[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002Fposeban-kolektivni-ugovor-za-visoko-obrazovanje-2023":3,"menu:\u002Fsr-latn-rs:":199,"sites:htmlblocks":315,"subsites":1754,"cite-subsites":5317,"footer:root":5794,"suggested:root":5892,"cite-footer:root":5896},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":8,"seo_title":8,"path":9,"content_type":10,"locale":11,"go_live_at":7,"first_published_at":12,"page_created_at":13,"published_at":12,"edit_url":14,"breadcrumbs":15,"seo":23,"data":32,"children":179,"content_type_view":180,"extra_breadcrumbs":181,"body":183,"body_blocks":194,"related_pages":198},37055,"baza-podataka-kolektivnih-ugovora","Baza Podataka Kolektivnih Ugovora",null,"","\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora","collective_agreements.collectiveagreementoverview","sr_RS","2026-04-02T10:45:11.697252+00:00","2026-04-02T10:48:36.154879+00:00","\u002Fcms\u002Fpages\u002F37055\u002Fedit\u002F",[16,19,22],{"title":17,"slug":18},"Srbija","sr-latn-rs",{"title":20,"slug":21},"Rad u Srbiji","rad-u-srbiji",{"title":6,"slug":5},{"title":6,"description":8,"image":24,"canonical":25,"robots":26,"og_type":27,"twitter_card":28,"locale":29,"created_at":30,"last_modified_at":31},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fsr-latn-rs\u002Frad-u-srbiji\u002Fbaza-podataka-kolektivnih-ugovora\u002F","index, follow","website","summary_large_image","sr-Latn-rs","2026-04-02T12:45:11.697252+02:00","2026-04-02T12:48:36.292940+02:00",{"cba":33,"clauses":45,"details":177,"translations":178},{"id":34,"uid":35,"url":36,"name":37,"locale":38,"override_title":8,"title":39,"browser_title":40,"browser_description":41,"text":42},"poseban-kolektivni-ugovor-za-visoko-obrazovanje-2023","edc7c85a-4744-11ef-95db-f23c91080f70","https:\u002F\u002Fcobra.wageindicator.org\u002Fcountries\u002Fserbia\u002Fposeban-kolektivni-ugovor-za-visoko-obrazovanje-2023\u002Fposeban-kolektivni-ugovor-za-visoko-obrazovanje-2023\u002F","POSEBAN KOLEKTIVNI UGOVOR ZA VISOKO OBRAZOVANJE 2023","sr_Rs","SRB Government of the Republic of Serbia - 2023","Serbia - SRB Government of the Republic of Serbia - 2023","SRB Government of the Republic of Serbia - 2023 - Education, research",{"name":43,"data":44},"Poseban-kolektivni-ugovor-za-visoko-obrazovanje-2023.html","\u003C!--?xml version=\"1.0\" encoding=\"UTF-8\"?-->\n\n\n\n  \u003Cmeta http-equiv=\"content-type\" content=\"text\u002Fhtml; charset=UTF-8\">\n  \u003Ctitle>Poseban-kolektivni-ugovor-za-visoko-obrazovanje-2023\u003C\u002Ftitle>\n  \u003Cmeta name=\"generator\" content=\"Amaya, see http:\u002F\u002Fwww.w3.org\u002FAmaya\u002F\">\n\n\n\n\u003Ch1>POSEBAN KOLEKTIVNI UGOVOR ZA VISOKO OBRAZOVANJE\u003C\u002Fh1>\n\n\u003Ch1>Sindikat obrazovanja Srbije i Sindikat visokog obrazovanja Srbije i Vlada,\n\u003C\u002Fh1>\n\n\u003Ch1>14. decembra 2023\u003C\u002Fh1>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Na osnovu člana 246. st. 1. i 2. Zakona o radu („Službeni glasnik RS”,\nbr. 24\u002F05, 61\u002F05, 54\u002F09, 32\u002F13, 75\u002F14, 13\u002F17 - US, 113\u002F17 i 95\u002F18 - autentično\ntumačenje),\u003C\u002Fp>\n\n\u003Cp>Reprezentativni sindikati: Sindikat obrazovanja Srbije i Sindikat visokog\nobrazovanja Srbije i Vlada, zaključuju\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Poseban kolektivni ugovor za visoko obrazovanje\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Poseban kolektivni ugovor je objavljen u „Sl. glasniku RS“, br. 86\u002F2019,\n93\u002F2020, 152\u002F2020-sporazum i 7\u002F2023- sporazum\u003C\u002Fp>\n\n\u003Cp>NAPOMENA: Prečišćeni tekst zaključno sa izmenama objavljenim u „Sl.\nglasniku RS“, br. 93\u002F20, koje su u primeni od 1. jula 2020. god. Sporazumom o\nproduženju roka važenja Posebnog kolektivnog ugovora za visoko obrazovanje\n(„Sl. glasnik RS“, br. 7\u002F23) produženo je važenje ovog kolektivnog\nugovora do\u003C\u002Fp>\n\n\u003Cp>14. decembra 2023. god.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>I.OSNOVNE ODREDBE\u003C\u002Fh2>\n\n\u003Ch4>Član 1.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Posebnim kolektivnim ugovorom za visoko obrazovanje (u daljem tekstu:\nUgovor) uređuju se: prava, obaveze i odgovornosti iz rada i po osnovu rada\nzaposlenih u visokoškolskim ustanovama čiji je osnivač Republika Srbija (u\ndaljem tekstu: Republika), odnosno autonomna pokrajina, (u daljem tekstu:\nOsnivač), kojima se sredstva za plate obezbeđuju u budžetu Republike,\npostupak zaključivanja, izmena i dopuna ovog Ugovora, kao i međusobni odnosi\nučesnika Ugovora.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 2.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ugovor se neposredno primenjuje na visokoškolskoj ustanovi (u daljem\ntekstu: ustanova) iz člana 1. Ugovora. Poslodavac u smislu Ugovora jeste\nustanova.\u003C\u002Fp>\n\n\u003Cp>Opštim aktom kod poslodavca mogu se utvrditi i veća prava zaposlenih od\nprava utvrđenih Ugovorom, kao i druga prava koja nisu utvrđena Ugovorom, u\nskladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>II.ZASNIVANJE RADNOG ODNOSA\u003C\u002Fh2>\n\n\u003Ch4>Član 3.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Radni odnos zasniva se ugovorom o radu između poslodavca i lica koje\nispunjava uslove propisane zakonom i pravilnikom o organizaciji i\nsistematizaciji radnih mesta (u daljem tekstu: pravilnik).\u003C\u002Fp>\n\n\u003Cp>Pravilnik donosi organ poslovođenja uz prethodno pribavljenu saglasnost\norgana upravljanja i nakon zatraženog mišljenja reprezentativnog sindikata u\nustanovi.\u003C\u002Fp>\n\n\u003Cp>Reprezentativan sindikat iz stava 2. ovog člana je dužan da u roku od\nsedam dana od dana dostavljanja da mišljenje na predlog pravilnika.\u003C\u002Fp>\n\n\u003Cp>Ako reprezentativni sindikati ne dostave mišljenje na predlog pravilnika u\nroku iz stava 3. ovog člana, smatraće se da nemaju primedbi na isti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 4.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nastavno osoblje zasniva radni odnos u ustanovi, po postupku i na način\npropisan Zakonom o visokom obrazovanju.\u003C\u002Fp>\n\n\u003Cp>Nenastavno osoblje u ustanovi zasniva radni odnos u skladu sa zakonom kojim\nse uređuje rad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 5.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da o prijemu novozaposlenog u radni odnos informiše\nreprezentativni sindikat u ustanovi.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da na početku svake kalendarske godine, najkasnije do\nkraja januara, dostavi reprezentativnom sindikatu u ustanovi spisak zaposlenih\ni obaveštenje o prijemu u radni odnos zaposlenih u prethodnoj godini.\u003C\u002Fp>\n\n\u003Cp>Spisak iz stava 2. ovog člana mora da sadrži: ime i prezime zaposlenog,\norganizacionu jedinicu, osnovni koeficijent za obračun plate, naziv radnog\nmesta i stručnu spremu zaposlenog.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch2>III.OBRAZOVANJE, STRUČNO OSPOSOBLJAVANJE I USAVRŠAVANJE\u003C\u002Fh2>\n\n\u003Ch4>Član 6.\u003C\u002Fh4>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pravo i obaveza zaposlenog je da se u toku rada obrazuje, stručno\nosposobljava i usavršava za rad.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cp>Troškovi obrazovanja, stručnog osposobljavanja i usavršavanja obezbeđuju\nse iz sopstvenih sredstava ustanove i iz drugih izvora, a na osnovu plana\nobrazovanja, stručnog osposobljavanja i usavršavanja zaposlenih u\nustanovi.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch2>IV.RADNO VREME\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch3>1.Puno radno vreme\u003C\u002Fh3>\n\n\u003Ch4>Član 7.\u003C\u002Fh4>\n\n\u003Cp>Puno radno vreme zaposlenog iznosi, po pravilu, 40 časova.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Nepuno radno vreme\u003C\u002Fh3>\n\n\u003Ch4>Član 8.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Nepuno radno vreme jeste radno vreme koje je kraće od punog radnog vremena,\nu skladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Skraćeno radno vreme\u003C\u002Fh3>\n\n\u003Ch4>Član 9.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kolektivnim ugovorom kod poslodavca, odnosno pravilnikom o radu, u skladu sa\nzakonom, na osnovu akta o proceni rizika i radne okoline ustanove, utvrđuju se\nposlovi na kojima se rad obavlja sa skraćenim radnim vremenom, zbog teških,\nnapornih i po zdravlje štetnih uslova rada.\u003C\u002Fp>\n\n\u003Ch3>\u003C\u002Fh3>\n\n\u003Ch3>4.Prekovremeni rad\u003C\u002Fh3>\n\n\u003Ch4>Član 10.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Na zahtev poslodavca zaposleni je dužan da radi duže od punog radnog\nvremena, u slučaju više sile, iznenadnog povećanja obima posla i u drugim\nslučajevima kada je neophodno da se u određenom roku završi posao koji nije\nplaniran (u daljem tekstu: prekovremeni rad).\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>Prekovremeni rad ne može da traje duže od osam časova nedeljno.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Zaposleni ne može da radi duže od 12 časova dnevno uključujući i\nprekovremeni rad.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Raspored radnog vremena\u003C\u002Fh3>\n\n\u003Ch4>Član 11.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Godišnjim programom rada ustanove utvrđuje se raspored radnog vremena.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>V.ODMORI I ODSUSTVA\u003C\u002Fh2>\n\n\u003Ch3>1.Godišnji odmor\u003C\u002Fh3>\n\n\u003Ch4>Član 12.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni u ustanovi koriste godišnji odmor, po pravilu, za vreme\nsemestarskog, trimestarskog raspusta i završetka nastave u bloku.\u003C\u002Fp>\n\n\u003Cp>Za vreme semestarskog raspusta nastavno osoblje može biti angažovano u\nobavljanju isključivo nastavno-naučnih poslova, odnosno nastavno-umetničkih\nposlova.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Ch4>Član 13.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Dužina godišnjeg odmora utvrđuje se opštim aktom poslodavca, tako što\nse zakonski minimum od 20 dana uvećava po osnovu:\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>1.doprinosa na radu:\u003C\u002Fp>\n\n\u003Cp>-za ostvarene izuzetne rezultate - 4 radna dana,\u003C\u002Fp>\n\n\u003Cp>-za vrlo uspešne rezultate - 3 radna dana,\u003C\u002Fp>\n\n\u003Cp>-za uspešne rezultate - 2 radna dana.\u003C\u002Fp>\n\n\u003Cp>2.uslova rada:\u003C\u002Fp>\n\n\u003Cp>-rad sa skraćenim radnim vremenom - 3 radna dana,\u003C\u002Fp>\n\n\u003Cp>-redovan rad subotom, nedeljom i rad noću - 2 radna dana,\u003C\u002Fp>\n\n\u003Cp>-otežani uslovi rada, u skladu sa aktom ustanove - 1 radni dan;\u003C\u002Fp>\n\n\u003Cp>3.radnog iskustva:\u003C\u002Fp>\n\n\u003Cp>-od 5 do 10 godina rada - 2 radna dana,\u003C\u002Fp>\n\n\u003Cp>-od 10 do 20 godina rada - 3 radna dana,\u003C\u002Fp>\n\n\u003Cp>-od 20 do 30 godina rada - 4 radna dana,\u003C\u002Fp>\n\n\u003Cp>-preko 30 godina rada - 5 radnih dana;\u003C\u002Fp>\n\n\u003Cp>4.obrazovanja i osposobljenosti za rad:\u003C\u002Fp>\n\n\u003Cp>-za visoko obrazovanje na studijama drugog stepena, odnosno na osnovnim\nstudijama na fakultetu u trajanju od najmanje četiri godine po propisima koji\nsu uređivali visoko obrazovanje do 10. septembra 2005. godine - 4 radna\ndana;\u003C\u002Fp>\n\n\u003Cp>-za visoko obrazovanje na studijama prvog stepena, odnosno na osnovnim\nstudijama na fakultetu u trajanju od tri godine prema propisima u skladu sa\nZakonom o visokom obrazovanju, za više obrazovanje i za specijalističko\nobrazovanje nakon srednjeg obrazovanja - 3 radna dana;\u003C\u002Fp>\n\n\u003Cp>-za srednje obrazovanje u trajanju od tri i u trajanju od četiri godine - 2\nradna dana;\u003C\u002Fp>\n\n\u003Cp>-za osnovno obrazovanje, osposobljenost za rad u trajanju od jedne godine,\nobrazovanje za rad u trajanju od dve godine - 1 radni dan;\u003C\u002Fp>\n\n\u003Cp>5.drugih kriterijuma:\u003C\u002Fp>\n\n\u003Cp>-zaposlenom: osobi sa invaliditetom, samohranom roditelju maloletnog deteta,\nroditelju sa dvoje ili više maloletne dece, zaposlenom koji u svom\ndomaćinstvu izdržava dete sa teškim stepenom psihofizičke ometenosti - 4\nradna dana;\u003C\u002Fp>\n\n\u003Cp>-zaposlenom muškarcu sa preko 55 godina života i zaposlenoj ženi sa preko\n50 godina života - 4 radna dana.\u003C\u002Fp>\n\n\u003Cp>Samohranim roditeljem u smislu ovog ugovora smatra se roditelj: koji sam\nvrši roditeljsko pravo, kada je drugi roditelj nepoznat, ili je umro, kada sam\nvrši roditeljsko pravo na osnovu odluke suda ili kada samo on živi sa\ndetetom, a sud još nije doneo odluku o vršenju roditeljskog prava.\u003C\u002Fp>\n\n\u003Cp>Roditelj će se smatrati samohranim i u slučaju kada je drugi roditelj\npotpuno ili trajno nesposoban za privređivanje, a nije stekao pravo na penziju\nili kada se drugi roditelj nalazi na izdržavanju kazne zatvora duže od šest\nmeseci.\u003C\u002Fp>\n\n\u003Cp>Ne smatra se u smislu ovog ugovora samohranim roditelj koji po prestanku\nranije bračne, odnosno vanbračne zajednice, zasnuje novu bračnu, odnosno\nvanbračnu zajednicu.\u003C\u002Fp>\n\n\u003Cp>Godišnji odmor po svim gore utvrđenim kriterijumima ne može trajati duže\nod 35 radnih dana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Ch3>2.Plaćeno odsustvo\u003C\u002Fh3>\n\n\u003Ch4>Član 14.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo u toku kalendarske godine na odsustvo sa rada uz naknadu\nplate u ukupnom trajanju do sedam radnih dana u slučaju:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1.sklapanja braka - 5 radnih dana;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>2.porođaja supruge - 5 radnih dana;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>3.teže bolesti člana uže porodice - 5 radnih dana;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>4.zaštite od otklanjanja štetnih posledica u domaćinstvu prouzrokovanih\nelementarnom nepogodom - 5 radnih dana;\u003C\u002Fp>\n\n\u003Cp>5.selidbe sopstvenog domaćinstva na području istog mesta - 2 radna\ndana;\u003C\u002Fp>\n\n\u003Cp>6.selidbe sopstvenog domaćinstva iz jednog u drugo naseljeno mesto - 3\nradna dana;\u003C\u002Fp>\n\n\u003Cp>7.polaganja stručnog ili drugog ispita - od 1 do 5 radnih dana, u\nzavisnosti od trajanja polaganja ispita;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Cp>8.učestvovanja na sindikalnim susretima, seminarima, programima obrazovanja\nza sindikalne aktivnosti i sl. - 7 radnih dana;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>9.korišćenja organizovanog rekreativnog odmora u cilju prevencije radne\ninvalidnosti - 7 radnih dana. Pored prava na odsustvo iz stava 1. ovog člana\nzaposleni ima pravo na plaćeno odsustvo i u slučaju:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>1.smrti člana uže porodice - 5 radnih dana;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.dobrovoljnog davanja krvi - 2 uzastopna dana, računajući i dan davanja\nkrvi.\u003C\u002Fp>\n\n\u003Cp>Članovima uže porodice u smislu ovog člana smatraju se: bračni drug,\nvanbračni drug, deca rođena u braku i van braka, rođeni braća i sestre,\nbraća i sestre po ocu i majci, roditelji, usvojitelj, usvojenik i\nstaratelj.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Neplaćeno odsustvo\u003C\u002Fh3>\n\n\u003Ch4>Član 15.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Na osnovu saglasnosti stručnog organa ustanove, a u skladu sa planom\nobavljanja poslova u ustanovi, poslodavac može da zaposlenom omogući pravo na\nneplaćeno odsustvo, ukoliko ne remeti proces rada, u slučaju:\u003C\u002Fp>\n\n\u003Cp>1.doškolovavanja - od 30 dana do jedne godine;\u003C\u002Fp>\n\n\u003Cp>2.učešća u naučnoistraživačkom, odnosno umetničko istraživačkom\nprojektu - do okončanja projekta;\u003C\u002Fp>\n\n\u003Cp>3.izrade doktorske disertacije, odnosno doktorskog umetničkog projekta - do\ngodinu dana.\u003C\u002Fp>\n\n\u003Cp>Poslodavac može zaposlenom na lični zahtev odobriti neplaćeno odsustvo za\nlečenje člana uže porodice van mesta boravka ili u inostranstvu do jedne\ngodine, ako to ne remeti proces rada.\u003C\u002Fp>\n\n\u003Cp>Zaposlenom koji koristi neplaćeno odsustvo miruju prava i obaveze iz radnog\nodnosa.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>VI.PLATE I OSTALA PRIMANJA\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3>1.Visina osnovice\u003C\u002Fh3>\n\n\u003Ch4>Član 16.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Osnovicu za obračun i isplatu osnovne mesečne plate zaposlenih utvrđuje\nVlada.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-PAYSCALES_trigger\">\u003Ch4>Član 17.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Plate se utvrđuju na osnovu osnovice za obračun plata, koeficijenata sa\nkojim se množi osnovica, dodatka na platu i obaveza koje zaposleni plaća po\nosnovu poreza i doprinosa za obavezno socijalno osiguranje iz plata, u skladu\nsa zakonom.\u003C\u002Fp>\n\n\u003Cp>Plata utvrđena u smislu stava 1. ovog člana, isplaćuje se za rad u punom\nradnom vremenu, odnosno radnom vremenu koje se smatra punim.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_trigger\">\u003Cp>Ukoliko je osnovna plata zaposlenog, koja je utvrđena na osnovu osnovice za\nobračun plata i koeficijenta iz propisa o koeficijentima za obračun i isplatu\nplata, za puno radno vreme i ostvareni standardni radni učinak, manja od\nminimalne zarade, osnovna plata zaposlenog utvrđena na napred opisan način\nisplaćuje se u visini minimalne zarade.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Dodaci na platu\u003C\u002Fh3>\n\n\u003Ch4>Član 18.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na dodatak na platu, u skladu sa zakonom:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>1.za rad na dan praznika koji je neradni dan - 110% od osnovice;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>2.za rad noću - 26% od osnovice, ako takav rad nije vrednovan prilikom\nutvrđivanja koeficijenata;\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>3.za prekovremeni rad - 26% od osnovice;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>4.za vreme provedeno u radnom odnosu (minuli rad) - u visini 0,4% od\nosnovice za svaku punu godinu rada ostvarenu u radnom odnosu kod poslodavca.\u003C\u002Fp>\n\n\u003Cp>Poslodavcem, u smislu ovog člana, smatra se predškolska ustanova, osnovna\ni srednja škola, visokoškolska ustanova (uključujući i naučne institute u\nsastavu univerziteta) i ustanova učeničkog i studentskog standarda na\nteritoriji Republike i to kao ustanove koje su utvrđene odgovarajućom mrežom\nustanova kao planskim aktom koji donosi osnivač, odnosno konkursom koji se\nraspisuje svake školske godine za upis, odnosno prijem u ove ustanove u skladu\nsa odgovarajućim zakonom, imajući u vidu jedinstveni sistem prosvete, koje se\nfinansiraju iz budžetskih sredstava.\u003C\u002Fp>\n\n\u003Cp>Osnovica za obračun dodataka na platu iz stava 1 ovog člana je proizvod\nosnovice za obračun plate i koeficijenta iz propisa kojim se utvrđuju\nkoeficijenti za obračun i isplatu plata zaposlenih u javnim službama.\u003C\u002Fp>\n\n\u003Cp>Ako su se istovremeno stekli uslovi po više osnova utvrđenih u stavu 1.\novog člana, procenat dodatka na platu ne može biti niži od zbira procenata\npo svakom od osnova uvećanja, u skladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 19.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Plata se isplaćuje najmanje jednom mesečno, a najkasnije do kraja meseca\nza prethodni mesec. Plata se može isplaćivati u dva jednaka dela, i to:\u003C\u002Fp>\n\n\u003Cp>-prvi deo do 15, za prethodni mesec i\u003C\u002Fp>\n\n\u003Cp>-drugi deo do kraja meseca, za prethodni mesec.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.Naknada plate\u003C\u002Fh3>\n\n\u003Ch4>Član 20.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na naknadu plate u visini koja se obračunava i\nisplaćuje prema odredbama zakona kojim se uređuje rad za vreme provedeno na\ngodišnjem odmoru, plaćenom odsustvu i državnom prazniku.\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na naknadu plate, u visini prosečne plate u prethodnih\n12 meseci u skladu sa zakonom i Ugovorom, u slučaju:\u003C\u002Fp>\n\n\u003Cp>1.stručnog usavršavanja;\u003C\u002Fp>\n\n\u003Cp>2.odazivanja na poziv državnih organa, organa teritorijalne autonomije i\nlokalne samouprave, privredne komore, organa upravljanja kod poslodavca, organa\nsindikata u svojstvu člana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 20a\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na naknadu plate u visini od 100% osnova za isplatu\nnaknade za mesec u kome je privremeno odsustvovao sa rada zbog potvrđene\nzarazne bolesti COVID-19 ili zbog mere izolacije ili samoizolacije naložene u\nvezi sa tom bolešću, a koja je nastupila kao posledica neposrednog izlaganja\nriziku po osnovu obavljanja poslova i radnih zadataka, odnosno službenih\ndužnosti i kontakata sa licima kojima je potvrđena bolest COVID-19 ili\nnaložena mera izolacije ili samoizolacije.\u003C\u002Fp>\n\n\u003Cp>Zaposleni ostvaruje pravo iz stava 1. ovog člana tako što se:\u003C\u002Fp>\n\n\u003Cp>1)za prvih 30 dana odsustva sa rada, isplata visine naknade plate vrši iz\nsredstava poslodavca, odnosno budžeta Republike Srbije;\u003C\u002Fp>\n\n\u003Cp>2)počev od 31. dana odsustva sa rada, isplata visine naknade plate vrši iz\nsredstava obaveznog zdravstvenog osiguranja do zakonom propisane visine naknade\nplate (65%) a iz sredstava poslodavca, odnosno iz sredstava budžeta Republike\nSrbije za preostali iznos razlike do visine od 100% osnova za isplatu\nnaknade.\u003C\u002Fp>\n\n\u003Cp>Pravo na naknadu plate iz st. 1. i 2. ovog člana, ostvaruje i zaposleni\nkoji je odsustvovao sa rada iz razloga navedenih u stavu 1. ovog člana u\nperiodu za koji do dana stupanja na snagu ovog kolektivnog ugovora nije\nizvršen konačni obračun i isplata naknade plate po osnovu privremene\nsprečenosti za rad.\u003C\u002Fp>\n\n\u003Cp>Odsustvo sa rada iz stava 1. ovog člana zaposleni dokazuju rešenjem\nnadležnog organa (sanitarnog inspektora, organa nadležnog za kontrolu\nprelaženja državne granice, carinskog organa, izvodom iz evidencije\nMinistarstva unutrašnjih poslova i dr.) ili izveštajem lekara o privremenoj\nsprečenosti za rad (doznaka), u skladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 21.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na naknadu plate za vreme odsustvovanja sa rada zbog\nprivremene sprečenosti za rad do 30 dana, i to:\u003C\u002Fp>\n\n\u003Cp>1.u visini od 65% prosečne plate u prethodnih 12 meseci pre meseca u kojem\nje nastupila privremena sprečenost za rad, s tim da ne može biti niža od\nminimalne zarade utvrđene u skladu sa zakonom kojim se uređuje rad, ako je\nsprečenost za rad prouzrokovana bolešću ili povredom van rada, ako zakonom\nnije drukčije određeno;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-LOWWAGE_government\">\u003Cp>2.u visini 100% prosečne plate u prethodnih 12 meseci pre meseca u kojem je\nnastupila privremena sprečenost za rad, s tim da ne može biti niža od\nminimalne zarade utvrđene u skladu sa zakonom kojim se uređuje rad, ako je\nsprečenost za rad prouzrokovana povredom na radu ili profesionalnom bolešću,\nako zakonom nije drukčije određeno.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Ch3>4.Naknada troškova\u003C\u002Fh3>\n\n\u003Ch4>Član 22.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da zaposlenom obezbedi naknadu troškova za:\u003C\u002Fp>\n\n\u003Cp>1.dolazak i odlazak sa rada u visini cene prevozne karte u javnom\nsaobraćaju, ako poslodavac nije obezbedio sopstveni prevoz;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2.vreme provedeno na službenom putu u zemlji;\u003C\u002Fp>\n\n\u003Cp>3.vreme provedeno na službenom putu u inostranstvu, pod uslovima i na\nnačin utvrđen propisima kojima se reguliše službeni put državnih\nslužbenika i nameštenika.\u003C\u002Fp>\n\n\u003Cp>Naknada troškova iz stava 1. tačka 2. ovog člana isplaćuje se zaposlenom\nza troškove ishrane za vreme provedeno na službenom putu u zemlji (dnevnice\nza službeno putovanje u zemlji), u visini od 5% prosečne mesečne zarade po\nzaposlenom u Republici, prema poslednjem objavljenom podatku republičkog\norgana nadležnog za poslove statistike, troškove noćenja prema priloženom\nračunu, osim u hotelu 4* i više kategorije, s tim što se putni troškovi\nprevoza priznaju u celini prema priloženom računu.\u003C\u002Fp>\n\n\u003Cp>Za vreme provedeno na službenom putu u trajanju od 8 do 12 sati, zaposlenom\npripada naknada iz stava 2. ovog člana u visini od 50% dnevnice, a za trajanje\nduže od 12 sati, pun iznos dnevnice.\u003C\u002Fp>\n\n\u003Cp>Naknada troškova za vreme službenog puta se isplaćuje na osnovu\npopunjenog putnog naloga i priloženog računa. Zaposlenom se može pre\nslužbenog puta isplatiti akontacija troškova za službeni put.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da zaposlenom obezbedi naknadu troškova korišćenja\nsopstvenog automobila u službene svrhe u visini 30% cene jednog litra\npogonskog goriva po pređenom kilometru, ukoliko postoji potreba poslodavca da\nzaposleni koristi sopstveno vozilo.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5.Druga primanja\u003C\u002Fh3>\n\n\u003Ch4>Član 23.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da isplati zaposlenom:\u003C\u002Fp>\n\n\u003Cp>1.otpremninu pri prestanku radnog odnosa radi korišćenja prava na penziju,\nu visini trostrukog iznosa poslednje isplaćene plate zaposlenog, s tim da tako\nisplaćena otpremnina ne može biti niža od tri prosečne plate po zaposlenom\nkod poslodavca, u momentu isplate, odnosno tri prosečne zarade po zaposlenom\nisplaćene u Republici Srbiji prema poslednjem objavljenom podatku republičkog\norgana nadležnog za poslove statistike, ako je to za zaposlenog povoljnije;\u003C\u002Fp>\n\n\u003Cp>Isplata otpremnine vrši se u roku od 30 dana od dana prestanka radnog\nodnosa;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>2.naknadu troškova pogrebnih usluga u slučaju smrti člana uže porodice,\na članovima uže porodice u slučaju smrti zaposlenog, u visini troškova koji\npriznaje Fond za penzijsko i invalidsko osiguranje;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3.naknadu štete zbog povrede na radu ili profesionalnog oboljenja na način\ni u visini utvrđenoj opštim aktom poslodavca;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>4.solidarnu pomoć u slučaju:\u003C\u002Fp>\n\n\u003Cp>-nastanka trajne teške invalidnosti, u visini dve prosečne plate, jednom u\ntoku kalendarske godine;\u003C\u002Fp>\n\n\u003Cp>-privremene sprečenosti za rad usled bolesti ili povrede na radu duže od\ntri meseca, u visini jedne prosečne plate jednom u toku kalendarske godine;\u003C\u002Fp>\n\n\u003Cp>-nabavke medicinskih pomagala, hirurških intervencija i nabavke lekova van\npozitivne zdravstvene liste, u visini jedne prosečne plate, jednom u toku\nkalendarske godine;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>5.jubilarnu nagradu u godini kada navrši 10, 20 ili 30 godina rada\nostvarenog u radnom odnosu, u iznosu:\u003C\u002Fp>\n\n\u003Cp>-pola prosečne plate - za 10 godina rada,\u003C\u002Fp>\n\n\u003Cp>-jedne prosečne plate - za 20 godina rada,\u003C\u002Fp>\n\n\u003Cp>-jedne i po prosečne plate - za 30 godina rada.\u003C\u002Fp>\n\n\u003Cp>Isplata jubilarnih nagrada se vrši jednom godišnje na dan ustanove.\u003C\u002Fp>\n\n\u003Cp>Prosečnom platom iz tač. 4 i 5. ovog člana smatra se prosečna plata po\nzaposlenom ostvarena u ustanovi u prethodnom mesecu u odnosu na mesec isplate\nsolidarne pomoći ili isplate jubilarne nagrade, odnosno prosečna zarada u\nRepublici prema poslednjem objavljenom podatku republičkog organa nadležnog\nza statistiku u momentu isplate solidarne pomoći ili isplate jubilarne\nnagrade, ako je to povoljnije po zaposlenog.\u003C\u002Fp>\n\n\u003Cp>Članovima uže porodice u smislu ovog člana smatraju se: bračni drug i\ndeca.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 24.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac, iz sopstvenih prihoda, može da:\u003C\u002Fp>\n\n\u003Cp>1.zaposlenoj ženi isplati za Dan žena novčani iznos utvrđen opštim\naktom;\u003C\u002Fp>\n\n\u003Cp>2.deci zaposlenog, starosti do 11 godina života obezbedi poklon za Novu\ngodinu u vrednosti do neoporezovanog iznosa koji je predviđen zakonom kojim se\nuređuje porez na dohodak građana;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>3.za zaposlenog ugovori kolektivno osiguranje od posledica nezgoda koje su\nnastupile za vreme rada, kao i kolektivno osiguranje za slučaj težih bolesti\ni hirurških intervencija;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Cp>4.zaposlenima obezbedi sistematske preglede.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-ONCERISE_trigger\">\u003Ch4>Član 25.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposlenima pripada pravo na isplatu novogodišnje nagrade u jednakom\niznosu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>O visini i dinamici isplate nagrade iz stava 1. ovog člana, Vlada i\nreprezentativni sindikati pregovaraju svake godine.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6.Uvećanje plate\u003C\u002Fh3>\n\n\u003Ch4>Član 26.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Opštim aktom poslodavca može se utvrditi pravo zaposlenog na uvećanje\nplate koje se isplaćuje iz ostvarenog sopstvenog prihoda ustanove, u skladu sa\nzakonom.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je obavezan da utvrđuje prihode i rashode i vrši raspodelu\nsredstava iz stava 1. ovog člana i da o tome obaveštava sindikat.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VII.PRESTANAK POTREBE ZA RADOM ZAPOSLENIH\u003C\u002Fh2>\n\n\u003Ch4>Član 27.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da u skladu sa zakonom da donese program rešavanja\nviška zaposlenih (u daljem tekstu: Program).\u003C\u002Fp>\n\n\u003Cp>Program naročito sadrži:\u003C\u002Fp>\n\n\u003Cp>1)razloge prestanka potrebe za radom zaposlenih;\u003C\u002Fp>\n\n\u003Cp>2)ukupan broj zaposlenih kod poslodavca;\u003C\u002Fp>\n\n\u003Cp>3)broj, kvalifikacionu strukturu, godine starosti i staž osiguranja\nzaposlenih koji su višak i poslove koje obavljaju;\u003C\u002Fp>\n\n\u003Cp>4)kriterijume za utvrđivanje viška zaposlenih;\u003C\u002Fp>\n\n\u003Cp>5)mere za zapošljavanje: premeštaj na druge poslove, rad kod drugog\nposlodavca, prekvalifikacija ili dokvalifikacija, nepuno radno vreme ali ne\nkraće od polovine punog radnog vremena i druge mere;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-unemploymentfund\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Cp>6)sredstva za rešavanje socijalno-ekonomskog položaja viška\nzaposlenih;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>7)rok u kome će biti otkazan ugovor o radu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 28.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Program donosi organ upravljanja ustanove, uz prethodno pribavljeno\nmišljenje reprezentativnog sindikata u ustanovi.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da u roku od osam dana od dana utvrđivanja predloga\nPrograma, dostavi predlog Programa reprezentativnom sindikatu na mišljenje.\u003C\u002Fp>\n\n\u003Cp>Sindikat je dužan da dostavi mišljenje o predlogu Programa u roku od 15\ndana od dana prijema predloga.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da razmotri mišljenje i predloge sindikata i da o svom\nstavu obavesti sindikat u roku koji ne može biti duži od 30 dana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 29.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Određivanje zaposlenog kome se otkazuje ugovor o radu, kao zaposlenom za\nčijim je radom prestala potreba, vrši poslodavac na predlog Komisije.\u003C\u002Fp>\n\n\u003Cp>Komisiju iz stava 1. ovog člana čine tri člana, koje imenuje organ\nupravljanja ustanove na predlog reprezentativnog sindikata u ustanovi.\u003C\u002Fp>\n\n\u003Cp>Komisija iz stava 1. ovog člana ima tri člana od kojih su dva člana iz\nreda nastavnog osoblja, a jedan iz reda nenastavnog osoblja.\u003C\u002Fp>\n\n\u003Cp>Komisija iz stava 1. ovog člana utvrđuje predlog zaposlenih za čijim je\nradom prestala potreba, na osnovu rang liste koju sačinjava u skladu sa\nkriterijumima utvrđenim ovim ugovorom.\u003C\u002Fp>\n\n\u003Cp>Ukoliko u ustanovi ne postoji reprezentativni sindikat, komisiju iz stava 1.\novog člana imenuje organ upravljanja.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 30.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Utvrđivanje zaposlenih za čijim je radom prestala potreba na istom radnom\nmestu, vrši se na osnovu sledećih kriterijuma:\u003C\u002Fp>\n\n\u003Cp>1.rada ostvarenog u radnom odnosu;\u003C\u002Fp>\n\n\u003Cp>2.obrazovanja i osposobljenosti za rad;\u003C\u002Fp>\n\n\u003Cp>3.rezultata rada;\u003C\u002Fp>\n\n\u003Cp>4.imovnog stanja;\u003C\u002Fp>\n\n\u003Cp>5.zdravstvenog stanja;\u003C\u002Fp>\n\n\u003Cp>6.broja maloletne dece i dece na redovnom školovanju zaposlenog.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 31.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kriterijumi za utvrđivanje zaposlenih za čijim je radom prestala potreba\nvrednuju se bodovima, i to:\u003C\u002Fp>\n\n\u003Cp>1.rad ostvaren u radnom odnosu:\u003C\u002Fp>\n\n\u003Cp>-za svaku godinu - 1 bod,\u003C\u002Fp>\n\n\u003Cp>-za svaku godinu u ustanovi - 0,75 bodova;\u003C\u002Fp>\n\n\u003Cp>2.obrazovanje i osposobljenost za rad:\u003C\u002Fp>\n\n\u003Cp>-za visoko obrazovanje - od 25 do 35 bodova,\u003C\u002Fp>\n\n\u003Cp>-za više obrazovanje - 20 bodova,\u003C\u002Fp>\n\n\u003Cp>-za specijalističko obrazovanje nakon srednjeg obrazovanja - 15 bodova,\u003C\u002Fp>\n\n\u003Cp>-za srednje obrazovanje u trajanju od četiri, odnosno tri godine - 10\nbodova,\u003C\u002Fp>\n\n\u003Cp>-za osposobljenost za rad u trajanju od dve godine, odnosno obrazovanje za\nrad u trajanju do jedne godine, odnosno osnovno obrazovanje - 5 bodova;\u003C\u002Fp>\n\n\u003Cp>3.rezultati rada:\u003C\u002Fp>\n\n\u003Cp>1)odnos prema radnim obavezama i poslovima\u003C\u002Fp>\n\n\u003Cp>-realizacija programa i zadataka - 1 bod,\u003C\u002Fp>\n\n\u003Cp>-odnos prema drugim zaposlenima - 1 bod,\u003C\u002Fp>\n\n\u003Cp>-odnos prema studentima (evaluacija) - od 1 do 5 bodova;\u003C\u002Fp>\n\n\u003Cp>2)učestvovanje na takmičenjima\u003C\u002Fp>\n\n\u003Cp>-ostvareni rezultati - I mesto - 3 boda;\u003C\u002Fp>\n\n\u003Cp>-II mesto - 2 boda i\u003C\u002Fp>\n\n\u003Cp>-III mesto - 1 bod.\u003C\u002Fp>\n\n\u003Cp>3)doprinosi u pedagoškom, naučnom i stručnom radu:\u003C\u002Fp>\n\n\u003Cp>-objavljeni radovi - od 1 do 5 bodova prema važećoj kategorizaciji\nministarstva nadležnog za nauku,\u003C\u002Fp>\n\n\u003Cp>-stručni radovi - 1 bod,\u003C\u002Fp>\n\n\u003Cp>-izdavanje udžbenika - 1 bod;\u003C\u002Fp>\n\n\u003Cp>4.imovno stanje - u momentu bodovanja (smatra se prosečna plata po\nzaposlenom ostvarena u ustanovi u prethodna tri meseca, odnosno prosečna\nzarada isplaćena u Republici u prethodna tri meseca, prema poslednjem\nobjavljenom podatku republičkog organa nadležnog za poslove statistike):\u003C\u002Fp>\n\n\u003Cp>-ukupna primanja domaćinstva po članu od 70-100% republičkog proseka - 2\nboda,\u003C\u002Fp>\n\n\u003Cp>-ukupna primanja domaćinstva po članu od 50-70% republičkog proseka - 3\nboda,\u003C\u002Fp>\n\n\u003Cp>-ukupna primanja domaćinstva po članu ispod 50% republičkog proseka - 5\nbodova;\u003C\u002Fp>\n\n\u003Cp>5.zdravstveno stanje - na osnovu nalaza nadležne zdravstvene ustanove:\u003C\u002Fp>\n\n\u003Cp>-osoba sa invaliditetom - 5 bodova,\u003C\u002Fp>\n\n\u003Cp>-hronični i teški bolesnik - 3 boda,\u003C\u002Fp>\n\n\u003Cp>-zaposleni koji boluje od profesionalne bolesti navedene u aktu ustanove o\nproceni rizika na radnom mestu - 2 boda;\u003C\u002Fp>\n\n\u003Cp>6.broj dece zaposlenog ili dece zaposlenog na redovnom školovanju:\u003C\u002Fp>\n\n\u003Cp>-jedno maloletno ili dete na redovnom školovanju - 1 bod,\u003C\u002Fp>\n\n\u003Cp>-dvoje maloletne dece ili dece na redovnom školovanju - 3 boda,\u003C\u002Fp>\n\n\u003Cp>-troje i više maloletne dece ili dece na redovnom školovanju - 5\nbodova.\u003C\u002Fp>\n\n\u003Cp>Na osnovu kriterijuma iz stava 1. ovog člana sačinjava se rang lista\nzaposlenih za čijim će radom prestati potreba, prema redosledu ukupnog broja\nbodova, počev od najmanjeg ka najvećem broju bodova.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 32.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Za zaposlene za čijim će radom prestati potreba proglašava se zaposleni\nkoji primenom kriterijuma iz člana 31. Ugovora ostvari najmanji broj\nbodova.\u003C\u002Fp>\n\n\u003Cp>Ukoliko više zaposlenih, na istom radnom mestu, ima isti broj bodova\nprednost da ostane u radnom odnosu ima zaposleni koji je ostvario veći broj\nbodova po osnovu rada ostvarenog u radnom odnosu, zdravstvenog stanja, imovnog\nstanja, rezultata rada, odnosno broja dece na redovnom školovanju i to po ovom\nredosledu.\u003C\u002Fp>\n\n\u003Cp>Pored kriterijuma iz člana 31. Ugovora, poslodavac može, u skladu sa\nspecifičnostima ustanove, utvrditi dodatne kriterijume u kolektivnom ugovoru\nkod poslodavca, uz prethodnu saglasnost reprezentativnog sindikata u\nustanovi.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch4>Član 33.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Radni odnos zaposlenog za čijim je radom prestala potreba ne može prestati\nbez njegove\u002Fnjene saglasnosti:\u003C\u002Fp>\n\n\u003Cp>1.zaposlenoj za vreme trudnoće ili sa detetom do dve godine starosti;\u003C\u002Fp>\n\n\u003Cp>2.zaposlenom samohranom roditelju;\u003C\u002Fp>\n\n\u003Cp>3.zaposlenom - roditelju dece sa invaliditetom - roditelju koji ima status\n„roditelj negovatelj”;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4.ako oba bračna druga rade u istoj ustanovi, jednom od bračnih\ndrugova;\u003C\u002Fp>\n\n\u003Cp>5.zaposlenom muškarcu koji ima najmanje 35 godina staža osiguranja i\nzaposlenoj ženi koja ima najmanje 30 godina staža osiguranja, bez njihove\nsaglasnosti, pod uslovom da ne ispunjava jedan od uslova za penziju.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Ch4>Član 34.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposlenom za čijim je radom prestala potreba, a kome nije moglo da se\nobezbedi ni jedno od prava utvrđenih zakonom, kolektivnim ugovorom kod\nposlodavca ili ugovorom o radu, može prestati radni odnos, pod uslovom da mu\nse prethodno isplati otpremnina, i to najmanje u visini koja je utvrđena\nzakonom.\u003C\u002Fp>\n\n\u003Cp>Isplata otpremnine vrši se najkasnije do dana prestanka radnog odnosa, ako\nzakonom nije drugačije određeno.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>VIII.ZAŠTITA ZAPOSLENIH\u003C\u002Fh2>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.Opšta zaštita\u003C\u002Fh3>\n\n\u003Ch4>Član 35.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da obezbedi zaposlenom rad na radnom mestu i u radnoj\nokolini u kojima su sprovedene mere bezbednosti i zdravlja na radu, u skladu sa\nzakonom.\u003C\u002Fp>\n\n\u003Cp>Zaposleni kod poslodavca imaju pravo da izaberu jednog ili više\npredstavnika za bezbednost i zdravlje na radu. Najmanje tri predstavnika\nzaposlenih obrazuju Odbor za bezbednost i zdravlje na radu.\u003C\u002Fp>\n\n\u003Cp>Poslodavac i predstavnik zaposlenih, odnosno odbor iz stav 3. ovog člana i\nsindikat, dužni su da međusobno sarađuju o pitanjima bezbednosti i zdravlja\nna radu.\u003C\u002Fp>\n\n\u003Cp>Opštim aktom, odnosno kolektivnim ugovorom kod poslodavca bliže se\nuređuju prava, obaveze i odgovornosti u vezi sa bezbednošću i zdravljem na\nradu.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IX.MIRNO REŠAVANJE SPOROVA\u003C\u002Fh2>\n\n\u003Ch3>1.Zaštita pojedinačnih prava - Individualni spor\u003C\u002Fh3>\n\n\u003Ch4>Član 36.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Opštim aktom i ugovorom o radu kod poslodavca može se predvideti postupak\nsporazumnog rešavanja spornih pitanja između poslodavca i zaposlenog.\u003C\u002Fp>\n\n\u003Cp>Sporna pitanja u smislu stava 1. ovog člana rešava arbitar koga sporazumno\nodređuju strane u sporu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 37.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Postupak pred arbitrom pokreće se u roku od tri dana od dana dostavljanja\nrešenja zaposlenima.\u003C\u002Fp>\n\n\u003Cp>Arbitar je dužan da donese odluku u roku od 10 dana od dana podnošenja\nzahteva za sporazumno rešavanje spornih pitanja.\u003C\u002Fp>\n\n\u003Cp>Zaposlenom kome je poslodavac otkazao ugovor o radu a tim povodom je u toku\npostupak pred arbitrom, miruje radni odnos.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 38.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ako arbitar u roku od deset dana od dana podnošenja zahteva za sporazumno\nrešavanje spornih pitanja ne donese odluku, rešenje o otkazu ugovora o radu\npostaje izvršno.\u003C\u002Fp>\n\n\u003Cp>Odluka arbitra je konačna i obavezuje poslodavca i zaposlenog.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 39.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Protiv rešenja kojim je povređeno pravo zaposlenog, ili je zaposleni\nsaznao za povredu prava, zaposleni, odnosno predstavnik reprezentativnog\nsindikata, čiji je zaposleni član, ako ga zaposleni ovlasti, može da pokrene\nspor pred nadležnim sudom u roku od 60 dana od dana dostavljanja rešenja,\nodnosno od saznanja za povredu prava.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Kolektivni radni spor\u003C\u002Fh3>\n\n\u003Ch4>Član 40.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Kolektivni radni spor rešava se u skladu sa zakonom koji reguliše oblast\nmirnog rešavanja radnih sporova.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>X.PRAVO NA ŠTRAJK\u003C\u002Fh2>\n\n\u003Ch4>Član 41.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Pri organizovanju i sprovođenju štrajka, štrajkački odbor i zaposleni\nmoraju voditi računa o ostvarivanju Ustavom zagarantovanih sloboda i prava\ndrugih.\u003C\u002Fp>\n\n\u003Cp>Štrajkom se ne sme ugroziti pravo na život, zdravlje i ličnu\nsigurnost.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 42.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Na način donošenja odluke o štrajku primenjuju se odredbe statuta\nsindikata i zakona. \u003C\u002Fp>\n\n\u003Cp>Štrajk se mora najaviti u skladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>U odluci kojom se najavljuje štrajk, štrajkački odbor mora naznačiti\nštrajkačke zahteve, mesto, dan i vreme štrajka, kao i podatke o\nštrajkačkom odboru.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 43.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Štrajkački odbor rukovodi štrajkom, prati da li se štrajk odvija na\nzakonit način, upozorava nadležne organe na pokušaje sprečavanja i ometanja\nštrajka, kontaktira sa nadležnim organima i vrši druge poslove.\u003C\u002Fp>\n\n\u003Cp>Štrajkački odbor dužan je da razmotri svaku inicijativu za mirno\nrešavanje spora koji mu uputi poslodavac sa kojim je u sporu, i da na nju\nodgovori na način na koji je inicijativa upućena.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 44.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ukoliko poslodavac ne ispuni obaveze prema zaposlenima u rokovima i na\nnačin utvrđen ovim ugovorom, sindikat može doneti odluku o štrajku.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 45.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zbog učestvovanja u štrajku organizovanom u skladu sa zakonom, zaposleni\nne mogu biti stavljeni u nepovoljan položaj.\u003C\u002Fp>\n\n\u003Cp>Zaposleni koji učestvuju u štrajku ostvaruju prava iz radnog odnosa, u\nskladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 46.\u003C\u002Fh4>\n\n\u003Cp>Poslodavac ne sme sprečavati štrajk koji je organizovan u skladu sa\nzakonom i Ugovorom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XI.SINDIKAT\u003C\u002Fh2>\n\n\u003Ch4>Član 47.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposleni u ustanovi imaju pravo da bez prethodnog odobrenja, obrazuju\nsindikat, kao i da mu pristupaju pod slobodnim uslovima, da se pridržavaju\nstatuta i akata sindikata.\u003C\u002Fp>\n\n\u003Cp>Sindikat ne može biti raspušten ili njegova delatnost obustavljena ili\nzabranjena, administrativnim aktom poslodavca.\u003C\u002Fp>\n\n\u003Cp>Zaposleni pristupa sindikatu dobrovoljnim potpisivanjem pristupnice. Izgled\ni sadržaj pristupnice utvrđuje se statutom sindikata.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 48.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da sindikatu, bez naknade troškova i posredstvom\nslužbe koja obavlja administrativne i tehničke poslove:\u003C\u002Fp>\n\n\u003Cp>1.odbije iznos sindikalne članarine od plate zaposlenog (koji je član\nsindikata) i uplati ga na odgovarajući račun sindikata i na odgovarajuće\nračune viših organa sindikata, u skladu sa statutom sindikata;\u003C\u002Fp>\n\n\u003Cp>2.vrši obradu podataka o uplati članarine i daje na uvid ovlašćenom licu\nsindikata;\u003C\u002Fp>\n\n\u003Cp>3.odbije iznos od plate zaposlenog (uz prethodnu saglasnost zaposlenog) i\nizvrši uplatu na račun fondova koje sindikat osniva (npr.: štrajkački fond,\nfond solidarnosti, fond za prevenciju radne invalidnosti i rekreativni odmor i\nsl.).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1.Uslovi za rad sindikata\u003C\u002Fh3>\n\n\u003Ch4>Član 49.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da osigura sindikalnoj organizaciji ustanove\nreprezentativnog sindikata potpisnika ovog ugovora sledeće uslove za rad:\u003C\u002Fp>\n\n\u003Cp>1.odvojenu prostoriju za rad sindikata i odgovarajući prostor za\nodržavanje sindikalnih sastanaka;\u003C\u002Fp>\n\n\u003Cp>2.pravo na korišćenje telefona, telefaksa, fotokopir aparata i druga\ntehnička sredstva i opremu;\u003C\u002Fp>\n\n\u003Cp>3.slobodu podele sindikalnih saopštenja i izveštaja na oglasnim tablama\nsindikata za\u003C\u002Fp>\n\n\u003Cp>4.redovne sindikalne aktivnosti, a u vreme štrajka i na drugim mestima po\nodluci sindikata;\u003C\u002Fp>\n\n\u003Cp>5.postavljanje oglasne table u ustanovi dostupne najvećem broju\nzaposlenih.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 50.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da omogući predstavniku reprezentativnog sindikata u\nustanovi prisustvovanje sednicama organa upravljanja i stručnih organa u\nustanovi, i u tom smislu je dužan da reprezentativnom sindikatu u ustanovi\ndostavlja uredan poziv sa materijalom za navedene sednice.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2.Prava sindikalnih predstavnika\u003C\u002Fh3>\n\n\u003Ch4>Član 51.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da predsedniku sindikalne organizacije ustanove\nreprezentativnog sindikata potpisnika ovog ugovora, u koju je učlanjeno više\nod 50% zaposlenih, isplaćuje uvećanu mesečnu platu u visini od 12%.\u003C\u002Fp>\n\n\u003Cp>Ukoliko je u reprezentativnu sindikalnu organizaciju ustanove koja pripada\nreprezentativnom sindikatu potpisniku ovog ugovora učlanjeno manje od 50%\nzaposlenih, predsednik sindikalne organizacije iz stava 1. ovog člana ima\npravo na srazmerno uvećanu mesečnu platu do 12%.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 52.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac je obavezan da predstavnicima sindikata omogući odsustvovanje sa\nrada radi realizacije programskih aktivnosti i prisustvovanja sindikalnim\nsastancima, konferencijama, sednicama, seminarima i kongresima, po pozivu\norgana koji organizuje sindikat.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je obavezan da predstavnicima sindikata koji su izabrani u više\norgane sindikata omogući odsustvovanje sa rada za učestvovanje u radu tih\norgana, uz priložen poziv.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je obavezan da predstavnicima sindikata koji zastupaju članove\nsindikata organizovane u posebna udruženja u okviru sindikata (rekreacija,\nkase uzajamne pomoći i sl.) omogući rad, uz priložen poziv sindikata.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da predstavnicima organizacije sindikata omogući da\nzaposlenima dostavljaju informacije, biltene, publikacije, letke i druga\ndokumenta organizacije sindikata koja su u funkciji vršenja sindikalnih\naktivnosti.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 53.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ovlašćeni predstavnik reprezentativnog sindikata ima pravo na naknadu\nplate, u skladu sa zakonom, za odsustvo radi obavljanja sledećih sindikalnih\nfunkcija:\u003C\u002Fp>\n\n\u003Cp>1.kada je određen za kolektivno pregovaranje, odnosno određen za člana\nodbora za kolektivno pregovaranje za vreme pregovaranja;\u003C\u002Fp>\n\n\u003Cp>2.kada je određen da zastupa zaposlenog u radnom sporu sa poslodavcem pred\narbitrom ili sudom za vreme zastupanja.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 54.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Poslodavac ne može da otkaže ugovor o radu niti na drugi način da stavi u\nnepovoljan položaj zaposlenog zbog njegovog statusa ili aktivnosti u svojstvu\npredstavnika zaposlenih, članstva u sindikatu ili učešća u sindikalnim\naktivnostima.\u003C\u002Fp>\n\n\u003Cp>Poslodavac ne može da otkaže ugovor o radu, niti na drugi način da stavi\nu nepovoljan položaj (raspoređivanje na druge, manje plaćene poslove,\nraspoređivanje u drugu organizacionu celinu, proglašavanje tehnološkim\nviškom) predstavnika zaposlenih (predsednika sindikalne organizacije, članove\norgana sindikata, predsednika gradskog, pokrajinskog i republičkog odbora,\npredsednika regionalnog centra) za vreme obavljanja funkcije i po prestanku\nfunkcije, u skladu sa zakonom.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 55.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Zaposlenom koji je izabran na plaćenu profesionalnu funkciju u sindikatu\nmiruju prava i obaveze koje se stiču na radu i po osnovu rada, osim prava i\nobaveza za koje je zakonom, kolektivnim ugovorom ili ugovorom o radu, odnosno\nrešenjem drukčije određeno.\u003C\u002Fp>\n\n\u003Cp>Zaposleni kome miruju prava i obaveze, bez obzira na dužinu trajanja\nmirovanja, ima pravo da se u roku od 15 dana od dana prestanka funkcije, vrati\nna rad kod poslodavca na iste poslove, a ako takvih poslova nema, onda se\nraspoređuje na druge poslove koji odgovaraju njegovoj vrsti i stepenu stručne\nspreme.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XII.MEĐUSOBNI ODNOSI\u003C\u002Fh2>\n\n\u003Ch4>Član 56.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Reprezentativni sindikat u ustanovi ima pravo da od poslodavca zahteva\npisane informacije o pitanjima koja se odnose na prava zaposlenih po osnovu\nrada i da o svom stavu po tim pitanjima pismeno obavesti poslodavca.\u003C\u002Fp>\n\n\u003Cp>Poslodavac je dužan da na pismeni zahtev obaveštava reprezentativni\nsindikat u ustanovi o svom radu i o poslovanju ustanove, a naročito o:\nprogramu rada, razvojnim planovima i njihovom uticaju na ekonomski i socijalni\npoložaj zaposlenih, godišnjem izveštaju o izvršenom planu rada, strukturi\nostvarenih prihoda i podacima za obračun finansiranja plata od strane\nosnivača, strukturi ostvarenih troškova i učešću plata u troškovima\nposlovanja ustanove, kretanju i promenama plata, podacima o prosečnoj plati i\nisplaćenim platama po kvalifikacijama i po organizacionim jedinicama, zaštiti\nna radu i merama za poboljšanje uslova rada i statusnim promenama i o drugim\npitanjima u skladu sa postignutim sporazumom i opštim aktima.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XIII.PRELAZNE I ZAVRŠNE ODREDBE\u003C\u002Fh2>\n\n\u003Ch4>Član 57.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ugovorne strane se obavezuju da će Ugovor primenjivati u dobroj veri i na\nnačelima socijalnog partnerstva i uzajamnog poštovanja.\u003C\u002Fp>\n\n\u003Cp>Ako se promene okolnosti, koje nisu bile poznate u trenutku zaključivanja\nUgovora i odredbe Ugovora se ne bi mogle izvršavati ili bi njihovo\nizvršavanje bilo bitno otežano, ugovorne strane se obavezuju da će drugoj\nstrani predložiti izmene Ugovora.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 58.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Učesnici ovog kolektivnog ugovora imenuju komisiju koja prati primenu i\ndaje mišljenja o primeni Ugovora.\u003C\u002Fp>\n\n\u003Cp>Komisija iz stava 1. ovog člana ima po jednog predstavnika koje imenuju\nministarstva nadležna za oblasti prosvete, finansija, rada i državne uprave,\ni po jednog predstavnika kojeg imenuju reprezentativni sindikati potpisnici\novog ugovora.\u003C\u002Fp>\n\n\u003Cp>Komisija iz stava 1. ovog člana svoj rad uređuje Poslovnikom o radu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 59.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ugovor se smatra zaključenim kada ga potpišu ovlašćeni predstavnici\nugovornih strana.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 60.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ugovor može prestati da važi na osnovu sporazuma učesnika ili otkazom.\u003C\u002Fp>\n\n\u003Cp>U slučaju otkaza, Ugovor se primenjuje šest meseci od dana objavljivanja\notkaza Ugovora u skladu sa Zakonom. Predlog za izmene i dopune Ugovora može da\npodnese svaki učesnik u pisanom obliku.\u003C\u002Fp>\n\n\u003Cp>Ugovorne strane dužne su da se u roku od 15 dana od dana prijema predloga\nza izmenu i dopunu Ugovora izjasne o tom predlogu.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 61.\u003C\u002Fh4>\n\n\u003Cp>Ovaj kolektivni ugovor stupa na snagu osmog dana od dana objavljivanja u\n„Službenom glasniku Republike Srbije” i primenjivaće se 1 (jednu) godinu\nod dana stupanja na snagu.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>IZMENE:\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Na osnovu člana 60. Posebnog kolektivnog ugovora za visoko obrazovanje\n(„Službeni glasnik RS”, broj 86\u002F19),\u003C\u002Fp>\n\n\u003Cp>Reprezentativni sindikati u oblasti visokog obrazovanja na nivou Republike\nSrbije: Sindikat obrazovanja Srbije i Sindikat visokog obrazovanja Srbije i\nVlada, zaključuju\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>Poseban kolektivni ugovor o dopuni Posebnog kolektivnog ugovora za visoko\nobrazovanje\u003C\u002Fh3>\n\n\u003Cp>Poseban kolektivni ugovor je objavljen u „Sl. glasniku RS“, br. 93\u002F2020\nod 1. jula 2020. god.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 1.\u003C\u002Fh4>\n\n\u003Cp>U Posebnom kolektivnom ugovoru za visoko obrazovanje („Službeni glasnik\nRS”, broj 86\u002F19), posle člana 20., dodaje se član 20a, koji glasi:\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>„Član 20a\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Zaposleni ima pravo na naknadu plate u visini od 100% osnova za isplatu\nnaknade za mesec u kome je privremeno odsustvovao sa rada zbog potvrđene\nzarazne bolesti COVID-19 ili zbog mere izolacije ili samoizolacije naložene u\nvezi sa tom bolešću, a koja je nastupila kao posledica neposrednog izlaganja\nriziku po osnovu obavljanja poslova i radnih zadataka, odnosno službenih\ndužnosti i kontakata sa licima kojima je potvrđena bolest COVID-19 ili\nnaložena mera izolacije ili samoizolacije.\u003C\u002Fp>\n\n\u003Cp>Zaposleni ostvaruje pravo iz stava 1. ovog člana tako što se:\u003C\u002Fp>\n\n\u003Cp>1)za prvih 30 dana odsustva sa rada, isplata visine naknade plate vrši iz\nsredstava poslodavca, odnosno budžeta Republike Srbije;\u003C\u002Fp>\n\n\u003Cp>2)počev od 31. dana odsustva sa rada, isplata visine naknade plate vrši iz\nsredstava obaveznog zdravstvenog osiguranja do zakonom propisane visine naknade\nplate (65%) a iz sredstava poslodavca, odnosno iz sredstava budžeta Republike\nSrbije za preostali iznos razlike do visine od 100% osnova za isplatu\nnaknade.\u003C\u002Fp>\n\n\u003Cp>Pravo na naknadu plate iz st. 1. i 2. ovog člana, ostvaruje i zaposleni\nkoji je odsustvovao sa rada iz razloga navedenih u stavu 1. ovog člana u\nperiodu za koji do dana stupanja na snagu ovog kolektivnog ugovora nije\nizvršen konačni obračun i isplata naknade plate po osnovu privremene\nsprečenosti za rad.\u003C\u002Fp>\n\n\u003Cp>Odsustvo sa rada iz stava 1. ovog člana zaposleni dokazuju rešenjem\nnadležnog organa (sanitarnog inspektora, organa nadležnog za kontrolu\nprelaženja državne granice, carinskog organa, izvodom iz evidencije\nMinistarstva unutrašnjih poslova i dr.) ili izveštajem lekara o privremenoj\nsprečenosti za rad (doznaka), u skladu sa zakonom.”\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Član 2.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ovaj kolektivni ugovor stupa na snagu danom objavljivanja u „Službenom\nglasniku Republike Srbije”.\u003C\u002Fp>\n\n\u003Cp>Za Vladu \u003C\u002Fp>\n\n\u003Cp>Ministar prosvete,\u003C\u002Fp>\n\n\u003Cp>nauke i tehnološkog razvoja, \u003C\u002Fp>\n\n\u003Cp>Mladen Šarčević, s.r.\u003C\u002Fp>\n\n\u003Cp>Za Sindikat obrazovanja Srbije, \u003C\u002Fp>\n\n\u003Cp>dr Dejan Micković, s.r.\u003C\u002Fp>\n\n\u003Cp>Za Sindikat visokog obrazovanja Srbije,\u003C\u002Fp>\n\n\u003Cp>dr Dragana Latković, s.r.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Ovaj tekst je preuzet iz pravne baze programskog paketa Propis\nSoft-a\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"TRAINING_trigger":46,"trainingprogrammes":50,"SOCSEC_trigger":54,"unemploymentfund":58,"contractseverancepay":60,"disabilitypay":64,"healthandsafetypolicy":68,"hivpolicy":72,"funeralpay":76,"WORKFAM_trigger":80,"paidpaternityleave":84,"paidpaternityleaveduration":87,"paidpaternityleavepayperc":89,"childcare":93,"childcareleave":97,"deathrelativesleave":99,"marriageleave":103,"WORKHOURS_trigger":106,"hourspweek":109,"hoursovertimemax":113,"holidaysdays":117,"holidaysweeks":121,"TRADEUNLEAV_trigger":123,"WAGES_trigger":127,"WAGES_determined":130,"PAYSCALES_trigger":134,"LOWWAGE_trigger":138,"LOWWAGE_government":142,"ONCERISE_trigger":146,"SENIOR_trigger":150,"NOCTPREM_trigger":154,"OVERTIME_trigger":158,"overtimeallowancetype_general":161,"overtimeallowanceperc1_general":163,"SUNDAY_trigger":165,"COMMUTE_trigger":169,"healthinsurance":173},{"bindId":47,"name":48,"text":49},"TRAINING_trigger","III.OBRAZOVANJE, STRUČNO OSPOSOBLJAVANJE","III.OBRAZOVANJE, STRUČNO OSPOSOBLJAVANJE I USAVRŠAVANJE\n\nČlan 6.",{"bindId":51,"name":52,"text":53},"trainingprogrammes","Troškovi obrazovanja, stručnog osposoblj","Troškovi obrazovanja, stručnog osposobljavanja i usavršavanja obezbeđuju\nse iz sopstvenih sredstava ustanove i iz drugih izvora, a na osnovu plana\nobrazovanja, stručnog osposobljavanja i usavršavanja zaposlenih u\nustanovi.",{"bindId":55,"name":56,"text":57},"SOCSEC_trigger","6)sredstva za rešavanje socijalno-ekonom","6)sredstva za rešavanje socijalno-ekonomskog položaja viška\nzaposlenih;",{"bindId":59,"name":56,"text":57},"unemploymentfund",{"bindId":61,"name":62,"text":63},"contractseverancepay","Član 34. Zaposlenom za čijim je radom pr","Član 34.\n\n\n\nZaposlenom za čijim je radom prestala potreba, a kome nije moglo da se\nobezbedi ni jedno od prava utvrđenih zakonom, kolektivnim ugovorom kod\nposlodavca ili ugovorom o radu, može prestati radni odnos, pod uslovom da mu\nse prethodno isplati otpremnina, i to najmanje u visini koja je utvrđena\nzakonom.\n\nIsplata otpremnine vrši se najkasnije do dana prestanka radnog odnosa, ako\nzakonom nije drugačije određeno.",{"bindId":65,"name":66,"text":67},"disabilitypay","4.solidarnu pomoć u slučaju: -nastanka t","4.solidarnu pomoć u slučaju:\n\n-nastanka trajne teške invalidnosti, u visini dve prosečne plate, jednom u\ntoku kalendarske godine;\n\n-privremene sprečenosti za rad usled bolesti ili povrede na radu duže od\ntri meseca, u visini jedne prosečne plate jednom u toku kalendarske godine;\n\n-nabavke medicinskih pomagala, hirurških intervencija i nabavke lekova van\npozitivne zdravstvene liste, u visini jedne prosečne plate, jednom u toku\nkalendarske godine;",{"bindId":69,"name":70,"text":71},"healthandsafetypolicy","VIII.ZAŠTITA ZAPOSLENIH 1.Opšta zaštita ","VIII.ZAŠTITA ZAPOSLENIH\n\n\n\n1.Opšta zaštita\n\nČlan 35.\n\n\n\nPoslodavac je dužan da obezbedi zaposlenom rad na radnom mestu i u radnoj\nokolini u kojima su sprovedene mere bezbednosti i zdravlja na radu, u skladu sa\nzakonom.\n\nZaposleni kod poslodavca imaju pravo da izaberu jednog ili više\npredstavnika za bezbednost i zdravlje na radu. Najmanje tri predstavnika\nzaposlenih obrazuju Odbor za bezbednost i zdravlje na radu.\n\nPoslodavac i predstavnik zaposlenih, odnosno odbor iz stav 3. ovog člana i\nsindikat, dužni su da međusobno sarađuju o pitanjima bezbednosti i zdravlja\nna radu.\n\nOpštim aktom, odnosno kolektivnim ugovorom kod poslodavca bliže se\nuređuju prava, obaveze i odgovornosti u vezi sa bezbednošću i zdravljem na\nradu.",{"bindId":73,"name":74,"text":75},"hivpolicy","4.zaposlenima obezbedi sistematske pregl","4.zaposlenima obezbedi sistematske preglede.",{"bindId":77,"name":78,"text":79},"funeralpay","2.naknadu troškova pogrebnih usluga u sl","2.naknadu troškova pogrebnih usluga u slučaju smrti člana uže porodice,\na članovima uže porodice u slučaju smrti zaposlenog, u visini troškova koji\npriznaje Fond za penzijsko i invalidsko osiguranje;",{"bindId":81,"name":82,"text":83},"WORKFAM_trigger","Član 33. Radni odnos zaposlenog za čijim","Član 33.\n\n\n\nRadni odnos zaposlenog za čijim je radom prestala potreba ne može prestati\nbez njegove\u002Fnjene saglasnosti:\n\n1.zaposlenoj za vreme trudnoće ili sa detetom do dve godine starosti;\n\n2.zaposlenom samohranom roditelju;\n\n3.zaposlenom - roditelju dece sa invaliditetom - roditelju koji ima status\n„roditelj negovatelj”;",{"bindId":85,"name":86,"text":86},"paidpaternityleave","2.porođaja supruge - 5 radnih dana;",{"bindId":88,"name":86,"text":86},"paidpaternityleaveduration",{"bindId":90,"name":91,"text":92},"paidpaternityleavepayperc","2.Plaćeno odsustvo Član 14. Zaposleni im","2.Plaćeno odsustvo\n\nČlan 14.\n\n\n\n\n\nZaposleni ima pravo u toku kalendarske godine na odsustvo sa rada uz naknadu\nplate u ukupnom trajanju do sedam radnih dana u slučaju:",{"bindId":94,"name":95,"text":96},"childcare","3.teže bolesti člana uže porodice - 5 ra","3.teže bolesti člana uže porodice - 5 radnih dana;",{"bindId":98,"name":95,"text":96},"childcareleave",{"bindId":100,"name":101,"text":102},"deathrelativesleave","1.smrti člana uže porodice - 5 radnih da","1.smrti člana uže porodice - 5 radnih dana;",{"bindId":104,"name":105,"text":105},"marriageleave","1.sklapanja braka - 5 radnih dana;",{"bindId":107,"name":108,"text":108},"WORKHOURS_trigger","IV.RADNO VREME",{"bindId":110,"name":111,"text":112},"hourspweek","1.Puno radno vreme Član 7. Puno radno vr","1.Puno radno vreme\n\nČlan 7.\n\nPuno radno vreme zaposlenog iznosi, po pravilu, 40 časova.",{"bindId":114,"name":115,"text":116},"hoursovertimemax","Prekovremeni rad ne može da traje duže o","Prekovremeni rad ne može da traje duže od osam časova nedeljno.",{"bindId":118,"name":119,"text":120},"holidaysdays","Član 13. Dužina godišnjeg odmora utvrđuj","Član 13.\n\n\n\nDužina godišnjeg odmora utvrđuje se opštim aktom poslodavca, tako što\nse zakonski minimum od 20 dana uvećava po osnovu:",{"bindId":122,"name":119,"text":120},"holidaysweeks",{"bindId":124,"name":125,"text":126},"TRADEUNLEAV_trigger","8.učestvovanja na sindikalnim susretima,","8.učestvovanja na sindikalnim susretima, seminarima, programima obrazovanja\nza sindikalne aktivnosti i sl. - 7 radnih dana;",{"bindId":128,"name":129,"text":129},"WAGES_trigger","VI.PLATE I OSTALA PRIMANJA",{"bindId":131,"name":132,"text":133},"WAGES_determined","1.Visina osnovice Član 16. Osnovicu za o","1.Visina osnovice\n\nČlan 16.\n\n\n\nOsnovicu za obračun i isplatu osnovne mesečne plate zaposlenih utvrđuje\nVlada.",{"bindId":135,"name":136,"text":137},"PAYSCALES_trigger","Član 17. Plate se utvrđuju na osnovu osn","Član 17.\n\n\n\nPlate se utvrđuju na osnovu osnovice za obračun plata, koeficijenata sa\nkojim se množi osnovica, dodatka na platu i obaveza koje zaposleni plaća po\nosnovu poreza i doprinosa za obavezno socijalno osiguranje iz plata, u skladu\nsa zakonom.\n\nPlata utvrđena u smislu stava 1. ovog člana, isplaćuje se za rad u punom\nradnom vremenu, odnosno radnom vremenu koje se smatra punim.",{"bindId":139,"name":140,"text":141},"LOWWAGE_trigger","Ukoliko je osnovna plata zaposlenog, koj","Ukoliko je osnovna plata zaposlenog, koja je utvrđena na osnovu osnovice za\nobračun plata i koeficijenta iz propisa o koeficijentima za obračun i isplatu\nplata, za puno radno vreme i ostvareni standardni radni učinak, manja od\nminimalne zarade, osnovna plata zaposlenog utvrđena na napred opisan način\nisplaćuje se u visini minimalne zarade.",{"bindId":143,"name":144,"text":145},"LOWWAGE_government","2.u visini 100% prosečne plate u prethod","2.u visini 100% prosečne plate u prethodnih 12 meseci pre meseca u kojem je\nnastupila privremena sprečenost za rad, s tim da ne može biti niža od\nminimalne zarade utvrđene u skladu sa zakonom kojim se uređuje rad, ako je\nsprečenost za rad prouzrokovana povredom na radu ili profesionalnom bolešću,\nako zakonom nije drukčije određeno.",{"bindId":147,"name":148,"text":149},"ONCERISE_trigger","Član 25. Zaposlenima pripada pravo na is","Član 25.\n\n\n\nZaposlenima pripada pravo na isplatu novogodišnje nagrade u jednakom\niznosu.",{"bindId":151,"name":152,"text":153},"SENIOR_trigger","5.jubilarnu nagradu u godini kada navrši","5.jubilarnu nagradu u godini kada navrši 10, 20 ili 30 godina rada\nostvarenog u radnom odnosu, u iznosu:\n\n-pola prosečne plate - za 10 godina rada,\n\n-jedne prosečne plate - za 20 godina rada,\n\n-jedne i po prosečne plate - za 30 godina rada.\n\nIsplata jubilarnih nagrada se vrši jednom godišnje na dan ustanove.\n\nProsečnom platom iz tač. 4 i 5. ovog člana smatra se prosečna plata po\nzaposlenom ostvarena u ustanovi u prethodnom mesecu u odnosu na mesec isplate\nsolidarne pomoći ili isplate jubilarne nagrade, odnosno prosečna zarada u\nRepublici prema poslednjem objavljenom podatku republičkog organa nadležnog\nza statistiku u momentu isplate solidarne pomoći ili isplate jubilarne\nnagrade, ako je to povoljnije po zaposlenog.\n\nČlanovima uže porodice u smislu ovog člana smatraju se: bračni drug i\ndeca.",{"bindId":155,"name":156,"text":157},"NOCTPREM_trigger","2.za rad noću - 26% od osnovice, ako tak","2.za rad noću - 26% od osnovice, ako takav rad nije vrednovan prilikom\nutvrđivanja koeficijenata;",{"bindId":159,"name":160,"text":160},"OVERTIME_trigger","3.za prekovremeni rad - 26% od osnovice;",{"bindId":162,"name":160,"text":160},"overtimeallowancetype_general",{"bindId":164,"name":160,"text":160},"overtimeallowanceperc1_general",{"bindId":166,"name":167,"text":168},"SUNDAY_trigger","1.za rad na dan praznika koji je neradni","1.za rad na dan praznika koji je neradni dan - 110% od osnovice;",{"bindId":170,"name":171,"text":172},"COMMUTE_trigger","4.Naknada troškova Član 22. Poslodavac j","4.Naknada troškova\n\nČlan 22.\n\n\n\nPoslodavac je dužan da zaposlenom obezbedi naknadu troškova za:\n\n1.dolazak i odlazak sa rada u visini cene prevozne karte u javnom\nsaobraćaju, ako poslodavac nije obezbedio sopstveni prevoz;",{"bindId":174,"name":175,"text":176},"healthinsurance","3.za zaposlenog ugovori kolektivno osigu","3.za zaposlenog ugovori kolektivno osiguranje od posledica nezgoda koje su\nnastupile za vreme rada, kao i kolektivno osiguranje za slučaj težih bolesti\ni hirurških intervencija;","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SRB Government of the Republic of Serbia - 2023\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n                \u003Cdiv id=\"display-start_date\">Start date: → 2023-12-22\u003C\u002Fdiv>\n            \n            \n\n            \n                \u003Cdiv id=\"display-end_date\">End date: → 2024-12-22\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: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Visoko obrazovanje\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                        Sindikat obrazovanja Srbije, Sindikat visokog obrazovanja 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: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-unemploymentfund\">Employer contributes to unemployment fund for employees: → Da\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section training\">\n            \u003Ch3 id=\"display-TRAINING_trigger\">TRAINING\u003C\u002Fh3>\n            \u003Cdiv id=\"display-trainingprogrammes\">Training programmes: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprenticeships\">Apprenticeships: → 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: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-hivpolicy\">Regular or yearly medical checkup or visits provided by the employer: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → Employee involvement in the monitoring\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-funeralpay\">Funeral assistance: → Da\u003C\u002Fdiv>\n        \n            \n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section work-family-arrangements\">\n            \u003Ch3 id=\"display-WORKFAM_trigger\">WORK\u002FFAMILY BALANCE ARRAGEMENTS\u003C\u002Fh3>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-jobsecuritymothers\">Job security after maternity leave: → \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-maternitydiscrimination\">Prohibition of discrimination related to maternity: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-breastfeeding_dangerouswork\">Prohibition to oblige pregnant or breastfeeding workers to perform dangerous or unhealthy work: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-riskassessment\">Workplace risk assessment on the safety and health of pregnant or nursing women: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-alternatives\">Availability of alternatives to dangerous or unhealthy work for pregnant or breastfeeding workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-timeoff\">Time off for prenatal medical examinations: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningnonstandard\">Prohibition of screening for pregnancy before regularising non-standard workers: → \u003C\u002Fdiv>\n              \u003Cdiv id=\"display-screeningpromotion\">Prohibition of screening for pregnancy before promotion: → \u003C\u002Fdiv> \n            \u003Cdiv id=\"display-nursingmothers\">Facilities for nursing mothers: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcareprovision\">Employer-provided childcare facilities: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-childcaresubsidy\">Employer-subsidized childcare facilities: → Ne\u003C\u002Fdiv>\n   \u003Cdiv id=\"display-educationtuition\">Monetary tuition\u002Fsubsidy for children's education: → Ne\u003C\u002Fdiv>\n   \n            \u003Cdiv id=\"display-childcareleave\">\n                Paid leave per year in case of caring for relatives: → 5 days\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-paidpaternityleaveduration\">\n                Paternity paid leave: → 5 days\n         \u003C\u002Fdiv>\n                        \u003Cdiv id=\"display-deathrelativesleave\">\n                Leave duration in days in case of death of a relative: → 5 days\n            \u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n        \n        \n         \n\n        \u003Cdiv class=\"section employment-contracts\">\n            \u003Ch3 id=\"display-EMPCONTR_trigger\">EMPLOYMENT CONTRACTS\u003C\u002Fh3>\n\n            \n            \u003Cdiv id=\"display-severance_perc\">\n                Severance pay after 5 years of service (percentage of monthly salary): → The CBA explicitly refers to the law %\n            \u003C\u002Fdiv>\n            \u003Cdiv id=\"display-severance_perc_1_tenure\">\n                Severance pay after one year of service (percentage of monthly salary): → The CBA explicitly refers to the law %\n            \u003C\u002Fdiv>\n\n            \n            \u003Cdiv id=\"display-part_time_excluded\">Part-time workers excluded from any provision: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-tempagency\">Provisions about temporary workers: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-apprentices_excluded\">Apprentices excluded from any provision: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-minijobs_excluded\">Minijobs\u002Fstudent jobs excluded from any provision: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n        \n\n        \u003Cdiv class=\"section working-hours\">\n            \u003Ch3 id=\"display-WORKHOURS_trigger\">WORKING HOURS, SCHEDULES AND HOLIDAYS\u003C\u002Fh3>\n\n            \n\n            \u003Cdiv id=\"display-hourspweek\">\n                Working hours per week: → 40.0\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \n\n            \u003Cdiv id=\"display-hoursovertimemax\">\n                Maximum overtime hours: → 8.0\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-holidaysdays\">\n                Paid annual leave: 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