[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002Fkolektivni-zavod-za-izdavanje-udzbenika-publisher":3,"menu:\u002Fsr-latn-rs:":71,"sites:htmlblocks":187,"footer:root":1626,"subsites":1724,"cite-subsites":5287,"suggested:root":5764,"cite-footer:root":5768},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":32,"children":51,"content_type_view":52,"extra_breadcrumbs":53,"body":55,"body_blocks":66,"related_pages":70},37055,"baza-podataka-kolektivnih-ugovora","Baza Podataka Kolektivnih Ugovora",null,"","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora","collective_agreements.collectiveagreementoverview","sr_RS","2026-04-02T10:45:11.697252+00:00","2026-04-02T10:48:36.154879+00:00","\u002Fcms\u002Fpages\u002F37055\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Srbija","sr-latn-rs",{"title":20,"slug":21},"Rad u Srbiji","rad-u-srbiji",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":29,"created_at":30,"last_modified_at":31},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002F","index, follow","website","summary_large_image","sr-Latn-rs","2026-04-02T12:45:11.697252+02:00","2026-04-02T12:48:36.292940+02:00",{"cba":33,"clauses":44,"details":49,"translations":50},{"id":34,"uid":35,"url":36,"name":37,"locale":11,"override_title":8,"title":38,"browser_title":39,"browser_description":40,"text":41},"kolektivni-zavod-za-izdavanje-udzbenika-publisher","b20862e4-1ace-11f0-849b-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fserbia\u002Fkolektivni-zavod-za-izdavanje-udzbenika-publisher\u002Fkolektivni-zavod-za-izdavanje-udzbenika-publisher\u002F","kolektivni Zavod za izdavanje udzbenika Publisher","SRB Public Enterprise \"Textbook Institute\" - 2021","Serbia - SRB Public Enterprise \"Textbook Institute\" - 2021","SRB Public Enterprise \"Textbook Institute\" - 2021 - Publishing, printing, media",{"name":42,"data":43},"kolektivni Zavod za izdavanje udzbenika Publisher.html","\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>kolektivni Zavod za izdavanje udzbenika Publisher\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>На основу члана 263. став 2. а у вези са\nчланом 247. Закона о раду („Службени гласник\nPC”, бр. 24\u002F05, 61\u002F05, 54\u002F09, 32\u002F13, 75\u002F14 13\u002F17 - УС, 113\u002F17 и\n95\u002F18-аутентично тумачење) Јавно предузеђе\n„Завод за уцбенике”, Београд,\nрепрезентативни синдикати код послодавца:\nСиндикат Завода за уџбенике, АСНС - Завод за\nуцбенике и Влада, дана 20. jyлa 2021. године,\nзакључују\u003C\u002Fp>\n\n\u003Ch2>СПОРАЗУМ\u003C\u002Fh2>\n\n\u003Cp>о продужењу рока важења Колективног\nуговора за Завно предузеће „Завод за\nуџбенике”, Београд\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start\">\u003Cp>Члан 1.\u003C\u002Fp>\n\n\u003Cp>Важење Колективног уговора за Јавно\nпредузеће „Завод за уџбенике”, Београд,\nзакљученог 16. jyna 2015. године и oбjaвљeнoг на\nогласној табли Јавног предузећа „Завод за\nуџбенике”, Београд 16. jyлa 2015. године, који\nважи до 24.јула 2021. године, продужава се до 24.\njyлa 2022. године.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Члан 2.\u003C\u002Fp>\n\n\u003Cp>Овај споразум ступа на снагу наредног\nдана од дана објављивања на огласној табли\nЈавног предузећа „Завод за уџбенике”,\nБеоград.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Јавно предузеће „Завод за уџбенике”\nБеоград\u003C\u002Fp>\n\n\u003Cp>Директор\u003C\u002Fp>\n\n\u003Cp>в.д.директор Милорад Марјановић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Владу\u003C\u002Fp>\n\n\u003Cp>МИНИСТАР ПРОСВЕТЕ, НАУКЕ И ТЕХНОЛОШКОГ\nРАЗВОЈА\u003C\u002Fp>\n\n\u003Cp>Бранко Ружић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Синдикат Завода уџбенике\u003C\u002Fp>\n\n\u003Cp>Председник\u003C\u002Fp>\n\n\u003Cp>Тања Миљкобић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За АСИС - Завода уџбенике\u003C\u002Fp>\n\n\u003Cp>Главни повереник\u003C\u002Fp>\n\n\u003Cp>Саниша Раденовић\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>На основу члана 263, став 2, а у вези са\nчланом 247. Закона о раду („Службени гласник\nPC”, бр. 24\u002F05, 61\u002F05, 54\u002F09. 32\u002F13, 75\u002F14. 13\u002F17 - УС, 113\u002F17 и 95\u002F18\n– аутентично тумачење) Јавно предузеће\n„Завод за уџбенике”, Београд,\nрепрезентативни синдикати код послодавца:\nСиндикат Завода за уџбенике, АСНС - Завод за\nуџбенике и Синдикална организација ЈП\nЗавод за уџбенике и Влада, дана 02.07.2020.\nгодине, закључују\u003C\u002Fp>\n\n\u003Ch2>СПОРАЗУМ\u003C\u002Fh2>\n\n\u003Cp>о продужењу рока важења Колективног\nуговора за Јавно предузеће „Завод за\nуџбенике”, Београд\u003C\u002Fp>\n\n\u003Cp>Члан 1.\u003C\u002Fp>\n\n\u003Cp>Важење Колективног уговора за Јавно\nпредузеће „Завод за уџбенике”, Београд,\nзакљученог 16. jyлa 2015. године и објављеног на\nогласној табли Јавно предузеће „Завод за\nуџбенике”, Београд 16. јула 2015. године, који\nважи до 24. jyлa 2020. године, продужава се до 24.\njyлa 2021. године.\u003C\u002Fp>\n\n\u003Cp>Члан 2.\u003C\u002Fp>\n\n\u003Cp>Oвaj споразум ступа на снагу осмог дана од\nдана објављивања на огласној табли Јавно\nпредузеће „Завод за уџбенике”, Београд.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Јавно предузеће „Завод за уџбенике”\nБеоград\u003C\u002Fp>\n\n\u003Cp>Директор\u003C\u002Fp>\n\n\u003Cp>в.д.директор др Милорад Марјановић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Владу\u003C\u002Fp>\n\n\u003Cp>МИНИСТАР ПРОСВЕТЕ, НАУКЕ И ТЕХНОЛОШКОГ\nРАЗВОЈА\u003C\u002Fp>\n\n\u003Cp>Младен Шарчевић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Синдикат Завода уџбенике\u003C\u002Fp>\n\n\u003Cp>Председник\u003C\u002Fp>\n\n\u003Cp>Тања Миљкобић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За АСИС - Завода уџбенике\u003C\u002Fp>\n\n\u003Cp>Главни повереник\u003C\u002Fp>\n\n\u003Cp>Саниша Раденовић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Синдикалну организацију ЈП Завод за\nуџбенике\u003C\u002Fp>\n\n\u003Cp>Повереник\u003C\u002Fp>\n\n\u003Cp>Славко Аксић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>На основу члана 263. став 2. а у вези са\nчланом 247. Закона о раду („Службени гласник\nPC”, бр. 24\u002F05, 61\u002F05, 54\u002F09, 32\u002F13, 75\u002F14, 13\u002F17 - УС, 113\u002F17 и 95\u002F18 -\nаутентично тумачење) Јавно предузеће\n„Завод за уџбенике”, Београд,\nрепрезентативни синдикати код послодавца:\nСиндикат Завода за уџбенике, АСНС - Завод за\nуџбенике и Синдикална организација ЈП\nЗавод за уџбенике и Влада, дана 19. јуна 2019.\nгодине. закључују\u003C\u002Fp>\n\n\u003Ch2>СПОРАЗУМ\u003C\u002Fh2>\n\n\u003Cp>о продужењу рока важења Колективног\nуговора за Јавно предузеће „Завод за\nуџбенике”, Београд\u003C\u002Fp>\n\n\u003Cp>Члан 1.\u003C\u002Fp>\n\n\u003Cp>Важење Колективног уговора за Јавно\nпредузеће „Завод за уџбенике”, Београд,\nзакљученог 16. јула 2015. године и објављеног\nна огласној табли Јавног предузећа „Завод\nза уџбенике”, Београд 16. jyјa 2015. године, коjи\nважи до 24. jyлa 2019. године. продужава се до 24.\njyлa 2020. године.\u003C\u002Fp>\n\n\u003Cp>Члан 2.\u003C\u002Fp>\n\n\u003Cp>Овај споразум ступа на снагу осмог дана\nод дана објављивања на огласној табли\nЈавног предузећа „Завод за уџбенике”,\nБеоград.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Јавно предузеће „Завод за уџбенике”\nБеоград\u003C\u002Fp>\n\n\u003Cp>Директор\u003C\u002Fp>\n\n\u003Cp>Драгољуб Којчић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Владу\u003C\u002Fp>\n\n\u003Cp>МИНИСТАР ПРОСВЕТЕ, НАУКЕ И ТЕХНОЛОШКОГ\nРАЗВОЈА\u003C\u002Fp>\n\n\u003Cp>Младен Шарчевић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Синдикат Завода уџбенике\u003C\u002Fp>\n\n\u003Cp>Председник\u003C\u002Fp>\n\n\u003Cp>Тања Миљкобић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За АСИС - Завода уџбенике\u003C\u002Fp>\n\n\u003Cp>Главни повереник\u003C\u002Fp>\n\n\u003Cp>Саниша Раденовић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Синдикалну организацију ЈП Завод за\nуџбенике\u003C\u002Fp>\n\n\u003Cp>Повереник\u003C\u002Fp>\n\n\u003Cp>Славко Аксић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>На основу члана 263. став 2. а у вези са\nчланом 247. Закона о раду („Службени гласник\nPC”, бр. 24\u002F05, 61\u002F05, 54\u002F09, 32\u002F13, 75\u002F14 13\u002F17 - УС и 113\u002F17)\nЈавно предузеће „Завод за уџбенике”,\nБеоград, репрезентативни синдикати код\nпослодавца: Синдикат Завода за уџбенике,\nАСНС - Завод за уџбенике и Синдикална\nорганизација ЈП Завод за уџбенике и Влада,\nдана 16. јула 2018. године, закључују\u003C\u002Fp>\n\n\u003Ch2>СПОРАЗУМ\u003C\u002Fh2>\n\n\u003Cp>о продужењу рока важења Колективног\nуговора за Јавно предузеће „Завод за\nуџбенике”, Београд\u003C\u002Fp>\n\n\u003Cp>Члан 1.\u003C\u002Fp>\n\n\u003Cp>Важење Колективног уговора за Јавно\nпредузеће „Завод за уџбенике”, Београд,\nзакљученог 16. јула 2015. године и објављеног\nна огласној табли Јавног предузећа „Завод\nза уџбенике”, Београд 16. јула 2015. године,\nкоји важи до 24. јула 2018. године, продужава се\nдо 24. јула 2019. године.\u003C\u002Fp>\n\n\u003Cp>Члан 2.\u003C\u002Fp>\n\n\u003Cp>Овај споразум ступа на снагу наредног\nдана од дана објављивања на огласној табли\nЈавног предузећа „Завод за уџбенике”,\nБеоград.\u003C\u002Fp>\n\n\u003Cp>За Јавно предузеће „Завод за уџбенике”\nБеоград\u003C\u002Fp>\n\n\u003Cp>Директор\u003C\u002Fp>\n\n\u003Cp>Драгољуб Којчић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Владу\u003C\u002Fp>\n\n\u003Cp>МИНИСТАР ПРОСВЕТЕ, НАУКЕ И ТЕХНОЛОШКОГ\nРАЗВОЈА\u003C\u002Fp>\n\n\u003Cp>Младен Шарчевић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Синдикат Завода уџбенике\u003C\u002Fp>\n\n\u003Cp>Председник\u003C\u002Fp>\n\n\u003Cp>Тања Крстић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За АСИС - Завода уџбенике\u003C\u002Fp>\n\n\u003Cp>Главни повереник\u003C\u002Fp>\n\n\u003Cp>Саниша Раденовић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Синдикалну организацију ЈП Завод за\nуџбенике\u003C\u002Fp>\n\n\u003Cp>Повереник\u003C\u002Fp>\n\n\u003Cp>Славко Аксић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>На основу члана 247. Закона о раду\n(„Службени гласник PC”, бр. 24\u002F05, 61\u002F05, 54\u002F09, 32\u002F13 и\n75\u002F14). Влада, Јавно предузеће „Завод за\nуџбенике”, Београд, Синдикат организација\nЈП Завод за уџбенике и Синдикат Завода за\nуџбенике (у даљем тексту: репрезентативни\nсиндикати), дана 16.07.2015. године закључују\u003C\u002Fp>\n\n\u003Ch1>КОЛЕКТИВНИ УГОВОР за Јавно предузеће\n„Завод за уџбенике”, Београд\u003C\u002Fh1>\n\n\u003Ch2>I. ОСНОВНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Cp>Члан 1.\u003C\u002Fp>\n\n\u003Cp>Колективним уговором за Јавно предузеће\n„Завод за уџбенике”, Београд (у даљем\nтексту: Уговор), у складу са законом и\nдругим прописима, утврђују се права,\nобавезе и одговорности из радног односа\nзапослених и то: заснивање радног односа.\nуговор о правима и обавезама директора,\nобразовање, стручно оспособљавање и\nусавршавање, радно време, одмори и\nодсуства, заштита запослених, зарада,\nнакнада зараде и друга примања запослених,\nнакнада штете, удаљење запосленог са рада,\nизмена уговора о раду, престанак радног\nодноса, остваривање и заштита права\nзапослених, вишак запослених, организације\nзапослених и послодавца, поступак измене\nовог уговора и друга питања од значаја за\nзапослене у Јавно предузеће „Завод за\nуџбенике”, Београд (у даљем тексту:\nПослодавац) и Послодавца.\u003C\u002Fp>\n\n\u003Cp>Члан 2.\u003C\u002Fp>\n\n\u003Cp>Овим уговором не могу да буду предвиђене\nодредбе којима се запосленом дају мања\nправа или утврђују неповољнији услови рада\nод права и услова који су утврђени\nзаконом.\u003C\u002Fp>\n\n\u003Cp>Одредбе овог уговора примењују се и\nобавезују све запослене код Послодавца.\u003C\u002Fp>\n\n\u003Ch2>II. ЗАСНИВАЊЕ РАДНОГ ОДНОСА\u003C\u002Fh2>\n\n\u003Ch3>1. Услови за заспивање радног односа\u003C\u002Fh3>\n\n\u003Cp>Члан 3.\u003C\u002Fp>\n\n\u003Cp>Одлуку о потреби заснивања радног односа\nдоноси Послодавац у складу са програмом\nпословања за текућу годину и важећим\nпрописима.\u003C\u002Fp>\n\n\u003Cp>Члан 4.\u003C\u002Fp>\n\n\u003Cp>Поред општих услова предвиђених законом,\nлице које заснива радни однос са\nПослодавцем мора да испуњава и посебне\nуслове предвиђене законом и Правилником о\nорганизацији и систематизации послова код\nПослодавца.\u003C\u002Fp>\n\n\u003Cp>Правилником о организацији и\nсистематизацији послова утврђују се\nорганизациони делови код Послодавца. назив\nи опис послова, врста и степен захтеване\nстручне спреме, односно образовања и други\nпосебни услови за рад на тим пословима, а\nможе да се утврди и 6poj извршилаца.\u003C\u002Fp>\n\n\u003Cp>Кандидат је дужан да, приликом заснивања\nрадног односа, Послодавцу достави исправе\nи друге доказе о испуњености услова за рад\nна пословима за које заснива радни однос,\nутврђених Правилником о организации и\nсистематизацији послова.\u003C\u002Fp>\n\n\u003Cp>Члан 5.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да пре закључивања\nуговора о раду кандидата обавести о послу,\nусловима рада, правима и обавезама из\nрадног односа, у складу са Законом о раду и\nовим уговором.\u003C\u002Fp>\n\n\u003Cp>Члан 6.\u003C\u002Fp>\n\n\u003Cp>Особа са инвалидитетом заснива радни\nоднос под условима и на начин утврђен\nЗаконом о раду, ако посебним законом није\nдрукчије одређено.\u003C\u002Fp>\n\n\u003Ch3>2. Уговор о раду\u003C\u002Fh3>\n\n\u003Cp>Члан 7.\u003C\u002Fp>\n\n\u003Cp>Радни однос заснива се уговором о раду.\u003C\u002Fp>\n\n\u003Cp>У говор о раду закључују запослени и\nПослодавац.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду сматра се закљученим кад га\nпотпишу запослени и Послодавац.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду закључује се у четири\nпримерка од којих се један обавезно даје\nзапосленом, а три задржава Послодавац.\u003C\u002Fp>\n\n\u003Cp>У име и за рачун Послодавца уговор о раду\nпотписује Директор или лице које он\nовласти.\u003C\u002Fp>\n\n\u003Cp>Члан 8.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду закључује се на неодређено\nили одређено време.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду у коме није утврђено време\nна које се закључује сматра се уговором о\nраду на неодређено време.\u003C\u002Fp>\n\n\u003Cp>Члан 9.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду закључује се пре ступања\nзапосленог на рад, у писаном облику.\u003C\u002Fp>\n\n\u003Cp>Ако Послодавац са запосленим не закључи\nуговор о раду у складу са ставом 1. овог\nчлана, сматра се да je запослени засновао\nрадни однос на неодређено време даном\nступања на рад.\u003C\u002Fp>\n\n\u003Cp>Члан 10.\u003C\u002Fp>\n\n\u003Cp>Уговором о раду, поред садржаја\nпрописаног законом, може да се уговори\nпробни рад, рад приправника и забрана\nконкуренције, као и друга питања\nспецифична за конкретне послове или за\nконкретног запосленог, утврђена у складу\nса законом и овим уговором.\u003C\u002Fp>\n\n\u003Cp>Члан 11.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду садржи:\u003C\u002Fp>\n\n\u003Cp>1) назив и седиште Послодавца;\u003C\u002Fp>\n\n\u003Cp>2) лично име запосленог, место\nпребивалишта, односно боравишта\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>3) врсту и степен стручне спреме. односно\nобразовала запосленог. који су услов за\nобављање послова за које се закључује\nуговор о раду;\u003C\u002Fp>\n\n\u003Cp>4) назив и опис поела које запослени треба\nда обави;\u003C\u002Fp>\n\n\u003Cp>5) место рада;\u003C\u002Fp>\n\n\u003Cp>6) врсту радног односа (на неодређено или\nодређено време);\u003C\u002Fp>\n\n\u003Cp>7) трајање уговора о раду на одређено\nвреме и основ за заснивање радног односа на\nодређено време;\u003C\u002Fp>\n\n\u003Cp>8) дан почетка рада;\u003C\u002Fp>\n\n\u003Cp>9) радно време (пуно, непуно или\nскрађено);\u003C\u002Fp>\n\n\u003Cp>10) новчани износ основне зараде на дан\nзакључења уговора о раду;\u003C\u002Fp>\n\n\u003Cp>11) елементе за утврђивање основне зараде,\nрадног учинка, накнаде зараде. увеђане\nзараде и друга примања на које запослени\nима право;\u003C\u002Fp>\n\n\u003Cp>12) рокове за исплату зараде и других\nпримања на које запослени има право;\u003C\u002Fp>\n\n\u003Cp>13) трајање дневног и недељног радног\nвремена.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду садржи елементе из става 1.\nтачка 11-13) овог члана.\u003C\u002Fp>\n\n\u003Cp>На права и обавезе која нису утврђена\nуговором о раду примењују се одговарајуђе\nодредбе закона и овог уговора.\u003C\u002Fp>\n\n\u003Ch3>3. Ступање на рад\u003C\u002Fh3>\n\n\u003Cp>Члан 12.\u003C\u002Fp>\n\n\u003Cp>Запослени остварује права и обавезе из\nрадног односа даном ступања на рад.\u003C\u002Fp>\n\n\u003Cp>Ако запослени не ступи на рад даном\nутврђеним уговором о раду, сматра се да\nније засновао радни однос, осим ако јe\nспречен да ступи на рад из оправданих\nразлога или ако се Послодавац и запослени\nдрукчиј е договоре.\u003C\u002Fp>\n\n\u003Cp>Члан 13.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да уговор о раду,\nодносно други уговор у складу са законом о\nраду или њихову копију држи у седишту или\nдругој пословној просторији Послодавца\nили на другом месту, у зависности од тога\nгде запослени или радно ангажовано лице\nради.\u003C\u002Fp>\n\n\u003Ch3>4. Пробни рад\u003C\u002Fh3>\n\n\u003Cp>Члан 14.\u003C\u002Fp>\n\n\u003Cp>Уговором о раду се може уговорити пробни\nрад за обављање једног или више повезаних,\nодносно сродних послова утврђених\nуговором о раду.\u003C\u002Fp>\n\n\u003Cp>Пробни рад може да траје најдуже шест\nмесеци.\u003C\u002Fp>\n\n\u003Cp>Пре истека времена за који je уговорен\nпробни рад, Послодавац или запослени може\nда откаже уговор о раду, са отказним роком\nкоји не може бити крађи од пет радних дана.\nПослодавац је дужан да образложи отказ\nуговора о раду који је дат за време или по\nпротеку уговореног пробног рада.\u003C\u002Fp>\n\n\u003Cp>Запосленом који за време пробног рада\nније показао одговарајуће радне и стручне\nспособности престаје радни однос даном\nистека рока одређеног уговором о раду.\u003C\u002Fp>\n\n\u003Ch3>5. Радий однос на одређено време\u003C\u002Fh3>\n\n\u003Cp>Члан 15.\u003C\u002Fp>\n\n\u003Cp>Радни однос на одређено време засмива се\nпод условима и на начин предвиђен за\nзаснивање радног односа на неодређено\nвреме.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду може да се заључи на\nодређено време, за обављање послова чије јe\nтрајање унапред одређено објективним\nразлозима који су оправдани роком или\nизвршењем одређеног посла или наступањем\nодређеног догађаја, за време трајања тих\nпотреба.\u003C\u002Fp>\n\n\u003Cp>Поелодавац може заључити један или више\nуговора о раду из става 2. овог члана на\nоснову којих се радни однос са истим\nзапосленим заснива за период који са\nпрекидима или без прекида не може бити дужи\nод 24 месеца.\u003C\u002Fp>\n\n\u003Cp>Прекид краћи од 30 дана не сматра се\nпрекидом периода из става 3. овог члана.\u003C\u002Fp>\n\n\u003Cp>Изузетно од става 3. овог члана, уговор о\nраду на одређено време може да се закључи:\u003C\u002Fp>\n\n\u003Cp>1) ако јe то потребно због замене\nпривремено одсутног запосленог, до његовог\nповратна;\u003C\u002Fp>\n\n\u003Cp>2) за рад на npoјекту чије јe време унапред\nодређено, најдуже до завршетка npoјекта;\u003C\u002Fp>\n\n\u003Cp>3) са страним држављанином, на основу\nдозволе за рад у складу са законом, најдуже\nдо истека рока на који је издата дозвола;\u003C\u002Fp>\n\n\u003Cp>4) за рад на пословима код новооснованог\nпослодавца чији упис у регистар код\nнадлежног органа у моменту закључења\nуговора о раду није стариј и од једне\nгодине, на време чије укупно трајање није\nдуже од 36 месеци;\u003C\u002Fp>\n\n\u003Cp>5) са незапосленим коме до испуњења јeднoг\nод услова за оствариватье права на\nстаросну пензију недостаје до пет година,\nнајдуже до испуњења услова, у складу са\nпрописима о пензијском и инвалидском\nосигурању.\u003C\u002Fp>\n\n\u003Cp>Послодавац може са истим запосленим да\nзакључи нови уговор о раду на одређено\nвреме по истеку рока из става 5. тачка 1 -3)\nовог члана по истом, односно другом правном\nоснову, у складу са овим чланом.\u003C\u002Fp>\n\n\u003Cp>Ако јe уговор о раду на одређено време\nзакључен супротно одредбама овог уговора\nодносно Закона о раду или ако запослени\nостане да ради код Послодавца најмање пет\nрадних дана по истеку времена за које је\nуговор закључен, сматра се да је радни\nоднос заснован на неодређено време.\u003C\u002Fp>\n\n\u003Ch3>6. Радни однос са непуним радним\nвременом\u003C\u002Fh3>\n\n\u003Cp>Члан 16.\u003C\u002Fp>\n\n\u003Cp>Радни однос може да се заснује и за рад са\nнепуним радним временом, на неодређено и\nодређено време.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради са непуним радним\nвременом има право на зараду, друга примања\nи друга права из радног односа сразмерно\nвремену проведеном на раду, осим ако за\nпоједина права законом, овим уговором и\nуговором о раду није друкчије одређено.\u003C\u002Fp>\n\n\u003Cp>Послодавац јe дужан да запосленом који\nради са непуним радним временом обезбеди\nисте услове рада као и запосленом са пуним\nрадним временом који ради на истим или\nсличним пословима.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да благовремено\nобавести запослене о доступности послова\nса пуним и непуним радним временом. путем\nобавештења на огласној табли.\u003C\u002Fp>\n\n\u003Cp>Обавештење из претходног става\nПослодавац је дужан да истакне најкасније\nосам дана од дана доступности послова са\nпулим и непуним радним временом .\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да размотри захтев\nзапосленог са непуним радним временом за\nпрелазак на пуно радио време, као и\nзапосленог са пуним радним временом за\nпрелазак на непуно ранно време.\u003C\u002Fp>\n\n\u003Cp>Члан 17.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради са непуним радним\nвременом код једног послодавца може за\nостатак радног времена да заснује радни\nоднос код другог послодавца и да на тај\nначин оствари пуно радно време.\u003C\u002Fp>\n\n\u003Ch3>7. Радни однос за обављање послова ван\nпросторија послодавца\u003C\u002Fh3>\n\n\u003Cp>Члан 18.\u003C\u002Fp>\n\n\u003Cp>Радни однос може да се заснује за\nобављање послова ван просторија\nПослодавца.\u003C\u002Fp>\n\n\u003Cp>Радни однос за обављање послова ван\nпросторија послодавца обухвата рад на\nдаљину и рад од куће.\u003C\u002Fp>\n\n\u003Cp>У говор о раду који се закључује у смислу\nстава 1, овог члана, поред одредаба из члана\n11. овог уговора, који се односе на елементе\nУговора о раду, садржи и :\u003C\u002Fp>\n\n\u003Cp>1) трајање радног времена према\nнормативима рада;\u003C\u002Fp>\n\n\u003Cp>2) начин вршења надзора над радом и\nквалитетом обављања послова запосленог;\u003C\u002Fp>\n\n\u003Cp>3) средства за рад за обављање послова\nкоје је Послодавац дужан да набави,\nинсталира и одржава;\u003C\u002Fp>\n\n\u003Cp>4) коришђење и употребу средстава за рад\nзапосленог и накнаду трошкова за њихову\nупотребу;\u003C\u002Fp>\n\n\u003Cp>5) накнаду других трошкова рада и начин\nњиховог утврђивања;\u003C\u002Fp>\n\n\u003Cp>6) друга права и обавезе.\u003C\u002Fp>\n\n\u003Cp>Основна зарада запосленог из става 1. овог\nчлана не може бити утврђена у мањем износу\nод основне зараде запосленог који ради на\nистим пословима у просторијама\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Одредбе овог уговора о распореду радног\nвремена, прековременом раду, прерасподели\nрадног времена, ноћном раду. одморима и\nодсуствима примењујусе и на уговор о раду\nиз става 1. овог члана.\u003C\u002Fp>\n\n\u003Cp>Количина и рокови за извршеше послова\nкаји се обављају по основу уговора из става\n1. овог члана не могу се одредити на начин\nкојим се запосленом онемогућава да користи\nправа на одмор у току дневног рада, дневни,\nнедељни и годишњьи одмор, у складу са\nзаконом, овим уговором и уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да уговори послове ван\nсвојих просторија који нису опасни или\nштетни по здравље запосленог и других лица\nи не угрожавј)у животну средину.\u003C\u002Fp>\n\n\u003Ch3>8. Приправници\u003C\u002Fh3>\n\n\u003Cp>Члан 19.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да заснује радни однос са\nлицем који први пут заснива радни однос, у\nсвојству приправника, за занимание 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 о организации и\nсистематизации послова.\u003C\u002Fp>\n\n\u003Cp>Одредба става 1. овог члана односи се и иа\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>Приправнички стаж траје најдуже годину\nдана, ако законом није другачије одређено,\nи то за средње образовање 6 месеци, за\nвисоко образовање на студијама I степена 9\nмесеци и за високо образовање на студијама\nII степена 12 месеци.\u003C\u002Fp>\n\n\u003Cp>За време приправничког стажа, приправник\nима право на зараду за послове на којима је\nзакључио уговор о раду и сва друга права из\nрадног односа, у складу са законом, овим\nуговором и уговором о раду.\u003C\u002Fp>\n\n\u003Ch2>III. УГОВОР О ПРАВИМА И ОБАВЕЗАМА\nДИРЕКТОРА\u003C\u002Fh2>\n\n\u003Cp>Члан 20.\u003C\u002Fp>\n\n\u003Cp>Директор, односно други законски\nзаступник Послодавца, може да заснује\nрадни однос на одређено време.\u003C\u002Fp>\n\n\u003Cp>Радни однос заснива се уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Радни однос на одређено време може да\nтраје до истека рока на који јe изабран\nдиректор, односно до његовог разрешења.\u003C\u002Fp>\n\n\u003Cp>Међусобна права, обавезе и одговорности\nдиректора који није засновао радни однос и\nПослодавца ypeђyje се уговором.\u003C\u002Fp>\n\n\u003Cp>Лице које обаеља послове директора из\nстава 4. овог члана има право на накнаду за\nрад и друга права, обавезе и одговорности у\nскладу са уговором.\u003C\u002Fp>\n\n\u003Cp>Уговор са директором из става 2. и 4. овог\nчлана заклучује у име Послодавца Надзорни\nодбор, у складу са законом који ypeђyje\nпословање јавних предузећа.\u003C\u002Fp>\n\n\u003Ch2>IV. ОБРАЗОВАЊЕ, СТРУЧНО ОСПОСОБЉАВАЊЕ И\nУСАВРШАВАЊЕ\u003C\u002Fh2>\n\n\u003Cp>Члан 21.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да запосленом омогући\nобразовање, струнно оспособлавање и\nусавршавање када то захтева потреба\nпроцеса рада и увођење новог начина и\nорганизације рада, у складу са планом и\nпрограмом образовања код Послодавца.\u003C\u002Fp>\n\n\u003Cp>Запослени je дужан да се у току рада\nобразује, струнно оспособљава и усавршава\nза рад.\u003C\u002Fp>\n\n\u003Cp>Трошкови образовања, стручног\nоспособљавања и усавршавања обезбеђују се\nиз средстава Послодавца и других извора, у\nскладу са законом и овим уговором.\u003C\u002Fp>\n\n\u003Cp>Посебним актом, који доноси Директор,\nypeђују се права и обавезе запосле-них код\nПослодавца у вези са свим облицима\nобразовања, стручног оспособља-вања и\nусавршавања за рад.\u003C\u002Fp>\n\n\u003Cp>Међусобна права и обавезе између\nПослодавца и запосленог који je упућен на\nструнно оспособљавање и усавршавање ypeђyjy\nсе посебним уговором.\u003C\u002Fp>\n\n\u003Cp>У случају да запослени прекине\nобразовање, струнно оспособљавање или\nусавршавање, дужан je да Послодавцу накнади\nтрошкове, осим ако je то учинио из\nоправданог разлога.\u003C\u002Fp>\n\n\u003Cp>Издаци образовања, стручног\nоспособљавања и усавршавања запослених\nпредвиђају се програмом пословања\nПослодавца за текућу годину.\u003C\u002Fp>\n\n\u003Ch2>V. РАДНО ВРЕМЕ\u003C\u002Fh2>\n\n\u003Ch3>1.Појам радног времена\u003C\u002Fh3>\n\n\u003Cp>Члан 22.\u003C\u002Fp>\n\n\u003Cp>Радно време je временски период у коме je\nзапослени дужан, односно расположив да\nобавља послове према налозима Послодавца.\nна месту где се послови обављajy, у складу са\nзаконом и овим уговором.\u003C\u002Fp>\n\n\u003Cp>Запослени и Послодавац могу се\nспоразумети да један период радног времена\nу оквиру уговореног радног времена\nзапослени послове обавља код кућe.\u003C\u002Fp>\n\n\u003Cp>Радним временом не сматра се време у коме\nje запослени приправан да се одазове на\nпозив послодавца да обавља послове ако се\nукаже таква потреба, при чему се запослени\nне налази на месту где се његови послови\nобављају, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Време приправности и висина накнаде за\nисту yтврђујe се у висини 10% основне\nзараде.\u003C\u002Fp>\n\n\u003Cp>Време које запослени у току приправности\nпроведе у обављању послова по позиву\nПослодавца сматра се радним временом.\u003C\u002Fp>\n\n\u003Ch3>2. Пуно и непуно радно време\u003C\u002Fh3>\n\n\u003Cp>Члан 23.\u003C\u002Fp>\n\n\u003Cp>Пуно радно време запослених износи 40\nчасова недељно.\u003C\u002Fp>\n\n\u003Cp>Распоред, почетак и завршетак радног\nвремена yтврђујe се одлуком о радном\nвремену.\u003C\u002Fp>\n\n\u003Ch3>3. Прековремени рад\u003C\u002Fh3>\n\n\u003Cp>Члан 24.\u003C\u002Fp>\n\n\u003Cp>На захтев Послодавца, запослени je дужан\nда ради дуже од пуног радног времена у\nслучајевима предвиђеним законом: у случајy\nвише силе, изненадног повећања обима посла\nи у другим случајевима када јe неопходно да\nсе у одређеном року заврши посао који није\nпланиран (у далем тексту: прековремени\nрад).\u003C\u002Fp>\n\n\u003Cp>Прековремени рад не може да траје дуже од\nосам часова недељно.\u003C\u002Fp>\n\n\u003Cp>Запослени не може да ради дуже од 12 часова\nдневно укључујући и прековремени рад.\u003C\u002Fp>\n\n\u003Cp>Послодавац може, поред cлучајевa\nпредвиђених законом, увести прековремени\nрад да би се без одлагања извршио одређени\nпосао од кога зависи извршавање других\nпослова и реализација планских циљева, а\nшто се није могло предвидети и регулисати\nпрерасподелом радног времена.\u003C\u002Fp>\n\n\u003Ch3>4. Рад у сменама\u003C\u002Fh3>\n\n\u003Cp>Члан 25.\u003C\u002Fp>\n\n\u003Cp>Послодавац одлуком о радном времену\nyтврђујe организационе делове у којима се\nрад организује у сменама, где се запослени\nна истим 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\u003Ch3>5. Распоред радног времена\u003C\u002Fh3>\n\n\u003Cp>Члан 26.\u003C\u002Fp>\n\n\u003Cp>Радна недеља тpaje, по правилу, пет радних\nдана.\u003C\u002Fp>\n\n\u003Cp>Радна недеља за запослене у Заводу тpaje\nпет радних дана, а за запослене у\nмалопродајним објектима Завода који раде у\nсменама свака друга радна недеља тpaje шест\nрадних дана.\u003C\u002Fp>\n\n\u003Cp>Распоред радног времена у оквиру радне\nнедеље утврђује Послодавац.\u003C\u002Fp>\n\n\u003Cp>Радни дан за запослене у Заводу тpaje осам\nчасова, а за запослене у мaлoпpoдajним\nобјектима Завода који раде у сменама\nтрајање радног дана утврђује се одлуком о\nрадном времену.\u003C\u002Fp>\n\n\u003Cp>Ако природа поела и организација рада\nдозвољава, почетак и завршетак радног\nвремена може се утврдити, односно\nуговорити у одређеном временском\nинтервалу (клизно радно време).\u003C\u002Fp>\n\n\u003Cp>Члан 27.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да обавести запослене\nо распореду и промени распореда радног\nвремена најмање пет дана унапред, осим у\nслучајуy увођења прековременог рада.\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\nпотреба поела услед наступања\nнепредвиђених околности.\u003C\u002Fp>\n\n\u003Ch3>6. Прерасподела радног времена\u003C\u002Fh3>\n\n\u003Cp>Члан 28.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да изврши прерасподелу\nрадног времена у време сезонске продаје\nкњига, крајем месеца августа и почетком\nсептембра, и у другим случајевима када то\nзахтева природа делатности, организација\nрада, болље коришћење средстава рада,\nрационалније коришћење радног времена и\nизвршење одређеног поела у утврђеним\nроковима.\u003C\u002Fp>\n\n\u003Cp>Прерасподела радног времена запосленог\nврши се тако да укупно радно време\nзапосленог у периоду од шест месеци у току\nкалендарске године у просеку не буде дуже\nод уговорепог радног времена запосленог.\u003C\u002Fp>\n\n\u003Cp>Прерасподела радног времена може да се\nизврши тако да се не везује за календарску\nгодину, односно да може трајати и дуже од\nшест месеци, а најдуже девет месеци, у ком\nпериоду долази до повећаног обима поела\nзбог почетка школске године, организовања\nи учествовања на сајмовима књига, припреме\nпретплате, продаје, испоруке и\nпрезентације издања Завода.\u003C\u002Fp>\n\n\u003Cp>Запосленом који се сагласио да у\nпрерасподели радног времена ради у просеку\nдуже од времена утврђеном у ставу 2. и 3. овог\nчлана. часови рада дужи од просечног радног\nвремена обрачунавају се и исплаћују као\nпрековремени рад.\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>Члан 29.\u003C\u002Fp>\n\n\u003Cp>Прерасподела радног времена не сматра се\nпрековременим радом.\u003C\u002Fp>\n\n\u003Cp>Члан 30.\u003C\u002Fp>\n\n\u003Cp>Запослени коме je радни однос престао пре\nистека времена за кoje се врши прерасподела\nрадног времена има право да му се часови\nрада дужи од уговореног радног времена,\nостварени у прерасподели радног времена,\nпрерачунају у његово радно време и да га\nПослодавац одјави са обавезног социјалног\nосигурања по истеку тог времена или да му\nте часове рада обрачуна и исплати као\nчасове прековременог рада.\u003C\u002Fp>\n\n\u003Ch2>VI. ОДМОРИ И ОДСУСТВА\u003C\u002Fh2>\n\n\u003Ch3>1. Одмор у току дневног рада\u003C\u002Fh3>\n\n\u003Cp>Члан 31.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради најмање шест часова\nдневно има право на одмор у току дневног\nрада у тpajaњy од 45 минута.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради дуже од четири, а\nкраће од шест часова дневно има право на\nодмор у току рада у тpajaњy од 20 минута.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради дуже од 10 часова\nдневно, има право на одмор у току рада у\nтpajaњy од 60 минута.\u003C\u002Fp>\n\n\u003Cp>Одмор у току дневног рада не може се\nкористити па почетку и на кpajy радног\nвремена.\u003C\u002Fp>\n\n\u003Cp>Време одмора из ст. 1-3. овог члана\nурачунава се у радно време.\u003C\u002Fp>\n\n\u003Cp>Члан 32.\u003C\u002Fp>\n\n\u003Cp>Одмор у току дневног рада организује се\nна начин којим се обезбеђуђе да се рад не\nпрекида ако природа посла не дозвољава\nпрекид рада, као и ако се ради са\nстранкама.\u003C\u002Fp>\n\n\u003Cp>Одлуку о распореду коришћења одмора у\nтоку дневног рада доноси Директор.\u003C\u002Fp>\n\n\u003Ch3>2. Дневни одмор\u003C\u002Fh3>\n\n\u003Cp>Члан 33.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на одмор у тpajaњy од\nнајмање 12 часова непрекидно у оквиру 24\nчаса, ако Законом о раду није друкчије\nодређено.\u003C\u002Fp>\n\n\u003Cp>Запослени који обавља послове у\nпрерасподели радног времена има право иа\nодмор у оквиру 24 часа у непрекидном тpajaњy од\nнајмање 11 часова.\u003C\u002Fp>\n\n\u003Ch3>3. Недељни одмор\u003C\u002Fh3>\n\n\u003Cp>Члан 34.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на недељни одмор у\nтpajaњy од најмање 24 часа непрекидно којем се\nдодаје време одмора из члана 33. овог\nуговора, ако Законом о раду није друкчије\nодређено.\u003C\u002Fp>\n\n\u003Cp>Недељни одмор се, по правилу, користи\nнеделом.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да одреди други дан за\nкоришћење недељног одмора ако природа\nпосла и организација рада то захтева.\u003C\u002Fp>\n\n\u003Cp>Изузетно од става 1. овог члана, запослени\nкоји због обављања посла у различитим\nсменама или у прерасподели радног времена\nне може да користи одмор у тpajaњy утврђеном у\nставу 1. овог члана, има право на неделни\nодмор у тpajaњy од најмање 24 часа\nнепрекидно.\u003C\u002Fp>\n\n\u003Cp>Ако je неопходно да запослени ради на дан\nсвог недељног одмора, послодавац je дужан да\nму обезбеди одмор у тpajaњy од најмање 24 часа\nнепрекидно у току наредне недеље.\u003C\u002Fp>\n\n\u003Ch3>4. Годишњи одмор\u003C\u002Fh3>\n\n\u003Ch4>1) Стицање права на годишњи одмор\u003C\u002Fh4>\n\n\u003Cp>Члан 35.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на годишњи одмор у\nскладу са овим уговором и Законом о раду.\u003C\u002Fp>\n\n\u003Cp>Запослени стиче право на коришћење\nгодишњег одмора у календарскoj години после\nмесец дана непрекидног рада од дана\nзаснивања радног односа код Послодавца.\u003C\u002Fp>\n\n\u003Cp>Под непрекидним радом сматра се и време\nпривремене спречености за рад у смислу\nпрописа о здравственом осигурању в\nодсуства са рада уз накнаду зараде.\u003C\u002Fp>\n\n\u003Cp>Запослени не може да се одрекне права на\nгодишњи одмор, нита да му се то право може\nускратити или замените новчаном накнадом,\nосим у случају престанка радног односа у\nскладу са овим уговором и Законом о раду.\u003C\u002Fp>\n\n\u003Ch4>2) Дужина годишњег одмора\u003C\u002Fh4>\n\n\u003Cp>Члан 36.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на годиппьи одмор у\nтpajaњy од најмање 20 радних дана за сваку\nкалендарску годину.\u003C\u002Fp>\n\n\u003Cp>Дужину и време коришћења годишњег одмора\nутврђује Послодавац на основу критеријума\nутврђених овим уговором и Законом о раду, а\nна основу плана копишћења годишњих одмора\nкоји утврђује Послодавац.\u003C\u002Fp>\n\n\u003Cp>Дужина годишњег одмора запосленог\nутврђује се тако што се законски минимум од\n20 радних дана увећава по основу следећих\nкритеријума:\u003C\u002Fp>\n\n\u003Cp>1) краитерujyм по основу стеченог\nобразовања:\u003C\u002Fp>\n\n\u003Cp>(1) за основно образовање и оспособљеност\nза рад у тpajaњy до годину дана и образовање\nза рад у тpajaњy од две године - 2 радна дана,\u003C\u002Fp>\n\n\u003Cp>(2) за средње образование у тpajaњy од три и\nчетири године и специајалистичко\nобразовање након средњег образовања - 3\nрадна дана,\u003C\u002Fp>\n\n\u003Cp>(3) за први степен високог образовања,\nодносно образовање на вишој школи у тpajaњy\nдо три године - 4 радна дана.\u003C\u002Fp>\n\n\u003Cp>(4) за други степен високог образовања.\nодносно на основним студијама у тpajaњy од\nнајмање четири године. као и за докторске\nстудије - 5 радних дана;\u003C\u002Fp>\n\n\u003Cp>2) критеријум по основу радног искуства:\u003C\u002Fp>\n\n\u003Cp>(1) до 5 година проведених у радном односу -\n1 радни дан;\u003C\u002Fp>\n\n\u003Cp>(2) од 5 до 15 година проведених у радном\nодносу - 2 радна дана;\u003C\u002Fp>\n\n\u003Cp>(3) од 15 до 25 година проведених у радном\nодносу - 3 радна дана;\u003C\u002Fp>\n\n\u003Cp>3) критеријум по основу услова рада:\u003C\u002Fp>\n\n\u003Cp>(1) за запослене у магацину који раде на\nрадним местима непосредног утовара,\nистовара, одвајања и паковања - 2 радна\nдана;\u003C\u002Fp>\n\n\u003Cp>4) критеријум по основу доприноса на\nраду:\u003C\u002Fp>\n\n\u003Cp>(1) на предлог непосредног руководиоца - до\n3 радна дана на следећи начин:\u003C\u002Fp>\n\n\u003Cp>-запосленом са оценом „нарочито се\nистиче“ - 3 радна дана\u003C\u002Fp>\n\n\u003Cp>-запосленом са оценом „истиче се“ - 2\nрадна дана\u003C\u002Fp>\n\n\u003Cp>-запосленом са оценом „добар“ - 1 радни\nдан.\u003C\u002Fp>\n\n\u003Cp>5) Остало:\u003C\u002Fp>\n\n\u003Cp>(1) инвалиду рада, војном инвалиду, односно\nособи са инвалидитетом која je тај статус\nстекла по неком другом основу - 3 радна\nдана,\u003C\u002Fp>\n\n\u003Cp>(2) родитељу за свако дете млађе од 15\nгодина - по 1 радни дан.\u003C\u002Fp>\n\n\u003Cp>Запослени који су преко 25 година у радном\nодносу имajy право на 30 радних дана годишњег\nодмора укупно.\u003C\u002Fp>\n\n\u003Cp>Укупан бpoj радних дана годишњег одмора\nзапосленог, увећан по више основа из става\n3. овог члана, не може да износи више од 30\nрадних дана.\u003C\u002Fp>\n\n\u003Cp>Запосленима који су стекли право на\nгодишњи одмор за 2015. годину до дана ступања\nна снагу овог уговора. у року од 30 дана од\nдана ступања на снагу овог уговора\nутврдиће се дужина годишњег одмора тако\nшто се законски минимум од 20 радних дана\nувећава по основу критеријума из овог\nчлана.\u003C\u002Fp>\n\n\u003Cp>Члан 37.\u003C\u002Fp>\n\n\u003Cp>При утврђивању дужине годишњег одмора\nрадна недеља се рачуна као пет радних\nдана.\u003C\u002Fp>\n\n\u003Cp>Празници који су нерадни у складу са\nзаконом. одсуство са рада уз накнаду зараде\nи привремена спреченост за рад у складу са\nпрописима о здравственом осигурању не\nурачунавају се у дане годишњег одмора.\u003C\u002Fp>\n\n\u003Cp>Ако je запослени за време коришћења\nгодишњег одмора привремено спречен за рад\nу смислу прописа о здравственом осигурању,\nпо истеку те спречености за рад може да\nнастави коришћење започетог годишњьег\nодмора или ћe Послодавац решењем утврдити\nвреме коришћења преосталог дела годишњег\nодмора за ту годину, уз консултацију са\nзапосленим.\u003C\u002Fp>\n\n\u003Ch4>3) Сразмерни део годишњег одмора\u003C\u002Fh4>\n\n\u003Cp>Члан 38.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на дванаестину\nгодишњег одмора (сразмерни део) КОЈИ je\nутврђен према критеријумима из овог\nуговора и Закона о раду за сваки месец дана\nрада у календарској години у којој je\nзасновао радни однос или у кojoj му npecтaje\nрадни однос.\u003C\u002Fp>\n\n\u003Ch4>4) Kopuшћење годишњег одмора у деловима\u003C\u002Fh4>\n\n\u003Cp>Члан 39.\u003C\u002Fp>\n\n\u003Cp>Годишши одмор користи се једнократно или\nу два или више делова, у складу са овим\nуговором и Законом о раду.\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. јунa 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>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\u003Ch4>5) Расноред коришћења годишњег одмора\u003C\u002Fh4>\n\n\u003Cp>Члан 40.\u003C\u002Fp>\n\n\u003Cp>У зависности од потребе поела, Послодавац\nодлучује о времену коришћења годишњег\nодмора. уз претходну консултацију\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Решење о коришћењу годишњег одмора\nзапосленом се доставља најкасније 15 дана\nпре датума одређеног за почетак коришћења\nгодишњег одмора.\u003C\u002Fp>\n\n\u003Cp>Изузетно. ако се годишњи одмор користи на\nзахтев запосленог, решење о коришћењу\nгодишњег одмора Послодавац може доставити\nнепосредно пре коришћења годишњег\nодмора.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да измени време одређено\nза коришћење годишњег одмора ако то\nзахтевају потребе поела, најкасније пет\nрадних дана пре дана одређеног за\nкоришћење годишњег одмора.\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 оргаиизационе 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 je 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 je дужан да то решење достави и у\nписаној форми.\u003C\u002Fp>\n\n\u003Ch4>6) Накнада штете за неискоришћени годишњи\nодмор\u003C\u002Fh4>\n\n\u003Cp>Члан 41.\u003C\u002Fp>\n\n\u003Cp>У случају престанка радног односа,\nПослодавац je дужан да запосленом који није\nискористио годишњи одмор у целини или\nделимично, исплати новчану накнаду умеело\nкоришћења годишњег одмора, у висини\nпросечне зараде у претходних 12 месеци,\nсразмерно 6pojy дана неискоришћеног годишњег\nодмора.\u003C\u002Fp>\n\n\u003Cp>Накнада из става 1. овог члана има\nкарактер накнаде штете.\u003C\u002Fp>\n\n\u003Ch3>5. Одсуство са рада уз накнаду зараде\n(плаћено одсуство)\u003C\u002Fh3>\n\n\u003Cp>Члан 42.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на одсуство са рада\nуз накнаду зараде (плаћено одсуство) у\nукупном трајању до седам радних дана у току\nкалендарске године. и то:\u003C\u002Fp>\n\n\u003Cp>1) за склапање брака - 5 радних дана;\u003C\u002Fp>\n\n\u003Cp>2) за nopoђaj супруге - 5 радних дана;\u003C\u002Fp>\n\n\u003Cp>3) за nopoђaj другог члана уже породице - 2\nрадна дана;\u003C\u002Fp>\n\n\u003Cp>4) за негу чланова уже породице у случају\nтеже болести - 5 радних дана;\u003C\u002Fp>\n\n\u003Cp>5) у случају селидбе сопственог\nдомаћинства - 3 радна дава:\u003C\u002Fp>\n\n\u003Cp>6) за коришћење организованог\nрекреативног одмора у циљу превенције\nрадне инвалидности запослених, на основу\nплана и програма синдиката за текућу\nгодину - 5 радних дана;\u003C\u002Fp>\n\n\u003Cp>7) за полагање стручног или другог испита\nна које га je упутио послодавац - 1 радни дан,\nа укупно 6 радних дана у току једне\nкалендарске године;\u003C\u002Fp>\n\n\u003Cp>8) ради регулисања права или обавеза пред\nнадлежним државним органима - до 3 радна\nдана;\u003C\u002Fp>\n\n\u003Cp>9) у случају уништења или оштећења објекта\nза становање запосленог, који су настали\nуслед елементарних и других ванредних\nдогађajа. ако je чињенично стање настанка и\nузрок уништења или оштећења објекта за\nстановање утврдио надлежни орган\nпослодавца - 3 радна 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\u003Cp>1) пет радних дана због смрти члана уже\nпородице;\u003C\u002Fp>\n\n\u003Cp>2) два узастопна дана за сваки случај\nдобровољног давања крви рачунајући и дан\nдавања крви.\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице у смислу ст. 1. и 2.\nовог члана сматрају се брачни друг, деца,\nбраћа, сестре, родитељи, усвојилац,\nусвојеник и старатељ, и друга лица која\nживе у заједничком породичном домаћинству\nса запосленим.\u003C\u002Fp>\n\n\u003Cp>Члан 43.\u003C\u002Fp>\n\n\u003Cp>Запослени има право иа плаћено одсуство у\nтрајању до 30 радних дана у календарској\nгодини у случају стручног усавршавања на\nкоје га je упутио послодавац.\u003C\u002Fp>\n\n\u003Cp>Решењем којим се одобрава плаћено\nодсуство одређује се и његово трајање.\u003C\u002Fp>\n\n\u003Ch3>6. Одсуство са рада без накнаде зараде\n(неплаћено одсуство)\u003C\u002Fh3>\n\n\u003Cp>Члан 44.\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом да одобри\nодсуство без накнаде зараде (неплаћено\nодсуство) ако то омогућавају процес и\nорганизација рада, и то у случају:\u003C\u002Fp>\n\n\u003Cp>1) посете брачном другу који се налази на\nраду у иностранству - до 30 дана;\u003C\u002Fp>\n\n\u003Cp>2) неговања болесног члана уже породице -\nдо 30 дана;\u003C\u002Fp>\n\n\u003Cp>3) лечења у иностранству - до једне\nгодине.\u003C\u002Fp>\n\n\u003Cp>Чланом уже породице у смислу става 1.\nтачка 2. овог члана сматрају се брачни друг,\nдеца, браћа, сестре, родитељи, усвојилац,\nусвојеник, старатељ и друга лица која живе\nу заједничком породичном домаћинству са\nзапосленим.\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом да одобри\nкоришћење неплаћеног одсуства и у другим\nслучајевима када то не ремети процес рада,\nа најдуже годину дана.\u003C\u002Fp>\n\n\u003Cp>За време неплаћеног одсуства запосленом\nмирују права и обавезе из радног односа,\nако за поједина права и обавезе законом,\nовим уговором или уговором о раду није\nдругачије одређено.\u003C\u002Fp>\n\n\u003Ch3>7. Мировање радног односа\u003C\u002Fh3>\n\n\u003Cp>Члан 45.\u003C\u002Fp>\n\n\u003Cp>Запосленом мирују права и обавезе кoje се\nстичу на раду и по основу рада ако\nодсуствује са рада због разлога наведених\nу овом уговору и Закону о раду, осим права и\nобавеза за које je законом, овим уговором\nодносно уговором о раду друкчије\nодређено.\u003C\u002Fp>\n\n\u003Cp>Запослени коме мирују права и обавезе из\nстава 1. овог члана има право да се, у року од\n15 дана од дана престанка разлога који je\nдовео до мировања радног односа, врати на\nрад код Послодавца.\u003C\u002Fp>\n\n\u003Cp>Права из става 1. и 2. овог члана има и\nбрачни друг запосленог који je упућен на рад\nу иностранство у оквиру\nмеђународно-техничке или просветно-\nкултурне сарадње, у дипломатска,\nконзуларна и друга представништва.\u003C\u002Fp>\n\n\u003Ch2>VII. ЗАШТИТА ЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Ch3>1. Општа заштита\u003C\u002Fh3>\n\n\u003Cp>Члан 46.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на безбедност и\nзаштиту живота и здравља на раду у складу\nса законом.\u003C\u002Fp>\n\n\u003Cp>Запослени je дужан да поштује прописе о\nбезбедности и заштити живота и здравља на\nраду како не би угрозио своју безбедност и\nздравље, као и безбедност и здравље\nзапослених и других лица.\u003C\u002Fp>\n\n\u003Cp>Запослени je дужан да обавести Послодавца\no свакој врсти потенцијалне опасности која\nби могла да утиче на безбедност и здравље\nна раду.\u003C\u002Fp>\n\n\u003Cp>Члан 47.\u003C\u002Fp>\n\n\u003Cp>Запослени не може да ради прековремено\nако би, по налазу надлежног здравственог\nоргана, такав рад могао да погорша његово\nздравствено стање.\u003C\u002Fp>\n\n\u003Cp>Запослени са здравственим сметњама,\nутврђеним од стране надлежног\nздравственог органа у складу са законом, не\nможе да обавља послове који би изазвали\nпогоршање његовог здравственог стања или\nпоследице опасне по његову околину.\u003C\u002Fp>\n\n\u003Cp>Члан 48.\u003C\u002Fp>\n\n\u003Cp>На пословима на којкима постоји повећана\nопасност од поврећивања, професионалних\nили других обољења може да ради само\nзапослени који, поред посебних услова\nутврђених Правилником о систематизацији и\nорганизацији послова, испуњава и услове за\nрад у погледу здравственог стања,\nпсихофизичких способности и доба живота, у\nскладу са законом.\u003C\u002Fp>\n\n\u003Cp>Члан 49.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да организуjе рад\nкојим се обезбеђују превентивне мере\nзаштите живота и здравља запослених, у\nскладу са посебним законом, другим\nпрописом, овим уговором и посебним актима о\nбезбедности и заштити живота и здравльа на\nраду.\u003C\u002Fp>\n\n\u003Cp>Члан 50.\u003C\u002Fp>\n\n\u003Cp>Запослени je дужан да примењује прописане\nмере за безбедан и здрав рад, да наменски\nкористи средства за рад и опасне материје,\nда користи прописана средства и опрему за\nличну заштиту на раду и да њима пажљиво pyкyje\nда не би угрозио своjy безбедност и здравље.\nкао и безбедност и здравље других лица.\u003C\u002Fp>\n\n\u003Cp>Члан 51.\u003C\u002Fp>\n\n\u003Cp>Запослени мора да буде упознат са мерама\nбезбедности и заштите живота и здравља на\nраду и својим правима и обавезама у погледу\nбезбедности и заштите живота и здравља на\nраду, односно мора да буде упознат са\nупотребом средстава и опреме за личну\nзаштиту, као и средстава за рад.\u003C\u002Fp>\n\n\u003Cp>Запослени има право да одбије да рали\nкада му прети непосредна опасност по живот\nили здравље због тога што нису спроведене\nпрописане мере безбедности и заштите\nживота и здравља на раду све док се не\nотклони опасност и не спроведу\nодговарајуће мере.\u003C\u002Fp>\n\n\u003Cp>Одбијање запосленог да ради на основу\nстава 2. овог члана не може се сматрати\nповредом радне обавезе и не може му се\nотказати уговор о рад\u003C\u002Fp>\n\n\u003Cp>Члан 52.\u003C\u002Fp>\n\n\u003Cp>Запослени има право и обавезу да се пре\nпочетка рада упозна са предузетим мерама\nбезбедности и заштите живота и здравља на\nраду на пословима или на радном месту на кoje\nje одређен да ради, да се у току\nоспособљавања за безбедан и здрав рад\nупозна са свим врстама ризика утврђеним\nактом о процепи ризика, као и да предлаже\nПослодавцу предузимање прописаних мера\nбезбедности и здравља на раду кoje нису\nспроведене.\u003C\u002Fp>\n\n\u003Cp>О предузимању мера по предлогу\nзапосленог Послодавац je дужан да у року од\n15 дана обавести репрезентативне\nсиндикате.\u003C\u002Fp>\n\n\u003Cp>Члан 53.\u003C\u002Fp>\n\n\u003Cp>Запослени могу да образују Одбор за\nбезбедност и заштиту живота и здравља на\nраду код Послодавца ради праћења\nспровођења мера безбедности и заштите\nживота и здравља на раду запослених код\nПослодавца, кoje су предвиђене законом, овим\nуговором и актима о безбедности и заштити\nживота и здравља на раду.\u003C\u002Fp>\n\n\u003Cp>Одбор за безбедност и заштиту живота и\nздравља на раду има седам чланова, с тим да\nрепрезентативни синдикати предлажу четири\nчлана из реда свих запослених, а Директор\nтри представника Послодавца.\u003C\u002Fp>\n\n\u003Cp>У Одбор за безбедност и заштиту живота и\nздравља на раду мора бити изабран нajмaњe по\nједан члан од уговориих страна који су\nстручњаци из области безбедности и заштите\nживота и здравља на раду.\u003C\u002Fp>\n\n\u003Cp>Одбор за безбедност и заштиту живота и\nздравља на раду доноси пословник о раду и\nбира председника одбора.\u003C\u002Fp>\n\n\u003Cp>Члан 54.\u003C\u002Fp>\n\n\u003Cp>Одбор за безбедност и заштиту живота и\nздравља на раду учествује у изради и прати\nреализацију плана и програма кoje je донео, а\nнарочито:\u003C\u002Fp>\n\n\u003Cp>1) ocтаpyje увид у све акте који се односе на\nбезбедност и заштиту живота и здравља на\nраду;\u003C\u002Fp>\n\n\u003Cp>2) учествује у разматрању свих питањa кoja\nсе односе на спровођење безбедности и\nзаштите живота и здравља на раду;\u003C\u002Fp>\n\n\u003Cp>3) захтева од Послодавца информације о\nсвим подацима који се односе на безбедност\nи заштиту живота и здравља на раду;\u003C\u002Fp>\n\n\u003Cp>4) даје предлоге о свим питањима коja се\nодносе на безбедност и заштиту живота и\nздравља на раду;\u003C\u002Fp>\n\n\u003Cp>5) захтева од Послодавца да предузме\nодговарајуће мере за отклањање или смањење\nризика који угрожава безбедност и здравље\nзапослених;\u003C\u002Fp>\n\n\u003Cp>6) захтева инспекцијски надзор ако сматра\nда ниису спроведене одговарајуће мере\nбезбедности и заштите живота и здравље на\nраду;\u003C\u002Fp>\n\n\u003Cp>7) захтева да упозна налоге и предлоге\nПослодавца, као и предузете мере, налоге и\nпредлоге инспекције рада;\u003C\u002Fp>\n\n\u003Cp>8) захтева да упозна извештаје Послодавца\nо повредама на раду, професионалним\nобољењима у вези са радом и предузетим\nмерама за безбедност и заштиту живота и\nздравља на раду;\u003C\u002Fp>\n\n\u003Cp>9) захтева да се упозна са предузетим\nмерама Послодавца за спречавање\nнепосредне опасности по живот и здравље.\u003C\u002Fp>\n\n\u003Cp>Члан 55.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да члановима Одбора за\nбезбедност и заштиту живота и здравља на\nраду обезбеди потребне услове за несметан\nрад.\u003C\u002Fp>\n\n\u003Cp>О свом раду Одбор за безбедност и заштиту\nживота и здравља на раду подноси\nшестомесечни извештај Послодавцу и\nрепрезентативним синдикатима.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да размотри ставове и\nмишљења Одбора и да га извести о свом\nставу.\u003C\u002Fp>\n\n\u003Ch3>2. Остали видови заштите запослених\u003C\u002Fh3>\n\n\u003Cp>Члан 56.\u003C\u002Fp>\n\n\u003Cp>Послодавац je у обавези да примењује\nодредбе закона у погледу пружања заштите\nличних података, заштите омладине, заштите\nматеринства, заштите особа са\nинвалидитетом и запосленог са\nздравственим сметњама, као и у погледу\nостваривања права запослених на\nпородиљско одсуство и одсуство са рада\nради неге детета и одсуство са рада ради\nпосебне неге детета или друге особе.\u003C\u002Fp>\n\n\u003Ch3>3. Осигурање запослених\u003C\u002Fh3>\n\n\u003Cp>Члан 57.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да под једнаким\nусловима колективно осигура запослене од\nпоследица несрећног случаја.\u003C\u002Fp>\n\n\u003Cp>Послодавац може до неопорезивог износа,\nнa свoj терет, да додатно осигура запослене\nпо основу добровољног пензијског\nосигурања. уколико су годишњим програмом\nпословања одобрена средства за доброволно\nпензионо осигурање, код друштва за\nуправљање доброволним пензионим фондом кoje\nje регистровано на територији Републике\nСрбије.\u003C\u002Fp>\n\n\u003Cp>Послодавац може, у циљу спровођења\nквалитетне социјалне заштите, колективно\nда осигура запослене за случај тежих\nболести и хируршких интервенција.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да. пре склапања уговора\nо осигурању, прибави мишљење синдиката о\nпремијама, односно полисама осигуряња из\nст. 1, 2. и 3. овог члана.\u003C\u002Fp>\n\n\u003Ch2>VIII. ЗАРАДА, НАКНАДА ЗАРАДЕ И ДРУГА\nПРИМАЊА ЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Ch3>1. Заряда\u003C\u002Fh3>\n\n\u003Cp>Члан 58.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на одговарајућу\nзараду кoja се утврђује у складу са законом,\nовим уговором и уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Запосленима се гарантује једнака зарада\nза исти рад или рад исте вредности који\nостварује 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 je остварен једнак радни\nдопринос уз једнаку одговорност.\u003C\u002Fp>\n\n\u003Cp>Зараду запосленог, у смислу става 1. овог\nчлана, чини:\u003C\u002Fp>\n\n\u003Cp>1) зарада за обављени рад и време\nпроведено на раду;\u003C\u002Fp>\n\n\u003Cp>2) зарада по основу доприноса запосленог\nпословном успеху Послодавца (награде,\nбонуси и сл);\u003C\u002Fp>\n\n\u003Cp>3) друга примања по основу радног односа, у\nскладу са законом, овим уговором и уговором\nо раду.\u003C\u002Fp>\n\n\u003Ch3>2. Зарада за обашьсни рад и време\nпроведено на раду\u003C\u002Fh3>\n\n\u003Cp>Члан 59.\u003C\u002Fp>\n\n\u003Cp>Зарада запосленог за обављени рад и време\nпроведено на раду састоји се од:\u003C\u002Fp>\n\n\u003Cp>1) основне зараде,\u003C\u002Fp>\n\n\u003Cp>2) дела зараде за радни учинак и\u003C\u002Fp>\n\n\u003Cp>3) увећане зараде.\u003C\u002Fp>\n\n\u003Ch3>3. Основна зарада и елементи за\nутврђивање\u003C\u002Fh3>\n\n\u003Cp>Члан 60.\u003C\u002Fp>\n\n\u003Cp>Основну зараду, у смислу овог уговора.\nчини производ вредности радног часа,\nкоефицијента поела и месечног фонда\nчасова.\u003C\u002Fp>\n\n\u003Cp>Коефицијент послова кoje запослени обавља\nутврђује се на основу стручне спреме,\nсложености послова, одговорности и услова\nрада.\u003C\u002Fp>\n\n\u003Cp>У коефицијент није укључена накнада за\nисхрану у току рада и регрес за коришћење\nгодишњег одмора 1\u002F12 месечно.\u003C\u002Fp>\n\n\u003Cp>Коефицијент поела одређује се на основу\nуслова потребних за рад на пословима за кoje\nje запослени заклучио уговор о раду,\nутврђених Правилником о организацији и\nсистематизацији.\u003C\u002Fp>\n\n\u003Cp>Уговором о раду може да се утврди основна\nзарада запосленог у већем износу до 20% од\nосновне зараде, утврђене на основу\nелемената из овог уговора, за највише 3% од\nукупног бpoja запослених.\u003C\u002Fp>\n\n\u003Cp>Утврђују се следећи коефицијенти по\nгрупама:\u003C\u002Fp>\n\n\u003Ctable class=\"MsoNormalTable\" border=\"0\" cellspacing=\"0\" cellpadding=\"0\" width=\"663\" style=\"width:497.15pt;border-collapse:collapse\">\n  \u003Ctbody>\n    \u003Ctr style=\"height:29.25pt\">\n      \u003Ctd width=\"500\" rowspan=\"2\" style=\"width:375.15pt;border:solid windowtext 1.0pt;   border-bottom:solid black 1.0pt;padding:0cm 5.4pt 0cm 5.4pt;height:29.25pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;color:#2A2A2A\">ГРУПА\n        ПОСЛОВА И ПОТРЕБНА ШКОЛСКА\n        СПРЕМА\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\" style=\"width:122.0pt;border:solid windowtext 1.0pt;border-left:   none;padding:0cm 5.4pt 0cm 5.4pt;height:29.25pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;color:black\">КОЕФИЦИЈЕНТИ\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:27.0pt\">\n      \u003Ctd width=\"163\" style=\"width:122.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt;height:27.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;color:#2A2A2A\">РАСПОН\n        КОЕФИЦИЈЕНАТА\u003C\u002Fspan>\u003C\u002Fb>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:30.75pt\">\n      \u003Ctd width=\"500\" style=\"width:375.15pt;border-top:none;border-left:solid windowtext 1.0pt;   border-bottom:none;border-right:solid windowtext 1.0pt;padding:0cm 5.4pt 0cm 5.4pt;   height:30.75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;   color:#2A2A2A\">1\u003C\u002Fspan>\u003C\u002Fb>\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;   color:black\">.\n        \u003C\u002Fspan>\u003C\u002Fb>\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;   color:#2A2A2A\">ГРУПА,\n        \u003C\u002Fspan>\u003C\u002Fb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:   "Times New Roman",serif;color:#2A2A2A\">ОСПОСОБЉЕНОСТ\n        ЗА РАД У ТРАЈАЊУ ДО ГОДИНУ ДАНА\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\" style=\"width:122.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt;height:30.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:   "Times New Roman",serif;color:#2A2A2A\">1,0000\u003Cbr>\n        1,0600\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:30.75pt\">\n      \u003Ctd width=\"500\" style=\"width:375.15pt;border:solid windowtext 1.0pt;border-bottom:   none;padding:0cm 5.4pt 0cm 5.4pt;height:30.75pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;   color:#2A2A2A\">2.\n        ГРУПА, \u003C\u002Fspan>\u003C\u002Fb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:   "Times New Roman",serif;color:#2A2A2A\">ОБРАЗОВАЊЕ\n        ЗА РАД У ТРАЈАЊУ ОД ДВЕ ГОДИНЕ\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\" style=\"width:122.0pt;border-top:none;border-left:none;   border-bottom:solid windowtext 1.0pt;border-right:solid windowtext 1.0pt;   padding:0cm 5.4pt 0cm 5.4pt;height:30.75pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:   "Times New Roman",serif;color:#2A2A2A\">1,0600\u003Cbr>\n        1,1250\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:47.15pt\">\n      \u003Ctd width=\"500\" style=\"width:375.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:47.15pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;   color:#2A2A2A\">3.\u003C\u002Fspan>\u003C\u002Fb>\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-size:7.0pt;   font-family:"Times New Roman",serif;color:#2A2A2A\">  \n        \u003C\u002Fspan>\u003C\u002Fb>\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;color:#2A2A2A\">ГРУПА,\n        \u003Cbr>\n        \u003C\u002Fspan>\u003C\u002Fb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;   color:#2A2A2A\">-\n        СРЕДЊЕ ОБРАЗОВАЊЕ И СПЕЦИЈАЛИСТИЧКО\n        ОБРАЗОВАЊЕ НАКОН СРЕДЊЕГ\n        ОБРАЗОВАЊА\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\" style=\"width:122.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm 5.4pt 0cm 5.4pt;height:47.15pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:   "Times New Roman",serif;color:#2A2A2A\">1,1250\u003Cbr>\n        1,8750\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:97.5pt\">\n      \u003Ctd width=\"500\" style=\"width:375.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:97.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;   color:#2A2A2A\">4.\n        ГРУПА,\u003Cbr>\n        \u003C\u002Fspan>\u003C\u002Fb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;   color:#2A2A2A\">ВИСОКО\n        ОБРАЗОВАЊЕ НА СТУДИЈАМА ПРВОГ\n        СТЕПЕНА\u003Cbr>\n        - основне струковне и основне\n        академске студите 180 ЕСПБ;\u003Cbr>\n        \u003Cb>- СТУДИЈЕ НА ВИШОЈ ШКОЛИ У ТРАЈАЊУ ДО\n        ТРИ ГОДИНЕ ПО ПРОПИСУ КОЈИ ЈЕ УРЕЂИВАО\n        ВИШЕ ОБРАЗОВАЊЕ ДО 10. СЕПТЕМБРА 2005.\n        ГОДИНЕ;\u003Cbr>\n        \u003C\u002Fb>- основне академске студије 240\n        ЕСПБ.\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\" style=\"width:122.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm 5.4pt 0cm 5.4pt;height:97.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:   "Times New Roman",serif;color:#2A2A2A\">1,8750\u003Cbr>\n        2,1200\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:113.05pt\">\n      \u003Ctd width=\"500\" style=\"width:375.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:113.05pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;   color:#2A2A2A\">5.\u003C\u002Fspan>\u003C\u002Fb>\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-size:7.0pt;   font-family:"Times New Roman",serif;color:#2A2A2A\">\u003C\u002Fspan>\u003C\u002Fb>\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;color:#2A2A2A\">ГРУПА,\u003Cbr>\n        \u003C\u002Fspan>\u003C\u002Fb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;   color:#2A2A2A\">ВИСОКО\n        ОБРАЗОВАЊЕ НА СТУДИЈАМА ДРУГОГ\n        СТЕПЕНА \u003Cbr>\n        - мастер академске студије;\u003Cbr>\n        - мастер струковне студије;\u003Cbr>\n        - специјалистичке академске студије;\u003Cbr>\n        - специјалистичке струковне студије;\u003Cbr>\n        \u003Cb>- ОБРАЗОВАЊЕ СТЕЧЕНО НА ОСНОВНИМ\n        СТУДИЈАМА У TPAJAЊУ ОД НAJMAЊE ЧЕТИРИ\n        ГОДИНЕ.\u003C\u002Fb>\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\" style=\"width:122.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm 5.4pt 0cm 5.4pt;height:113.05pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:   "Times New Roman",serif;color:#2A2A2A\">2,1200\u003Cbr>\n        2,5000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:34.5pt\">\n      \u003Ctd width=\"500\" style=\"width:375.15pt;border-top:solid windowtext 1.0pt;   border-left:solid windowtext 1.0pt;border-bottom:none;border-right:none;   padding:0cm 5.4pt 0cm 5.4pt;height:34.5pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;   color:#2A2A2A\">6.\n        ГРУПА,\u003Cbr>\n        \u003C\u002Fspan>\u003C\u002Fb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;   color:#2A2A2A\">НАЈСЛОЖЕНИЈИ\n        СТРУЧНИ И РУКОВОДЕЋИ ПОСЛОВИ\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\" style=\"width:122.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm 5.4pt 0cm 5.4pt;height:34.5pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:   "Times New Roman",serif;color:#2A2A2A\">2,5000\u003Cbr>\n        4,0000\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr style=\"height:30.0pt\">\n      \u003Ctd width=\"500\" style=\"width:375.15pt;border:solid windowtext 1.0pt;border-right:   none;padding:0cm 5.4pt 0cm 5.4pt;height:30.0pt\">\u003Cp class=\"MsoNormal\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;line-height:   normal\">\u003Cb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;   color:#2A2A2A\">7.\n        ГРУПА,\u003Cbr>\n        \u003C\u002Fspan>\u003C\u002Fb>\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:"Times New Roman",serif;   color:#2A2A2A\">ДИРЕКТОР\n        И ГЛАВНИ УРЕДНИ\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"163\" style=\"width:122.0pt;border:solid windowtext 1.0pt;border-top:   none;padding:0cm 5.4pt 0cm 5.4pt;height:30.0pt\">\u003Cp class=\"MsoNormal\" align=\"center\" style=\"margin-bottom:0cm;margin-bottom:.0001pt;   text-align:center;line-height:normal\">\u003Cspan lang=\"SR-CYRL-RS\" style=\"font-family:   "Times New Roman",serif;color:#2A2A2A\">6,2500\u003C\u002Fspan>\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>Директор ћe посебним актом утврдити\nкоефицијенте за свако радио место по\nПравилнику о организацији и\nсистематизацији послова, унутар\nприпадајуће трупе.\u003C\u002Fp>\n\n\u003Cp>Коефицијентима из члана 60. овог уговора\nвредновани су и услови рада који се односе\nна рад у сменама.\u003C\u002Fp>\n\n\u003Cp>Члан 61.\u003C\u002Fp>\n\n\u003Cp>Вредност просечног радног часа\nспоразумно утврђују уговорне стране, и\nусклађује се годишњим програмом пословања\nза сваку годину.\u003C\u002Fp>\n\n\u003Cp>Вредност просечног радног часа износи\n438,00 динара пре умањења од 10%. а по примени\nзакона који ypeђjyje питање умњења зарада од 10%\nвредност просечног радног часа износи 394,00\nдинара и важи до престанка примене\nнаведеног закона.\u003C\u002Fp>\n\n\u003Ch3>4. Радни учинак\u003C\u002Fh3>\n\n\u003Cp>Члан 62.\u003C\u002Fp>\n\n\u003Cp>Радни учинак одређује се на основу\nквалитета и обима обављеног посла, као и\nодноса запосленог према радним\nобавезама.\u003C\u002Fp>\n\n\u003Cp>Радни учинак се утврђује на основу\nстандарда и норматива за резултате који се\nмогу егзактно мерити, односно на основу\nоцене резултата рада.\u003C\u002Fp>\n\n\u003Cp>Нормативе и стандарде, у смислу става 2.\nовог члана, утврђује Послодавац уз\nпретходно мишљење репрезентативних\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>Радни учинак запосленог оцењује се на\nоснову следећих критеријума:\u003C\u002Fp>\n\n\u003Cp>1) обима извршених послова у односу на\nпланиране и текуће послове;\u003C\u002Fp>\n\n\u003Cp>2) квалитета извршених послова у односу на\nстандардни квалитет,\u003C\u002Fp>\n\n\u003Cp>3) извршавања послова у утврђеним\nроковима;\u003C\u002Fp>\n\n\u003Cp>4) ефективног коришћеша радног времена;\u003C\u002Fp>\n\n\u003Cp>5) односа према раду (радна дисциплина и\nсарадња у обављању послова);\u003C\u002Fp>\n\n\u003Cp>6) уштеде у материјалним трошковима и\nодноса према средствима рада.\u003C\u002Fp>\n\n\u003Cp>На основу критеријума из овог члана\nосновна зарада запосленог по основу радног\nучинка може се увећати или умањити највише\nза 20%.\u003C\u002Fp>\n\n\u003Cp>Радни учинак за запослене утврђује\nнепосредни руководилац уз писмено\nобразложење, а за руководиоце\nорганизационих јединица Директор.\u003C\u002Fp>\n\n\u003Ch3>5. Зарада по основу доприноса запосленог\nпословном успеху Послодавца\u003C\u002Fh3>\n\n\u003Cp>Члан 63.\u003C\u002Fp>\n\n\u003Cp>Основна зарада запосленог, утврђена на\nоснову критериума из члана 60. овог уговора,\nпо основу доприноса запосленог пословном\nуспеху Послодавца може се увећати (награде,\nбонуси и сл.).\u003C\u002Fp>\n\n\u003Cp>Одлуку из претходног става доноси\nДиректор.\u003C\u002Fp>\n\n\u003Cp>Укупна средства за ове намене обезбеђују\nсе у складу са годишњим програмом\nпословаша.\u003C\u002Fp>\n\n\u003Ch3>6. Увећана зарада\u003C\u002Fh3>\n\n\u003Cp>Члан 64.\u003C\u002Fp>\n\n\u003Cp>Основна зарада запосленог увећава се:\u003C\u002Fp>\n\n\u003Cp>1) за рад на дан празника који je нерадни\nдан - за 110 % од основице;\u003C\u002Fp>\n\n\u003Cp>2) за рад ноћу - за 26 % од основице, уколико\nтакав рад није вреднован при утврђивању\nосновне зараде;\u003C\u002Fp>\n\n\u003Cp>3) за прековремени рад - 26 % од основице.\u003C\u002Fp>\n\n\u003Cp>4) по основу времена проведеног иа раду за\nсваку пуну годину рада остварену у радном\nодносу - за 0,4 % од основице.\u003C\u002Fp>\n\n\u003Cp>Ако су се истовремено стекли услови по\nвише основа утврђених у ставу 1. овог члана,\nпроценат увећане зараде не може бити нижи\nод збира процената по сваком од основа\nувећања.\u003C\u002Fp>\n\n\u003Cp>Основицу за обрачун увећане зараде чини\nосновна зарада утврђена у складу са\nзаконом, овим уговором и уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Члан 65.\u003C\u002Fp>\n\n\u003Cp>Приправник има право на зараду у висини 80\n% основне зараде за послове за кoje je\nзакључио уговор о раду, као и на накнаду\nтрошкова и друга примања, у складу са овим\nуговором и уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Члан 66.\u003C\u002Fp>\n\n\u003Cp>Исплата зарада врши се у два дела.\u003C\u002Fp>\n\n\u003Cp>Први део зараде исплаћује се до 25. у\nмесецу за текући месец.\u003C\u002Fp>\n\n\u003Cp>Други део зараде, који представља разлику\nизмеђу обрачунате зараде запосленог и\nисплаћеног износа дела зараде, исплаћује\nсе до 10. наредног месеца.\u003C\u002Fp>\n\n\u003Ch3>7. Минимална зарада\u003C\u002Fh3>\n\n\u003Cp>Члан 67.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на минималну зараду\nза стандардни учинак и време проведено на\nраду, у складу са Законом о раду.\u003C\u002Fp>\n\n\u003Cp>До увођења минималне зараде долази у\nслучају када Послодавац, због негативних\nпословно-финансијских резултата, није у\nмогућности да запосленима исплаћује\nзараду у складу са овим уговором односно\nуговором о раду (смањење обима поела.\nпоремећаји на тржишту, пословање са\nгубитком).\u003C\u002Fp>\n\n\u003Cp>Минимална зарада исплаћује се једанпут\nмесечно, а најкасније до кpaja текућег месеца\nза претходни месец.\u003C\u002Fp>\n\n\u003Ch3>8. Накнада зараде\u003C\u002Fh3>\n\n\u003Cp>Члан 68.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да запосленом\nобезбеди накнаду зараде за време\nодсуствовања са рада у висини просечне\nзараде у претходних 12 месеци, у складу са\nЗаконом о раду, овим уговорм и уговором о\nраду, и то:\u003C\u002Fp>\n\n\u003Cp>1) за време коришћења годишњег одмора:\u003C\u002Fp>\n\n\u003Cp>2) за време коришћења плаћеног одсуства;\u003C\u002Fp>\n\n\u003Cp>3) за време одсуствовања са рада на дан\nпразника који je нерадии дан;\u003C\u002Fp>\n\n\u003Cp>4) за време трајања војне вежбе и\nодазивања на позив војних и другия\nоргана;\u003C\u002Fp>\n\n\u003Cp>5) за време присуствовања, у својству\nпосланика, одборника или члана, седници\nНародне скупштине, односно скупштине\nаутономне покрајине, града или општине и\nњихових тела, седници органа друштвеног\nфонда;\u003C\u002Fp>\n\n\u003Cp>6) за време присуствовања овлашћених\nпредставника синдиката седницама органа\nсиндиката;\u003C\u002Fp>\n\n\u003Cp>7) за време одласка на систематске и\nспецијалистичке прегледе на кoje послодавац\nупућује запослене;\u003C\u002Fp>\n\n\u003Cp>8) за време прекида рада због којег je дошло\nнаредбом надлежног државног органа или\nнадлежног органа Послодавца, због\nнеобезбеђивања безбедности и заштите\nздравља на раду, кoja je услов даљег обављања\nрада без угрожавања живота и здравља\nзапослених и других лица, и у другим\nслучајевима у складу са законом;\u003C\u002Fp>\n\n\u003Cp>9) ако запослени одбије да ради због\nнеспроведених прописаних мера заштите на\nраду. а у складу са прописима који регулишу\nбезбедност и заштиту живота и здравља на\nраду.\u003C\u002Fp>\n\n\u003Cp>10) за време преквалификације и\nдоквалификације запослених као мере за\nрешавање технолошког вишка.\u003C\u002Fp>\n\n\u003Cp>Члан 69.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду зараде у\nвисини 85% просечне зараде у претходних 12\nмесеци, с тим да не може бити мања од\nминималне зараде утврђене у складу са\nЗаконом о раду, за време прекида рада,\nодносно смањења обима рада до којег je дошло\nбез кривице запосленог, најдуже 45 радних\nдава у календарској години.\u003C\u002Fp>\n\n\u003Cp>Изузетно, у случају прекида рада, односно\nсмањења обима рада кoje захтева дуже\nодсуство, Послодавац може, уз претходну\nсагласност надлежног министра, упутити\nзапосленог на одсуство дуже од 45 радних\nдана, уз накнаду зараде из става 1. овог\nчлана.\u003C\u002Fp>\n\n\u003Cp>Члан 70.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да запосленом\nобезбеди накнаду зараде за време\nодсуствовања са рада због привремене\nспречености за рад до 30 дана, и то:\u003C\u002Fp>\n\n\u003Cp>1) у висини 75 % просечне зараде у\nпретходних 12 месеци пре месеца у којем je\nнаступила привремена спреченост за рад, с\nтим да не може бити нижа од минималне\nзараде утврђене у складу са Законом о раду,\nако je спреченост за рад проузрокована\nболешћу или повредом ван рада. ако Законом\nо раду није друкчије одређено;\u003C\u002Fp>\n\n\u003Cp>2) у висини 100 % просечне зараде у\nпретходних 12 месеци пре месеца у којем je\nнаступила привремена спреченост за рад, с\nтим да не може бити нижа од минималне\nзараде утврђене у складу са Законом о раду,\nако je спреченост за рад проузрокована\nповредом на раду или професионалном\nболешћу, ако Законом није другачије\nодређено.\u003C\u002Fp>\n\n\u003Ch3>9. Накнада трошкова\u003C\u002Fh3>\n\n\u003Cp>Члан 71.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да запосленом\nнадокнади следеће трошкове:\u003C\u002Fp>\n\n\u003Cp>1) стварне трошкове превоза у jaвном\nградском и приградском caoбpaћajy, за долазак и\nодлазак са рада. у висини цене превозне\nкарте у jaвном caoбpaћajy, ако Послодавац није\nобезбедио сопствени превоз. Промена места\nстановаша запосленог након закључења\nуговора о раду, не може да утиче на увећање\nтрошкова превоза кoje je Послодавац дужан да\nнакнади запосленом у тренутку закључења\nуговора о раду, без сагласности\nПослодавца.\u003C\u002Fp>\n\n\u003Cp>2) за време проведено на службеном путу у\nземљи, на основу налога за службено\nпутовање, дневницу у висини до\nнеопорезивог износа, као и путне трошкове и\nтрошкове ноћења, осим ноћења у хотелу „де\nлукс” категорије, према приложеном рачуну.\nДневнина за службено путовање рачуна се од\nчаса поласка на службено путовање до часа\nповратна са службеног путовања. Цела\nдневница исплаћује се за време од 12 до 24\nчаса проведених на службеном путовању, а\nполовина дневнице исплаћује се за време од\n8 до 12 часова проведених на службеном\nпутовању. Запосленом на службеном путу\nприпада дневница у висини 100% ако му није\nобезбеђена исхрана.\u003C\u002Fp>\n\n\u003Cp>3) висина дневнице за службено путовање у\nиностранство утврђена je прописима који\nрегулишу исплату дневница државних\nслужбеника и намештеника.\u003C\u002Fp>\n\n\u003Cp>4) смештаја и исхране за рад и боравак на\nтерену, ако Послодавац ниje запосленом\nобезбедио смештај и исхрану, према\nприложеним рачунима.\u003C\u002Fp>\n\n\u003Cp>5) за исхрану у току рада, ако Послодавац\nово право није обезбедио на други начин, у\nдневном износу 100 динара, за дане проведене\nна раду.\u003C\u002Fp>\n\n\u003Cp>6) за регрес у износу од 32.160,00 динара, с тим\nшто се исплаћује месечно у висини 1\u002F12, што\nизноси 2.680,00 динара. Право на пун износ\nрегреса за коришћење годишњег одмора\nприпада запосленима који имају право на\nгодишњи одмор у трајању од наемаше 20 радних\nдана.\u003C\u002Fp>\n\n\u003Cp>7) за коришћење сопственог аутомобила,\nкоји запослени користи за службени пут, у\nвисини 30% цене литра погонског горива\nвозила кoje користи, по пређеном километру. О\nоправданости коришћења возила одлучује\nДиректор односно лице овлашћено за\nиздаваше налога за службени пут по\nодобрењу Директора, у складу посебним\nактом Послодавца.\u003C\u002Fp>\n\n\u003Cp>Члан 72.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на аконтацију\nтрошкова за службено путовање у висини кoja\nодговара предвиђеном тpajaњy путовања,\nпредвиђеним трошковима превоза и\nсмештаја.\u003C\u002Fp>\n\n\u003Cp>Примљену аконтацију запослени je дужан да\nоправда у року од пет дана по повратку са\nслужбеног пута при подношењу извештаја и\nобрачуна путног налога.\u003C\u002Fp>\n\n\u003Ch3>10. Друга примања\u003C\u002Fh3>\n\n\u003Cp>Члан 73.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да исплати:\u003C\u002Fp>\n\n\u003Cp>1) запосленом отпремнину при одласку у\nпензију у висини његове три просечне\nмесечне зараде у претходна 3 месеца.\nУколико je просек зараде по запосленом у\nРепублици Србији већи од просека зараде\nзапосленог код Послодавца, исплата ћe се\nизвршити по поволљнијим условима за\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>2) запосленом накнаду трошкова погребних\nуслуга у случају смрти члана уже породице,\nа члановима уже породице у случају смрти\nзапосленог, у висини неопорезивог износа\nутврђеног законом којим се ypeђyje порез на\nдоходак грађана за помоћ у случају смрти\nзапосленог и чланова шегове породице,\nувећаног за 20%;\u003C\u002Fp>\n\n\u003Cp>3) запосленом накнаду штете због повреде\nна раду или професионалист обољења.\u003C\u002Fp>\n\n\u003Cp>Послодавац може деци запослених старости\nдо 15 година живота да обезбеди поклон за\nБожић и Нову годину, у укупној вредности до\nнеопорезивог износа који je предвиђен\nзаконом којим се ypeђyje порез на доходак\nграђана.\u003C\u002Fp>\n\n\u003Cp>Право на поклон за Божић и Нову годину\nимају и деца умрлих запослених.\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице, у смислу става 1.\nтачка 2) овог члана, сматрају се брачни друг\nи деца запосленог.\u003C\u002Fp>\n\n\u003Cp>Члан 74.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да обезбеди солидарну\nпомоћ запосленом:\u003C\u002Fp>\n\n\u003Cp>1) у случају смрти родитеља или усвојиоца\nзапосленог у висини утврђеној законом\nкојим се ypeђyje порез на доходак грађана\nкористи за помоћй у случају смрти\nзапосленог и чланова његове породице;\u003C\u002Fp>\n\n\u003Cp>2) запосленом и члану његове уже породице\nу складу са посебним актом послодавца\nкојим се регулише солидарна помоћ за\nслучај болести, у висини до неопорезивог\nизноса:\u003C\u002Fp>\n\n\u003Cp>(1) хируршке интервенције или теже болести\n(сва малигна обољења, мождани удар, инфаркт\nмиокарда, инсуфицијенција бубрега,\nемболија плућа и др.);\u003C\u002Fp>\n\n\u003Cp>(2) здравствене рехабилитације или\nинвалидности у виду набавке лекова;\u003C\u002Fp>\n\n\u003Cp>(3) накнаду трошкова лечења и ортопедских\nпомагала и\u003C\u002Fp>\n\n\u003Cp>(4) све остале трошкове снимања и куповину\nлекова кoje не обухвата обавезно\nздравствено осигурање;\u003C\u002Fp>\n\n\u003Cp>3) у случају уништења или оштећења објекта\nза становање запосленог, који су настали\nуслед елементарних и других ванредних\nдогађаја, ако je чињенично стање настинка и\nузрок уништења или оштейегьа објекта за\nстановање запосленог утврдио и процену\nвисине штете извршио надлежни орган, у\nвисини до пет просечних зарада код\nПослодавца остварених у месецу који\nпретходи месецу исплате, по одлуци\nДиректора на предлог посебне комисије;\u003C\u002Fp>\n\n\u003Cp>4) за рођење детета у висини две просечне\nзараде умањене за порез и доприносе код\nПослодавца остварене у месецу који\nпретходи месецу исплате;\u003C\u002Fp>\n\n\u003Cp>5) у виду бесплатних уџбеника и приручника\nза основну и средњу школу за децу, као и за\nдецу умрлих запослених, и то пре почетка\nсваке школске године;\u003C\u002Fp>\n\n\u003Cp>6) стипендије деци погинулих или умрлих\nзапослених током редовног школовања, и то\nнајвише до 26 година старости, у висини до\n10.000,00 динара.\u003C\u002Fp>\n\n\u003Cp>Запосленима који су стекли право на\nсолидарну помоћ до дана ступања на снагу\nовог уговора, исплата солидарне помоћи\nизвршиће су у року од 30 дана од дана ступања\nна снагу овог уговора.\u003C\u002Fp>\n\n\u003Ch3>11. Учешће у добити\u003C\u002Fh3>\n\n\u003Cp>Члан 75.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на учешће у добити\nоствареној по годишњем рачуну.\u003C\u002Fp>\n\n\u003Cp>Учешће у добити оствареној у пословној\nгодини утврђује се одлуком Директора и уз\nсагласност оснивача, у складу са Статутом\nПослодавца.\u003C\u002Fp>\n\n\u003Cp>Учешће запосленог у расподели дела\nдобити оствареној у пословној години je\nсразмерно учешћу његове зараде у годишњем\nфонду зараде предузећа.\u003C\u002Fp>\n\n\u003Ch3>12. Јубиларна награда\u003C\u002Fh3>\n\n\u003Cp>Члан 76.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан запосленом да исплати\nјубиларну награду по основу непрекидног\nрада код Послодавца. и то:\u003C\u002Fp>\n\n\u003Cp>1) за 10 година рада у висини једне просечне\nзараде код Послодавца у месецу који\nпретходи месецу исплате зараде;\u003C\u002Fp>\n\n\u003Cp>2) за 20 година рада у висини две просечне\nзараде код Послодавца у месецу који\nпретходи месецу исплате зараде;\u003C\u002Fp>\n\n\u003Cp>3) за 30 година рада у висини три просечне\nзараде код Послодавца у месецу који\nпретходи месецу исплате зараде;\u003C\u002Fp>\n\n\u003Cp>4) за 35 година рада у висини четири\nпросечне зараде код Послодавца у месецу\nкоји претходи месецу исплате зараде.\u003C\u002Fp>\n\n\u003Cp>Под непрекидним радом код Послодавца\nсматра се радни однос без прекида\nзапосленог код Послодавца.\u003C\u002Fp>\n\n\u003Cp>Прекид рада запосленог код Послодавца до\nшест месеци збирно, као и мировање радног\nодноса запосленог код Послодавца до шест\nмесеци збирно, неће утицати на исплату\nјубиларне награде по основу непрекидног\nрада код Послодавца, односно не сматра се\nпрекидом у смислу претходног става.\u003C\u002Fp>\n\n\u003Cp>Јубиларном годином рада сматра се година\nу кojoj запослени навршава 10, 20, 30 и 35 година\nрада проведених у радном односу код\nПослодаваца.\u003C\u002Fp>\n\n\u003Cp>За остваривање права на јубиларну\nнаграду подразумева се радни однос који je\nстечен у следећим предузебима:\u003C\u002Fp>\n\n\u003Cp>1) „Завод за издавање уџбеника“, 1957.\nгодина;\u003C\u002Fp>\n\n\u003Cp>2) Завод за уџбенике и наставна средства\nса неограниченом солидарном одговорношћу\nООУР-а У БЕОГРАДУ, 1974. година;\u003C\u002Fp>\n\n\u003Cp>3) Jавно предузеће „Завод за уџбенике и\nнаставна средства, са потпуном\nодговорношћу“, 1993. година;\u003C\u002Fp>\n\n\u003Cp>4) Завод за уџбенике и наставна средства\nСАП Косова у Приштини;\u003C\u002Fp>\n\n\u003Cp>5) Графичко-издавачко, производно и\nпрометно Друштвено предузеће „Знање“ из\nНовог Сада,\u003C\u002Fp>\n\n\u003Cp>6) Јавно предузеће „Завод за уџбенике“,\n2006. година.\u003C\u002Fp>\n\n\u003Cp>Запосленима се исплаћује јубиларна\nнаграда у месецу када су стекли ово право.\u003C\u002Fp>\n\n\u003Cp>Изузетно од претходног става овог члана,\nзапосленима који су стекли право на\nјубиларну награду у 2015. години до дана\nступања на снагу овог уговора. исплата\nјубиларне награде извршиће су у року од 30\nдана од дана ступања на снагу овог\nуговора.\u003C\u002Fp>\n\n\u003Cp>Одлуку о исплати јубиларне награде из\nстава 1. овог члана доноси Директор.\u003C\u002Fp>\n\n\u003Ch3>13. Обрачун зараде и накнаде зараде\u003C\u002Fh3>\n\n\u003Cp>Члан 77.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да запосленом\nприликом сваке исплате зараде и накнаде\nзараде достави обрачун.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да запосленом достави\nобрачун 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 je дужан да запосленом достави и\nобавештење да исплата зараде, односно\nнакнаде зараде, није извршена и разлоге\nзбог којих није извршена исплата.\u003C\u002Fp>\n\n\u003Cp>Обрачун зараде, односно накнаде зараде,\nиз става 2. овог члана Послодавац je дужан да\nзапосленом достави најкасније до кpaja\nмесеца за претходни месец.\u003C\u002Fp>\n\n\u003Cp>Обрачун из става 1. овог члана на основу\nкога je исплаћена зарада, односно накнада\nзараде у целости може се доставите\nзапосленом у електронској форми.\u003C\u002Fp>\n\n\u003Cp>Обрачун зараде и накнаде зараде, кoje je\nдужан да исплата Послодавац у складу са\nзаконом, представља извршну исправу.\u003C\u002Fp>\n\n\u003Cp>Запослени коме je зарада и накнада зараде\nисплаћена у складу са обрачуном из става 1.\nи 2. овог члана задржава право да пред\nнадлежним судом оспорава законитост тог\nобрачуна.\u003C\u002Fp>\n\n\u003Ch3>14. Евнденција зараде и накнада зараде\u003C\u002Fh3>\n\n\u003Cp>Члан 78.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да води месечну\nевиденцију о заради и накнади зараде.\u003C\u002Fp>\n\n\u003Cp>Евиденција садржи податке о заради,\nзаради по одбитку пореза и доприноса из\nзараде и одбицима од зараде, за сваког\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Евиденцију потписује лице овлашћено за\nзаступање или друго лице кoje он овласти.\u003C\u002Fp>\n\n\u003Ch3>15. Заштнта зараде и накнаде зараде\u003C\u002Fh3>\n\n\u003Cp>Члан 79.\u003C\u002Fp>\n\n\u003Cp>Послодавац може новчано потраживње према\nзапосленом наплатити обустављањем од\nњегове зараде само на основу правноснажне\nодлуке суда у случајевима утврђеним\nзаконом, или уз пристанак запосленог.\u003C\u002Fp>\n\n\u003Cp>На основу правноснажне одлуке суда и у\nслучајевима утврђеним законом Послодавац\nможе запосленом да обустави од зараде\nнајвише до једне трећине зараде, односно\nнакнаде зараде, ако законом није друкчије\nодређено.\u003C\u002Fp>\n\n\u003Ch3>16. 3ajaм запосленима\u003C\u002Fh3>\n\n\u003Cp>Члан 80.\u003C\u002Fp>\n\n\u003Cp>Послодавац може, у складу са\nмогућностима, запосленима исплатити зајам\nза набавку огрева и зимнице до износа\nдвоструке просечне зараде исплаћене код\nПослодавца у месецу који претходи месецу\nисплате зајма.\u003C\u002Fp>\n\n\u003Cp>3ajaм из става 1. овог члана Послодавац ћe\nисплатити свим запосленима у исто време, а\nзапослени ћe зајам враћати у једнаком 6pojy\nмесечних рата независно од уговореног\nизноса зајма.\u003C\u002Fp>\n\n\u003Cp>Запосленом се зајам обезбеђује као\nбескаматан.\u003C\u002Fp>\n\n\u003Cp>Запослени вpaћa зајам најдуже до дванаест\nмесечних рата, обуставом из зараде.\u003C\u002Fp>\n\n\u003Cp>Повраћај зајма врши се почев од исплате\nзараде у првом наредном месецу у односу на\nмесец у коме je исплаћен зајам.\u003C\u002Fp>\n\n\u003Cp>Рату из зараде Послодавац обуставља на\nоснову закљученог уговора о зајму са\nзапосленим. у складу са одредбама Закона о\nоблигационни односима.\u003C\u002Fp>\n\n\u003Cp>Запосленом се зајам исплаћује у текућем\nмесецу после исплате зараде за претходни\nмесец.\u003C\u002Fp>\n\n\u003Cp>Запосленом не може да се одобри нови\nзајам док у потпуности не врати раније\nодобрени зајам.\u003C\u002Fp>\n\n\u003Cp>Одлуку о исплати зајма доноси Директор.\u003C\u002Fp>\n\n\u003Cp>Уколико запосленом, који je примио зајам,\nпрестане радни однос код Послодавца пре\nпотпуне отплате зајма, дужан je да одједном\nврати неотплаћени износ зајма, на начин да\nму се тај износ одбије од неисплаћене\nзараде. накнаде заряда и других примања кoja\nje запослени остварио до престанка радног\nодноса, а на основу претходно прибављене\nсагласности запосленог.\u003C\u002Fp>\n\n\u003Ch2>IX. НАКНАДА ШТЕТЕ\u003C\u002Fh2>\n\n\u003Cp>Члан 81.\u003C\u002Fp>\n\n\u003Cp>Запослени je одговоран за штету коју je на\nраду или у вези са радом, намерно или\nкрајњом непажњм, проузроковао Послодавцу у\nскладу са законом и овим уговором.\u003C\u002Fp>\n\n\u003Cp>Ако штету проузрокује више запослених,\nсваки запослени je одговоран за део штете\nкojy je проузроковао.\u003C\u002Fp>\n\n\u003Cp>Ако се за запосленог из става 2. овог члана\nне може утврдити део штете кojy je\nпроузроковао, сматра се да су сви запослени\nподједнако одговорни и штету накнађују у\nједнаким деловима.\u003C\u002Fp>\n\n\u003Cp>Ако je више запослених проузроковало\nштету кривичним делом са умишљајем, за\nштету одговарају солидарно.\u003C\u002Fp>\n\n\u003Cp>Члан 82.\u003C\u002Fp>\n\n\u003Cp>Постојање штете, њену висину, околности\nпод којим је настала. које штету\nпроузроковао и како се накнађује - утврђује\nПослодавац, у складу са овим уговором\nодносно уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Штету из претходног става утврђује\nкомисија кojy, за сваки појединачни случај,\nобразује Директор или лице кoje он овласти.\u003C\u002Fp>\n\n\u003Cp>Директор или лице кoje он овласти покреће\nпоступак за утврђивање одговорности\nзапосленог за штету у року од пет дана од\nдана пријема пријаве о проузрокованој\nштети или личног сазнања да je штета\nпроузрокована и образује комисију из става\n1. овог члана.\u003C\u002Fp>\n\n\u003Cp>На основу извештаја комисије из става 1.\nовог члана, Директор, или лице кoje он\nовласти, доноси решење којим се запослени\nобавезује да надокнади штету или се\nослобађа одговорности и накнаде за штету.\u003C\u002Fp>\n\n\u003Cp>Решењем којим се запослени обавезује да\nнакнади штету утврђују се начин и рок за\nнакнаду штете.\u003C\u002Fp>\n\n\u003Cp>Ако се накнада штете не оствари у складу\nса одредбама овог члана, о накнади штете\nодлучује надлежни суд.\u003C\u002Fp>\n\n\u003Cp>Запослени који je на раду или у вези са\nрадом, намерно или крајњом непажњом,\nпроузроковао штету трећем лицу, а кojy je\nнакнадио Послодавац. дужан je да Послодавцу\nнакнади износ исплаћене штете.\u003C\u002Fp>\n\n\u003Cp>Члан 83.\u003C\u002Fp>\n\n\u003Cp>Ако запослени претрпи повреду или штету\nна раду или у вези са радом, Послодавац je\nдужан да му накнади штету у складу са\nзаконом и овим уговором.\u003C\u002Fp>\n\n\u003Cp>О захтеву запосленог за накнаду штете из\nстава 1. овог члана одлучује Директор, или\nлице кoje он овласти, на предлог комисије кojy\nДиректор именује у року од пет дана од дана\nподношења захтева за накнаду штете.\nКомисија утврђује све чињенице у вези са\nподпетим захтевом, постојање одговорности\nПослодавца или другог запосленог код\nПослодавца за насталу штету, као и висину\nштете.\u003C\u002Fp>\n\n\u003Cp>На основу предлога комисије из става 2.\nовог члана, Директор или лице кoje он овласти\nдоноси решење којим се запослени обавезује\nда накнади штету и рок у коме се штета\nисплаћује или се поднсти захтев одбија као\nнеоснован.\u003C\u002Fp>\n\n\u003Cp>Ако се накнада штете не оствари у смислу\nст. 2. и 3. овог члана, запослени може cвoje\nправо остварити код надлежног суда.\u003C\u002Fp>\n\n\u003Ch2>X. УДАЉЕЊЕ ЗАПОСЛЕНОГ СА РАДА\u003C\u002Fh2>\n\n\u003Cp>Члан 84.\u003C\u002Fp>\n\n\u003Cp>Запослени може да буде привремено удаљен\nса рада:\u003C\u002Fp>\n\n\u003Cp>1) ако je 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\nвредности веће од 100.000,00 динара;\u003C\u002Fp>\n\n\u003Cp>3) ако je природа повреде радне обавезе,\nодносно непоштовања радне дисциплине или je\nпонашање 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>Члан 85.\u003C\u002Fp>\n\n\u003Cp>Запослени коме je одређен притвор удаљује\nсе са рада од првог дана притвора, док\nпритвор тpaje.\u003C\u002Fp>\n\n\u003Cp>Члан 86.\u003C\u002Fp>\n\n\u003Cp>Привремено удаљење запосленог из члана 84.\nовог уговора може да тpaje најдуже три\nмесеца, а по истеку тог периода Послодавац\nje дужан да запосленог врати на рад или да му\nоткаже уговор о раду или изрекне другу меру\nу складу са Законом о раду, када се утврди\nда je запослени својом кривицом учинио\nповреду радне обавезе или није испоштовао\nрадну дисциплину у случајевима\nпредвиђеним Законом о раду.\u003C\u002Fp>\n\n\u003Cp>Ако je против запосленог започето\nкривично гоњење због кривичног дела\nучињеног на раду или у вези са радом,\nудаљење може да тpaje до правноснажног\nокончања тог кривичног поступка.\u003C\u002Fp>\n\n\u003Cp>Члан 87.\u003C\u002Fp>\n\n\u003Cp>За време привременог удаљења запосленог\nса рада у смислу чл. 84. и 85. овог уговора,\nзапосленом припада накнада зараде у висини\nједне четвртине. а ако издржава породицу у\nвисини једне трећине основне зараде.\u003C\u002Fp>\n\n\u003Cp>Накнада зараде за време привременог\nудаљења запосленог са рада у смислу члана\n85. овог уговора исплаћује се на терет\nоргана који je одредио притвор.\u003C\u002Fp>\n\n\u003Cp>Члан 88.\u003C\u002Fp>\n\n\u003Cp>Запосленом за време привременог удаљења\nса рада. у смислу чл. 84. и 85. овог уговора.\nприпада разлика између износа накнаде\nзараде примљене по основу члана 87. овог\nуговора и пуног износа основне зараде, и\nто:\u003C\u002Fp>\n\n\u003Cp>1) ако кривични поступак против њега буде\nобустављен правноснажном одлуком, или ако\nправноснажном одлуком буде ослобођен\nоптужбе, или je 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 непоштовање\nрадне дисциплине из члана 84. став 1. тачка 2)\nи 3) овог уговора.\u003C\u002Fp>\n\n\u003Ch2>XI. ИЗМЕНА УГОВОРА О РАДУ\u003C\u002Fh2>\n\n\u003Ch3>Измена уговорених услова рада\u003C\u002Fh3>\n\n\u003Cp>Члан 89.\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом да понуди\nизмену уговорених услова рада\nзакльучивагьем анекса уговора о раду:\u003C\u002Fp>\n\n\u003Cp>1) ради премештаја на други одговарајући\nпосао, због потреба процеса и организације\nрада;\u003C\u002Fp>\n\n\u003Cp>2) ради премештаја у друго место рада код\nистог послодавца, у складу са Законом о\nраду;\u003C\u002Fp>\n\n\u003Cp>3) ради упућиваља на рад иа одговарајући\nпосао код другог послодавца, у складу са\nЗаконом о раду;\u003C\u002Fp>\n\n\u003Cp>4) ако je запосленом који je вишак обезбедио\nостваривање права из програма решавања\nвишка запослених, у складу са Законом о\nраду.\u003C\u002Fp>\n\n\u003Cp>5) ради промене елемената за утврђивање\nосновне зараде. радног учинка, накнаде\nзараде, увећане зараде и других примања\nзапосленог који су садржани у уговору у\nраду у складу са чланом Закона о раду који\nутврђује садржај уговора о раду;\u003C\u002Fp>\n\n\u003Cp>6) у случају продаје књига на привременим\nи новоотвореним продајним местима док тpaje\nсезона продаје књига, на сајамским\nманифестацијама у земљи и иностранству.\nкао и у случају теренске продаје књига;\u003C\u002Fp>\n\n\u003Cp>7) у другим случајевима утврђеним законом,\nовим уговором и уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Одговарајућим послом у смислу става 1.\nтач. 1), 3) и 7) овог члана, сматра се посао за\nчије се обављање захтева нега врста и\nстенен стручне спреме који су утврђени\nуговором о раду.\u003C\u002Fp>\n\n\u003Cp>Члан 90.\u003C\u002Fp>\n\n\u003Cp>Уз анекс уговора о раду (у даљем тексту:\nанекс уговора) послодавац je дужан да\nзапосленом достави писмено обавештење кoje\nсадржи: разлоге за понуђени анекс уговора,\nрок у коме запослени треба да се изјасни\nкоји не може бити краћи од осам радних дана\nи правне последице кoje могу да настану\nнепотписивањем анекса уговора.\u003C\u002Fp>\n\n\u003Cp>Ако запослени потпише анекс уговора у\nостављеном року, задржава право да пред\nнадлежним судом оспорава законитост тог\nанекса.\u003C\u002Fp>\n\n\u003Cp>Запослени који одбије понуду анекса\nуговора у остављеном року, задржава право\nда у судском поступку поводом отказа\nуговора о раду у смислу члана 89. став 1. тач.\n1) - 7) овог уговора оспорава законитост\nанекса уговора.\u003C\u002Fp>\n\n\u003Cp>Сматра се да je запослени одбио понуду\nанекса уговора ако не потпише анекс\nуговора у року из става 1. овог члана.\u003C\u002Fp>\n\n\u003Cp>Члан 91.\u003C\u002Fp>\n\n\u003Cp>Ако je 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 Закона о\nраду и члана 90. овог уговора, најдуже 45\nрадних дана у периоду од 12 месеци.\u003C\u002Fp>\n\n\u003Cp>У случају премештаја из става 1. овог\nчлана запослени задржава основну зараду\nутврђену за посао са кога се премешта ако je\nто повољније за запосленог.\u003C\u002Fp>\n\n\u003Cp>Одредбе члана 90. овог уговора кoje се\nодносе на достављање писменог обавештења\nуз анекс уговора не примењују се и у\nслучају закључивања анекса уговора на\nиницијативу запосленог.\u003C\u002Fp>\n\n\u003Cp>Измена личних података о запосленом и\nподатака о Послодавцу и других података\nкојима се не мењају услови рада може да се\nконстатује анексом уговора, на основу\noдгoвapajyћe документације, без спровођења\nпоступка за понуду анекса у смислу члана 90.\nовог уговора.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду са анексима који су\nсаставни део тог уговора могу да се замене\nпречишћеним текстом уговора о раду, који\nпотписују Послодавац и запослени.\u003C\u002Fp>\n\n\u003Ch2>XII. ПРЕСТАНАК РАДНОГ ОДНОСА\u003C\u002Fh2>\n\n\u003Ch3>1. Разлози за престанак радног односа\u003C\u002Fh3>\n\n\u003Cp>Члан 92.\u003C\u002Fp>\n\n\u003Cp>Радни однос npecтaje:\u003C\u002Fp>\n\n\u003Cp>1) истеком рока за који je заснован;\u003C\u002Fp>\n\n\u003Cp>2) кад запослени наврши 65 година живота и\nнајмање 15 година стажа осигурања, ако се\nПослодавац и запослени друкчје не\nспоразумеју;\u003C\u002Fp>\n\n\u003Cp>3) споразумом између запосленог и\nПослодавца;\u003C\u002Fp>\n\n\u003Cp>4) отказом уговора о раду од стране\nПослодавца или запосленог;\u003C\u002Fp>\n\n\u003Cp>5) на захтев родитеља или старателна\nзапосленог млађег од 18 година живота;\u003C\u002Fp>\n\n\u003Cp>6) смрћу запосленог;\u003C\u002Fp>\n\n\u003Cp>7) у другим случајевима утврђеним\nзаконом.\u003C\u002Fp>\n\n\u003Cp>Члан 93.\u003C\u002Fp>\n\n\u003Cp>Запосленом престаје радни однос\nнезависно од његове воље и воље\nПослодавца:\u003C\u002Fp>\n\n\u003Cp>1) ако je на начин прописан законом\nутврђено да je код запосленог дошло до\nгубитка радне способности - даном\nдостављања правноснажног решења о\nутврђивању губитка радне способности;\u003C\u002Fp>\n\n\u003Cp>2) ако му je. по одредбама закона, односно\nпpaвнocнaжнoj одлуци суда или другог органа,\nзабрањено да обавља одређене послове, а не\nможе да му се обезбеди обављање других\nпослова - даном достављања правноснажне\nодлуке;\u003C\u002Fp>\n\n\u003Cp>3) ако због издржавања казне затвора мора\nда буде одсутан са рада у трајању дужем од\nшест месеци - даном ступања на издржавање\nказне;\u003C\u002Fp>\n\n\u003Cp>4) ако му je изречена мера безбедности,\nваспитна или заштитна мера у тpajaњу дужем од\nшест месеци и због тога мора да буде\nодсутан са рада - даном почетка примењивања\nте мере;\u003C\u002Fp>\n\n\u003Cp>5) у случају престанка рада Послодавца, у\nскладу са законом.\u003C\u002Fp>\n\n\u003Ch3>2. Споразумни престанак радног односа\u003C\u002Fh3>\n\n\u003Cp>Члан 94.\u003C\u002Fp>\n\n\u003Cp>Радни однос може да престане на основу\nписаног споразума Послодавца и\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Пре потписивања споразума, Послодавац je\nдужан да запосленог писаним путем обавести\nо последицама до којих долази у\nостваривању права за случај\nнезапослености.\u003C\u002Fp>\n\n\u003Ch3>3. Отказ од стране запосленог\u003C\u002Fh3>\n\n\u003Cp>Члан 95.\u003C\u002Fp>\n\n\u003Cp>Запослени има право да Послодавцу откаже\nуговор о раду.\u003C\u002Fp>\n\n\u003Cp>Отказ уговора о раду запослени доставља\nПослодавцу у писаном облику, најмање 15 дана\nпре дана који je запослени навео као дан\nпрестанка радног односа (отказни рок).\u003C\u002Fp>\n\n\u003Cp>Уговором о раду може да се утврди дужи\nотказни рок али не дужи од 30 дана.\u003C\u002Fp>\n\n\u003Ch3>4. Отказ од стране Послодавца\u003C\u002Fh3>\n\n\u003Ch4>1) Разлози за отказ\u003C\u002Fh4>\n\n\u003Cp>Члан 96.\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом да откаже\nуговор о раду ако за то постоји оправдани\nразлог који се односи на радпу способност\nзапосленог и његово понашање и то:\u003C\u002Fp>\n\n\u003Cp>1) ако не ocтвapyje резултате рада или нема\nпотребна знања и способности за обављање\nпослова на којима ради;\u003C\u002Fp>\n\n\u003Cp>2) ако je правноснажно осуђен за кривично\nдело на раду или у вези са радом;\u003C\u002Fp>\n\n\u003Cp>3) ако се не врати код Послодавца у року од\n15 дана од дана истека рока за мировање\nрадног односа, односно по истеку\nнеплаћеног одсуства са рада запосленог док\nдете не наврши три године, у складу са\nЗаконом о раду.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да откаже уговор о раду\nзапосленом који својим кривицом учини\nповреду радне обавезе, и то:\u003C\u002Fp>\n\n\u003Cp>1) ако несавесно или немарно извршава\nрадне обавезе;\u003C\u002Fp>\n\n\u003Cp>2) ако злоупотреби пoлoжaj или прекорачи\nовлашћења;\u003C\u002Fp>\n\n\u003Cp>3) ако нецелисходно и неодговорно користи\nсредства рада;\u003C\u002Fp>\n\n\u003Cp>4) ако не користи или ненаменски користи\nобезбеђена средства или опрему за личну\nзаштиту на раду;\u003C\u002Fp>\n\n\u003Cp>5) ако учини другу повреду радне обавезе\nутврђену општим актом Послодавца односно\nуговором о раду.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да откаже уговор о раду\nзапосленом који не поштује радну\nдисциплину, и то:\u003C\u002Fp>\n\n\u003Cp>1) ако неоправдано одбије да обавља\nпослове и извршава налоге Послодавца у\nскладу са законом;\u003C\u002Fp>\n\n\u003Cp>2) ако не достави потврду о привременој\nспречености за рад у смислу Закона о раду;\u003C\u002Fp>\n\n\u003Cp>3) ако злоупотреби право на одсуство због\nпривремене спречености за рад;\u003C\u002Fp>\n\n\u003Cp>4) због доласка на рад под дејством\nалкохола или других опојних средстава,\nодносно употребе алкохола или других\nопојних средстава у току радног времена,\nкoje има или може да има утицај на обављање\nпосла;\u003C\u002Fp>\n\n\u003Cp>5) ако његово понашање представлља радњу\nизвршења кривичног дела учињеног на раду и\nу вези са радом, независно од тога да ли je\nпротив запосленог покренут кривични\nпоступак за кривично дело;\u003C\u002Fp>\n\n\u003Cp>6) ако je дао нетачне податке који су били\nодлучујући за заснивање радног односа;\u003C\u002Fp>\n\n\u003Cp>7) ако запослени који ради на пословима са\nповећаним ризиком, на којима je као посебан\nуслов за рад утврђена посебна здравствена\nспособност, одбије да буде подвргнут оцени\nздравствене способности;\u003C\u002Fp>\n\n\u003Cp>8) ако не поштује радну дисциплину\nпрописану општим актом Послодавца, односно\nако je његово понашање такво да не може да\nнастави рад код Послодавца.\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленог да упути на\nодговарајућу анализу у овлашћену\nздравствену установу кojy одреди\nПослодавац, о свом трошку, ради утврђивања\nоколности из става 3. тач. 3) и 4) овог члана\nили да утврди постојање наведених\nоколности на други начин у складу са општим\nактом Послодавца. Одбијање запосленог да\nсе одазове на позив Послодавца да изврши\nанализу сматра се непоштовањем радне\nдисциилине у смислу става 3. овог члана.\u003C\u002Fp>\n\n\u003Cp>Запосленом може да престане радни однос\nако за то постоји оправдан разлог који се\nодноси на потребе Послодавца и то:\u003C\u002Fp>\n\n\u003Cp>1) ако услед технолошких, економских или\nорганизационих промена престане потреба\nза обављањем одређеног поела или дође до\nсмањења обима посла;\u003C\u002Fp>\n\n\u003Cp>2) ако одбије закључење анекса уговора у\nсмислу члана 89. став 1. тачка 1) - 7) овог\nуговора.\u003C\u002Fp>\n\n\u003Ch4>2) Мере за непоштовање радне дисциплине,\nодносно повреду радних обавеза\u003C\u002Fh4>\n\n\u003Cp>Члан 97.\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом за повреду\nрадне обавезе или непоштовање радне\nдисциплине у смислу члана 96. став 2. и 3. овог\nуговора да, ако сматра да пocтoje\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 je новчана\nказиа изречена, у трајању до три месеца, кoja\nсе извршава обуставом од зараде, на основу\nрешења Послодавца о изреченој мери;\u003C\u002Fp>\n\n\u003Cp>3) опомену са најавом отказа у кojoj се\nнаводи да ћe Послодавац запосленом\nотказати уговор о раду без поновног\nупозорења из члана 98. овог уговора, ако у\nнаредном року од шест месеци учини исту\nповреду радне обавезе или непоштовање\nрадне дисциплине.\u003C\u002Fp>\n\n\u003Ch4>3) Поступак пре престанка радног одиоса\nили изрииања друге мере\u003C\u002Fh4>\n\n\u003Cp>Члан 98.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да пре отказа уговора\nо раду у случају из члана 96. став 2. и 3. овог\nуговора, запосленог писаним путем упозори\nна постојање разлога за отказ уговора о\nраду и да му остави рок од најмање осам дана\nод дана достављања упозорења да се изгасни\nна наводе из упозорења.\u003C\u002Fp>\n\n\u003Cp>У упозорењу из става 1. овог члана\nПослодавац je 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>Члан 99.\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом из члана 96.\nстав 1. тачка 1) овог уговора да откаже\nуговор о раду или изрекне неку од мера из\nчлана 97. овог уговора, ако му je претходно\nдао писано обавештење у вези са\nнедостацима у његовом раду, упутствима и\nпримереним роком за побољшање рада, а\nзапослени не побољша рад у остављеном\nроку.\u003C\u002Fp>\n\n\u003Cp>Члан 100.\u003C\u002Fp>\n\n\u003Cp>Запослени уз изјашњење може да приложи\nмишљење синдиката чији je члан, у року из\nчлана 98. овог уговора.\u003C\u002Fp>\n\n\u003Cp>Запослени, који није члан ни једног\nсиндиката, уз изјашњење може да приложи\nмишљење синдиката коме се обратно, у року\nиз претходног става овог члана.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да размотри приложено\nмишљење синдиката.\u003C\u002Fp>\n\n\u003Cp>Члан 101.\u003C\u002Fp>\n\n\u003Cp>Ако откаже уговор о раду запосленом у\nслучају из члана 96. став 5. тачка 1) овог\nуговора. Послодавац не може на истим\nпословима да запосли друго лице у року од\nтри месеца од дана престанка радног односа,\nосим у случају ако Послодавац запосленом -\nособи са инвалидитетом и особи са\nздравственим сметњама, који се сматра\nвишком, не може да обезбеди одговарајући\nпосао према његовој радиој способности.\u003C\u002Fp>\n\n\u003Cp>Ако пре истека рока из става 1. овог члана\nнастане потреба за обављањем истих\nпослова, предност за закључивање уговора о\nраду има запослени коме je престао радни\nоднос.\u003C\u002Fp>\n\n\u003Cp>Члан 102.\u003C\u002Fp>\n\n\u003Cp>Оправданим разлогом за отказ уговора о\nраду, у смислу члана 96. овог уговора, не\nсматра се:\u003C\u002Fp>\n\n\u003Cp>1) привремена спреченост са рада услед\nболести, нecpeћe на раду или професионалист\nобољења;\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>\n\n\u003Cp>3) одслужење или дослужење војног рока;\u003C\u002Fp>\n\n\u003Cp>4) чланство у политичкој организации,\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 овим уговором и\nЗаконом о раду;\u003C\u002Fp>\n\n\u003Cp>6) обраћање запосленог синдикату или\nорганима надлежним за заштиту права из\nрадног односа у складу са законом, овим\nуговором и уговором о раду.\u003C\u002Fp>\n\n\u003Ch3>5. Поступак у случају отказа\u003C\u002Fh3>\n\n\u003Ch4>1) Рок застарелости\u003C\u002Fh4>\n\n\u003Cp>Члан 103.\u003C\u002Fp>\n\n\u003Cp>Отказ уговора о раду из члана 96. став 1.\nтачка 1) и ст. 2. и 3. овог уговора Послодавац\nможе дати запосленом у року од шест месеци\nод дана сазнања за чињенице кoje су основ за\nдавање отказа, односно у року од годину\nдана од дана наступања чињеница кoje су\nоснов за давање отказа.\u003C\u002Fp>\n\n\u003Cp>Отказ уговора о раду из члана 96. став 1.\nтачка 2) овог уговора Послодавац може дати\nзапосленом најкасније до истека рока\nзастарелости за кривично дело утврђено\nзаконом.\u003C\u002Fp>\n\n\u003Ch4>2) Достављање акта о отказу уговора о\nраду\u003C\u002Fh4>\n\n\u003Cp>Члан 104.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду отказује се решешем, у\nписаном облику, и обавезно садржи\nобразложење и поуку о правном леку.\u003C\u002Fp>\n\n\u003Cp>Решење мора да се достави запосленом\nлично, у просторијама Послодавца, односно\nна адресу пребивалишта или боравишта\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Ако Послодавац запосленом није могао да\nдостави решење у смислу става 2. овог члана,\nдужан je да о томе сачини писмену белешку.\u003C\u002Fp>\n\n\u003Cp>У случају из става 3. овог члана решење се\nобјављује на огласној табли Послодавца и\nпо истеку осам дана од дана објављивања\nсматра се достављеним.\u003C\u002Fp>\n\n\u003Cp>Запосленом престаје радни однос даном\nдостављања решења осим ако Законом о раду\nили решењем није одређен други рок.\u003C\u002Fp>\n\n\u003Cp>Запослени je дужан да наредног дана од\nдана пријема решења у писаном облику\nобавести Послодавца ако жели да спор\nрешава пред арбитром у складу са чланом 112.\nовогуговора.\u003C\u002Fp>\n\n\u003Ch4>3) Обавеза исплате зараде и накнаде\nзараде\u003C\u002Fh4>\n\n\u003Cp>Члан 105.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да запосленом, у\nслучају престанка радног односа, исплати\nсве неисплаћене зараде, накнаде зараде и\nдруга примања кoja je запослени остварио до\nдана престанка радног односа у складу са\nовим уговором и уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Исплату обавеза из става 1. овог члана.\nПослодавац je дужан да изврши најкасније у\nроку од 30 дана од дана престанка радног\nодноса.\u003C\u002Fp>\n\n\u003Ch3>6. Посебна заштита од отказа уговора о\nраду\u003C\u002Fh3>\n\n\u003Cp>Члан 106.\u003C\u002Fp>\n\n\u003Cp>За време трудноће, породиљског одсуства,\nодсуства са рада ради неге детета и\nодсуства са рада ради посебне неге детета\nПослодавац не може запосленом да откаже\nуговор о раду.\u003C\u002Fp>\n\n\u003Cp>Запосленом из става 1. овог члана рок за\nкоји je уговором засновао радни однос на\nодређено време продужава се до истека\nкоришћења права на одсуство.\u003C\u002Fp>\n\n\u003Cp>Решење о отказу уговора о раду ништаво je\nако je на дан доношења решења о отказу\nуговора о раду Послодавцу било познато\nпостојање околности из става 1. овог члана\nили ако запослени у року од 30 дана од дана\nпрестанка радног односа обавести\nПослодавца o постојању околности из става 1.\nовог члана и о томе достави одговарајућу\nпотврду овлашћеног лекара или другог\nнадлежног органа.\u003C\u002Fp>\n\n\u003Cp>Члан 107.\u003C\u002Fp>\n\n\u003Cp>Послодавац не може да откаже уговор о\nраду. нити на други начин да стави у\nнеповољан пoлoжaj 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 je на\nПослодавцу.\u003C\u002Fp>\n\n\u003Ch3>7. Отказни рок и новчана накнада\u003C\u002Fh3>\n\n\u003Cp>Члан 108.\u003C\u002Fp>\n\n\u003Cp>Запослени коме je уговор о раду отказан\nзато што не остварује потребне резултате\nрада, односно нема потребна знања и\nспособности у смислу члана 96. став 1. тачка 1)\nовог уговора, има право на отказни рок који\nсе утврђује овим уговором или уговором о\nраду у зависности од стажа осигурања. a који\nне може бити краћи од осам вити дужи од 30\nдана :\u003C\u002Fp>\n\n\u003Cp>-запослени који има до 10 година стажа\nосигурања - 20 дана,\u003C\u002Fp>\n\n\u003Cp>-запослени који има до 20 година стажа\nосигурања - 25 дана,\u003C\u002Fp>\n\n\u003Cp>-запослени који има 20 и више година стажа\nосигурања - 30 дана.\u003C\u002Fp>\n\n\u003Cp>Отказни рок почиње да тече наредног дана\nод дана достављања решења о отказу уговора\nо раду.\u003C\u002Fp>\n\n\u003Cp>Запослени може, у споразуму са\nПослодавцем, да престане са радом и пре\nистека отказног рока, с тим што му се за то\nвреме обезбеђује накнада зараде у висини\nутврђеној овим уговором и уговором о\nраду.\u003C\u002Fp>\n\n\u003Cp>Накнада зараде из претходног става\nисплаћује се запосленом у износу просечне\nзараде запосленог у претходних 12 месеци.\u003C\u002Fp>\n\n\u003Cp>Члан 109.\u003C\u002Fp>\n\n\u003Cp>Запослени коме je радни однос престао има\nправо да од Послодавца захтева потврду кoja\nсадржи датум засниваша и престанка радног\nодноса и врсту, односно опис послова на\nкојима je радио.\u003C\u002Fp>\n\n\u003Cp>На захтев запосленог Послодавац може\nдати и оцену његовог понашања и резултата\nрада у потврди из става 1. овог члана или у\nпосебној потврди.\u003C\u002Fp>\n\n\u003Ch2>XIII. ОСТВАРИВАЊЕ И ЗАШТИТА ПРАВА\nЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Cp>Члан 110,\u003C\u002Fp>\n\n\u003Cp>О правима, обавезама и одговорностима из\nрадног односа одлучује Директор као\nнадлежни орган код Послодавца или лице кoje\nон овласти, односно лице утврђено\nзаконом.\u003C\u002Fp>\n\n\u003Cp>Овлашћеље из става 1. овог члана даје се у\nписаном облику.\u003C\u002Fp>\n\n\u003Cp>Члан 111.\u003C\u002Fp>\n\n\u003Cp>Запосленом се у писаном облику доставља\nрешење о остваривању права, обавеза и\nодговорности, са образложењем и поуком о\nправном леку, осим у случају из члана 90.\nовог уговора.\u003C\u002Fp>\n\n\u003Cp>Одредбе члана 104. ст. 2-4. овог уговора\nодносе се и на поступак достављања решења\nиз става 1. овог члана.\u003C\u002Fp>\n\n\u003Ch3>1. Заштита појединачних права\u003C\u002Fh3>\n\n\u003Cp>Члан 112.\u003C\u002Fp>\n\n\u003Cp>Спорна питања између Послодавца и\nзапосленог ypeђyjy се у поступку мирног\nрешавања радних спорова, у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>Поступак мирног решавања радног спора\nпокреће се подношењем предлога\nРепубличкој агенцији за мирно решавање\nрадних спорова.\u003C\u002Fp>\n\n\u003Cp>Стране у спору могу да поднесу предлог\nзajeднички или појединачно.\u003C\u002Fp>\n\n\u003Cp>Спорна питања у смислу става 1. овог члана\nрешава арбитар.\u003C\u002Fp>\n\n\u003Cp>Арбитра споразумно одређују стране у\nспору из Именика миритеља и арбитара, у\nзаједничком предлогу односно у року од три\nдана од дана прихватања појединачног\nпредлога.\u003C\u002Fp>\n\n\u003Cp>Рок за покретање поступка пред арбитром je\nтри дана од дана достављања решења\nзапосленом.\u003C\u002Fp>\n\n\u003Cp>Спор може да се решава пред арбитром, ако\nje предмет спора:\u003C\u002Fp>\n\n\u003Cp>1) отказ уговора о раду;\u003C\u002Fp>\n\n\u003Cp>2) уговаряње и исплата минималне зараде;\u003C\u002Fp>\n\n\u003Cp>3) дискриминациија и злостављање на\nраду;\u003C\u002Fp>\n\n\u003Cp>4) накнада трошкова за исхрану у току\nрада;\u003C\u002Fp>\n\n\u003Cp>5) накнада трошкова за долазак и одлазак\nса рада;\u003C\u002Fp>\n\n\u003Cp>6) исплата jубиларне награде;\u003C\u002Fp>\n\n\u003Cp>7) исплата регреса за коришћење годишњег\nодмора.\u003C\u002Fp>\n\n\u003Cp>Арбитар je дужан да закаже расправу у року\nод три дана од дана приема предлога и\nдокументације о предмету спора и о томе\nобавештава стране у спору.\u003C\u002Fp>\n\n\u003Cp>Расправа се одржава у присуству страна у\nспору и арбитра.\u003C\u002Fp>\n\n\u003Cp>Ако једна страна у спору неоправдано\nизостане са расправе арбитар може да одржи\nрасправу у њеном одсуству, узимајући у\nобзир документацију кojy je та страна\nдоставила.\u003C\u002Fp>\n\n\u003Cp>Свака страна у спору може да повуче\nпредлог за покретање поступка пред\nарбитром најкасније до дана отварања\nрасправе.\u003C\u002Fp>\n\n\u003Cp>Арбитар може да ангажује вештака.\u003C\u002Fp>\n\n\u003Cp>Арбитар je дужан да донесе одлуку у року од\n10 дана од дана подношења захтева за\nспоразумно решавање спорних питања.\u003C\u002Fp>\n\n\u003Cp>За време трајања поступка пред арбитром\nзбог отказа уговора о раду, запосленом\nмирује радни однос.\u003C\u002Fp>\n\n\u003Cp>Ако арбитар не донесе одлуку у року од 10\nдана од дана подношења захтева за\nспоразумно решавање спорних питања, решење\nо отказу уговора о раду постаје извршно.\u003C\u002Fp>\n\n\u003Cp>Одлука арбитра je коначна и обавезује\nПослодавца и запосленог.\u003C\u002Fp>\n\n\u003Cp>Члан 113.\u003C\u002Fp>\n\n\u003Cp>Против решења којим je повређено право\nзапосленог или кад je запослени сазнао за\nповреду права, запослени, односно\nпредставник синдиката чији je 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\u003Ch3>2. Рокови застарелости потраживања из\nрадног односа\u003C\u002Fh3>\n\n\u003Cp>Члан 114.\u003C\u002Fp>\n\n\u003Cp>Сва новчана потраживања из радног односа\nзастаревају у року од три године од дана\nнастинка обавезе.\u003C\u002Fp>\n\n\u003Ch2>XIV. ВИШАК ЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Cp>Члан 115.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да, пре доношења\nпрограма, у сарадњи са репрезентативним\nсиндикатима и републичком организацијом\nнадлежном за запошљавање, предузме\nодговарајуће мере за ново запошљавање\nвишка запослених.\u003C\u002Fp>\n\n\u003Cp>Члан 116.\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикати дужни су да\nдоставе мишљење на предлог програма у року\nод 15 дана од дана достављања предлога\nпрограма.\u003C\u002Fp>\n\n\u003Cp>Републичка организација надлежна за\nзапошљавање има законску обавезу да, у року\nиз става 1. овог члана. достави Послодавцу\nпредлог мера у циљу да се спрече или на\nнајмању меру смањи 6poj отказа уговора о\nраду, односно обезбеди преквалификација,\nдоквалификација. самозапошљавање и друге\nмере за ново запошљавање вишка\nзапослених.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да размотри и узме у\nобзир предлоге републичке организације\nнадлежне за запошљавање и мишљење\nрепрезентативних синдиката, и да их\nобавести о свом ставу у року од осам дана.\u003C\u002Fp>\n\n\u003Cp>Члан 117.\u003C\u002Fp>\n\n\u003Cp>Критеријум за утврђивање вишка\nзапослених не може да буде одсуствовање\nзапосленог са рада због вривремене\nспречености за рад, трудноће, породиљског\nодсуства, неге детета и посебне неге\nдетета.\u003C\u002Fp>\n\n\u003Cp>Члан 118.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да пре отказа уговора\nо раду, у смислу члана 96. став 5. тачка 1) овог\nуговора, запосленом исплати отпремнину у\nскладу са овим чланом.\u003C\u002Fp>\n\n\u003Cp>Висина 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 код кога\nостварује право на отпремнину.\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\nодговарајућих одредаба закона, као и код\nповезаних лица са послодавцем у складу са\nзаконом. То подразумева радни однос који je\nстечен у свим предузећима из члана 76. став 5.\nовог уговора.\u003C\u002Fp>\n\n\u003Cp>Промена власништва над капиталом не\nсматра се променом послодавца у смислу\nостваривања права на отпремнину у складу\nса овим чланом.\u003C\u002Fp>\n\n\u003Cp>Овим уговором или уговором о раду не може\nда се утврди дужи период за исплату\nотпремнине од периода утврђеног у ст. 2. и 3.\nовог члана.\u003C\u002Fp>\n\n\u003Cp>Запослени не може да оствари право на\nотпремнину за исти период за који му је већ\nисплаћена отпремнина код истог или другог\nпослодавца.\u003C\u002Fp>\n\n\u003Ch3>1. Отпремнина у случаjy технолошког\nвишка\u003C\u002Fh3>\n\n\u003Cp>Члан 119.\u003C\u002Fp>\n\n\u003Cp>Висина отпремнине, коју je Послодавац\nдужан да исплати запосленом који услед\nтехнолошких, економских или\nорганизационих промена буде проглашен за\nвишак запослених, уредиће се анексом овог\nуговора након доношења посебних прописа\nкоји ypeђyjy то питање.\u003C\u002Fp>\n\n\u003Cp>Члан 120.\u003C\u002Fp>\n\n\u003Cp>Зарадом у смислу члана 118. овог уговора\nсматра се пресечна месечна зарада\nзапосленог исплаћена за последња три\nмесеца која претходе месецу у којем се\nисплаћује отпремнина.\u003C\u002Fp>\n\n\u003Cp>Члан 121.\u003C\u002Fp>\n\n\u003Cp>Запослени коме Послодавац после исплате\nотпремнине из члана 118. овог уговора откаже\nуговор о раду због престанка потребе за\nњеговим радом остварује право на новчану\nнакнаду и право на пензијско и инвалидско\nосигурање и здравствену заштиту, у складу\nса законом.\u003C\u002Fp>\n\n\u003Ch3>2. Критеријуми за утврђивање вишка\nзапослених\u003C\u002Fh3>\n\n\u003Cp>Члан 122.\u003C\u002Fp>\n\n\u003Cp>Вишак запослених из става 1. овог члана, у\nзависности од разлога за престанак потребе\nза радом запослених, утврђује се полазећи\nод следеЬћих околности:\u003C\u002Fp>\n\n\u003Cp>1) запослени се добровољно пријавио да\nбуде утврђен као вишак,\u003C\u002Fp>\n\n\u003Cp>2) запослени ради на пословима за чијим je\nобављањем престала потреба,\u003C\u002Fp>\n\n\u003Cp>3) запослени ради на пословима чији je обим\nсмањен.\u003C\u002Fp>\n\n\u003Cp>Ако на пословима из става 1. тачке 3) овог\nчлана ради више запослених, вишак\nзапослених на тим пословима утврђује се\nполазећи од остварених резултата рада\nзапосленог, односно оцене рада запосленог\nна основу образложене оцене непосредног\nруководиоца оценама задовољава. истиче се\nи изузетно се истиче, кoje се заснивају на\nследећим елементима:\u003C\u002Fp>\n\n\u003Cp>1) квалитет обављеног посла;\u003C\u002Fp>\n\n\u003Cp>2) самосталност у раду и иновације;\u003C\u002Fp>\n\n\u003Cp>3) ефикасност рада;\u003C\u002Fp>\n\n\u003Cp>4) однос према раду, радним задацима и\nсредствима рада.\u003C\u002Fp>\n\n\u003Cp>У случају када два или више запослених\nимај у исте резултате рада, примењују се\nдопунски критеријуми по следећем\nредоследу:\u003C\u002Fp>\n\n\u003Cp>1) број чланова породичног домаћинства\nкоји остварују зараду. при чему предност\nима запослени са мањим бројем чланова\nдомаћинства који остваруjy зараду;\u003C\u002Fp>\n\n\u003Cp>2) време проведено у радном односу код\nПослодавца, при чему предност има\nзапослени са дужим временом проведеним у\nрадном односу код Послодавца и правно\nповезаних лица из члана 118. овог уговора;\u003C\u002Fp>\n\n\u003Cp>3) здравствено стање запосленог и чланова\nњегове уже породице, при чему предност има\nзапослени ако он или члан његове уже\nпородице болује од тежег обољења. према\nналазу здравственог органа;\u003C\u002Fp>\n\n\u003Cp>4) број деце на школовању, при чему\nпредност има запослени са већим бројем\nдеце на школовању:\u003C\u002Fp>\n\n\u003Cp>Одређивање запослених којима ће се\nотказати уговор о раду врши Директор,\nодносно лице кoje он писмено овласти. водећи\nрачуна о изјашњавању запосленог, у складу\nса наведеним критеријумима.\u003C\u002Fp>\n\n\u003Cp>Члановима домаћинства у смислу става 3.\nтачка 1) овог члана сматрају се лица кoja живе\nзаједно и која заједнички привређују и\nтроше приходе.\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице из става 3. тачка 3)\nсматрају се брачни друг и деца.\u003C\u002Fp>\n\n\u003Ch2>XV. ОРГАНИЗАЦИДЕ ЗАПОСЛЕНИХ И\nПОСЛОДАВЦА\u003C\u002Fh2>\n\n\u003Ch3>1. Синдикат запослених\u003C\u002Fh3>\n\n\u003Cp>Члан 123.\u003C\u002Fp>\n\n\u003Cp>Запосленима се јамчи слобода синдикалног\nорганизовања и деловања без одобрења. уз\nупис у регистар.\u003C\u002Fp>\n\n\u003Cp>Члан 124.\u003C\u002Fp>\n\n\u003Cp>Запослени приступа синдикату\nпотписивањем приступнице.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да запосленом који je\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>Члан 125.\u003C\u002Fp>\n\n\u003Cp>Синдикати су дужни да доставе 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>Председник и чланови органа синдиката,\nпре истека рока на који су изабрани, могу да\nподнесу отказ у писменој форми на функцију\nодносно чланство у органу синдиката. Отказ\nсе подноси у писменој форми, noiписан и\nзаведен у деловоднику, и доставља\nсиндикату и Послодавцу.\u003C\u002Fp>\n\n\u003Cp>У случају отказа председника и чланова\nоргана синдиката, синдикати су дужни да,\nнајкасније у року од осам дана, доставе\nПослодавцу одлуку о престанку функције\nодносно чланства у органима синдиката.\u003C\u002Fp>\n\n\u003Cp>Члан 126.\u003C\u002Fp>\n\n\u003Cp>Синдикати имају право да буду обавештени\nод стране Послодавца о економским и\nрадно-социјалним питањима од значаја за\nположај запослених, односно чланова\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>Члан 127.\u003C\u002Fp>\n\n\u003Cp>Послодавац je дужан да синдикатима који\nокупљају запослене код Послодавца\nобезбеди техничко-просторне услове у\nскладу са просторним и финансијским\nмогућностима, као и да им омогући приступ\nподацима и информацијама неопходним за\nобављање синдикалних активности.\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикати имају право на\nупотребу службеног возила за потребе свог\nрада, на основу писменог одобрења\nДиректора.\u003C\u002Fp>\n\n\u003Cp>Члан 128.\u003C\u002Fp>\n\n\u003Cp>Споразумом између Послодавца и синдиката\nкод Послодавца, може се утврдити право на\nплаћено одсуство представнику синдиката\nради обављања синдикалне функције,\nсразмерно броју чланова синдиката.\u003C\u002Fp>\n\n\u003Cp>Ако споразум из става 1. овог члана није\nзакључен, лице овлашћено за заступање и\nпредстављање репрезентативног синдиката\nкод Послодавца за обављање синдикалне\nфункције има право:\u003C\u002Fp>\n\n\u003Cp>1) 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>2) на сразмерно мање плаћених часова ако\nсиндикати имају мање од 200 чланова.\u003C\u002Fp>\n\n\u003Cp>Члан 129.\u003C\u002Fp>\n\n\u003Cp>Синдикални представници овлашћени за\nколективно преговарање, односно одређени\nза чланове одбора за колективно\nпреговарање, као и одређени за заступање\nзапосленог у радном спору са Послодавцем\nпред арбитром или судом, имају право на\nплаћено одсуство са рада за време\nпреговарања односно заступања\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Члан 130.\u003C\u002Fp>\n\n\u003Cp>Синдикални представници који одсуствују\nса рада у складу са чланом 129 - 130. овог\nуговора имају право на накнаду зараде у\nвисини њихове просечне зараде у претходних\n12 месеци у складу са овим колективним\nуговором и уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Накнаду зараде из става 1. овог члана\nплаћа Послодавац.\u003C\u002Fp>\n\n\u003Cp>Члан 131.\u003C\u002Fp>\n\n\u003Cp>Синдикату се, по потреби, достављajy позиви\nса материјалима ради присуствовања\nседницама органа на којима се разматрају\nмишљења. предлози, иницијативе и захтеви\nсиндиката, односно на којима се одлучује о\nпојединачним правима, обавезама и\nодговорностима запослених.\u003C\u002Fp>\n\n\u003Cp>Члан 132.\u003C\u002Fp>\n\n\u003Cp>Правилник о унутрашњој организацији и\nсистематизацији послова код Послодавца\nдоноси Послодавац уз предходно прибављено\nмишљење репрезентативних синдиката.\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикати мишљење из\nстава 1. овог члана достављају у року од 8\nдана од дана пријема предлога правилника\nиз претходног става овог члана.\u003C\u002Fp>\n\n\u003Cp>Члан 133.\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, за време трајања и престанка\nфункције, у складу са законом.\u003C\u002Fp>\n\n\u003Ch3>2. Финансијска помоћ синдикату\u003C\u002Fh3>\n\n\u003Cp>Члан 134.\u003C\u002Fp>\n\n\u003Cp>Послодавац се обавезује да, уз исплату\nмесечних зарада запосленима,\nрепрезентативним синдикатима сразмерно\n6pojy чланова пренесе средства у висини од 0.1 %\nод масе средстава издвојених за зараде без\nпореза и доприноса. у циљу финансијске\nподршке реализацији програма деловања\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>Средства из става 1. овог члана користе се\nу складу са годишњиим програмом деловања\nрепрезентативних синдиката.\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикати имају обавезу\nда на кpajy календарске године Послодавцу\nдоставе извештај о утрошеним средствима.\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикат, који извештај\nо утрошеним средствима не достави\nнајкасније до 31. марта наредне године,\nдужан je да иста врати без одлагања.\u003C\u002Fp>\n\n\u003Ch2>XVI. ЗАВРШНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Cp>Члан 135.\u003C\u002Fp>\n\n\u003Cp>Поступак измене и допуне овог уговора\nисти je као и поступак његовог доношења.\u003C\u002Fp>\n\n\u003Cp>Члан 136.\u003C\u002Fp>\n\n\u003Cp>На сва питања кoja нису регулисана овим\nуговором примењиваће се одредбе закона.\u003C\u002Fp>\n\n\u003Cp>Члан 137.\u003C\u002Fp>\n\n\u003Cp>Овај уговор ступа иа снагу осмог дана од\nдана објављивања на огласној табли\nПослодавца, и примењиваће се у наредне три\nгодине.\u003C\u002Fp>\n\n\u003Cp>Колективни уговор објављује се на\nинтернет страници Завода.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Владу\u003C\u002Fp>\n\n\u003Cp>Министар просвете, науке и технолошког\nразвоја\u003C\u002Fp>\n\n\u003Cp>ДрСрћан Вербић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Јавно предузеће „Завод за уџбенике”\nБеоград\u003C\u002Fp>\n\n\u003Cp>Директор\u003C\u002Fp>\n\n\u003Cp>Драгољуб Којчић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За репрезентативне синдикате:\u003C\u002Fp>\n\n\u003Cp>За Синдикат организација ЈП Завод за\nуџбенике\u003C\u002Fp>\n\n\u003Cp>Председник\u003C\u002Fp>\n\n\u003Cp>Борислав Вукша\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Синдикат Завода уџбенике\u003C\u002Fp>\n\n\u003Cp>Председник\u003C\u002Fp>\n\n\u003Cp>Милош Велашевић\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Овај колективни уговор истакнут је\nоглацној табли Завода 16.07.2015\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start":45},{"bindId":46,"name":47,"text":48},"cbadate_start","Члан 1. Важење Колективног уговора за Ја","Члан 1.\n\nВажење Колективног уговора за Јавно\nпредузеће „Завод за уџбенике”, Београд,\nзакљученог 16. jyna 2015. године и oбjaвљeнoг на\nогласној табли Јавног предузећа „Завод за\nуџбенике”, Београд 16. jyлa 2015. године, који\nважи до 24.јула 2021. године, продужава се до 24.\njyлa 2022. године.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SRB Public Enterprise \"Textbook Institute\" - 2021\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2021-01-24\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2022-01-24\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Drugo\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → Semi-public\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                        Javno Preduzeće „Zavod za udžbenike“\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        \n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Ne\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Ne\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Da\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Da\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: → Professional risks, 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: → Da\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 25 days\n            \u003C\u002Fdiv>\n\n            \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        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 180 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-dayspweek\">\n                Working days per week: → 5.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → -10.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: →  weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Da\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: →  days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-administrativedays\">\n                Paid leave to attend court or for administrative duties: → 3.0 days\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Da\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → Yes, but there are only indices (no wages)\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \u003Cdiv id=\"display-LOWWAGE_government\"> \n            Provision that minimum wages set by the government have to be respected: → Ne\u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-COSTLIV_trigger\">Adjustment for rising costs of living: → \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ONCERISE_trigger\">Once only extra payment\u003C\u002Fh4>\n                \n                \n                \u003Cdiv id=\"display-extrapayfirmperformance\">Once only extra payment due to company performance: → Ne\u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 26 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Da\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-ANNLEAVE_trigger\">Extra payment for annual leave\u003C\u002Fh4>\n                \n                \u003Cdiv id=\"display-annleaveallowanceamount1\">\n                    Extra payment for annual leave: → RSD 32160.0\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-OVERTIME_trigger\">Premium for overtime work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \n\n                \n\n                \n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \u003Cdiv id=\"display-mealvouchers\">\n                Meal vouchers provided: → Da\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 → 100.0 per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Ne\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    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