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Закона о раду\n(„Службени гласник РС”, бр. 24\u002F05, 61\u002F05, 54\u002F09, 75\u002F14\nи 13\u002F17 – Одлука УС и 113\u002F17),\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикат, Синдикат\nзапослених у здравству и социјалној\nзаштити Србије и Влада Републике Србије\nзакључују\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>ПОСЕБАН КОЛЕКТИВНИ УГОВОР\u003C\u002Fp>\n\n\u003Cp>за социјалну заштиту у Републици Србији\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>\"Службени гласник РС\", бр. 29 од 19. априла 2019,\n60 од 24. априла 2020, 88 од 19. октобра 2023.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>НАПОМЕНА ИЗДАВАЧА:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end_date\">\u003Cp>Споразумом о продужењу рока важења\nПосебног колективног уговора за сoцијалну\nзаштиту у Републици Србији (\"Службени\nгласник РС\", број 48\u002F2022) важење Посебног\nколективног уговора за социјалну заштиту у\nРепублици Србији („Службени гласник РС”,\nбр. 29\u002F19 и 60\u002F20), продужено је до 19. априла 2023.\nгодине (види члан 1. Споразума - 48\u002F2022-100).\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Споразумом о продужењу рока важења\nПосебног колективног уговора за сoцијалну\nзаштиту у Републици Србији (\"Службени\nгласник РС\", број 28\u002F2023) важење Посебног\nколективног уговора за социјалну заштиту у\nРепублици Србији („Службени гласник РС”,\nбр. 29\u002F19, 60\u002F20 и 48\u002F22 ‒ др. пропис), продужено је\nдо 19. априла 2024. године (види члан 1.\nСпоразума - 28\u002F2023-209).\u003C\u002Fp>\n\n\u003Cp>Споразумом о продужењу рока важења\nПосебног колективног уговора за сoцијалну\nзаштиту у Републици Србији (\"Службени\nгласник РС\", број 34\u002F2024) важење Посебног\nколективног уговора за социјалну заштиту у\nРепублици Србији („Службени гласник РС”,\nбр. 29\u002F19, 60\u002F20 и 48\u002F22 ‒ др. пропис, 28\u002F23 – др.\nпропис и 88\u002F23), продужено је до 19. априла 2026.\nгодине (види члан 1. Споразума - 34\u002F2024-131).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>I. УВОДНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch4>Члан 1.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Овим посебним колективним уговором за\nсоцијалну заштиту у Републици Србији (у\nдаљем тексту: Уговор), у складу са законом и\nратификованим међународним конвенцијама,\nуређују се права, обавезе и одговорности из\nрадног односа и по основу рада запослених у\nустановама социјалне заштите, међусобни\nодноси учесника овог Уговора, поступак\nизмена и допуна овог уговора и друга питања\nод значаја за запослене и послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 2.\u003C\u002Fh4>\n\n\u003Cp>Уговор се непосредно примењује у\nустановама социјалне заштите чији је\nоснивач Република Србија, аутономна\nпокрајина и локална самоуправа.\u003C\u002Fp>\n\n\u003Cp>Послодавац у смислу овог уговора јесте\nустанова социјалне заштите (у даљем тексту:\nустанова).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>II. ПОСЛОВИ СА ПОВЕЋАНИМ РИЗИКОМ\u003C\u002Fh2>\n\n\u003Ch4>Члан 3.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленом који обавља одређене послове\nна радном месту са повећаним ризиком може\nда се скрати радно време и при томе има\nправа из радног односа као да ради са пуним\nрадним временом.\u003C\u002Fp>\n\n\u003Ch4>Члан 4.\u003C\u002Fh4>\n\n\u003Cp>Послодавац је дужан да запосленом на\nрадном месту са повећаним ризиком пре\nпочетка рада обезбеди претходни лекарски\nпреглед, као и периодични лекарски преглед\nу току рада.\u003C\u002Fp>\n\n\u003Cp>Ако се у поступку периодичног лекарског\nпрегледа утврди да запослени не испуњава\nпосебне здравствене услове за обављање\nпослова на радном месту са повећаним\nризиком, послодавац може да га премести на\nдруге послове који одговарају његовим\nздравственим способностима.\u003C\u002Fp>\n\n\u003Ch4>Члан 5.\u003C\u002Fh4>\n\n\u003Cp>На основу извршене процене ризика и\nстручне анализе, за радно место са\nповећаним ризиком, може да се као\nпревентивна мера за безбедан и здрав рад\nутврди скраћено радно време, додатне\nједнократне паузе као и друге мере.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 6.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Радно време запосленог, у складу са\nзаконом, скраћује се сразмерно штетном\nдејству услова рада на здравље и радну\nспособност запосленог, у складу са\nизвршеном проценом ризика и стручном\nанализом службе медицине рада.\u003C\u002Fp>\n\n\u003Cp>Дужина радног времена за групе послова,\nуколико се те групе послова обављају на\nрадним местима која су утврђена као радна\nместа са повећаним ризиком, утврђује се на\nоснову следећих смерница:\u003C\u002Fp>\n\n\u003Cp>1) I група послова – од 35 часова недељно, и\nто:\u003C\u002Fp>\n\n\u003Cp>(1) стални непосредни рад са душевним\nболесницима;\u003C\u002Fp>\n\n\u003Cp>(2) стални непосредни рад са лицима теже и\nтешко ометеним у менталном развоју и\nлицима оболелима од аутизма.\u003C\u002Fp>\n\n\u003Cp>2) II група – од 36 часова недељно, и то:\u003C\u002Fp>\n\n\u003Cp>(1) стални непосредни рад са лицима\nумерено ометеним у менталном развоју;\u003C\u002Fp>\n\n\u003Cp>(2) стални непосредни рад са децом са\nпоремећајима у друштвеном понашању у\nзаводима за васпитање деце и омладине;\u003C\u002Fp>\n\n\u003Cp>(3) стални непосредни рад са старим лицима\nкоја имају психичке сметње, као и са\nнепокретним и полупокретним лицима,\nсмештеним у стационарима установа за\nсмештај старих;\u003C\u002Fp>\n\n\u003Cp>(4) стални непосредни рад на прихвату и\nзбрињавању лица која се нађу у скитњи\n(прихватилиштима);\u003C\u002Fp>\n\n\u003Cp>(5) стални непосредни рад на прихвату и\nзбрињавању лица у установи за\nтелесно-инвалидна лица са очуваним\nменталним способностима, у установи за\nслепа лица;\u003C\u002Fp>\n\n\u003Cp>3) III група – од 37,5 часова недељно, и то:\u003C\u002Fp>\n\n\u003Cp>(1) непосредан рад на откривању,\nдијагностици, третману и праћењу корисника\nсоцијалне заштите у центрима за социјални\nрад и установама социјалне заштите;\u003C\u002Fp>\n\n\u003Cp>(2) стални непосредни рад са децом без\nродитељског старања у домовима за смештај\nдеце.\u003C\u002Fp>\n\n\u003Cp>4) IV група послова – од 38 часова недељно, и\nто:\u003C\u002Fp>\n\n\u003Cp>(1) стални рад у котларницама (ложионица на\nчврсто гориво) и рад у перионици;\u003C\u002Fp>\n\n\u003Cp>(2) стални рад ноћу (од 22.00 до 06.00 часова\nнаредног дана) – ноћни чувар.\u003C\u002Fp>\n\n\u003Cp>Скраћено радно време из става 2. овог\nчлана, не може бити краће од 30 сати\nнедељно.\u003C\u002Fp>\n\n\u003Cp>Скраћено радно време из ст. 2. и 3. овог\nчлана, сматра се радом са пуним радним\nвременом.\u003C\u002Fp>\n\n\u003Cp>Када се на радном месту појаве нове\nопасности или штетности, односно дође до\nпромене нивоа ризика у процесу рада, у\nпоступку измене или допуне акта о процени\nризика, послодавац може да, након извршене\nстручне анализе, као превентивну меру за\nбезбедан и здрав рад утврди скраћено радно\nвреме.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 7.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени који обављају послове на\nрадном месту са повећаним ризиком,\nзапослени са инвалидитетом или телесним\nоштећењем, професионално оболели, као и\nзапослени који обављају послове на којима\nу складу са актом о процени ризика постоји\nмогућност професионалног обољења, имају\nправо на коришћење одмора за превенцију\nрадне инвалидности, рехабилитацију и\nпревентивну рекреацију у бањским и\nклиматским лечилиштима, у складу са\nналазом службе медицине рада.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради на радном месту са\nповећаним ризиком има и друга права у\nскладу са законом и овим уговором.\u003C\u002Fp>\n\n\u003Cp>Општим актом послодавца регулисаће се\nначин остваривања права из става 1. овог\nчлана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 8.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени који је професионално оболео\nне може трпети никакву штету нити сносити\nбило какве трошкове због тога што је\nпрофесионално оболео.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да професионално\nоболелом запосленом обезбеди радно место\nпрема радној способности, у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 9.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом са\nинвалидитетом обезбеди услове за рад на\nпословима и у радној околини према радној\nспособности, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Приправници\u003C\u002Fh3>\n\n\u003Ch4>Члан 10.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уговор о раду на неодређено или одређено\nвреме може се закључити са приправником\nради оспособљавања за самостални рад, у\nскладу са законом.\u003C\u002Fp>\n\n\u003Cp>За време приправничког стажа приправник\nима право на плату у висини од 80% од основне\nплате за наведене послове као и на накнаду\nтрошкова и друга примања, у складу са\nопштим актом и уговором о раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>III. ОБРАЗОВАЊЕ И СТРУЧНО УСАВРШАВАЊЕ\nЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Ch3>1. Образовање запослених\u003C\u002Fh3>\n\n\u003Ch4>Члан 11.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може, у складу са општим актом\nустанове, упутити запосленог на додатно\nобразовање у складу са законом и то:\u003C\u002Fp>\n\n\u003Cp>1) ако има потребе за додатним образовањем\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>2) ако премештај запосленог на други\nодговарајући посао, због потребе процеса и\nорганизације рада, захтева додатна знања и\nвештине за обављање ових послова.\u003C\u002Fp>\n\n\u003Cp>Запослени и послодавац закључују уговор\nо финансирању образовања, којим се\nрегулишу међусобна права и обавезе у вези\nобразовања запосленог, односно обавезе\nнакон окончаног образовања у складу са\nзаконом.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Ch3>2. Стручно оспособљавање и усавршавање\u003C\u002Fh3>\n\n\u003Ch4>Члан 12.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да у складу са\nзаконом стручном раднику и стручном\nсараднику, односно другом запосленом\nобезбеди услове за прописима утврђено\nстручно оспособљавање и усавршавање, које\nподразумева стицање знања и вештина, кроз\nакредитоване програме обуке за рад на\nодговарајућим пословима у социјалној\nзаштити и друге облике стручног\nусавршавања у складу са прописима.\u003C\u002Fp>\n\n\u003Cp>Запослени и послодавац закључују уговор\nо стручном оспособљавању и усавршавању из\nстава 1. овог члана, којим се регулишу\nмеђусобна права и обавезе у вези стручног\nоспособљавања и усавршавања, односно\nобавезе након окончаног стручног\nоспособљавања и усавршавања.\u003C\u002Fp>\n\n\u003Cp>Трошкове оспособљавања и стручног\nусавршавања за све запослене, за потребе\nпослодавца, у складу са Планом који доноси\nресорни министар, сноси послодавац.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 13.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Континуирана едукација се спроводи ради\nодржавања и унапређивања професионалних\nкомпетенција и квалитета стручног рада,\nкао и напредовање, стицање и обнављања\nлиценце, у складу за законом којим се\nуређује социјална заштита.\u003C\u002Fp>\n\n\u003Cp>Едукација из става 1. овог члана\nподразумева:\u003C\u002Fp>\n\n\u003Cp>1) похађање акредитованих програма\nобуке,\u003C\u002Fp>\n\n\u003Cp>2) учешће на стручним и научним\nскуповима,\u003C\u002Fp>\n\n\u003Cp>3) учешће на семинарима, курсевима и\nдругим програмима едукације.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 14.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац упућује запосленог на стручно\nусавршавање према Плану усавршавања (у\nдаљем тексту: План), у складу са делатношћу\nустанове, који предлаже директор\nпослодавца у складу са одобреним годишњим\nпрограмом рада.\u003C\u002Fp>\n\n\u003Cp>План који се односи на стручне раднике и\nстручне сараднике доноси се у складу са\nПланом развоја кадрова у социјалној\nзаштити, који доноси министар надлежан за\nсоцијалну заштиту.\u003C\u002Fp>\n\n\u003Cp>План који се односи на друге запослене\nкод послодавца, доноси се у складу са\nпотребама послодавца ради унапређења\nквалитета рада у установи.\u003C\u002Fp>\n\n\u003Cp>Руководиоци организационих јединица\nустанове дужни су да директору установе\nдоставе предлог Плана до краја јуна текуће\nгодине за наредну годину, водећи рачуна о\nнивоу образовања запослених, области за\nкоје је запосленом издата дозвола за\nсамостални рад (лиценца), као и пословима\nкоје обављају стручни радници, стручни\nсарадници и други запослени.\u003C\u002Fp>\n\n\u003Cp>План из става 1. овог члана доноси управни\nодбор установе приликом усвајања годишњег\nпрограма рада установе и ставља\nзапосленима на увид.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 15.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац својом одлуком одобрава\nстручним радницима и другим запосленима\nкоји у складу са законом имају обавезу\nстицања и обнављања лиценце похађање\nакредитованог програма обуке односно\nконтинуиране едукације, ради обнављања\nдозволе за самостални рад (лиценце).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 16.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да свим запосленима\nкоји имају обавезу стицања и обнове\nлиценце, обезбеди благовремено и под истим\nусловима право на континуирану едукацију у\nсмислу члана 14. Уговора.\u003C\u002Fp>\n\n\u003Cp>У случају да запослени прекине\nобразовање, стручно оспособљавање или\nусавршавање дужан је да послодавцу\nнадокнади све трошкове, осим ако је до\nпрекида дошло услед оправданих разлога.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 17.\u003C\u002Fh4>\n\n\u003Cp>Запослени кога послодавац упути на\nстручно оспособљавање и усавршавање ради\nпотреба процеса рада има право на накнаду\nтрошкова: уписа семестра, полагања испита и\nнабавку уџбеника, у складу са општим актом\nкод послодавца\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 18.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени са одговарајућом лиценцом,\nкоме послодавац није благовремено испунио\nобавезе из плана послодавца у погледу\nстручног оспособљавања и усавршавања, у\nскладу са Планом и законом не може сносити\nпоследице.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IV. РАДНО ВРЕМЕ\u003C\u002Fh2>\n\n\u003Ch3>1. Непуно радно време\u003C\u002Fh3>\n\n\u003Ch4>Члан 19.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да у року од 30 дана\nпре указане потребе запослене обавести о\nдоступности послова са пуним и непуним\nрадним временом оглашавањем обавештења на\nогласној табли установе.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да пре објављивања\nобавештења упозна синдикат и размотри\nњегово мишљење о оправданости послова са\nнепуним радним временом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Приправност и рад по позиву\u003C\u002Fh3>\n\n\u003Ch4>Члан 20.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ради обезбеђивања доступности услуга\nкорисницима или обезбеђивања пружања\nуслуга неодложних интервенција, установа\nуводи приправност и рад по позиву.\u003C\u002Fp>\n\n\u003Cp>Трудници, мајци са дететом до три године\nживота, самохраном родитељу детета до\nседам година или детета које је инвалидно\nлице или лице умерено до тешко ометено у\nразвоју може се одредити приправност, рад\nпо позиву и прековремени рад само уз његову\nписмену сагласност.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 21.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Приправност је посебан облик рада ван\nрадног времена код којег запослени не мора\nбити присутан у установи, али мора бити\nстално доступан ради извршења неодложне\nинтервенције.\u003C\u002Fp>\n\n\u003Cp>План приправности и одлуку о увођењу и\nобиму приправности доноси директор.\u003C\u002Fp>\n\n\u003Cp>Право на додатак на плату за приправност\nутврђује се решењем које доноси послодавац\nза сваки сат који је запослени провео у\nприправности.\u003C\u002Fp>\n\n\u003Cp>Запослени који је у приправности мора да\nобавести непосредног руководиоца о броју\nслужбеног телефона на који може бити\nпозван.\u003C\u002Fp>\n\n\u003Cp>Запослени се мора јавити одмах на посао\nради извршења неодложне интервенције.\u003C\u002Fp>\n\n\u003Cp>На приправност и рад по позиву примењују\nсе одредбе закона којим се уређује\nсоцијална заштита и овог колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 22.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да води дневну\nевиденцију о прековременом раду\nзапослених.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 23.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени који ради прековремено има\nправо на додатак на плату за прековремени\nрад у складу са законом и овим уговором.\u003C\u002Fp>\n\n\u003Cp>На писмени захтев запосленог\nпрековремени рад из става (1) овог члана\nпрерачунава се у слободне сате, уместо\nправа на додатак на плату.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nобезбеди коришћење слободних сати из става\n(2) овог члана најкасније у току наредног\nмесеца.\u003C\u002Fp>\n\n\u003Cp>Запослени за сваки сат који по налогу\nпретпостављеног ради дуже од пуног радног\nвремена (прековремени рад) има право на сат\nи по слободно.\u003C\u002Fp>\n\n\u003Cp>Запосленом коме због природе послова\nрадног места не буде омогућено да у току\nнаредног месеца искористи слободне сате,\nза сваки сат прековременог рада исплатиће\nсе вредност сата основне плате запосленог\nувећано за 26%.\u003C\u002Fp>\n\n\u003Cp>О слободним сатима се води евиденција.\u003C\u002Fp>\n\n\u003Cp>Право на додатак за прековремени рад\nутврђује се решењем послодавца које у\nобразложењу мора да садржи разлоге због\nкојих запослени не може да искористи\nслободне сате.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 24.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За време проведено у приправности, кад\nзапослени не ради, има право на увећану\nплату у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Приправност радним даном траје до 16 сати,\nа суботом, недељом и празником до 24 сата.\u003C\u002Fp>\n\n\u003Cp>Сати за време приправности и рада по\nпозиву за исти временски период се\nмеђусобно искључују.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>V. ОДМОРИ И ОДСУСТВА\u003C\u002Fh2>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Ch3>1. Одмор у току дневног рада\u003C\u002Fh3>\n\n\u003Ch4>Члан 25.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на одмор у току\nдневног рада, дневни одмор и недељни одмор\nу складу са законом о раду.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3>2. Годишњи одмор\u003C\u002Fh3>\n\n\u003Ch4>Члан 26.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003C\u002Fdiv>\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cp>Запослени има право на годишњи одмор у\nскладу са законом и овим уговором.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Дужина годишњег одмора утврђује се тако\nшто се законски минимум од 20 радних дана\nувећава по основу:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1) радног искуства:\u003C\u002Fp>\n\n\u003Cp>– за сваке три године рада у радном\nодносу – један радни дан;\u003C\u002Fp>\n\n\u003Cp>– запосленом са преко 30 година\nпроведених у радном односу или са преко 55\nгодина живота и запосленој са преко 25\nгодина проведених у радном односу или са\nпреко 50 година живота – за пет радних\nдана;\u003C\u002Fp>\n\n\u003Cp>2) стручне спреме, сложености послова и\nодговорности:\u003C\u002Fp>\n\n\u003Cp>– за високо образовање на студијама\nдругог степена (основне академске студије,\nспецијалистичке академске студије или\nспецијалистичке струковне студије) и на\nосновним студијама у трајању од најмање\nчетири године – најмање један, а највише\nчетири радна дана;\u003C\u002Fp>\n\n\u003Cp>– за високо образовање на студијама\nпрвог степена (основне академске студије,\nодносно струковне студије) студијама у\nтрајању од три године, образовање и\nспецијалистичко образовање након средњег\nобразовања – најмање један а највише три\nрадна дана;\u003C\u002Fp>\n\n\u003Cp>– за средње образовање – најмање један а\nнајвише два радна дана;\u003C\u002Fp>\n\n\u003Cp>– за нижи степен од средњег образовања –\nједан радни дан;\u003C\u002Fp>\n\n\u003Cp>3) услова рада:\u003C\u002Fp>\n\n\u003Cp>– за рад на пословима из члана 6. овог\nуговора – од 6 до 10 радних дана;\u003C\u002Fp>\n\n\u003Cp>4) доприноса на раду на предлог\nнепосредног руководиоца за:\u003C\u002Fp>\n\n\u003Cp>– изузетне резултате рада – до пет\nрадних дана;\u003C\u002Fp>\n\n\u003Cp>5) социјалног и здравственог статуса\nзапосленог:\u003C\u002Fp>\n\n\u003Cp>– особи са инвалидитетом у складу са\nзаконом – за пет радних дана,\u003C\u002Fp>\n\n\u003Cp>– родитељу, усвојитељу, старатељу или\nхранитељу са дететом до 14 година живота –\nза два радна дана, а за свако малолетно дете\nстарије од 14 година по један радни дан,\u003C\u002Fp>\n\n\u003Cp>– самохраном родитељу са дететом до 14\nгодина живота – за три радна дана, с тим што\nсе овај број дана увећава за по два радна\nдана за свако наредно дете млађе од 14\nгодина,\u003C\u002Fp>\n\n\u003Cp>– запосленом који болује од\nпрофесионалне болести – за пет радних\nдана,\u003C\u002Fp>\n\n\u003Cp>– запосленом који болује од хроничне\nболести која захтева непрекидно лечење\nдуже од 20 дана годишње – за пет радних\nдана,\u003C\u002Fp>\n\n\u003Cp>– запосленом који се стара о члану уже\nпородице који је ометен у развоју, има\nтешко телесно оштећење или болест услед\nкоје је потпуно или врло слабо покретно –\nза седам радних дана;\u003C\u002Fp>\n\n\u003Cp>6) контакта са корисницима:\u003C\u002Fp>\n\n\u003Cp>– запосленом који је у непосредном\nконтакту са странкама односно корисницима\nкао и запосленом који ради у сменама, ноћу,\nсуботом и недељом, а не остварују права на\nувећани број дана годишњег одмора по\nоснову скраћеног радног времена – за три\nрадна дана.\u003C\u002Fp>\n\n\u003Cp>Самохраним родитељем у смислу Уговора\nсматра се родитељ који живи са најмање\nједним дететом, није у брачној или\nванбрачној заједници, и који нема помоћи у\nиздржавању детета од стране другог брачног\nдруга или је та помоћ нижа од 50% минималне\nзараде у Републици утврђене у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>Чланом уже породице у смислу овог члана\nсматра се: брачни и ванбрачни друг, дете\nрођено у браку и ван брака, пасторак,\nусвојеник и друга лица према којима\nзапослени има законску обавезу\nиздржавања.\u003C\u002Fp>\n\n\u003Cp>Допринос на раду утврђује се општим актом\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Годишњи одмор по свим основама из става 2.\nовог члана не може трајати дуже од 35 радних\nдана.\u003C\u002Fp>\n\n\u003Cp>Изузетно од става 5. овог члана, запослени\nкоји раде скраћено радно време и запослени\nиз става 2. тачка 1) алинеја 2. имају право на\nкоришћење годишњег одмора у трајању до 40\nрадних дана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 27.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да на почетку године,\nа најкасније до 31. марта сачини план\nкоришћења годишњих одмора запослених на\nоснову захтева који су запослени дужни да\nдоставе до 15. марта текуће године.\u003C\u002Fp>\n\n\u003Cp>Руководиоци организационих јединица су\nдужни да благовремено сачине предлог плана\nкоришћења годишњег одмора запослених\nгруписан према пословима.\u003C\u002Fp>\n\n\u003Cp>Општим актом послодавца утврђују се\nкритеријуми на основу којих се утврђује\nправо првенственог коришћења годишњег\nодмора.\u003C\u002Fp>\n\n\u003Cp>Општим актом послодавца се може утврдити\nправо на колективни годишњи одмор.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 28.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Годишњи одмор чије је коришћење започето,\nможе се прекинути само уз писмену\nсагласност запосленог.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Ch2>VI. ПЛАЋЕНО ОДСУСТВО\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch4>Члан 29.\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на плаћено одсуство у\nтоку календарске године, у следећим\nслучајевима:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1) склапања брака – седам радних дана;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) склапање брака детета – три радна дана\nпо детету;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3) рођење детета – пет радних дана;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>4) порођаја другог члана уже породице –\nједан радни дан;\u003C\u002Fp>\n\n\u003Cp>5) усвајања детета – пет радних дана;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>6) теже болести члана уже породице – седам\nрадних дана;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>7) поласка детета запосленог у први разред\nосновне школе – два радна дана;\u003C\u002Fp>\n\n\u003Cp>8) селидбе – три радна дана;\u003C\u002Fp>\n\n\u003Cp>9) заштите и отклањања штетних последица у\nдомаћинству проузрокованих елементарном\nнепогодом или другом несрећом – пет радних\nдана;\u003C\u002Fp>\n\n\u003Cp>10) учествовања на такмичењима и сусретима\nкоје организује синдикат – пет радних\nдана;\u003C\u002Fp>\n\n\u003Cp>11) присуствовања седницама и семинарима\nдржавних органа, органа управе и локалне\nсамоуправе, органа коморе, органа\nуправљања у установи, органа синдиката у\nсвојству члана и сусретима радника\nсоцијалне делатности;\u003C\u002Fp>\n\n\u003Cp>12) ради упућивања на\nпревентивно-рекреативне одморе – седам\nрадних дана;\u003C\u002Fp>\n\n\u003Cp>13) у другим случајевима утврђеним\nколективним уговором код послодавца;\u003C\u002Fp>\n\n\u003Cp>14) смрти сродника – један радни дан.\u003C\u002Fp>\n\n\u003Cp>Плаћено одсуство у свим случајевима из\nстава 1. овог члана не може трајати дуже од 10\nрадних дана.\u003C\u002Fp>\n\n\u003Cp>Запослени кога је послодавац упутио на\nдодатно образовање, има право на плаћено\nодсуство сразмерно броју испита\nпредвиђених наставним планом за ту годину\nи то:\u003C\u002Fp>\n\n\u003Cp>– један радни дан за сваки испит;\u003C\u002Fp>\n\n\u003Cp>Поред одсуства из ст. 1. и 2. овог члана\nзапослени има право на плаћено одсуство\nјош:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>1) због смрти члана уже породице – пет\nрадних дана;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) за сваки случај добровољног давања крви\n– два узастопна дана, рачунајући и дан\nдавања крви.\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице у смислу овог\nчлана сматрају се: брачни друг, ванбрачни\nдруг, деца, браћа, сестре, родитељи,\nусвојеник, усвојилац и старатељ.\u003C\u002Fp>\n\n\u003Cp>Запослени кога је послодавац упутио на\nпохађање програма обуке односно\nконтинуиране едукације има право на\nплаћено одсуство за све време трајања\nпрограма, односно за време неопходно за\nдолазак у место у коме се спроводи програм\nобуке односно континуиране едукације и\nповратак у место рада.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VII. НЕПЛАЋЕНО ОДСУСТВО\u003C\u002Fh2>\n\n\u003Ch4>Члан 30.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може на захтев запосленог, да\nзапосленом омогући коришћење неплаћеног\nодсуства и у дужем трајању под условима\nутврђеним општим актом послодавца,\nнарочито због:\u003C\u002Fp>\n\n\u003Cp>1) опоравка, путовања ради лечења\nзапосленог које није обухваћено као право\nиз обавезног здравственог осигурања;\u003C\u002Fp>\n\n\u003Cp>2) учествовања на културним и спортским\nприредбама у својству извођача, стручним\nконгресима и конференцијама;\u003C\u002Fp>\n\n\u003Cp>3) ради неге теже оболелог члана породице\nу трајању до 30 радних дана.\u003C\u002Fp>\n\n\u003Cp>Неплаћено одсуство из става 1. овог члана\nможе се одобрити највише два пута у току\nкалендарске године.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 31.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на неплаћено\nодсуство до укупно пет радних дана у току\nкалендарске године и у другим случајевима\nутврђеним општим актом послодавца, који\nнису наведени у члану 30. овог уговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 32.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Писмени захтев за неплаћено одсуство\nзапослени подноси непосредном руководиоцу\nнајмање седам дана пре датума коришћења\nодсуства, изузев у случајевима болести или\nсмрти члана уже или шире породице.\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице сматрају се лица\nиз члана 29. Уговора.\u003C\u002Fp>\n\n\u003Cp>Сагласност на неплаћено одсуство даје\nнепосредни руководилац, а одобрава решењем\nдиректор установе, ако се одобреним\nнеплаћеним одсуством не угрожава процес и\nорганизација рада.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 33.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени се може вратити на рад код\nпослодавца и раније са одобреног\nнеплаћеног одсуства.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>VIII. БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ\u003C\u002Fh2>\n\n\u003Ch3>1. Права и обавезе\u003C\u002Fh3>\n\n\u003Ch4>Члан 34.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Општим актом у складу са законом и овим\nуговором, уређују се права, обавезе и\nодговорности послодавца и запослених у\nвези са безбедношћу и здрављу на раду.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 35.\u003C\u002Fh4>\n\n\u003Cp>Послодавац је дужан да обезбеди\nзапосленом рад на радном месту и у радној\nоколини у којима су спроведене мере\nбезбедности и здравља на раду у складу са\nпрописима о безбедности и здравља на раду,\nкао и да за примену мера безбедности и\nздравља на раду обезбеди потребна\nфинансијска средства.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да обезбеди да опрема\nза рад буде прилагођена запосленом, а радна\nоколина, средства за рад и средства и\nопрема за личну заштиту запосленог на раду\nбуду благовремено и адекватно\nобезбеђена.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Ch4>Члан 36.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да изврши\nоспособљавање запосленог за безбедан и\nздрав рад.\u003C\u002Fp>\n\n\u003Cp>За време оспособљавања из става 1. овог\nчлана запослени има право на плаћено\nодсуство.\u003C\u002Fp>\n\n\u003Cp>Трошкове оспособљавања за безбедан и\nздрав рад сноси послодавац.\u003C\u002Fp>\n\n\u003Cp>Трошкове процене радне способности\nзапослених у установи, ради утврђивања\nмогућности одржања запослења, односно\nрадног ангажовања сноси послодавац.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 37.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>У случају када запосленом прети\nнепосредна опасност по живот или здравље,\nзапослени има право да предузме\nодговарајуће мере у складу са својим\nзнањем и техничким средствима која му\nстоје на располагању, као и да напусти\nрадно место, односно радну околину.\u003C\u002Fp>\n\n\u003Cp>Запослени није одговоран за штету коју\nпроузрокује послодавцу, нити чини повреду\nрадне обавезе у случају из става 1. овог\nчлана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 38.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да донесе акт о\nпроцени ризика за сва радна места у радној\nоколини, као и да утврди начин и мере за\nњихово отклањање.\u003C\u002Fp>\n\n\u003Cp>Акт о процени ризика мора бити заснован\nна детаљном сагледавању свих технолошких и\nрадних процеса и свих послова које обавља\nзапослени и других услова рада на радном\nместу, средстава и опреме за личну заштиту\nзапослених, препознавању и утврђивању свих\nопасности и штетности.\u003C\u002Fp>\n\n\u003Cp>Акт о процени ризика нарочито мора бити\nзаснован на резултатима претходних\nиспитивања – мерења: радне околине, опреме\nи оруђа за рад, испитивања опасности\n(механичких у вези са карактеристикама\nрадног места и коришћењем електричне\nенергије) и штетности које настају или се\nпојављују у процесу рада (хемијских,\nфизичких, биолошких, микроклиматских у\nпогледу осветљености или климатских),\nштетности које проистичу из психичких и\nпсихофизичких напора, штетности које су\nвезане за технолошки процес и организацију\nрада и других штетности у радном процесу\nпри обављању послова и радних задатака\nодређених правилником, извршеним од стране\nправних лица са лиценцом у складу са\nпрописима.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Послови са повећаним ризиком\u003C\u002Fh3>\n\n\u003Ch4>Члан 39.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени може обављати послове са\nповећаним ризиком ако испуњава следеће\nуслове:\u003C\u002Fp>\n\n\u003Cp>1) да има прописану стручну спрему;\u003C\u002Fp>\n\n\u003Cp>2) да испуњава посебне здравствене услове\nза рад на пословима са повећаним ризиком;\u003C\u002Fp>\n\n\u003Cp>3) да је претходно оспособљен за безбедан\nи здрав рад;\u003C\u002Fp>\n\n\u003Cp>4) да није млађи од 18 година;\u003C\u002Fp>\n\n\u003Cp>5) да није инвалид рада.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch4>Члан 40.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослена жена за време трудноће и мајка\nса дететом до три године, не може да ради на\nпословима са повећаним ризиком без њеног\nпристанка.\u003C\u002Fp>\n\n\u003Cp>Послодавац не може запослену жену\nраспоредити да обавља послове са повећаним\nризиком који би могли да јој угрозе\nостваривање материнства.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 41.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени који обављају послове са\nповећаним ризиком, запослени са\nинвалидитетом или телесним оштећењем,\nпрофесионално оболели, као и запослени\nкоји обављају послове на којима у складу са\nактом о процени ризика постоји могућност\nпрофесионалног обољења, имају право на\nкоришћење одмора за превенцију радне\nинвалидности, рехабилитацију и\nпревентивну рекреацију у бањским и\nклиматским лечилиштима према упутству\nмедицине рада.\u003C\u002Fp>\n\n\u003Cp>Општим актом се утврђује начин\nостваривања права из става 1. овог члана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Представник запослених за безбедност и\nздравље на раду\u003C\u002Fh3>\n\n\u003Ch4>Члан 42.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени код послодавца имају право да\nизаберу најмање једног представника\nзапослених за безбедност и здравље на\nраду.\u003C\u002Fp>\n\n\u003Cp>Број представника запослених за\nбезбедност и здравље на раду код\nпослодавца и начин њиховог избора утврђује\nсе општим актом.\u003C\u002Fp>\n\n\u003Cp>Представника запослених за безбедност и\nздравље на раду код послодавца може да\nпредложи репрезентативни синдикат, а ако\nима више репрезентативних синдиката,\nпредставника предлажу репрезентативни\nсиндикати споразумно односно синдикат са\nвећим бројем чланова синдикалне\nорганизације.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 43.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Мандат представника запослених за\nбезбедност и здравље на раду код\nпослодавца траје четири године.\u003C\u002Fp>\n\n\u003Cp>Пре истека периода на који је изабран,\nпредставнику запослених за безбедност и\nздравље на раду код послодавца мандат може\nда престане због:\u003C\u002Fp>\n\n\u003Cp>– престанка радног односа;\u003C\u002Fp>\n\n\u003Cp>– подношења оставке;\u003C\u002Fp>\n\n\u003Cp>– изгласавања неповерења од стране\nоргана који га је предложио;\u003C\u002Fp>\n\n\u003Cp>– одлуке синдиката, односно\nрепрезентативних синдиката који су га\nименовали.\u003C\u002Fp>\n\n\u003Cp>У случају из става 2. овог члана избор\nновог представника запослених за\nбезбедност и здравље на раду спроводи се\nнајкасније у року од 30 дана од престанка\nмандата претходног представника.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 44.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да представника\nзапослених за безбедност и здравље на раду\nинформише најмање једном у шест месеци о\nсвим подацима који се односе на безбедност\nи здравље на раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 45.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>О уоченим неправилностима у примени\nпрописа о безбедности и здрављу на раду,\nпредставник запослених за безбедност и\nздравље на раду непосредно обавештава:\u003C\u002Fp>\n\n\u003Cp>1) директора;\u003C\u002Fp>\n\n\u003Cp>2) лице за безбедност и здравље на раду;\u003C\u002Fp>\n\n\u003Cp>3) руководиоца дела процеса рада;\u003C\u002Fp>\n\n\u003Cp>4) Одбор за безбедност и здравље на раду;\u003C\u002Fp>\n\n\u003Cp>5) одбор репрезентативног синдиката.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 46.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду има право на плаћено\nодсуство са рада, ради обављања активности\nвезаних за безбедност и здравље на раду и\nправо на плаћено одсуство за све време\nпроведено на седницама Одбора за\nбезбедност и здравље на раду, као и за време\nприсуствовања инспекцијском надзору, у\nскладу са колективним уговором код\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду, за време плаћеног одсуства\nиз става 1. овог члана, има право на накнаду\nзараде у висини просечно остварене плате у\nпретходних 12 месеци.\u003C\u002Fp>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду, пре коришћења плаћених\nчасова за обављање послова безбедности и\nздравља на раду, дужан је да благовремено о\nтоме обавести непосредног руководиоца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 47.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду за време обављања функције\nи по престанку функције ужива заштиту\nсходно члану 188. Закона о раду ако поступа у\nскладу са законом, колективним уговором и\nопштим актима послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 48.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду дужан је да\nрепрезентативне синдикате информише о\nсвом раду најмање једном у шест месеци,\nодносно на сваки њихов захтев.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Одбор за безбедност и здравље на раду\u003C\u002Fh3>\n\n\u003Ch4>Члан 49.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Чланови одбора за безбедност и здравље на\nраду су:\u003C\u002Fp>\n\n\u003Cp>1) представници запослених за безбедност\nи здравље на раду;\u003C\u002Fp>\n\n\u003Cp>2) представници које именује директор.\u003C\u002Fp>\n\n\u003Cp>Број и састав одбора за безбедност и\nздравље на раду уређује се колективним\nуговором код послодавца, при чему број\nпредставника запослених мора да буде\nнајмање за једног већи од броја\nпредставника послодавца, рачунајући и лице\nодређено од стране послодавца за послове\nбезбедности и здравља на раду.\u003C\u002Fp>\n\n\u003Cp>Иницијативу за формирање одбора за\nбезбедност и здравље на раду могу да\nподнесу и послодавац, репрезентативни\nсиндикати и запослени.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да омогући да се,\nнајкасније у року 15 дана од дана покретања\nиницијативе из става 3. овог члана, образује\nодбор за безбедност и здравље на раду и\nпочне са радом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 50.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Мандат чланова одбора за безбедност и\nздравље на раду траје четири године.\u003C\u002Fp>\n\n\u003Cp>Директор, односно репрезентативни\nсиндикат може предложити другог члана\nодбора за безбедност и здравље на раду –\nпредставника послодавца, односно\nрепрезентативног синдиката, уколико не\nизвршава активности представника\nзапослених на начин прописан Пословником о\nраду.\u003C\u002Fp>\n\n\u003Cp>Председника одбора за безбедност и\nздравље на раду бирају чланови одбора\nвећином гласова.\u003C\u002Fp>\n\n\u003Cp>Председник одбора за безбедност и\nздравље на раду одређује се у складу са\nПословником о раду који доноси Одбор за\nбезбедност и здравље на раду.\u003C\u002Fp>\n\n\u003Cp>Пословником о раду Одбор за безбедност и\nздравље на раду ближе уређује начин свога\nрада.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 51.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Чланови Одбора за безбедност и здравље на\nраду приликом обављања активности везаних\nза безбедност и здравље на раду имају право\nда:\u003C\u002Fp>\n\n\u003Cp>1) буду информисани о резултатима процене\nризика;\u003C\u002Fp>\n\n\u003Cp>2) остварују увид у све акте који се односе\nна безбедност и здравље на раду;\u003C\u002Fp>\n\n\u003Cp>3) дају предлоге и учествују у разматрању\nсвих питања која се односе на спровођење\nбезбедности и здравља на раду;\u003C\u002Fp>\n\n\u003Cp>4) захтевају од послодавца информације о\nсвим подацима који се односе на безбедност\nи здравље на раду;\u003C\u002Fp>\n\n\u003Cp>5) разматрају извештај послодавца о стању\nбезбедности и здравља на раду запослених,\nкао и о спроведеним мерама;\u003C\u002Fp>\n\n\u003Cp>6) захтевају од послодавца да предузме\nодговарајуће мере за отклањање или смањење\nризика који угрожава безбедност и здравље\nзапослених;\u003C\u002Fp>\n\n\u003Cp>7) захтевају вршење инспекцијског надзора\nако сматрају да нису спроведене\nодговарајуће мере безбедности и здравља на\nраду;\u003C\u002Fp>\n\n\u003Cp>8) упознају се са налозима и предлозима\nили предузетим мерама инспекције рада;\u003C\u002Fp>\n\n\u003Cp>9) разматрају извештаје о повредама на\nраду, професионалним обољењима и обољењима\nу вези са радом и о предузетим мерама за\nбезбедност и здравље на раду од стране\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>10) разматрају извештај послодавца о\nпредузетим мерама за спречавање\nнепосредне опасности по живот и здравље;\u003C\u002Fp>\n\n\u003Cp>11) разматрају и дају сугестије на део\nколективног уговора код послодавца у\nобласти безбедности и здравља на раду у\nтоку преговора за закључивање и даје\nиницијативу за измене и допуне колективног\nуговора у овој области;\u003C\u002Fp>\n\n\u003Cp>12) разматрају нацрте и предлоге свих\nаката послодавца у области безбедности и\nздравља на раду и дају одговарајуће\nмишљење у сугестије;\u003C\u002Fp>\n\n\u003Cp>13) разматрају и друга питања у складу са\nзаконом, колективним уговором и општим\nактима послодавца у области безбедности и\nздравља на раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 52.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може да одбору за безбедност и\nздравље на раду обезбеди потребне\nпросторне и административно-техничке\nуслове за несметан рад, као и стручну\nподршку, у складу са техничко-просторним и\nфинансијским могућностима.\u003C\u002Fp>\n\n\u003Cp>Послодавац и репрезентативни синдикат\nспоразумно утврђују техничке и друге\nуслове за рад Одбора за безбедност и\nздравље на раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 53.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Одбор за безбедност и здравље на раду\nдужан је да послодавцу и репрезентативним\nсиндикатима подноси шестомесечни извештај\nо своме раду.\u003C\u002Fp>\n\n\u003Cp>Послодавац и репрезентативни синдикати\nдужни су да размотре ставове и мишљења\nОдбора за безбедност и здравље на раду и да\nга о свом ставу обавесте.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 54.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Чланови одбора за безбедност и здравље на\nраду имају право да присуствују семинарима\nи саветовањима ради едукације за обављање\nсвојих функција најмање једном годишње.\u003C\u002Fp>\n\n\u003Cp>Трошкове из става 1. овог члана сноси\nпослодавац.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. Осигурање запослених\u003C\u002Fh3>\n\n\u003Ch4>Члан 55.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да, на свој терет,\nосигура запослене за случај смрти, повреде\nна раду, професионалне болести, смањења или\nгубитка радне способности, ради обезбеђења\nнакнаде штете.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да, поред осигурања из\nстава 1. овог члана, осигура запослене који\nраде на радним местима са повећаним\nризиком, у увећаном износу, утврђеном\nколективним уговором код послодавца, од\nповреда на раду и професионалних обољења.\u003C\u002Fp>\n\n\u003Cp>Учесници овог уговора споразумом\nутврђују начин реализације осигурања из\nст. 1. и 2. овог члана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6. Заштита омладине\u003C\u002Fh3>\n\n\u003Ch4>Члан 56.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени млађи од 18 година, запослени\nизмеђу навршених 18 и 21 године живота имају\nправо на заштиту омладине у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>IX. ПЛАТА, НАКНАДА ПЛАТЕ И ДРУГА ПРИМАЊА\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>1. Елементи за утврђивање плате\u003C\u002Fh3>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch4>Члан 57.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Плата запосленог се утврђује у складу са\nзаконом и овим уговором.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch3>2. Висина основице\u003C\u002Fh3>\n\n\u003Ch4>Члан 58.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-STRUCINCR_trigger\">\u003Cp>Учесници Уговора могу да преговарају о\nвисини основице за обрачун и исплату плата\nсваке године у поступку доношења предлога\nбуџета Републике Србије.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>Учесници Уговора у поступку преговарања\nмогу да разматрају могућност и потребу\nкорекције коефицијената.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 59.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уговорне стране су сагласне да приступе\nпреговарању о корекцији основице за\nобрачун плата пре истека рока на који је\nуговорена ако дође до битне промене\nоколности на основу којих је утврђена\nосновица за обрачун плата.\u003C\u002Fp>\n\n\u003Cp>Иницијативу за преговоре покреће\nсиндикат.\u003C\u002Fp>\n\n\u003Cp>Учесници Уговора се обавезују да\nпреговоре започну у року од десет дана од\nдана покретања иницијативе, те да\nпреговори буду завршени у року од 30 дана од\nдана покретања иницијативе.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Додатак на плату\u003C\u002Fh3>\n\n\u003Ch4>Члан 60.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на додатак на плату\nза:\u003C\u002Fp>\n\n\u003Cp>1) време проведеног у радном односу (за\nминули рад) – 0,4% од основице за сваку пуну\nгодину рада остварену у радном односу у\nустановама социјалне заштите;\u003C\u002Fp>\n\n\u003Cp>2) за рад на дане државног и верског\nпразника који је нерадни дан – 110% од\nосновице;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>3) за рад ноћу (између 22.00–06.00 часова\nнаредног дана), ако такав рад није\nвреднован при утврђивању основне зараде –\n26% од основице;\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>4) за прековремени рад (рад дужи од пуног\nрадног времена) – 26% од основице;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-CONSIGN_trigger\">\u003Cp>5) за време проведено у приправности у\nскладу са законом – за сваки сат\nприправности у висини од 10% од вредности\nрадног сата основне зараде.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>Послодавац може запосленом да исплати\nдодатак на плату за рад недељом – 20% од\nосновне плате за сваки сат рада недељом\nуколико има обезбеђена средства.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nисплати додатак на плату за рад недељом –\n20% од основне плате за сваки сат рада\nнедељом почев од 1. јануара 2020. године.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ако запослени буде позван да ради за\nвреме приправности, има право на додатак на\nплату за сате прековременог рада.\u003C\u002Fp>\n\n\u003Cp>Ако су се истовремено стекли услови по\nвише основа утврђених у ставу 1. овог члана,\nпроценат увећане плате не може бити нижи од\nзбира процената по сваком од основа\nувећања, осим ако овим колективним\nуговором није другачије одређено.\u003C\u002Fp>\n\n\u003Cp>Основицу за обрачун додатака на плату\nчини основна плата утврђена у складу са\nзаконом, општим актом и уговором о раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 61.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Установе социјалне заштите и пружаоци\nуслуга социјалне заштите, уз претходно\nприбављању сагласност оснивача, могу\nобављати и другу врсту делатности сагласно\nосновној делатности и располагати\nприходима, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Средства из става 1. овог члана могу се\nкористити за унапређења квалитета рада\nустанове и њених корисника, а ради\nзадовољења додатних потреба корисника као\nи побољшања материјалног и социјалног\nположаја запослених и то ако запослени:\nзбог потреба корисника поред послова на\nкојима је ангажован, ради и послове који\nнису у опису његовог радног места; врши\nдужност непосредног старатеља корисника;\nпоред својих послова обавља и послове\nпривремено одсутног запосленог.\u003C\u002Fp>\n\n\u003Cp>Расподела средстава из става 2. овог члана\nвршиће се на основу одлуке послодавца, у\nскладу са општим актом, највише у висини од\n25% месечно од просечне бруто зараде у\nРепублици Србији према последњем\nобјављеном податку републичког органа\nнадлежног за послове статистике.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. Исплата плате\u003C\u002Fh3>\n\n\u003Ch4>Члан 62.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Плата се може исплаћивати у два дела, с\nтим да се други део плате исплати\nнајкасније до 20. у наредном месецу за\nпротекли месец.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. Накнада плате\u003C\u002Fh3>\n\n\u003Ch4>Члан 63.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду плате, у\nвисини просечне плате запосленог у\nпретходних 12 месеци, у следећим\nслучајевима:\u003C\u002Fp>\n\n\u003Cp>1) коришћења годишњег одмора;\u003C\u002Fp>\n\n\u003Cp>2) коришћења плаћеног одсуства, војне\nвежбе, на позив државног органа и др.;\u003C\u002Fp>\n\n\u003Cp>3) одсуства са рада на дан празника који је\nнерадни дан у складу са законом;\u003C\u002Fp>\n\n\u003Cp>4) стручног оспособљавања и усавршавања\nкада то захтева потреба процеса рада.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 64.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду плате за\nвреме привремене спречености за рад до 30\nдана, и то:\u003C\u002Fp>\n\n\u003Cp>1) у висини 65% просечне плате у претходних\n12 месеци пре месеца у којем је наступила\nпривремена спреченост за рад, ако је\nспреченост за рад проузрокована болешћу\nили повредом ван рада;\u003C\u002Fp>\n\n\u003Cp>2) у висини 100% просечне плате у претходних\n12 месеци пре месеца у којем је наступила\nпривремена спреченост за рад, ако је\nспреченост за рад проузрокована повредом\nна раду или професионалном болешћу,\nмалигним обољењима и због добровољног\nдавања органа и ткива, изузев добровољног\nдавања крви.\u003C\u002Fp>\n\n\u003Cp>Накнада плате не може бити нижа од\nминималне зараде утврђене општим\nпрописима о раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-covid_measures\">\u003Ch4>Члан 64а*\u003C\u002Fh4>\n\n\u003Cp>\u003Cstrong>Запослени има право на накнаду плате\nу висини од 100% просечне плате у претходних\n12 месеци пре месеца у којем је наступила\nпривремена спреченост за рад ако је\nспреченост за рад настала због потврђене\nзаразне болести COVID-19 или због мере\nизолације или самоизолације наложене у\nвези са том болешћу, а која је наступила као\nпоследица непосредног излагања ризику по\nоснову обављања послова и радних задатака,\nодносно службених дужности и контаката са\nлицима којима је потврђена болест COVID-19 или\nналожена мера изолације или\nсамоизолације.*\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Запослени остварује право из става 1.\nовог члана тако што се:*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1) за првих 30 дана одсуства са рада,\nисплата висине накнаде плате врши из\nсредстава послодавца;*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>\u003Cstrong>2) почев од 31. дана одсуства са рада,\nисплата висине накнаде плате врши из\nсредстава обавезног здравственог\nосигурања до законом прописане висине\nнакнаде плате, а из средстава послодавца,\nза преостали износ разлике до висине од 100%\nпросечне плате.*\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Право на накнаду плате из ст. 1. и 2.\nовог члана, остварује и запослени који је\nодсуствовао са рада из разлога наведених у\nставу 1. овог члана у периоду за који до дана\nступања на снагу овог колективног уговора\nније извршен коначни обрачун и исплата\nнакнаде плате по основу привремене\nспречености за рад.*\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Одсуство са рада из става 1. овог\nчлана запослени доказују решењем\nнадлежног органа (санитарног инспектора,\nоргана надлежног за контролу прелажења\nдржавне границе, царинског органа, изводом\nиз евиденције Министарства унутрашњих\nпослова и др.) или извештајем лекара о\nпривременој спречености за рад (дознака), у\nскладу са законом.*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 60\u002F2020\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>6. Накнада трошкова\u003C\u002Fh3>\n\n\u003Ch4>Члан 65.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nнадокнади трошкове, и то:\u003C\u002Fp>\n\n\u003Cp>1) за долазак и одлазак са рада (редован\nрад и рад по позиву) у висини цене превозне\nкарте у јавном саобраћају ако послодавац\nније обезбедио сопствени превоз;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) за време проведено на службеном путу у\nземљи;\u003C\u002Fp>\n\n\u003Cp>3) за време проведено на службеном путу у\nиностранству, под условима и на начин\nутврђен одговарајућим прописима који се\nпримењују на државне органе.\u003C\u002Fp>\n\n\u003Cp>Накнада трошкова из става 1. тачка 2) овог\nчлана исплаћује се запосленом у висини од 5%\nпросечне месечне зараде по запосленом у\nрепублици, према последњем објављеном\nподатку републичког органа надлежног за\nпослове статистике, трошкове ноћења према\nприложеном рачуну осим у хотелу са пет\nзвездица, с тим што се путни трошкови\nпревоза признају у целини према приложеном\nрачуну.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду превоза за\nдолазак на рад и повратак са рада у висини\nпуне цене карте у јавном саобраћају\n(градском, приградском или међуградском),\nза превозника који је запосленом временски\nнајпогоднији за долазак на рад или одлазак\nса рада, односно до висине трошкова\nнајповољније појединачне карте јавног\nпревоза за оба смера ако нема могућности да\nсе обезбеди јавни превоз.\u003C\u002Fp>\n\n\u003Cp>Временски најпогоднији превозник ближе\nсе дефинише општим актом код послодавца\nили уговором о раду.\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом да обезбеди\nмесечну карту за долазак и одлазак с посла\nуколико исти или компатабилни превозник је\nвременски најпогоднији.\u003C\u002Fp>\n\n\u003Cp>Уколико не постоји јавни саобраћај,\nзапослени има право на накнаду за превоз у\nвисини пуне цене карте у јавном превозу за\nсличну релацију за коју постоји јавни\nпревоз.\u003C\u002Fp>\n\n\u003Cp>У цену превозне карте улазе и трошкови\nприпадајуће станичне услуге.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 66.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уколико послодавац упути запосленог на\nслужбени пут, а нема обезбеђен јавни превоз\nда запослени може у току утврђеног радног\nвремена отићи и вратити се са службеног\nпута, послодавац је дужан да обезбеди\nнакнаду трошкова коришћења сопственог\nаутомобила у службене сврхе у висини од 30%\nцене једног литра погонског горива.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7. Друга примања\u003C\u002Fh3>\n\n\u003Ch4>Члан 67.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан запосленом да\nисплати:\u003C\u002Fp>\n\n\u003Cp>1) отпремнину при одласку у пензију\nнајмање у висини износа три последње\nисплаћене просечне плате запосленог, с тим\nшто тако исплаћена отпремнина не може бити\nнижа од три последње исплаћене просечне\nплате по запосленом код послодавца,\nодносно три просечне зараде по запосленом\nисплаћене у Републици Србији према\nпоследњем објављеном податку републичког\nоргана надлежног за послове статистике,\nако је то за запосленог повољније;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>2) накнаду трошкова погребних услуга у\nслучају смрти члана уже породице, а\nчлановима уже породице у случају смрти\nзапосленог, у висини трошкова погребних\nуслуга;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3) накнаду штете због повреде на раду или\nпрофесионалног обољења у складу са овим\nуговором, односно општим актом\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Као трошкови погребних услуга се\nсматрају уобичајени погребни трошкови,\nутврђени општим актом послодавца.\u003C\u002Fp>\n\n\u003Cp>Право на трошкове погребних услуга из\nстава 2. овог члана остварује се на основу\nуредне документације, у висини приложених\nоригиналних рачуна, а највише до висине\nмесечне просечне зараде у Републици Србији\nбез пореза и доприноса према последњем\nобјављеном податку органа надлежног за\nпослове статистике.\u003C\u002Fp>\n\n\u003Cp>Чланом уже породице у смислу овог члана\nсматрају се брачни или ванбрачни друг и\nдеца запосленог.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch4>Члан 68.*\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(1) Запослени има право на јубиларну\nнаграду у износу од:*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1) 50% просечне зараде у Републици\nСрбији према последњем објављеном податку\nрепубличког органа надлежног за\nстатистику – за 10 година рада проведених у\nрадном односу у установи социјалне\nзаштите;*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2) једне просечне зараде у Републици\nСрбији према последњем објављеном податку\nрепубличког органа надлежног за\nстатистику – за 20 година рада проведених у\nрадном односу у установи социјалне\nзаштите;*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3) једне и по просечне зараде у\nРепублици Србији према последњем\nобјављеном податку републичког органа\nнадлежног за статистику – за 30 година рада\nпроведених у радном односу у установи\nсоцијалне заштите;*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4) две просечне зараде у Републици\nСрбији према последњем објављеном податку\nрепубличког органа надлежног за\nстатистику – за 35 година рада проведених у\nрадном односу у установи социјалне\nзаштите;*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5) две и по просечне зараде у\nРепублици Србији према последњем\nобјављеном податку републичког органа\nнадлежног за статистику – за 40 година рада\nпроведених у радном односу у установи\nсоцијалне заштите.*\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>(2) Под установом социјалне заштите у\nсмислу овог члана, подразумевају се све\nустанове социјалне заштите у смислу члана\n2. овог уговора у којима је запослени радио,\nодносно године проведене у радном односу у\nустанови социјалне заштите, односно\nустановама социјалне заштите се\nсабирају.*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>(3) Запослени стиче право на јубиларну\nнаграду у години у којој навршава 10, 20, 30, 35 и\n40 година рада у установи социјалне заштите.\nПослодавац је дужан да исплату изврши по\nстицању права на јубиларну награду.*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 88\u002F2023\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 69.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом да исплати\nсолидарну помоћ у случају:\u003C\u002Fp>\n\n\u003Cp>1) дуже или теже болести запосленог или\nчлана његове уже породице;\u003C\u002Fp>\n\n\u003Cp>2) набавке ортопедских помагала и апарата\nза рехабилитацију запосленог или члана\nњегове уже породице;\u003C\u002Fp>\n\n\u003Cp>3) здравствене рехабилитације\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>4) настанка инвалидности запосленог код\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>5) набавке лекова за запосленог или члана\nуже породице;\u003C\u002Fp>\n\n\u003Cp>6) помоћ самохраном родитељу са дететом до\n14 година живота.\u003C\u002Fp>\n\n\u003Cp>Чланом уже породице из става 1. овог члана\nсматра се: брачни и ванбрачни друг, дете\nрођено у браку и ван брака, пасторак,\nусвојеник и друга лица према којима\nзапослени има законску обавезу\nиздржавања.\u003C\u002Fp>\n\n\u003Cp>Дужом болешћу у смислу става 1. овог члана\nсматра се болест која траје дуже од 3 месеца\nнепрекидно. Тежом болешћу сматра се болест\nкоја је као таква третирана прописима из\nздравственог осигурања.\u003C\u002Fp>\n\n\u003Cp>У случајевима утврђеним у ставу 1. тач. 2), 3)\nи 5) овог члана, помоћ у току године признаје\nсе ако запосленом није омогућено\nостваривање овог права на терет средстава\nобавезног здравственог осигурања.\u003C\u002Fp>\n\n\u003Cp>Висина помоћи у току године, у\nслучајевима утврђеним у ставу 1. тач. 1)–5)\nовог члана признаје се на основу уредне\nдокументације до висине два неопорезована\nизноса предвиђена Законом о порезу на\nдоходак грађана.\u003C\u002Fp>\n\n\u003Cp>У случајевима из става 1. тачка 6) висина\nпомоћи у току календарске године може бити\nдо висине једне просечне зараде у\nРепублици према последњем објављеном\nподатку републичког органа за\nстатистику.\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом да исплати\nсолидарну помоћ и у следећим случајевима:\u003C\u002Fp>\n\n\u003Cp>1) рођења детета запосленог – у висини\nпросечне месечне зараде без пореза и\nдоприноса у Републици Србији према\nпоследњем објављеном податку органа\nнадлежног за послове статистике;\u003C\u002Fp>\n\n\u003Cp>2) помоћ запосленој за вантелесну оплодњу\nнакон искоришћених могућности\nфинансираних средствима Републичког фонда\nза здравствено осигурање, уколико и даље\nиспуњава прописане услове – у висини три\nпросечне месечне зараде у Републици Србији\nпрема последњем објављеном податку органа\nнадлежног за послове статистике, а на\nоснову уредне документације;\u003C\u002Fp>\n\n\u003Cp>3) помоћ због уништења или оштећења\nимовине услед елементарних и других\nванредних догађаја – у висини просечне\nмесечне зараде без пореза и доприноса у\nРепублици Србији према последњем\nобјављеном податку органа надлежног за\nпослове статистике;\u003C\u002Fp>\n\n\u003Cp>4) другу солидарну помоћ у складу са\nопштим актом.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nисплати солидарну помоћ из става 7. тач. 1), 3)\nи 4) овог члана почев од 1. јануара 2020.\nгодине.\u003C\u002Fp>\n\n\u003Cp>У случају да је више чланова уже породице\nзапослено код послодавца, право на\nсолидарну помоћ из става 7. тач. 1) и 3)\nостварује један запослени.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 70.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленима се може исплатити\nновогодишњи поклон из прихода установе из\nчлана 61. овог уговора.\u003C\u002Fp>\n\n\u003Cp>Деци запослених до 12 година старости\nприпада право на пригодан поклон за Нову\nгодину у складу са одлуком Послодавца, а уз\nпретходно прибављено мишљење синдиката, до\nнеопорезивог износа.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 71.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може из прихода установе из\nчлана 61. овог уговора да:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Cp>– уплати премију запосленом за\nдобровољно пензијско осигурање,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>– уплати премију запосленом за\nколективно осигурање од последица незгода\nи колективно осигурање за случај тежих\nболести и хируршких интервенција,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>– обезбеди пригодан поклон запосленим\nженама поводом 8. марта.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 72.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може из прихода установе из\nчлана 61. овог уговора, запосленом одобрити\nзајам за набавку огрева, зимнице и\nуџбеника.\u003C\u002Fp>\n\n\u003Cp>Зајам из става 1. овог члана послодавац\nможе да одобри под следећим условима:\u003C\u002Fp>\n\n\u003Cp>1) износ одобреног зајма не може бити већи\nод једне просечне месечне зараде по\nзапосленом у Републици према последњем\nобјављеном податку републичког органа\nнадлежног за послове статистике;\u003C\u002Fp>\n\n\u003Cp>2) исплата зајма у текућем месецу не може\nсе вршити пре исплате зараде за претходни\nмесец;\u003C\u002Fp>\n\n\u003Cp>3) повраћај зајма врши се из зараде\nзапосленог најдуже у шест месечних рата,\nпочев од исплате зараде у првом наредном\nмесецу, у односу на месец у којем је\nисплаћен зајам;\u003C\u002Fp>\n\n\u003Cp>4) зајам се поново не може одобрити док се\nу потпуности не врати ранији зајам.\u003C\u002Fp>\n\n\u003Cp>Иницијативу за добијање зајма даје\nрепрезентативни синдикат у установи, а\nпослодавац је дужан да у року од 15 дана\nодговори на поднету иницијативу.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>X. УСЛОВИ ЗА РАД СИНДИКАТА\u003C\u002Fh2>\n\n\u003Ch4>Члан 73.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да обезбеди:\u003C\u002Fp>\n\n\u003Cp>1) представнику репрезентативног\nсиндиката код послодавца присуствовање\nседницама управног одбора на којима се\nразматрају питања од значаја за\nматеријални и социјални положај\nзапослених;\u003C\u002Fp>\n\n\u003Cp>2) да се размотре мишљења и предлози\nрепрезентативног синдиката пре доношења\nодлука од значаја за материјални,\nекономски и социјални положај\nзапослених;\u003C\u002Fp>\n\n\u003Cp>3) учешће репрезентативног синдиката у\nпредлагању и избору чланова управног и\nнадзорног одбора из реда запослених.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 74.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикат чији је\nзапослени члан може покренути иницијативу\nза опозив изабраног члана управног или\nнадзорног одбора из редова запослених.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 75.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац има обавезу да\nрепрезентативни синдикат обавештава о\nпитањима из своје надлежности, које су од\nбитног значаја за економски и\nрадно-социјални положај запослених, а\nнарочито о:\u003C\u002Fp>\n\n\u003Cp>– годишњем извештају о раду;\u003C\u002Fp>\n\n\u003Cp>– подацима о просечној плати, исплаћеним\nплатама по квалификацијама и по\nорганизационим јединицама;\u003C\u002Fp>\n\n\u003Cp>– броју новопримљених запослених, на\nкоје послове су распоређени и у коју радну\nјединицу.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан, да на захтев\nрепрезентативног синдиката, за сваки месец\nутврди приходе и расходе за остваривање\nправа из члана 61. Уговора и о томе обавести\nрепрезентативни синдикат.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да синдикату омогући\nприступ свим пословима код послодавца,\nкада је то потребно у циљу заштите права\nзапослених утврђених законом и\nколективним уговорима, уз поштовање услова\nи стандарда утврђених законом.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да на захтев\nрепрезентативног синдиката, доставља\nквартално, репрезентативном синдикату\nизвештај о прековременом и ноћном раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 76.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Одлуке са именима синдикалних\nпредставника у изабраним органима\nсиндикалних организација који је потписан\nод овлашћеног лица синдиката, прослеђује\nсе директору.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 77.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да овлашћеним\nпредставницима репрезентативног\nсиндиката из члана 80. овог уговора омогући\nодсуствовање са рада ради реализације\nпрограмских активности и присуствовања\nсиндикалним састанцима, конференцијама,\nседницама, семинарима и конгресима, по\nпозиву органа који организује састанак.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да за едукативне\nсеминаре и сл., а према одлуци надлежног\nоргана репрезентативног синдиката,\nомогући одсуствовање са рада\nпредставницима синдиката у трајању до 10\nрадних дана и то највише до два\nпредставника по семинару.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да омогући\nодсуствовање са рада представнику\nсиндиката када је одређен да заступа\nзапосленог у радном спору са послодавцем\nпред арбитром или судом за време потребно\nза заступање.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да представницима\nрепрезентативних синдиката који су\nизабрани у више органе синдиката уз\nодговарајућу одлуку о именовању или\nизбору, омогући одсуствовање са рада за\nучествовање у раду тих органа, уз приложен\nпозив, а представницима репрезентативних\nсиндиката који су изабрани у више органе\nможе и да сноси трошкове одласка на седнице\n(путне трошкове, накнаду за исхрану).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 78.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да репрезентативном\nсиндикату, у складу са својим могућностима,\nбез накнаде трошкова и посредством службе\nкоја обавља правно-административне и\nрачуноводствене послове:\u003C\u002Fp>\n\n\u003Cp>1) обезбеди услове за обављање\nстручно-административно и техничких\nпослова, коришћење телефона, телефакса,\nрачунара, апарата за копирање и умножавање,\nи друге услове за обављање послова везаних\nза основну синдикалну активност у складу\nса својим могућностима;\u003C\u002Fp>\n\n\u003Cp>2) коришћење засебног простора који\nподразумева потребан број канцеларија, у\nзависности од броја чланова синдиката са\nнеопходним канцеларијским намештајем у\nскладу са својим могућностима;\u003C\u002Fp>\n\n\u003Cp>3) коришћење сале за састанке;\u003C\u002Fp>\n\n\u003Cp>4) огласни простор приступачан\nзапосленима ради истицања обавештења и\nинформација;\u003C\u002Fp>\n\n\u003Cp>5) одбије износ синдикалне чланарине за\nсве чланове репрезентативног синдиката од\nплате и уплати га на одговарајући рачун\nсиндиката, у складу са статутом;\u003C\u002Fp>\n\n\u003Cp>6) врши обраду података о уплати чланарине\nи даје на увид овлашћеном представнику\nсиндиката;\u003C\u002Fp>\n\n\u003Cp>7) да синдикату достави приспеле, билтене,\nпубликације, летке и друга документа и\nинформације, која су у функцији\nобавештавања и вршења синдикалних\nактивности;\u003C\u002Fp>\n\n\u003Cp>8) обезбеди употребу службеног аутомобила\nили другог одговарајућег превозног\nсредства, са плаћеним трошковима за\nодлазак на састанке, семинаре у складу са\nсвојим могућностима.\u003C\u002Fp>\n\n\u003Cp>Начин остваривања услова за рад\nрепрезентативних синдиката код послодавца\nи овлашћених представника\nрепрезентативних синдиката се утврђује\nписменим споразумом између\nрепрезентативног синдиката и послодавца.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да учествује у\nтрошковима организације културних\nманифестација и рекреативно-спортских\nтакмичења и сусрета у организацији\nрепрезентативног синдиката у делатности\nсоцијалне заштите у Републици Србији.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 79.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да репрезентативном\nсиндикату достави сва акта која се односе\nна рад и организацију рада у установи и на\nположај запослених (статут установе,\nПравилник о организацији и\nсистематизацији послова, Правилник о раду,\nакт којим се утврђује пословна тајна, акт о\nрешавању стамбених потреба, акт о процени\nризика за сва радна места у радној околини,\nакт о нормативима и стандардима за\nутврђивање резултата рада запослених,\nуговор закључен са Републичким заводом за\nздравствено осигурање и др.).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch4>Члан 80.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Лице овлашћено за заступање и\nпредстављање репрезентативног синдиката\nима право на плаћено одсуство ради\nобављања синдикалне функције, и то:\u003C\u002Fp>\n\n\u003Cp>1) на 40 плаћених сати рада месечно ако\nсиндикат има најмање 200 чланова и по 1 сат\nмесечно за сваких следећих 100 чланова;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) на сразмерно мање плаћених сати ако\nсиндикат има мање од 100 чланова.\u003C\u002Fp>\n\n\u003Cp>Овлашћени представник репрезентативног\nсиндиката потписника овог уговора изабран\nу вишим органима републичког органа\nсиндиката и регионални синдикални\nповереник, имају право на најмање 60\nплаћених сати рада месечно за рад у\nсиндикату.\u003C\u002Fp>\n\n\u003Cp>У складу са критеријумима утврђеним\nопштим актом послодавца или споразумом\nпослодавца и репрезентативног синдиката,\nможе се утврдити да овлашћеном\nпредставнику синдиката мирује радни\nоднос.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 81.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан уз писмену\nсагласност запосленог да поштује услове\nучлањења, ишчлањења, обрачуна висину\nсиндикалне чланарине утврђене актима\nсиндиката чији је запослени члан и исту\nобустави.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 82.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да на иницијативу\nрепрезентативног синдиката, најмање\nједном у три месеца сазове заједнички\nсастанак представника репрезентативних\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>На састанцима се разматрају питања\nвезана за материјални и социјални положај\nзапослених и примену колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>Послодавац и синдикат имају обавезу\nредовног, потпуног и благовременог\nмеђусобног обавештавања.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 83.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац не може да откаже уговор о\nраду, нити на други начин да стави у\nнеповољан положај (распоређивање на друге\nпослове, мање плаћене послове,\nраспоређивање у другу организациону\nцелину, упућивање на рад у друго место рада,\nупућивање на рад код другог послодавца,\nповећавање обима послова, проглашавање\nтехнолошким вишком) представника\nрепрезентативних синдиката запослених\n(председник синдикалне организације,\nрегионални повереник, члан органа\nсиндиката, представник запослених у\nорганима управљања и надзора установе,\nчлан републичких органа синдиката) за\nвреме обављања функције и по престанку\nфункције, у складу са законом.\u003C\u002Fp>\n\n\u003Ch2>XI. ПРЕЛАЗНЕ И ЗАВРШНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch4>Члан 84.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Потписници Уговора сагласни су да\nзаједно решавају питања које се односе на\nекономски, социјални и радни положај\nзапослених у области социјалне заштите.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetyprovisions\">\u003Ch4>Члан 85.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>У циљу утврђивања норматива и услова\nрада, потписници Уговора су сагласни да се\nобезбеде услови ради спровођења\nистраживања о степену изгарања на раду и\nефектима стреса у вршењу послова из\nобласти социјалне заштите.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 86.\u003C\u002Fh4>\n\n\u003Cp>Уговор је закључен када га потпишу\nовлашћена лица учесника у закључивању.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 87.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Предлог за измене и допуне Уговора може\nда поднесе сваки учесник у писаном\nоблику.\u003C\u002Fp>\n\n\u003Cp>Учесници Уговора дужни су да се у року од\n15 дана од дана пријема предлога за измену и\nдопуну Уговора изјасне о предлогу.\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикати образују\nодбор за преговоре.\u003C\u002Fp>\n\n\u003Cp>Број чланова одбора одређују синдикати\nсразмерно броју чланова.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 88.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да своја општа акта\nусклади са овим уговором у року од 90 дана од\nдана ступања на снагу овог уговора, у\nскладу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 89.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ако на дан ступања на снагу Уговора није\nконачно одлучено о правима, обавезама и\nодговорностима запосленог, примењују се\nодредбе Уговора, ако је то за запосленог\nповољније.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-direct_participation_trigger\">\u003Ch4>Члан 90.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Учесници Уговора образују Комисију за\nпраћење и примену Уговора. Комисија даје\nмишљења у вези са применом овог\nколективног уговора.\u003C\u002Fp>\n\n\u003Cp>Сваки од учесника именује по три члана у\nКомисију за праћење примене Уговора.\nЧланови Комисије из својих редова бирају\nпредседника и заменика председника\nКомисије.\u003C\u002Fp>\n\n\u003Cp>Комисија из става 1. овог члана дужна је да\nучеснике Уговора обавештава о примени и\nдатим мишљењима у вези са применом Уговора\nнајмање једном годишње.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 91.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уговор се закључује на период од три\nгодине, почев од дана његовог ступања на\nснагу.\u003C\u002Fp>\n\n\u003Cp>Овај уговор ступа на снагу даном\nобјављивања у „Службеном гласнику\nРепублике Србије”.\u003C\u002Fp>\n\n\u003Cp>Права из члана 67. и члана 68. став 1. овог\nуговора остварују сви запослени у\nустановама социјалне заштите почев од 1.\nфебруара 2019. године.\u003C\u002Fp>\n\n\u003Cp>За Владу Републике Србије\u003C\u002Fp>\n\n\u003Cp>Министар за рад, запошљавање,\u003C\u002Fp>\n\n\u003Cp>борачка и социјална питањa,\u003C\u002Fp>\n\n\u003Cp>Зоран Ђорђевић, с.р.\u003C\u002Fp>\n\n\u003Cp>Синдикат запослених у здравству\u003C\u002Fp>\n\n\u003Cp>и социјалној заштити Србије,\u003C\u002Fp>\n\n\u003Cp>др Зоран Савић, с.р.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>ОДРЕДБЕ КОЈЕ НИСУ УНЕТЕ У \"ПРЕЧИШЋЕН\nТЕКСТ\" ПОСЕБНОГ КОЛЕКТИВНОГ УГОВОРА\u003C\u002Fh3>\n\n\u003Cp>Посебан колективни уговор о допуни\nПосебног колективног уговора за социјалну\nзаштиту у Републици Србији : „Службени\nгласник РС\", број 60\u002F2020-282\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 2.\u003C\u002Fh4>\n\n\u003Cp>Овај колективни уговор ступа на снагу\nданом објављивања у „Службеном гласнику\nРепублике Србије”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_end_date":44,"cbadate_start_date":48,"TRAINING_trigger":52,"trainingprogrammes":56,"SOCSEC_trigger":60,"pensionfund":64,"disabilityfund":66,"disabilitypay":70,"healthinsurance":74,"healthandsafetypolicy":77,"healthandsafetytraining":81,"covid_measures":85,"funeralpay":89,"WORKFAM_trigger":93,"paidpaternityleave":97,"paidpaternityleaveduration":100,"paidpaternityleavepay":102,"paidpaternityleavepayperc":106,"childcare":109,"childcareleave":113,"deathrelativesleave":115,"marriageleave":119,"healthandsafetyprovisions":122,"holidaysdays":126,"holidaysweeks":130,"schedulesrestpw":134,"TRADEUNLEAV_trigger":138,"WAGES_trigger":142,"WAGES_determined":145,"PAYSCALES_trigger":149,"STRUCINCR_trigger":153,"NOCTPREM_trigger":157,"CONSIGN_trigger":161,"OVERTIME_trigger":165,"overtimeallowancetype_general":169,"overtimeallowanceperc1_general":171,"SUNDAY_trigger":173,"COMMUTE_trigger":177,"SENIOR_trigger":181,"direct_participation_trigger":185},{"bindId":45,"name":46,"text":47},"cbadate_end_date","Споразумом о продужењу рока важења Посеб","Споразумом о продужењу рока важења\nПосебног колективног уговора за сoцијалну\nзаштиту у Републици Србији (\"Службени\nгласник РС\", број 48\u002F2022) важење Посебног\nколективног уговора за социјалну заштиту у\nРепублици Србији („Службени гласник РС”,\nбр. 29\u002F19 и 60\u002F20), продужено је до 19. априла 2023.\nгодине (види члан 1. Споразума - 48\u002F2022-100).",{"bindId":49,"name":50,"text":51},"cbadate_start_date","\"Службени гласник РС\", бр. 29 од 19. апр","\"Службени гласник РС\", бр. 29 од 19. априла 2019,\n60 од 24. априла 2020, 88 од 19. октобра 2023.",{"bindId":53,"name":54,"text":55},"TRAINING_trigger","III. ОБРАЗОВАЊЕ И СТРУЧНО УСАВРШАВАЊЕ ЗА","III. ОБРАЗОВАЊЕ И СТРУЧНО УСАВРШАВАЊЕ\nЗАПОСЛЕНИХ\n\n1. Образовање запослених\n\nЧлан 11.\n\n\n\nПослодавац може, у складу са општим актом\nустанове, упутити запосленог на додатно\nобразовање у складу са законом и то:\n\n1) ако има потребе за додатним образовањем\nзапосленог;\n\n2) ако премештај запосленог на други\nодговарајући посао, због потребе процеса и\nорганизације рада, захтева додатна знања и\nвештине за обављање ових послова.\n\nЗапослени и послодавац закључују уговор\nо финансирању образовања, којим се\nрегулишу међусобна права и обавезе у вези\nобразовања запосленог, односно обавезе\nнакон окончаног образовања у складу са\nзаконом.",{"bindId":57,"name":58,"text":59},"trainingprogrammes","2. Стручно оспособљавање и усавршавање Ч","2. Стручно оспособљавање и усавршавање\n\nЧлан 12.\n\n\n\n\n\nПослодавац је дужан да у складу са\nзаконом стручном раднику и стручном\nсараднику, односно другом запосленом\nобезбеди услове за прописима утврђено\nстручно оспособљавање и усавршавање, које\nподразумева стицање знања и вештина, кроз\nакредитоване програме обуке за рад на\nодговарајућим пословима у социјалној\nзаштити и друге облике стручног\nусавршавања у складу са прописима.\n\nЗапослени и послодавац закључују уговор\nо стручном оспособљавању и усавршавању из\nстава 1. овог члана, којим се регулишу\nмеђусобна права и обавезе у вези стручног\nоспособљавања и усавршавања, односно\nобавезе након окончаног стручног\nоспособљавања и усавршавања.\n\nТрошкове оспособљавања и стручног\nусавршавања за све запослене, за потребе\nпослодавца, у складу са Планом који доноси\nресорни министар, сноси послодавац.",{"bindId":61,"name":62,"text":63},"SOCSEC_trigger","– уплати премију запосленом за добровољн","– уплати премију запосленом за\nдобровољно пензијско осигурање,",{"bindId":65,"name":62,"text":63},"pensionfund",{"bindId":67,"name":68,"text":69},"disabilityfund","– уплати премију запосленом за колективн","– уплати премију запосленом за\nколективно осигурање од последица незгода\nи колективно осигурање за случај тежих\nболести и хируршких интервенција,",{"bindId":71,"name":72,"text":73},"disabilitypay","2) почев од 31. дана одсуства са рада, и","2) почев од 31. дана одсуства са рада,\nисплата висине накнаде плате врши из\nсредстава обавезног здравственог\nосигурања до законом прописане висине\nнакнаде плате, а из средстава послодавца,\nза преостали износ разлике до висине од 100%\nпросечне плате.*\n\nПраво на накнаду плате из ст. 1. и 2.\nовог члана, остварује и запослени који је\nодсуствовао са рада из разлога наведених у\nставу 1. овог члана у периоду за који до дана\nступања на снагу овог колективног уговора\nније извршен коначни обрачун и исплата\nнакнаде плате по основу привремене\nспречености за рад.*",{"bindId":75,"name":72,"text":76},"healthinsurance","2) почев од 31. дана одсуства са рада,\nисплата висине накнаде плате врши из\nсредстава обавезног здравственог\nосигурања до законом прописане висине\nнакнаде плате, а из средстава послодавца,\nза преостали износ разлике до висине од 100%\nпросечне плате.*",{"bindId":78,"name":79,"text":80},"healthandsafetypolicy","VIII. БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ 1. Пр","VIII. БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ\n\n1. Права и обавезе\n\nЧлан 34.\n\n\n\nОпштим актом у складу са законом и овим\nуговором, уређују се права, обавезе и\nодговорности послодавца и запослених у\nвези са безбедношћу и здрављу на раду.",{"bindId":82,"name":83,"text":84},"healthandsafetytraining","Члан 36. Послодавац је дужан да изврши о","Члан 36.\n\n\n\nПослодавац је дужан да изврши\nоспособљавање запосленог за безбедан и\nздрав рад.\n\nЗа време оспособљавања из става 1. овог\nчлана запослени има право на плаћено\nодсуство.\n\nТрошкове оспособљавања за безбедан и\nздрав рад сноси послодавац.\n\nТрошкове процене радне способности\nзапослених у установи, ради утврђивања\nмогућности одржања запослења, односно\nрадног ангажовања сноси послодавац.",{"bindId":86,"name":87,"text":88},"covid_measures","Члан 64а* Запослени има право на накнаду","Члан 64а*\n\nЗапослени има право на накнаду плате\nу висини од 100% просечне плате у претходних\n12 месеци пре месеца у којем је наступила\nпривремена спреченост за рад ако је\nспреченост за рад настала због потврђене\nзаразне болести COVID-19 или због мере\nизолације или самоизолације наложене у\nвези са том болешћу, а која је наступила као\nпоследица непосредног излагања ризику по\nоснову обављања послова и радних задатака,\nодносно службених дужности и контаката са\nлицима којима је потврђена болест COVID-19 или\nналожена мера изолације или\nсамоизолације.*",{"bindId":90,"name":91,"text":92},"funeralpay","2) накнаду трошкова погребних услуга у с","2) накнаду трошкова погребних услуга у\nслучају смрти члана уже породице, а\nчлановима уже породице у случају смрти\nзапосленог, у висини трошкова погребних\nуслуга;",{"bindId":94,"name":95,"text":96},"WORKFAM_trigger","Члан 40. Запослена жена за време трудноћ","Члан 40.\n\n\n\nЗапослена жена за време трудноће и мајка\nса дететом до три године, не може да ради на\nпословима са повећаним ризиком без њеног\nпристанка.\n\nПослодавац не може запослену жену\nраспоредити да обавља послове са повећаним\nризиком који би могли да јој угрозе\nостваривање материнства.",{"bindId":98,"name":99,"text":99},"paidpaternityleave","3) рођење детета – пет радних дана;",{"bindId":101,"name":99,"text":99},"paidpaternityleaveduration",{"bindId":103,"name":104,"text":105},"paidpaternityleavepay","VI. ПЛАЋЕНО ОДСУСТВО Члан 29.","VI. ПЛАЋЕНО ОДСУСТВО\n\nЧлан 29.",{"bindId":107,"name":108,"text":108},"paidpaternityleavepayperc","VI. ПЛАЋЕНО ОДСУСТВО",{"bindId":110,"name":111,"text":112},"childcare","6) теже болести члана уже породице – сед","6) теже болести члана уже породице – седам\nрадних дана;",{"bindId":114,"name":111,"text":112},"childcareleave",{"bindId":116,"name":117,"text":118},"deathrelativesleave","1) због смрти члана уже породице – пет р","1) због смрти члана уже породице – пет\nрадних дана;",{"bindId":120,"name":121,"text":121},"marriageleave","1) склапања брака – седам радних дана;",{"bindId":123,"name":124,"text":125},"healthandsafetyprovisions","Члан 85. У циљу утврђивања норматива и у","Члан 85.\n\n\n\nУ циљу утврђивања норматива и услова\nрада, потписници Уговора су сагласни да се\nобезбеде услови ради спровођења\nистраживања о степену изгарања на раду и\nефектима стреса у вршењу послова из\nобласти социјалне заштите.",{"bindId":127,"name":128,"text":129},"holidaysdays","2. Годишњи одмор Члан 26. Запослени има ","2. Годишњи одмор\n\nЧлан 26.\n\n\n\nЗапослени има право на годишњи одмор у\nскладу са законом и овим уговором.",{"bindId":131,"name":132,"text":133},"holidaysweeks","Запослени има право на годишњи одмор у с","Запослени има право на годишњи одмор у\nскладу са законом и овим уговором.\n\nДужина годишњег одмора утврђује се тако\nшто се законски минимум од 20 радних дана\nувећава по основу:",{"bindId":135,"name":136,"text":137},"schedulesrestpw","1. Одмор у току дневног рада Члан 25. За","1. Одмор у току дневног рада\n\nЧлан 25.\n\n\n\nЗапослени има право на одмор у току\nдневног рада, дневни одмор и недељни одмор\nу складу са законом о раду.",{"bindId":139,"name":140,"text":141},"TRADEUNLEAV_trigger","Члан 80. Лице овлашћено за заступање и п","Члан 80.\n\n\n\nЛице овлашћено за заступање и\nпредстављање репрезентативног синдиката\nима право на плаћено одсуство ради\nобављања синдикалне функције, и то:\n\n1) на 40 плаћених сати рада месечно ако\nсиндикат има најмање 200 чланова и по 1 сат\nмесечно за сваких следећих 100 чланова;",{"bindId":143,"name":144,"text":144},"WAGES_trigger","IX. ПЛАТА, НАКНАДА ПЛАТЕ И ДРУГА ПРИМАЊА",{"bindId":146,"name":147,"text":148},"WAGES_determined","Члан 57. Плата запосленог се утврђује у ","Члан 57.\n\n\n\nПлата запосленог се утврђује у складу са\nзаконом и овим уговором.",{"bindId":150,"name":151,"text":152},"PAYSCALES_trigger","2. Висина основице Члан 58. Учесници Уго","2. Висина основице\n\nЧлан 58.\n\n\n\nУчесници Уговора могу да преговарају о\nвисини основице за обрачун и исплату плата\nсваке године у поступку доношења предлога\nбуџета Републике Србије.",{"bindId":154,"name":155,"text":156},"STRUCINCR_trigger","Учесници Уговора могу да преговарају о в","Учесници Уговора могу да преговарају о\nвисини основице за обрачун и исплату плата\nсваке године у поступку доношења предлога\nбуџета Републике Србије.",{"bindId":158,"name":159,"text":160},"NOCTPREM_trigger","3) за рад ноћу (између 22.00–06.00 часов","3) за рад ноћу (између 22.00–06.00 часова\nнаредног дана), ако такав рад није\nвреднован при утврђивању основне зараде –\n26% од основице;",{"bindId":162,"name":163,"text":164},"CONSIGN_trigger","5) за време проведено у приправности у с","5) за време проведено у приправности у\nскладу са законом – за сваки сат\nприправности у висини од 10% од вредности\nрадног сата основне зараде.",{"bindId":166,"name":167,"text":168},"OVERTIME_trigger","4) за прековремени рад (рад дужи од пуно","4) за прековремени рад (рад дужи од пуног\nрадног времена) – 26% од основице;",{"bindId":170,"name":167,"text":168},"overtimeallowancetype_general",{"bindId":172,"name":167,"text":168},"overtimeallowanceperc1_general",{"bindId":174,"name":175,"text":176},"SUNDAY_trigger","Послодавац може запосленом да исплати до","Послодавац може запосленом да исплати\nдодатак на плату за рад недељом – 20% од\nосновне плате за сваки сат рада недељом\nуколико има обезбеђена средства.\n\nПослодавац је дужан да запосленом\nисплати додатак на плату за рад недељом –\n20% од основне плате за сваки сат рада\nнедељом почев од 1. јануара 2020. године.",{"bindId":178,"name":179,"text":180},"COMMUTE_trigger","6. Накнада трошкова Члан 65. Послодавац ","6. Накнада трошкова\n\nЧлан 65.\n\n\n\nПослодавац је дужан да запосленом\nнадокнади трошкове, и то:\n\n1) за долазак и одлазак са рада (редован\nрад и рад по позиву) у висини цене превозне\nкарте у јавном саобраћају ако послодавац\nније обезбедио сопствени превоз;",{"bindId":182,"name":183,"text":184},"SENIOR_trigger","Члан 68.* (1) Запослени има право на јуб","Члан 68.*\n\n\n\n(1) Запослени има право на јубиларну\nнаграду у износу од:*\n\n1) 50% просечне зараде у Републици\nСрбији према последњем објављеном податку\nрепубличког органа надлежног за\nстатистику – за 10 година рада проведених у\nрадном односу у установи социјалне\nзаштите;*\n\n2) једне просечне зараде у Републици\nСрбији према последњем објављеном податку\nрепубличког органа надлежног за\nстатистику – за 20 година рада проведених у\nрадном односу у установи социјалне\nзаштите;*\n\n3) једне и по просечне зараде у\nРепублици Србији према последњем\nобјављеном податку републичког органа\nнадлежног за статистику – за 30 година рада\nпроведених у радном односу у установи\nсоцијалне заштите;*\n\n4) две просечне зараде у Републици\nСрбији према последњем објављеном податку\nрепубличког органа надлежног за\nстатистику – за 35 година рада проведених у\nрадном односу у установи социјалне\nзаштите;*\n\n5) две и по просечне зараде у\nРепублици Србији према последњем\nобјављеном податку републичког органа\nнадлежног за статистику – за 40 година рада\nпроведених у радном односу у установи\nсоцијалне заштите.*",{"bindId":186,"name":187,"text":188},"direct_participation_trigger","Члан 90. Учесници Уговора образују Комис","Члан 90.\n\n\n\nУчесници Уговора образују Комисију за\nпраћење и примену Уговора. Комисија даје\nмишљења у вези са применом овог\nколективног уговора.\n\nСваки од учесника именује по три члана у\nКомисију за праћење примене Уговора.\nЧланови Комисије из својих редова бирају\nпредседника и заменика председника\nКомисије.\n\nКомисија из става 1. овог члана дужна је да\nучеснике Уговора обавештава о примени и\nдатим мишљењима у вези са применом Уговора\nнајмање једном годишње.","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SRB Government of the Republic of Serbia - 2019\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2019-04-19\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2023-04-19\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Healthcare, caring services, social work, personal services\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Socijalni rad sa osobama van ustanova, Drugo\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Vlada Republike Srbije\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        CATUS - Sindikat Zaposlenih U Zdravstvu I Socijalnoj Zaštiti Srbije\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Ne\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Ne\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Da\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Professional risks, Employee involvement in the monitoring\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Da\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Ne\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Ne\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 6 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        \n         \n\n        \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: → \n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: → 20.0 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysweeks\">\n                Paid annual leave: → 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            \u003Cdiv id=\"display-sundays_year\">\n                Maximum number of Sundays \u002F bank holidays that can be worked in a year: → \n            \u003C\u002Fdiv>\n            \n             \n            \n            \u003Cdiv id=\"display-tradeunleavdays\">\n                Paid leave for trade union activities: → 60.0 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            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-CONSIGN_trigger\">Payment for standby work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-standbyallowanceperc1\">\n                    Payment for standby work: → 110 % of basic wage\n                \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-standbyallowancetype1\">Payment for standby work Sundays only: → Ne\u003C\u002Fdiv>\n                \u003Cdiv id=\"display-standbyallowancetype2\">Payment for standby work all days per week: → Da\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \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            \u003Cdiv>\n                \u003Ch4 id=\"display-SUNDAY_trigger\">Premium for Sunday work\u003C\u002Fh4>\n                \u003Cdiv id=\"display-sundayallowanceperc1\">\n                    Premium for Sunday work: → 20 %\n                \u003C\u002Fdiv>\n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-COMMUTE_trigger\">Allowance for commuting work\u003C\u002Fh4>\n                \n                \n            \u003C\u002Fdiv>\n\n            \u003Cdiv>\n                \u003Ch4 id=\"display-SENIOR_trigger\">Allowance for seniority\u003C\u002Fh4>\n\n                \u003Cdiv id=\"display-longserviceallowanceperc1\">\n                    Allowance for seniority: → 50.0 % of basic wage\n                \u003C\u002Fdiv>\n\n                \n\n                \u003Cdiv id=\"display-longserviceallowancetype2\">\n                    Allowance for seniority after: → 10 years of service\n                \u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \u003Ch4>Meal vouchers\u003C\u002Fh4>\n\n            \n\n            \u003Cdiv id=\"display-MEALALL_trigger\">Meal allowances provided: → Ne\u003C\u002Fdiv>\n            \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",[194],{"title":37,"slug":32},[196],{"type":197,"data":198},"call_to_action_body_block",{"title":199,"description":200,"variant":201,"link":202},"Uporedite kolektivne ugovore","Uporedite članove kolektivnih ugovora u Srbiji u različitim sektorima, temama i zemljama.","dark",{"title":199,"url":203,"description":199,"rel":204,"type":205},"\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002Fuporedite-kolektivne-ugovore","follow","internal",[207],{"type":197,"data":208},{"title":199,"description":200,"variant":201,"link":209},{"title":199,"url":203,"description":199,"rel":204,"type":205},[],{"title":15,"seo_title":212,"description":7,"path":213,"redirect_url":7,"locale":27,"children":214},"WageIndicator Srbija: Plate i minimalna zarada","\u002Fsr-latn-rs",[215,247,276],{"title":18,"seo_title":216,"description":7,"path":217,"redirect_url":7,"locale":27,"children":218},"Posao u Srbiji: Plate i minimalna","\u002Fsr-latn-rs\u002Frad-u-srbiji",[219,223,227,243],{"title":220,"seo_title":8,"description":7,"path":221,"redirect_url":7,"locale":27,"children":222},"Minimalne zarada","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fminimalne-zarada",[],{"title":224,"seo_title":8,"description":7,"path":225,"redirect_url":7,"locale":27,"children":226},"Zarada za život","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fzarada-za-zivot",[],{"title":228,"seo_title":8,"description":7,"path":229,"redirect_url":7,"locale":27,"children":230},"Plata","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata",[231,235,239],{"title":232,"seo_title":8,"description":7,"path":233,"redirect_url":7,"locale":27,"children":234},"Provera plate","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata\u002Fprovera",[],{"title":236,"seo_title":8,"description":7,"path":237,"redirect_url":7,"locale":27,"children":238},"Anketa o platama","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata\u002Fanketa",[],{"title":240,"seo_title":8,"description":7,"path":241,"redirect_url":7,"locale":27,"children":242},"VIP Plata","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fplata\u002Fvip",[],{"title":6,"seo_title":8,"description":7,"path":9,"redirect_url":7,"locale":27,"children":244},[245],{"title":199,"seo_title":8,"description":7,"path":203,"redirect_url":7,"locale":27,"children":246},[],{"title":248,"seo_title":8,"description":7,"path":249,"redirect_url":7,"locale":27,"children":250},"Šta radimo","\u002Fsr-latn-rs\u002Fsta-radimo",[251,255,261,266,271],{"title":252,"seo_title":8,"description":7,"path":253,"redirect_url":7,"locale":27,"children":254},"Podaci i 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