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Закона о раду\n(„Службени гласник РС”, бр. 24\u002F05, 61\u002F05, 54\u002F09, 32\u002F13\nи 75\u002F14),\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикати: Синдикат\nобразовања Србије и Грански синдикат\nпросветних радника Србије Независност и\nВлада, закључују\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>за запослене у основним и средњим\nшколама и домовима ученика\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\"Службени гласник РС\", бр. 21 од 25. фебруара\n2015, 92 од 29. јуна 2020, 123 од 4. новембра 2022.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>I. ОСНОВНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch4>Члан 1.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Посебним колективним уговором за\nзапослене у основним и средњим школама и\nдомовима ученика (у даљем тексту: Уговор)\nуређују се права, обавезе и одговорности из\nрада и по основу рада запослених у основним\nшколама, средњим школама и домовима\nученика (у даљем тексту: запослени) којима\nсе средства за плате обезбеђују у буџету\nРепублике Србије, поступак измене и допуне\nУговора, као и међусобни односи учесника\nУговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 2.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уговор се непосредно примењује у свим\nосновним школама, средњим школама и\nдомовима ученика (у даљем тексту: установе)\nиз члана 1. Уговора.\u003C\u002Fp>\n\n\u003Cp>Послодавац у смислу Уговора јесте\nустанова.\u003C\u002Fp>\n\n\u003Cp>Колективним уговором код послодавца могу\nсе утврдити већа права од права утврђених\nУговором, као и друга права која нису\nутврђена Уговором, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 3.\u003C\u002Fh4>\n\n\u003Cp>Уговор се закључује на време од три\nгодине.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>II. РАДНИ ОДНОСИ\u003C\u002Fh2>\n\n\u003Ch3>1. Заснивање радног односа\u003C\u002Fh3>\n\n\u003Ch4>Члан 4.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Радни однос у установи заснива се\nуговором о раду са лицем које, поред\nзаконских услова, испуњава и посебне\nуслове утврђене актом о организацији и\nсистематизацији послова.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 5.*\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Пре почетка школске године, а најкасније\nдо 25. августа, директори установа\nдостављају надлежној школској управи: *\u003C\u002Fp>\n\n\u003Cp>1) Листу запослених за чијим је радом у\nпотпуности или делимично престала потреба\nу текућој школској години и у претходном\nпериоду; *\u003C\u002Fp>\n\n\u003Cp>2) Листу запослених који су засновали\nрадни однос са непуним радним временом у\nтекућој школској години и у претходном\nпериоду;*\u003C\u002Fp>\n\n\u003Cp>3) Листу слободних радних места.*\u003C\u002Fp>\n\n\u003Cp>Запослени који на лични захтев прекине\nрадни однос у одређеној установи не\nпријављује се на листе запослених из става\n1. овог члана.*\u003C\u002Fp>\n\n\u003Cp>Наведене листе осим послодавца потписују\nовлашћени представници репрезентативних\nсиндиката школе. *\u003C\u002Fp>\n\n\u003Cp>Уколико листе нису потписане од стране\nовлашћених представника репрезентативних\nсиндиката, директор је дужан да на листи\nнаведе разлоге због којих то није\nучињено.*\u003C\u002Fp>\n\n\u003Cp>Пре почетка школске године, раднe подгрупe\nпри надлежним школским управама утврђују\nлисту из става 1. овог члана.*\u003C\u002Fp>\n\n\u003Cp>Преузимање се врши следећим\nредоследом:*\u003C\u002Fp>\n\n\u003Cp>1) На основу преузимања запосленог са\nлисте запослених за чијим радом је у\nпотпуности или делимично престала потреба\nследећим редом: из установе, са територије\nопштине, града, надлежне школске управе и\nдругих школских управа. *\u003C\u002Fp>\n\n\u003Cp>2) Запослени који су засновали радни однос\nса непуним радним временом у тој\nустанови;*\u003C\u002Fp>\n\n\u003Cp>3) Запослени који су засновали радни однос\nса непуним радним временом у установама на\nтериторији надлежне школске управе;*\u003C\u002Fp>\n\n\u003Cp>4) Запослени који су засновали радни однос\nса непуним радним временом из других\nшколских управа уз сагласност радних\nподгрупа при школским управама.*\u003C\u002Fp>\n\n\u003Cp>Школска управа редовно ажурира листе из\nстава 1. овог члана током године, на основу\nподатака које достављају директори\nустанова.*\u003C\u002Fp>\n\n\u003Cp>Министар образује посебну радну групу и\nрадне подгрупе при свакој школској управи\nу складу са законом.*\u003C\u002Fp>\n\n\u003Cp>Преузимање запослених врши се током\nнаставне године уз сагласност радне\nподгрупе.*\u003C\u002Fp>\n\n\u003Cp>Пре расписивања конкурса за пријем у\nрадни однос, послодавац је у обавези да\nприбави мишљење репрезентативних\nсиндиката установе о испуњености услова из\nст. 1. и 2. овог члана. У случају да постоји\nнесагласност, надлежна је школска управа и\nнадлежна инспекција.*\u003C\u002Fp>\n\n\u003Cp>Рок за давање мишљења је пет дана од дана\nпријема захтева.*\u003C\u002Fp>\n\n\u003Cp>Одредбе овог члана не примењују се на\nзапослене у домовима ученика.*\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 6.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Преузимање запослених се може вршити из\nдруге установе после 25 августа*.\u003C\u002Fp>\n\n\u003Cp>Запослени може бити преузет из других\nустанова на неодређено време највише у\nпроценту у којем је засновао радни однос.\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 7.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Директор је дужан да обавести\nрепрезентативни синдикат у установи о\nизвршеном пријему у радни однос у року од\nпет дана.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRAINING_trigger\">\u003Ch3>2. Стручно оспособљавање и усавршавање\u003C\u002Fh3>\n\n\u003Ch4>Члан 8.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право и обавезу да се, у\nтоку радног односа, стално стручно\nоспособљава и усавршава и да на основу\nстручног усавршавања унапређује свој\nрад.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingprogrammes\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-trainingfund\">\u003Cp>Послодавац је обавезан да утврди начин\nстручног оспособљавања и усавршавања\nзапослених, у складу са приоритетима и\nпрограмима надлежног министарства и\nсредствима обезбеђеним у буџету јединице\nлокалне самоуправе.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Уколико послодавац не обезбеди упућивање\nзапосленог на стручно оспособљавање и\nусавршавање, запослени не може сносити\nпоследице по овом основу.\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKHOURS_trigger\">\u003Ch3>3. Радно време\u003C\u002Fh3>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Ch3>3.1. Пуно радно време\u003C\u002Fh3>\n\n\u003Ch4>Члан 9.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Пуно радно време запосленог износи 40\nчасова недељно.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Наставнику, васпитачу и стручном\nсараднику на почетку школске године издаје\nсе решење о годишњем и недељном задужењу\nфонда часова.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.2. Непуно радно време\u003C\u002Fh3>\n\n\u003Ch4>Члан 10.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Непуно радно време јесте радно време које\nје краће од пуног радног времена, у складу\nса законом.\u003C\u002Fp>\n\n\u003Cp>Актом о организацији и систематизацији\nпослова утврђују се послови на којима се\nобавља рад са непуним радним временом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.3. Прековремени рад\u003C\u002Fh3>\n\n\u003Ch4>Члан 11.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>На захтев послодавца, запослени је дужан\nда ради дуже од пуног радног времена, у\nскладу са законом, и то у случају:\u003C\u002Fp>\n\n\u003Cp>1) више силе,\u003C\u002Fp>\n\n\u003Cp>2) пријема и обраде докумената и података\nза пријемни испит,\u003C\u002Fp>\n\n\u003Cp>3) обављања завршног и пријемног испита,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3а обављање завршног испита и опште,\nстручне и уметничке матуре,*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hoursovertimemax\">\u003Cp>4) замене привремено одсутног запосленог\nдо пет радних дана у месецу,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>5) извршавања других послова – када је\nнеопходно да се у одређеном року заврши\nпосао.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом, пре\nпочетка обављања прековременог рада, изда\nрешење о разлозима и трајању прековременог\nрада и налог за исплату увећане плате у\nскладу са законом.\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3.4. Распоред радног времена\u003C\u002Fh3>\n\n\u003Ch4>Члан 12.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Годишњим планом рада установе утврђује\nсе распоред радног времена запослених.\u003C\u002Fp>\n\n\u003Ch3>4. Одмори и одсуства\u003C\u002Fh3>\n\n\u003Ch3>4.1. Одмор у току дневног рада\u003C\u002Fh3>\n\n\u003Ch4>Члан 13.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Одмор у току дневног рада траје 30 минута\nза пуно радно време и, по правилу, не може се\nкористити у прва два сата након почетка,\nнити у последња два сата пре завршетка\nрадног времена, односно за наставнике\nтоком непосредног образовно-васпитног\nрада.\u003C\u002Fp>\n\n\u003Cp>Распоред коришћења одмора у току дневног\nрада утврђује послодавац.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Ch3>4.2. Годишњи одмор\u003C\u002Fh3>\n\n\u003Ch4>Члан 14.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>У свакој календарској години запослени\nима право на годишњи одмор, у складу са\nзаконом и Уговором.\u003C\u002Fp>\n\n\u003Cp>Дужина годишњег одмора утврђује се тако\nшто се законски минимум од 20 радних дана\nувећава по основу:\u003C\u002Fp>\n\n\u003Cp>1. доприноса на раду:\u003C\u002Fp>\n\n\u003Cp>1) за остварене изузетне резултате – 4\nрадна дана,\u003C\u002Fp>\n\n\u003Cp>2) за врло успешне резултате – 3 радна\nдана,\u003C\u002Fp>\n\n\u003Cp>3) за успешне резултате – 2 радна дана;\u003C\u002Fp>\n\n\u003Cp>2. услова рада:\u003C\u002Fp>\n\n\u003Cp>1) рад са скраћеним радним временом – 3\nрадна дана,\u003C\u002Fp>\n\n\u003Cp>2) редован рад суботом, недељом и рад ноћу\n– 2 радна дана,\u003C\u002Fp>\n\n\u003Cp>3) рад у две и више установа – 2 радна\nдана;\u003C\u002Fp>\n\n\u003Cp>4) отежани услови рада, у складу са општим\nактом установе – 2 радна дана;\u003C\u002Fp>\n\n\u003Cp>3. радног искуства:\u003C\u002Fp>\n\n\u003Cp>1) од 5 до 10 година рада – 2 радна дана,\u003C\u002Fp>\n\n\u003Cp>2) од 10 до 20 година рада – 3 радна дана,\u003C\u002Fp>\n\n\u003Cp>3) од 20 до 30 година рада – 4 радна дана,\u003C\u002Fp>\n\n\u003Cp>4) преко 30 година рада – 5 радних дана;\u003C\u002Fp>\n\n\u003Cp>4. образовања и оспособљености за рад:\u003C\u002Fp>\n\n\u003Cp>1) за високо образовање на студијама\nдругог степена (мастер академске студије,\nспецијалистичке академске студије или\nспецијалистичке струковне студије) у\nскладу са Законом о високом образовању,\nпочев од 10. септембра 2005. године и на\nосновним студијама у трајању од најмање\nчетири године, по пропису који је уређивао\nвисоко образовање до 10. септембра 2005.\nгодине – 4 радна дана,\u003C\u002Fp>\n\n\u003Cp>2) за високо образовање на студијама првог\nстепена (основне академске, односно\nструковне студије), студијама у трајању од\nтри године, више образовање и\nспецијалистичко образовање након средњег\nобразовања – 3 радна дана,\u003C\u002Fp>\n\n\u003Cp>3) за средње образовање у трајању од\nчетири године – 2 радна дана,\u003C\u002Fp>\n\n\u003Cp>4) за основно образовање, оспособљеност за\nрад у трајању од једне године, образовање\nза рад у трајању од две године или средње\nобразовање у трајању од три године – 1\nрадни дан;\u003C\u002Fp>\n\n\u003Cp>5. социјалних услова:\u003C\u002Fp>\n\n\u003Cp>1) родитељу, усвојитељу, старатељу или\nхранитељу са једним малолетним дететом – 2\nрадна дана,\u003C\u002Fp>\n\n\u003Cp>2) родитељу, усвојитељу, старатељу или\nхранитељу за свако наредно малолетно дете\nпо 1 радни дан,\u003C\u002Fp>\n\n\u003Cp>3) родитељу, усвојитељу, старатељу или\nхранитељу са дететом које има потешкоће у\nразвоју – 3 радна дана,\u003C\u002Fp>\n\n\u003Cp>4) инвалиду – 3 радна дана.\u003C\u002Fp>\n\n\u003Cp>Допринос на раду утврђује се општим актом\nпослодавца.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 15.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Распоред коришћења годишњег одмора\nнаставника, васпитача и стручних сарадника\nутврђује се годишњим планом рада установе,\nа за остале запослене, у зависности од\nпотребе посла, планом коришћења годишњих\nодмора.\u003C\u002Fp>\n\n\u003Cp>Приликом доношења одлуке о распореду\nкоришћења годишњег одмора за запосленог\nкоји има уговоре о раду у две или више\nустанова, установе морају ускладити решења\nо коришћењу годишњег одмора за запосленог\nна начин да га запослени користи\nистовремено у свакој установи.*\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepayperc\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleavepay\">\u003Ch3>4.3. Плаћено одсуство\u003C\u002Fh3>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Ch4>Члан 16.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на плаћено одсуство у\nукупном трајању до седам радних дана у току\nкалендарске године, у случају:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1) склапања брака – 7 радних дана,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) склапање брака детета – 3 радна дана,\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleaveduration\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3) порођаја супруге – 5 радних дана,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>4) порођаја члана уже породице – 1 радни\nдан,\u003C\u002Fp>\n\n\u003Cp>5) усвајања детета – 5 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 – 7\nрадних дана,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>7) селидбе у исто место становања – 2\nузастопна радна дана,\u003C\u002Fp>\n\n\u003Cp>8) селидбе у друго место становања – 3\nрадна дана,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>9) отклањања штетних последица у\nдомаћинству проузрокованих елементарном\nнепогодом, хаваријама и пожаром – 5 радних\nдана,*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>10) учествовања у културним и спортским\nприредбама до 2 радна дана,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>11) коришћења организованог\nрекреативног одмора у циљу превенције\nрадне инвалидности у организацији\nпослодавца или синдиката до 5 радних\nдана,*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>12) учествовања на синдикалним сусретима,\nсеминарима, образовању за синдикалне\nактивности и др. до 7 радних дана,\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>12а првог поласка детета у\nпредшколску установу и поласка детета у\nпрви разред основне школе – 2 радна\nдана,*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>13) стручног усавршавања до 5 радних дана,\u003C\u002Fp>\n\n\u003Cp>14) полагања испита за лиценцу до 5 дана,\u003C\u002Fp>\n\n\u003Cp>15) завршавање студија другог и трећег\nстепена у складу са Законом о високом\nобразовању („Службени гласник РС”, бр. 76\u002F05,\n100\u002F07, 97\u002F08, 44\u002F10, 93\u002F12, 89\u002F13, 99\u002F14) до 5 дана.\u003C\u002Fp>\n\n\u003Cp>Поред права на одсуство из става 1. овог\nчлана, запослени има право на плаћено\nодсуство:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelativesleave\">\u003Cp>1) због смрти члана уже породице – 5 радних\nдана.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Члановима уже породице сматрају се\nбрачни и ванбрачни друг*, деца, браћа,\nсестре, родитељи, усвојилац, усвојеник,\nштићеник и старатељ*.\u003C\u002Fp>\n\n\u003Cp>2) два узаступна дана за сваки случај\nдобровољног давања крви рачунајући и дан\nдавања крви.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да одобри запосленом\nодсуство за сроднике који нису наведени и\nза друга лица која живе у заједничком\nпородичном домаћинству са запосленим, у\nтрајању утврђеном решењем послодавца.\u003C\u002Fp>\n\n\u003Cp>Запослени може да остварује правно на\nплаћено одсуство само у моменту када\nнаступи случају по основу кога остварује\nто право.\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Ch3>4.4. Неплаћено одсуство\u003C\u002Fh3>\n\n\u003Ch4>Члан 17.\u003C\u002Fh4>\n\n\u003Cp>Послодавац може* да запосленом омогући\nправо на неплаћено одсуство у случају:\u003C\u002Fp>\n\n\u003Cp>1) дошколовавања – од 30 дана до три\nгодине,\u003C\u002Fp>\n\n\u003Cp>2) завршавање студија другог и трећег\nстепена у складу са Законом о високом\nобразовању („Службени гласник РС”, бр. 76\u002F05,\n100\u002F07, 97\u002F08, 44\u002F10, 93\u002F12, 89\u002F13, 99\u002F14) до 6 месеци,\u003C\u002Fp>\n\n\u003Cp>3) учешћа у научноистраживачком пројекту\n– до окончања пројекта,\u003C\u002Fp>\n\n\u003Cp>4) посете члановима уже породице у\nиностранству – до три месеца, у периоду од\nтри године,\u003C\u002Fp>\n\n\u003Cp>5) лечење члана уже породице,\u003C\u002Fp>\n\n\u003Cp>6) у другим случајевима утврђеним општим\nактом установе.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Неплаћено одсуство се одобрава, на\nписмени захтев запосленог, под условом да\nје запослени приложио одговарајућу\nдокументацију (доказ о постојању правног\nоснова за коришћење неплаћеног одсуства) и\nако се одобреним одсуством не угрожава\nпроцес и организација рада.*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Не може се сматрати дошколовавањем\nстицање искуства радом код другог\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице сматрају се\nбрачни и ванбрачни друг*, деца, браћа,\nсестре, родитељи, усвојилац, усвојеник,\nштићеник и старатељ*.\u003C\u002Fp>\n\n\u003Cp>Запосленом који користи неплаћено\nодсуство мирују права и обавезе из радног\nодноса.\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>III. ПЛАТЕ, НАКНАДЕ ПЛАТА И ОСТАЛА\nПРИМАЊА\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3>1. Висина основице\u003C\u002Fh3>\n\n\u003Ch4>Члан 18.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уговорне стране преговарају о висини\nосновице за обрачун и исплату плата сваке\nгодине у поступку доношења предлога буџета\nРепублике Србије.\u003C\u002Fp>\n\n\u003Cp>Уговорне стране у поступку преговарања\nразматрају могућност и потребу корекције\nкоефицијената.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Члан 19.\u003C\u002Fp>\n\n\u003Cp>Уговорне стране обавезују се да приступе\nпреговарању о корекцији основице за\nобрачун плата пре доношења предлога закона\nо буџету за наредну годину, ако дође до\nбитне промене околности на основу којих је\nутврђена основица за обрачун плата.\u003C\u002Fp>\n\n\u003Cp>Иницијативу за преговоре покреће\nсиндикат.\u003C\u002Fp>\n\n\u003Cp>Уговорне стране 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>2. Елементи за утврђивање плате\u003C\u002Fh3>\n\n\u003Ch4>Члан 20.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Плата се утврђује на основу: основице за\nобрачун плата, коефицијента са којим се\nмножи основица, додатака на плату и обавеза\nкоје запослени плаћа по основу пореза и\nдоприноса за обавезно социјално осигурање\nиз плата у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Уколико је основна плата запосленог, која\nје утврђена на основу основице за обрачун\nплата и коефицијента из прописа о\nкоефицијентима за обрачун и исплату плата,\nза пуно радно време и остварени стандардни\nрадни учинак, мања од минималне зараде,\nосновна плата запосленог утврђена на\nнапред описан начин исплаћује се у висини\nминималне зараде.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Плата за обављени рад и време проведено\nна раду\u003C\u002Fh3>\n\n\u003Ch4>Члан 21.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Плата се исплаћује за обављени рад и\nвреме проведено на раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. Додатак на плату\u003C\u002Fh3>\n\n\u003Ch4>Члан 22.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на додатак на плату:\u003C\u002Fp>\n\n\u003Cp>1) за рад на дан празника који је нерадан\nдан – 110% од основице,\u003C\u002Fp>\n\n\u003Cp>2) за рад ноћу – 26% од основице, ако такав\nрад није вреднован приликом утврђивања\nкоефицијента,\u003C\u002Fp>\n\n\u003Cp>3) за прековремени рад – 26% од основице,\u003C\u002Fp>\n\n\u003Cp>4) по основу времена проведеног на раду –\nу висини од 0,4% од основице за сваку пуну\nгодину рада оствареног у радном односу код\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Послодавцем, у смислу овог члана уговора,\nсматра се предшколска установа, основна и\nсредња школа, високошколска установа\n(укључујући и научне институте у саставу\nуниверзитета) и установе ученичког и\nстудентског стандарда на територији\nРепублике Србије и то као установе које су\nутврђене одговарајућом мрежом установа\nкао планским актом који доноси оснивач,\nодносно конкурсом који се расписује сваке\nшколске године за упис, односно пријем у\nове установе у складу са одговарајућим\nзаконом, имајући у виду јединствени систем\nпросвете, који се финансирају из буџетских\nсредстава.\u003C\u002Fp>\n\n\u003Cp>У случајевима рада преко пуне норме, у\nскладу са Законом о основама система\nобразовања и васпитања, плата се увећава по\nчасу, а вредност часа се израчунава тако\nшто се укупна плата запосленог подели са\nмесечним бројем часова редовне наставе.\u003C\u002Fp>\n\n\u003Cp>Основица за обрачун додатака на плату из\nстава 1 овог члана је производ основице за\nобрачун плате и коефицијента из прописа\nкојим се утврђују коефицијенти за обрачун\nи исплату плата запослених у јавним\nслужбама.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Ch3>5. Накнада плате\u003C\u002Fh3>\n\n\u003Ch4>Члан 23.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду плате у\nвисини која се обрачунава и исплаћује\nпрема одредбама Закона о раду за време\nпроведено на годишњем одмору, плаћеном\nодсуству и државном празнику.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду плате у\nвисини која се обрачунава и исплаћује у\nвисини просечне плате у претходних 12\nмесеци, у случају:\u003C\u002Fp>\n\n\u003Cp>1) стручног усавршавања,\u003C\u002Fp>\n\n\u003Cp>2) присуствовања седницама државних\nоргана, органа управе и локалне самоуправе,\nоргана удружења послодаваца, привредне\nкоморе, органа управљања код послодавца,\nоргана синдиката у својству члана,\u003C\u002Fp>\n\n\u003Cp>3) учешћа на радно-производним\nтакмичењима и изложбама иновација и других\nвидова стваралаштва.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да за едукативне\nсеминаре и сл., а према одлуци надлежног\nоргана синдиката, омогући одсуствовање са\nрада представницима синдиката у трајању од\nнајмање седам радних дана годишње.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 24.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду плате за\nвреме одсуствовања са рада због привремене\nспречености за рад до 30 дана, и то:\u003C\u002Fp>\n\n\u003Cp>1) у висини од 65% просечне плате у\nпретходна 12 месеци пре месеца у којем је\nнаступила привремена спреченост за рад, с\nтим да не може бити нижа од минималне\nзараде утврђене у складу са Законом о раду,\nако је спреченост за рад проузрокована\nболешћу или повредом ван рада, ако законом\nније друкчије одређено,\u003C\u002Fp>\n\n\u003Cp>2) у висини 100% просечне плата у претходна 12\nмесеци пре месеца у којем је наступила\nпривремена спреченост за рад, с тим да не\nможе бити нижа од минималне зараде\nутврђене у складу са Законом о раду, ако је\nспреченост за рад проузрокована повредом\nна раду, професионалном болешћу или\nмалигним обољењем, ако законом није\nдрукчије одређено*.\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 24а*\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Запослени има право на накнаду плате\nу висини од 100% основе за исплату накнаде за\nмесец у коме је привремено одсуствовао са\nрада због потврђене заразне болести COVID-19\nили због мере изолације или самоизолације\nналожене у вези са том болешћу, а која је\nнаступила као последица непосредног\nизлагања ризику по основу обављања послова\nи радних задатака, односно службених\nдужности и контаката са лицима којима је\nпотврђена болест COVID-19 или наложена мера\nизолације или самоизолације.*\u003C\u002Fstrong>\u003C\u002Fp>\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, односно буџета\nРепублике Србије;*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\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 (65%) а из средстава\nпослодавца, односно из средстава буџета\nРепублике Србије за преостали износ\nразлике до висине од 100% основе за исплату\nнакнаде.*\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>\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 92\u002F2020\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 25.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може осигурати запосленог од\nпоследица несрећног случаја за време\nобављања рада, из сопствених средстава.\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 26.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду за долазак\nи одлазак са рада, у висини цене превозне\nкарте у јавном саобраћају (градски,\nприградски, међуградски), која мора бити\nисплаћена до петог у месецу за претходни\nмесец, уколико није обезбедио сопствени\nпревоз. Уколико је перонска карта услов\nкоришћења превоза, сматра се да је иста\nсаставни део трошкова превоза.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Aкo нa истoj рeлaциjи прeвoз oбaвљa вишe\nпревозника или нa кoнкрeтнoj рeлaциjи нeмa\noргaнизoвaнoг jaвнoг прeвoзa, при утврђивaњу\nствaрних трoшкoвa прeвoзa узимa сe у обзир\nпросечнa цeна карата прeвoзникa зa ту\nрелацију, односно сличну рeлaциjу.*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>На захтев запосленог послодавац је дужан\nда запосленом обезбеди месечну карту за\nдолазак и одлазак са рада, уколико није\nобезбедио сопствени превоз.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду трошкова,\nи то:\u003C\u002Fp>\n\n\u003Cp>1) за време проведено на службеном путу у\nземљи,\u003C\u002Fp>\n\n\u003Cp>2) за време проведено на службеном путу у\nиностранству, под условима и на начин\nутврђен прописима којима се регулише\nслужбени пут државних службеника и\nнамештеника.\u003C\u002Fp>\n\n\u003Cp>Накнада трошкова из става 3. тачка 1. овог\nчлана исплаћује се запосленом за трошкове\nисхране за време проведено на службеном\nпуту у земљи (дневнице за службено путовање\nу земљи), у висини од 5% просечне месечне\nзараде по запосленом у Републици, према\nпоследњем објављеном податку републичког\nоргана надлежног за послове статистике,\nтрошкове ноћења према приложеном рачуну,\nосим у хотелу лукс категорије, с тим што се\nпутни трошкови превоза признају у целини\nпрема приложеном рачуну.\u003C\u002Fp>\n\n\u003Cp>За време проведено на службеном путу у\nтрајању од 8 до 12 сати, запосленом припада\nнакнада у висини од 50% дневнице, а за\nтрајање дуже од 12 сати, пун износ\nдневнице.\u003C\u002Fp>\n\n\u003Cp>Накнада трошкова за време службеног пута\nсе исплаћује на основу попуњеног путног\nналога и приложеног рачуна.\u003C\u002Fp>\n\n\u003Cp>Запосленом се пре службеног пута\nисплаћује аконтација трошкова за службени\nпут.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nобезбеди накнаду трошкова коришћења\nсопственог аутомобила у службене сврхе у\nвисини 30% цене једног литра погонског\nгорива по пређеном километру.\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7. Отпремнина\u003C\u002Fh3>\n\n\u003Ch4>Члан 27.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да исплати\nзапосленом отпремнину при престанку\nрадног односа ради коришћења права на\nпензију, у висини троструког износа\nпоследње исплаћене плате запосленог, с тим\nда тако исплаћена отпремнина не може бити\nнижа од три просечне плате по запосленом\nкод послодавца у моменту исплате, односно\nтри 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\u003Cp>Исплата отпремнине врши се у року од 30\nдана од дана престанка радног односа.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8. Увећање плате из сопствених прихода\u003C\u002Fh3>\n\n\u003Ch4>Члан 28.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Колективним уговором код послодавца може\nда се утврди право запосленог на увећање\nплате у висини до 30% од висине плате, које се\nисплаћује из сопствених прихода које\nоствари установа, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да утврђује\nприходе и расходе и врши расподелу\nсредстава из претходног става и обавезан\nје да о томе обавештава синдикат.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Ch3>9. Солидарна помоћ\u003C\u002Fh3>\n\n\u003Ch4>Члан 29.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом, по\nоснову солидарности, исплати помоћ у\nслучају:\u003C\u002Fp>\n\n\u003Cp>1) смрти брачног друга или детета – у\nвисини трошкова сахране према приложеним\nрачунима до неопорезивог износа,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilityfund\">\u003Cp>2) настанка трајне тешке инвалидности – у\nвисини две просечне плате,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>3) привремене спречености за рад\nдужег од три месеца у континуитету. Под\nпривременом спречености за рад\nподразумева се само одсуство са рада које\nје проузроковано болешћу, повредом ван\nрада, повредом на раду и професионалном\nболешћу – у висини једне просечне плате\nједном у календарској години, *\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>4) у случају набавке\nмедицинских-техничких помагала која су\nдефинисана правилником о\nмедицинско-техничким помагалима која се\nобезбеђују из средстава обавезног\nосигурања – у висини једне просечне\nплате,*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5) рођења или усвојења детета\nзапосленог – у висини једне месечне\nпросечне зараде без пореза и\nдоприноса.*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>У случају смрти запосленог, породица\nима право на накнаду трошкова сахране\nпрема приложеним рачунима, а највише до\nнеопорезивог износа за помоћ у случају\nсмрти члана породице запосленог, само код\nједног послодавца.*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Просечна плата из става 1. овог члана је\nпросечна плата по запосленом у установи у\nпретходном месецу, односно просечна зарада\nисплаћена у Републици Србији у претходном\nмесецу у односу на месец исплате солидарне\nпомоћи, према последњем објављеном податку\nрепубличког органа надлежног за послове\nстатистике, ако је то повољније по\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>10. Накнада штете\u003C\u002Fh3>\n\n\u003Ch4>Члан 30.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nнакнади штету због повреде на раду или\nпрофесионалног обољења, у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Ch3>11. Јубиларна награда\u003C\u002Fh3>\n\n\u003Ch4>Члан 31.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nисплати јубиларну награду.\u003C\u002Fp>\n\n\u003Cp>Јубиларна награда исплаћује се\nзапосленом у години када наврши 10, 20, 30, 35\nили 40 година* рада оствареног у радном\nодносу.\u003C\u002Fp>\n\n\u003Cp>Време проведено на раду по основу уговора\nо привременим и повременим пословима, о\nделу, о стручном оспособљавању и\nусавршавању, о допунском раду, као и\nпосебан стаж осигурања у складу са\nпрописима ПИО (нпр. рођење трећег детета,\nспортски стаж, време за које је осигураник\nсамостално уплаћивао доприносе и сл.), као и\nвреме обављања самосталне делатности се не\nсматра радом у радном односу.\u003C\u002Fp>\n\n\u003Cp>Висина јубиларне награде износи:\u003C\u002Fp>\n\n\u003Cp>1) пола просечне плате – за 10 година рада\nоствареног у радном односу,\u003C\u002Fp>\n\n\u003Cp>2) једну просечну плату – за 20 година рада\nоствареног у радном односу,\u003C\u002Fp>\n\n\u003Cp>3) једну и по просечну плату – за 30 година\nрада оствареног у радном односу,\u003C\u002Fp>\n\n\u003Cp>4) две просечне платe – за 35 година рада\nпроведених у радном односу,*\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>5) две и по просечне плате – за 40\nгодина рада проведених у радном\nодносу.*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Просечна плата из става 4. овог члана\nјесте плата из члана 29. став 3. овог\nуговора.\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>12. Друга примања\u003C\u002Fh3>\n\n\u003Ch4>Члан 32.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленима припада право на Новогодишњу\nнаграду, у једнаком износу.\u003C\u002Fp>\n\n\u003Cp>О висини и динамици исплате награде из\nстава 1. овог члана, Влада и репрезентативни\nсиндикати преговарају сваке године.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да, у складу са својом\nодлуком, из сопствених прихода, уз\nпретходно прибављено мишљење синдиката,\nобезбеди деци запослених до 15 година\nстарости* пригодни поклон за Нову годину.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да, из сопствених\nприхода, запосленој жени обезбеди поклон\nили новчани износ за Дан жена.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да, из сопствених\nприхода, наставницима чији су ученици\nосвојили награде на такмичењима, обезбеди\nновчана средства за награду.\u003C\u002Fp>\n\n\u003Cp>Мерила и критеријуми за остваривање\nправа на награду из става 5. овог члана\nутврђују се општим актом.\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>13. Рокови за исплату плата\u003C\u002Fh3>\n\n\u003Ch4>Члан 33.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Плата се исплаћује у два дела, и то:\u003C\u002Fp>\n\n\u003Cp>1) први део до петог у наредном месецу,\u003C\u002Fp>\n\n\u003Cp>2) други део до 20. у наредном месецу.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом,\nприликом сваке исплате плате и накнада\nплате, достави обрачун.\u003C\u002Fp>\n\n\u003Ch2>IV. ПРЕСТАНАК ПОТРЕБЕ ЗА РАДОМ\nЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Ch3>1. Критеријуми за утврђивање запослених\nза чијим је радом престала потреба, са\nпуним или непуним радним временом\u003C\u002Fh3>\n\n\u003Ch4>Члан 34.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Критеријуми за утврђивање запослених за\nчијим је радом престала потреба, са пуним\nили непуним радним временом, вреднују се у\nбодовима, и то:\u003C\u002Fp>\n\n\u003Cp>1. рад остварен у радном односу:\u003C\u002Fp>\n\n\u003Cp>1) за сваку годину рада оствареног у\nрадном односу – 1 бод,\u003C\u002Fp>\n\n\u003Cp>2) за сваку годину рада оствареног у\nрадном односу у установама образовања – 1\nбод.\u003C\u002Fp>\n\n\u003Cp>Време проведено на раду по основу уговора\nо привременим и повременим пословима, о\nделу, о стручном оспособљавању и\nусавршавању, о допунском раду, као и\nпосебан стаж осигурања у складу са\nпрописима ПИО (нпр. рођење трећег детета,\nспортски стаж, време за које је осигураник\nсамостално уплаћивао доприносе и сл.), као и\nвреме обављања самосталне делатности се не\nсматра радом у радном односу.\u003C\u002Fp>\n\n\u003Cp>Запосленом се рачуна цела година\nпроведена на раду у радном односу без\nобзира на то да ли је радио са пуним или\nнепуним радним временом.\u003C\u002Fp>\n\n\u003Cp>2. образовање:\u003C\u002Fp>\n\n\u003Cp>1) за високо образовање на студијама\nдругог степена (мастер академске студије,\nспецијалистичке академске студије или\nспецијалистичке струковне студије) у\nскладу са Законом о високом образовању,\nпочев од 10. септембра 2005. године и на\nосновним студијама у трајању од најмање\nчетири године, по пропису који је уређивао\nвисоко образовање до 10. септембра 2005.\nгодине – 20 бодова,\u003C\u002Fp>\n\n\u003Cp>2) за високо образовање на студијама првог\nстепена (основне академске, односно\nосновне струковне студије), студијама у\nтрајању од три године или вишим\nобразовањем – 15 бодова,\u003C\u002Fp>\n\n\u003Cp>3) за специјалистичко образовање након\nсредњег образовања – 13 бодова,\u003C\u002Fp>\n\n\u003Cp>4) за средње образовање у трајању од 4\nгодине – 12 бодова,\u003C\u002Fp>\n\n\u003Cp>5) за средње образовање у трајању од 3\nгодине – 10 бодова,\u003C\u002Fp>\n\n\u003Cp>6) за основно образовање и оспособљеност\nза рад у трајању од једне или две године – 5\nбодова.\u003C\u002Fp>\n\n\u003Cp>Бодовање се врши према стеченом\nодговарајућем образовању.\u003C\u002Fp>\n\n\u003Cp>3. такмичења:\u003C\u002Fp>\n\n\u003Cp>1) број бодова за општинско такмичење и\nсмотру:\u003C\u002Fp>\n\n\u003Cp>за освојено прво место – 2 бода,\u003C\u002Fp>\n\n\u003Cp>за освојено друго место – 1,5 бод,\u003C\u002Fp>\n\n\u003Cp>за освојено треће место – 1 бод;\u003C\u002Fp>\n\n\u003Ch3>2) број бодова за окружно\u002Fрегионално,\nодносно градско такмичење и смотру:*\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>за освојено прво место – 5\nбодова,*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>за освојено друго место – 4\nбода,*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>за освојено треће место – 3 бода;\n*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3) број бодова за републичко\nтакмичење и смотру:*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>за освојено прво место – 8\nбодова,*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>за освојено друго место – 7\nбодова,*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>за освојено треће место – 6\nбодoва;*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>4) број бодова за међународно такмичење:\u003C\u002Fp>\n\n\u003Cp>за освојено прво место – 15 бодова,\u003C\u002Fp>\n\n\u003Cp>за освојено друго место – 12 бодова,\u003C\u002Fp>\n\n\u003Cp>за освојено треће место – 10 бодова.\u003C\u002Fp>\n\n\u003Cp>По основу такмичења бодује се наставник\nкоји је ученика припремао за такмичење и\nкоји је остварио релевантне резултате.\u003C\u002Fp>\n\n\u003Cp>Приликом бодовања запослених у обзир се\nузима резултат постигнут на такмичењима и\nсмотрама који су организовани у складу са\nстручним упутством министарства о\nорганизовању такмичења и смотри ученика и\nкоју су утврђени наведеним календаром.\u003C\u002Fp>\n\n\u003Cp>Вреднује се само један резултат остварен\nу највишем рангу такмичења и смотри.\nБодовање по оствареним резултатима на\nтакмичењу и смотри врши се уколико у тој\nкатегорији запослени имају могућност\nучешћа у такмичењу. Приликом бодовања\nвреднују се резултати остварени у току\nцелокупног рада оствареног у образовању.\u003C\u002Fp>\n\n\u003Cp>4. педагошки допринос у раду:\u003C\u002Fp>\n\n\u003Cp>1) рад на изради уџбеника који су одобрени\nрешењем министра, у складу са прописима из\nобласти образовања и васпитања:\u003C\u002Fp>\n\n\u003Cp>– аутор – 7 бодова,\u003C\u002Fp>\n\n\u003Cp>– сарадник на изради уџбеника –\nилустратор – 5 бодова,\u003C\u002Fp>\n\n\u003Cp>– рецензент – 4 бода;\u003C\u002Fp>\n\n\u003Cp>2) објављен рад из струке у стручној\nдомаћој или страној литератури – 1 бод.\u003C\u002Fp>\n\n\u003Cp>Без обзира на број објављених радова по\nовом основу добија се само један бод.\u003C\u002Fp>\n\n\u003Cp>За педагошки допринос раду бодови се\nдобијају само по једном основу.\u003C\u002Fp>\n\n\u003Cp>5. брисана је (види члан 12. Посебног\nколективног уговора – 123\u002F2022-18).\u003C\u002Fp>\n\n\u003Cp>6. здравствено стање на основу налаза\nнадлежне здравствене установе, односно\nнадлежног фонда пензијског и инвалидског\nосигурања:\u003C\u002Fp>\n\n\u003Cp>1) инвалид друге категорије – 3 бода,\u003C\u002Fp>\n\n\u003Cp>2) тешка болест запосленог на основу\nконзилијарног налаза лекара надлежне\nздравствене установе – 3 бода,\u003C\u002Fp>\n\n\u003Cp>3) запослени који болује од професионалне\nболести – 2 бода.\u003C\u002Fp>\n\n\u003Cp>Бодовање по овом основу врши се само по\nједној од тачака која је најповољнија за\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Тешка болест запосленог утврђује се на\nоснову конзилијарног налаза лекара\nнадлежне здравствене установе на\nтериторији општине или на територији града\nна коме је формирана таква комисија.\u003C\u002Fp>\n\n\u003Cp>7. брисана је (види члан 12. Посебног\nколективног уговора – 123\u002F2022-18).\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 35.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>На основу критеријума из члана 34. Уговора\nсачињава се ранг листа према редоследу\nбодова, почев од највећег.\u003C\u002Fp>\n\n\u003Cp>За запосленог за чијим је радом престала\nпотреба утврђује се запослени који оствари\nнајмањи број бодова.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Уколико више запослених има исти\nброј бодова, примењује се бодовање по оба\nдопунска критеријума и то:*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1. имовно стање:*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1) ако су укупна примања домаћинства\nпо члану на нивоу или изнад републичког\nпросека према последњем објављеном\nподатку републичког органа надлежног за\nпослове статистике – 0,5 бодова,*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2) ако су укупна примања домаћинства\nпо члану испод републичког просека према\nпоследњем објављеном податку републичког\nоргана надлежног за послове статистике – 1\nбод.*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Код бодовања имовног стања, под\nпородичним домаћинством сматрају се:\nбрачни друг, деца и родитељи које запослени\nиздржава.*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2. број деце предшколског узраста,\nодносно деце на редовном школовању до 26\nгодина старости:*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1) ако запослени има једно дете – 1\nбод,*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>2) ако запослени има двоје деце – 3\nбода,*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>3) ако запослени има троје и више деце\n– 5 бодова.*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Као дете на редовном школовању до 26\nгодина старости сматра се и ученик\nзавршног разреда основне и средње школе до\nкраја школске године, односно до 31. августа\nгодине у којој дете има својство редовног\nученика завршног разреда.*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 36.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Решење којим се утврђује да је престала\nпотреба за радом запосленог доноси\nдиректор, на основу предлога комисије коју\nименује директор* установе на предлог\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Комисија из става 1. овог члана има\nнајмање три члана, са тим да је број чланова\nкомисије увек непаран. Обавезни члан\nкомисије је секретар установе.*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>Комисија из става 1 овог члана утврђује\nпредлог на основу листе која је сачињена\nпрема критеријумима из члана 34. Уговора.\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Мере за запошљавање\u003C\u002Fh3>\n\n\u003Ch4>Члан 37.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени за чијим је радом престала\nпотреба може бити:\u003C\u002Fp>\n\n\u003Cp>1) распоређен на друго радно место у\nустанови;\u003C\u002Fp>\n\n\u003Cp>2) распоређен на радно место са непуним\nрадним временом у установи;\u003C\u002Fp>\n\n\u003Cp>3) преузет на основу споразума о\nпреузимању у другу установу уз сагласност\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>4) упућен на преквалификацију или\nдоквалификацију.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch4>Члан 38.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Радни однос запосленом за чијим је радом\nпрестала потреба не може престати без\nњегове сагласности:\u003C\u002Fp>\n\n\u003Cp>1) запосленој за време трудноће или са\nдететом до две године старости,\u003C\u002Fp>\n\n\u003Cp>2) запосленом самохраном родитељу,\u003C\u002Fp>\n\n\u003Cp>3) запосленом чије дете има тешки\nинвалидитет,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4) ако оба брачна друга раде у истој\nустанови, једном од брачних другова,\u003C\u002Fp>\n\n\u003Cp>5) запосленом мушкарцу који има најмање 35\nгодина стажа осигурања и запосленој жени\nкоја има најмање 30 година стажа осигурања,\nбез њихове сагласности, под условом да не\nиспуњава један од услова за пензију.\u003C\u002Fp>\n\n\u003Cp>Самохраним родитељем, у смислу овог\nуговора, сматра се родитељ који сам врши\nродитељско право, када је други родитељ\nнепознат, или је умро, или сам врши\nродитељско право на основу одлуке суда или\nкада само он живи са дететом, а суд још није\nдонео одлуку о вршењу родитељског права.\u003C\u002Fp>\n\n\u003Cp>Родитељ ће се сматрати самохраним и у\nслучају када је други родитељ потпуно или\nтрајно неспособан за привређивање, а није\nстекао право на пензију или када се други\nродитељ налази на издржавању казне дуже од\nшест месеци.\u003C\u002Fp>\n\n\u003Cp>Не сматра се, у смислу овог уговора,\nсамохраним родитељ који по престанку\nраније брачне, односно ванбрачне\nзаједнице, заснује нову брачну, односно\nванбрачну заједницу.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 39.*\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Запосленом за чијим је радом\nпрестала потреба, а коме није могло да се\nобезбеди ниједно од права утврђених\nзаконом, колективним уговором код\nпослодавца или уговором о раду, може\nпрестати радни однос у складу са\nзаконом.*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 40.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\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\nзаконом.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Cp>Запослени код послодавца имају право да\nизаберу једног или више представника за\nбезбедност и здравље на раду.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Најмање три представника запослених\nобразују Одбор за безбедност и здравље на\nраду.\u003C\u002Fp>\n\n\u003Cp>Послодавац и представник запослених,\nодносно одбор из става 3 овог члана и\nсиндикат, дужни су да међусобно сарађују о\nпитањима безбедности и здравља на раду.\u003C\u002Fp>\n\n\u003Cp>Колективним уговором код послодавца\nближе се уређују права, обавезе и\nодговорности у вези са безбедности и\nздрављем на раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>V. МИРНО РЕШАВАЊЕ РАДНИХ СПОРОВА\u003C\u002Fh2>\n\n\u003Ch3>1. Колективни радни спорови\u003C\u002Fh3>\n\n\u003Ch4>Члан 41.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Мирно решавање колективних радних\nспорова врши се на начин и по поступку\nутврђеним посебним законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 42.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Колективним радним спором, у смислу овог\nуговора, сматрају се спорови поводом:\u003C\u002Fp>\n\n\u003Cp>1) закључивања, измена и допуна или\nпримене Уговора,\u003C\u002Fp>\n\n\u003Cp>2) остваривање права на синдикално\nорганизовање,\u003C\u002Fp>\n\n\u003Cp>3) остваривање права на штрајк,\u003C\u002Fp>\n\n\u003Cp>4) остваривање и заштите других права из\nрада и по основу рада, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Индивидуални радни спорови\u003C\u002Fh3>\n\n\u003Ch4>Члан 43.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Индивидуалним радним спором, у смислу\nовог уговора, сматра се спор настао поводом\nповреде или угрожавања појединачног права,\nобавезе или интереса из радног односа,\nодносно поводом радног односа.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 44.\u003C\u002Fh4>\n\n\u003Cp>Мирно решавање индивидуалних радних\nспорова поводом престанка радног односа\nили исплате минималне плате, врши се по\nпоступку пред арбитром, у складу са\nправилима утврђеним посебним законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VI. ПРАВО НА ШТРАЈК\u003C\u002Fh2>\n\n\u003Ch4>Члан 45.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>При организовању и спровођењу штрајка\nсиндикат мора водити рачуна о остваривању\nУставом загарантованих слобода и права\nдругих.\u003C\u002Fp>\n\n\u003Cp>Штрајком се не сме угрозити право на\nживот, здравље и личну сигурност.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 46.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Одлуку о штрајку синдикат доноси у складу\nса одредбама општег акта синдиката.\u003C\u002Fp>\n\n\u003Cp>Штрајк се мора најавити у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>У одлуци којом се најављује штрајк\nсиндикат мора назначити штрајкачке\nзахтеве, место, дан и време штрајка, као и\nподатке о штрајкачком одбору.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 47.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Штрајкачки одбор руководи штрајком,\nпрати да ли се штрајком не омета ред и да ли\nсе штрајк спроводи на законит начин, и\nупозорава надлежне органе на покушај\nспречавања или ометања штрајка.\u003C\u002Fp>\n\n\u003Cp>Штрајкачки одбор је дужан да размотри\nсваку иницијативу за мирно решавање спора\nкоју му упути послодавац са којим је у\nспору, и да на њу одговори на начин како му\nје та иницијатива и упућена.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 48.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Због учествовања у штрајку,\nорганизованом у складу са законом и овим\nуговором, запослени не могу бити стављени у\nнеповољан положај.\u003C\u002Fp>\n\n\u003Cp>Запослени који учествује у штрајку\nостварују основна права из радног односа, у\nскладу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 49.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац установе не сме спречавати\nштрајк који је организован у складу са\nзаконом и Уговором.\u003C\u002Fp>\n\n\u003Cp>Послодавац се обавезује да се уздржи од\nделовања којим би поједини синдикат био\nдоведен у повлашћени или подређени\nположај.\u003C\u002Fp>\n\n\u003Ch2>VII. СИНДИКАТ ЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Ch3>Организовање синдиката\u003C\u002Fh3>\n\n\u003Ch4>Члан 50.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени код послодавца имају право да\nбез претходног одобрења организују\nсиндикат, као и да му приступају под\nискључивим условима, да се придржавају\nњегових статута и правила.\u003C\u002Fp>\n\n\u003Cp>Синдикат не може бити распуштен или\nњегова делатност обустављена или\nзабрањена, административним актом\nустанове.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 51.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени приступа синдикату\nдобровољним потписивањем приступнице.\u003C\u002Fp>\n\n\u003Cp>Изглед и садржај приступнице утврђује се\nактом синдиката.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 52.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да члану синдиката,\nбез накнаде, посредством служби установе:\u003C\u002Fp>\n\n\u003Cp>1) одбије износ синдикалне чланарине и\nуплати је на одговарајући рачун синдикалне\nорганизације, као и на рачуне виших органа\nсиндиката коме члан припада према статуту\nсиндиката,\u003C\u002Fp>\n\n\u003Cp>2) врши уплату на рачун фондова које\nсиндикат оснива (штрајкачки фонд, фонд\nсолидарности и сл.),\u003C\u002Fp>\n\n\u003Cp>3) даје на увид податке о уплати чланарине\nсиндикалном руководству.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да, посредством служби\nустанове, по захтеву синдиката врши и друге\nобуставе члану синдиката, на основу\nсагласности запосленог коме се обустава\nврши.*\u003C\u002Fp>\n\n\u003Cp>*Службени гласник РС, број 123\u002F2022\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Техничко-просторни услови\u003C\u002Fh3>\n\n\u003Ch4>Члан 53.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да репрезентативном\nсиндикату обезбеди техничко-просторне\nуслове и приступ подацима и информацијама\nнеопходним за обављање синдикалних\nактивности, и то:\u003C\u002Fp>\n\n\u003Cp>1) одвојену просторију за рад синдиката и\nодговарајући простор за одржавање\nсиндикалних састанака,\u003C\u002Fp>\n\n\u003Cp>2) право на коришћење телефона, телефакса\nи других техничких средстава и опреме,\u003C\u002Fp>\n\n\u003Cp>3) слободу поделе синдикалних саопштења,\nизвештаја на огласним таблама синдиката –\nза редовне синдикалне активности, а у време\nштрајка и на другим местима по одлуци\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 54.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикат има право да\nбуде обавештен од стране послодаваца о\nекономским и радно-социјалним питањима од\nзначаја за положај запослених, односно\nчланова синдиката.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да представнику\nрепрезентативног синдиката омогући\nприсуствовање седницама органа управљања\nустанове, без права одлучивања, и у том\nсмислу дужан је да синдикату достави\nуредан позив са материјалом за седницу\nоргана управљања.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Права синдикалних представника\u003C\u002Fh3>\n\n\u003Ch4>Члан 55.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Синдикална организација је дужна да\nпослодавцу достави акт о упису у регистар\nсиндиката и одлуку о избору председника и\nчланова органа синдиката, у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 56.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да овлашћеном\nпредставнику репрезентативног синдиката у\nустанови, који припада репрезентативном\nсиндикату потписнику овог уговора, у који\nје учлањено више од 50% запослених,\nисплаћује увећану месечну плату у висини\nод 12%.\u003C\u002Fp>\n\n\u003Cp>Уколико је у репрезентативну синдикалну\nорганизацију установе која припада\nрепрезентативном синдикату потписнику\nовог уговора учлањено мање од 50%\nзапослених, овлашћени представник из става\n1. овог члана има право на сразмерно увећану\nмесечну плату до 12%.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да председнику,\nодносно поверенику окружног, односно\nрегионалног, градског, покрајинског и\nрепубличког органа синдиката,\nрепрезентативног на нивоу Републикe,\nпотписнику овог уговора, исплаћује увећану\nмесечну плату у висини од 12%.\u003C\u002Fp>\n\n\u003Cp>Остваривање права по основу одредаба\nовог члана, не може се вршити по два\nоснова.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 57.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленом који је изабран на плаћену\nпрофесионалну функцију у репрезентативном\nсиндикату мирују права и обавезе које се\nстичу на раду и по основу рада, осим права и\nобавеза за које је законом другачије\nодређено.\u003C\u002Fp>\n\n\u003Cp>Запослени коме права и обавезе из радног\nодноса мирују има право да се у року од 15\nдана, од дана престанка функције, врати на\nрад у установу на исте послове, а ако таквих\nпослова нема на друге одговарајуће послове\nкоји одговарају његовој стручној спреми.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch4>Члан 58.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Овлашћени представник синдиката има\nправо на плаћено одсуство, ради обављања\nследећих синдикалних функција:\u003C\u002Fp>\n\n\u003Cp>1) ако је одређен за колективно\nпреговарање, односно одређен за члана\nодбора за колективно преговарање за време\nпреговарања,\u003C\u002Fp>\n\n\u003Cp>2) када је одређен да заступа запосленог у\nрадном спору са послодавцем пред арбитром\nили судом за време заступања.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 59.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да представницима\nсиндиката омогући одсуствовање са рада\nради реализације програмских активности и\nприсуствовања синдикалним састанцима,\nконференцијама, седницама, семинарима и\nконгресима, по позиву органа који\nорганизује састанак.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да представницима\nсиндиката који су изабрани у више органе\nсиндиката омогући одсуствовање са рада за\nучествовање у раду тих органа, уз приложен\nпозив.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да представницима\nсиндиката који заступају чланове\nсиндиката организоване у посебна удружења\nу оквиру синдиката (рекреација, касе\nузајамне помоћи и сл.) омогући рад, уз\nприложен позив синдиката.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 60.\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,\nмање плаћене послове, распоређивање у\nдругу организациону целину, упућивање на\nрад у друго место рада, упућивање на рад код\nдругог послодавца, проглашавање\nтехнолошким вишком) представника\nзапослених (председник синдикалне\nорганизације, синдикалне подружнице,\nсиндикални повереник, чланови органа\nсиндиката, председник окружног, градског,\nпокрајинског и републичког одбора) за\nвреме обављања функције и по престанку\nфункције, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да функционере\nсиндиката, по истеку функције, врати на\nпослове које су обављали пре избора,\nодносно на одговарајуће радно место.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 61.\u003C\u002Fh4>\n\n\u003Ch4>\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да овлашћеним\nпредставницима синдиката омогући приступ\nсвим радним местима, ако је то потребно у\nциљу заштите права запослених, утврђених\nзаконом или колективним уговором.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VIII. ПРЕЛАЗНЕ И ЗАВРШНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch4>Члан 62.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уговорне стране се обавезују да ће овај\nуговор примењивати у доброј намери и на\nначелима социјалног партнерства и\nколективног преговарања.\u003C\u002Fp>\n\n\u003Cp>Тумачење овог уговора врши комисија.\u003C\u002Fp>\n\n\u003Cp>Комисију чине по један представник\nрепрезентативног синдиката, потписника\nовог уговора и по један представник\nминистарства надлежног за послове\nобразовања, министарства надлежног за\nпослове рада, министарства надлежног за\nпослове финансија и министарства\nнадлежног за послове државне управе.\u003C\u002Fp>\n\n\u003Cp>Комисија свој рад уређује пословником.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 63.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уговорне стране су сагласне да се измене\nи допуне овог уговора могу вршити у\nслучају:\u003C\u002Fp>\n\n\u003Cp>1) ако наступе околности које\nонемогућавају његово спровођење,\u003C\u002Fp>\n\n\u003Cp>2) због измена, односно допуна прописа и\nако су одредбе овог уговора у супротности\nса одредбама тих прописа,\u003C\u002Fp>\n\n\u003Cp>3) ако уговорне стране утврде да овај\nуговор из других разлога треба мењати, као\nи да приступе преговорима о предложеним\nизменама и допунама у року од 30 дана од дана\nпријема предлога.\u003C\u002Fp>\n\n\u003Cp>Предлог за измене и допуне Уговора може\nда поднесе свака уговорна страна у писаном\nоблику.\u003C\u002Fp>\n\n\u003Cp>Уговорне стране дужне су да се у року од 15\nдана од дана пријема предлога за измену и\nдопуну Уговора изјасне о предлогу, као и да\nприступе преговорима о предложеним\nизменама и допунама у року од 30 дана од дана\nпријема предлога.\u003C\u002Fp>\n\n\u003Cp>Овај уговор може престати да важи на\nоснову споразума уговорних страна или\nотказом.\u003C\u002Fp>\n\n\u003Cp>У случају отказа, Уговор се примењује\nнајдуже шест месеци од дана подношења\nотказа, када Уговор престаје да важи.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 64.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Уговор се сматра закљученим када га\nпотпишу овлашћени представници уговорних\nстрана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 65.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Колективни уговори у установама\nусагласиће се са Уговором, у року од три\nмесеца од дана ступања на снагу Уговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 66.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Овај уговор ступа на снагу осмог дана од\nдана објављивања у „Службеном гласнику\nРепублике Србије”.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Број 110-00-334\u002F2014-01\u003C\u002Fp>\n\n\u003Cp>У Београду, 18. фебруара 2015. године\u003C\u002Fp>\n\n\u003Cp>За Владу\u003C\u002Fp>\n\n\u003Cp>Министар просвете, науке и технолошког\nразвоја,\u003C\u002Fp>\n\n\u003Cp>др Срђан Вербић, с.р.\u003C\u002Fp>\n\n\u003Cp>За Синдикат образовања Србије,\u003C\u002Fp>\n\n\u003Cp>Радомир Шојановић, с.р.\u003C\u002Fp>\n\n\u003Cp>За ГСПРС Независност,\u003C\u002Fp>\n\n\u003Cp>проф. др Томислав Живановић, 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>\u003C\u002Fp>\n\n\u003Cp>Посебан колективни уговор о допуни\nПосебног колективног уговора за запослене\nза запослене у основним и средњим школама и\nдомовима ученика : „Службени гласник РС“,\nброј 92\u002F2020-31\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",{"TRAINING_trigger":44,"trainingprogrammes":48,"trainingfund":52,"disabilityfund":55,"disabilitypay":59,"healthinsurance":61,"healthandsafetypolicy":65,"funeralpay":69,"WORKFAM_trigger":73,"paidpaternityleave":77,"paidpaternityleaveduration":80,"paidpaternityleavepay":82,"paidpaternityleavepayperc":85,"childcare":87,"childcareleave":91,"deathrelativesleave":93,"marriageleave":97,"WORKHOURS_trigger":100,"hourspweek":103,"hoursovertimemax":107,"holidaysdays":111,"TRADEUNLEAV_trigger":115,"WAGES_trigger":119,"WAGES_determined":123,"OVERTIME_trigger":127,"COMMUTE_trigger":131,"SENIOR_trigger":135},{"bindId":45,"name":46,"text":47},"TRAINING_trigger","2. Стручно оспособљавање и усавршавање Ч","2. Стручно оспособљавање и усавршавање\n\nЧлан 8.\n\n\n\nЗапослени има право и обавезу да се, у\nтоку радног односа, стално стручно\nоспособљава и усавршава и да на основу\nстручног усавршавања унапређује свој\nрад.\n\nПослодавац је обавезан да утврди начин\nстручног оспособљавања и усавршавања\nзапослених, у складу са приоритетима и\nпрограмима надлежног министарства и\nсредствима обезбеђеним у буџету јединице\nлокалне самоуправе.\n\nУколико послодавац не обезбеди упућивање\nзапосленог на стручно оспособљавање и\nусавршавање, запослени не може сносити\nпоследице по овом основу.",{"bindId":49,"name":50,"text":51},"trainingprogrammes","Послодавац је обавезан да утврди начин с","Послодавац је обавезан да утврди начин\nстручног оспособљавања и усавршавања\nзапослених, у складу са приоритетима и\nпрограмима надлежног министарства и\nсредствима обезбеђеним у буџету јединице\nлокалне самоуправе.\n\nУколико послодавац не обезбеди упућивање\nзапосленог на стручно оспособљавање и\nусавршавање, запослени не може сносити\nпоследице по овом основу.",{"bindId":53,"name":50,"text":54},"trainingfund","Послодавац је обавезан да утврди начин\nстручног оспособљавања и усавршавања\nзапослених, у складу са приоритетима и\nпрограмима надлежног министарства и\nсредствима обезбеђеним у буџету јединице\nлокалне самоуправе.",{"bindId":56,"name":57,"text":58},"disabilityfund","2) настанка трајне тешке инвалидности – ","2) настанка трајне тешке инвалидности – у\nвисини две просечне плате,",{"bindId":60,"name":57,"text":58},"disabilitypay",{"bindId":62,"name":63,"text":64},"healthinsurance","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 (65%) а из средстава\nпослодавца, односно из средстава буџета\nРепублике Србије за преостали износ\nразлике до висине од 100% основе за исплату\nнакнаде.*",{"bindId":66,"name":67,"text":68},"healthandsafetypolicy","Запослени код послодавца имају право да ","Запослени код послодавца имају право да\nизаберу једног или више представника за\nбезбедност и здравље на раду.",{"bindId":70,"name":71,"text":72},"funeralpay","9. Солидарна помоћ Члан 29. Послодавац ј","9. Солидарна помоћ\n\nЧлан 29.\n\n\n\nПослодавац је дужан да запосленом, по\nоснову солидарности, исплати помоћ у\nслучају:\n\n1) смрти брачног друга или детета – у\nвисини трошкова сахране према приложеним\nрачунима до неопорезивог износа,",{"bindId":74,"name":75,"text":76},"WORKFAM_trigger","Члан 38. Радни однос запосленом за чијим","Члан 38.\n\n\n\nРадни однос запосленом за чијим је радом\nпрестала потреба не може престати без\nњегове сагласности:\n\n1) запосленој за време трудноће или са\nдететом до две године старости,\n\n2) запосленом самохраном родитељу,\n\n3) запосленом чије дете има тешки\nинвалидитет,",{"bindId":78,"name":79,"text":79},"paidpaternityleave","3) порођаја супруге – 5 радних дана,",{"bindId":81,"name":79,"text":79},"paidpaternityleaveduration",{"bindId":83,"name":84,"text":84},"paidpaternityleavepay","4.3. Плаћено одсуство",{"bindId":86,"name":84,"text":84},"paidpaternityleavepayperc",{"bindId":88,"name":89,"text":90},"childcare","6) теже болести члана уже породице – 7 р","6) теже болести члана уже породице – 7\nрадних дана,",{"bindId":92,"name":89,"text":90},"childcareleave",{"bindId":94,"name":95,"text":96},"deathrelativesleave","1) због смрти члана уже породице – 5 рад","1) због смрти члана уже породице – 5 радних\nдана.",{"bindId":98,"name":99,"text":99},"marriageleave","1) склапања брака – 7 радних дана,",{"bindId":101,"name":102,"text":102},"WORKHOURS_trigger","3. Радно време",{"bindId":104,"name":105,"text":106},"hourspweek","3.1. Пуно радно време Члан 9. Пуно радно","3.1. Пуно радно време\n\nЧлан 9.\n\n\n\nПуно радно време запосленог износи 40\nчасова недељно.",{"bindId":108,"name":109,"text":110},"hoursovertimemax","4) замене привремено одсутног запосленог","4) замене привремено одсутног запосленог\nдо пет радних дана у месецу,",{"bindId":112,"name":113,"text":114},"holidaysdays","4.2. Годишњи одмор Члан 14. У свакој кал","4.2. Годишњи одмор\n\nЧлан 14.\n\n\n\nУ свакој календарској години запослени\nима право на годишњи одмор, у складу са\nзаконом и Уговором.\n\nДужина годишњег одмора утврђује се тако\nшто се законски минимум од 20 радних дана\nувећава по основу:\n\n1. доприноса на раду:\n\n1) за остварене изузетне резултате – 4\nрадна дана,\n\n2) за врло успешне резултате – 3 радна\nдана,\n\n3) за успешне резултате – 2 радна дана;\n\n2. услова рада:\n\n1) рад са скраћеним радним временом – 3\nрадна дана,\n\n2) редован рад суботом, недељом и рад ноћу\n– 2 радна дана,\n\n3) рад у две и више установа – 2 радна\nдана;\n\n4) отежани услови рада, у складу са општим\nактом установе – 2 радна дана;\n\n3. радног искуства:\n\n1) од 5 до 10 година рада – 2 радна дана,\n\n2) од 10 до 20 година рада – 3 радна дана,\n\n3) од 20 до 30 година рада – 4 радна дана,\n\n4) преко 30 година рада – 5 радних дана;\n\n4. образовања и оспособљености за рад:\n\n1) за високо образовање на студијама\nдругог степена (мастер академске студије,\nспецијалистичке академске студије или\nспецијалистичке струковне студије) у\nскладу са Законом о високом образовању,\nпочев од 10. септембра 2005. године и на\nосновним студијама у трајању од најмање\nчетири године, по пропису који је уређивао\nвисоко образовање до 10. септембра 2005.\nгодине – 4 радна дана,\n\n2) за високо образовање на студијама првог\nстепена (основне академске, односно\nструковне студије), студијама у трајању од\nтри године, више образовање и\nспецијалистичко образовање након средњег\nобразовања – 3 радна дана,\n\n3) за средње образовање у трајању од\nчетири године – 2 радна дана,\n\n4) за основно образовање, оспособљеност за\nрад у трајању од једне године, образовање\nза рад у трајању од две године или средње\nобразовање у трајању од три године – 1\nрадни дан;\n\n5. социјалних услова:\n\n1) родитељу, усвојитељу, старатељу или\nхранитељу са једним малолетним дететом – 2\nрадна дана,\n\n2) родитељу, усвојитељу, старатељу или\nхранитељу за свако наредно малолетно дете\nпо 1 радни дан,\n\n3) родитељу, усвојитељу, старатељу или\nхранитељу са дететом које има потешкоће у\nразвоју – 3 радна дана,\n\n4) инвалиду – 3 радна дана.\n\nДопринос на раду утврђује се општим актом\nпослодавца.",{"bindId":116,"name":117,"text":118},"TRADEUNLEAV_trigger","Члан 58. Овлашћени представник синдиката","Члан 58.\n\n\n\nОвлашћени представник синдиката има\nправо на плаћено одсуство, ради обављања\nследећих синдикалних функција:\n\n1) ако је одређен за колективно\nпреговарање, односно одређен за члана\nодбора за колективно преговарање за време\nпреговарања,\n\n2) када је одређен да заступа запосленог у\nрадном спору са послодавцем пред арбитром\nили судом за време заступања.",{"bindId":120,"name":121,"text":122},"WAGES_trigger","III. ПЛАТЕ, НАКНАДЕ ПЛАТА И ОСТАЛА ПРИМА","III. ПЛАТЕ, НАКНАДЕ ПЛАТА И ОСТАЛА\nПРИМАЊА",{"bindId":124,"name":125,"text":126},"WAGES_determined","1. Висина основице Члан 18. Уговорне стр","1. Висина основице\n\nЧлан 18.\n\n\n\nУговорне стране преговарају о висини\nосновице за обрачун и исплату плата сваке\nгодине у поступку доношења предлога буџета\nРепублике Србије.\n\nУговорне стране у поступку преговарања\nразматрају могућност и потребу корекције\nкоефицијената.",{"bindId":128,"name":129,"text":130},"OVERTIME_trigger","5. Накнада плате Члан 23. Запослени има ","5. Накнада плате\n\nЧлан 23.\n\n\n\nЗапослени има право на накнаду плате у\nвисини која се обрачунава и исплаћује\nпрема одредбама Закона о раду за време\nпроведено на годишњем одмору, плаћеном\nодсуству и државном празнику.\n\nЗапослени има право на накнаду плате у\nвисини која се обрачунава и исплаћује у\nвисини просечне плате у претходних 12\nмесеци, у случају:\n\n1) стручног усавршавања,\n\n2) присуствовања седницама државних\nоргана, органа управе и локалне самоуправе,\nоргана удружења послодаваца, привредне\nкоморе, органа управљања код послодавца,\nоргана синдиката у својству члана,\n\n3) учешћа на радно-производним\nтакмичењима и изложбама иновација и других\nвидова стваралаштва.\n\nПослодавац је обавезан да за едукативне\nсеминаре и сл., а према одлуци надлежног\nоргана синдиката, омогући одсуствовање са\nрада представницима синдиката у трајању од\nнајмање седам радних дана годишње.",{"bindId":132,"name":133,"text":134},"COMMUTE_trigger","6. Накнада трошкова Члан 26. Запослени и","6. Накнада трошкова\n\nЧлан 26.\n\n\n\nЗапослени има право на накнаду за долазак\nи одлазак са рада, у висини цене превозне\nкарте у јавном саобраћају (градски,\nприградски, међуградски), која мора бити\nисплаћена до петог у месецу за претходни\nмесец, уколико није обезбедио сопствени\nпревоз. Уколико је перонска карта услов\nкоришћења превоза, сматра се да је иста\nсаставни део трошкова превоза.",{"bindId":136,"name":137,"text":138},"SENIOR_trigger","11. Јубиларна награда Члан 31. Послодава","11. Јубиларна награда\n\nЧлан 31.\n\n\n\nПослодавац је дужан да запосленом\nисплати јубиларну награду.\n\nЈубиларна награда исплаћује се\nзапосленом у години када наврши 10, 20, 30, 35\nили 40 година* рада оствареног у радном\nодносу.\n\nВреме проведено на раду по основу уговора\nо привременим и повременим пословима, о\nделу, о стручном оспособљавању и\nусавршавању, о допунском раду, као и\nпосебан стаж осигурања у складу са\nпрописима ПИО (нпр. рођење трећег детета,\nспортски стаж, време за које је осигураник\nсамостално уплаћивао доприносе и сл.), као и\nвреме обављања самосталне делатности се не\nсматра радом у радном односу.\n\nВисина јубиларне награде износи:\n\n1) пола просечне плате – за 10 година рада\nоствареног у радном односу,\n\n2) једну просечну плату – за 20 година рада\nоствареног у радном односу,\n\n3) једну и по просечну плату – за 30 година\nрада оствареног у радном односу,\n\n4) две просечне платe – за 35 година рада\nпроведених у радном односу,*\n\n5) две и по просечне плате – за 40\nгодина рада проведених у радном\nодносу.*\n\nПросечна плата из става 4. овог члана\nјесте плата из члана 29. став 3. овог\nуговора.\n\n*Службени гласник РС, број 123\u002F2022","\u003Chtml>\n\n    \u003Cdiv class=\"cobra-report\">\n\n        \u003Ch2>SRB Government of the Republic of Serbia -\u003C\u002Fh2>\n\n        \u003Cdiv class=\"section general\">\n\n            \n            \n                \u003Cdiv id=\"display-start_date\">Start date: → Not specified\u003C\u002Fdiv>\n            \n\n            \n            \n                \u003Cdiv id=\"display-end_date\">End date: → Not specified\u003C\u002Fdiv>\n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Education, research\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Osnovno obrazovanje, Opšte srednje obrazovanje, 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                        NEZAVISNOST - GS PRS NEZAVISNOST, Sindikat 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: → \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: → Da\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Ne\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Ne\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Da\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → 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: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-monitoring\">Monitoring of musculoskeletal solicitation of workstations, professional risks and\u002For relationship between work and health: → No clear provision, Insufficient data\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  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