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Magyar Szó -","Serbia - SRB Newspaper D.o.o. Magyar Szó -","SRB Newspaper D.o.o. Magyar Szó - - Publishing, printing, media",{"name":41,"data":42},"MagyarSzo 2024-05-13 09.32.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>MagyarSzo 2024-05-13 09.32\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch1>1. Reprezentativni sindikati;\u003C\u002Fh1>\n\n\u003Ch1>*Sindikat \"Nezavisnost” D. o. o. Magyar Szć KfL, koga zastupa predsednik\nEržebet Tot Batori\u003C\u002Fh1>\n\n\u003Ch1>*Savez samostalnih sindikata Srbije, koga zastupa predsednik Atila Varga (u\ndaljem tekstu: sindikati)\u003C\u002Fh1>\n\n\u003Ch1>i\u003C\u002Fh1>\n\n\u003Ch1>2.D.o.o. Magyar Szć Kit, Vojvode Mišića 1, Novi Sad koje zastupa\ndirektor Rozalija Ekres (u daljem tekstu: poslodavac)\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Na osnovu Člana 240, i 248. Zakona o radu (\"SI. glasnik RS,\\ br. 24\u002F2005,\n61\u002F2005, 54\u002F2009, 32\u002F2013, 75\u002F2014, 13\u002F2017»odluka US, 113\u002F2017 I 95\u002F2018\n-autentično tumačenje),\u003C\u002Fp>\n\n\u003Cp>1. Reprezentativni sindikati;\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>*\u003C\u002Fstrong>Sindikat \"Nezavisnost” D. o. o. Magyar Szć KfL, koga\nzastupa predsednik Eržebet Tot Batori\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>*\u003C\u002Fstrong>Savez samostalnih sindikata Srbije, koga zastupa\npredsednik Atila Varga (u daljem tekstu: sindikati)\u003C\u002Fp>\n\n\u003Cp>i\u003C\u002Fp>\n\n\u003Cp>2.D.o.o. Magyar Szć Kit, Vojvode Mišića 1, Novi Sad koje zastupa direktor\nRozalija Ekres (u daljem tekstu: poslodavac)\u003C\u002Fp>\n\n\u003Cp>Dana:_______________godine u Novom Sadu, zaključili su:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>I OSNOVNE ODREDBE\u003C\u002Fh2>\n\n\u003Ch4>Član 1.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ovim kolektivnim ugovorom, u skladu sa Zakonom o radu (u daljem tekstu:\nkolektivni ugovor) i drugim posebnim zakonima i propisima, uz uvažavanje\nspecifičnosti uslova i organizacije rada i interesa zaposlenih u D.o.o. Magyar\nSzć Kft. (u daljem tekstu: poslodavac) uređuju se prava, obaveze i\nodgovornosti zaposlenih i poslodavca iz oblasti rada i radnih odnosa, postupak\nzaključivanja ovog kolektivnog ugovora, međusobni odnosi učesnika ovog\nkolektivnog ugovora i druga pitanja od značaja za zaposlene i poslodavca.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 2.\u003C\u002Fh4>\n\n\u003Cp>Ovaj kolektivni ugovor se neposredno primenjuje na sve zaposlene, a\nobavezuje i zaposlene koji nisu članovi reprezentativnog sindikata. Prava,\nobaveze i odgovornosti zaposlenih, koja nisu posebno utvrđena ovim Ugovorom\nostvaruju se na način predviđen Zakonom o radu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 3,\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ovaj kolektivni ugovor, ugovor o radu i druga akta poslodavca iz oblasti\nrada i radnih odnosa, ne mogu da sadrže odredbe kojima se zaposlenima daju\nmanja prava ili utvrđuju nepovoljniji uslovi rada, od prava i uslova koji su\nutvrđeni zakonom i ostalim propisima.\u003C\u002Fp>\n\n\u003Cp>Ovim kolektivnim ugovorom i ugovorom o radu mogu da se utvrde veća prava i\npovoljniji uslovi rada, od prava i uslova utvrđenih zakonom, kao i druga prava\nkoja nisu utvrđena zakonom, osim ako zakonom nije drukčije određeno.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 4.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Učesnici ovog kolektivnog ugovora su saglasni da će preduzimati mere u\ncilju ostvarivanja uslova za primenu odredaba ovog kolektivnog ugovora.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Ugovor o radu\u003C\u002Fh3>\n\n\u003Ch4>Član 12.\u003C\u002Fh4>\n\n\u003Cp>Radni odnos zasniva se Ugovorom o radu.\u003C\u002Fp>\n\n\u003Cp>Ugovor o radu zaključuju zaposleni i poslodavac, ili lice koje poslodavac\novlasti, pre stupanja zaposlenog na rad, u pismenom obliku. Ugovorom o radu se\nugovaraju prava, obaveze i odgovornosti iz radnog odnosa, u skladu sa ovim\nkolektivnim ugovorom.\u003C\u002Fp>\n\n\u003Cp>Ugovor o radu se zaključuje u tri primorka, od kojih se jedan primerak\nobavezno predaje zaposlenom, a dva zadržava poslodavac.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da original ugovora o radu ili njegovu fotokopiju drži\nu sedištu, kao i u mestu rada zaposlenog, ukoliko zaposleni radi van sedišta\nposlodavca.\u003C\u002Fp>\n\n\u003Cp>Ugovor o radu može da se zaključi na određeno ili neodređeno vreme. U\nUgovoru o radu mora da bude naznačeno da li se radni odnos zasniva na\nodređeno ili neodređeno vreme, a ukoliko u ugovoru nije utvrđeno vreme za\nkoje se zaključuje, smatra se da je zaključen na neodređeno vreme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 13.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni ostvaruje prava, obaveze i odgovornosti iz radnog odnosa od dana\nstupanja na rad.\u003C\u002Fp>\n\n\u003Cp>Ako zaposleni ne stupi na rad danom utvrđenim ugovorom o radu, smatra se da\nnije zasnovao radni odnos, osim ako je sprečen da stupi na rad iz opravdanih\nrazloga.\u003C\u002Fp>\n\n\u003Cp>Opravdanim razlogom u smislu stava 2, ovog člana smatra se:\u003C\u002Fp>\n\n\u003Cp>1.bolest zaposlenog;\u003C\u002Fp>\n\n\u003Cp>2.smrtni slučaj člana uže porodice;\u003C\u002Fp>\n\n\u003Cp>3.teža bolest Člana uže porodice;\u003C\u002Fp>\n\n\u003Cp>4.viša sila, i\u003C\u002Fp>\n\n\u003Cp>5.poziv vojnih ili državnih organa.\u003C\u002Fp>\n\n\u003Cp>O razlozima iz stava 3. ovog člana, zaposleni je dužan da odmah obavesti\nposlodavca.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>Probni rad\u003C\u002Fh3>\n\n\u003Ch4>Član 14,\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ugovorom o radu, kao uslov za zasnivanje radnog odnosa, može da se predvidi\nprobni rad za obavljanje jednog posla ili više povezanih poslova, odnosno\nsrodnih poslova ugovorenih ugovorom o radu, na osnovu Pravilnika o organizaciji\ni sistematizaciji poslova.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Probni rad ne može da traje duže od 6 (šest) meseci. Dužina probnog rada\nutvrđuje se zavisno od složenosti posla i stepena stručne spreme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 15.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Stručne i druge radne sposobnosti zaposlenog na probnom radu prati i\nocenjuje tročlana Komisija, imenovana od strane direktora pre stupanja\nzaposlenog na probni rad. Predsednik Komisije treba da ima najmanje isti stepen\nstručne spreme, određene vrste zanimanja, kao i zaposleni na probnom radu.\u003C\u002Fp>\n\n\u003Cp>Komisija je dužna da mišljenje o rezultatima probnog rada u vidu\nizveštaja dostavi direktoru i zaposlenom koji se nalazio na probnom radu, 10\n(deset) dana pre isteka probnog rada. Na osnovu izveštaja poslodavac, odnosno\novlnšćeno lice kod poslodavca zaključuju ili otkazuju Ugovor o radu.\u003C\u002Fp>\n\n\u003Cp>Za vreme trajanja probnog rađa, zaposleni ili poslodavac mogu da otkažu\nugovor o radu.\u003C\u002Fp>\n\n\u003Cp>Ukoliko ugovor otkazuje poslodavac, dužan jc da navede razloge zbog kojih\ndaje otkaz pre isteka vremena trajanja probnog rada, odnosno svoju ocenu i\nmišljenje o sposobnosti zaposlenog. U ovom slučaju otkazni rok iznosi 5 (pet)\nradnih dana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 16.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Odredbe o probnom radu ne primenjuju se kod zasnivanja radnog odnosa sa\npripravnicima.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Radni odnos na određeno vreme\u003C\u002Fh3>\n\n\u003Ch4>Član 17.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Radni odnos na određeno vreme može da se zasnuje radi obavljanja poslova\nčije je trajanje unapred određeno objektivnim razlozima koji su opravdani\nrokom ili izvršenjem određenog posla ili nastupanjem određenog događaja, za\nvreme trajanja tih potreba.\u003C\u002Fp>\n\n\u003Cp>Sa istim zaposlenim poslodavac može da zaključi jedan ili više ugovora o\nradu, sa ili bez prekida, ali ne duže od 24 (dvadesetčetiri) meseca. Pretekom\nroka sa zaposlenim se može zasnovati samo radni odnos na neodređeno vreme.\u003C\u002Fp>\n\n\u003Cp>Izuzetno od stava 2. ovog člana, poslodavac sa zaposlenim može da zasnuje\nradni odnos na određeno vreme do povratka privremeno odsutnog zaposlenog, do\nzavršetka rada na projektu čije je vreme unapred određeno, sa stranim\ndržavljaninom do isteka roka na koji mu je izdata dozvola za rad. Sa istim\nzaposlenim poslodavac može da ponovo zasnuje radni odnos na određeno vreme po\nistom, odnosno drugom pravnom osnovu, u skladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>Zaposleni koji je zasnovao radni odnos na određeno vreme, zasniva radni\nodnos na neodređeno vreme ako poslodavac ne otkaže ugovor o radu, a zaposleni\nnastavi da radi 5 (pet) radnih dana po isteku roka za koji je zasnovao radni\nodnos, ili je ugovor o radu zaključen suprotno odredbama zakona. U tom\nslučaju, poslodavac je dužan da sa zaposlenim zaključi ugovor o radu na\nneodređeno vreme. Ovim ugovorom može da bude predviđeno da zaposleni obavlja\niste poslove za koje je zasnovao radni odnos na određeno vreme ili druge\nposlove.\u003C\u002Fp>\n\n\u003Cp>Zaposleni koji je zasnovao radni odnos na određeno vreme ima sva prava,\nobaveze i odgovornosti kao i zaposleni koji je zasnovao radni odnos na\nneodređeno vreme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Radni odnos sa nepunim radnim vremenom\u003C\u002Fh3>\n\n\u003Ch4>Član 18.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Radni odnos može da se, izuzetno, zasnuje na određeno ili neodređeno\nvreme, za rad sa radnim vemenom kraćim od punog radnog vremena (nepuno radno\nvreme), ali ne kraćim od 4 (četiri) časa dnevno.\u003C\u002Fp>\n\n\u003Cp>Pravilnikom o organizaciji i sistematizaciji poslova utvrđuju se poslovi\nkoji mogu da se obavljaju sa nepunim radnim vremenom.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da pre utvrđivanja poslova sa nepunim radnim vremenom\nzatraži mišljenje reprezentativnih sindikata. U zahtevu je dužan da navede\nobrazložene razloge za utvrđivanje radnih mesta sa nepunim radnim vremenom.\nReprezentativni sindikat je dužan da mišljenje dostavi u roku od pet radnih\ndana od dana dobijanja zahteva.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 19.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni koji radi sa nepunim radnim vremenom ostvaruje pravo na zaradu,\ndruga primanja i druga prava iz radnog odnosa srazmerno vremenu provedenom na\nradu, osim ako za pojedina prava nije zakonom ili ovim kolektivnim ugovorom\ndrugčije određeno.\u003C\u002Fp>\n\n\u003Cp>Zaposlenom koji radi na poslovima sa nepunim radnim vremenom poslodavac je\ndužan da obezbedi iste uslove rada kao i zaposlenim sa punim radnim vremenom\nna istim ili srodnim poslovima.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 20.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da po utvrđivanju potrebe za popunu slobodnih radnih\nmesta utvrđenih Pravilnikom o organizaciji i sistematizaciji postova, a pre\nraspoređivanja zaposlenih ili objavljivanja oglasa za popunu radnih mesta u\nsredstvima javnog informisanja, istakne na oglasnoj tabli interni oglas za\npopunu radnih mesta sa punim ili nepunim radnim vremenom, u kome je naveden rok\nza prijavu, ne kraći od pet radnih dana.\u003C\u002Fp>\n\n\u003Cp>Zahtev zaposlenog, koji može da sadrži i zahtev za prelazak na puno ili\nnepuno radno vreme, poslodavac je dužan da razmotri i da zaposlenog pisanim\nputem obavesti o donetoj odluci u roku od sedam radnih dana, od dana navedenog\nu internom oglasu.\u003C\u002Fp>\n\n\u003Cp>Ukoliko poslodavac nije popunio slobodna radna mesta na osnovu procedure\nnavedene u stavu 1. i 2. ovog člana može da slobodna radna mesta oglasi u\nsredstvima javnog informisanja.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 21.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni koji radi sa nepunim radnim vremenom kod poslodavca može za\nostatak radnog vremena da zasnuje radni odnos kod drugog poslodavca i na taj\nnačin ostvari puno radno vreme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Radni odnos za obavljanje poslova van prostorija poslodavca\u003C\u002Fh3>\n\n\u003Ch4>Član 22.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Radni odnos može da se zasnuje i za obavljanje poslova van prostorija\nposlodavca, a obuhvata rad na daljinu i rad od kuće, u skladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>Odredbe ovog kolektivnog ugovora o zaradi, rasporedu radnog vremena,\nprekovremenom radu, preraspodeli radnog vremena, noćnom radu, odmorima i\nodsustvima primenjuju se i na zaposlene koji su zasnovali radni odnos za\nobavljanje poslova van prostorija poslodavca.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3>Pripravnici\u003C\u002Fh3>\n\n\u003Ch4>Član 23.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zasnivanje radnog odnosa u svojstvu pripravnika može da se vrši sa licem\nkoje prvi put zasniva radni odnos za zanimanje za koje je to lice steklo\nodređenu vrstu i stepen stručne spreme, kao i sa licem koje je radilo kraće\nod vremena utvrđenog za pripravnički staž u stepenu stručne spreme koja je\nuslov za rad na tim poslovima, utvrđenim Pravilnikom o organizaciji i\nsitematizaciji poslova, ili zakonom.\u003C\u002Fp>\n\n\u003Cp>Ugovorom o radu se između ostalog, utvrđuje dužina trajanja\npripravničkog staža, da li se zasniva radni odnos na određeno ili\nneodređeno vreme, način obučavanja, postojanje obaveze polaganja\npripravničkog ispita i način polaganja, kao i status zaposlenog posle\npoloženog, odnosno nepoloženog stručnog ispita.\u003C\u002Fp>\n\n\u003Cp>Stručna obuka pripravnika za samostalno obavljanje poslova traje:\u003C\u002Fp>\n\n\u003Cp>*zapripravnike sa završenom visokom školom.................do 12\n(dvanaest) meseci,\u003C\u002Fp>\n\n\u003Cp>*zapripravnike sa završenom višom Školom................do 9 (devet)\nmeseci,\u003C\u002Fp>\n\n\u003Cp>*zapripravnike sa završenom srednjom školom................do 6 (Šest)\nmeseci.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nakon isteka pripravničkog staža, pod uslovom da je u ugovoru o radu\npredviđena obaveza polaganja pripravničkog ispita, pripravnik polaže ispit\npred Komisijom od 3 (tri) člana, koju sačinjavaju lica. Predsednik komisije\ntreba da ima najmanje isti stepen stručne spreme, određene vrste zanimanja,\nkao i pripravnik.\u003C\u002Fp>\n\n\u003Cp>Pripravnik je dužan da prijavu za polaganje pripravničkog ispita, podnese\ndirektoru, najmanje 15 (petnaest) dana pre isteka pripravničkog staža.\u003C\u002Fp>\n\n\u003Cp>Ako pripravnik ne podnese prijavu za polaganje ispita, ili je podnese, a ne\npristupi njegovom polaganju, smatra se da nije položio.\u003C\u002Fp>\n\n\u003Cp>Imenovanje Komisije iz stava 4. ovog člana je u nadležnosti direktora.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch4>Član 24.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Polaganje pripravničkog ispita sastoji se iz usmenog i pismenog dela.\u003C\u002Fp>\n\n\u003Cp>Pismeni deo ispita sastoji se od obrade teme iz oblasti poslova za koje se\npripravnik obučavao i stručno osposobljavao za samostalni rad.\u003C\u002Fp>\n\n\u003Cp>Na usmenom delu ispita vrši se provera znanja i osposobljenosti\npripravnika. Pri proveri znanja i osposobljenosti, Komisija ima dužnost da\noceni sa koliko je uspeha pripravnik savladao program obuke i koliko se obučio\ni osposobio za samostalno obavljanje poslova konkretnog radnog mesta. Na osnovu\nrezultata pokazanih na ispitu, Komisija donosi ocenu \"položio\" ili \"nije\npoložio\",\u003C\u002Fp>\n\n\u003Cp>O toku stručnog ispita vodi se zapisnik.\u003C\u002Fp>\n\n\u003Cp>Pripravniku koji položi pripravnički ispit, izdaje se Uverenje o\npoloženom ispitu.\u003C\u002Fp>\n\n\u003Cp>Uverenje iz prethodnog stava sadrži: naziv poslova za koje se pripravnik\nosposobljavao za samostalan rad, datum kada je pripravnik polagao ispit, ocenu,\nime članova Komisije za polaganje ispita, stepen i vrsta njihove stručne\nspreme, kao i potpis poslodavca.\u003C\u002Fp>\n\n\u003Cp>Pripravniku koji je zasnovao radni odnos na neodređeno vreme, a nije\npoložio stručni ispit, prestaje radni odnos po isteku pripravničkog\nstaža.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 25.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pripravnik koji je zasnovao radni odnos na određeno vreme, može da nakon\nisteka pripravničkog staža, ostane u radnom odnosu, odnosno da zaključi\nugovor o radu na neodređeno vreme, pod uslovom da je u toku pripravničkog\nstaža postizao dobre rezultate i da je reČ o neophodnom stručnom kadru, o\nčemu odluku donosi direktor, na predlog neposrednog rukovodioca.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 26.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Za vreme trajanja pripravničkog staža pripravnik ima prava, obaveze i\nodgovornosti kao i drugi zaposleni kod poslodavca.\u003C\u002Fp>\n\n\u003Cp>Pripravnik je dužan da se, u toku rada kod poslodavca, u svemu pridržava\nodredbi pozitivnih propisa, ovog kolektivnog ugovora, ugovora o radu i drugih\nakata poslodavca.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>III RADNO VREME\u003C\u002Fh2>\n\n\u003Ch3>Puno radno vreme\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch4>Član 27.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Radno vreme iznosi, po pravilu, 40 (Četrdeset) časova nedeljno, u skladu\nsa zakonom. Zaposlenom mlađem od 18 (osamnaest) godina života puno radno\nvreme iznosi 35 (tridesetipet) Časova nedeljno.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ako se kraćim radnim vremenom postiže veća produktivnost rada radno vreme\nza zaposlene može biti i kraće od 40 (četrdeset) Časova nedeljno, ali ne\nkraće od 36 (tridesetišest) časova nedeljno, pri čemu zaposleni ostvaruje\nsva prava iz radnog odnosa kao da radi sa punim radnim vremenom. Kraće radno\nvreme može da se uvede ako se rad obavlja u više smena, u turnusima ili noću\ni ako se kraćim radnim vremenom obezbeđuju uslovi za efikasniji rad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-dayspweek\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspday\">\u003Ch4>Član 28.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Radna nedelja, po pravilu, traje 5 (pet) radnih dana, a radni dan traje, po\npravilu, 8 (osam) časova.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Ako se kod poslodavca rad na pojedinim poslovima obavlja u smenama, noću\nili ako to priroda posla ili organizacija rada zahteva, radnu nedelju i\nraspored radnog vremena poslodavac može da organizuje i na drugi način.\u003C\u002Fp>\n\n\u003Cp>Ako priroda posla i organizacija rada u pojedinim organizacionim celinama\ndozvoljava, početak i završetak radnog vremena poslodavac može ugovoriti u\nodređenom vremenskom intervalu (klizno radno vreme).\u003C\u002Fp>\n\n\u003Cp>Zaposleni je obavezan koristiti karticu za evidenciju dolaska i odlaska sa\nrada prilikom ulaska na mesto rada, kao i prilikom napuštanja mesta rada.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 29.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ako je kod poslodavca rad na pojedinim poslovima organizovan u smenama, ili\nako to organizacija rada zahteva, puno ili nepuno radno vreme zaposlenog ne\nmora da bude raspoređeno jednako po radnim nedeljama, već se utvrđuje kao\nprosečno nedeljno radno vreme na mesečnom nivou. Zaposleni pod ovim uslovima\nmože da radi najduže 12 (dvanaest) časova dnevno, odnosno 48\n(četrdesetiosam) časova nedeljno, uključujući i prekovremeni rad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 30.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Odluku o utvrđivanju radnog vremena i rasporedu radnog vremena u okviru\nradne nedelje donosi direktor.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da obavesti zaposlenog o rasporedu i promeni rasporeda\nradnog vremena, najmanje 5 (pet) dana unapred, osim u slučaju uvođenja\nprekovremenog rada.\u003C\u002Fp>\n\n\u003Cp>U slučaju nastupanja nepredviđenih okolnosti-neophodnosti da se završi\nproces rada čije bi odlaganje dovelo do štetnih posledica i radi otkljanjanja\nkvara na sredstvima rada čije bi odlaganje uticalo na nastanak štetnih\nposledica, kao i uvođenja prekovremenog rada, poslodavac je dužan da obavesti\nzaposlenog o promeni rasporeda radnog vremena u roku od 3 (tri) dana unapred,\nali ne kraće od 48 (četrdesetiosam) časova unapred.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Pripravnost\u003C\u002Fh3>\n\n\u003Ch4>Član 31.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Radnim vremenom ne smatra se vreme u kome je zaposleni pripravan da se\nodazove na poziv poslodavca da obavlja poslove ako se ukaže takva potreba, pri\nČemu se zaposleni ne nalazi na mestu gde se njegovi poslovi obavljaju, u\nskladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>Vreme koje zaposleni u toku pripravnosti provede u obavljanju poslova po\npozivu poslodavca računa se kao prekovremeni rad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Dežurstvo\u003C\u002Fh3>\n\n\u003Ch4>Član 32.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposlenom se dežurstvo može odrediti najviše 4 (četiri) dana u toku\nmeseca, po unapred utvrđenom mesečnom rasporedu i to na osnovu pisanog naloga\nneposrednog rukovodioca,\u003C\u002Fp>\n\n\u003Cp>Ako vreme koje je zaposleni proveo u dežurstvu ne može biti predmet\npreraspodele radnog vremena, zaposlenom se ti sati računaju kao prekovremeni\nrad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Nepuno radno vreme\u003C\u002Fh3>\n\n\u003Ch4>Član 33.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pravilnikom o organizaciji i sistematizaciji poslova mogu se utvrditi\npojedini poslovi na kojima se rad organizuje u trajanju kraćem od punog radnog\nvremena, (nepuno radno vreme) ukoliko, zbog organizacije rada, karaktera i\nobima poslova ne postoji potreba da se radi puno radno vreme, po proceduri\nutvrđenoj u članu 20, ovog kolektivnog ugovora.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Skraćeno radno vreme\u003C\u002Fh3>\n\n\u003Ch4>Član 34.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Za poslove za koje se, merenjima uslova rada (buke, vibracija, visoka ili\nniska temperatura, prašina, zračenje, isparenja i đr.), od strane nadležnih\nstručnih službi utvrdi odstupanje od normalnih veličina, utvrđuje se\nskraćeno radno vreme, srazmemo štetnom dejstvu uslova rada, u zavisnosti od\norganizacije i tehnologije rada, a najviše 10 (deset) Časova nedeljno\n(poslovi sa povećanim rizikom).\u003C\u002Fp>\n\n\u003Cp>Uvođenju skraćenog radnog vremena za određene poslove, prethodi obavezna\nstručna analiza. Skraćeno radno vreme u pogledu ostvarivanja prava zaposlenih\nsmatra se punim radnim vremenom i na poslovima sa skraćenim radnim vremenom se\nne može vršiti preraspođela radnog vremena.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Ch3>Rad duži od punog radnog vremena (prekovremeni rad')\u003C\u002Fh3>\n\n\u003Ch4>Član 35.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rad duži od punog radnog vremena može da se uvede u slučaju više sile,\niznenadnog povećanja obima posla, kada je neophodno da se u određenom roku\nzavrši posao koji nije planiran kao i da se završi proces rada čije bi\nodlaganje dovelo do poremećaja u procesu rada.\u003C\u002Fp>\n\n\u003Cp>Rad duži od punog radnog vremena ne može da traje duže od 8 (osam)\nČasova nedeljno, a zaposleni ne može da radi duže od 12 (dvanaest) Časova\ndnevno, uključujući i prekovremeni rad. Ukoliko prekovremeni rad traje duže\nod 2 (dva) časa dnevno, poslodavac je obavezan da zaposlenom omogući pauzu od\n45 (čctrdesetipct) minula, koja se uračunava u puno radno vreme.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 36.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rešenje o radu dužem od punog radnog vremena, donosi direktor ili lice\nkoje on ovlasti, u skladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>Prekovremeni rad može biti:\u003C\u002Fp>\n\n\u003Cp>a)planirani\u003C\u002Fp>\n\n\u003Cp>b)neplanirani\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da vodi dnevnu evidenciju o prekovremenom radu.\u003C\u002Fp>\n\n\u003Cp>a) Planirani prekovremeni rad mora se najaviti barem pet radnih dana\nunapred. Za planirani prekovremeni rad zaposleni mora da dobije posebnu odluku\noverenu od strane Direktora ili lica koga on ovlasti. Planirani prekovremeni\nrad služi za planirane radove koji se moraju obaviti van uobičajenog radnog\nvremena.\u003C\u002Fp>\n\n\u003Cp>b) U slučaju neplaniranih potreba Direktor ilt lice koga on ovlasti može\nizdati usmeni nalog za prekovremeni rad, o kome se u najkraćem mogućem roku\nsačinjava službena zabeleška. Službena zabeleška se zavodi u delovodnu\nknjigu i kopije se dostavljaju svim zaposlenima na koje je imalo uticaja.\nZaposleni je dužan da o obavljenom prekovemenom radu sačini Izveštaj u kojem\nnavodi od koliko do koliko vremena je bio na prekovremenom radu i staje\nurađeno u tom periodu.\u003C\u002Fp>\n\n\u003Cp>Izveštaj o prekovremenom radu se mora sačiniti najkasnije u roku od sedam\nradnih dana od dana obavljenog prekovremenog rada.\u003C\u002Fp>\n\n\u003Cp>Izveštaj overava Direktor ili lice koga on ovlasti, nakon čega se na\nosnovu overenog izveštaj a donosi Odluka o isplati zarade za prekovremeni rad,\noverena od strane Direktora ili lica koga on ovlasti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Preraspodela radnog vremena\u003C\u002Fh3>\n\n\u003Ch4>Član 37.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kada to organizacija posla, priroda đelnlnosti, bolje i racionalnije\nkorišćenje sredstava rada, izvršenje određenih poslova u utvrđenim\nrokovima i drugi razlozi zahtevaju, puno radno vreme može da se preraspodeli\n(ako da u određenom vremenskom periodu radno vreme traje duže od 8 (osam)\nČasova dnevno, a u određenom vremenskom periodu kraće, s tim da, u periodu\nod Šest meseci u toku kalendarske godine u prošeku ne bude duže od\nugovorenog radnog vremena.\u003C\u002Fp>\n\n\u003Cp>U slučaju preraspodele radnog vremena, radno vreme u toku nedclje ne može\nda bude duže od 60 (šezdeset) Časova.\u003C\u002Fp>\n\n\u003Cp>Odluku o preraspodeli radnog vremena donosi direktor ili od njega\novlašćeni zaposleni, u skladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>O preraspodeli radnog vremena poslodavac je dužan da informiše zaposlene i\nda dostavi rešenje svakom zaposlenom pojedinačno, kako bi zaposleni mogli da\nostvare svoja prava po ovom osnovu.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da o izvršenoj preraspodeli radnog vremena vodi\nposebnu evidenciju.\u003C\u002Fp>\n\n\u003Cp>Rad duži od ugovorenog radnog vremena po osnovu preraspodele radnog vremena\nne smatra se prekovremenim radom. Izuzetno, na osnovu saglasnosti zaposlenog,\nzaposleni može da radi u prošeku duže od ugovorenog radnog vremena, a\nčasovi rada duži od prosečnog radnog vremena ostvareni u preraspodeli\nobračunavaju se i isplaćuju kao prekovremeni rad.\u003C\u002Fp>\n\n\u003Cp>Za obavljeni rad u preraspodeli radnog vremena zaposleni ima pravo na\nslobodne dane,\u003C\u002Fp>\n\n\u003Cp>Preraspodela radnog vremena ne može se vršiti na poslovima na kojima je\nuvedeno skraćeno radno vreme.\u003C\u002Fp>\n\n\u003Cp>Zabranjena je preraspodela radnog vremena zaposlenima mlađim od 18\n(osamnaest) godina života.\u003C\u002Fp>\n\n\u003Cp>Poslodavac može da izvrši preraspodelu radnog vremena zaposlenoj ženi za\nvreme trudnoće i zaposlenom roditelju sa detetom mlađim od 3 (tri) godine\nživota ili detetom sa težim stepenom psihofizičke ometenosti samo uz pisanu\nsaglasnost zaposlenog.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 38.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kada se zbog povećanog obima posla, posao ne može završiti u ugovorenim\nrokovima redovnom organizacijom radnog vremena, po prethodno dobijenoj\nsaglasnosti reprezentativnih sindikata, poslodavac može da donese odluku o\npreraspodeli radnog vremena u periodu dužem od 6 (šest) meseci, ali ne dužem\nod 9 (devet) meseci u uzastopnim kalendarskim godinama.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 39.\u003C\u002Fh4>\n\n\u003Cp>Zaposleni kome je radni odnos prestao pre isteka vremena za koje se vrši\npreraspodela radnog vremena ima pravo da mu se časovi rada duži od ugovorenog\nradnog vremena ostvareni u pre raspodeli radnog vremena preračunaju u njegovo\nradno vreme i da ga poslodavac odjavi sa obaveznog socijalnog osiguranja po\nisteku tog vremena ili da mu te Časove rada obračuna i isplati kao časove\nprekovremenog rada,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Noćni rad\u003C\u002Fh3>\n\n\u003Ch4>Član 40.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rad koji se obavlja u vremenu od 22 (dvadesetidva) časa do 06 (šest)\nčasova narednog dana, smatra se radom noću.\u003C\u002Fp>\n\n\u003Cp>Ako je rad organizovan u smenama, mora da se obezbedi izmena smena, tako da\nzaposleni ne radi neprekidno više od jedne radne nedelje noću.\u003C\u002Fp>\n\n\u003Cp>Zaposleni može da radi noću duže od jedne radne nedelje, uz njegovu\npismenu saglasnost.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IV ODMORI I ODSUSTVOVANJA SA RADA \u003C\u002Fh2>\n\n\u003Ch4>Član 41.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni koji radi najmanje šest časova dnevno ima pravo na odmor u toku\ndnevnog rada u trajanju od 30 (trideset) minuta, koji ne može da se koristi na\npočetku i kraju radnog vremena, pravo na odmor između dva uzastopna radna\ndana u trajanju od 12 (dvanaest) časova neprekidno i pravo na nedeljni odmor u\ntrajanju od 24 (dvadesetičetiri) časa neprekidno. Zaposleni koji radi u\npreraspodeli radnog vremena ima pravo na odmor u okviru 24 (dvadesetičetiri)\nčasa u neprekidnom trajanju od 11 (jedanaest) časova.\u003C\u002Fp>\n\n\u003Cp>Zaposleni koji radi duže od 4 (četiri) časa, a kraće od 6 (šest)\nčasova dnevno ima pravo na odmor u toku dnevnog rada u trajanju od 15\n(petnaest) minuta.\u003C\u002Fp>\n\n\u003Cp>Zaposleni koji radi duže od 10 (deset) časova dnevno, ima pravo na odmor u\ntoku rada u trajanju od 45 (četrdesetipet) minuta.\u003C\u002Fp>\n\n\u003Cp>Odmor u toku rada iz stava 1-3. ovog člana, uračunava se u puno radno\nvreme.\u003C\u002Fp>\n\n\u003Cp>Odluku o raspodredu korišćenja odmora u toku dnevnog rada donosi\ndirektor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch4>Član 42.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na najmanje jedan dan odmora u toku nedelje u trajanju\nod 24 (dvadesetičetiri) časa neprekidno, a kome se dodaje vreme dnevnog\nodmora u trajanju od 12 (dvanaest) časova, odnosno 11 (jedanaest) ako\nzaposleni radi u režimu preraspodele radnog vremena.\u003C\u002Fp>\n\n\u003Cp>Samo izuzetno, u slučaju da zaposleni ne može, zbog obavljana posla u\nrazličitim smenama ili u preraspodeli radnog vremena, da koristi zbirno vreme\niz stava 1. ovog člana, ima pravo na nedeljni odmor u trajanju od najmanje 24\n(dvadesetičetiri) časa neprekidno, ali najviše jednom u toku meseca.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Ch3>Godišnji odmor\u003C\u002Fh3>\n\n\u003Ch4>Član 43.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo da u toku godine koristi godišnji odmor u trajanju od\nnajmanje 20 (dvade set) radnih dana.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Zaposlenom se ne može uskratiti pravo na koriŠćenje godišnjeg odmora ili\nzameniti novčanom naknadom, osim u slučaju prestanka radnog odnosa, niti se\non može odreći prava na korišćenje godišnjeg odmora.\u003C\u002Fp>\n\n\u003Cp>Dužinu i vreme koriŠćenja godišnjeg odmora utvrđuje direktor reŠenjem,\nprimenom svih merila i kriterijuma, koje se uručuje zaposlenom najkasnije 15\n(petnaest) dana pre dana početka korišćenja godišnjeg odmora, ReŠenje se\nmože dostaviti i u elektronskoj formi, ali je poslodavac dužan da ga\nzaposlenom, na njegov zahtev, dostavi i u pisanoj formi.\u003C\u002Fp>\n\n\u003Cp>Ako se godišnji odmor koristi na zahtev zaposlenog, rešenje o korišćenju\ngodišnjeg odmora poslodavac može da dostavi i neposredno pre konšćenja\ngodišnjeg odmora.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 44.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dužina godišnjeg odmora utvrđuje se tako što se zakonski minimum od 20\n(dvadeset) radnih dana uvećava po osnovu kriterijuma utvrđenih zakonom\n(doprinos na radu, uslovi rada, radno iskustvo, stručna sprema), kao i po\nosnovu kriterijuma utvrđenih ovim kolektivnim ugovorom (rad noću, rad subotom\ni neđeljom, invalidnost i status samohranog roditelja deteta do 14\n(četrnaest) godina života).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 45.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Godišnji odmor iz predhodnog člana ovog kolektivnog ugovora utvrđuje se\ntako što se zakonski minimum od 20 radnih dana uvećava prema sledećim\nmerilima i kriterijumima:\u003C\u002Fp>\n\n\u003Cp>1 .Doprinosa na radu i složenosti poslova i radnih zadataka na radnom\nmestu:\u003C\u002Fp>\n\n\u003Cp>Stručna sprema: NKV, PKV, NSS....................1 radni dan,\u003C\u002Fp>\n\n\u003Cp>Stručna sprema: KV, SSS, VKV.................... 2 radna dana,\u003C\u002Fp>\n\n\u003Cp>Stručna sprema: VSS, VSS i naviše....................3 radna dana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>2,Po osnovu uslova rada odnosno otežanih uslova rada:\u003C\u002Fp>\n\n\u003Cp>-urednici, novinari, fotoreporteri....................2 radna dana,\u003C\u002Fp>\n\n\u003Cp>-zaposleni na radnim mestima sa povećanim rizikom....................2\nradna dana,\u003C\u002Fp>\n\n\u003Cp>-pretežnog rada noću....................2 radna dana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>3.Po osnovu radnog iskustva: za svakih pet godina radnog iskustva jedan\nradni dan, i to:\u003C\u002Fp>\n\n\u003Cp>-za svih navršenih 5 godina staža osiguranja....................I radni\ndan.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>4.Drugi kriterijumi -zdrastveno i socijalno stanje:\u003C\u002Fp>\n\n\u003Cp>-invalidu rada i vojnom invalidu.................... 1 radni dan,\u003C\u002Fp>\n\n\u003Cp>-zaposlenom koji u svom domaćinstvu izdržava dete koje ima\u003C\u002Fp>\n\n\u003Cp>smetnje u svom psihofizičkom razvoju.................... 1 radni dan,\u003C\u002Fp>\n\n\u003Cp>-roditelju sa jednim ili više dece mlađe od 15 godina života\n....................1 radni dan po detetu,\u003C\u002Fp>\n\n\u003Cp>-samohranom roditelju sa detetom do 15 godina života ....................2\nradna dana po detetu.\u003C\u002Fp>\n\n\u003Cp>Da bi ostvario pravo iz kriterijuma pod 4, zaposleni je dužan da podnese\nodgovarajuću dokumentaciju.\u003C\u002Fp>\n\n\u003Cp>Godišnji odmor zaposlenog, čiju dužinu poslodavac određuje rešenjem, ne\nmože biti duži od 30 (trideset) radnih dana u toku kalendarske godine. \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 46,\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni koji prvi put zasniva radni odnos stiče pravo da koristi\ngodišnji odmor u kalendarskoj godini posle mesec dana neprekidnog rada kod\nposlodavca,\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na dvanaestim) godišnjeg odmora (srazmerni deo) za\nsvaki mesec dana rada u kalendarskoj godinu u kojoj je zasnovao radni odnos ili\nu kojoj mu prestaje radni odnos.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 47.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Godišnji odmor može da se koristi u celini ili u dva ili više delova.\u003C\u002Fp>\n\n\u003Cp>Ukoliko zaposleni koristi ceo godišnji odmor, isti mora da započne u\nkalendarskoj godini za koju koristi godišnji odmor.\u003C\u002Fp>\n\n\u003Cp>Ako zaposleni koristi godišnji odmor u delovima, prvi deo koristi u\ntrajanju od najmanje dve radne nedelje u kontinuitetu u toku kalendarske\ngodine, a drugi deo najkasnije do 30-og juna naredne godine.\u003C\u002Fp>\n\n\u003Cp>Zaposleni može da koristi drugi deo godišnjeg odmora u delovima samo na\nsvoj zahtev, u dogovoru sa poslodavcem.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 48,\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vreme korišćenja godišnjeg odmora utvrđuje se, po pravilu, planom\nkorišćenja godišnjeg odmora za svaku kalendarsku godinu, koji donosi\ndirektor ili lice koje on ovlasti, uz prethodnu konsultaciju sa zaposlenim,\nvodeći računa o ravnopravnosti zaposlenih u korišćenju termina. Poslodavac\nmože da izmeni vreme korišćenja godišnjeg odmora ako to zahtevaju potrebe\nposla, najkasnije 5 radnih dana pre dana određenih za korišćenje godišnjeg\nodmora.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je obavezan da zaposlenom naknadi stvarno nastale troškove zbog\nizmene vremena korišćenja godišnjeg odmora, ako je poslodavac unapred\nobavešten o troškovima zaposlenih.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 49.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Izuzetno, zaposlenom se može prekinuti godišnji odmor u uslovima kada je\nnjegov rad neophodan za normalno odvijanje procesa rada kod poslodavca.\u003C\u002Fp>\n\n\u003Cp>O prekidu godišnjeg odmora, zaposlenom se izdaje pismeno rešenje koje\ndonosi direktor, ili od njega ovlašćeni zaposleni.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Odsustvovanje sa rada uz naknadu zarade {plaćeno odsustvo)\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch4>Član 50.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cp>Poslodavac je dužan da zaposlenom omogući plaćeno odsustvo, do 5 (pet)\nradnih dana, u kalendarskoj godini u slučaju:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>* stupanja zaposlenog u brak- 3 (tri) radna dana;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>* stupanje u brak dece zaposlenog - 2 (dva) radna dana;\u003C\u002Fp>\n\n\u003Cp>* porođaja drugog člana uže porodice - I (jedan) radni dan;\u003C\u002Fp>\n\n\u003Cp>* smrti roditelja, usvojioca, brata ili sestre bračnog druga zaposlenog -2\n(dva) radna dana;\u003C\u002Fp>\n\n\u003Cp>* zaštite i otklanjanja štetnih posledica u domaćinstvu prouzrokovanih\nelementarnom nepogodom - 3 (tri) radna dana; \u003C\u002Fp>\n\n\u003Cp>* selidbe sopstvenog domaćinstva na području islog naseljenog mesta-1\n(jedan) radni dan, a iz jednog u drugo naseljeno incsto-3 (tri) radna dana;\u003C\u002Fp>\n\n\u003Cp>* polaganja stručnog ili drugog ispita-1 (jedan) rodni dan, a no zahtev\nposlodavca ukupno 5 (pet) radnih dana u toku jedne kalendarske godine;\u003C\u002Fp>\n\n\u003Cp>* radno-proizvodnih tnkmičenja-nojviše 2 (đvn) radna dana u kalendarskoj\ngodini koje organizuje sindikat ili poslodavac\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>* teže bolesti Člana uže porodice- 5 (pet) radnih dano;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>* zaposlenim majkama\u002Froditeljima, čija deca prvi put kreću u prvi razred\nosnovne škole-1 (jedan) radni dan;\u003C\u002Fp>\n\n\u003Cp>* i u drugim slučajevima u dogovoru sa poslodavcem.\u003C\u002Fp>\n\n\u003Cp>Pored prava na odsustvo iz stava l, ovog člana zaposleni ima pravo na\nplaćeno odsustvo još:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>* 5 (pet) radnih dana zbog smrti Člana uže porodice;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>* 2 (dva) uzastopna dana za svaki slučaj dobrovoljnog davanja krvi,\nuključujući i dan davanja krvi;\u003C\u002Fp>\n\n\u003Cp>* 5 (pet) radnih dana za svaki slučaj dobrovoljnog davanja tkiva i drugih\norgana u humane svrhe;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>* 5 (pet) radnih dana zbog porođaja supruge zaposlenog,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Članovima uže porodice smatraju se bračni drug, deca, braća, sestre,\nroditelji, usvojilac, usvojenik i staratelj.\u003C\u002Fp>\n\n\u003Cp>Za dane provedene na plaćenom odsustvu se obračunava naknada zarade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Odsustvo bez naknade zarade (neplaćeno odsustvo)\u003C\u002Fh3>\n\n\u003Ch4>Član 51.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac može zaposlenom da odobri odsustvo bez naknade zarade\n(neplaćeno), do 5 (pet) radnih dana, radi obavljanja privatnih poslova.\u003C\u002Fp>\n\n\u003Cp>Poslodavac može, na zahtev zaposlenog, da zaposlenom omogući korištenje\nneplaćenog odsustva u dužem trajanu od trajanja predviđenog u stavu 1 ovog\nelana, a najviše 6 (Šest) meseci u toku kalendarske godine, kada to ne remeti\nproces rada.\u003C\u002Fp>\n\n\u003Cp>Za slučajeve neplaćenog odsustva zaposleni je dužan da poslodavcu podnese\npismeni zahtev, o kojem odlučuje direktor pismenim resenjem.\u003C\u002Fp>\n\n\u003Cp>Za vreme neplaćenog odsustva zaposlenom miruju prava i obaveze iz radnog\nodnosa, a poslodavac plaća zaposlenom doprinos za zdravstveno osiguranje, samo\nako ima maloletno dete do 3 (tri) godine.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Mirovanje radnog odnosa\u003C\u002Fh3>\n\n\u003Ch4>Član 52.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposlenom miruje radni odnos pod uslovima i u slučajevima utvrđenim\nzakonom.\u003C\u002Fp>\n\n\u003Cp>Po prestanku mirovanja radnog odnosa u skladu sa Zakonom o radu, u slučaju\ni ako je zaposlenom odobreno neplaćeno odsustvo do 3 (tri) godine života\nđeteta zaposleni je dužan da se vrati na rad kod poslodavca u roku do 15\n(petaest) dana od dana isteka roka za koji mu miruje radni odnos, na iste ili\ndruge poslove koji odgovaraju stepenu i vrsti njegove stručne spreme,\nodređene vrste zanimanja, znanju i sposobnosti. \u003C\u002Fp>\n\n\u003Cp>U ostalim slučajevima koriSćenja neplaćenog odsustva zaposleni jc dužan\nda se vrati na rad narednog dana od dana isteka koriSćenja neplaćenog\nodsustva.\u003C\u002Fp>\n\n\u003Cp>Ukoliko se zaposleni ne vrati na rad u tom roku, prestaje mu rudni odnos.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>V BEZBEDNOST I ZAŠTITA ZDRAVIJA I OSIGURANJE ZAPOSLENIH\u003C\u002Fh2>\n\n\u003Ch2>\u003C\u002Fh2>\n\n\u003Ch4>Član 53.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni kod poslodavca imaju pravo da izaberu jednog ili više\npredstavnika za bezbednost i zdravlje na radu (u daljem tekstu: predstavnik\nzaposlenih).\u003C\u002Fp>\n\n\u003Cp>Najmanje tri predstavnika zaposlenih obrazuju Odbor za bezbednost i zdravlje\nna radu (u daljem tekstu: Odbor), a koji se biraju na osnovu predloga\nsindikata.\u003C\u002Fp>\n\n\u003Cp>U Odbor se imenuje najmanje jedan predstavnik poslodavca, tako da broj\npredstavnika zaposlenih bude veći za najmanje jedan od broja predstavnika\nposlodavca.\u003C\u002Fp>\n\n\u003Cp>Sednice Odbora zakazuje predsednik Odbora, koga biraju članovi Odbora\nvećinom glasova. Odbor zaseda po potrebi.\u003C\u002Fp>\n\n\u003Cp>Zaključci sa sednica Odbora su validni samo u slučaju ako se to potvrdi\nvećinom glasova članova Odbora.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 54.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da na zahtev, predstavniku zaposlenih, odnosno Odboru\nomogući;\u003C\u002Fp>\n\n\u003Cp>1)uvid u sve akte koji se odnose na bezbednost i zdravlje na radu;\u003C\u002Fp>\n\n\u003Cp>2)da učestvuju u razmatranju svih pitanja koja se odnose na sprovođenje\nbezbeđnosti i zdravlja na radu.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da predstavnika zaposlenih, odnosno Odbor informiše o\nsvim podacima koji se odnose na bezbednost i zdravlje na radu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 55.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Predstavnik zaposlenih, odnosno Odbor imaju pravo:\u003C\u002Fp>\n\n\u003Cp>1)da poslodavcu daju predloge o svim pitanjima koja se odnose na bezbednost\ni zdravlje na radu;\u003C\u002Fp>\n\n\u003Cp>2)da zahtevaju od poslodavca da preduzme odgovarajuće mere za otklanjanje\nili smanjenje rizika koji ugrožava bezbednost i zdravlje zaposlenih;\u003C\u002Fp>\n\n\u003Cp>3)da zahtevaju vršenje nadzora od strane inspekcije rada, ako smatraju da\nposlodavac nije sproveo odgovarajuće mere za bezbednost i zdravlje na radu.\u003C\u002Fp>\n\n\u003Cp>Predstavnik zaposlenih, odnosno članovi Odbora imaju pravo da prisustvuju\ninspekcijskom nadzoru.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 56.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da predstavnika zaposlenih, odnosno Odbor upozna:\u003C\u002Fp>\n\n\u003Cp>1)sa nalazima i pred lozima ili predu zetim merama inspekcije rada;\u003C\u002Fp>\n\n\u003Cp>2)sa izveštajima o povredama na radu, profesionalnim oboljenjima i\noboljenjima u vezi sa radom i o preduzetim merama za bezbednost i zdravlje na\nradu;\u003C\u002Fp>\n\n\u003Cp>3)o preduzetim merama za sprečavanje neposredne opasnosti po život i\nzdravlje.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 57.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac i predstavnik zaposlenih, odnosno Odbor i sindikat, dužni su da\nmeđusobno sarađuju o pitanjima bezbednosti i zdravlja na radu, u skladu sa\novim zakonom i drugim propisima.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>VI ZARADE, NAKNADE ZARADE I DRUGA PRIMANJA\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3>Zarada\u003C\u002Fh3>\n\n\u003Ch4>Član 58.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na odgovarajuću zaradu koja se utvrđuje u skladu sa\nzakonom, ovim kolektivnim ugovorom i ugovorom o radu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-eqpay\">\u003Cp>Zaposlenima se garantuje jednaka zarada za isti rad ili rad iste vrednosti\nkoji ostvaruju kod poslodavca.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Zaradu u smislu stava 1 ovog člana, čini: zarada za obavljeni rad i vreme\nprovedeno na radu, zarada po osnovu doprinosa zaposlenog poslovnom uspehu\nposlodavca (nagrade, bonusi i sh) i druga primanja po osnovu radnog odnosa u\nskladu sa ovim kolektivnim ugovorom i ugovorom o radu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 59.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zarada za obavljeni rad i vreme provedeno na radu sastoji se od:\u003C\u002Fp>\n\n\u003Cp>*osnovne zarade,\u003C\u002Fp>\n\n\u003Cp>*dela zarade za radni učinak, i\u003C\u002Fp>\n\n\u003Cp>*uvećane zarade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 60.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Učesnici ovog kolektivnog ugovora, u procesu pregovaranja, utvrđuju: cenu\nrada za najjednostavniji posao; koeficijent posla, period primene ovako\nutvrđene cene rada, početak pregovora i rok utvrđivanja cene rada za\nnajjednostavniji posao za naredni period.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Osnovna zarada\u003C\u002Fh3>\n\n\u003Ch4>Član 61.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Osnovna zarada utvrđuje se za sve poslove utvrđene Pravilnikom o\norganizaciji i sistematizaciji poslova.\u003C\u002Fp>\n\n\u003Cp>Osnovnu zaradu posla čini proizvod vrednosti cene rada za najjednostavniji\nposao, koeficijenta posla i vremena provedenog na radu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 62.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vrednost cene rada za najjednostavniji posao (koeficijent 1) utvrđuje se u\niznosu minimalne zarade za prosečno 174 Časa utvrđene u skladu sa Zakonom,\nuvećane za pripadajuće poreze i doprinose, u skladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 63.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Vrednost cene rada za najjednostavniji posao utvrđuje se jedinstveno za sve\nzaposlene.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 64.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Učesnici ovog kolektivnog ugovora mogu pokrenuti inicijativu za ugovaranje\nnove cene rada za najjednostavniji posao, u sledećim slučajevima:\u003C\u002Fp>\n\n\u003Cp>*ako dođe do porasta potrošačkih cena iznad 10%, a prema posiednjem\nobjavljenom podatku republičkog organa nadležnog za poslove statistike u\nodnosu na dan ugovaranja cene rada za najjednostavniji posao , koja je na\nsnazi;\u003C\u002Fp>\n\n\u003Cp>*ako dođe do poremećaja u poslovanju koji onemogućavaju isplatu zarade na\nosnovu ugovorene osnovne zarade za najjednostavniji posao.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 65.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Koeficijenti poslova utvrđeni Pravilnikom o organizaciji i sitematizaciji\nposla utvrđuju se u zav- isnosti od:\u003C\u002Fp>\n\n\u003Cp>*složenosti posla;\u003C\u002Fp>\n\n\u003Cp>*potrebne stručne spreme;\u003C\u002Fp>\n\n\u003Cp>*odgovornosti, i uslova rada\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 66.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Koeficijenti posla za sva radna mesta sistematizovana Pravilnikom o\norganizaciji i sistematizaciji posla društva utvrđena su u Tabeli I, koja\nčini sastavni deo ovog kolektivnog ugovora.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 67.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ugovorom o radu utvrđuje se osnovna zarada zaposlenog, na osnovu elemenata\nutvrđenih ovim kolektivnim ugovorom.\u003C\u002Fp>\n\n\u003Cp>Osnovna zarada zaposlenog ne može se utvrditi u manjem iznosu od iznosa\nutvrđenog njihovim ugovorima o radu u trenutku zaključenja ovog kolektivnog\nugovora.\u003C\u002Fp>\n\n\u003Cp>Osnovna zarada pripravnika sa kojim je poslodavac zasnovao radni odnos\nutvrđuje se u visini 80% od osnovne zarade za odgovarajuće postove za koje se\nzaposleni osposobljava za samostalani rad u struci.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 68.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Posebnim ugovorom, koji zaključuju direktor i Telo ovlašćenih lica,\nutvrđuje se zarada direktora.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Radni učinak\u003C\u002Fh3>\n\n\u003Ch4>Član 69.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zarada po osnovu radnog učinka obračunava se na osnovu rezultata rada\nzaposlenog na bazi sledećih kriterijuma-kvaliteta i obima obavljenog posla i\nodnosa zaposlenog prema radnim obavezama.\u003C\u002Fp>\n\n\u003Cp>Ocena rezultata rada zaposlenog vrši se na osnovu sledećih kriterijuma:\u003C\u002Fp>\n\n\u003Cp>*obima izvršenih poslova u odnosu na planirane i tekuće poslove;\u003C\u002Fp>\n\n\u003Cp>* kvaliteta izvršenih poslova u odnosu na standardni kvalitet, odnosno\nkvalitet koji je uobičajen za odgovarajuću vrstu posla;\u003C\u002Fp>\n\n\u003Cp>*izvršavanja poslova u utvrđenim rokovima; \u003C\u002Fp>\n\n\u003Cp>* efektivnog korišćenja radnog vremena;\u003C\u002Fp>\n\n\u003Cp>*odnosa prema radu (radna i tehnološka disciplina, saradnja u obavljanju\nposlova i sl.), i\u003C\u002Fp>\n\n\u003Cp>*uštede u materijalnim troškovima i odnosa prema sredstvima rada.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 70.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Na svim poslovima prate se i utvrđuju rezultati rada.\u003C\u002Fp>\n\n\u003Cp>Rezultate rada ocenjuje neposredni rukovodilac u skladu sa rukovodnom\nhijerarhijom, po principu od višeg ka nižem rukovodnom nivou i one čine\nosnov za uvećanje ili umanjenje osnovne zarade zaposlenog,\u003C\u002Fp>\n\n\u003Cp>Ocene se daju u pisanom obliku, sa obrazloženjem do 5. u mesecu za\nprethodni mesec.\u003C\u002Fp>\n\n\u003Cp>Svaki zaposleni ima pravo uvida u ocenu svoje radne uspešnosti, odnosno\nrezultata rada.\u003C\u002Fp>\n\n\u003Cp>Sindikat ima pravo kvartalnog uvida u raspodelu đela zarade isplaćene za\nradni učinak, na osnovu utvrđenih kriterijuma u ovom kolektivnom ugovoru.\u003C\u002Fp>\n\n\u003Cp>Deo zarade zaposlenog za radni učinak utvrđuje se na osnovu kvaliteta i\nobima obavljenog posla kao i odnosa zaposlenog prema radnim obavezama, u skladu\nsa navedenim kriterijumima u članu 69.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 71.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ukupan iznos dela zarade kojim se utvđuje radni učinak u bruto iznosu,\niznosi: 750.000,00 dinara (sedamstopedesethiljadadinara).\u003C\u002Fp>\n\n\u003Cp>Predlog direktoru za pojedinačni iznos dela zarade zaposlenog za radni\nučinak daju pomoćnici direktora organizacionih jeđinica.\u003C\u002Fp>\n\n\u003Cp>Način utvrđivanja i obračuna dela zarade zaposlenih u Oglasnom odeljenju\npo osnovu rezultata rada vrši se na sledeći način:\u003C\u002Fp>\n\n\u003Cp>1.Utvrđivanje bruto iznosa dela zarade po osnovu ostvarenih rezultata rada\nza zaposlene na radnom mestu Skupljač oglasa:\u003C\u002Fp>\n\n\u003Cp>Osnovicu za obračun dela zarade po osnovu ostvarenih rezultata rada čini\nostvareni obim prodaje oglasa, odnosno ostvareni prihod od naplaćene\nrealizacije oglasa iz predhodnog meseca pojedinačno za svakog zaposlenog na\nradnom mestu skupljača oglasa.\u003C\u002Fp>\n\n\u003Cp>U osnovicu se mogu ubrajati samo naplaćena potraživanja od prodaje oglasa\nčiji rok naplate nije duži od 45 (četrdesetpet) dana. Potraživanja od\nprodaje oglasa koja su naplaćena nakon isteka roka od 45 (četrdesetpet) dana\nne uzimaju se u osnovicu za obračun dela zarada po osnovu rezultata rada.\nPotraživanja od prodaje oglasa naplaćena putem kompenzacije uračunavaju se u\nosnovicu za obračun dela zarada po osnovu ostvarenih rezultata rada. Poslove\nkompenzacije, naplatu putem kompenzacije, kao i eventulano uračunavanje oglasa\nnaplaćenih putem kompenzacije, od čije valute je prošlo više od 45 dana u\nosnovicu za dela zarade po osnovu rezultata rada, odobrava Direktor na osnovu\npredloga Šefa oglasnog odeljenja. Bruto iznos dela zarade po osnovu ostvarenog\nrezultata rada zaposlenih na radnom mestu Skupljač oglasa obračunava se na\nosnovu pokazatelja iz tabele koja sledi:\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\" style=\"width: 100%\">\n  \u003Ccaption>\u003C\u002Fcaption>\n  \u003Ccolgroup>\u003Ccol>\n  \u003Ccol>\n  \u003C\u002Fcolgroup>\u003Ctbody>\n    \u003Ctr>\n      \u003Ctd>Skala ostvarenog obima prodaje oglasa (osnovica) u din:\u003C\u002Ftd>\n      \u003Ctd>Stopa zarade\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>do 100.000 dinara\u003C\u002Ftd>\n      \u003Ctd>nema zarade\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>od 100.001 do 125.000\u003C\u002Ftd>\n      \u003Ctd>1%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>od 125.001 do 150.000\u003C\u002Ftd>\n      \u003Ctd>2%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>od 150.001 do 175.000\u003C\u002Ftd>\n      \u003Ctd>3%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>od 175.001 do 200.000\u003C\u002Ftd>\n      \u003Ctd>4%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>od 200.001 do 225.000\u003C\u002Ftd>\n      \u003Ctd>5%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>od 225.001 do 250,000\u003C\u002Ftd>\n      \u003Ctd>6%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>od 250.001 do 280.000\u003C\u002Ftd>\n      \u003Ctd>7%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>od 280.001 do 320.000\u003C\u002Ftd>\n      \u003Ctd>8%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>od 320.001 do 360.000\u003C\u002Ftd>\n      \u003Ctd>9%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>iznad 360.001\u003C\u002Ftd>\n      \u003Ctd>10%\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Skupljač oglasa dužan je da za nenaplaćena potraživanja starija od 45\n(četrdesetpet) dana nastala od prodaje oglasa koju je sam izvršio, sprovede\nprogram vanrednih mera naplate i to:\u003C\u002Fp>\n\n\u003Cp>-najkasnije 50-og dana dužan je uputiti pismenu opomenu neurednom\nplatiši,\u003C\u002Fp>\n\n\u003Cp>-najkasnije 60-og dana dužan je uputiti opomenu pred tužbu ukoliko\npredhodna mera nije dala efekte,\u003C\u002Fp>\n\n\u003Cp>-najkasnije 75-og dana dužan je pravnoj službi preduzeća dostaviti\nkompletnu dokumentaciju za prinudnu naplatu putem suda.\u003C\u002Fp>\n\n\u003Cp>Skupljač oglasa koji ne sprovede utvrđeni program vanrednih mera naplate,\nu mesecu u kojem je to propustio da učini, gubi pravo na deo zarade po osnovu\nukupno ostvarenog rezultata rada.\u003C\u002Fp>\n\n\u003Cp>2.Utvrđivanje bruto iznosa zarade po osnovu ostvarenih rezultata rada za\nŠefa oglasnog odeljenja:\u003C\u002Fp>\n\n\u003Cp>Osnovicu za obračun iznosa bruto zarade po osnovu ostvarenih rezultata\nčini 1% od ostvarene naplaćene mesečne realizacije Oglasnog odeljenja za\nprethodni mesec (po svim osnovama), a čiji rok naplate nije duži od 45\n(četrdesetpet) dana.\u003C\u002Fp>\n\n\u003Cp>3.Za sve zaposlene u Oglasnom odeljenju, utvrđivanje dela zarade po osnovu\nostvarenih rezultata rada, nezavisno od naplaćene realizacije, primeniće se\nsistem premiranja, koji je u praksi u većem delu preduzeća.\u003C\u002Fp>\n\n\u003Cp>4.Obračun bruto i neto dela zarada po osnovu ostvarenih rezultata rada\nvršiće Sektor za finansijske i opšte poslove.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 72.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ocena rezultata rada izražava se na slcdeći način:\u003C\u002Fp>\n\n\u003Cp>*izuzetno se istiČe-povećanje osnovne zarade od 21% - 50% (izuzetnim\nzalaganjem zaposlenije izvršio maksimalan obim rada u okviru svog radnog\nvremena, u najkraćim rokovima, odgovarajućeg kvaliteta bez nadzora i\nuputstva)\u003C\u002Fp>\n\n\u003Cp>*naročito uspešan-povećanje osnovne zarade od 11% - 20% (naročitim\nzalaganjem zaposlenije izvršio maksimalan obim rada u okviru svog radnog\nvremena, u najkraćim rokovima, odgovarajućeg kvaliteta bez nadzora i\nuputstva);\u003C\u002Fp>\n\n\u003Cp>*uspešan-povećanje osnovne zarade od 1% - 10% (učinak zaposlenog i\nkvalitet rada u okviru izvršavanja poslova je iznad prošeka, greške u radu\nse pojavljuju izuzetno, samostalnost u raduje očita);\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-onceonlytype2\">\u003Ch3>Zarada iz dobiti\u003C\u002Fh3>\n\n\u003Ch4>Član 73.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kada poslodavac u poslovanju ostvari dobit po godišnjem obračunu, može da\nisplati zaradu iz dobiti zaposlenima do visine prosečne isplaćene mesečne\nzarade svakog zaposlenog za period za koji je izvršen godišnji obračun, a ne\nu većem iznosu ukupne mase od 80% iskazane dobiti, a uz saglasnost Tela\novlašćenih lica.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Uvećana zarada\u003C\u002Fh3>\n\n\u003Ch4>Član 74.\u003C\u002Fh4>\n\n\u003Cp>Zaposleni ima pravo na uvećanu osnovnu zaradu, i to:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>*za rad na dan praznika koji je zakonom određen kao neradni dan -110% od\nosnovice;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>*za rad noću - 26% od osnovice;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>*za prekovremeni rad - 26% od osnovice;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>*po osnovu vremena provedenog na radu - za svaku punu godinu rada ostvarenu\nu radnom odnosu 0,4% od osnovice.\u003C\u002Fp>\n\n\u003Cp>Ako su se istovremeno stekli uslovi za uvećanje zarade po više osnova,\nprocenat uvećanja zarade ne može biti niži od zbira procenata po svakom od\nosnova uvećanja.\u003C\u002Fp>\n\n\u003Cp>Osnovicu za obračun uvećane zarde čini osnovna zarada zaposlenog\nutvrđena ugovorom o radu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch4>Član 75.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na deo zarade po osnovu doprinosa poslovnom uspehu\nposlodavca (nagrade, bonusi i si.), i to prema sledećem:\u003C\u002Fp>\n\n\u003Cp>1.Svake godine na dan firme dodeljuju se novčane naknade u ukupnom neto\niznosu od 100.000,00 (stohiljada) dinara, na osnovu odluke direktora o\nnagrađenim licima i pojedinačnim iznosima nagrada, za sledeća\ndostignuća:\u003C\u002Fp>\n\n\u003Cp>a.) Nagrada za životno delo\u003C\u002Fp>\n\n\u003Cp>b.) Posebna nagrada za životno delo\u003C\u002Fp>\n\n\u003Cp>c.) Nagrada za novinarski rad\u003C\u002Fp>\n\n\u003Cp>d.) Nagrada'Torum\"\u003C\u002Fp>\n\n\u003Cp>e) Nagrada za perspektivnog suradnika\u003C\u002Fp>\n\n\u003Cp>2.Po ftnamijskim mogućnostima, isplaćuje se nagrada na svakih 5 (pet)\ngodina od osnivanja firme, na osnovu odluke direktora, u bruto iznosu do\n15,000,00 (petnacslhiljada) dinara po svakom zaposlenom.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Ch3>Minimalna zarada\u003C\u002Fh3>\n\n\u003Ch4>Član 76.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac može zaposlenom ponuditi zaključivanje ugovora o radu pod\nizmenjenim uslovima, vezano za isplatu minimalne zarade u uslovima poremećaja\nu procesu poslovanja-poslovanje sa gubitkom, nedostatak posla što utvrđuje\nTelo ovlašćenih lica posebnom odlukom, po prethodno pribavljenom mišljenju\nreprezentativnog sindikata.\u003C\u002Fp>\n\n\u003Cp>Minimalna zarada se može ugovoriti dok traju poremećaji iz stava 1, ovog\nČlana, ali ne duže od 6 (šest) meseci u toku kalendarske godine.\u003C\u002Fp>\n\n\u003Cp>Po isteku roka od 6 (šest) meseci od donošenja odluke o isplati minimalne\nzarade poslodavac je dužan da, mesec dana pre isteka roka od 6 (Šest) meseci,\nobavesti reprezentativni sindikat i obrazloži postojanje uslova iz stava 1.\novog člana, radi eventualnog nastavka isplate minimalne zarade.\nReprezentativni sindikat je dužan da svoje mišljenje o nastavku isplate\ndostavi poslodavcu u roku od 15 (petnaest) dana od dana dobijanja zahteva.\u003C\u002Fp>\n\n\u003Cp>Odluku o nastavku isplate minimalne zarade za naredni period, ne duži od\nšest meseci, uz prisustvo reprezentativnog sindikata, donosi Telo ovlašćenih\nlica.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Naknada zarade\u003C\u002Fh3>\n\n\u003Ch4>Član 77.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da zaposlenom isplati naknadu zarade za vreme\nodsustvovanja sa rada, u visini prosečne zarade u prethodnih 12 (dvanaest)\nmeseci, za vreme odsustvovanja sa rada na dan praznika koji je neradan dan,\ngodišnjeg odmora, plaćenog odsustva, vojne vežbe i odazivanja na poziv\ndržavnog organa.\u003C\u002Fp>\n\n\u003Cp>Poslodavac ima pravo na refundaciju isplaćene naknade zarade iz stava 1,\novog člana, u slučaju odsustvovanja sa rada zbog vojne vežbe ili odazivanja\nna poziv državnog organa, odnosno organa na čiji poziv se zaposleni odazvao,\nako zakonom nije drugačije određeno.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 78.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da zaposlenom isplati naknadu zarade u visini od 60%\nprosečne zarade u prethodnih 12 (dvanaest) meseci, i to:\u003C\u002Fp>\n\n\u003Cp>*za vreme prekida rada do koga je došlo naredbom nadležnog državnog\norgana ili nadležnog organa poslodavca, zbog neobezbeđivanja zaštite na radu\nkoja je uslov daljeg obavljanja rada bez ugrožavanja života i zdravlja\nzaposlenih i drugih lica i u drugim slučajevima, u skladu sa zakonom;\u003C\u002Fp>\n\n\u003Cp>*za vreme čekanja na raspoređivanje na druge poslove, na prekvalifikaciju\nili dokvalifikaciju, za vreme prekvalifikacije ili dokvalifikacije, za vreme\nčekanja na raspoređivanje, za vreme čekanja na upućivanje na rad kod drugog\nposlodavca - zaposlenog za kojeg je utvrđeno da predstavlja višak\nzaposlenih;\u003C\u002Fp>\n\n\u003Cp>*za vreme prekida rada do kojeg je došlo bez krivice zaposlenog, najduže\n45 (četrdesetipet) radnih dana u kalendarskoj godini, ili duže na osnovu\nZakona,\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Ch4>Član 79.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na naknadu znrndc za vreme odsustvovanja sa rada zbog\nprivremene nespososbnosti za rad do 30 (trideset) dana, i to;\u003C\u002Fp>\n\n\u003Cp>*u visini od 65% prosečne zarade u prethodnih dvanaest mcseci pre mescca u\nkojem je nastupila nesposobnost za rad, prouzrokovana bolešću i povredom van\nrada, ali ne manje od minimalne zarade;\u003C\u002Fp>\n\n\u003Cp>*u visini od 100 % prosečne zarade u prethodnih dvanest meseci pre meseca u\nkojem je nas-tupila nesposobnost za rad, prouzrokovana povredom na radu ili\nprofesionalnim oboljenjem, ali ne manje od minimalne zarade.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 80.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pod prosečnom zaradom ostvarenom u prethodnih dvanaest meseci podrazumeva\nse zarada za obavljeni rad i vreme provedeno na radu koja se sastoji od:\nosnovne zarade, rezultata rada, uvećane zarade i drugih primanja koja imaju\nkarakter zarade, u skladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>Naknada troškova\u003C\u002Fh3>\n\n\u003Ch4>Član 81.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na naknadu troškova za dolazak i odlazak sa rada, za\nvreme provedeno na službenom putu u zemlji i za vreme provedeno na službenom\nputu u inostranstvu, za korišćenje sopstvenog automobila, za smeštaj i\nishranu za rad i boravak na terenu ako nije obezbeđen besplatni smeštaj i\nishrana, za ishranu u toku rada i za regres za korišćenje godišnjeg\nodmora.\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na naknadu troškova prevoza radi dolaska na rad i\nodlaska sa rada, ukoliko poslodavac nije organizovao prevoz.\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na naknadu troškova prevoza radi dolaska na rad i\nodlaska sa rada u visini cene mesečne pre vozne karte u javnom gradskom i\nprigradskom prevozu (Javno gradsko saobraćajno preduzeće i privatni\nprevoznik), u zavisnosti od udaljenosti mesta stanovanja i mesta rada, koja se\nisplaćuje na osnovu računa za gorivo ili kartom u javnom prevozu, koji\nzaposleni dostavlja Poslodavcu do kraja meseca za tekući mesec.\u003C\u002Fp>\n\n\u003Cp>Javnim gradskim prevozom iz stava 1. ovog člana ne smatra se taksi i\nlinijski taksi.\u003C\u002Fp>\n\n\u003Cp>Javni prevoz i broj linija koje zaposleni koristi radi dolaska na rad i\nodlaska sa rada, utvrđuje se na osnovu pismene izjave zaposlenog i pismenog\ndokaza iz koga se može utvrditi cena mesečne karte zaposlenog (cenovnik,\npredračun ili sl.)\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na naknadu, ako radi dolaska na rad i odlaska sa rada\nima mogućnost da koristi sredstvo javnog gradskog saobraćaja, na rastojanju\nod najmanje dve stanice.\u003C\u002Fp>\n\n\u003Cp>Mogućnost korišćenja sredstava javnog prevoza i broj linija od mesta\nstanovanja zaposlenog do mesta rada, utvrđuje se na osnovu pismene izjave\nzaposlenog.\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na naknadu troškova provoza, za dolazak na rad i\nodlazak sa rada, za svaki radni dan u mesecu koji je proveo na radu.\u003C\u002Fp>\n\n\u003Cp>Zaposlenom se naknada troškova prevoza radi dolaska na rad i odlaska sa\nrada obezbeđuje u gotovini ili pretplatnom prevoznom kartom (markica-mesečna\nkarta).\u003C\u002Fp>\n\n\u003Cp>Način naknade troškova prevoza utvrđuje se na osnovu pismene izjave\nzaposlenog.\u003C\u002Fp>\n\n\u003Cp>Naknadu troškova za dolazak na rad i povratak sa rada poslodavac\nobezbeđuje svim zaposlenima u vidu mesečne pretplatile karte do 5-og u\nmesecu, dok zaposlenima koji su se opredelili na naknadu troškova u gotovom\nnovcu isplaćuje do 5-og a mesecu za prethodni mesec.\u003C\u002Fp>\n\n\u003Cp>Zaposleni koji naknadu troškova prevoza za dolazak na rad i odlazak sa rada\nostvaruje u gotovom novcu, u slučaju kada u toku rada, po nalogu odgovornog\nlica u mestu rada, obavlja službeni posao van svog radnog mesta u sedištu\nposlodavca, odnosno organizacione jedinice, ima pravo na naknadu troškova\nprevoza u visini stvarnih troškova.\u003C\u002Fp>\n\n\u003Cp>Visina naknade troškova prevoza iz stava 1. ovog člana utvrđuje se na\nosnovu cene priložene karte.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Promena mesta stanovanja zaposlenog nakon zaključenja ugovora o radu, ne\nmože da utiče na uvećanje troškova prevoza koje je poslodavac dužan da\nnaknadi zaposlenom u trenutku zaključenja ugovora o radu, bez saglasnosti\nposlodavca\u003C\u002Fp>\n\n\u003Cp>Troškovima službenog puta, smatraju se:\u003C\u002Fp>\n\n\u003Cp>1.troškovi ishrane za vreme provedeno na službenom putu\u003C\u002Fp>\n\n\u003Cp>2.putni troškovi\u003C\u002Fp>\n\n\u003Cp>3.troškovi noćenja\u003C\u002Fp>\n\n\u003Cp>4.drugi troškovi koji nastanu u vezi sa službenim putem\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na naknadu za ishranu na službenom putu (dnevnice za\nslužbeno putovanje u zemlji), u visini iznosa od 1.900,00 (hiljadudevetsto)\ndinara neto, putnih troškova u celini prema priloženom računu prevoznika u\njavnom saobraćaju, troškova noćenja do iznosa cene u hotelu sa 4 (četiri)\nzvezdiče.\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na nadoknadu i drugih troškova koji nastanu u vezi sa\nslužbenim putem, kao što su:\u003C\u002Fp>\n\n\u003Cp>1.posebno plaćena aerodromska taksa, rezervacija i prevoz prtljaga\u003C\u002Fp>\n\n\u003Cp>2.lokalni prevoz u mestu službenog puta\u003C\u002Fp>\n\n\u003Cp>3.korišćenje telefona, telefaksa i telegrama\u003C\u002Fp>\n\n\u003Cp>4.drugi troškovi koji su neophodni za nesmetano obavljanje posla u skladu\nsa ciljem poslovanja.\u003C\u002Fp>\n\n\u003Cp>Troškovi iz stava 2. ovog člana, nadoknađuju se na osnovu priloženog\nračuna i putnog naloga, odlukom direktora preduzeća ili lica koje on\novlasti.\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na:\u003C\u002Fp>\n\n\u003Cp>1. Pun iznos dnevnice za službeni put koji traje duže od 12 (dvanaest)\nČasova\u003C\u002Fp>\n\n\u003Cp>2. 50% iznosa dnevnice za službeni put koji traje od 8 (osam) do 12\n(dvanaest) časova\u003C\u002Fp>\n\n\u003Cp>Službenim putovanjem u zemlji smatra se putovanje van mesta rada\nzaposlenog, radi izvršenja određenih poslova po nalogu ovlašćenog\nzaposlenog.\u003C\u002Fp>\n\n\u003Cp>Putni troškovi nadoknađuju se u visini cene putne karte zaprevoz,\nsredstvom vrste i razreda koji, prema nalogu za službeno putovanje zaposleni\nmože da koristi.\u003C\u002Fp>\n\n\u003Cp>Izdaci noćenja nadoknađuju se u iznosu plaćenog hotelskog računa.\u003C\u002Fp>\n\n\u003Cp>Nalog za službeno putovanje daje direktor ili lice koje on ovlasti.\u003C\u002Fp>\n\n\u003Cp>Nalog za službeno putovanje sadrži:\u003C\u002Fp>\n\n\u003Cp>1. ime i prezime zaposlenog koji putuje\u003C\u002Fp>\n\n\u003Cp>2. posao koji obavlja\u003C\u002Fp>\n\n\u003Cp>3. naziv mesta u koje putuje\u003C\u002Fp>\n\n\u003Cp>4. dan polaska na službeni put i dan povratka sa službenog puta\u003C\u002Fp>\n\n\u003Cp>5. kategoriju hotela koji može da se koristi\u003C\u002Fp>\n\n\u003Cp>6. vrstu prevoza koju može zaposleni da koristi\u003C\u002Fp>\n\n\u003Cp>7. napomenu da li su obezbeđeni besplatno noćenje i ishrana\u003C\u002Fp>\n\n\u003Cp>Na osnovu naloga iz stava 1. ovog člana, može se isplatiti akontacija u\nvisini procenjenih troškova.\u003C\u002Fp>\n\n\u003Cp>Naknada troškova i pravdanje akontacije vrši se na osnovu priloženih\nračuna koje je zaposleni dužan da dostavi u roku od tri dana od dana kada je\nslužbeno putovanje završeno.\u003C\u002Fp>\n\n\u003Cp>Zaposleni je dužan da priloži:\u003C\u002Fp>\n\n\u003Cp>1.nalog za službeno putovanje\u003C\u002Fp>\n\n\u003Cp>2.dokaz o troškovima smeštaja\u003C\u002Fp>\n\n\u003Cp>3.dokaz o troškovima prevoza\u003C\u002Fp>\n\n\u003Cp>4.dokaz o drugim troškovima u vezi službenog putovanja\u003C\u002Fp>\n\n\u003Cp>Poslodavac može zaposlenom da isplati naknadu troškova upotrebe vozila u\nsvojini zaposlenog za službene potrebe, do iznosa 15% cene jednog litra\npogonskog goriva po pređenom kilometru.\u003C\u002Fp>\n\n\u003Cp>Odluku o isplati i iznosu naknade troškova iz stava 1. ovog člana, donosi\ndirektor ili lice koje on ovlasti.\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na nadoknadu troškova za službeno putovanje u\ninostranstvo na način, pod uslovima i u visini propisanoj odgovarajućim\nrepubličkim propisima. \u003C\u002Fp>\n\n\u003Cp>Službenim puteni u inostranstvo smatra se putovanje iz Republike Srbije u\nstranu državu i obratno, iz jedne strane države u drugu stranu državu i iz\njednog mesta u drugo na teritoriji strane države.\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na naknadu troškova smeŠtaja i ishrane za rad i\nboravak na terenu, ako nije obezbeđen smeštaj i ishrana, u visini stvarnih\ntroškova prema ispostavljenim računima, odnosno u skladu sa odlukom\nposlodavca,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>Zaposleni ima pravo na naknadu troškova ishrane (topli obrok) za vreme rada\nu bruto iznosu od 7000,00 (sedamhiljada) dinara. Troškovi ishrane isplaćuju\nse uz isplatu zarade zaposlenom, srazmerno broju dana provedenih na radu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Naknada troškova iz ovog člana isplaćivaće se počev od meseca stupanja\nna snagu ovog Kolektivnog ugovora.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ANNLEAVE_trigger\">\u003Cp>Zaposleni ima pravo na naknadu troškova za korišćenje godišnjeg odmora\n(regres), ako zaposleni ima pravo na godišnji odmor u trajanju od najmanje 20\n(dvadeset) radnih dana, u visini od 5.000,00 (pethiljada) dinara bruto, a\nsrazmeran deo regresa za korišćenje godišnjeg odmora ako zaposleni ima pravo\nna godišnji odmor u trajanju kraćem od 20 (dvadeset) dana. Isplata regresa za\ngodišnji odmor se vrši jednom godišnje, koji se isplaćuje do kraja tekuće\nkalendarske godine, po odluci poslodavca.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 82.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da zaposlenom :\u003C\u002Fp>\n\n\u003Cp>isplati otpremninu pri odlasku u penziju u visini 2 (dve) prosečne zarade\nzaposlenog u momentu isplate, s tim da tako isplaćena otpremnina ne može biti\nniža od 2 (dve) prosečne zarade po zaposlenom kod poslodavca u momentu\nisplate, odnosno 2 (dve) prosečne zarade po zaposlenom isplaćene u Republici\nprema poslednjem objavljenom podatku republičkog organa nadležnog za poslove\nstatistike, ako je to za zaposlenog povoljnije;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 83.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ugovorom između poslodavca i zaposlenog, mogu se urediti uslovi i način\nostvarivanja naknade po osnovu inovacije, racionalizacije i drugih vidova\nstvaralaštva.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 84.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na druga primanja, i to:\u003C\u002Fp>\n\n\u003Cp>1. Pomoć užoj porodici zaposlenog (članovima uže porodice smatraju se\nbračni drug i deca zaposlenog) u slučaju smrti zaposlenog, u visini\nneoporezivog iznosa za te namene;\u003C\u002Fp>\n\n\u003Cp>2. Pomoć porodici zaposlenog (u slučaju da nema užu porodicu) u slučaju\nsmrti zaposlenog, u visini neoporezivog iznosa za te namene;\u003C\u002Fp>\n\n\u003Cp>3. U slučaju da zaposleni nema porodicu, preduzeće snosi troškove\npogrebnih usluga;\u003C\u002Fp>\n\n\u003Cp>4. Pomoć zaposlenom u slučaju smrti člana uže porodice (bračni drug i\ndeca) ili roditelja zaposlenog, i visini od neto 10.000,00 (desethiljada)\ndinara;\u003C\u002Fp>\n\n\u003Cp>5. Solidarnu pomoć u sledećim slučajevima:\u003C\u002Fp>\n\n\u003Cp>* duže i teže bolesti zaposlenog ili Članova njegove uže porodice,\n(bračni drug i deca);\u003C\u002Fp>\n\n\u003Cp>* zdravstvene rehabilitacije ili nastupa teže invalidnosti zaposlenog ili\nčlana njegove uže porodice;\u003C\u002Fp>\n\n\u003Cp>* ublažavanja posledica elementarnih i drugih nepogoda;\u003C\u002Fp>\n\n\u003Cp>* obavljenih hirurških intervencija na zaposlenom;\u003C\u002Fp>\n\n\u003Cp>* duže hospitalizacije zaposlenog.\u003C\u002Fp>\n\n\u003Cp>Visinu solidarne pomoći određuje direktor, u maksimalnom neto iznosu od\n30.000,00 (tridesethiljada) dinara godišnje.\u003C\u002Fp>\n\n\u003Cp>6. Jubilarnu nagradu, koja se isplaćuje u decembru tekuće godine za:\u003C\u002Fp>\n\n\u003Cp>* za 10 (deset) godina staža kod poslodavca - u visini od 5.000,00\n(pethiljada) dinara neto;\u003C\u002Fp>\n\n\u003Cp>* za 20 (dvadeset) godina staža kod poslodavca - u visini od 10.000,00\n(desethiljada) dinara neto;\u003C\u002Fp>\n\n\u003Cp>* za 30 (trideset) godina staža kod poslodavca - u visini od 15.000,00\n(petnaesthiJjada) dinara\u003C\u002Fp>\n\n\u003Cp>neto;\u003C\u002Fp>\n\n\u003Cp>*za 35 (tridesetipet) godina staža kod poslodavca za žene - u visini od\n20.000,00 (dvadesethiljada) dinara neto;\u003C\u002Fp>\n\n\u003Cp>*za 40 (četrdeset) godina staža kod poslodavca - u visini od 20.000,00\n(dvadesethiljada) dinara neto.\u003C\u002Fp>\n\n\u003Cp>7. Solidarna pomoć za slučaj rođenja deteta isplaćuje se u visini bruto\nprosečne plate kod Poslodavca.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 85.\u003C\u002Fh4>\n\n\u003Cp>Poslodavac može da, donose odluku o:\u003C\u002Fp>\n\n\u003Cp>*davanju jednog poklon paketića deci zaposlenih starosti do 10 (deset)\ngodina života, za Novu godinu i Božić;\u003C\u002Fp>\n\n\u003Cp>*davanju poklona zaposlenim ženama za 8. mart - Dan žena;\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 86.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac može, na osnovu predloga sindikata, da donose odluku o\nodobravanju zajma zaposlenim radi nabavke zimnice, ogreva i udžbenika.\u003C\u002Fp>\n\n\u003Cp>Visinu, uslove davanja i rok otplate zajma svojom odlukom određuje\ndirektor.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Zaštita zarade i naknada zarade\u003C\u002Fh3>\n\n\u003Ch4>Član 87.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac može, samo uz pristanak zaposlenog ili na osnovu pravnosnažne\nsudske odluke, naplatiti potraživanje prema zaposlenom vršenjem obustave od\nzarade ili naknade zarade.\u003C\u002Fp>\n\n\u003Cp>Na osnovu pravosnažne odluke suda, poslodavac može zaposlenom da obustavi\nnajviše do 1\u002F3 od zarade ili naknade zarade, ako zakonom nije drugačije\nodređeno.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VII ZABRANA KONKURENCIJE\u003C\u002Fh2>\n\n\u003Ch4>Član 88.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ugovorom, o radu mogu da se utvrde poslovi koje zaposleni ne može da radi u\nsvoje ime i za svoj račun, kao i u ime i za račun drugog pravnog lica ili\nfizičkog lica, bez pismene saglasnosti Poslodavca (u daljem tekstu: zabrana\nkonkurencije)\u003C\u002Fp>\n\n\u003Cp>Zabrana konkurencije može da se utvrdi samo ako postoje ušlo vi da\nzaposleni radom kod Poslodavca stekne nova, posebna važna tehnološka znanja,\nŠirok krug poslovnih partnera ili da dođe do saznanja važnih poslovnih\ninformacija i tajni,\u003C\u002Fp>\n\n\u003Cp>Zabrana konkurencije važi za teritoriju Republike Srbije i van nje.\u003C\u002Fp>\n\n\u003Cp>Ako zaposleni prekrši zabranu konkurencije, Poslodavac ima pravo od\nzaposlenog da zahteva naknadu štete u visini od 5 (pet) prosečnih mesečnih\nneto zarada zaposlenog.\u003C\u002Fp>\n\n\u003Cp>Ugovorom o radu Poslodavac i zaposleni mogu da ugovore i uslove zabrane\nkonkurencije u smislu stava 1. ovog člana po prestanku radnog odnosa, u roku\nkoji ne može da bude duži od dve godine po prestanku radnog odnosa.\u003C\u002Fp>\n\n\u003Cp>Zabrana konkurencije iz prethodnog stava ovog Člana može se ugovoriti ako\nse Poslodavac ugovorom o radu obaveže da će zaposlenom isplatiti novčanu\nnaknadu u ugovorenoj visini.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VII NAKNADA ŠTETE\u003C\u002Fh2>\n\n\u003Ch4>Član 89.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni je odgovoran za štetu koju na radu ili u vezi sa radom, namerno\nili krajnjom nepažnjom, prouzrokuje poslodavcu, u skladu sa zakonom i ovim\nkolektivnim ugovorom.\u003C\u002Fp>\n\n\u003Cp>Ako štetu prouzrokuje više zaposlenih, svaki zaposleni odgovoran je za deo\nštete koju je prouzrokovao.\u003C\u002Fp>\n\n\u003Cp>Ako se za zaposlenog iz stava 2. ovog člana ne može utvrditi deo štete\nkoju je prouzrokovao, smatra se da su svi zaposleni podjednako odgovorni i\nštetu nadoknađuju u jednakim delovima. Ako je više zaposlenih prouzrokovalo\nštetu krivičnim delom sa predumišljajem, za štetu odgovaraju solidarno.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 90.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni je dužan da po saznanju o nastaloj šteti obavesti usmeno ili\npodnese pismenu prijavu poslodavcu o svom saznanju.\u003C\u002Fp>\n\n\u003Cp>Prijava iz stava 1. ovog člana naročito sadrži: ime i prezime zaposlenog\nkoji je Štetu prouzrokovao, vreme, mesto i način izvršenja štetne radnje,\ndokaze koji ukazuju da je zaposleni prouzrokovao Štetu i predlog poslodavcu da\npokrene postupak za utvrđivanje odgovornosti zaposlenog za nastalu štetu.\u003C\u002Fp>\n\n\u003Cp>Postojanje štete, njenu visinu, okolnosti pod kojima je nastala, koje\nštetu prouzrokovao i kako se nadoknađuje, utvrđuje Komisija koju imenuje\nposlodavac, a u kojoj se nalazi i predstavnik sindikata u svojstvu posmatrača\nsa pravom davanja mišljenja. Komsija broji najmanje 3 (tri) člana. Rešenje o\nimenovanju komisije donosi direktor u roku od 7 (sedam) radnih dana od dana\nprijema prijave o postojanju potencijalne štete ili od dana saznanja daje\nŠteta prouzrokovana. Postupak utvrđivanja štete propisuje Komisija.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 91.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Postupak za utvrđivanje odgovornosti zaposlenog za štetu, pokreće se\nrešenjem Komisije. Komisija je dužna da donese rešenje o pokretanju postupka\nza utvrđivanje odgovornosti u ro u od dva radna dana od dana prijema rešenja\nposlodavca o imenovanju komisije.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 92.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rešenje o pokretanju postupka za utvrđivanje odgovornosti zaposlenog za\nštetu donosi se u pisanom obliku i naročito sadrži: ime i prezime\nzaposlenog, poslove na koje je zapos em raspoređen i ostale indicije koje su\nod značaja a nalaze se u prijavi.\u003C\u002Fp>\n\n\u003Cp>Kad donese rešenje o pokretanju postupka za utvrđivanje odgovornosti\nzaposlenog za načinjenu štetu, Komisija zakazuje raspravu i daje mišljenje o\npostojanju odgovornosti zaposlenog za nastalu štetu.\u003C\u002Fp>\n\n\u003Cp>Postupak utvrđivanje odgovornosti zaposlenog za štetu mora biti okončan u\nnajdužem roku od 60 (šezdeset) dana od prijema rešenja o imenovanju\nKomisije.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 93.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Visina štete utvrđuje se na osnovu cenovnika ili knjigovodstvene\nevidencije stvari.\u003C\u002Fp>\n\n\u003Cp>Ako se visina štete ne može utvrditi u tačnom iznosu, odnosno na osnovu\ncenovnika ili knjigovodstvene evidencije ili bi utvrđivanje njenog iznosa\nprouzrokovalo nesrazmeme troškove, visina naknade štete utvrđuje $e u\npaušalnom iznosu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 94.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kad utvrdi sve činjenice i okolnosti od uticaja na odgovornost zaposlenog,\nKomisija dostavlja izveštaj sa predlogom mera poslodavcu koji donosi rešenje\nkojom se zaposleni obavezuje da nadoknadi štetu ili se oslobađa od\nodgovornosti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 95.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ako Poslodavac nađe da je zaposleni dužan da nadoknadi štetu, određuje\nnačin kako će zaposleni da nadoknadi štetu i u kom roku.\u003C\u002Fp>\n\n\u003Cp>Poslodavac može zaposlenog obavezati da štetu nadoknadi u novcu, ili ako\nje to nemoguće, popravkom ili dovođenjem oštećene stvari u stanje u kome je\npostojalo pre nastajanja štete. Poslodavac može, u zavisnosti od socijalnog\nstanja zaposlenog i njegove porodice, da omogući da zaposleni nadoknadi štetu\nu više rata, da se naknada štete umanji za određeni procenat ili da se\nzaposleni oslobodi naknade štete,\u003C\u002Fp>\n\n\u003Cp>O tome da li pristaje ili ne pristaje da nadoknadi štetu, zaposleni je\ndužan da da pismenu izjavu u roku od 8 (osam) dana od dana prijema rešenja. U\nslučaju da su osobe koje treba da nadoknade štetu u radnom odnosu kod\nposlodavca, one nakon potpisivanja izjave, uz pristanak mogu da nadoknade\nštetu i putem obustave od zarade.\u003C\u002Fp>\n\n\u003Cp>Ako zaposleni ne pristane da nadoknadi štetu ili u roku od 3 (tri) meseca\nod dana davanja izjave da pristaje da štetu nadoknadi, a to ne učini, o\nšteti odlučuje nadležni sud.\u003C\u002Fp>\n\n\u003Cp>U slučaju da se utvrdi da ne postoji odgovornost zaposlenog, to se mora u\npisanom obliku konstatovati i može da se objavi na oglasnoj tabli Poslodavca\nna zahtev zaposlenog.\u003C\u002Fp>\n\n\u003Cp>Ako zaposleni pretrpi povredu ili štetu na radu ili u vezi sa radom,\nposlodavac je dužan da mu nadoknadi štetu, u skladu sa zakonom i ovim\nkolektivnim ugovorom.\u003C\u002Fp>\n\n\u003Cp>Ako se u roku od 30 (trideset) dana od dana pretrpljene štete ili Štete na\nradu ili u vezi sa radom poslodavac i zaposleni ne sporazumeju o naknadi\nštete, zaposleni ima pravo da naknadu štete zahteva pred nadležnim sudom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IX PRESTANAK RADNOG ODNOSA\u003C\u002Fh2>\n\n\u003Ch4>Član 97.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Radni odnos prestaje :\u003C\u002Fp>\n\n\u003Cp>*istekom roka za koji je zasnovan;\u003C\u002Fp>\n\n\u003Cp>*kad zaposleni navrši 65 (šezdesetipet) godina života i najmanje 15\n(petnaest) godina staža osiguranja ako se poslodavac i zaposleni drukčije ne\nsporazumeju;\u003C\u002Fp>\n\n\u003Cp>*sporazumom između zaposlenog i Poslodavca;\u003C\u002Fp>\n\n\u003Cp>*otkazom Ugovora o radu od strane poslodavca ili zaposlenog;\u003C\u002Fp>\n\n\u003Cp>*na zahtev roditelja ili staratelja zaposlenog mlađeg od 18 (osamnaest)\ngodina života;\u003C\u002Fp>\n\n\u003Cp>*smrću zaposlenog, i\u003C\u002Fp>\n\n\u003Cp>*u drugim slučajevima utvrđenim zakonom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 98.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposlenom može prestati radni odnos nezavisno od njegove volje i volje\nposlodavca, pod uslovima i na način utvrđen zakonom.\u003C\u002Fp>\n\n\u003Cp>Radni odnos zaposlenom može da prestane na osnovu pismenog sporazuma\nposlodavca i zaposlenog, u skladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo da poslodavcu otkaže ugovor o radu u pisanom obliku\nnajmanje 20 (dvadeset) dana pre dana koji je zaposleni naveo kao dan prestanka\nradnog odnosa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Otkaz od strane Poslodavca\u003C\u002Fh3>\n\n\u003Ch4>Član 99.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac može zaposlenom da otkaže Ugovor o radu ako za to postoji\nopravdani razlog koji se odnosi na radnu sposobnost zaposlenog, njegovo\nponašanje i potrebe poslodavca za njegovim radom i to:\u003C\u002Fp>\n\n\u003Cp>*ako je utvrđeno da zaposleni ne ostvaruje očekivane rezultate rada;\u003C\u002Fp>\n\n\u003Cp>*ako je utvrđeno da zaposleni nema potrebna znanja i sposobnosti za\nobavljanje poslova na kojima radi;\u003C\u002Fp>\n\n\u003Cp>* ako zaposleni svojom krivicom učini povredu radne obaveze ili ne poštuje\nradnu disciplinu;\u003C\u002Fp>\n\n\u003Cp>*ako je zaposleni pravnosnažno osuđen za krivično delo na radu ili u vezi\nsa radom;\u003C\u002Fp>\n\n\u003Cp>*ako se zaposleni ne vrati na rad kod poslodavca u roku od 15 (petnaest)\ndana od dana isteka roka mirovanja radnog odnosa odnosno neplaćenog odsustva\n(dok dete ne navrši 3 godine života) u skladu sa Zakonom o radu;\u003C\u002Fp>\n\n\u003Cp>*ako usled tehnoloških, ekonomskih ili organizacionih promena prestane\npotreba za obavljanjem određenog posla ili dode do smanjenja obima posla; \u003C\u002Fp>\n\n\u003Cp>*ako zaposleni odbije da zaključi aneks ugovora o radu u smislu Zakona.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 100.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Povrede radne obaveze za koje poslodavac zaposlenom, koji svojom krivicom\nučini povredu radne obaveze, može otkazati ugovor o radu, su:\u003C\u002Fp>\n\n\u003Cp>* nesavesno ili nemamo izvršavanje radnih obaveza;\u003C\u002Fp>\n\n\u003Cp>* zloupotreba položaja i prekoračenja datih ovlašćenja;\u003C\u002Fp>\n\n\u003Cp>* necelishodno i neodgovorno korišćenjc sredstava rada;\u003C\u002Fp>\n\n\u003Cp>* nekorišćenje ili nenamensko korišćenje obezbeđenih sredstava ili\nopreme za ličnu zaštitu na radu;\u003C\u002Fp>\n\n\u003Cp>* zloupotreba bolovanja i plaćenog odsustva;\u003C\u002Fp>\n\n\u003Cp>* neostvarivanje predviđenih rezultata rada iz neopravdanih razloga u\nperiodu od 2 (dva) meseca uzastopno, ili 3 (tri) meseca u toku kalendarske\ngodine;\u003C\u002Fp>\n\n\u003Cp>* povreda propisa o zaštiti od požara, eksplozije, elementarnih nepogoda i\nštetnog delovanja otrovnih i drugih opasnih materija, kao i povreda propisa i\nnepreduzimanje mera radi zaštite zaposlenih, sredstava rada i životne\nsredine;\u003C\u002Fp>\n\n\u003Cp>* odavanje poslovne tajne utvrđene Zakonom, ovim Ugovorom ili opštim\naktom;\u003C\u002Fp>\n\n\u003Cp>* odbijanje zaposlenog da obavlja poslove na koje je raspoređen, odnosno\nodbijanje naloga pretpostavljenog;\u003C\u002Fp>\n\n\u003Cp>* falsifikovanje dokumenata koji nastaju u vezi sa poslovanjem;\u003C\u002Fp>\n\n\u003Cp>* povreda radne obaveze koja predstavlja krivično delo;\u003C\u002Fp>\n\n\u003Cp>* neopravdano zakašnjavanje na posao ili nedozvoljeno napuštanje poslova u\ntoku radnog vremena. Najviše 2 (dva) dana, sa prekidima u toku 1 (jedan)\nmeseca, a kumulativno najviše 10 (deset) radnih dana toku kalendarske\ngodine;\u003C\u002Fp>\n\n\u003Cp>* neopravdano izostajanje sa rada najviše 5 (pet) radnih dana sa prekidima\nu toku 12 (dvanaest) meseci;\u003C\u002Fp>\n\n\u003Cp>* neopravdani izostanak sa posla od 3 (tri) dana, sa prekidima u toku 1\n(jedan) meseca;\u003C\u002Fp>\n\n\u003Cp>* dolazak na rad u alkoholisanom stanju ili konzumiranje alkohola u toku\nrada, spavanje u toku radnog vremena;\u003C\u002Fp>\n\n\u003Cp>* davanje netačnih podataka koji su od uticaja za donošenje odluka\nnadležnih organa;\u003C\u002Fp>\n\n\u003Cp>* izazivanje nereda;\u003C\u002Fp>\n\n\u003Cp>* neblagovremeno obaveštavanje ili propuštanje obaveštavanja o\nprivremenoj sprečenosti za rad bolovanje u rokovima i na način određen\nZakonom i ovim Ugovorom;\u003C\u002Fp>\n\n\u003Cp>* obavljanje privatnog posla za vreme rada;\u003C\u002Fp>\n\n\u003Cp>* upotreba sredstva za rad za svoje potrebe;\u003C\u002Fp>\n\n\u003Cp>* nedolično ponašanje prema zaposlenima (svađa, uvreda i si.) ;\u003C\u002Fp>\n\n\u003Cp>* neprijavljivanje težih povreda radnih obaveza ili materijalne štete;\u003C\u002Fp>\n\n\u003Cp>* onemogućavanje sindikata da učestvuje u postupku utvrđivanja prava,\nobaveze i odgovornosti zaposlenog;\u003C\u002Fp>\n\n\u003Cp>* neizvršavanje pravosnažne sudske odluke donete u postupku zaštite prava\nzaposlenih;\u003C\u002Fp>\n\n\u003Cp>* davanje netačnih podataka od strane odgovornih lica poslodavca kojima se\nzaposleni obmanjuje u pogledu ostvarivanja prava iz radnog odnosa;\u003C\u002Fp>\n\n\u003Cp>* nepreduzimanje radnji koje je zaposleni sa posebnim ovlaŠćenjima dužan\nda preduzme u okviru svojih ovlašćenja;\u003C\u002Fp>\n\n\u003Cp>* neizvršavanje obaveze prijavljivanja nastale štete po saznanju\nzaposlenog;\u003C\u002Fp>\n\n\u003Cp>* davanje netočnih podataka od šivane odgovornih zaposlenih kojima se\nobmanjuje zaposleni u pogledu prava koja ostvaruje kod poslodavca;\u003C\u002Fp>\n\n\u003Cp>* propuštanje radnji čime se ometa ili onemogućava proces rada ili\nupravljanja kod poslodavca;\u003C\u002Fp>\n\n\u003Cp>* odbijanje zaposlenog da se podvrgne lekarskom pregledu radi utvrđivanja\nalkohola u krvi; m namemo prouzrokovan]e štete poslodavcu;\u003C\u002Fp>\n\n\u003Cp>* dovođenje u zabludu organa kod poslodavca, koje je imalo za posledicu\ndonošenja odluke koja je u suprotnosti sa važećim propisima;\u003C\u002Fp>\n\n\u003Cp>* svesno zaključivanje nepovoljnih ugovora na štetu poslodavca;\u003C\u002Fp>\n\n\u003Cp>* protivpravno pribavljanje imovinske koristi ili povlastica;\u003C\u002Fp>\n\n\u003Cp>* svaka radnja ili propuštanje radnji u nameri da se onemogući pravilno\nfunkcionisanje procesa rada i poslovanja kod poslodavca ;\u003C\u002Fp>\n\n\u003Cp>* ako zaposleni koji obavlja funkciju poslovodnog organa ili drugi zaposleni\nsa posebnim ovlašćenjima i odgovornostima svojim radom i ponašanjem\ndoprinose da poslodavac poslovnu godinu završi sa gubitkom;\u003C\u002Fp>\n\n\u003Cp>* propust zaposlenog da organe poslodavca prilikom donošenja odluka upozori\nna nezakonite akte, a posebno na odluke koje nisu u skladu sa zakonom, odnosno\nopštim aktima Poslodavca i ugovorom o radu kod poslodavca;\u003C\u002Fp>\n\n\u003Cp>* organizovanje ili učešće u štrajku suprotno odredbama Zakona o\nštrajku i ovog Ugovora;\u003C\u002Fp>\n\n\u003Cp>* povreda klauzule konkurencije\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 101.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac može da otkaže ugovor o radu zaposlenom koji ne poštuje radnu\ndisciplinu, i to:\u003C\u002Fp>\n\n\u003Cp>* ako neopravdano odbije da obavlja poslove i izvršava naloge poslodavca u\nskladu sa zakonom; \u003C\u002Fp>\n\n\u003Cp>* ako ne dostavi potvrdu o privremenoj sprečenosti za rad;\u003C\u002Fp>\n\n\u003Cp>* ako zloupotrebi pravo na odsustvo zbog privremene sprečenosti za rad;\u003C\u002Fp>\n\n\u003Cp>* zbog dolaska na rad pod dejstvom alkohola ili drugih opojnih sredstava,\nodnosno upotrebe alkohola ili drugih opojnih sredstava u toku radnog vremena,\nkoja ima ili može da ima uticaj na obavljanje posla;\u003C\u002Fp>\n\n\u003Cp>* ako je dao netačne podatke koji su bili odlučujući za zasnivanje radnog\nodnosa;\u003C\u002Fp>\n\n\u003Cp>* ako zaposleni koji radi na poslovima sa povećanim rizikom, na kojima je\nkao poseban uslov za rad utvrđena posebna zdravstvena sposobnost, odbije da\nbude podvrgnut oceni zdravstvene sposobnosti;\u003C\u002Fp>\n\n\u003Cp>* ako ne poštuje radnu disciplinu propisanu aktom poslodavca, odnosno ako\nje njegovo ponašanje takvo da ne može da nastavi rad kod poslodavca.\u003C\u002Fp>\n\n\u003Cp>Poslodavac može organizovati periodične provere koje se odnose na\nutvrđivanje upotrebe alkohola i drugih opojnih sredstava čija je upotreba\nzabranjena i to putem alko-testa, koja procedura će biti uređena donošenjem\nposebnog akta Poslodavca-Pravilnikom o testiranju zaposlenih na alkohol i druga\nsredstva zavisnosti.\u003C\u002Fp>\n\n\u003Cp>Ako po prijavi drugih zaposlenih, stranaka koje dolaze kod Poslodavca ili po\nzahtevu neposrednog rukovodioca, Poslodavac dođe do saznanja daje zaposleni\nkoristio alkohol na poslu ili došao u stanju alkoholisanosti, Čime je\nnarušio radnu disciplinu može se sprovesti provera ovih okolnosti na način\niz stava 2, ovog člana ili upućivanjem zaposlenog na odgovarajuću analizu u\nzdravstvenu ustanovu, u skladu sa Pravilnikom o testiranju zaposlenih na\nalkohol i druga sredstva zavisnosti.\u003C\u002Fp>\n\n\u003Cp>Zaposleni je dužan da se bez odlaganja odazove zalitevu Poslodavca iz stava\n3, ovog člana i da dostavi dokaz Poslodavcu o rezultatima analize nakon\nnjihovog prijema.\u003C\u002Fp>\n\n\u003Cp>Ako zaposleni odbije zalitev Poslodavca, pokreće se postupak za\nutvrđivanje njegove odgovornosti u skladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 102.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Otkaz Ugovora o radu poslodavac može dati zbog povreda radnih obaveza\nukoliko su povrede učinjene pod stedećim okolnostima:\u003C\u002Fp>\n\n\u003Cp>* kada se zbog učinjene povrede prekorači rok pa dođe do štete po\nposlodavca ili je uložena reklamacija na proizvode ili izvršeni posao, ili su\nugroženi život zaposlenih ili drugih lica kod poslodavca;\u003C\u002Fp>\n\n\u003Cp>* kada ima za posledicu štetu za poslodavca ili pribavljanje koristi za\nsebe ili drugog ili je protiv poslodavca pokrenut postupak utvrđivanja\nodgovornosti i poslodavcu izrečena odgovarajuća kazna;\u003C\u002Fp>\n\n\u003Cp>* kada je učinjena iz neopravdanih razloga;\u003C\u002Fp>\n\n\u003Cp>* kada je ova povreda dovela do ugrožavanja imovine poslodavca , života\nili zdravlja zaposlenih i drugih lica, odnosno ako je došlo do oštećenja ili\nuništenja imovine, teže povrede ili smrti navedenih lica;\u003C\u002Fp>\n\n\u003Cp>* kada je došlo do odavanja tajne ili povrede tajnosti zaštićenih\npodataka;\u003C\u002Fp>\n\n\u003Cp>* kada se odsustnost sa rada zbog bolesti, odnosno lečenja koristi suprotno\npropisanim zdravstvenim merama;\u003C\u002Fp>\n\n\u003Cp>* kada je zbog povrede radne obaveze došlo do prekida rada, zaustavljanja\npostrojenja, neispunjenja planiranih zadataka ili štete za poslodavca ;\u003C\u002Fp>\n\n\u003Cp>* kada odbije da obavlja poslove na kojima je raspoređen ako za to ne\npostoje opravdani razlozi; m kada se učinjenom povredom sredstva, sirovine i\nostali reprodukcioni i kancelarijski materijali troše bez opravdane potrebe\nili u obimu koji znatno prevazilazi normative i stvarne potrebe, kao i u\nslučaju kada se neopravdano umanjuje vrednost sredstava ili ne ostvaruje\nuobičajena dobit;\u003C\u002Fp>\n\n\u003Cp>* kada je povreda učinjena namemo ili iz grube nepažnje;\u003C\u002Fp>\n\n\u003Cp>* kada je učinjena sa namerom da se za sebe ili drugog pribavi imovinska\nili druga korist;\u003C\u002Fp>\n\n\u003Cp>* kada je zaposleni preduzimao konkretne radnje za organizovanje političkih\nstranaka;\u003C\u002Fp>\n\n\u003Cp>* kada je izvršena sa namerom da se za sebe ili drugog pribavi imovinska\nili neka druga korist;\u003C\u002Fp>\n\n\u003Cp>* kada su učinjene na radnom mestu ili u vezi sa radom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 103.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>O odgovornosti zaposlenog za povredu radnih obaveza odlučuje poslodavac ili\nlice koje on ovlasti.\u003C\u002Fp>\n\n\u003Cp>Postupak za utvrđjivanje odgovornosti zaposlenog za povredu radnih obaveza\npokreće se na zahtev poslodavca.\u003C\u002Fp>\n\n\u003Cp>Zahtev za utvrđivanje odgovornosti zaposlenog podnosi se u roku od 30 dana\nod dana saznanja za povrede radne obaveze.\u003C\u002Fp>\n\n\u003Cp>Inicijativu za pokretanje postupka za utvrđivanje odgovornosti zaposlenog\nmože dati svaki zaposleni kod poslodavca.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 104.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zahtev za pokretanje postupka sadrži naročito: ime i prezime zaposlenog,\nposlove na koje je raspoređen, opis i vreme izvršenja povrede radne obaveze i\ndokaze koji ukazuju na izvršenje povrede radne obaveze.\u003C\u002Fp>\n\n\u003Cp>Zahtev iz stava 1. ovog člana dostavlja se poslodavcu, zaposlenom i\nsindikatu čiji je zaposleni član.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 105.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac može za povrede radne obaveze, odnosno nepoštovanje radne\ndiscipline, navedene u članovima 100, i 101, ovog kolektivnog ugovora da,\numesto otkaza ugovora o radu, zaposlenom, ako smatra da postoje olakšavajuće\nokolnosti ili da povreda radne obaveze, odnosno nepoštovanje radne discipline\nnije takve prirode da zaposlenom treba da prestane radni odnos, izrekne jednu\nod sledećih mera:\u003C\u002Fp>\n\n\u003Cp>* privremeno udaljenje sa rada bez naknade zarade, u trajanju od 1 (jednog)\ndo 15 (petnaest) radnih dana;\u003C\u002Fp>\n\n\u003Cp>* novčanu kaznu u visini do 20% osnovne zarade zaposlenog za mesec u kome\nje novčana kazna izrečena, u trajanju do 3 (tri) meseca, koja se izvršava\nobustavom od zarade, na osnovu rešenja poslodavca o izrečenoj meri;\u003C\u002Fp>\n\n\u003Cp>* opomenu sa najavom otkaza u kojoj se navodi da će poslodavac zaposlenom\notkazati ugovor o radu bez ponovnog upozorenja, ako u narednom roku od 6\n(šest) meseci učini istu povredu radne obaveze ili nepštovanje radne\ndiscipline.\u003C\u002Fp>\n\n\u003Cp>Mere iz prethodnog stava poslodavac utvrđuje rešenjem u pisanom obliku,\nkoje sadrži obrazloženje i pouku o pravnom leku.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 106.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Postupak za utvrđivanje odgovornosti zaposlenog je hitan.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da zahtev za pokretanje postupka razmotri i uzme u\npostupak najkasnije u roku od 5 (pet) radnih dana od dana podnošenja zahteva,\ni da o istom odluči u daljem roku od 15 (petnaest) radnih dana od dana\npodnošenja zahteva\u003C\u002Fp>\n\n\u003Cp>Postupak utvrđivanja odgovornosti zaposlenog vrši se saslušanjem\nzaposlenog i utvrđivanjem ostalih činjenica i sprovođenjem dokaznog postupka\nu vezi sa povredom radne obaveze i utvrđivanjem krivice zaposlenog.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 107.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac ili zaposleni koga on ovlasti zakazuje raspravu, na koju se\npismenim putem poziva zaposleni protiv koga se vodi postupak, podnosilac\nzahteva za pokretanje postupka, predstavnik Sindikata čiji je član zaposleni,\na po potrebi svedoci i veštaci i druga lica.\u003C\u002Fp>\n\n\u003Cp>Zaposlenom se poziv mora uručiti najkasnije 3 (tri) dana pre dana\nodređenog za održavanje rasprave.\u003C\u002Fp>\n\n\u003Cp>Dostavljanje poziva zaposlenom i ostalim licima vrši se u skladu sa\nodredbama opšteg upravnog postupka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 108.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rasprava je usmena i javna. Poslodavac može isključiti javnost iz razloga\nčuvanja poslovne tajne.\u003C\u002Fp>\n\n\u003Cp>Zaposleni mora biti saslušan pred poslodavcem ili ovlašćenim licem osini\nako se bez opravdanih razloga ne odazove na uredno dostavljen poziv i mora mu\nsc omogućiti odbrana u obliku predstavnika sindikata ili odbrane koju će\nzaposleni sam da odabere o svom trošku.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 109.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pre početka rasprave poslodavac utvrđuje da li su prisutna sva pozvana\nlica. Ukoliko jc zaposleni uredno pozvan, a nije opravdao izostanak rasprava so\nmože održali u njegovom odsustvu, Rasprava počinje čitanjem zahteva za\npokretanje postupka, a zatim sc poziva zaposleni protiv koga se vodi postupak\nda se izjasni o navodima iz zahteva i da iznese svoju odbranu.\u003C\u002Fp>\n\n\u003Cp>Posle izjave zaposlenog pristupa se izvođenju dokaza.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 110.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Po završenom dokaznom postupku poslodavac daje reč podnosiocu zahteva, a\nzatim zaposlenom protiv koga se vodi postupak, i na kraju predstavniku\nsindikata Čiji je član zaposleni.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 111.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>O radu na raspravi vodi se zapisnik u koji se unose sve bitne činjenice i\ndogađaji sa rasprave. Zapisnik potpisuju sva prisutna lica.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 112.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Po završenoj raspravi poslodavac donosi rešenje:\u003C\u002Fp>\n\n\u003Cp>* da se zaposleni oslobađa odgovornosti;\u003C\u002Fp>\n\n\u003Cp>* da se obustavlja postupak;\u003C\u002Fp>\n\n\u003Cp>* novčana kazna u visini do 20% osnovne zarade zaposlenog za mesec u kome\nje novčana kazna izrečena, u trajanju do 3 (tri) meseca, koja se izvršava\nobustavom od zarade, na osnovu rešenja poslodavca o izrečenoj meri;\u003C\u002Fp>\n\n\u003Cp>* opomenu sa najavom otkaza u kojoj se navodi da će poslodavac zaposlenom\notkazati ugovor o radu bez ponovnog upozorenja, ako u narednom roku od 6\n(šest) meseci učini istu povredu radne obaveze ili nepštovanje radne\ndiscipline.\u003C\u002Fp>\n\n\u003Cp>* da se zaposleni privremeno udalji sa rada, bez naknade zarade, ako utvrdi\nda postoje olakšavajuće okolnosti ili da povreda radne obaveze, odnosno radne\ndiscipline nije takve prirode da zaposlenom treba da prestane radni odnos, u\ntrajanju od jednog do 15 (petnaest) radnih dana;\u003C\u002Fp>\n\n\u003Cp>* da se zaposleni oglašava krivim i izriče mu meru prestanak radnog\nodnosa. Rešenje sadrži obrazloženje i pouku o pravnom leku.\u003C\u002Fp>\n\n\u003Cp>Pri donošenju rešenja uzimaju se u obzir naročito: težina povrede i\nnjene posledice, stepen odgovornosti zaposlenog, njegov raniji rad i ponašanje\nna radu i druge okolnosti koje bi mogle da utiču na vrstu i visinu mere.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da rešenje iz stava 1. ovog člana, najkasnije u roku\nod osam dana od dana donošenja, dostavi zaposlenom i podnosiocu zahteva.\u003C\u002Fp>\n\n\u003Cp>Rešenje poslodavca je konačno.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 113.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>O odgovornosti poslodavca za povrede radnih obaveza, odnosno radne\ndiscipline odlučuje Telo ovlašćenih lica.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 114.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan, pre davanja otkaza Ugovora o radu zbog povrede radne\nobaveze ili nepoštovanja radne discipline, da zaposlenom istovremeno dostavi\nUpozorenje u kome je dužan da navede osnov za davanje otkaza, činjenice i\ndokaze koji ukazuju na to da su se stekli uslovi za otkaz, na koje će se\npismeno izjasniti zaposleni u roku od 8 (osam) dana od dana dostavljanja\nupozorenja.\u003C\u002Fp>\n\n\u003Cp>Zaposleni uz izjašnjenje može da dostavi i mišljenje sindikata, koje je\nposlodavac dužan da razmotri.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Način i postupak utvđiivania da zaposleni ne ostvaruje rezultate rada\nodnosno nema potrebna znanja i sposobnosti za obavlienia poslova na kojima\nradi\u003C\u002Fh3>\n\n\u003Ch4>Član 115.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ako u periodu od najmanje 2 (dva) meseca uzastopno, a 3 (tri) meseca u toku\nkalendarske godine zaposleni ne ostvaruje predviđene rezultate rada ili ne\npokaže potrebna znanja i sposobnosti za obavljanje poslova na kojima radi,\nposlodavac može da zaposlenom otkaže ugovor o radu ili izrekne neku od mera\niz člana 105. ovog kolektivnog ugovora, ako mu je prethodno dostavio pisano\nobavestenje u vezi sa nedostacima u njegovom radu, a koje obavezno sadrži i\nuputstva i primereni rok, koji ne može biti duži od 60 (šezdeset) dana da\npoboljša rad, a zaposleni to ne učini u ostavljenom roku.\u003C\u002Fp>\n\n\u003Cp>U slučaju da zaposleni ne poboljša rad u datom roku iz stava 1. ovog\nčlana neposredni rukovodilac zaposlenog, koji je pratio rad zaposlenog nakon\ndostavljenog pisanog obaveštenja i obrazložio u čemu se sastoje i dalje\nnedostaci u radu zaposlenog, predlaže direktoru da pokrene postupak za\nutvrđivanje rezultata rada odnosno postupak za utvrđivanje potrebnih znanja i\nsposobnosti zaposlenog za obavljanje poslova na kojima radi.\u003C\u002Fp>\n\n\u003Cp>Predlog kojim se inicira pokretanje postupka iz predhodnog stava ovog člana\ndaje se u pisanoj formi i sadrži: ime i prezime zaposlenog, kao i razloge zbog\nkojih se predlaže pokretanje postupka.\u003C\u002Fp>\n\n\u003Cp>Po prijemu predloga direktor obrazuje posebnu komisiju koja se sastoji od 3\n(tri) člana koji moraju imati najmanje isti stepen stručne spreme, vrste\nzanimanja kao i zaposleni čiji se rezultati rada odnosno znanja i sposobnosti\nproveravaju.\u003C\u002Fp>\n\n\u003Cp>Komisija iz predhodnog stava ovog člana se obrazuje za svaki slučaj\nposebno.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 116.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Komisija iz predhodnog Člana ovog kolektivnog govora utvđuje činjenično\nstanje na jedan od sledećih načina:\u003C\u002Fp>\n\n\u003Cp>* uvidom u radnu dokumentaciju zaposlenog (radni nalozi, planovi rada, radne\nliste i si,);\u003C\u002Fp>\n\n\u003Cp>* neposrednim uvidom u rad zaposlenog;\u003C\u002Fp>\n\n\u003Cp>* uzimanjem izjava od zaposlenog, neposrednog rukovodioca zaposlenog i od\ndrugih zaposlenih koji su imali uvid u rad zaposlenog;\u003C\u002Fp>\n\n\u003Cp>* testiranjem zaposlenog iz delokruga poslova koje obavlja (putem izrade\npismenog rada ili praktično), i\u003C\u002Fp>\n\n\u003Cp>* na drugi pogodan način.\u003C\u002Fp>\n\n\u003Cp>Postupak utvrđivanja provere rezultata rada, odnosno znanja i sposobnosti\nzaposlenog je hitan i mora se okončati u roku od 15 (petnaest) dana od dana\npodnošenja zahteva.\u003C\u002Fp>\n\n\u003Cp>Komisija donosi ocenu većinom glasova i dostavlja je direktoru.\u003C\u002Fp>\n\n\u003Cp>Zaposleni čiji su se rezultati rada, odnosno potrebna znanja i sposobnosti\nutvrđivali ima pravo da se izjasni na datu ocenu.\u003C\u002Fp>\n\n\u003Cp>Ako Komisija utvrdi da zaposleni ne ostvaruje odgovarajuće rezultate rada,\nodnosno da nema potrebna znanja i sposobnosti za obavljanje poslova direktor\nće zaposlenom ponuditi obavljanje drugog odgovarajućeg posla, a ako takvog\nposla nema, poslodavac može zaposlenom otkazati ugovor o radu, po zakonom\nutvrđenoj proceduri.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 117.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni kome je ugovor o radu otkazan zato što ne ostvaruje potrebne\nrezultate rada ili sto nema potrebna znanja i sposobnosti, a što je utvrđeno\nna način i po postupku predviđenom ovim kolektivnim ugovorom, ima pravo i\ndužnost da ostane na radu u trajanju od najmanje 8 (osam), a najduže 30\n(tridest) dana, u zavisnosti od ukupnog staža osiguranja, i to:\u003C\u002Fp>\n\n\u003Cp>* 10 (deset) dana, ako je navršio 10 (deset) godina staža osiguranja;\u003C\u002Fp>\n\n\u003Cp>* 20 (dvedeset) dana, ako je navršio preko 10 (deset) do 20 (dvedeset)\ngodina staža osiguranja,\u003C\u002Fp>\n\n\u003Cp>* 30 (trideset) dana, ako je navršio preko 20 (dvedeset) godina staža\nosiguranja.\u003C\u002Fp>\n\n\u003Cp>Ukoliko se zaposleni i poslodavac sporazumeju, zaposlenom može da prestane\nradni odnos i pre isteka otkaznog roka iz stava 1. ovog člana, uz obavezu\nposlodavca da zaposlenom isplati naknadu zarade u visini prosečne zarade\nzaposlenog ostvarene u prethodnih 12 (dvanaest) meseci i to: za 10 (deset) dana\n-1\u002F3; 20 dana - 2\u002F3 i 30 (trideset) dana ćelu naknadu.\u003C\u002Fp>\n\n\u003Cp>Pre nego što zaposlenom otkaže ugovor o radu direktor je dužan da mu,\nukoliko zaposleni nije iskoristio godišnji odmor u celini ili dellimično,\nisplati novčanu nakandu u visini prosečne zarade ostvarene u prethodnih 12\n(dvanaest) meseci, srazmemo broju dana neiskorićenog godišnjeg odmora, koja\nima karakter naknade štete.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Ugovor o radu pod izmenienim uslovima\u003C\u002Fh3>\n\n\u003Ch4>Član 118.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac može u toku rada da ponudi zaposlenom zaključenje ugovora o\nradu pod izmenjenim uslovima (aneks ugovora o radu), samo iz opravdanih\nrazloga, a njime može izvršiti promenu poslova i opis poslova koje zaposleni\ntreba da obavlja, mesto rada, elemente osnovne zarade, radnog učinka, naknade\nzarade, uvećane zarade i drugih primanja zaposlenih i minimalnu zaradu.\nPrilikom promene poslova poslodavac mora da vodi računa o stepenu stručne\nspreme zaposlenog, znanjima i sposobnostima zaposlenog, a koji su utvrđeni\nugovorom o radu.\u003C\u002Fp>\n\n\u003Cp>Ukoliko zaposleni odbije da zaključi aneks ugovora o radu iz neopravdanih\nrazloga, poslodavac može da zaposlenom otkaže ugovor o radu.\u003C\u002Fp>\n\n\u003Cp>Opravdani razlozi se odnose na racionalniju organizaciju procesa proizvodnje\ni rada, na bolje korišćenje sredstava rada i veću produktivnost, potpunije\nkorišćenje stručne spreme zaposlenog, smanjenje obima rada na određenim\nposlovima sa većim brojem izvršilaca; povećanje obima posla ili smanjenje\nobima posla, radi zamene privremeno odsutnog zaposlenog.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da prilikom dostavljanja aneksa ugovora o radu dostavi\nzaposlenom pisano obaveštenje koje sadrži razloge za ponudu aneksa ugovora o\nradu, rok u kome zaposleni treba da se izjasni, a koji ne može da bude kraći\nod osam radnih dana i pravne posledice koje mogu da nastanu nepotpisivanjem\naneksa.\u003C\u002Fp>\n\n\u003Cp>Poslodavac ne može zaposlenom ponuditi zaključenje aneksa ugovora o radu\nkojim zaposlenog raspoređuje na poslove koji se obavljaju na udaljenosti\nvećoj od 50 km od mesta rada zaposlenog.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 119.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>U slučaju da je neophodno završiti određeni posao bez odlaganja,\nposlodavac može zaposlenog da premesti na druge odgovarajuće poslove, uz\nizdavanje pisanog rešenja, a bez ponude aneksa ugovora o radu, najduže 45\n(četrdesctipet) radnih dana u toku kalendarske godine.\u003C\u002Fp>\n\n\u003Cp>U slučaju premeštaja iz stava l.ovog Člana zaposleni zadržava osnovnu\nzaradu za posao sa koga se premešta, ako je to za zaposlenog povoljnije.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Udalienie zaposlenog sa rada\u003C\u002Fh3>\n\n\u003Ch4>Član 120.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni može da bude privremeno udaljen sa rada:\u003C\u002Fp>\n\n\u003Cp>* ako je protiv njega započeto krivično gonjenje u skladu sa zakonom zbog\nkrivičnog dela učinjenog na radu ili u vezi sa radom;\u003C\u002Fp>\n\n\u003Cp>* ili ako je učinio povredu radne obaveze ili nepoštovanje radne\ndiscipline koja ugrožava imovinu poslodavca u vrednosti većoj od trostruke\nprosečne zarade isplaćene kod poslodavca za mesec koji predhodi mesecu u kome\nje nastala povreda radne obaveze.\u003C\u002Fp>\n\n\u003Cp>* ako je priroda povrede radne obaveze, odnosno nepoštovanja radne\ndiscipline takva da ne može da nastavi rad kod poslodavca pre isteka roka za\ndavanje odgovora na upozorenje;\u003C\u002Fp>\n\n\u003Cp>Udaljenje iz predhodnog stava ovog člana može trajati najduže 3 (tri)\nmeseca i u tom periodu poslodavac je dužan da zaposlenog vrati na rad ili da\nmu otkaže ugovor o radu ili izrekne drugu meru u skladu sa ovim kolektivnim\nugovorom, ako za to postoje razlozi utvrđeni zakonom i ovim kolektivnim\nugovorom.\u003C\u002Fp>\n\n\u003Cp>Ako je protiv zaposlenog započeto krivično gonjenje u skladu sa zakonom\nzbog krivičnog dela učinjenog na radu ili u vezi sa radom, udaljenje može da\ntraje do pravnosnažnog okončanja tog postupka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 121.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da zaposlenog privremeno udalji sa rada ako je protiv\nnjega određen pritvor i to od prvog dana pritvora, dok pritvor traje.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 122.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rešenje o udaljenju zaposlenog donosi direktor.\u003C\u002Fp>\n\n\u003Cp>Za vreme privremenog udaljenja zaposlenog sa rada zaposlenom pripada naknada\nzarade u visini 1\u002F4, a ako izdržava porodicu u visini 1\u002F3 osnovne zarade.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>X VIŠAK ZAPOSLENIH\u003C\u002Fh2>\n\n\u003Ch4>Član 123.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da donese program rešavanja viška zaposlenih (u\ndaljem tekstu: program), ako utvrdi da će zbog tehnoloških, ekonomskih ili\norganizacionih promena u okviru perioda od 30 (trideset) dana doći do\nprestanka potrebe za radom zaposlenih na neodređeno vreme, i to za\nnajmanje:\u003C\u002Fp>\n\n\u003Cp>1) 10 (deset) zaposlenih kod poslodavca koji ima u radnom odnosu više od 20\n(dvadeset), a manje od 100 (sto) zaposlenih na neodređeno vreme;\u003C\u002Fp>\n\n\u003Cp>2) 10% zaposlenih kod poslodavca koji ima u radnom odnosu najmanje 100\n(sto), a najviše 300 (trista) zaposlenih na neodređeno vremc;\u003C\u002Fp>\n\n\u003Cp>3) 30 zaposlenih kod poslodavca koji ima u radnom odnosu preko 300 (trista)\nzaposlenih na neodređeno vreme.\u003C\u002Fp>\n\n\u003Cp>Program je dužan da donese i poslodavac koji utvrdi da će doći do\nprestanka potrebe za radom najmanje 20 (dvadeset) zaposlenih u okviru perioda\nod 90 (devedeset) dana, iz razloga navedenih u stavu 1, ovog Člana, bez obzira\nna ukupan broj zaposlenih kod poslodavca.\u003C\u002Fp>\n\n\u003Cp>Program iz stava 1. ovog člana se dostavlja u roku od 8 (osam) dana od dana\ndonošenja, na mišljenje Sindikatu i Republičkoj organizaciji nadležnoj za\nzapošljavanje.\u003C\u002Fp>\n\n\u003Cp>Ukoliko sindikat ne dostavi svoje mišljenje u roku od 15 (petnaest) dana,\nsmatraće se da je saglasan sa predloženim programom.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da uzme u obzir mišljenje i predloge sindikata i da ga\nobavesti o svom stavu u roku koji ne može biti duži od 8 (osam) dana.\u003C\u002Fp>\n\n\u003Cp>Ukoliko Telo ovlasćenih lica ne dostavi Program na mišljenje sindikatu,\nodnosno ako u utvrđenom roku o svom stavu ne obavesti sindikat, sva\npojedinačna akta o utvrđivanju viška zaposlenih su ništavna, odnosno\nzaposlenima ne može prestati radni odnos.\u003C\u002Fp>\n\n\u003Cp>Program mora da sadrži: razloge prestanka potrebe za njihovim radom; ukupan\nbroj zaposlenih kod poslodavca; broj, kvalifikacionu strukturu, godine\nstarosti, staž osiguranja i poslove koje obavljaju; kriterijume za\nutvrđivanje viška, mere kojima se stvaraju uslovi za njihovo zapošljavanje i\nrok u kome će se dati otkaz, kao i sredstva za rešavanje socijalno-ekonomskog\npoložaja viška zašposlenih.\u003C\u002Fp>\n\n\u003Cp>Mere odnosno način rešavanja viška zaposlenih iz predhodnog stava ovog\nčlana su :\u003C\u002Fp>\n\n\u003Cp>* premeštaj na druge poslove u okviru odgovarajuće vrste i stepena\nstručne spreme;\u003C\u002Fp>\n\n\u003Cp>* rad kod drugog poslodavca u okviru odgovarajuće vrste i stepena stručne\nspreme do maksimalne udaljenosti do 50 km. od mesta prebivališta\nzaposlenog;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>* prekvalifikacija ili dokvalifikacija zaposlenih;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>* nepuno radno vreme, ali ne kraće od polovine punog radnog vremena;\u003C\u002Fp>\n\n\u003Cp>* isplata otpremnine.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da zaposlene blagovremeno i potupno obaveštava o svim\naktivnostima vezanim za utvrđivanje viškova zaposlenih i da ih upozna sa\nmogućnostima rešavanja njihovog radno - pravnog statusa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 124.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Određivanje zaposlenih za čijim je radom prestala potreba vrši nadležni\norgan poslodavca primenom kriterijuma utvrđenih ovim kolektivnim ugovorom.\u003C\u002Fp>\n\n\u003Cp>Kriterijumi se primenjuju po redosledu utvrđenom ovim kolektivnim\nugovorom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 125.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Rezultati rada se utvrđuju na osnovu obrazložene ocene neposrednog\nrukovodioca zasnovane na elementima: kvaliteta obavljenog posla; samostalnosti\nu radu i inovacija; efikasnosti rada; odnosa prema radu, radnim zadacima i\nsredstvima rada; kao i dužini neplaćenih odsustava, a vezano za izvršavanje\nposlova radnog mesta, plana rada i drugih pokazatelja.\u003C\u002Fp>\n\n\u003Cp>Rezultati rada iz st. 1. ovog člana utvrđuju se za period od najmanje\ngodinu dana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 126.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ako zaposleni ostvaruju jednake rezultate roda, primenjuje se dopunski\nkriterij um: imovinsko stanje zaposlenog.\u003C\u002Fp>\n\n\u003Cp>Imovinsko slanje zaposlenog se utvrđuje na osnovu:\u003C\u002Fp>\n\n\u003Cp>1. ostvarenog prihoda po Članu zajedničkog porodičnog domaćinstva po\nosnovu zarade, drugog primanja i prihoda od imovine u poslednjoj kalendarskoj\ngodini;\u003C\u002Fp>\n\n\u003Cp>2. tržišne vrednosti nepokretnosti koji u svojini ima zaposleni ili član\nnjegovog zajedničkog porodičnog domaćinstva.\u003C\u002Fp>\n\n\u003Cp>Prihod i tržišna vrednost nepokretnosti, u smislu stava 2. ovog člana,\nutvrđuje se na osnovu dokumentacije, odnosno isprava nadležnog organa.\u003C\u002Fp>\n\n\u003Cp>Imovinsko stanje zaposlenog utvrđuje nadležni organ poslodavca. Prednost\nima zaposleni sa slabijim imovinskim stanjem.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 127.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ako zaposleni ostvaruju jednake rezultate rada i imaju jednako imovinsko\nstanje, primenjuju se stedeći kreterijumi:\u003C\u002Fp>\n\n\u003Cp>1. broj članova porodice koji ostvaruju zaradu, pri čemu prednost ima\nzaposleni sa manjim brojem članova porodice koji ostvaruju zaradu;\u003C\u002Fp>\n\n\u003Cp>2. dužina radnog staža, pri čemu prednost ima zaposleni sa dužim radnim\nstazom;\u003C\u002Fp>\n\n\u003Cp>3. zdravstveno stanje zaposlenog i članova njegove uže porodice, pri čemu\nprednost ima zaposleni, ako on ili član njegove uže porodice boluje od težeg\noboljenja, prema nalazu nadležnog zdravstvenog organa;\u003C\u002Fp>\n\n\u003Cp>4.broj dece na školovanju, pri čemu prednost ima zaposleni koji ima više\ndece na školovanju.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 128.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac ne može doneti odluku o prestanku radnog odnosa po osnovu viška\ninvalidu rada koji je invalidnost stekao radom kod tog poslodavca, bez njegove\nsaglasnosti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 129.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposlenom koji je proglašen viskom, a ne može da mu se obezbedi ni jedan\nod načina za rešavanje radno - pravnog statusa iz člana 123. ovog\nkolektivnog ugovora, može da prestane radni odnos pod uslovom da mu poslodavac\nprethodno isplati otpremninu. Visina otpremnine se utvrđuje zbirom jedne\ntrećine zarade zaposlenog za svaku navršenu godinu rada u radnom odnosu kod\nposlodavca.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 130.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposlenom kome poslodavac posle isplate otpremnine iz prethodnog Člana\notkaže ugovor o radu, zbog prestanka potrebe za njegovim radom ostvaruje pravo\nna novčanu naknadu i pravo na penzijsko i invalidsko osiguranje i zdravstvenu\nzaštitu, u skladu sa propisima o zapošljavanju.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 131.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ukoliko poslodavac otkaže ugovor o radu zaposlenom u slučaju tehnoloških,\nekonomskih ili organizacionih promena ne može da na istim poslovima zaposli\ndrugo lice roku od tri meseci od dana prestanka radnog odnosa.\u003C\u002Fp>\n\n\u003Cp>Ako pre isteka roka iz stava 1. ovog člana nastane potreba za obavljanjem\nistih poslova, prednost za zaključivanje ugovora o radu ima zaposleni kome je\nprestao radni odnos.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch4>Član 132.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Otpremnina se isplaćuje odjednom - u celosti i to danom otkazivanja ugovora\no radu.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da zaposlenom koji je proglašen viškom omogući\nkorišćenje godišnjeg odmora srazmemo vremenu provedenom na radu, pre\notkazivanja ugovora o radu, ili da mu isplati naknadu štete za neiskorišćeni\ngodišnji odmor.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-GENEQ_trigger\">\u003Ch2>XI OSTVARIVANJE I ZAŠTITA PRAVA ZAPOSLENIH \u003C\u002Fh2>\n\n\u003Ch3>Odlučivanje o pravima zaposlenih\u003C\u002Fh3>\n\n\u003Ch4>Član 133.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni imaju prava, obaveze i odgovornosti utvrđene zakonom, ovim\nkolektivnim govorom, ugovorom o radu i drugim opštim aktima poslodavca.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 134.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>O pravima, obavezama i odgovornostima zaposlenih kod poslodavca odlučuje\ndirektor ili lice na koje on prenese ovlašćenje, u skladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>Zaposlenom se u pismenom obliku dostavlja svako rešenje o ostvarivanju\nprava, obaveza i odgovornosti sa obrazloženjem i poukom o pravnom leku.\u003C\u002Fp>\n\n\u003Cp>Dostavljanje svih pismenih rešenja zaposlenom vrši se u skladu sa\nodredbama zakona.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Zaštita pojedinačnih prava i rešavanie sporova\u003C\u002Fh3>\n\n\u003Ch4>Član 135.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>U slučaju nastanka spora između poslodavca i zaposlenog, sporna pitanja se\nnajpre rešavaju sporazumno.\u003C\u002Fp>\n\n\u003Cp>Kada poslodavac i zaposleni ne mogu sporazumno rešiti sporno pitanje, spor\nse iznosi pred Arbitar.\u003C\u002Fp>\n\n\u003Cp>Arbitar sporazumom određuje strane u sporu, iz reda stručnjaka u oblasti\nkoja je predmet spora. Rok za pokretanje postupka pred arbitrom je 3 (tri) dana\nod dana dostavljanja rešenja zaposlenom. Arbitar je dužan da donese odluku u\nroku od 10 (deset) dana od dana podnošenja zahteva za sporazumno rešavanje\nspornih pitanja.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 136.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Za vreme trajanja postupka pred arbitrom zbog otkaza ugovora o radu,\nzaposlenom miruje radni odnos.\u003C\u002Fp>\n\n\u003Cp>Ako arbitar ne donese odluku u roku od iz člana 143. stava 4. ovog\nkolektivnog ugovora, rešenje o otkazu ugovora o radu postaje izvršno.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 137.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni kome je povređeno pravo ili sindikat ako ga zaposleni ovlasti,\nmogu u roku od 60 (šezdeset) dana od dana dostavljanja rešenja, odnosno\nsaznanja za povredu prava, pokrenuti spor pred nadležnim sudom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XII USLOVI ZA RAD SINDIKATA \u003C\u002Fh2>\n\n\u003Ch4>Član 138.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni kod poslodavca imaju pravo, bez pethodnog odobrenja da obrazuju\nsindikat, kao i da mu pristupaju pod isključivim uslovima da se pridržavaju\nnjegovih statuta i pravila.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 139.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sindikat ima pravo na donošenje svojih statuta i pravila, slobodne izbore\nsvojih predstavnika, organizovan način upravljanja i delovanja i formulisanje\nsvog akcionog programa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 140.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Sindikat ne može biti raspušten ili njegova delatnost obustavljena ili\nzabranjena administrativnim aktom poslodavca.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 141.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni pristupa sindikatu dobrovoljnim potpisivanjem pristupnice.\u003C\u002Fp>\n\n\u003Cp>Izgled i sadržaj pristupnice utvrđuje se aktom sindikata, koja obavezno\nsadrži izjavu zaposlenog da prihvata da mu se na ime sindikalne članarine\nodbija iznos od zarade, i da se taj iznos uplaćuje na odgovarajući račun\nsindikata u skladu sa odlukom najvišeg organa sinidkata.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 142.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da sindikalnoj organizaciji, bez naknade, posredstvom\nslužbi poslodavca:\u003C\u002Fp>\n\n\u003Cp>•odbije iznos sindikalne članarine od zarade zaposlenog i uplati ga na\nodgovarajući račun sindikata, u skladu sa statutom;\u003C\u002Fp>\n\n\u003Cp>•da vrši uplatu na račun fondova koje sindikat osniva;\u003C\u002Fp>\n\n\u003Cp>•da pomogne u izradi završnog računa;\u003C\u002Fp>\n\n\u003Cp>•da vrsi obradu podataka o uplati Članarine i daje na uvid sindikalnom\nrukovodstvu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 143.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reprezentativna sindikalna organizacija ima pravo da bude obaveštena od\nstrane Poslodavca o ekonomskim i radno socijalnim pitanjima od značaja za\npoložaj zaposlenih odnosno članova sindikata pitanjima iz svoje nadležnosti,\nkoja su od bitnog značaja za ekonomski i radno-socijalni položaj zaposlenih,\na naročito o:\u003C\u002Fp>\n\n\u003Cp>* planu proizvodnje i realizaciji plana proizvodnje:\u003C\u002Fp>\n\n\u003Cp>* godišnjem izveštaju o poslovanju sa naročitim akcentom o iskazanom\nprofitu i nameravanoj raspodeli istog;\u003C\u002Fp>\n\n\u003Cp>* strukturi ostvarenih troškova;\u003C\u002Fp>\n\n\u003Cp>* učešću zarada u troškovima poslovanja poslodavca;\u003C\u002Fp>\n\n\u003Cp>* podacima o prosečnoj zaradi, isplaćenim zaradama po kvalifikacijama i po\norganizacionim jedinicama;\u003C\u002Fp>\n\n\u003Cp>* planovima razvoja preduzeća;\u003C\u002Fp>\n\n\u003Cp>* broju novoprimljenih zaposlenih, na koje poslove su raspoređeni i u koju\nradnu jedinicu;\u003C\u002Fp>\n\n\u003Cp>* mesečne izveštaje o bezbednosti i zaštiti zdravlja na radu i povredama\nzaposlenih;\u003C\u002Fp>\n\n\u003Cp>•i drugim pitanjima, u skladu sa postignutim dogovorom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 144.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da sindikatu, bez naknade, obezbedi sledeće uslove za\nrad u skladu sa mogućnostima:\u003C\u002Fp>\n\n\u003Cp>* korišćenje poslovnog prostora, u zavisnosti od broja članova sindikata\nsa nephođmm kancelarijskim namestajem;\u003C\u002Fp>\n\n\u003Cp>* po potrebi, pravo koršćenja i drugih prostorija poslodavca za\nodržavanje većih skupova neophodnih za ostvarivanje uloge sindikata;\u003C\u002Fp>\n\n\u003Cp>* neophodne tehničke uslove za rad;\u003C\u002Fp>\n\n\u003Cp>* upotrebu voznog parka.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da sindikatu, bez naknade, obezbedi posebna mesta za\noglašavanje. \u003C\u002Fp>\n\n\u003Cp>Predstavnicima sindikata dozvoljeno je da ističu obaveštenja sindikata u\nprostorijama poslodavca i da zaposlenima dostavljaju informacije, biltene,\npublikacije i druga dokumenta.\u003C\u002Fp>\n\n\u003Cp>Aktivnosti sindikata moraju biti organizovane tako da ne idu na štetu\nredovnog fiinkcionisanja poslodavca i ne remete radnu i tehnološku\ndisciplinu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch4>Član 145.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac može da omogući predstavnicima sindikata odsustvovanje sa rada\nradi realizacije programskih aktivnosti i prisustvovanja sindikalnim\nsastancima, konferencijama, sednicama, seminarima i kongresima, po pozivu\norgana koji organizuje sastanak.\u003C\u002Fp>\n\n\u003Cp>Poslodavac može da omogući za edukativne seminare i si., a prema odluci\nnadležnog organa sindikata, odsustvovanje sa rada predstavnicima sindikata u\ntrajanju od najviše 5 (pet) radnih dana godišnje.\u003C\u002Fp>\n\n\u003Cp>Poslodavac može da omogući predstavnicima sindikata koji su izabrani u\nviše organe sindikata odsustvovanje sa rada za učestvovanje u radu tih\norgana, uz priložen poziv.\u003C\u002Fp>\n\n\u003Cp>Poslodavac može da omogući predstavnicima sindikata koji zastupaju\nčlanove sindikata organi-zovane u posebna udruženja u okviru sindikata\n(rekreacija, kase uzajamne pomoći i si.) rad, u skladu sa pravilnicima tih\nudruženja.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 146.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac i svi sindikati koji deluju kod poslodavca zalažu se za najveći\nmogući stepen međusobne saradnje, uvažavanja, demokratskog dijaloga i\nrazumevanja.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 147.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da glavnom povereniku, odnosno predsedniku organizacije\nsindikata za njegovo delovanje, obezbedi plaćene časove u skladu sa Zakonom o\nradu.\u003C\u002Fp>\n\n\u003Cp>Poverenicima organizacije sindikata i članovima organa sindikata poslodavac\nobezbeđuje polovinu plaćenih Časova utvrđenih za glavnog poverenika,\nodnosno predsednika te organizacije sindikata.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 148.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac ne može da otkaže ugovor o radu, da pozove na odgovornost niti\nna drugi način da stavi u nepovoljan položaj ovlašćene predstavnike\nzaposlenih -članove Odbora poverenika ili Izvršnog odbora sindikata Nadzornog\nodbora predstavnike zaposlenih u Odboru za bezbednost i zdravlje na radu i\nčlanove viših organa sindikata (raspoređivanje na druge, manje plaćene\nposlove, raspoređivanje u drugu organizacionu celinu, upućivanje na rad u\ndrugo mesto rada upućivanje na rad kod drugog poslodavca, proglašavanje\ntehnološkim viškom) za vreme obavljanja funkcije i godinu dana po prestanku\nfunkcije, zbog njihovih aktivnosti u svojstvu predstavnika zaposlenih,\nČlanstva u sindikatu ili učešća u sindikalnim aktivnostima (pravo na\nudruživanje, učešće u pregovorima za zaključivanje kolektivnog ugovora,\nmirno rešavanje radnih sporova, učeše u štrajku, konsultovanje,\ninformisanje i izražavanje stavova o bitnim pitanjima u oblasti rada), ako\npostupaju u skladu sa zakonom i kolektivnim ugovorom.\u003C\u002Fp>\n\n\u003Cp>Teret dokazivanja da otkaz ugovora o radu ili stavljanje u nepovoljan\npoložaj nije posledica statusa ili aktivnosti iz stava 1. ovog člana je na\nposlodavcu. Uz obavezu dostavljanja Odluke o izboru u viši organ.\u003C\u002Fp>\n\n\u003Cp>Imena lica iz ovog člana Sindikati su dužni da dostave u roku od 7 (sedam)\ndana od dana stupanja na snagu kolektivnog ugovora,\u003C\u002Fp>\n\n\u003Cp>U slučaju izmene lica iz prethodnog stava Sindikati su dužni da obaveste\npismeno Poslodavca o izmenama i to u roku od 7 (sedam) dana od dana izmene.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 149.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da omogući predsednicima sindikata da učestvuju u\npostupku utvrđivanja prava, obaveza i odgovornosti zaposlenih koji proističu\niz zakona, ovog kolektivnog ugovora, ugovora o radu i drugih opštih akata\nkojima se uređuju rad i radni odnosi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-strikes_trigger\">\u003Ch2>XIII PRAVO ZAPOSLENIH NA ŠTRAJK \u003C\u002Fh2>\n\n\u003Ch4>Član 150.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni kod poslodavca imaju pravo na štrajk radi zaštite svojih\nprofesionalnih i ekonomskih interesa po osnovu rada i zaštite svojih prava\nutvrđenih zakonom i ovim kolektivnim ugovorom. Pravo na štrajk zaposleni\nostvaruju u skladu sa zakonom i ovim kolektivnim ugovorom.\u003C\u002Fp>\n\n\u003Cp>Zaposleni slobodno odlučuju o svom učešću u štrajku.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 151.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Štrajk se može organizovati i kao štrajk upozorenja. Štrajk upozorenja\nmože trajati najviše jedan sat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 152.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Odluku o stupanju u štrajk ili štrajk upozorenja donosi nadležni organ\nsindikata.\u003C\u002Fp>\n\n\u003Cp>Ako zaposleni kod poslodavca žele da organizuju Štrajk, podnose\ninicijativu ili predlog nadležnom organu sindikata, koji je o predlogu dužan\nda se izjasni u roku od 24 sata.\u003C\u002Fp>\n\n\u003Cp>Ukoliko nadležni organ sindikata ne prihvati predlog - inicijativu za\norganizovanje štrajka ili se ne izjasni u predviđenom roku, zaposleni mogu\ndoneti odluku da sami organizuju štrajk.\u003C\u002Fp>\n\n\u003Cp>Odluka o stupanju u Štrajk smatra se donctom od strane zaposlenih kada\nviše od polovine zaposlenih kod poslodavca prihvati tekst odluke svojim\npotpisom.\u003C\u002Fp>\n\n\u003Cp>Inicijativni odbor utvrđuje tekst odluke i prikuplja potpise, tako što se\nispod teksta Odluke upisuje: ime i prezime zaposlenog i jedinstveni matični\nbroj zaposlenog, a što zaposleni potpisuje. Inicijativnom odboru poslodavac je\ndužan da omogući prikupljanje potpisa zaposlenih, ali na način na koji se ne\nremeti proces rada.\u003C\u002Fp>\n\n\u003Cp>Nadležni organ sindikata obavezan je da Inicijativni odbor upozna sa\nodredbama Zakona o Štrajku i ovog klektivnog ugovora, koje se odnose na\nštrajk.\u003C\u002Fp>\n\n\u003Cp>U slučaju da nadležni organi sindikata, odnosno većina zaposlenih kod\nposlodavca ako sindikat nije organizator štrajka, odluče da stupe u štrajk,\nneophodno je:\u003C\u002Fp>\n\n\u003Cp>* pripremiti sprovođenje štrajka;\u003C\u002Fp>\n\n\u003Cp>* formirati štrajkački odbor;\u003C\u002Fp>\n\n\u003Cp>* formulisati zahteve,\u003C\u002Fp>\n\n\u003Cp>* pripremiti strategiju štrajka;\u003C\u002Fp>\n\n\u003Cp>* informisati zaposlene i javnost.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 153.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Odluka o stupanju u Štrajk mora da sadrži:\u003C\u002Fp>\n\n\u003Cp>* obrazložene zahteve zaposlenih;\u003C\u002Fp>\n\n\u003Cp>* vreme početka štrajka;\u003C\u002Fp>\n\n\u003Cp>* mesto okupljanja učesnika u štrajku, i\u003C\u002Fp>\n\n\u003Cp>* sastav štrajkačkog odbora koji zastupa interese zaposlenih i u njihovo\nime vodi štrajk.\u003C\u002Fp>\n\n\u003Cp>Odluka iz stava 1. ovog člana dostavlja se u pismenom obliku, potpisana od\nstrane štrajkačkog odbora direktoru, najkasnije 5 (pet) dana pre dana\nodređenog za početak štrajka, odnosno 24 sata pre početka štrajka\nupozorenja.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 154.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Odmah nakon prijema odluke o stupanju u štrajk direktor ili lica koja on\nsvojom pisanom odlukom ovlasti i predstavnici drugih organa kojima je štrajk\nnajavljen dužni su da otpočnu pregovore sa štrajkačkim odborom o\nsporazumnom rešavanju podnetih zahteva.\u003C\u002Fp>\n\n\u003Cp>Pregovori iz stava 1. ovog člana nastavljaju se i za vreme trajanja\nštrajka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 155.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Štrajk prestaje sporazumom štrajkačkog odbora i poslodavca ili\njednostranom odlukom organizatora štrajka.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 156.\u003C\u002Fh4>\n\n\u003Cp>Ukoliko se štrajk sprovodi u skladu sa odredbama zakona i ovog kolektivnog\ngovora, zaposleni ne može snositi posledice zbog učešća u štrajku.\u003C\u002Fp>\n\n\u003Cp>Zaposleni koji učestvuje u štrajku ostvaruje osnovna prava iz radnog\nodnosa, dok se pravo na zaradu uređuje sporazumom, a prava iz socijalnog\nosiguranja u skladu sa propisima o socijalnom osiguranju.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 157.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Na druga pitanja koja sc odnose na organ Izovunjc I sprovode nje Štrajka,\nneposredno se primenjuju odredbe Zakonu o štrajku I ovog kolektivnog\nugovora,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XIV OBRAZOVANJE I STRUČNO USAVRŠAVANJE ZAPOSLENIH\u003C\u002Fh2>\n\n\u003Ch4>Član 158.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni imaju pravo i obavezu da stalno usavršavaju svoje stručne i\nradne sposobnosti u skladu sa potrebama i interesima poslodavca.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes_newtech\">\u003Cp>Zaposleni imaju pravo i obavezu da se dokvalifikuju odnosno prekvali Likuju\nu slučaju promene procesa rada, tehničko tehnoloških unapređivanja i drugih\npromena i potreba u organizaciji rada. Zaposleni ne može trpeti štetne\nposledice ukoliko poslodavac ne organizuje stručno osposobljavanje i\nusavršavanje.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 159.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Odluku o upućivanju zaposlenog na stručno usavršavanje i specijalizaciju\ndonosi Poslodavac Poslodavac je dužan da zaposlenom obezbedi naknadu zarade za\nvreme odsustvovanja sa rada zbog obrazovanja i stručnog usavršavanja u visini\nzarade koju bi ostvario kao da radi u mesecu za koji se vrši obračun i\nisplata zarade.\u003C\u002Fp>\n\n\u003Cp>Plan stručnog usavršavanja i obrazovanja zaposlenih donosi Poslodavac.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XV REŠAVANJE SPOROVA U DONOŠENJU I PRIMENI KOLEKTIVNOG UGOVORA\u003C\u002Fh2>\n\n\u003Ch4>Član 160.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ukoliko se u toku pregovora ne postigne sporazum za zaključenje kolektivnog\nugovora učesnici su dužni da obrazuju Arbitražu za rešavanje spornih\npitanja.\u003C\u002Fp>\n\n\u003Cp>Arbitraža se obrazuje u slučaju kada se u roku od 45 (Četrdeset ipet)\ndana od dana poiinjanja pregovora ne postigne saglasnost.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 161.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbitraža se sastoji od 3 (tri) Člana od kojih jednog imenuje poslodavac,\njednog sindikati, a trećeg sporazumno određuju poslodavac i sindikati iz reda\nnepristrasnih stručnih lica koja su kompetentna za materiju koja je predmet\nspora,\u003C\u002Fp>\n\n\u003Cp>Arbitaraža donosi odluku u roku od 5 (pet) dana od dana kad su joj sporna\npitanja dostavljena na odlučivanje.\u003C\u002Fp>\n\n\u003Cp>Arbitraža donosi odluku većinom glasova nakon saslušavanja strana u sporu\ni vršenja uvida u relevantnu dokumentaciju i pozitivne propise.\u003C\u002Fp>\n\n\u003Cp>Arbitraža u roku od 3 (tri) dana dostavlja odluku stranama u sporu u\npisanoj formi.\u003C\u002Fp>\n\n\u003Cp>Odluka Arbitraže je konačna i obavezuje učesnike u pregovorima.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 162.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ukoliko u toku primene ovog kolektivnog ugovora dode do sporova, sva sporna\npitanja rešava Arbitraža i nadležni sud.\u003C\u002Fp>\n\n\u003Cp>Potpisnici ovog Ugovora dužni su da obrazuju Arbitražu u roku od 15\n(petnaest) dana od dana nastanka spora.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 163.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Potpisnici ovog Ugovora dužni su da obrazuju Arbitražu u roku od 15\n(petnaest) dana od dana nastanka spora\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 164.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbitraža se obrazuje za svaki nastali spor u primeni ovog kolektivnog\nugovora. Arbitraža ima 5 (pet) članova.\u003C\u002Fp>\n\n\u003Cp>Arbitraža je sastavljena od po jednog predstavnika učesnika u\nzaključivanju ovog Kolektivnog ugovora i dva arbitra, koje određuju\nsporazumno. Članovi arbitraže, iz svojih redova, biraju predsednika.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 165.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Arbitraža donosi odluku o spornom pitanju u roku od 15 (petnaest) dana od\ndana obrazovanja arbitraže.\u003C\u002Fp>\n\n\u003Cp>Arbitraža donosi odluku većinom glasova svih članova.\u003C\u002Fp>\n\n\u003Cp>Odluka arbitraže obavezuje učesnike u zaključivanju kolektivnog\nugovora.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 166.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Troškove angažovanja članova i rada arbitraže snose potpisnici\nkolektivnog ugovora srazmemo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XVI PRELAZNE I ZAVRŠNE ODREDBE \u003C\u002Fh2>\n\n\u003Ch4>Član 167.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ovaj kolektivni ugovor se zaključuje na 3 (tri) godine.\u003C\u002Fp>\n\n\u003Cp>Po isteku roka iz stava 1. ovog člana, kolektivni ugovor prestaje da važi,\nako se učesnici kolektivnog ugovora drugačije ne sporazumeju, najkasnije 30\n(trideset) dana pre isteka važenja kolektivnog ugovora.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 168.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Važenje ovog kolektivnog ugovora može prestati sporazumom svih učesnika\nili otkazom, u celosti ili delimično.\u003C\u002Fp>\n\n\u003Cp>Otkaz kolektivnog ugovora, u celosti ili delimično, podnosi se u pisanoj\nformi, sa obrazloženjem i treba da sadrži predlog novih odredbi.\u003C\u002Fp>\n\n\u003Cp>U slučaju otkaza, kolektivni ugovor se primenjuje do dana zaključivanja\nnovog, a najduže 6 (šest) meseci od dana podnošenja otkaza.\u003C\u002Fp>\n\n\u003Cp>Učesnici su dužni da postupak pregovaranja započnu najkasnije u roku od\n15 (petnaest) dana od dana podnošenja otkaza.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 169.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Izmene i dopune ovog kolektivnog ugovora vrše se aneksom, na način i po\npostupku za njegovo zaključivanje.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 170.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ovaj kolektivni ugovor stupa na snagu narednog dana od dana objavljivanja na\noglasnoj tabli Poslodavca.\u003C\u002Fp>\n\n\u003Cp>Članovi ovog ugovora koji se odnose na isplatu zarada, naknada zarada i\nnaknadu troškova zaposlenih se primenjuju od obračuna zarada za mesec\nseptembar 2021. godine.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 171.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Na sva pitanja koja nisu uređena ovim kolektivnim ugovorom primenjivaće se\nodredbe zakona i ostalih pozitivnih propisa, kao i opšlih akata poslodavca.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Naziv Radnog mesta\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>Koeficijent\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp>Grupa\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>1\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Direktor (mandat)\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\" rowspan=\"3\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp>Osnivač\u002FDirektor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" rowspan=\"3\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp>Poslovodstvo\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>2\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Zamenik direktora\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>3\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Pomoćnik direktora za redakciju lista i glavni\n        urednik lista ''Magyar Szo\" (mandat)\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>4\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Zamenik glavnog urednika\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>\u003Csup>5\u003C\u002Fsup>\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Pomoćnik direktora za finansijske i opšte poslove\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>2,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>6\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Pomoćnik direktora za štampariju\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>2,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>7\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef DESK-a\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1\u003Csub>t\u003C\u002Fsub>80\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\" rowspan=\"19\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp>I grupa VSS, VŠS\u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>8\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Rukovodilac uredništva\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>9\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef finansijsko-računovodstvenog odeljenja\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>10\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef odeljenja za pravne, kadrovske i opšte\n        poslove\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>11\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef odeljenja kontrole kvaliteta, zaštite i\n        obezbeđenja\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>12\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Pravnik-Urednik Službenog lista APV\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,68\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>13\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Urednik-samostalni novinar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,52\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>14\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Samostalni urednik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,52\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>15\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Urednik online izdanja\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,52\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Urednik-dizajner i karikaturista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,52\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>17\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef proizvodno-tehničkog odeljejenja\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,52\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>18\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Koordinator razvoja\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,52\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>19\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Zamenik šefa finansijsko-računovodstvenog\n        odeljenja\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,52\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>20\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Urednik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,44\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>21\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Referent marketinga\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,44\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>22\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Asistent direktora - poslovni sekretar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,44\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>23\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Planer-analitičar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,44\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>24\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Referent ljudskih resursa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,44\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>25\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Samostalni novinar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,40\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>26\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Koordinator proizvodnje\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>27\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Koordinator novinske i tabačne štampe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef odeljenja plasmana\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>29\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef oglasnog odeljenja\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>30\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef komercijale\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>31\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef nabavnog odeljenja\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>32\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef tehnološke pripreme\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>33\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef ekspedicije\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>34\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>šef knjigovežnice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>35\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef novinske rotacije\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef odeljenja maraka i vrednosnica\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>37\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef offseta\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>38\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef prepresa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>39\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef servisa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,36\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>40\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Novinar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>41 \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Samostalni lektor \u002F korektor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>42\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Samostalni vršilac preloma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>43 \u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Fotoreporter\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"44\">\u003Cp>44\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Kontrolor periodičnih izdanja\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"113\">\u003Cp>1,28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"94\">\u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>45\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Tehnički sekretar-skupljač oglasa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,28\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd rowspan=\"27\">\n\n        \u003Cp>\u003C\u002Fp>\n\n        \u003Cp>II grupa - VŠS, SSS\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>46\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Tehnički sekretar-terenski revizor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,28\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>47\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Poslovni sekretar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,28\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>48\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Predradnik CTP-operater\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,28\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>49\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Administrator informatičkog sistema\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,28\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>50\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Šef voznog parka\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,28\"\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>51\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Referent obračuna plata\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,25\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>52\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Fotograf\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>53\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Lektor \u002F korektor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>54\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Terenski revizor\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>55\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Vršilac preloma\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>56\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Bibliotekar i evidentičar učinaka\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>57\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Evidentičar tiraža\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>58\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Skupljač oglasa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>59\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Tehnički sekretar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>60\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>\u003C\u002Fp>\n\n        \u003Cp>Knjigovođa\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>61\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Komercijalista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>62\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Likvidator-blagajnik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>63\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Predradnik knjigovežnice\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>64\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Predradnik novinske rotacije\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>65\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Predradnik odeljenja maraka\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"36\">\u003Cp>66\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"373\">\u003Cp>Predradnik offseta\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"116\">\u003Cp>1,24\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>67\u003C\u002Ftd>\n      \u003Ctd>Predradnik servisa\u003C\u002Ftd>\n      \u003Ctd>1,24\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>68\u003C\u002Ftd>\n      \u003Ctd>Referent nabavke\u003C\u002Ftd>\n      \u003Ctd>1,24\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>69\u003C\u002Ftd>\n      \u003Ctd>Tehnoloski kalkufant\u003C\u002Ftd>\n      \u003Ctd>1,24\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>70\u003C\u002Ftd>\n      \u003Ctd>Referent razvoja\u003C\u002Ftd>\n      \u003Ctd>1,24\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>71\u003C\u002Ftd>\n      \u003Ctd>Prevodilac\u003C\u002Ftd>\n      \u003Ctd>1,16\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ctable border=\"1\">\n  \u003Ctbody>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>72\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Koordinator ekspedicije\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,16\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" rowspan=\"17\">\u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n\n        \u003Cp> III grupa-\u003C\u002Fp>\n\n        \u003Cp>SSS, NSS\u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>73\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Samostalni offset mašinista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,16\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>74\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Samostalni operater roto offset štampe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,16\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>75\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Samostalni roto offset mašinista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,16\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>76\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Kurir-blagajnik\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,12\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>77\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Obračunski kalkulant-fakturista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,12\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>78\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Električar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,08\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>79\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Grafomehaničar\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,08\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>80\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Knjigovezac-rukovaoc mašine\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,08\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>81\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Magacioner\u002Fviljuškarista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,08\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>82\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Offset mašinista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,08\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>83\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Operater roto offset štampe\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,08\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>84\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Perforator maraka\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,08\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>85\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Roto offset mašinista\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,08\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>86\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Samostalni CTP operater-montažer\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,08\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>87\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Knjigovezac\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,08\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>88\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Analizator maraka\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,04\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>89\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Rukovalac mašine\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\">\u003Cp>1,06\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>90\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Samostalni izvršilac pojedinačnih knjigovezačkih\n        poslova\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"98\" rowspan=\"2\">\u003Cp>\u003C\u002Fp>\n\n        \u003Cp> \u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd width=\"41\">\u003Cp>91\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"452\">\u003Cp>Viljuškarista-vozač\u003C\u002Fp>\n      \u003C\u002Ftd>\n      \u003Ctd width=\"39\">\u003Cp>1,00\u003C\u002Fp>\n      \u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>92\u003C\u002Ftd>\n      \u003Ctd>CTP operater-montažer \u003C\u002Ftd>\n      \u003Ctd>1,00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>93\u003C\u002Ftd>\n      \u003Ctd>Izvršilac pojedinačnih knjigovezačkih poslova\u003C\u002Ftd>\n      \u003Ctd>1,00\u003C\u002Ftd>\n      \u003Ctd>1,04\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>94\u003C\u002Ftd>\n      \u003Ctd>Sekač-knjigovezac \u003C\u002Ftd>\n      \u003Ctd>1,00\u003C\u002Ftd>\n      \u003Ctd>1,04\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>95\u003C\u002Ftd>\n      \u003Ctd>Vozač teretnog vozila\u003C\u002Ftd>\n      \u003Ctd>1,00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>96\u003C\u002Ftd>\n      \u003Ctd>Vozač-administrator \u003C\u002Ftd>\n      \u003Ctd>1,00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>97\u003C\u002Ftd>\n      \u003Ctd>Vozač-kurir \u003C\u002Ftd>\n      \u003Ctd>1,00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>98\u003C\u002Ftd>\n      \u003Ctd>Koordinator obezbeđenja\u003C\u002Ftd>\n      \u003Ctd>1,00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>99\u003C\u002Ftd>\n      \u003Ctd>Ekspeditor-paker\u003C\u002Ftd>\n      \u003Ctd>1,00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>100\u003C\u002Ftd>\n      \u003Ctd>Pomoćni radnik\u003C\u002Ftd>\n      \u003Ctd>1,00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>101\u003C\u002Ftd>\n      \u003Ctd>Službenik obezbeđenja\u003C\u002Ftd>\n      \u003Ctd>1,00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>102\u003C\u002Ftd>\n      \u003Ctd>Domar\u003C\u002Ftd>\n      \u003Ctd>1,00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n    \u003Ctr>\n      \u003Ctd>103\u003C\u002Ftd>\n      \u003Ctd>Spremačica\u003C\u002Ftd>\n      \u003Ctd>1,00\u003C\u002Ftd>\n      \u003Ctd>\u003C\u002Ftd>\n    \u003C\u002Ftr>\n  \u003C\u002Ftbody>\n\u003C\u002Ftable>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp> \u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"trainingprogrammes":44,"TRAINING_trigger":48,"apprenticeships":52,"contracttrial":56,"contracttrialperiod":60,"contractseverancepay":64,"disabilitypay":68,"healthandsafetypolicy":72,"WORKFAM_trigger":76,"paidpaternityleave":80,"paidpaternityleaveduration":84,"paidpaternityleavepay":86,"paidpaternityleavepayperc":90,"childcare":92,"childcareleave":96,"deathrelatives":98,"marriageleave":102,"eqpay":106,"GENEQ_trigger":110,"WORKHOURS_trigger":114,"hourspweek":118,"dayspweek":122,"hourspday":126,"hoursovertimemax":128,"holidaysdays":132,"holidaysweeks":136,"schedulesrestpw":138,"TRADEUNLEAV_trigger":142,"WAGES_trigger":146,"WAGES_determined":150,"LOWWAGE_trigger":154,"onceonlytype2":158,"NOCTPREM_trigger":162,"OVERTIME_trigger":165,"overtimeallowancetype_general":168,"overtimeallowanceperc1_general":170,"SUNDAY_trigger":172,"COMMUTE_trigger":176,"SENIOR_trigger":180,"MEALALL_trigger":184,"ANNLEAVE_trigger":188,"strikes_trigger":191,"trainingprogrammes_newtech":195},{"bindId":45,"name":46,"text":47},"trainingprogrammes","* prekvalifikacija ili dokvalifikacija z","* prekvalifikacija ili dokvalifikacija zaposlenih;",{"bindId":49,"name":50,"text":51},"TRAINING_trigger","Pripravnici Član 23. Zasnivanje radnog o","Pripravnici\n\nČlan 23.\n\n\n\nZasnivanje radnog odnosa u svojstvu pripravnika može da se vrši sa licem\nkoje prvi put zasniva radni odnos za zanimanje za koje je to lice steklo\nodređenu vrstu i stepen stručne spreme, kao i sa licem koje je radilo kraće\nod vremena utvrđenog za pripravnički staž u stepenu stručne spreme koja je\nuslov za rad na tim poslovima, utvrđenim Pravilnikom o organizaciji i\nsitematizaciji poslova, ili zakonom.\n\nUgovorom o radu se između ostalog, utvrđuje dužina trajanja\npripravničkog staža, da li se zasniva radni odnos na određeno ili\nneodređeno vreme, način obučavanja, postojanje obaveze polaganja\npripravničkog ispita i način polaganja, kao i status zaposlenog posle\npoloženog, odnosno nepoloženog stručnog ispita.\n\nStručna obuka pripravnika za samostalno obavljanje poslova traje:\n\n*zapripravnike sa završenom visokom školom.................do 12\n(dvanaest) meseci,\n\n*zapripravnike sa završenom višom Školom................do 9 (devet)\nmeseci,\n\n*zapripravnike sa završenom srednjom školom................do 6 (Šest)\nmeseci.\n\n\n\nNakon isteka pripravničkog staža, pod uslovom da je u ugovoru o radu\npredviđena obaveza polaganja pripravničkog ispita, pripravnik polaže ispit\npred Komisijom od 3 (tri) člana, koju sačinjavaju lica. Predsednik komisije\ntreba da ima najmanje isti stepen stručne spreme, određene vrste zanimanja,\nkao i pripravnik.\n\nPripravnik je dužan da prijavu za polaganje pripravničkog ispita, podnese\ndirektoru, najmanje 15 (petnaest) dana pre isteka pripravničkog staža.\n\nAko pripravnik ne podnese prijavu za polaganje ispita, ili je podnese, a ne\npristupi njegovom polaganju, smatra se da nije položio.\n\nImenovanje Komisije iz stava 4. ovog člana je u nadležnosti direktora.",{"bindId":53,"name":54,"text":55},"apprenticeships","Član 24. Polaganje pripravničkog ispita ","Član 24.\n\n\n\nPolaganje pripravničkog ispita sastoji se iz usmenog i pismenog dela.\n\nPismeni deo ispita sastoji se od obrade teme iz oblasti poslova za koje se\npripravnik obučavao i stručno osposobljavao za samostalni rad.\n\nNa usmenom delu ispita vrši se provera znanja i osposobljenosti\npripravnika. Pri proveri znanja i osposobljenosti, Komisija ima dužnost da\noceni sa koliko je uspeha pripravnik savladao program obuke i koliko se obučio\ni osposobio za samostalno obavljanje poslova konkretnog radnog mesta. Na osnovu\nrezultata pokazanih na ispitu, Komisija donosi ocenu \"položio\" ili \"nije\npoložio\",\n\nO toku stručnog ispita vodi se zapisnik.\n\nPripravniku koji položi pripravnički ispit, izdaje se Uverenje o\npoloženom ispitu.\n\nUverenje iz prethodnog stava sadrži: naziv poslova za koje se pripravnik\nosposobljavao za samostalan rad, datum kada je pripravnik polagao ispit, ocenu,\nime članova Komisije za polaganje ispita, stepen i vrsta njihove stručne\nspreme, kao i potpis poslodavca.\n\nPripravniku koji je zasnovao radni odnos na neodređeno vreme, a nije\npoložio stručni ispit, prestaje radni odnos po isteku pripravničkog\nstaža.\n\n\n\nČlan 25.\n\n\n\nPripravnik koji je zasnovao radni odnos na određeno vreme, može da nakon\nisteka pripravničkog staža, ostane u radnom odnosu, odnosno da zaključi\nugovor o radu na neodređeno vreme, pod uslovom da je u toku pripravničkog\nstaža postizao dobre rezultate i da je reČ o neophodnom stručnom kadru, o\nčemu odluku donosi direktor, na predlog neposrednog rukovodioca.\n\n\n\nČlan 26.\n\n\n\nZa vreme trajanja pripravničkog staža pripravnik ima prava, obaveze i\nodgovornosti kao i drugi zaposleni kod poslodavca.\n\nPripravnik je dužan da se, u toku rada kod poslodavca, u svemu pridržava\nodredbi pozitivnih propisa, ovog kolektivnog ugovora, ugovora o radu i drugih\nakata poslodavca.",{"bindId":57,"name":58,"text":59},"contracttrial","Probni rad Član 14, Ugovorom o radu, kao","Probni rad\n\nČlan 14,\n\n\n\nUgovorom o radu, kao uslov za zasnivanje radnog odnosa, može da se predvidi\nprobni rad za obavljanje jednog posla ili više povezanih poslova, odnosno\nsrodnih poslova ugovorenih ugovorom o radu, na osnovu Pravilnika o organizaciji\ni sistematizaciji poslova.\n\nProbni rad ne može da traje duže od 6 (šest) meseci. Dužina probnog rada\nutvrđuje se zavisno od složenosti posla i stepena stručne spreme.\n\n\n\nČlan 15.\n\n\n\nStručne i druge radne sposobnosti zaposlenog na probnom radu prati i\nocenjuje tročlana Komisija, imenovana od strane direktora pre stupanja\nzaposlenog na probni rad. Predsednik Komisije treba da ima najmanje isti stepen\nstručne spreme, određene vrste zanimanja, kao i zaposleni na probnom radu.\n\nKomisija je dužna da mišljenje o rezultatima probnog rada u vidu\nizveštaja dostavi direktoru i zaposlenom koji se nalazio na probnom radu, 10\n(deset) dana pre isteka probnog rada. Na osnovu izveštaja poslodavac, odnosno\novlnšćeno lice kod poslodavca zaključuju ili otkazuju Ugovor o radu.\n\nZa vreme trajanja probnog rađa, zaposleni ili poslodavac mogu da otkažu\nugovor o radu.\n\nUkoliko ugovor otkazuje poslodavac, dužan jc da navede razloge zbog kojih\ndaje otkaz pre isteka vremena trajanja probnog rada, odnosno svoju ocenu i\nmišljenje o sposobnosti zaposlenog. U ovom slučaju otkazni rok iznosi 5 (pet)\nradnih dana.\n\n\n\nČlan 16.\n\n\n\nOdredbe o probnom radu ne primenjuju se kod zasnivanja radnog odnosa sa\npripravnicima.",{"bindId":61,"name":62,"text":63},"contracttrialperiod","Probni rad ne može da traje duže od 6 (š","Probni rad ne može da traje duže od 6 (šest) meseci. Dužina probnog rada\nutvrđuje se zavisno od složenosti posla i stepena stručne spreme.",{"bindId":65,"name":66,"text":67},"contractseverancepay","Član 132. Otpremnina se isplaćuje odjedn","Član 132.\n\n\n\nOtpremnina se isplaćuje odjednom - u celosti i to danom otkazivanja ugovora\no radu.\n\nPoslodavac je dužan da zaposlenom koji je proglašen viškom omogući\nkorišćenje godišnjeg odmora srazmemo vremenu provedenom na radu, pre\notkazivanja ugovora o radu, ili da mu isplati naknadu štete za neiskorišćeni\ngodišnji odmor.",{"bindId":69,"name":70,"text":71},"disabilitypay","Član 79. Zaposleni ima pravo na naknadu ","Član 79.\n\n\n\nZaposleni ima pravo na naknadu znrndc za vreme odsustvovanja sa rada zbog\nprivremene nespososbnosti za rad do 30 (trideset) dana, i to;\n\n*u visini od 65% prosečne zarade u prethodnih dvanaest mcseci pre mescca u\nkojem je nastupila nesposobnost za rad, prouzrokovana bolešću i povredom van\nrada, ali ne manje od minimalne zarade;\n\n*u visini od 100 % prosečne zarade u prethodnih dvanest meseci pre meseca u\nkojem je nas-tupila nesposobnost za rad, prouzrokovana povredom na radu ili\nprofesionalnim oboljenjem, ali ne manje od minimalne zarade.",{"bindId":73,"name":74,"text":75},"healthandsafetypolicy","V BEZBEDNOST I ZAŠTITA ZDRAVIJA I OSIGUR","V BEZBEDNOST I ZAŠTITA ZDRAVIJA I OSIGURANJE ZAPOSLENIH\n\n\n\nČlan 53.\n\n\n\nZaposleni kod poslodavca imaju pravo da izaberu jednog ili više\npredstavnika za bezbednost i zdravlje na radu (u daljem tekstu: predstavnik\nzaposlenih).\n\nNajmanje tri predstavnika zaposlenih obrazuju Odbor za bezbednost i zdravlje\nna radu (u daljem tekstu: Odbor), a koji se biraju na osnovu predloga\nsindikata.\n\nU Odbor se imenuje najmanje jedan predstavnik poslodavca, tako da broj\npredstavnika zaposlenih bude veći za najmanje jedan od broja predstavnika\nposlodavca.\n\nSednice Odbora zakazuje predsednik Odbora, koga biraju članovi Odbora\nvećinom glasova. Odbor zaseda po potrebi.\n\nZaključci sa sednica Odbora su validni samo u slučaju ako se to potvrdi\nvećinom glasova članova Odbora.\n\n\n\nČlan 54.\n\n\n\nPoslodavac je dužan da na zahtev, predstavniku zaposlenih, odnosno Odboru\nomogući;\n\n1)uvid u sve akte koji se odnose na bezbednost i zdravlje na radu;\n\n2)da učestvuju u razmatranju svih pitanja koja se odnose na sprovođenje\nbezbeđnosti i zdravlja na radu.\n\nPoslodavac je dužan da predstavnika zaposlenih, odnosno Odbor informiše o\nsvim podacima koji se odnose na bezbednost i zdravlje na radu.\n\n\n\nČlan 55.\n\n\n\nPredstavnik zaposlenih, odnosno Odbor imaju pravo:\n\n1)da poslodavcu daju predloge o svim pitanjima koja se odnose na bezbednost\ni zdravlje na radu;\n\n2)da zahtevaju od poslodavca da preduzme odgovarajuće mere za otklanjanje\nili smanjenje rizika koji ugrožava bezbednost i zdravlje zaposlenih;\n\n3)da zahtevaju vršenje nadzora od strane inspekcije rada, ako smatraju da\nposlodavac nije sproveo odgovarajuće mere za bezbednost i zdravlje na radu.\n\nPredstavnik zaposlenih, odnosno članovi Odbora imaju pravo da prisustvuju\ninspekcijskom nadzoru.\n\n\n\nČlan 56.\n\n\n\nPoslodavac je dužan da predstavnika zaposlenih, odnosno Odbor upozna:\n\n1)sa nalazima i pred lozima ili predu zetim merama inspekcije rada;\n\n2)sa izveštajima o povredama na radu, profesionalnim oboljenjima i\noboljenjima u vezi sa radom i o preduzetim merama za bezbednost i zdravlje na\nradu;\n\n3)o preduzetim merama za sprečavanje neposredne opasnosti po život i\nzdravlje.\n\n\n\nČlan 57.\n\n\n\nPoslodavac i predstavnik zaposlenih, odnosno Odbor i sindikat, dužni su da\nmeđusobno sarađuju o pitanjima bezbednosti i zdravlja na radu, u skladu sa\novim zakonom i drugim propisima.",{"bindId":77,"name":78,"text":79},"WORKFAM_trigger","Član 50. Poslodavac je dužan da zaposlen","Član 50.\n\n\n\nPoslodavac je dužan da zaposlenom omogući plaćeno odsustvo, do 5 (pet)\nradnih dana, u kalendarskoj godini u slučaju:",{"bindId":81,"name":82,"text":83},"paidpaternityleave","* 5 (pet) radnih dana zbog porođaja supr","* 5 (pet) radnih dana zbog porođaja supruge zaposlenog,",{"bindId":85,"name":82,"text":83},"paidpaternityleaveduration",{"bindId":87,"name":88,"text":89},"paidpaternityleavepay","Poslodavac je dužan da zaposlenom omoguć","Poslodavac je dužan da zaposlenom omogući plaćeno odsustvo, do 5 (pet)\nradnih dana, u kalendarskoj godini u slučaju:",{"bindId":91,"name":88,"text":89},"paidpaternityleavepayperc",{"bindId":93,"name":94,"text":95},"childcare","* teže bolesti Člana uže porodice- 5 (pe","* teže bolesti Člana uže porodice- 5 (pet) radnih dano;",{"bindId":97,"name":82,"text":83},"childcareleave",{"bindId":99,"name":100,"text":101},"deathrelatives","* 5 (pet) radnih dana zbog smrti Člana u","* 5 (pet) radnih dana zbog smrti Člana uže porodice;",{"bindId":103,"name":104,"text":105},"marriageleave","* stupanja zaposlenog u brak- 3 (tri) ra","* stupanja zaposlenog u brak- 3 (tri) radna dana;",{"bindId":107,"name":108,"text":109},"eqpay","Zaposlenima se garantuje jednaka zarada ","Zaposlenima se garantuje jednaka zarada za isti rad ili rad iste vrednosti\nkoji ostvaruju kod poslodavca.",{"bindId":111,"name":112,"text":113},"GENEQ_trigger","XI OSTVARIVANJE I ZAŠTITA PRAVA ZAPOSLEN","XI OSTVARIVANJE I ZAŠTITA PRAVA ZAPOSLENIH \n\nOdlučivanje o pravima zaposlenih\n\nČlan 133.\n\n\n\nZaposleni imaju prava, obaveze i odgovornosti utvrđene zakonom, ovim\nkolektivnim govorom, ugovorom o radu i drugim opštim aktima poslodavca.",{"bindId":115,"name":116,"text":117},"WORKHOURS_trigger","III RADNO VREME Puno radno vreme","III RADNO VREME\n\nPuno radno vreme",{"bindId":119,"name":120,"text":121},"hourspweek","Član 27. Radno vreme iznosi, po pravilu,","Član 27.\n\n\n\nRadno vreme iznosi, po pravilu, 40 (Četrdeset) časova nedeljno, u skladu\nsa zakonom. Zaposlenom mlađem od 18 (osamnaest) godina života puno radno\nvreme iznosi 35 (tridesetipet) Časova nedeljno.",{"bindId":123,"name":124,"text":125},"dayspweek","Član 28. Radna nedelja, po pravilu, traj","Član 28.\n\n\n\nRadna nedelja, po pravilu, traje 5 (pet) radnih dana, a radni dan traje, po\npravilu, 8 (osam) časova.",{"bindId":127,"name":124,"text":125},"hourspday",{"bindId":129,"name":130,"text":131},"hoursovertimemax","Rad duži od punog radnog vremena (prekov","Rad duži od punog radnog vremena (prekovremeni rad')\n\nČlan 35.\n\n\n\nRad duži od punog radnog vremena može da se uvede u slučaju više sile,\niznenadnog povećanja obima posla, kada je neophodno da se u određenom roku\nzavrši posao koji nije planiran kao i da se završi proces rada čije bi\nodlaganje dovelo do poremećaja u procesu rada.\n\nRad duži od punog radnog vremena ne može da traje duže od 8 (osam)\nČasova nedeljno, a zaposleni ne može da radi duže od 12 (dvanaest) Časova\ndnevno, uključujući i prekovremeni rad. Ukoliko prekovremeni rad traje duže\nod 2 (dva) časa dnevno, poslodavac je obavezan da zaposlenom omogući pauzu od\n45 (čctrdesetipct) minula, koja se uračunava u puno radno vreme.",{"bindId":133,"name":134,"text":135},"holidaysdays","Godišnji odmor Član 43. Zaposleni ima pr","Godišnji odmor\n\nČlan 43.\n\n\n\nZaposleni ima pravo da u toku godine koristi godišnji odmor u trajanju od\nnajmanje 20 (dvade set) radnih dana.",{"bindId":137,"name":134,"text":135},"holidaysweeks",{"bindId":139,"name":140,"text":141},"schedulesrestpw","Član 42. Zaposleni ima pravo na najmanje","Član 42.\n\n\n\nZaposleni ima pravo na najmanje jedan dan odmora u toku nedelje u trajanju\nod 24 (dvadesetičetiri) časa neprekidno, a kome se dodaje vreme dnevnog\nodmora u trajanju od 12 (dvanaest) časova, odnosno 11 (jedanaest) ako\nzaposleni radi u režimu preraspodele radnog vremena.\n\nSamo izuzetno, u slučaju da zaposleni ne može, zbog obavljana posla u\nrazličitim smenama ili u preraspodeli radnog vremena, da koristi zbirno vreme\niz stava 1. ovog člana, ima pravo na nedeljni odmor u trajanju od najmanje 24\n(dvadesetičetiri) časa neprekidno, ali najviše jednom u toku meseca.",{"bindId":143,"name":144,"text":145},"TRADEUNLEAV_trigger","Član 145. Poslodavac može da omogući pre","Član 145.\n\n\n\nPoslodavac može da omogući predstavnicima sindikata odsustvovanje sa rada\nradi realizacije programskih aktivnosti i prisustvovanja sindikalnim\nsastancima, konferencijama, sednicama, seminarima i kongresima, po pozivu\norgana koji organizuje sastanak.\n\nPoslodavac može da omogući za edukativne seminare i si., a prema odluci\nnadležnog organa sindikata, odsustvovanje sa rada predstavnicima sindikata u\ntrajanju od najviše 5 (pet) radnih dana godišnje.\n\nPoslodavac može da omogući predstavnicima sindikata koji su izabrani u\nviše organe sindikata odsustvovanje sa rada za učestvovanje u radu tih\norgana, uz priložen poziv.\n\nPoslodavac može da omogući predstavnicima sindikata koji zastupaju\nčlanove sindikata organi-zovane u posebna udruženja u okviru sindikata\n(rekreacija, kase uzajamne pomoći i si.) rad, u skladu sa pravilnicima tih\nudruženja.",{"bindId":147,"name":148,"text":149},"WAGES_trigger","VI ZARADE, NAKNADE ZARADE I DRUGA PRIMAN","VI ZARADE, NAKNADE ZARADE I DRUGA PRIMANJA",{"bindId":151,"name":152,"text":153},"WAGES_determined","Zarada Član 58. Zaposleni ima pravo na o","Zarada\n\nČlan 58.\n\n\n\nZaposleni ima pravo na odgovarajuću zaradu koja se utvrđuje u skladu sa\nzakonom, ovim kolektivnim ugovorom i ugovorom o radu.",{"bindId":155,"name":156,"text":157},"LOWWAGE_trigger","Minimalna zarada Član 76. Poslodavac mož","Minimalna zarada\n\nČlan 76.\n\n\n\nPoslodavac može zaposlenom ponuditi zaključivanje ugovora o radu pod\nizmenjenim uslovima, vezano za isplatu minimalne zarade u uslovima poremećaja\nu procesu poslovanja-poslovanje sa gubitkom, nedostatak posla što utvrđuje\nTelo ovlašćenih lica posebnom odlukom, po prethodno pribavljenom mišljenju\nreprezentativnog sindikata.\n\nMinimalna zarada se može ugovoriti dok traju poremećaji iz stava 1, ovog\nČlana, ali ne duže od 6 (šest) meseci u toku kalendarske godine.\n\nPo isteku roka od 6 (šest) meseci od donošenja odluke o isplati minimalne\nzarade poslodavac je dužan da, mesec dana pre isteka roka od 6 (Šest) meseci,\nobavesti reprezentativni sindikat i obrazloži postojanje uslova iz stava 1.\novog člana, radi eventualnog nastavka isplate minimalne zarade.\nReprezentativni sindikat je dužan da svoje mišljenje o nastavku isplate\ndostavi poslodavcu u roku od 15 (petnaest) dana od dana dobijanja zahteva.\n\nOdluku o nastavku isplate minimalne zarade za naredni period, ne duži od\nšest meseci, uz prisustvo reprezentativnog sindikata, donosi Telo ovlašćenih\nlica.",{"bindId":159,"name":160,"text":161},"onceonlytype2","Zarada iz dobiti Član 73. Kada poslodava","Zarada iz dobiti\n\nČlan 73.\n\n\n\nKada poslodavac u poslovanju ostvari dobit po godišnjem obračunu, može da\nisplati zaradu iz dobiti zaposlenima do visine prosečne isplaćene mesečne\nzarade svakog zaposlenog za period za koji je izvršen godišnji obračun, a ne\nu većem iznosu ukupne mase od 80% iskazane dobiti, a uz saglasnost Tela\novlašćenih lica.",{"bindId":163,"name":164,"text":164},"NOCTPREM_trigger","*za rad noću - 26% od osnovice;",{"bindId":166,"name":167,"text":167},"OVERTIME_trigger","*za prekovremeni rad - 26% od osnovice;",{"bindId":169,"name":167,"text":167},"overtimeallowancetype_general",{"bindId":171,"name":167,"text":167},"overtimeallowanceperc1_general",{"bindId":173,"name":174,"text":175},"SUNDAY_trigger","*za rad na dan praznika koji je zakonom ","*za rad na dan praznika koji je zakonom određen kao neradni dan -110% od\nosnovice;",{"bindId":177,"name":178,"text":179},"COMMUTE_trigger","Naknada troškova Član 81. Zaposleni ima ","Naknada troškova\n\nČlan 81.\n\n\n\nZaposleni ima pravo na naknadu troškova za dolazak i odlazak sa rada, za\nvreme provedeno na službenom putu u zemlji i za vreme provedeno na službenom\nputu u inostranstvu, za korišćenje sopstvenog automobila, za smeštaj i\nishranu za rad i boravak na terenu ako nije obezbeđen besplatni smeštaj i\nishrana, za ishranu u toku rada i za regres za korišćenje godišnjeg\nodmora.\n\nZaposleni ima pravo na naknadu troškova prevoza radi dolaska na rad i\nodlaska sa rada, ukoliko poslodavac nije organizovao prevoz.\n\nZaposleni ima pravo na naknadu troškova prevoza radi dolaska na rad i\nodlaska sa rada u visini cene mesečne pre vozne karte u javnom gradskom i\nprigradskom prevozu (Javno gradsko saobraćajno preduzeće i privatni\nprevoznik), u zavisnosti od udaljenosti mesta stanovanja i mesta rada, koja se\nisplaćuje na osnovu računa za gorivo ili kartom u javnom prevozu, koji\nzaposleni dostavlja Poslodavcu do kraja meseca za tekući mesec.\n\nJavnim gradskim prevozom iz stava 1. ovog člana ne smatra se taksi i\nlinijski taksi.\n\nJavni prevoz i broj linija koje zaposleni koristi radi dolaska na rad i\nodlaska sa rada, utvrđuje se na osnovu pismene izjave zaposlenog i pismenog\ndokaza iz koga se može utvrditi cena mesečne karte zaposlenog (cenovnik,\npredračun ili sl.)\n\nZaposleni ima pravo na naknadu, ako radi dolaska na rad i odlaska sa rada\nima mogućnost da koristi sredstvo javnog gradskog saobraćaja, na rastojanju\nod najmanje dve stanice.\n\nMogućnost korišćenja sredstava javnog prevoza i broj linija od mesta\nstanovanja zaposlenog do mesta rada, utvrđuje se na osnovu pismene izjave\nzaposlenog.\n\nZaposleni ima pravo na naknadu troškova provoza, za dolazak na rad i\nodlazak sa rada, za svaki radni dan u mesecu koji je proveo na radu.\n\nZaposlenom se naknada troškova prevoza radi dolaska na rad i odlaska sa\nrada obezbeđuje u gotovini ili pretplatnom prevoznom kartom (markica-mesečna\nkarta).\n\nNačin naknade troškova prevoza utvrđuje se na osnovu pismene izjave\nzaposlenog.\n\nNaknadu troškova za dolazak na rad i povratak sa rada poslodavac\nobezbeđuje svim zaposlenima u vidu mesečne pretplatile karte do 5-og u\nmesecu, dok zaposlenima koji su se opredelili na naknadu troškova u gotovom\nnovcu isplaćuje do 5-og a mesecu za prethodni mesec.\n\nZaposleni koji naknadu troškova prevoza za dolazak na rad i odlazak sa rada\nostvaruje u gotovom novcu, u slučaju kada u toku rada, po nalogu odgovornog\nlica u mestu rada, obavlja službeni posao van svog radnog mesta u sedištu\nposlodavca, odnosno organizacione jedinice, ima pravo na naknadu troškova\nprevoza u visini stvarnih troškova.\n\nVisina naknade troškova prevoza iz stava 1. ovog člana utvrđuje se na\nosnovu cene priložene karte.",{"bindId":181,"name":182,"text":183},"SENIOR_trigger","Član 75. Zaposleni ima pravo na deo zara","Član 75.\n\n\n\nZaposleni ima pravo na deo zarade po osnovu doprinosa poslovnom uspehu\nposlodavca (nagrade, bonusi i si.), i to prema sledećem:\n\n1.Svake godine na dan firme dodeljuju se novčane naknade u ukupnom neto\niznosu od 100.000,00 (stohiljada) dinara, na osnovu odluke direktora o\nnagrađenim licima i pojedinačnim iznosima nagrada, za sledeća\ndostignuća:\n\na.) Nagrada za životno delo\n\nb.) Posebna nagrada za životno delo\n\nc.) Nagrada za novinarski rad\n\nd.) Nagrada'Torum\"\n\ne) Nagrada za perspektivnog suradnika\n\n2.Po ftnamijskim mogućnostima, isplaćuje se nagrada na svakih 5 (pet)\ngodina od osnivanja firme, na osnovu odluke direktora, u bruto iznosu do\n15,000,00 (petnacslhiljada) dinara po svakom zaposlenom.",{"bindId":185,"name":186,"text":187},"MEALALL_trigger","Zaposleni ima pravo na naknadu troškova ","Zaposleni ima pravo na naknadu troškova ishrane (topli obrok) za vreme rada\nu bruto iznosu od 7000,00 (sedamhiljada) dinara. Troškovi ishrane isplaćuju\nse uz isplatu zarade zaposlenom, srazmerno broju dana provedenih na radu.",{"bindId":189,"name":186,"text":190},"ANNLEAVE_trigger","Zaposleni ima pravo na naknadu troškova za korišćenje godišnjeg odmora\n(regres), ako zaposleni ima pravo na godišnji odmor u trajanju od najmanje 20\n(dvadeset) radnih dana, u visini od 5.000,00 (pethiljada) dinara bruto, a\nsrazmeran deo regresa za korišćenje godišnjeg odmora ako zaposleni ima pravo\nna godišnji odmor u trajanju kraćem od 20 (dvadeset) dana. Isplata regresa za\ngodišnji odmor se vrši jednom godišnje, koji se isplaćuje do kraja tekuće\nkalendarske godine, po odluci poslodavca.",{"bindId":192,"name":193,"text":194},"strikes_trigger","XIII PRAVO ZAPOSLENIH NA ŠTRAJK Član 150","XIII PRAVO ZAPOSLENIH NA ŠTRAJK \n\nČlan 150.\n\n\n\nZaposleni kod poslodavca imaju pravo na štrajk radi zaštite svojih\nprofesionalnih i ekonomskih interesa po osnovu rada i zaštite svojih prava\nutvrđenih zakonom i ovim kolektivnim ugovorom. Pravo na štrajk zaposleni\nostvaruju u skladu sa zakonom i ovim kolektivnim ugovorom.\n\nZaposleni slobodno odlučuju o svom učešću u štrajku.\n\n\n\nČlan 151.\n\n\n\nŠtrajk se može organizovati i kao štrajk upozorenja. Štrajk upozorenja\nmože trajati najviše jedan sat.\n\n\n\nČlan 152.\n\n\n\nOdluku o stupanju u štrajk ili štrajk upozorenja donosi nadležni organ\nsindikata.\n\nAko zaposleni kod poslodavca žele da organizuju Štrajk, podnose\ninicijativu ili predlog nadležnom organu sindikata, koji je o predlogu dužan\nda se izjasni u roku od 24 sata.\n\nUkoliko nadležni organ sindikata ne prihvati predlog - inicijativu za\norganizovanje štrajka ili se ne izjasni u predviđenom roku, zaposleni mogu\ndoneti odluku da sami organizuju štrajk.\n\nOdluka o stupanju u Štrajk smatra se donctom od strane zaposlenih kada\nviše od polovine zaposlenih kod poslodavca prihvati tekst odluke svojim\npotpisom.\n\nInicijativni odbor utvrđuje tekst odluke i prikuplja potpise, tako što se\nispod teksta Odluke upisuje: ime i prezime zaposlenog i jedinstveni matični\nbroj zaposlenog, a što zaposleni potpisuje. Inicijativnom odboru poslodavac je\ndužan da omogući prikupljanje potpisa zaposlenih, ali na način na koji se ne\nremeti proces rada.\n\nNadležni organ sindikata obavezan je da Inicijativni odbor upozna sa\nodredbama Zakona o Štrajku i ovog klektivnog ugovora, koje se odnose na\nštrajk.\n\nU slučaju da nadležni organi sindikata, odnosno većina zaposlenih kod\nposlodavca ako sindikat nije organizator štrajka, odluče da stupe u štrajk,\nneophodno je:\n\n* pripremiti sprovođenje štrajka;\n\n* formirati štrajkački odbor;\n\n* formulisati zahteve,\n\n* pripremiti strategiju štrajka;\n\n* informisati zaposlene i javnost.\n\n\n\nČlan 153.\n\n\n\nOdluka o stupanju u Štrajk mora da sadrži:\n\n* obrazložene zahteve zaposlenih;\n\n* vreme početka štrajka;\n\n* mesto okupljanja učesnika u štrajku, i\n\n* sastav štrajkačkog odbora koji zastupa interese zaposlenih i u njihovo\nime vodi štrajk.\n\nOdluka iz stava 1. ovog člana dostavlja se u pismenom obliku, potpisana od\nstrane štrajkačkog odbora direktoru, najkasnije 5 (pet) dana pre dana\nodređenog za početak štrajka, odnosno 24 sata pre početka štrajka\nupozorenja.\n\n\n\nČlan 154.\n\n\n\nOdmah nakon prijema odluke o stupanju u štrajk direktor ili lica koja on\nsvojom pisanom odlukom ovlasti i predstavnici drugih organa kojima je štrajk\nnajavljen dužni su da otpočnu pregovore sa štrajkačkim odborom o\nsporazumnom rešavanju podnetih zahteva.\n\nPregovori iz stava 1. ovog člana nastavljaju se i za vreme trajanja\nštrajka.\n\n\n\nČlan 155.\n\n\n\nŠtrajk prestaje sporazumom štrajkačkog odbora i poslodavca ili\njednostranom odlukom organizatora štrajka.\n\n\n\n\n\nČlan 156.\n\nUkoliko se štrajk sprovodi u skladu sa odredbama zakona i ovog kolektivnog\ngovora, zaposleni ne može snositi posledice zbog učešća u štrajku.\n\nZaposleni koji učestvuje u štrajku ostvaruje osnovna prava iz radnog\nodnosa, dok se pravo na zaradu uređuje sporazumom, a prava iz socijalnog\nosiguranja u skladu sa propisima o socijalnom osiguranju.\n\n\n\nČlan 157.\n\n\n\nNa druga pitanja koja sc odnose na organ Izovunjc I sprovode nje Štrajka,\nneposredno se primenjuju odredbe Zakonu o štrajku I ovog kolektivnog\nugovora,",{"bindId":196,"name":197,"text":198},"trainingprogrammes_newtech","Zaposleni imaju pravo i obavezu da se do","Zaposleni imaju pravo i obavezu da se dokvalifikuju odnosno prekvali Likuju\nu slučaju promene procesa rada, tehničko tehnoloških unapređivanja i drugih\npromena i potreba u organizaciji rada. Zaposleni ne može trpeti štetne\nposledice ukoliko poslodavac ne organizuje stručno osposobljavanje i\nusavršavanje.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SRB Newspaper D.o.o. Magyar Szó -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Start date: → Not specified\u003C\u002Fdiv>\n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Publishing, printing, media\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Štampanje novina\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → U privatnoj komercijalnoj kompaniji\u002Fpreduzeću\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                        D.o.o. Magyar Szó\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                        Sindikata Nezavisnost D.o.o. Magyar Szó, SSSS Savez samostalnih sindikata Srbije\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \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: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Insufficient data, No clear provision\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Ne\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Ne\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Ne\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \u003Cdiv class=\"section gender-equality-issues\">\n            \u003Ch3 id=\"display-GENEQ_trigger\">GENDER EQUALITY ISSUES\u003C\u002Fh3>\n         \u003Cdiv id=\"display-eqpay\">Equal pay for work of equal value: → Da\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-gender\">\n                Special reference to gender for pay equality: → Ne\u003C\u002Fdiv>\n         \u003Cdiv id=\"display-discrimination\">Discrimination at work clauses: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-eqpromotion\">Equal opportunities for promotion for women: → Ne\u003C\u002Fdiv> \n        \u003Cdiv id=\"display-eqtraining\">Equal opportunities for training and retraining for women: → Ne\u003C\u002Fdiv>     \n        \u003Cdiv id=\"display-eqofficer\">Gender equality trade union officer at the workplace: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-sexualhar\">Clauses on sexual harassment at work: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violence\">Clauses on violence at work: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-violenceleave\">Special leave for workers subjected to domestic or intimate partner violence: → \u003C\u002Fdiv>\n        \u003Cdiv id=\"display-support_disabilities\">Support for women workers with disabilities: → Ne\u003C\u002Fdiv>\n        \u003Cdiv id=\"display-equalitymonitoring\">Gender equality monitoring: → Ne\u003C\u002Fdiv>\n             \n         \u003C\u002Fdiv>\n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-contracttrialperiod\">\n                Trial period duration: → 6 days\n            \u003C\u002Fdiv>\n            \n            \n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-hourspday\">\n                Working hours per day: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \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: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 5.0 weeks\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-schedulesrestpw\"> Rest period of at least one day per week agreed: → Da\u003C\u002Fdiv>\n\n            \n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: →  days\n            \u003C\u002Fdiv>\n            \n            \n            \n            \u003Cdiv id=\"display-FLEXWORK_trigger\"> Provisions on flexible work arrangements: → Ne\n            \u003C\u002Fdiv>\n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section wages\">\n            \u003Ch3 id=\"display-WAGES_trigger\">WAGES\u003C\u002Fh3>\n\n            \u003Cdiv id=\"display-PAYSCALES_trigger\">\n                Wages determined by means of pay scales: → No\n            \u003C\u002Fdiv>\n\n            \n\n\n            \n            \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            \n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-NOCTPREM_trigger\">Premium for evening or night work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-shiftallowanceperc1\">\n                    Premium for evening or night work: → 126 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-shiftallowancetype1\">Premium for night work only: → Da\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \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 5000.0\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            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-mealvouchersamount\">\n                 →  per meal\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-legalassistance_trigger\">\n                Free legal assistance: → Ne\n            \u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n    \u003C\u002Fdiv>\n\n\u003C\u002Fhtml>\n",[],[],"collective_agreement",[204],{"title":37,"slug":32},[206],{"type":207,"data":208},"call_to_action_body_block",{"title":209,"description":210,"variant":211,"link":212},"Uporedite kolektivne ugovore","Uporedite članove kolektivnih ugovora u Srbiji u različitim sektorima, temama i zemljama.","dark",{"title":209,"url":213,"description":209,"rel":214,"type":215},"\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002Fuporedite-kolektivne-ugovore","follow","internal",[217],{"type":207,"data":218},{"title":209,"description":210,"variant":211,"link":219},{"title":209,"url":213,"description":209,"rel":214,"type":215},[],{"title":15,"seo_title":222,"description":7,"path":223,"redirect_url":7,"locale":27,"children":224},"WageIndicator Srbija: Plate i minimalna zarada","\u002Fsr-latn-rs",[225,257,286],{"title":18,"seo_title":226,"description":7,"path":227,"redirect_url":7,"locale":27,"children":228},"Posao u Srbiji: Plate i minimalna","\u002Fsr-latn-rs\u002Frad-u-srbiji",[229,233,237,253],{"title":230,"seo_title":8,"description":7,"path":231,"redirect_url":7,"locale":27,"children":232},"Minimalne zarada","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fminimalne-zarada",[],{"title":234,"seo_title":8,"description":7,"path":235,"redirect_url":7,"locale":27,"children":236},"Zarada za život","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fzarada-za-zivot",[],{"title":238,"seo_title":8,"description":7,"path":239,"redirect_url":7,"locale":27,"children":240},"Plata","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata",[241,245,249],{"title":242,"seo_title":8,"description":7,"path":243,"redirect_url":7,"locale":27,"children":244},"Provera plate","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata\u002Fprovera",[],{"title":246,"seo_title":8,"description":7,"path":247,"redirect_url":7,"locale":27,"children":248},"Anketa o 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