпослова; резултати извршених послова су\nнеупотребљиви, или их морају поправљати\nдруги запослени);\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>- по основу односа према радним\nобавезама: не поштује рокове за извршење\nпослова; не поштује радну дисциплину, дате\nналоге и упутства за рад; не поштује радно\nвреме, односно распоред рада; не придржава\nсе свих мера безбедности и здравља на раду\nили правила понашања у простору\nПослодавца; ремети друге запослене у\nобављању послова; немаран однос према\nосновним средствима и средствима\nрада.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Радни учинак запосленог утврђује\nГенерални директор, односно лице кога он\nовласти, на предлог руководиоца\nзапосленог.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>По основу утврђеног радног учинка, зарада\nзапосленог може да се увећа до 30% основне\nзараде запосленог, или умањи до 20%.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.3. Увећана зарада\u003C\u002Fh3>\n\n\u003Ch4>Члан 33.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на увећану зараду и\nто:\u003C\u002Fp>\n\n\u003Cp>1)по основу времена проведеног на раду за\nсваку пуну годину рада остварену у радном\nодносу – 0,5 % од основице;\u003C\u002Fp>\n\n\u003Cp>2)за рад на дан празника који је нерадни\nдан - 110 % од основице;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>3)за прековремени рад – 26% од основице;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>4)за рад ноћу - 26% од основице;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>5)за рад недељом - 26% од основице;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6)за рад у сменама - 26% од основице;\u003C\u002Fp>\n\n\u003Cp>7)за рад на висини (антенски стубови и\nнеобезбеђени објекти) преко 10 метара - 100% на\nвредност редовног часа рада запосленог у\nтом месецу, с тим што се, за сваких следећих\n10 метара, увећава за 10% на вредност редовног\nчаса рада запосленог;\u003C\u002Fp>\n\n\u003Cp>8)за рад са \"стедикем\" и \"поликем\" камером 50%\nна вредност редовног часа рада запосленог\nу том месецу;\u003C\u002Fp>\n\n\u003Cp>9)код извештавања са терена где су ратни\nсукоби - 100% од основице.\u003C\u002Fp>\n\n\u003Cp>Увећање зараде се исплаћује само за време\nрада запосленог у условима због којих му\nприпада додатак.\u003C\u002Fp>\n\n\u003Cp>За тачност евиденције радног времена\nодговарају запослени и непосредни\nруководилац.\u003C\u002Fp>\n\n\u003Cp>Достављање нетачних података представља\nповреду радне дисциплине.\u003C\u002Fp>\n\n\u003Cp>Ако су се истовремено стекли услови по\nвише основа утврђених у ставу 1. овог члана,\nпроценат увећане зараде не може бити нижи\nод збира процената по сваком од основа\nувећања.\u003C\u002Fp>\n\n\u003Cp>Основицу за обрачун додатака зараде чини\nосновна зарада утврђена уговором о раду, у\nскладу са овим колективним уговором.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_government\">\u003Ch3>2. Минимална зарада\u003C\u002Fh3>\n\n\u003Ch4>Члан 34.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на минималну зараду\nза стандардни учинак и време проведено на\nраду.\u003C\u002Fp>\n\n\u003Cp>Послодавац може донети одлуку, односно\nзапосленом понудити закључивање уговора о\nраду под измењеним условима везано за\nисплату минималне зараде, у случају\nпоремећаја у процесу пословања код\nПослодавца, и то: пословање са губитком;\nзначајног смањења прихода, а који утврђује\nнадлежни орган Послодавца, по претходно\nприбављеном мишљењу репрезентативних\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>По истеку рока од шест месеци од доношења\nодлуке о увођењу минималне зараде\nПослодавац је дужан да обавести\nрепрезентативни синдикат о разлозима за\nнаставак исплате минималне зараде.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Накнада зараде\u003C\u002Fh3>\n\n\u003Ch4>Члан 35.\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 запосленог у претходних 12 месеци, у\nследећим случајевима:\u003C\u002Fp>\n\n\u003Cp>1)за време одсуствовања са рада на дан\nпразника који је нерадни дан,\u003C\u002Fp>\n\n\u003Cp>2)годишњег одмора,\u003C\u002Fp>\n\n\u003Cp>3)плаћеног одсуства,\u003C\u002Fp>\n\n\u003Cp>4)војне вежбе,\u003C\u002Fp>\n\n\u003Cp>5)одазивања на позив државног органа.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 36.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду зараде за\nвреме одсуствовања са рада због привремене\nспречености за рад до 30 дана, и то:\u003C\u002Fp>\n\n\u003Cp>1)у висини 80% просечне зараде у претходних\n12 месеци пре месеца у којем је наступила\nпривремена спреченост за рад, с тим да не\nможе бити нижа од минималне зараде\nутврђене у складу са законом, ако је\nспреченост за рад проузрокована болешћу\nили повредом ван рада.\u003C\u002Fp>\n\n\u003Cp>2)у висини 100% просечне зараде у претходних\n12 месеци пре месеца у којем је наступила\nпривремена спреченост за рад, с тим да не\nможе бити нижа од минималне зараде\nутврђене у складу са законом, ако је\nспреченост за рад проузрокована повредом\nна раду или професионалном болешћу;\u003C\u002Fp>\n\n\u003Cp>3)у висини 100% просечне зараде у претходних\n12 месеци пре месеца у којем је наступила\nпривремена спреченост за рад, с тим да не\nможе бити нижа од минималне зараде\nутврђене у складу са законом, због неге\nболесног детета млађег од три године.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 37.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду зараде\nнајмање у висини 80% просечне зараде у\nпретходних 12 месеци, с тим да не може бити\nмања од минималне зараде утврђене у складу\nса законом, за време прекида рада до којег\nје дошло без кривице запосленог, најдуже 45\nрадних дана у календарској години.\u003C\u002Fp>\n\n\u003Cp>Изузетно, у случају прекида рада, односно\nсмањења обима рада које захтева дуже\nодсуство, Послодавац може, уз претходну\nсагласност министра, упутити запосленог на\nодсуство дуже од 45 радних дана, уз накнаду\nзараде из става 1. овог члана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 38.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду зараде у\nвисини 100% зараде који би остварио да ради\nза време прекида рада до којег је дошло\nнаредбом државног органа или надлежног\nоргана Послодавца, због необезбеђивања\nбезбедности и заштите здравља на раду који\nје услов даљег обављања рада без\nугрожавања живота и здравља запослених и\nдругих лица.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. Накнада трошкова\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>5.1. Накнада трошкова за долазак и одлазак\nса рада\u003C\u002Fh3>\n\n\u003Ch4>Члан 39.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду трошкова\nза долазак и одлазак са рада у висини\nнајниже цене превозне карте у јавном\nсаобраћају на удаљености до 35 километара\nод места становања запосленог до места\nрада, под условом да је удаљеност најмање у\nдужини једне станице јавног превоза, ако\nпослодавац није обезбедио сопствени\nпревоз за одлазак и повратак са рада.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Запосленима се надокнађују трошкови\nпревоза за долазак и одлазак са рада, по\nизбору запосленог: путем доделе месечне\nпретплатне карте где јавни превозник\nомогућује куповину истих, или исплатом\nновчане противвредности исте, под условом\nда запослени достави доказ о насталим\nтрошковима за долазак и одлазак са рада.\u003C\u002Fp>\n\n\u003Cp>Документи који се достављају као доказ\nнасталих трошкова и рок за исплату накнаде\nтрошкова у новцу дефинисаће се посебним\nактом Послодавца.\u003C\u002Fp>\n\n\u003Cp>Ако не постоји јавни саобраћај од места\nстановања до места рада запосленог,\nПослодавац ће да надокнади трошкове у\nвисини најниже цене месечне претплатне\nкарте у јавном саобраћају за сличну\nнајближу релацију до удаљености из става 1.\nовог члана, на основу потврде јавног\nпревозника.\u003C\u002Fp>\n\n\u003Cp>Запослени је у обавези да потпише изјаву\nо коришћењу превоза за долазак на рад и\nодлазак са рада и начину накнаде трошкова,\nна обрасцу који утврђује послодавац, а у\nроку прописаном посебним актом\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Накнада трошкова за долазак и одлазак са\nрада у новцу исплаћује се запосленом само\nза дане у којима је долазио на посао.\u003C\u002Fp>\n\n\u003Cp>Промена места становања запосленог након\nзакључења уговора о раду, не може да утиче\nна увећање трошкова превоза које је\nпослодавац дужан да накнади запосленом у\nтренутку закључења уговора о раду, без\nсагласности послодавца. Промена места\nстановања доказује се на основу изјаве\nзапосленог са личном картом, односно\nодговарајућом потврдом о пребивалишту или\nборавишту у складу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.2. Накнада трошкова за време проведено\nна службеном путу у земљи\u003C\u002Fh3>\n\n\u003Ch4>Члан 40.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду трошкова\nза време проведено на службеном путу у\nземљи (дневница за службено путовање у\nземљи) до висине неопорезивог износа у\nскладу са законом који регулише порез на\nдоходак грађана, као и друге трошкове за\nвреме проведено на службеном путу у земљи\nпод условима, на начин и у висини утврђеним\nпосебним актом Послодавца\u003C\u002Fp>\n\n\u003Cp>Накнада трошкова за време проведено на\nслужбеном путу у износу наведеном у ставу 1.\nовог члана признаје се уколико је\nзапослени на службеном путу провео више од\n12 сати.\u003C\u002Fp>\n\n\u003Cp>Уколико је запослени на службеном путу\nпровео више од 8, а мање од 12 сати, признаје\nму се 50% износа из става 1. овог члана.\u003C\u002Fp>\n\n\u003Cp>Уколико је запослени на службеном путу\nпровео мање од 8 сати нема право на накнаду\nтрошкова за време проведено на службеном\nпуту.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.3. Накнада трошкова за време проведено\nна службеном путу у иностранству\u003C\u002Fh3>\n\n\u003Ch4>Члан 41.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду трошкова\nза време проведено на службеном путу у\nиностранству у висини одређеној прилогом\nовог колективног уговора, а под условима и\nна начин утврђеним општим актом\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Учесници колективног уговора имају право\nна тромесечни увид у висину утрошених\nсредстава из става 1. овог члана, по\nорганизационим целинама.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Ch3>5.4. Накнада трошкова исхране у току\nрада\u003C\u002Fh3>\n\n\u003Ch4>Члан 42.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nисплати накнаду трошкова за исхрану у току\nрада (топли оброк) у висини од 160,00 динара\nнето дневно увећано за припадајуће порезе\nи доприносе.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.5. Накнада трошкова регреса за коришћење\nгодишњег одмора\u003C\u002Fh3>\n\n\u003Ch4>Члан 43.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nисплати накнаду трошкова регреса за\nкоришћење годишњег одмора у висини од 7.600,00\nдинара нето месечно увећано за припадајуће\nпорезе и доприносе.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6. Друга примања\u003C\u002Fh3>\n\n\u003Ch4>Члан 44.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nисплати друга примања, у складу са\nодредбама овог колективног уговора, и то:\u003C\u002Fp>\n\n\u003Cp>1)отпремнину при одласку у пензију;\u003C\u002Fp>\n\n\u003Cp>2)накнаду трошкова погребних услуга у\nслучају смрти члана уже породице, а\nчлановима уже породице у случају смрти\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>3)накнаду штете због повреде на раду или\nпрофесионалног обољења;\u003C\u002Fp>\n\n\u003Cp>4)поклон за Нову годину или Божић деци\nзапослених старости до 12 година, највише у\nвредности до неопорезивог износа који је\nпредвиђен законом којим се уређује порез\nна доходак грађана, према одлуци\nПослодавца;\u003C\u002Fp>\n\n\u003Cp>5)помоћ деци преминулих запослених:\u003C\u002Fp>\n\n\u003Cp>-до поласка у основну школу 20% од просечне\nисплаћене зараде код Послодавца за\nпретходни месец;\u003C\u002Fp>\n\n\u003Cp>-ученицима основне школе до завршетка\nосновног школовања 25% од просечне\nисплаћене зараде код Послодавца за\nпретходни месец;\u003C\u002Fp>\n\n\u003Cp>-ученицима средњих школа, до навршених 20\nгодина, за први пут уписан разред, 30% од\nпросечне исплаћене зараде код Послодавца\nза претходни месец;\u003C\u002Fp>\n\n\u003Cp>-студентима високошколских установа, до\nнавршених 26 година, за први пут уписану\nгодину студија, 35% од просечне исплаћене\nзараде код Послодавца за претходни месец.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 45.\u003C\u002Fh4>\n\n\u003Cp>Послодавац може запосленом исплатити\nсолидарну помоћ, под условом да за то има\nобезбеђена финансијска средства, у\nследећим случајевима:\u003C\u002Fp>\n\n\u003Cp>1)за случај дуже или теже болести\nзапосленог или члана његове уже породице,\nдо висине стварних трошкова, а највише до\nнеопорезивог износа у складу са законом\nкоји регулише порез на доходак грађана, уз\nприложену уредну документацију;\u003C\u002Fp>\n\n\u003Cp>2)набавке медицинско-техничких помагала у\nскладу са прописима који уређују oву\nобласт, ако запосленом није омогућено\nостваривање овог права на терет средстава\nобавезног здравственог осигурања, или ако\nму је ово право обезбеђено у недовољном\nизносу због набавке помагала исте врсте\nвећег стандарда, до висине стварних\nтрошкова, а највише до неопорезивог износа\nу складу са законом који регулише порез на\nдоходак грађана, уз приложену уредну\nдокументацију;\u003C\u002Fp>\n\n\u003Cp>3)у случају уништења или оштећења објекта\nза становање запосленог, услед\nелементарних непогода или других\nванредних догађаја, ако је чињенично стање\nнастанка и узрока уништења или оштећења\nутврђено и процењена висина штете, до\nвисине стварних трошкова, а највише до две\nпросечне зараде у Републици Србији у\nмесецу који претходи месецу настанка\nштете;\u003C\u002Fp>\n\n\u003Cp>4)ради ублажавања неповољног\nматеријалног положаја запосленог;\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5)у случају рођења сваког детета\nједнократну новчану помоћ у висини од 1,5\n(једнеипо) просечне зараде код Послодавца\nза претходних 6 (шест) месеци\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Тежом болешћу сматра се болест која је\nкао таква третирана прописима из\nздравственог осигурања, односно актима\nРепубличког фонда за здравствено\nосигурање.\u003C\u002Fp>\n\n\u003Cp>Чланом уже породице у смислу става 1. овог\nчлана сматрају се: брачни друг и деца\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Услов стицања права на солидарну помоћ из\nстава 1. тачка 4) овог члана, висина и начин\nисплате, ближе се одређује посебним\nспоразумом између репрезентативних\nсиндиката и Послодавца, у оквирима\nобезбеђених финансијских средстава.\u003C\u002Fp>\n\n\u003Cp>Уколико се не закључи споразум из става 4.\nовог члана, висина и начин исплате\nсолидарне помоћи из става 1. тачка 4) овог\nчлана, ближе се одређује посебном одлуком\nПослодавца, у оквирима обезбеђених\nфинансијских средстава, о чему се\nобавештавају репрезентативни синдикати.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthcareaccess\">\u003Cp>\u003Cstrong>Запослени право на солидарну помоћ\nиз става 1. тачка 1) и 2) овог члана може\nостварити уколико се ради о болести која\nизискује веће трошкове у поступку\nдијагностицирања (снимање скенером,\nмагнетна резонанца, лекарски прегледи и\nдр.), односно веће трошкове лечења\n(оперативни захвати, лекови и др.) или\nсанирања, односно одржавања здравственог\nстања и радне способности (ортопедска и\nдруга помагала и др.). Под већим трошкови се\nподразумева да су наведени трошкови већи\nод износа просечне нето зараде коју је\nостварио код Послодавца у претходна три\nмесеца.\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Уколико је Послодавац има закључен\nуговор о осигурању запослених са друштвом\nза осигурање, којим су обухваћени\nслучајеви предвиђени у ставу 1. тачка 1) и 2)\nовог члана и запослени остварио право на\nнакнаду од осигуравајућег друштва,\nзапослени може добити само на разлику у\nвисини остварене накнаде од\nосигуравајућег друштва и стварних\nтрошкова, односно износа утврђеног у овим\nчланом за тај случај.\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.1. Отпремнина при одласку у пензију\u003C\u002Fh3>\n\n\u003Ch4>Члан 46.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nисплати отпремнину при одласку у пензију,\nнајмање у висини три последње просечне\nзараде запосленог, или три просечне зараде\nпо запосленом код Послодавца у месецу који\nпретходи месецу исплате, или три просечне\nзараде по запосленом исплаћене у Републици\nпрема последњем објављеном податку\nрепубличког органа надлежног за послове\nстатистике, ако је то за запосленог\nповољније.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.2. Накнада трошкова погребних услуга\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch4>Члан 47.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nисплати накнаду трошкова погребних услуга\nу случају смрти члана уже породице, а у\nслучају смрти запосленог члановима уже\nпородице или лицу које је сносило трошкове,\nу висини трошкова погребних услуга које\nисплаћује Републички фонд за пензијско и\nинвалидско осигурање.\u003C\u002Fp>\n\n\u003Cp>Чланом уже породице у смислу претходног\nстава сматрају се: брачни друг, деца\nзапосленог, родитељи, усвојеник и\nусвојилац.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>6.3. Јубиларна награда\u003C\u002Fh3>\n\n\u003Ch4>Члан 48.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може исплатити јубиларну\nнаграду запосленом који је остварио 10, 20, 30,\n35, односно 40 година непрекидног стажа\nосигурања проведеног у радном односу\n(радни стаж) у Радију Нови Сад,\nРадио-телевизији Нови Сад, Радиотелевизији\nБеоград, Радио-телевизији Приштине, ЈП\nРадио-телевизији Србије, Радиодифузној\nустанови Војводине „Радио-телевизија\nВојводине“ и Јавној медијској установи\n„Радио-телевизија Војводине“ (у даљем\nтексту: јубилеј), у следећем износу:\u003C\u002Fp>\n\n\u003Cp>-за 10 година рада код Послодавца - у висини\nједне просечне месечне бруто зараде код\nПослодавца исплаћене у претходном\nмесецу;\u003C\u002Fp>\n\n\u003Cp>-за 20 година рада код Послодавца - у висини\nдве просечне месечне бруто зараде код\nПослодавца исплаћене у претходном\nмесецу;\u003C\u002Fp>\n\n\u003Cp>-за 30 година рада код Послодавца - у висини\nтри просечне месечне бруто зараде код\nПослодавца исплаћене у претходном\nмесецу;\u003C\u002Fp>\n\n\u003Cp>-за 35 година рада код Послодавца - у висини\nчетири просечне месечне бруто зараде код\nПослодавца исплаћене у претходном\nмесецу;\u003C\u002Fp>\n\n\u003Cp>-за 40 година рада код Послодавца - у висини\nчетири просечне месечне бруто зараде код\nПослодавца исплаћене у претходном месецу,\nпод условом да запосленом није исплаћена\nјубиларна награда за 35 година рада код\nПослодавца.\u003C\u002Fp>\n\n\u003Cp>Под зарадом се подразумева просечна\nзарада по запосленом код Послодавца\nостварена у месецу који претходи исплати.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Право на јубиларну награду имају и\nзапослени који су имали неплаћено одсуство\nи мировање радног односа краће од три\nмесеца, као и у случају одслужења, односно\nдослужења војног рока и време привременог\nупућивања на рад код другог Послодавца. У\nслучајевима из овог става застаје са\nрачунањем трајања стажа из става 1. овог\nчлана.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Право из става 1. овог члана,\nостварују сви запослени који почев од\nступања на снагу овог Колективног уговора\nнавршавају 10, 20, 30, 35 односно 40 година\nнепрекидног радног стажа у складу са овим\nчланом.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Поред јубиларне из става 1. овог члана,\nПослодавац може запосленом исплатити\nјубиларну награду за Дан РТВ-а, чија се\nвисина и начин исплате ближе одређује\nпосебним споразумом репрезентативних\nсиндиката и Послодавца, у оквирима\nобезбеђених финансијских средстава за ову\nнамену.\u003C\u002Fp>\n\n\u003Cp>Уколико се не закључи споразум из става 4.\nовог члана, висина и начин исплате\nјубиларне награде за Дан РТВ-а ближе се\nодређује посебном одлуком Послодавца, у\nоквирима обезбеђених финансијских\nсредстава за ову намену, о чему се\nобавештавају репрезентативни синдикати.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.4 Остала примања\u003C\u002Fh3>\n\n\u003Ch4>Члан 49.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Cp>\u003Cstrong>Послодавац може запосленом доделити\nгодишњу награду у складу са посебним\nправилником.\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Ch4>Члан 50.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленима уплаћивати\nпремију за добровољно додатно пензијско\nосигурање, колективно осигурање од\nпоследица незгода и колективно осигурање\nза случај тежих болести и хируршких\nинтервенција, а у циљу обезбеђења додатне\nзаштите запослених.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>VII.ОБРАЗОВАЊЕ ЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Ch4>Члан 51.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Cp>Послодавац је дужан да запосленом\nомогући образовање, стручно оспособљавање\nи усавршавање када то захтева потреба\nпроцеса рада и увођење новог начина и\nорганизације рада.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Запослени је дужан да се у току рада\nобразује, стручно оспособљава и усавршава\nза рад.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Трошкови образовања, стручног\nоспособљавања и усавршавања обезбеђују се\nиз средстава Послодавца и других извора у\nскладу са законом и општим актом\nПослодавца.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VIII.ЗАБРАНА КОНКУРЕНЦИЈЕ\u003C\u002Fh2>\n\n\u003Ch4>Члан 52.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уговором о раду могу да се утврде послови\nкоје запослени не може да ради у своје име и\nза свој рачун, као и у име и за рачун другог\nправног лица или физичког лица, без\nсагласности Послодавца (у даљем тексту:\nзабрана конкуренције).\u003C\u002Fp>\n\n\u003Cp>Послодавац обавештава репрезентативне\nсиндикате о запосленима којима је дата\nсагласност за рад код другог Послодавца.\u003C\u002Fp>\n\n\u003Cp>Забрана конкуренције може да се утврди\nсамо ако постоје услови да запослени радом\nкод Послодавца стекне нова, посебно важна\nтехнолошка знања, широк круг пословних\nпартнера или да дође до сазнања важних\nпословних информација и тајни.\u003C\u002Fp>\n\n\u003Cp>Забрана конкуренције важи за територију\nРепублике Србије и ван ње.\u003C\u002Fp>\n\n\u003Cp>Ако запослени прекрши забрану\nконкуренције, Послодавац има право од\nзапосленог да захтева накнаду штете.\u003C\u002Fp>\n\n\u003Cp>Уговором о раду Послодавац и запослени\nмогу да уговоре и услове забране\nконкуренције у смислу става 1. овог члана по\nпрестанку радног односа, у року који не\nможе да буде дужи од две године по\nпрестанку радног односа.\u003C\u002Fp>\n\n\u003Cp>Забрана конкуренције из претходног става\nовог члана може се уговорити ако се\nПослодавац уговором о раду обавеже да ће\nзапосленом исплатити новчану накнаду у\nуговореној висини.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IX.НАКНАДА ШТЕТЕ\u003C\u002Fh2>\n\n\u003Ch4>Члан 53.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени је одговоран за штету коју на\nраду или у вези са радом, намерно или\nкрајњом непажњом, проузрокује Послодавцу,\nу складу са законом и овим колективним\nуговором.\u003C\u002Fp>\n\n\u003Cp>Ако штету проузрокује више запослених,\nсваки запослени одговоран је за део штете\nкоју је проузроковао.\u003C\u002Fp>\n\n\u003Cp>Ако се за запосленог из става 2. овог члана\nне може утврдити део штете коју је\nпроузроковао, сматра се да су сви запослени\nподједнако одговорни и штету надокнађују у\nједнаким деловима.\u003C\u002Fp>\n\n\u003Cp>Ако је више запослених проузроковало\nштету кривичним делом са умишљајем за\nштету одговарају солидарно.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 54.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Поступак за утврђивање одговорности\nзапосленог за штету проузроковану\nПослодавцу покреће Генерални директор,\nодносно запослени на кога је пренео своја\nовлашћења, по пријему писмене пријаве или\nсазнања за проузроковану штету, а водећи\nрачуна о роковима застарелости\nпотраживања накнаде штете утврђених\nзаконом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 55.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Постојање штете и околности под којима је\nнастала, висину и начин накнаде штете\nутврђује посебна комисија, коју образује\nПослодавац.\u003C\u002Fp>\n\n\u003Cp>Висина штете утврђује се на основу\nизвештаја комисије из става 1. овог члана,\nценовника, тржишне или књиговодствене\nвредности оштећене ствари, односно на\nоснову процене вештачењем стручњака.\nУколико би такво утврђивање проузроковало\nнесразмерне трошкове, висина се може\nутврдити у паушалном износу.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 56.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ако Послодавац утврди да је\nзапослени одговоран за штету, решењем се\nодређују висина штете, начин и рокове\nисплате надокнаде.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Генерални директор може ослободити,\nделимично или у целости, запосленог од\nнадокнаде штете коју је проузроковао, осим\nако је штету проузрокова намерно.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Ако запослени не пристане да надокнади\nштету у утврђеном року, о штети одлучује\nнадлежни суд.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 57.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ако запослени претрпи повреду или штету\nна раду, Послодавац је дужан да му у року од\n30 дана од дана настанка повреде или штете\nнакнади штету, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Ако се запослени и Послодавац не\nспоразумеју о накнади штете, запослени има\nправо да накнаду штете захтева пред\nнадлежним судом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>X.УДАЉЕЊЕ ЗАПОСЛЕНОГ СА РАДА\u003C\u002Fh3>\n\n\u003Ch4>Члан 58.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени може да буде привремено удаљен\nса рада:\u003C\u002Fp>\n\n\u003Cp>1)ако је против њега започето кривично\nгоњење у складу са законом због кривичног\nдела учињеног на раду или у вези са радом;\u003C\u002Fp>\n\n\u003Cp>2)ако непоштовањем радне дисциплине или\nповредом радне обавезе угрожава имовину\nвеће вредности .\u003C\u002Fp>\n\n\u003Cp>3)ако је природа повреде радне обавезе,\nодносно непоштовања радне дисциплине или\nје понашање запосленог такво да не може да\nнастави рад код Послодавца пре истека рока\nиз члана 180 став 1 Закона о раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 59.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени коме је одређен притвор\nудаљује се са рада од првог дана притвора,\nдок притвор траје.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 60.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Удаљење из члана 58. овог колективног\nуговора може да траје три месеца, а по\nистеку тог периода Послодавац је дужан да\nзапосленог врати на рад или да му откаже\nуговор о раду или изрекне другу меру у\nскладу са Законом о раду ако за то постоје\nоправдани разлози из члана 67. и 68. овог\nКолективног уговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 61.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За време привременог удаљења запосленог\nса рада запосленом припада накнада зараде\nу висини једне четвртине, а ако издржава\nпородицу у висини једне трећине основне\nзараде.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 62.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Накнада зараде за време привременог\nудаљења са рада у смислу члана 58. овог\nКолективног уговора исплаћује се на терет\nоргана који је одредио притвор.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 63.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленом за време привременог удаљења\nса рада, припада разлика између износа\nнакнаде зараде примљене по основу члана 60.\nовог колективног уговора и пуног износа\nосновне зараде, и то:\u003C\u002Fp>\n\n\u003Cp>1)ако кривични поступак против њега буде\nобустављен правноснажном одлуком, или ако\nправноснажном одлуком буде ослобођен\nоптужбе, или је оптужба против њега\nодбијена, али не због ненадлежности;\u003C\u002Fp>\n\n\u003Cp>2)ако се не утврди одговорност запосленог\nза повреду радне обавезе или непоштовања\nрадне дисциплине из члана 67. и 68. овог\nКолективног уговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XI.ИЗМЕНА УГОВОРА О РАДУ\u003C\u002Fh2>\n\n\u003Ch4>Члан 64.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Послодавац може запосленом да понуди\nизмену уговорених услова рада (анекс\nуговора) под условима и начин утврђен\nзаконом.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Због потреба процеса и организације\nрада, послодавац може запосленом понудити\nанекс уговора о раду и премештај на све\nпослове који одговарају његовој стручној\nспреми и радним способностима, у\nслучајевима:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1)потребе за успешнијим и ефикаснијим\nобављањем одређених послова;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2)потпунијег коришћења радне\nспособности запосленог;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3)промене у организацији и\nтехнологији рада;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4)престанка потребе за радом\nзапосленог на одређеним пословима;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5)смањења обима послова;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>6)измене описа послова\nзапосленог;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7)увођења нових послова;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>8)замене одсутног запосленог;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9)отклањање поремећених односа у\nпроцесу рада.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>У случају закључивања анекса уговора на\nиницијативу запосленог \u003Cstrong>и измене\nличних података о запосленом и података о\nпослодавцу и других података којима се не\nмењају услови рада, на основу одговарајуће\nдокументације,\u003C\u002Fstrong> не примењује се\nодредба прописана законом, која регулише\nначин спровођења поступка за понуду\nанекса.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 65.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ако је потребно да се одређени посао\nизврши без одлагања, запослени може бити\nпривремено премештен на друге\nодговарајуће послове на основу решења, без\nпонуде анекса уговора у смислу члана 172.\nЗакона о раду, најдуже 45 радних дана у\nпериоду од 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\u003Ch2>XII.ПРЕСТАНАК РАДНОГ ОДНОСА\u003C\u002Fh2>\n\n\u003Ch3>1. Отказ од стране Послодавца\u003C\u002Fh3>\n\n\u003Ch4>Члан 66.\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 и то:\u003C\u002Fp>\n\n\u003Cp>1)ако не остварује резултате рада или нема\nпотребна знања и способности за обављање\nпослова на којима ради;\u003C\u002Fp>\n\n\u003Cp>2)ако је правноснажно осуђен за кривично\nдело на раду или у вези са радом;\u003C\u002Fp>\n\n\u003Cp>3)ако се не врати на рад код послодавца у\nроку од 15 дана од дана истека рока мировања\nрадног односа из члана 79. Закона о раду,\nодносно неплаћеног одсуства из члана 100.\nЗакона о раду.\u003C\u002Fp>\n\n\u003Cp>4)акo услед технолошких, економских или\nорганизационих промена престане потреба\nза обављањем одређеног посла или дође до\nсмањења обима посла;\u003C\u002Fp>\n\n\u003Cp>5)ако одбије закључење анекса уговора у\nскладу са законом;\u003C\u002Fp>\n\n\u003Cp>6)инвалиду и запосленом из члана 81. став 2.\nЗакона о раду који одбије да прихвати посао\nу смислу члана 101. Закона о раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 67.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом да откаже\nуговор о раду ако запослени својом\nкривицом учини повреду радне обавезе\nутврђену законом, овим колективним\nуговором, другим општим актима Послодавца\nили уговором о раду, а нарочито због:\u003C\u002Fp>\n\n\u003Cp>1)неблаговременог, несавесног или\nнемарног извршавања радних дужности и\nобавеза;\u003C\u002Fp>\n\n\u003Cp>2)непридржавања, односно неспровођење\nодлука донетих од стране органа\nПослодавца;\u003C\u002Fp>\n\n\u003Cp>3)давања нетачних података који су\nутицали на доношење одлука органа\nПослодавца;\u003C\u002Fp>\n\n\u003Cp>4)нетачног евидентирања и приказивања\nрадног времена и резултата рада у намери да\nсе за себе или за другог запосленог оствари\nвећа зарада, као и нетачног евидентирања и\nприказивања извршених услуга;\u003C\u002Fp>\n\n\u003Cp>5)наплате услуга мимо ценовника или\nиспостављања нетачног износа рачуна;\u003C\u002Fp>\n\n\u003Cp>6)непријављивања повреда радних обавеза\nнајкасније 5 дана од дана сазнања;\u003C\u002Fp>\n\n\u003Cp>7)непридржавања императивних одредаба\nСтатута, општих аката и овог колективног\nуговора;\u003C\u002Fp>\n\n\u003Cp>8)ускраћивања давања, односно\nнеовлашћеног давања података или давања\nнетачних података овлашћеним органима;\u003C\u002Fp>\n\n\u003Cp>9)прибављања личне и материјалне користи\nи примања поклона и других погодности у\nвези са радом Послодавца, а на штету\nПослодавца;\u003C\u002Fp>\n\n\u003Cp>10)незаконитог располагања средствима\nПослодавца;\u003C\u002Fp>\n\n\u003Cp>11)злоупотребе положаја и прекорачења\nовлашћења, а посебно у вези са стварањем,\nпроизводњом или емитовањем програма;\u003C\u002Fp>\n\n\u003Cp>12)одавања пословне, службене или друге\nтајне утврђене законом, Правилником о\nпословној тајни или другим општим актом\nПослодавца;\u003C\u002Fp>\n\n\u003Cp>13)нецелисходног и неодговорног коришћења\nсредстава рада;\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>14)неовлашћено коришћење опреме за\nрад других запослених или њиховог\nкорисничког имена и лозинки за приступ\nпословним системима Послодавца;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>15)злоупотреба или неовлашћено\nкоришћење опреме, уређаја, електронских\nсистема и друге имовине Послодавца у\nприватне сврхе;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>16)фалсификовања новчаних и других\nдокумената;\u003C\u002Fp>\n\n\u003Cp>17)ако запослени учини кривично дело на\nраду или у вези са радом;\u003C\u002Fp>\n\n\u003Cp>18)повреда Правилника о производњи,\nемитовању и архивирању програма;\u003C\u002Fp>\n\n\u003Cp>19)ако не користи или ненаменски користи\nобезбеђена средства или опрему за личну\nзаштиту на раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 68.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом отказати\nУговор о раду због непоштовања радне\nдисциплине, прописане законом, овим\nколективним уговором, другим актима\nПослодавца или уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Као непоштовање радне дисциплине из\nстава 1. овог члана нарочито се сматра:\u003C\u002Fp>\n\n\u003Cp>1)неоправдано одбије да обавља послове и\nизвршава налоге Послодавца који су у\nскладу са законом;\u003C\u002Fp>\n\n\u003Cp>2)неоправдано изостајање са рада 3 радна\nдана узастопно или 5 дана у току године;\u003C\u002Fp>\n\n\u003Cp>3)ако се запослени не врати на рад код\nПослодавца у року од 15 дана од дана истека\nрока за неплаћено одсуство или мировања\nрадног односа;\u003C\u002Fp>\n\n\u003Cp>4)ако не достави потврду о привременој\nспречености за рад у складу са законом;\u003C\u002Fp>\n\n\u003Cp>5)ако злоупотреби право на одсуство због\nпривремене спречености за рад;\u003C\u002Fp>\n\n\u003Cp>6)неоправдано закашњавање на посао или\nнапуштање посла пре истека радног времена,\nпет пута у току месеца;\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>7)ако запослени који ради на\nпословима са повећаним ризиком, на којима\nје као посебан услов за рад утврђена\nпосебна здравствена способност, одбије да\nбуде подвргнут оцени здравствене\nспособности;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>8)због доласка на рад под дејством\nалкохола или других опојних средстава,\nодносно употребе алкохола или других\nопојних средстава у току радног времена,\nкоје има или може да има утицај на обављање\nпосла;\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9)пушење у затвореном, или отвореном\nпростору Послодавца, на местима где то није\nдозвољено;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>10)изазивање нереда и туче на раду, или\nучествовање у њој;\u003C\u002Fp>\n\n\u003Cp>11)недолично понашање на раду, којим се\nнарушава углед Послодавца, а нарочито\nугрожава програмски, производни или\nекономски интерес Послодавца или се крши\nЕтички кодекс, односно кодекс понашања\nзапослених;\u003C\u002Fp>\n\n\u003Cp>12)ометање једног или више запослених у\nобављању послова;\u003C\u002Fp>\n\n\u003Cp>13)недолично понашање према странкама или\nкорисницима услуга Послодавца;\u003C\u002Fp>\n\n\u003Cp>14)чињењем радњи којима се нарушава углед\nПослодавца;\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>15)одавање или преношење садржаја\nпошиљки и поднесака (интерних или\nекстерних) лицима којима пошиљка или\nподнесак није упућен;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>16)давање нетачних информација о\nПослодавцу у јавности или путем средстава\nјавног информисања;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>17)неовлашћено коришћење личних\nподатака о запосленима, клијентима или\nтрећим лицима;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>18)ако је дао нетачне податке који су били\nодлучујући за заснивање радног односа.\u003C\u002Fp>\n\n\u003Cp>Уговором о раду могу се утврдити и други\nвидови непоштовања радне дисциплине.\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленог да упути на\nодговарајућу анализу у овлашћену\nздравствену установу коју одреди\nпослодавац, о свом трошку, ради утврђивања\nоколности из тачке 4) и 7) овог члана, или да\nутврди постојање наведених околности на\nдруги начин у складу са општим актом.\nОдбијање запосленог да се одазове на позив\nпослодавца да изврши анализу сматра се\nнепоштовањем радне дисциплине у смислу\nовог члана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Mере за непоштовање радне дисциплине\nодносно повреду радних обавеза\u003C\u002Fh3>\n\n\u003Ch4>Члан 69.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом за повреду\nрадне обавезе или непоштовање радне\nдисциплине у смислу члана 67. и 68. овог\nКолективног уговора, ако сматра да постоје\nолакшавајуће околности или да повреда\nрадне обавезе, односно непоштовање радне\nдисциплине, није такве природе да\nзапосленом треба да престане радни однос,\nуместо отказа уговора о раду, изрекне једну\nод следећих мера:\u003C\u002Fp>\n\n\u003Cp>1)привремено удаљење са рада без накнаде\nзараде, у трајању од једног до 15 радних\nдана;\u003C\u002Fp>\n\n\u003Cp>2)новчану казну у висини до 20% основне\nзараде запосленог за месец у коме је\nновчана казна изречена, у трајању до три\nмесеца, која се извршава обуставом од\nзараде, на основу решења послодавца о\nизреченој мери;\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 из члана 70. овог Колективног\nуговора, ако у наредном року од шест месеци\nучини исту повреду радне обавезе или\nнепоштовање радне дисциплине.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 70.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да пре отказа уговора\nо раду у случају из чл. 67. и 68. овог\nКолективног уговора, запосленог писаним\nпутем упозори на постојање разлога за\nотказ уговора о раду и да му остави рок од\nнајмање осам дана од дана достављања\nупозорења да се изјасни на наводе из\nупозорења.\u003C\u002Fp>\n\n\u003Cp>У упозорењу из става 1. овог члана\nПослодавац је дужан да наведе основ за\nдавање отказа, чињенице и доказе који\nуказују на то да су се стекли услови за\nотказ и рок за давање одговора на\nупозорење.\u003C\u002Fp>\n\n\u003Cp>Послодавац може у случају из члана 66 став\n1. тачка 1. овог Колективног уговора да\nоткаже уговор о раду или изрекне неку од\nмера из члана 69. овог Колективног уговора,\nако му је претходно дао писано обавештење у\nвези са недостацима у његовом раду,\nупутствима и примереним роком за побољшање\nрада, а запослени не побољша рад у\nостављеном року.\u003C\u002Fp>\n\n\u003Cp>Запослени уз изјашњење може да приложи\nмишљење синдиката чији је члан, у року из\nстава 1. овог члана.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да размотри\nприложено мишљење синдиката.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch4>Члан 71.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Оправданим разлогом за отказ уговора о\nраду не сматра се:\u003C\u002Fp>\n\n\u003Cp>1)привремена спреченост за рад услед\nболести, несреће на раду или\nпрофесионалног обољења;\u003C\u002Fp>\n\n\u003Cp>2)коришћење породиљског одсуства,\nодсуства са рада ради неге детета и\nодсуства са рада ради посебне неге\nдетета;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3)одслужење или дослужење војног рока;\u003C\u002Fp>\n\n\u003Cp>4)чланство у политичкој организацији,\nсиндикату, пол, језик, национална\nприпадност, социјално порекло,\nвероисповест, политичко или друго уверење\nили неко друго лично својство запосленог;\u003C\u002Fp>\n\n\u003Cp>5)деловање у својству представника\nзапослених, у складу са законом;\u003C\u002Fp>\n\n\u003Cp>6)обраћање запосленог синдикату или\nорганима надлежним за заштиту права из\nрадног односа у складу са законом, општим\nактом и уговором о раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 72.\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, непосредни\nруководилац 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 или лице које он\nовласти образује посебну комисију за\nпроверу знања и способности, односно за\nутврђивање резултата рада запосленог.\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 које 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)упознавањем са писаним образложењем\nнепосредног руководиоца 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>6)и на други погодан начин.\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, односно 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>2.Вишак запослених\u003C\u002Fh3>\n\n\u003Ch4>Члан 73.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да донесе програм\nрешавања вишка запослених у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch4>Члан 74.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да пре отказа уговора\nо раду, у смислу члана 66. став 1. тачка 4. овог\nколективног уговора, запосленом исплати\nотпремнину у складу са овим чланом.\u003C\u002Fp>\n\n\u003Cp>Висину отпремнине из става 1. овог члана\nне може бити нижа од збира трећине зараде\nзапосленог за сваку навршену годину рада у\nрадном односу код Послодавца, а утврђује је\nПослодавац посебном одлуком уз претходно\nприбављено мишљење репрезентативних\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>Зарадом у смислу претходног става сматра\nсе просечна месечна зарада запосленог\nисплаћена за последња три месеца која\nпретходе месецу у којем се исплаћује\nотпремнина\u003C\u002Fp>\n\n\u003Cp>За утврђивање висине отпремнине рачуна\nсе и време проведено у радном односу код\nпослодавца претходника у случају статусне\nпромене и промене послодавца у смислу\nчлана 147. Закона о раду, као и код повезаних\nлица са послодавцем у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Уговором о раду не може да се утврди дужи\nпериод за исплату отпремнине од периода\nутврђеног у ст. 2. и 3. овог члана.\u003C\u002Fp>\n\n\u003Cp>Послодавац не може донети одлуку о\nпрестанку радног односа по основу вишка\nзапослених инвалиду рада који је\nинвалидност стекао радом код тог\nПослодавца, без његове сагласности.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XIII.ПОДАЦИ ПОСЕБНЕ ВРСТЕ ПОДАТАКА О\nЛИЧНОСТИ\u003C\u002Fh2>\n\n\u003Ch4>Члан 75.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може обрађивати посебне врсте\nподатака о личности у смислу закона који\nуређује заштиту података о личности и то:\u003C\u002Fp>\n\n\u003Cp>-етничко порекло или верско уверење, у\nциљу извршења обавеза или примене законом\nпрописаних овлашћења руковаоца или лица на\nкоје се подаци односе у области рада,\nсоцијалног осигурања и социјалне заштите,\nуколико ове податке прибавио од запосленог\n(утврђивање права запосленог да не ради у\nдане празника, остваривање права на рад у\nпрограмима на језицима националних мањина\nи сл.);\u003C\u002Fp>\n\n\u003Cp>-података о здравственом стању, у циљу\nизвршења обавеза или примене законом\nпрописаних овлашћења руковаоца или лица на\nкоје се подаци односе у области рада\nукључујући и заштиту живота и здравља на\nраду, социјалног осигурања и социјалне\nзаштите, укључујући остваривања права по\nоснову колективног осигурања запослених\n(допунско здравствено осигурање, осигурање\nод незгода и сл.);\u003C\u002Fp>\n\n\u003Cp>-података о чланству у синдикату у циљу\nизвршења обавеза или примене законом\nпрописаних овлашћења руковаоца или лица на\nкоје се подаци односе у области рада\n(обустава чланарине, утврђивања\nрепрезентативности синдиката у ком\nслучају се могу користити и подаци о\nобустави чланарине ради провере\nверодостојности приступница).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XIV.ОСТВАРИВАЊЕ И ЗАШТИТА ПРАВА\nЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Ch4>Члан 76.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>О правима, обавезама и одговорностима из\nрадног односа одлучује Генерални директор\nили запослени кога он овласти;\u003C\u002Fp>\n\n\u003Cp>Овлашћење из става 1. овог члана даје се у\nписаном облику.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 77.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Против решења којим је повређено право\nзапосленог или кад је запослени сазнао за\nповреду права, запослени, односно\nпредставник синдиката чији је запослени\nчлан ако га запослени овласти, може да\nпокрене спор пред надлежним судом.\u003C\u002Fp>\n\n\u003Cp>Рок за покретање спора јесте 60 дана од\nдана достављања решења, односно сазнања за\nповреду права.\u003C\u002Fp>\n\n\u003Cp>Сва новчана потраживања из радног односа\nзастаревају у року од три године од дана\nнастанка обавезе.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XV.УСЛОВИ ЗА РАД СИНДИКАТА\u003C\u002Fh2>\n\n\u003Ch4>Члан 78.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленима се јамчи слобода синдикалног\nорганизовања, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Запослени код Послодавца имају право да,\nбез претходног одобрења, образују\nсиндикат, као и да му приступају под\nискључивим условима да се придржавају\nњегових статута и правила.\u003C\u002Fp>\n\n\u003Cp>Синдикат има право на доношење својих\nстатута и правила, слободне изборе својих\nпредставника, организован начин управљања\nи деловања и формулисање свог акционог\nпрограма.\u003C\u002Fp>\n\n\u003Cp>Синдикат не може бити распуштен или\nњегова делатност обустављена или\nзабрањена административним актом\nПослодавца.\u003C\u002Fp>\n\n\u003Cp>Запослени приступа синдикату\nпотписивањем приступнице.\u003C\u002Fp>\n\n\u003Cp>Изглед и садржај приступнице утврђује се\nактом синдиката, која обавезно садржи\nизјаву запосленог да прихвата да му се на\nиме синдикалне чланарине одбија износ од\nзараде, и да се тај износ уплаћује на\nодговарајући рачун синдиката у складу са\nодлуком највишег органа синдиката.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом који је\nчлан синдиката на име синдикалне чланарине\nодбије износ од зараде на основу његове\nписмене изјаве и да тај износ уплати на\nодговарајући рачун синдиката.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 79.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Синдикат је дужан да достави Послодавцу\nакт о упису у регистар синдиката и одлуку о\nизбору председника и чланова органа\nсиндиката, у року од осам дана од дана\nдостављања акта о упису синдиката у\nрегистар, односно од дана избора органа\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>Синдикат има право да буде обавештен од\nстране Послодавца о економским и\nрадно-социјалним питањима од значаја за\nположај запослених, односно чланова\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 80.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да синдикалној\nорганизацији код Послодавца, без накнаде,\nпосредством служби Послодавца:\u003C\u002Fp>\n\n\u003Cp>-одбије износ синдикалне чланарине од\nзараде запосленог и уплати га на\nодговарајући рачун синдиката, у складу са\nстатутом;\u003C\u002Fp>\n\n\u003Cp>-врши обраду података о уплати чланарине\nи даје на увид синдикалном руководству.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 81.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац има обавезу да\nрепрезентативну синдикалну организацију\nобавештава о питањима из своје\nнадлежности, која су од битног значаја за\nекономски и радно-социјални положај\nзапослених, а нарочито о:\u003C\u002Fp>\n\n\u003Cp>-извештају о пословању установе,\nисказаном профиту и планираној расподели\nистог;\u003C\u002Fp>\n\n\u003Cp>-извештајима о безбедности и заштити\nздравља на раду и повредама запослених.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да синдикату омогући\nприступ документима код Послодавца, када\nје то потребно у циљу заштите права\nзапослених утврђених законом и\nколективним уговорима, уз поштовање услова\nи стандарда утврђених законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 82.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да синдикатима без\nнакнаде, у складу са просторним и\nфинансијским могућностима обезбеди:\u003C\u002Fp>\n\n\u003Cp>-простор за рад репрезентативних\nсиндиката;\u003C\u002Fp>\n\n\u003Cp>-простор за одржавање састанака у оквиру\nпословног простора Послодавца,\u003C\u002Fp>\n\n\u003Cp>-неопходне административно-техничке\nуслове за рад (рачунар и телефонску\nлинију);\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>-посебна места за оглашавање\nсиндикалних информација;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>-обрачун и наплату чланарине из\nзараде и уплату тих средстава на рачун\nсиндиката;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>-коришћење службеног возила за\nобављање синдикалних активности\nрепрезентативног синдиката, у складу са\nмогућностима возног парка, а највише до 12\nпута годишње;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>-изради завршни рачун\nрепрезентативном синдикату, или сноси\nтрошкове његове израде.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch4>Члан 83.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Председник, односно повереник\nрепрезентативног синдиката и секретар,\nодносно два прва носиоца функција\nрепрезентативног синдиката имају право на\nплаћено одсуство ради обављања синдикалне\nфункције.\u003C\u002Fp>\n\n\u003Cp>Председник, односно повереник\nрепрезентативног синдиката има право:\u003C\u002Fp>\n\n\u003Cp>-на 40 плаћених часова рада месечно ако\nсиндикат има најмање 200 чланова и по један\nчас месечно за сваких следећих 100 чланова;\u003C\u002Fp>\n\n\u003Cp>-на сразмерно мање плаћених часова ако\nсиндикат има мање од 200 чланова.\u003C\u002Fp>\n\n\u003Cp>Секретар има право на 50% плаћених сати\nутврђених за председника репрезентативног\nсиндиката.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Синдикални представник овлашћен за\nколективно преговарање, односно одређен за\nчлана одбора за колективно преговарање,\nима право на плаћено одсуство за време\nпреговарања.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Синдикални представник који\nодсуствује са рада у складу са одредбама\nовог члана дужан је да своје синдикалне\nобавезе и изостанак са посла најаве\nнепосредном руководиоцу пет дана\nраније.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Синдикални представник који одсуствује\nса рада у складу са одредбама овог члана\nима право на накнаду зараде у висини његове\nпросечне зараде у претходних 12 месеци, коју\nплаћа Послодавац.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Синдикати су у обавези да доставе\nПослодавцу списак лица из овог члана са\nдоказом о избору на одговарајућу функцију,\nодносно о избору у одговарајуће органе\nСиндиката.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 84.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац и сви синдикати који делују\nкод Послодавца залажу се за највећи могући\nстепен међусобне сарадње, уважавања,\nдемократског дијалога и разумевања.\u003C\u002Fp>\n\n\u003Cp>Послодавац ће се уздржати да својим\nделовањем не доведе поједини синдикат у\nповлашћен или подређен положај.\u003C\u002Fp>\n\n\u003Cp>Повредом права на синдикално\nорганизовање, између осталог, сматраће се и\nпритисак на запослене да се ишчлане из\nсиндиката или да се учлане у одређени\nсиндикат.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 85.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац не може да откаже уговор о\nраду, нити на други начин да стави у\nнеповољан положај запосленог због његовог\nстатуса или активности у својству\nпредставника запослених, чланства у\nсиндикату или учешћа у синдикалним\nактивностима.\u003C\u002Fp>\n\n\u003Cp>Терет доказивања да отказ уговора о раду\nили стављање у неповољан положај\nзапосленог није последица статуса или\nактивности из става 1. овог члана је на\nпослодавцу.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да функционере\nрепрезентативних синдиката, по истеку\nфункције, врати на послове које су обављали\nпре избора, а ако то није могуће да га\nраспореди на друге послове који одговарају\nврсти и степену стручне спреме за коју је\nзапослени закључио уговор о раду, односно\nна послове, на којим неће имати мању зараду\nод зараде коју су имали пре избора на\nпрофесионалну функцију.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XVI.ПРАВО НА ШТРАЈК\u003C\u002Fh2>\n\n\u003Ch4>Члан 86.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени имају право на штрајк у складу\nса одредбама Закона о штрајку.\u003C\u002Fp>\n\n\u003Cp>Синдикати се суздржавају од штрајка, ако\nсе све одредбе из овог Колективног уговора\nуредно испуњавају према свим радницима на\nкоје се Уговор односи, као и у свим питањима\nкоја су Уговором уређена.\u003C\u002Fp>\n\n\u003Cp>За сва питања, која нису уређена овим\nУговором, или се требају уредити посебним\nпрописима или актима, Синдикат се не одриче\nправа на штрајк.\u003C\u002Fp>\n\n\u003Cp>Обавеза социјалног мира вреди до почетка\nнових колективних преговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XVII.ПРЕГОВАРАЊЕ И ЗАКЉУЧИВАЊЕ\nКОЛЕКТИВНОГ УГОВОРА\u003C\u002Fh2>\n\n\u003Ch3>1. Учесници у закључивању колективног\nуговора\u003C\u002Fh3>\n\n\u003Ch4>Члан 87.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Овај колективни уговор закључују\nрепрезентативни синдикати код Послодавца:\nСамостални синдикат РТВ, Струковни\nсиндикат РТВ и Синдикат „Независност“ ЈМУ\nРТВ и Послодавац: Јавнa медијскa установa\n\"Радио-телевизија Војводине“ Нови Сад -\nПетроварадин, а сматра се закљученим када\nга потпишу, овлашћени представници\nрепрезентативних синдиката и Генерални\nдиректор као заступник Послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Овлашћење за преговарање и закључивање\nколективног уговора\u003C\u002Fh3>\n\n\u003Ch4>Члан 88.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Представници репрезентативних синдиката\nкоји учествују у преговарању за\nзакључивање овог колективног уговора и\nзакључују овај колективни уговор, морају\nимати овлашћење свог органа.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Поступак за измену и допуну\nколективног уговора\u003C\u002Fh3>\n\n\u003Ch4>Члан 89.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Измене и допуне овог уговора могу се\nвршити у следећим случајевима и то:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1)ако наступе околности које\nонемогућавају његово спровођење;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2)због измена, односно допуна прописа\nи ако су одредбе овог уговора у супротности\nса одредбама тих прописа;\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3)ако једна од уговорних страна\nутврди да овај уговор из других оправданих\nразлога треба мењати.\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Измене и допуне овог колективног уговора\nврше се анексом.\u003C\u002Fp>\n\n\u003Cp>Поступак за измену и допуну колективног\nуговора може покренути сваки\nрепрезентативни синдикат или Послодавац,\nуз обавезу обавештавања писаним путем.\u003C\u002Fp>\n\n\u003Cp>Писани предлог мора бити образложен.\u003C\u002Fp>\n\n\u003Cp>Послодавац и репрезентативни синдикати\nсу дужни да у року од 15 дана размотре писани\nпредлог за измену и допуну овог\nколективног уговора и приступе\nпреговорима о изменама и допунама.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. Примена колективног уговора\u003C\u002Fh3>\n\n\u003Ch4>Члан 90.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>У поступку примене, тумачења и давања\nсугестија и решавања спорних питања при\nпримени овог колективног уговора формира\nсе комисија коју чине по један представник\nрепрезентативних синдиката потписника\nовог колективног уговора и исти број\nпредставника Послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 91.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За решавање спорова насталих између\nпотписника, које није могуће решити\nпреговорима, оснива се Арбитражно веће.\u003C\u002Fp>\n\n\u003Cp>Арбитражно веће има 6 члановa, од којих је 3\nпредставника репрезентативних синдиката\nпотписника овог колективног уговора, 3\nпредставника Послодавца и једног арбитра\nкога одређују споразумно Послодавац и\nрепрезентативни синдикати потписници овог\nколективног уговора, из категорије\nнепристрасних стручњака за област која је\nпредмет спора.\u003C\u002Fp>\n\n\u003Cp>Арбитражно веће решава спорове у року од\n15 дана од дана кад спор није било могуће\nрешити преговорима.\u003C\u002Fp>\n\n\u003Cp>Одлука Арбитражног већа је обавезујућа и\nзамењује спорне одредбе овог колективног\nуговора и постаје његов саставни део.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. Важење и отказ колективног уговора\u003C\u002Fh3>\n\n\u003Ch4>Члан 92.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Овај колективни уговор закључује се на\nпериод од три године од дана његовог\nступања на снагу.\u003C\u002Fp>\n\n\u003Cp>Важење овог колективног уговора може\nпрестати споразумом учесника овог\nколективног уговора или отказом, на начин\nутврђен овим колективним уговором.\u003C\u002Fp>\n\n\u003Cp>Овај колективни уговор престаје\nспоразумом када писмени споразум о\nпрестанку овог колективног уговора\nпотпишу учесници овог колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>Овај колективни уговор престаје отказом\nкада репрезентативни синдикати, који су\nпотписници овог колективног уговора,\nподнесу писани отказ или када писани отказ\nподнесе Послодавац.\u003C\u002Fp>\n\n\u003Cp>У случају отказа овај колективни уговор\nсе примењује шест месеци од дана подношења\nотказа, ако законом није друкчије одређено,\nс тим што су учесници дужни да поступак\nпреговарања започну најкасније у року од 15\nдана од дана подношења отказа.\u003C\u002Fp>\n\n\u003Cp>По истеку рока из става 5. овог члана, овај\nколективни уговор престаје да важи, ако се\nучесници овог колективног уговора\nдрукчије не споразумеју.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XVIII.ПРЕЛАЗНЕ И ЗАВРШНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch4>Члан 93.\u003C\u002Fh4>\n\n\u003Cp>Ступањем на снагу овог колективног\nуговора престаје да важи Колективни уговор\nкод Послодавца број 182 од 05.05.2018. године, 182\u002F1\nод 21.02.2020. године и 182\u002F2 од 07.04.2020. године.\u003C\u002Fp>\n\n\u003Cp>Овај колективни уговор ступа на снагу\nосмог дана од дана објављивања на огласној\nтабли Послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"CBA_MEMTRAD4_1":44,"TRAINING_trigger":48,"trainingprogrammes":52,"trainingprogrammes_newtech":56,"trainingfund":60,"SOCSEC_trigger":62,"pensionfund":66,"contracttrial":70,"contracttrialperiod":74,"contractseverancepay":78,"disabilitypay":82,"healthcareaccess":85,"healthinsurance":89,"healthandsafetypolicy":92,"funeralpay":96,"WORKFAM_trigger":100,"paidpaternityleave":104,"paidpaternityleaveduration":108,"paidpaternityleavepay":110,"childcare":114,"childcareleave":118,"deathrelativesleave":120,"marriageleave":124,"GENEQ_trigger":128,"eqpay":132,"WORKHOURS_trigger":136,"hourspday":139,"dayspweek":143,"hoursovertimemax":147,"holidaysdays":151,"holidaysweeks":155,"TRADEUNLEAV_trigger":159,"WAGES_trigger":163,"WAGES_determined":165,"PAYSCALES_trigger":168,"JOBTITLE_trigger":172,"jobclassifaction1":176,"JOBTYPE_comments_txt":178,"LOWWAGE_government":182,"NOCTPREM_trigger":186,"OVERTIME_trigger":189,"overtimeallowancetype_general":192,"overtimeallowanceperc1_general":194,"SUNDAY_trigger":196,"COMMUTE_trigger":199,"MEALALL_trigger":203,"SENIOR_trigger":207},{"bindId":45,"name":46,"text":47},"CBA_MEMTRAD4_1","На основу члана 240. и 248. Закона о рад","На основу члана 240. и 248. Закона о раду (\"Сл.\nгласник РС\", бр. 24\u002F05, 61\u002F05, 54\u002F09, 32\u002F2013, 75\u002F2014 и 13\u002F2017)\nРепрезентативни синдикати код Послодавца:\nСамостални синдикат РТВ, Струковни\nсиндикат РТВ и Синдикат новинара Србије,\nПодружница Радио Новог Сада, Синдикат\n\"Независност\" - Јавна медијска установа\n„Радио-телевизија Војводине“ и Јавнa\nмедијскa установa \"Радио-телевизија\nВојводине\" Нови Сад коју заступа Генерални\nдиректор, закључују:",{"bindId":49,"name":50,"text":51},"TRAINING_trigger","VII.ОБРАЗОВАЊЕ ЗАПОСЛЕНИХ Члан 51. Посло","VII.ОБРАЗОВАЊЕ ЗАПОСЛЕНИХ\n\nЧлан 51.\n\n\n\nПослодавац је дужан да запосленом\nомогући образовање, стручно оспособљавање\nи усавршавање када то захтева потреба\nпроцеса рада и увођење новог начина и\nорганизације рада.\n\nЗапослени је дужан да се у току рада\nобразује, стручно оспособљава и усавршава\nза рад.\n\nТрошкови образовања, стручног\nоспособљавања и усавршавања обезбеђују се\nиз средстава Послодавца и других извора у\nскладу са законом и општим актом\nПослодавца.",{"bindId":53,"name":54,"text":55},"trainingprogrammes","Трошкови образовања, стручног оспособљав","Трошкови образовања, стручног\nоспособљавања и усавршавања обезбеђују се\nиз средстава Послодавца и других извора у\nскладу са законом и општим актом\nПослодавца.",{"bindId":57,"name":58,"text":59},"trainingprogrammes_newtech","Послодавац је дужан да запосленом омогућ","Послодавац је дужан да запосленом\nомогући образовање, стручно оспособљавање\nи усавршавање када то захтева потреба\nпроцеса рада и увођење новог начина и\nорганизације рада.",{"bindId":61,"name":54,"text":55},"trainingfund",{"bindId":63,"name":64,"text":65},"SOCSEC_trigger","Послодавац може запосленом доделити годи","Послодавац може запосленом доделити\nгодишњу награду у складу са посебним\nправилником.",{"bindId":67,"name":68,"text":69},"pensionfund","Члан 50. Послодавац може запосленима упл","Члан 50.\n\n\n\nПослодавац може запосленима уплаћивати\nпремију за добровољно додатно пензијско\nосигурање, колективно осигурање од\nпоследица незгода и колективно осигурање\nза случај тежих болести и хируршких\nинтервенција, а у циљу обезбеђења додатне\nзаштите запослених.",{"bindId":71,"name":72,"text":73},"contracttrial","2. Пробни рад Члан 6. Уговором о раду мо","2. Пробни рад\n\nЧлан 6.\n\n\n\nУговором о раду може да са уговори пробни\nрад за обављања послова утврђених уговором\nо раду.",{"bindId":75,"name":76,"text":77},"contracttrialperiod","Пробни рад може да траје најдуже шест ме","Пробни рад може да траје најдуже шест\nмесеци.",{"bindId":79,"name":80,"text":81},"contractseverancepay","Члан 74. Послодавац је дужан да пре отка","Члан 74.\n\n\n\nПослодавац је дужан да пре отказа уговора\nо раду, у смислу члана 66. став 1. тачка 4. овог\nколективног уговора, запосленом исплати\nотпремнину у складу са овим чланом.\n\nВисину отпремнине из става 1. овог члана\nне може бити нижа од збира трећине зараде\nзапосленог за сваку навршену годину рада у\nрадном односу код Послодавца, а утврђује је\nПослодавац посебном одлуком уз претходно\nприбављено мишљење репрезентативних\nсиндиката.\n\nЗарадом у смислу претходног става сматра\nсе просечна месечна зарада запосленог\nисплаћена за последња три месеца која\nпретходе месецу у којем се исплаћује\nотпремнина\n\nЗа утврђивање висине отпремнине рачуна\nсе и време проведено у радном односу код\nпослодавца претходника у случају статусне\nпромене и промене послодавца у смислу\nчлана 147. Закона о раду, као и код повезаних\nлица са послодавцем у складу са законом.\n\nУговором о раду не може да се утврди дужи\nпериод за исплату отпремнине од периода\nутврђеног у ст. 2. и 3. овог члана.\n\nПослодавац не може донети одлуку о\nпрестанку радног односа по основу вишка\nзапослених инвалиду рада који је\nинвалидност стекао радом код тог\nПослодавца, без његове сагласности.",{"bindId":83,"name":64,"text":84},"disabilitypay","Послодавац може запосленом доделити\nгодишњу награду у складу са посебним\nправилником.\n\n\n\nЧлан 50.\n\n\n\nПослодавац може запосленима уплаћивати\nпремију за добровољно додатно пензијско\nосигурање, колективно осигурање од\nпоследица незгода и колективно осигурање\nза случај тежих болести и хируршких\nинтервенција, а у циљу обезбеђења додатне\nзаштите запослених.",{"bindId":86,"name":87,"text":88},"healthcareaccess","Запослени право на солидарну помоћ из ст","Запослени право на солидарну помоћ\nиз става 1. тачка 1) и 2) овог члана може\nостварити уколико се ради о болести која\nизискује веће трошкове у поступку\nдијагностицирања (снимање скенером,\nмагнетна резонанца, лекарски прегледи и\nдр.), односно веће трошкове лечења\n(оперативни захвати, лекови и др.) или\nсанирања, односно одржавања здравственог\nстања и радне способности (ортопедска и\nдруга помагала и др.). Под већим трошкови се\nподразумева да су наведени трошкови већи\nод износа просечне нето зараде коју је\nостварио код Послодавца у претходна три\nмесеца.",{"bindId":90,"name":87,"text":91},"healthinsurance","Запослени право на солидарну помоћ\nиз става 1. тачка 1) и 2) овог члана може\nостварити уколико се ради о болести која\nизискује веће трошкове у поступку\nдијагностицирања (снимање скенером,\nмагнетна резонанца, лекарски прегледи и\nдр.), односно веће трошкове лечења\n(оперативни захвати, лекови и др.) или\nсанирања, односно одржавања здравственог\nстања и радне способности (ортопедска и\nдруга помагала и др.). Под већим трошкови се\nподразумева да су наведени трошкови већи\nод износа просечне нето зараде коју је\nостварио код Послодавца у претходна три\nмесеца.\n\nУколико је Послодавац има закључен\nуговор о осигурању запослених са друштвом\nза осигурање, којим су обухваћени\nслучајеви предвиђени у ставу 1. тачка 1) и 2)\nовог члана и запослени остварио право на\nнакнаду од осигуравајућег друштва,\nзапослени може добити само на разлику у\nвисини остварене накнаде од\nосигуравајућег друштва и стварних\nтрошкова, односно износа утврђеног у овим\nчланом за тај случај.",{"bindId":93,"name":94,"text":95},"healthandsafetypolicy","V.БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ Члан 26. ","V.БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ\n\nЧлан 26.\n\n\n\nПрава, обавезе и одговорности у области\nбезбедности и здравља на раду код\nПослодавца утврђују се Правилником o\nбезбедности и здрављу на раду и овим\nколективним уговором.\n\nИницијативу за формирање Одбора за\nбезбедност и здравље на раду дају\nПослодавац и репрезентативни синдикати, уз\nдостављање предлога за чланове који би\nушли у састав Одбора.\n\nУправни одбор образује Одбор за\nбезбедност и здравље на раду.\n\nОдбор се састоји од 5 чланова, од којих 3\nчлана заједнички предлажу репрезентативни\nсиндикати, а 2 члана предлаже Послодавац.\n\nОдбор доноси пословник о раду у коме се\nуређује поступак заказивања седница, начин\nгласања на седницама, као и остале\nпојединости важне за начин рада Одбора.",{"bindId":97,"name":98,"text":99},"funeralpay","Члан 47. Послодавац је дужан да запослен","Члан 47.\n\n\n\nПослодавац је дужан да запосленом\nисплати накнаду трошкова погребних услуга\nу случају смрти члана уже породице, а у\nслучају смрти запосленог члановима уже\nпородице или лицу које је сносило трошкове,\nу висини трошкова погребних услуга које\nисплаћује Републички фонд за пензијско и\nинвалидско осигурање.\n\nЧланом уже породице у смислу претходног\nстава сматрају се: брачни друг, деца\nзапосленог, родитељи, усвојеник и\nусвојилац.",{"bindId":101,"name":102,"text":103},"WORKFAM_trigger","Члан 71. Оправданим разлогом за отказ уг","Члан 71.\n\n\n\nОправданим разлогом за отказ уговора о\nраду не сматра се:\n\n1)привремена спреченост за рад услед\nболести, несреће на раду или\nпрофесионалног обољења;\n\n2)коришћење породиљског одсуства,\nодсуства са рада ради неге детета и\nодсуства са рада ради посебне неге\nдетета;",{"bindId":105,"name":106,"text":107},"paidpaternityleave","2)порођаја супруге запосленог – 5 радних","2)порођаја супруге запосленог – 5 радних\nдана;",{"bindId":109,"name":106,"text":107},"paidpaternityleaveduration",{"bindId":111,"name":112,"text":113},"paidpaternityleavepay","2. Одсуство са рада уз накнаду зараде (п","2. Одсуство са рада уз накнаду зараде\n(плаћено одсуство)\n\nЧлан 23.\n\n\n\nЗапослени има право на одсуство са рада у\nтоку календарске године укупном трајању до\n7 радних дана уз накнаду зараде (плаћено\nодсуство) у случају:",{"bindId":115,"name":116,"text":117},"childcare","2)до 15 радних дана због теже болести чл","2)до 15 радних дана због теже болести члана\nуже породице;",{"bindId":119,"name":116,"text":117},"childcareleave",{"bindId":121,"name":122,"text":123},"deathrelativesleave","1)5 радних дана због смрти члана уже пор","1)5 радних дана због смрти члана уже\nпородице;",{"bindId":125,"name":126,"text":127},"marriageleave","1)ступања запосленог у брак - 3 радна да","1)ступања запосленог у брак - 3 радна\nдана;",{"bindId":129,"name":130,"text":131},"GENEQ_trigger","VI.ЗАРАДА, НАКНАДА ЗАРАДЕ И ДРУГА ПРИМАЊ","VI.ЗАРАДА, НАКНАДА ЗАРАДЕ И ДРУГА\nПРИМАЊА",{"bindId":133,"name":134,"text":135},"eqpay","Члан 27. Запослени има право на одговара","Члан 27.\n\n\n\nЗапослени има право на одговарајућу\nзараду, која се утврђује у складу са\nзаконом, овим колективним уговором и\nуговором о раду.\n\nЗапосленима се гарантује једнака зарада\nза исти рад или рад исте вредности који\nостварују код Послодавца.\n\nПод радом једнаке вредности подразумева\nсе рад за који се захтева исти степен\nстручне спреме, односно образовања, знања и\nспособности, у коме је остварен једнак\nрадни допринос уз једнаку одговорност.",{"bindId":137,"name":138,"text":138},"WORKHOURS_trigger","III.РАДНО ВРЕМЕ",{"bindId":140,"name":141,"text":142},"hourspday","Радни дан, по правилу, траје осам часова","Радни дан, по правилу, траје осам часова.",{"bindId":144,"name":145,"text":146},"dayspweek","Радна недеља траје по правилу пет радних","Радна недеља траје по правилу пет радних\nдана.",{"bindId":148,"name":149,"text":150},"hoursovertimemax","Прековремени рад не може да траје дуже о","Прековремени рад не може да траје дуже од\nосам часова недељно.",{"bindId":152,"name":153,"text":154},"holidaysdays","Члан 18. Дужина годишњег одмора утврђује","Члан 18.\n\n\n\nДужина годишњег одмора утврђује се тако\nшто се законски минимум од 20 радних дана\nувећава:",{"bindId":156,"name":157,"text":158},"holidaysweeks","Дужина годишњег одмора утврђује се тако ","Дужина годишњег одмора утврђује се тако\nшто се законски минимум од 20 радних дана\nувећава:",{"bindId":160,"name":161,"text":162},"TRADEUNLEAV_trigger","Члан 83. Председник, односно повереник р","Члан 83.\n\n\n\nПредседник, односно повереник\nрепрезентативног синдиката и секретар,\nодносно два прва носиоца функција\nрепрезентативног синдиката имају право на\nплаћено одсуство ради обављања синдикалне\nфункције.\n\nПредседник, односно повереник\nрепрезентативног синдиката има право:\n\n-на 40 плаћених часова рада месечно ако\nсиндикат има најмање 200 чланова и по један\nчас месечно за сваких следећих 100 чланова;\n\n-на сразмерно мање плаћених часова ако\nсиндикат има мање од 200 чланова.\n\nСекретар има право на 50% плаћених сати\nутврђених за председника репрезентативног\nсиндиката.",{"bindId":164,"name":130,"text":131},"WAGES_trigger",{"bindId":166,"name":134,"text":167},"WAGES_determined","Члан 27.\n\n\n\nЗапослени има право на одговарајућу\nзараду, која се утврђује у складу са\nзаконом, овим колективним уговором и\nуговором о раду.",{"bindId":169,"name":170,"text":171},"PAYSCALES_trigger","Члан 30. Основна зарада запосленог утврђ","Члан 30.\n\n\n\nОсновна зарада запосленог утврђује се, за\nпуно радно време и стандардни учинак,\nмножењем основице утврђене овим\nколективним уговором са коефицијентом\nпосла, који се утврђује уговором о раду.\n\nОсновица износи 18.007,00 динара бруто.\n\nПослодавац не може својим актом утврдити\nмање коефицијенте послова, од минималних\nкоефицијената послова утврђених овим\nколективним уговором, по групама послова.\n\nГрупе послова се формирају према степену\nстручне спреме захтеване за обављање\nпослова.\n\nМинимални и максимални коефицијенти\nпослова по групама послова су следећи:\n\n\n\n\n  \n    \n      Ниво\n        квалификације\n      \n      минимални\n        коефицијент\n      \n      максимални\n        коефицијенти\n      \n    \n    \n      Први и други ниво\n        (основно образовање и васпитање).\n      \n      2,8\n      \n      3,8\n      \n    \n    \n      Трећи ниво (средње\n        стручно образовање у трогодишњем\n        трајању).\n      \n      2,8\n      \n      4,5\n      \n    \n    \n      Четврти ниво (средње\n        гимназијско и средње стручно\n        образовање у четворогодишњем трајању)\n        и пети ниво (средње\n        образовање са мајсторским или\n        специјалистичким испитом у трајању од\n        1. до 2. године).\n      \n      2,9\n      \n      6,5\n      \n    \n    \n      Шести ниво (основне\n        академске студије – 180 ЕСПБ, односно\n        основне студије у трајању од три\n        године; основне струковне студије -180\n        ЕСПБ, односно основне студије у\n        трајању до три године.\n      \n      2,9\n      \n      9,00\n      \n    \n    \n      Шести ниво (основне\n        академске студије – 240 ЕСПБ; \n        специјалистичке струковне студије –\n        240 ЕСПБ; седми ниво,\n        мастер академске и мастер струковне\n        студије – 300 ЕСПБ, односно, односно\n        основне студије на факултету у трајању\n        од 4. – 6. година, према прописима којима\n        се уређивало високо образовање до\n        10.09.20005.године.\n      \n      3,00\n      \n      11,00",{"bindId":173,"name":174,"text":175},"JOBTITLE_trigger","Групе послова се формирају према степену","Групе послова се формирају према степену\nстручне спреме захтеване за обављање\nпослова.",{"bindId":177,"name":174,"text":175},"jobclassifaction1",{"bindId":179,"name":180,"text":181},"JOBTYPE_comments_txt","Минимални и максимални коефицијенти посл","Минимални и максимални коефицијенти\nпослова по групама послова су следећи:\n\n\n\n\n  \n    \n      Ниво\n        квалификације\n      \n      минимални\n        коефицијент\n      \n      максимални\n        коефицијенти\n      \n    \n    \n      Први и други ниво\n        (основно образовање и васпитање).\n      \n      2,8\n      \n      3,8\n      \n    \n    \n      Трећи ниво (средње\n        стручно образовање у трогодишњем\n        трајању).\n      \n      2,8\n      \n      4,5\n      \n    \n    \n      Четврти ниво (средње\n        гимназијско и средње стручно\n        образовање у четворогодишњем трајању)\n        и пети ниво (средње\n        образовање са мајсторским или\n        специјалистичким испитом у трајању од\n        1. до 2. године).\n      \n      2,9\n      \n      6,5\n      \n    \n    \n      Шести ниво (основне\n        академске студије – 180 ЕСПБ, односно\n        основне студије у трајању од три\n        године; основне струковне студије -180\n        ЕСПБ, односно основне студије у\n        трајању до три године.\n      \n      2,9\n      \n      9,00\n      \n    \n    \n      Шести ниво (основне\n        академске студије – 240 ЕСПБ; \n        специјалистичке струковне студије –\n        240 ЕСПБ; седми ниво,\n        мастер академске и мастер струковне\n        студије – 300 ЕСПБ, односно, односно\n        основне студије на факултету у трајању\n        од 4. – 6. година, према прописима којима\n        се уређивало високо образовање до\n        10.09.20005.године.\n      \n      3,00\n      \n      11,00",{"bindId":183,"name":184,"text":185},"LOWWAGE_government","2. Минимална зарада Члан 34. Запослени и","2. Минимална зарада\n\nЧлан 34.\n\n\n\nЗапослени има право на минималну зараду\nза стандардни учинак и време проведено на\nраду.\n\nПослодавац може донети одлуку, односно\nзапосленом понудити закључивање уговора о\nраду под измењеним условима везано за\nисплату минималне зараде, у случају\nпоремећаја у процесу пословања код\nПослодавца, и то: пословање са губитком;\nзначајног смањења прихода, а који утврђује\nнадлежни орган Послодавца, по претходно\nприбављеном мишљењу репрезентативних\nсиндиката.\n\nПо истеку рока од шест месеци од доношења\nодлуке о увођењу минималне зараде\nПослодавац је дужан да обавести\nрепрезентативни синдикат о разлозима за\nнаставак исплате минималне зараде.",{"bindId":187,"name":188,"text":188},"NOCTPREM_trigger","4)за рад ноћу - 26% од основице;",{"bindId":190,"name":191,"text":191},"OVERTIME_trigger","3)за прековремени рад – 26% од основице;",{"bindId":193,"name":191,"text":191},"overtimeallowancetype_general",{"bindId":195,"name":191,"text":191},"overtimeallowanceperc1_general",{"bindId":197,"name":198,"text":198},"SUNDAY_trigger","5)за рад недељом - 26% од основице;",{"bindId":200,"name":201,"text":202},"COMMUTE_trigger","5.1. Накнада трошкова за долазак и одлаз","5.1. Накнада трошкова за долазак и одлазак\nса рада\n\nЧлан 39.\n\n\n\nЗапослени има право на накнаду трошкова\nза долазак и одлазак са рада у висини\nнајниже цене превозне карте у јавном\nсаобраћају на удаљености до 35 километара\nод места становања запосленог до места\nрада, под условом да је удаљеност најмање у\nдужини једне станице јавног превоза, ако\nпослодавац није обезбедио сопствени\nпревоз за одлазак и повратак са рада.",{"bindId":204,"name":205,"text":206},"MEALALL_trigger","5.4. Накнада трошкова исхране у току рад","5.4. Накнада трошкова исхране у току\nрада\n\nЧлан 42.\n\n\n\nПослодавац је дужан да запосленом\nисплати накнаду трошкова за исхрану у току\nрада (топли оброк) у висини од 160,00 динара\nнето дневно увећано за припадајуће порезе\nи доприносе.",{"bindId":208,"name":209,"text":210},"SENIOR_trigger","6.3. Јубиларна награда Члан 48. Послодав","6.3. Јубиларна награда\n\nЧлан 48.\n\n\n\nПослодавац може исплатити јубиларну\nнаграду запосленом који је остварио 10, 20, 30,\n35, односно 40 година непрекидног стажа\nосигурања проведеног у радном односу\n(радни стаж) у Радију Нови Сад,\nРадио-телевизији Нови Сад, Радиотелевизији\nБеоград, Радио-телевизији Приштине, ЈП\nРадио-телевизији Србије, Радиодифузној\nустанови Војводине „Радио-телевизија\nВојводине“ и Јавној медијској установи\n„Радио-телевизија Војводине“ (у даљем\nтексту: јубилеј), у следећем износу:\n\n-за 10 година рада код Послодавца - у висини\nједне просечне месечне бруто зараде код\nПослодавца исплаћене у претходном\nмесецу;\n\n-за 20 година рада код Послодавца - у висини\nдве просечне месечне бруто зараде код\nПослодавца исплаћене у претходном\nмесецу;\n\n-за 30 година рада код Послодавца - у висини\nтри просечне месечне бруто зараде код\nПослодавца исплаћене у претходном\nмесецу;\n\n-за 35 година рада код Послодавца - у висини\nчетири просечне месечне бруто зараде код\nПослодавца исплаћене у претходном\nмесецу;\n\n-за 40 година рада код Послодавца - у висини\nчетири просечне месечне бруто зараде код\nПослодавца исплаћене у претходном месецу,\nпод условом да запосленом није исплаћена\nјубиларна награда за 35 година рада код\nПослодавца.\n\nПод зарадом се подразумева просечна\nзарада по запосленом код Послодавца\nостварена у месецу који претходи исплати.\n\nПраво на јубиларну награду имају и\nзапослени који су имали неплаћено одсуство\nи мировање радног односа краће од три\nмесеца, као и у случају одслужења, односно\nдослужења војног рока и време привременог\nупућивања на рад код другог Послодавца. У\nслучајевима из овог става застаје са\nрачунањем трајања стажа из става 1. овог\nчлана.\n\nПраво из става 1. овог члана,\nостварују сви запослени који почев од\nступања на снагу овог Колективног уговора\nнавршавају 10, 20, 30, 35 односно 40 година\nнепрекидног радног стажа у складу са овим\nчланом.\n\nПоред јубиларне из става 1. овог члана,\nПослодавац може запосленом исплатити\nјубиларну награду за Дан РТВ-а, чија се\nвисина и начин исплате ближе одређује\nпосебним споразумом репрезентативних\nсиндиката и Послодавца, у оквирима\nобезбеђених финансијских средстава за ову\nнамену.\n\nУколико се не закључи споразум из става 4.\nовог члана, висина и начин исплате\nјубиларне награде за Дан РТВ-а ближе се\nодређује посебном одлуком Послодавца, у\nоквирима обезбеђених финансијских\nсредстава за ову намену, о чему се\nобавештавају репрезентативни синдикати.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SRB Public Media Institution \"Radio-Televizija Vojvodina\" -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Start date: → Not specified\u003C\u002Fdiv>\n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Emitovanje radijskog programa, Emitovanje televizijskog 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 Vojvodine\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                        Sindikat Novinara Srbije-Sindikalna Organizacija Radio Novi Sad, NEZAVISNOST - Sindikat Javne medijske ustanove Radio-televizija Vojvodine, Samostalni Sindikat Radnika U Bhrt-U\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: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Da\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: → Da\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: → Employee involvement in the monitoring\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            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Ne\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Ne\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 15 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Da\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Ne\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Ne\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Ne\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Ne\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Ne\u003C\u002Fdiv>\n            \u003Cdiv 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