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Закона о раду\n(„Службени гласник РС”, бр. 24\u002F05, 61\u002F05, 54\u002F09, 32\u002F13,\n75\u002F14, 13\u002F17 – УС, 113\u002F17, 95\u002F18 – др. пропис),\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикати: Синдикат\nзапослених у здравству и социјалној\nзаштити Србије, Грански синдикат здравства\nи социјалне заштите „Независност” и Влада\nзакључују\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_end\">\u003Cp>\u003Cstrong>ПОСЕБАН КОЛЕКТИВНИ УГОВОР\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>за здравствене установе чији је\nоснивач Република Србија, аутономна\nпокрајина и јединица локалне\nсамоуправе\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-cbadate_start_date\">\u003Cp>\"Службени гласник РС\", бр. 96 од 31. децембра\n2019, 58 од 20. априла 2020 - Анекс\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\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>Овим колективним уговором (у даљем\nтексту: овај уговор), у складу са законом и\nратификованим међународним конвенцијама,\nуређују се права, обавезе и одговорности из\nрадног односа и по основу рада, међусобни\nодноси учесника овог уговора, поступак\nизмена и допуна овог уговора и друга питања\nод значаја за запослене и послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 2.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Овај уговор непосредно се примењује у\nсвим здравственим установама чији је\nоснивач Република Србија, аутономна\nпокрајина и локална самоуправа.\u003C\u002Fp>\n\n\u003Cp>Колективни уговор код послодавца,\nодносно правилник о раду и уговор о раду не\nмогу да садрже одредбе којима се утврђују\nмања права и неповољнији услови рада\nзапосленог од права и услова утврђених\nзаконом и овим уговором.\u003C\u002Fp>\n\n\u003Cp>Колективним уговором код послодавца,\nодносно уговором о раду могу се утврдити\nвећа права и повољнији услови рада од права\nи услова утврђених законом и овим уговором,\nкао и друга права која нису предвиђена овим\nколективним уговором, у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>Послодавцем, у смислу овог уговора,\nсматрају се здравствене установе основане\nу складу са прописом којим се утврђује план\nмреже здравствених установа.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 3.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ако синдикат сматра да општи акт, односно\nуговор о раду није закључен у складу са\nодредбама закона и овог уговора, или да\nпоједине одредбе нису у складу са законом и\nовим уговором, дужан је да писмено обавести\nпослодавца о потреби отклањања уочених\nповреда закона и овог уговора.\u003C\u002Fp>\n\n\u003Cp>Синдикат може, истовремено, да покрене\nпоступак код инспекције рада и надлежног\nсуда са захтевом за отклањање утврђених\nповреда закона, општег акта и уговора о\nраду, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Синдикат може да покрене поступак мирног\nрешавања радног спора у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>Послодавац не може да користи рад преко\nАгенције за привремено запошљавање, у\nскладу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 4.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац код кога није основан\nсиндикат, на основу захтева\nрепрезентативних синдиката потписника\nовог уговора, доставиће општи акт, а ако не\nдоноси општи акт – уговор о раду\nзапосленог, којим се утврђују права,\nобавезе и одговорности које се уређују\nколективним уговором код послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>II. ЗАСНИВАЊЕ РАДНОГ ОДНОСА\u003C\u002Fh2>\n\n\u003Ch3>1. Услови за заснивање радног односа\u003C\u002Fh3>\n\n\u003Ch4>Члан 5.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Радни однос са послодавцем може да\nзаснује само лице које поред законом\nпрописаних услова, испуњава и друге услове\nза рад на одређеним пословима утврђеним\nПравилником о организацији и\nсистематизацији послова (у даљем тексту:\nПравилник).\u003C\u002Fp>\n\n\u003Cp>Правилником се утврђују организациони\nделови код послодавца, назив и опис\nпослова, врста и степен захтеване стручне\nспреме, односно образовања, радно искуство\nи други посебни услови за рад на тим\nпословима, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Правилником се утврђује и број\nизвршилаца, независно од тога да ли раде\nпуно или непуно радно време.\u003C\u002Fp>\n\n\u003Cp>За рад на одређеним пословима, изузетно,\nмогу да се утврде највише два узастопна\nстепена стручне спреме, односно\nобразовања, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Послодавац не може да заснује радни однос\nза обављање послова који нису утврђени\nПравилником.\u003C\u002Fp>\n\n\u003Cp>Запослени заснива радни однос на\nнеодређено и одређено време.\u003C\u002Fp>\n\n\u003Cp>Запослени који је засновао радни однос на\nодређено време, има иста права као и\nзапослени који је засновао радни однос на\nнеодређено време.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 6.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Правилник доноси директор здравствене\nустанове уз претходно прибављену\nсагласност органа управљања и након\nзатраженог мишљења репрезентативног\nсиндиката код послодавца.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да репрезентативном\nсиндикату код послодавца достави и акт о\nраспоређивању запосленог који је донет у\nскладу са правилником.\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикат из става 1. овог\nчлана дужан је да у року од седам дана од\nдана достављања достави мишљење на Предлог\nправилника.\u003C\u002Fp>\n\n\u003Cp>Ако репрезентативни синдикат из става 1.\nовог члана не достави мишљење у року из\nстава 3. овог члана, сматраће се да нема\nпримедаба.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Поступак избора кандидата\u003C\u002Fh3>\n\n\u003Ch4>Члан 7.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Радно место код послодавца попуњава се на\nједан од следећих начина:\u003C\u002Fp>\n\n\u003Cp>1) трајним премештајем запосленог;\u003C\u002Fp>\n\n\u003Cp>2) на основу споразума о преузимању;\u003C\u002Fp>\n\n\u003Cp>3) спровођењем конкурса.\u003C\u002Fp>\n\n\u003Cp>Поступак спровођења конкурса из става 1.\nтачка 3) овог члана покреће послодавац\nдоношењем одлуке о потреби заснивања\nрадног односа која је у складу са\nкадровским планом здравствене установе\nкоји се доноси у складу са законом којим се\nуређује здравствена заштита, а спроводи се\nрасписивањем јавног огласа.\u003C\u002Fp>\n\n\u003Cp>Јавни оглас из става 2. овог члана\nобјављује се на огласној табли и интернет\nпрезентацији послодавца, као и код\nНационалне службе за запошљавање, а\nдоставља се и Министарству здравља ради\nобјављивања на интернет страници\nМинистарства здравља.\u003C\u002Fp>\n\n\u003Cp>Изузетно од става 1. овог члана, радно\nместо директора јавне службе попуњава се\nименовањем, након спроведеног изборног\nпоступка у складу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 8.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Јавни оглас, поред услова утврђених\nПравилником, садржи и:\u003C\u002Fp>\n\n\u003Cp>1) назив и опис посла;\u003C\u002Fp>\n\n\u003Cp>2) начин заснивања радног односа (на\nодређено или неодређено време);\u003C\u002Fp>\n\n\u003Cp>3) радно време (пуно, непуно или\nскраћено);\u003C\u002Fp>\n\n\u003Cp>4) дужину пробног рада, ако је за одређене\nпослове предвиђен пробни рад;\u003C\u002Fp>\n\n\u003Cp>5) врсту и степен стручне спреме, односно\nобразовања, који су услов за обављање\nпослова за које се закључује уговор о\nраду;\u003C\u002Fp>\n\n\u003Cp>6) потребно радно искуство.\u003C\u002Fp>\n\n\u003Cp>Рок за пријаву кандидата не може бити\nкраћи од осам дана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 9.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Кандидати који су се јавили на оглас могу\nбити позвани на разговор ради пружања\nдодатних података који могу бити важни за\nодлуку о пријему (претходно искуство о\nраду, просечна оцена у току школовања,\nдодатно образовање или оспособљеност,\nдужина трајања школовања, итд.).\u003C\u002Fp>\n\n\u003Cp>О разговору са кандидатом сачињава се\nзаписник.\u003C\u002Fp>\n\n\u003Cp>О избору кандидата одлучује директор.\u003C\u002Fp>\n\n\u003Cp>Директор претходно може прибавити\nмишљење руководиоца радне јединице у којој\nће кандидат по пријему радити.\u003C\u002Fp>\n\n\u003Cp>Рок у коме кандидат мора бити обавештен о\nизбору не може бити дужи од 30 дана од дана\nистека рока за пријаву кандидата.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Уговор о раду\u003C\u002Fh3>\n\n\u003Ch4>Члан 10.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Радни однос се заснива закључивањем\nуговора о раду.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду садржи:\u003C\u002Fp>\n\n\u003Cp>1) назив и седиште послодавца;\u003C\u002Fp>\n\n\u003Cp>2) лично име запосленог, место\nпребивалишта, односно боравишта\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>3) врсту и степен стручне спреме\nзапосленог, односно образовања запосленог,\nкоји су услов за обављање послова за које\nсе закључује уговор о раду;\u003C\u002Fp>\n\n\u003Cp>4) назив и опис послова које запослени\nтреба да обавља;\u003C\u002Fp>\n\n\u003Cp>5) место рада;\u003C\u002Fp>\n\n\u003Cp>6) врсту радног односа (на неодређено или\nодређено време);\u003C\u002Fp>\n\n\u003Cp>7) трајање уговора о раду на одређено\nвреме и основ за заснивање радног односа на\nодређено време;\u003C\u002Fp>\n\n\u003Cp>8) дан почетка рада;\u003C\u002Fp>\n\n\u003Cp>9) радно време (пуно, непуно или\nскраћено);\u003C\u002Fp>\n\n\u003Cp>10) новчани износ основне плате на дан\nзакључења уговора о раду;\u003C\u002Fp>\n\n\u003Cp>11) елементе за утврђивање основне плате,\nрадног учинка, накнаде плате, увећане\nплате, додатка на плату и других примања\nутврђених у складу са законом и овим\nколективним уговором;\u003C\u002Fp>\n\n\u003Cp>12) рокове за исплату плате и других\nпримања на која запослени има право;\u003C\u002Fp>\n\n\u003Cp>13) позивање на колективни уговор, односно\nправилник о раду који је на снази;\u003C\u002Fp>\n\n\u003Cp>14) дужину пробног рада;\u003C\u002Fp>\n\n\u003Cp>15) трајање приправничког стажа, ако се\nрадни однос заснива са приправником, у\nскладу са законом;\u003C\u002Fp>\n\n\u003Cp>16) трајање одмора у току дневног рада и\nгодишњег одмора;\u003C\u002Fp>\n\n\u003Cp>17) трајање дневног и недељног радног\nвремена.\u003C\u002Fp>\n\n\u003Cp>Уговором о раду могу да се уговоре и друга\nправа и обавезе.\u003C\u002Fp>\n\n\u003Cp>Уговор о раду не мора да садржи елементе\nиз става 2. тач. 11), 12) и 17) овог члана, ако су\nони утврђени законом, колективним уговором\nкод послодавца, правилником о раду или\nдругим актом послодавца у складу са\nзаконом, у ком случају у уговору мора да се\nназначи акт којим су та права утврђена у\nмоменту закључења уговора о раду.\u003C\u002Fp>\n\n\u003Cp>На права и обавезе која нису утврђена\nуговором о раду примењују се одговарајуће\nодредбе закона и општег акта.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 11.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да пре закључивања\nуговора о раду обавести кандидата о\nпословима који се обављају на одређеном\nрадном месту, условима рада, правима и\nобавезама из радног односа и правилима у\nвези са испуњавањем уговорних и других\nобавеза из радног односа.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом, на\nњегов захтев, достави на увид закон, овај\nуговор и друга акта која се односе на права\nи обавезе запослених.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленог,\nодносно лице ангажовано по основу уговора\nван радног односа пре ступања на рад,\nодносно пре ангажовања, писменим путем\nобавести о забрани вршења злостављања и\nдискриминације на раду, као и о праву на\nзаштиту од злостављања и дискриминације на\nраду коју је дужан да обезбеди послодавац у\nскладу са законом којим се уређује забрана\nзлостављања на раду и забрана\nдискриминације.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 12.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>На захтев репрезентативног синдиката у\nустанови, који припада репрезентативном\nсиндикату у делатности здравствене\nзаштите становништва у Републици Србији,\nпослодавац је дужан да достави списак\nзапослених на почетку сваке календарске\nгодине, као и да достави обавештење о\nизвршеном пријему нових запослених у\nпретходној години.\u003C\u002Fp>\n\n\u003Cp>Списак из става 1. овог члана мора да\nсадржи име и презиме запосленог,\nорганизациону јединицу, назив посла и ниво\nобразовања запослених који су засновали\nрадни однос.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 13.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да обезбеди број и\nструктуру запослених у складу са\nкадровским планом здравствене установе.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrial\">\u003Ch3>4. Пробни рад\u003C\u002Fh3>\n\n\u003Ch4>Члан 14.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contracttrialperiod\">\u003Cp>Пробни рад може трајати најкраће један\nмесец, а најдуже шест месеци.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Радне и друге стручне способности\nзапосленог за време пробног рада утврђује\nкомисија од три члана коју именује\nдиректор.\u003C\u002Fp>\n\n\u003Cp>Чланови комисије из става 2. овог члана\nморају имати најмање исту врсту и ниво\nобразовања као и запослени на пробном\nраду.\u003C\u002Fp>\n\n\u003Cp>Комисија прати радне и стручне\nспособности запосленог у току пробног\nрада.\u003C\u002Fp>\n\n\u003Cp>Комисија је дужна да седам радних дана\nпре истека пробног рада, директору достави\nу писменој форми образложено мишљење о\nуспеху и резултатима рада запосленог.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. Приправници\u003C\u002Fh3>\n\n\u003Ch4>Члан 15.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Здравствена установа закључује са\nздравственим радником који обавља\nприправнички стаж уговор о раду или уговор\nо стручном оспособљавању и усавршавању.\u003C\u002Fp>\n\n\u003Cp>Здравствена установа може лицу са којим\nзакључи уговор о стручном оспособљавању и\nусавршавању да обезбеди новчану накнаду и\nдруга права, у складу са законом, општим\nактом или уговором о стручном\nоспособљавању и усавршавању.\u003C\u002Fp>\n\n\u003Cp>За време трајања приправничког стажа,\nприправник који је засновао радни однос са\nздравственом установом има право на плату\nи сва друга права из радног односа, у складу\nса законом којим се уређује рад и законом\nкојим се уређује рад запослених у јавним\nслужбама, односно у складу са уговором о\nраду.\u003C\u002Fp>\n\n\u003Cp>Приправнику који је засновао радни однос\nна одређено време, престаје радни однос\nпротеком времена за које је радни однос\nзаснован.\u003C\u002Fp>\n\n\u003Cp>Приправник може обављати приправнички\nстаж и као волонтер под условима утврђеним\nуговором о обављању волонтерског рада, у\nскладу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6. Персонални досије запослених\u003C\u002Fh3>\n\n\u003Ch4>Члан 16.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да за свако лице са\nкојим је засновао радни однос води\nперсонални досије.\u003C\u002Fp>\n\n\u003Cp>У персоналном досијеу се чувају сви\nподаци који су важни за радноправни статус\nзапосленог код послодавца (уговор о раду,\nрешења и други акти о остваривању права,\nобавеза и одговорности запосленог).\u003C\u002Fp>\n\n\u003Cp>Запослени је дужан да непосредном\nруководиоцу пријави адресу пребивалишта,\nодносно боравишта и број телефона, као и\nсваку промену тих података, како би могао\nда буде доступан ради обавештавања,\nдостављања и позивања.\u003C\u002Fp>\n\n\u003Cp>Запослени има право увида у\nдокументацију из персоналног досијеа уз\nприсуство лица овлашћеног за вођење\nперсоналних послова код послодавца.\u003C\u002Fp>\n\n\u003Cp>Лице које има увид у персонални досије\nзапосленог не сме трећем лицу да уступа\nдокументацију и саопштава податке из\nперсоналног досијеа који се односи на\nзапосленог, без претходне писмене\nсагласности запосленог, осим на захтев\nсуда и у другим законом предвиђеним\nслучајевима.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>7. Општа оријентација и обука под\nнадзором\u003C\u002Fh3>\n\n\u003Ch4>Члан 17.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За запосленог који први пут заснива радни\nоднос код послодавца организује се општа\nоријентација и обука под надзором (у даљем\nтексту: обука) у радној јединици у којој\nтреба да обавља послове.\u003C\u002Fp>\n\n\u003Cp>Током обуке запослени се упознаје са\nруководиоцима, другим запосленима у радној\nјединици, организацијом рада код\nпослодавца и процесом рада на пословима\nкоје обавља, као и мерама безбедности и\nздравља на раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 18.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За запосленог који први пут заснива радни\nоднос код послодавца или се премешта на\nдруге послове, послодавац је дужан да\nорганизује обуку под надзором запосленог\nса искуством – ментором.\u003C\u002Fp>\n\n\u003Cp>Општим актом ближе се уређује начин\nорганизовања обуке.\u003C\u002Fp>\n\n\u003Cp>Дужина обуке зависи од сложености посла,\nиндивидуалних способности запосленог и\nпроцене ментора и непосредног\nруководиоца.\u003C\u002Fp>\n\n\u003Cp>Запосленом се доставља писана листа са\nделовима радног процеса послова које\nобавља.\u003C\u002Fp>\n\n\u003Cp>Ментор потписом оверава успешно завршен\nсваки део обуке са листе делова радног\nпроцеса.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 19.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Обука траје најмање две недеље, осим ако\nментор писмено не потврди да је запосленом\nбило довољно и краће време за обуку.\u003C\u002Fp>\n\n\u003Cp>Током периода обуке запослени може\nобављати послове само под надзором\nментора.\u003C\u002Fp>\n\n\u003Cp>Запослени и непосредни руководилац могу\nтражити додатну обуку ако сматрају да је то\nнеопходно за безбедно обављање послова.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 20.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>У персоналном досијеу запосленог чува се\nевиденција о току, трајању и завршетку\nобуке.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>8. Измена уговорених услова рада\u003C\u002Fh3>\n\n\u003Ch4>Члан 21.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Због потреба процеса и организације рада,\nпослодавац може запосленом понудити анекс\nуговора о раду и премештај на други\nодговарајући посао који одговара његовој\nстручној спреми и радним способностима, у\nскладу са законом и овим уговором.\u003C\u002Fp>\n\n\u003Cp>Колективним уговором код послодавца се\nутврђују случајеви када ће се сматрати да\nпостоји потреба процеса и организације\nрада.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 22.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени може привремено или трајно да\nбуде распоређен на рад из једног места у\nдруго уз његов пристанак.\u003C\u002Fp>\n\n\u003Cp>Запослени може да се распореди на рад код\nистог послодавца из једног у друго место\nрада без његовог пристанка, осим\nзапослених који су у тиму изабраног\nлекара:\u003C\u002Fp>\n\n\u003Cp>1) ако је делатност послодавца такве\nприроде да се рад обавља у местима ван\nседишта послодавца, односно његовог\nорганизационог дела, у складу са\nколективним уговором код послодавца;\u003C\u002Fp>\n\n\u003Cp>2) ако је удаљеност од места у коме\nзапослени ради до места у које се\nраспоређује на рад до 50 km у једном правцу\nили су место рада и место у које се\nзапослени распоређује на територији исте\nопштине, односно града а организован је\nредован превоз који омогућава\nблаговремени долазак на рад и повратак са\nрада и обезбеђена накнада превоза у висини\nцене превоза у јавном саобраћају.\u003C\u002Fp>\n\n\u003Cp>Запослена за време трудноће, мајка са\nдететом предшколског узраста и мајка\nдетета са сметњама у развоју или са тешким\nурођеним или стеченим обољењима и стањима,\nзапослени код кога је утврђена инвалидност\nII категорије и инвалиди са преосталом\nодносно смањеном радном способношћу не\nмогу да буду распоређени у смислу става 2.\nовог члана.\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом да понуди\nизмену уговорених услова рада и у другим\nслучајевима у складу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>III. ОБРАЗОВАЊЕ И СТРУЧНО УСАВРШАВАЊЕ\nЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Ch3>1. Образовање\u003C\u002Fh3>\n\n\u003Ch4>Члан 23.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може, у складу са правилником\nи кадровским планом здравствене установе,\nупутити запосленог на додатно образовање,\nи то:\u003C\u002Fp>\n\n\u003Cp>1) ако се укаже потреба за додатним\nобразовањем запосленог;\u003C\u002Fp>\n\n\u003Cp>2) ако премештај запосленог на други\nодговарајући посао, због потребе процеса и\nорганизације рада, захтева додатна знања и\nвештине за обављање ових послова.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 24.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени кога је послодавац упутио на\nдодатно образовање има право на плаћено\nодсуство за припрему и полагање испита, и\nто:\u003C\u002Fp>\n\n\u003Cp>1) три радна дана за сваки испит;\u003C\u002Fp>\n\n\u003Cp>2) 15 радних дана за дипломски испит;\u003C\u002Fp>\n\n\u003Cp>3) 30 радних дана за мастер академске\nстудије (магистарски испит) и докторске\nакадемске студије (одбрана доктората).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Стручно усавршавање\u003C\u002Fh3>\n\n\u003Ch4>Члан 25.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да здравственом\nраднику и здравственом сараднику обезбеди\nстручно усавршавање које подразумева\nстицање знања и вештина, а које обухвата:\u003C\u002Fp>\n\n\u003Cp>1) специјализације и уже специјализације,\nконтинуирану едукацију и друге облике\nстручног усавршавања здравствених\nрадника;\u003C\u002Fp>\n\n\u003Cp>2) специјализације здравствених\nсарадника.\u003C\u002Fp>\n\n\u003Cp>Трошкове специјализације и уже\nспецијализације здравствених радника и\nздравствених сарадника сноси послодавац.\u003C\u002Fp>\n\n\u003Cp>Трошкове континуиране едукације\nздравствених радника сноси надлежна\nкомора, послодавац, односно здравствени\nрадник.\u003C\u002Fp>\n\n\u003Cp>Трошкове континуиране едукације сноси\nздравствени радник искључиво у случају\nкада се запослени на лични захтев едукује,\nа послодавац не сматра да би тако стечена\nзнања била корисна за послодавца.\u003C\u002Fp>\n\n\u003Cp>Запослени има право да професионално\nнапредује, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 26.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Континуирана едукација подразумева:\u003C\u002Fp>\n\n\u003Cp>1) учешће на стручним и научним\nскуповима;\u003C\u002Fp>\n\n\u003Cp>2) учешће на семинарима, курсевима и\nдругим програмима континуиране\nедукације.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 27.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац упућује запосленог на стручно\nусавршавање у складу са делатношћу\nздравствене установе, према Плану стручног\nусавршавања (у даљем тексту: План)\nздравствених радника и здравствених\nсарадника, који доноси здравствена\nустанова, а на основу предлога стручног\nсавета здравствене установе.\u003C\u002Fp>\n\n\u003Cp>Руководиоци организационих јединица\nдужни су да стручном савету здравствене\nустанове доставе предлог Плана до краја\nаприла текуће године за наредну годину,\nводећи рачуна о стручној спреми\nзапослених, области за које је\nздравственом раднику издата дозвола за\nсамостални рад (лиценца), као и пословима\nкоје обављају здравствени сарадници.\u003C\u002Fp>\n\n\u003Cp>Стручни савет разматра достављене\nпредлоге и доставља свој предлог до краја\nмаја текуће године за наредну годину.\u003C\u002Fp>\n\n\u003Cp>План из става 1. овог члана усваја управни\nодбор здравствене установе и доставља\nзапосленима на увид до краја септембра\nтекуће године за наредну годину.\u003C\u002Fp>\n\n\u003Cp>На предлог Плана мишљење даје завод за\nјавно здравље основан за територију на\nкојој здравствена установа обавља\nделатност.\u003C\u002Fp>\n\n\u003Cp>Здравствена установа у обавези је да\nраспише интерни конкурс за одобравање\nспецијализација и ужих специјализација,\nкао и критеријуме на основу којих ће\nкандидати бити вредновани у ситуацији када\nсе више кандидата пријави на интерни\nконкурс за одобравање одређене\nспецијализације, односно уже\nспецијализације.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 28.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени кога је послодавац упутио на\nспецијализацију и ужу специјализацију има\nправо на плаћено одсуство за припрему и\nполагање испита и то 30 радних дана за\nспецијалистички и уже специјалистички\nиспит.\u003C\u002Fp>\n\n\u003Cp>Здравствена установа дужна је да закључи\nуговор са здравственим радником, односно\nздравственим сарадником, којим се уређују\nмеђусобна права, обавезе и одговорности у\nвези са специјализацијом, односно ужом\nспецијализацијом.\u003C\u002Fp>\n\n\u003Cp>Здравствени радник, односно здравствени\nсарадник дужан је да у здравственој\nустанови проведе у радном односу, по\nзавршеној специјализацији, односно ужој\nспецијализацији, двоструко дужи период од\nпериода трајања специјализације, односно\nуже специјализације, за време које је\nфинансирао послодавац.\u003C\u002Fp>\n\n\u003Cp>Изузетно од става 3. овог члана,\nздравствени радник, односно здравствени\nсарадник може раскинути уговор из става 2.\nовог члана, односно уговор о раду са\nздравственом установом у јавној својини и\nу краћем периоду од периода из става 3. овог\nчлана, уз обавезу да надокнади трошкове\nспецијализације, односно уже\nспецијализације, који не обухватају износ\nзараде и накнаде зараде здравственог\nрадника, односно здравственог сарадника за\nвреме трајања специјализације, односно уже\nспецијализације.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 29.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац упућује запосленог на\nпохађање програма континуиране едукације,\nкоји је акредитован од стране Здравственог\nсавета Србије, ради обнављања дозволе за\nсамостални рад (лиценце).\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 30.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленима\nомогући похађање програма континуиране\nедукације, водећи рачуна о несметаном\nфункционисању здравствене установе,\nодносно континуираном пружању здравствене\nзаштите.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-longtermillness\">\u003Ch4>Члан 31.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени кога је послодавац упутио на\nпохађање програма континуиране едукације\nима право на плаћено одсуство за све време\nтрајања програма, као и за време неопходно\nза долазак у место у коме се спроводи\nпрограм континуиране едукације и повратак\nу место рада.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Едукација која није о трошку\nпослодавца\u003C\u002Fh3>\n\n\u003Ch4>Члан 32.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Осим континуиране едукације која је\nодређена планом стручног усавршавања,\nпослодавац може одобрити и друге облике\nедукације запосленом.\u003C\u002Fp>\n\n\u003Cp>Запослени који има најмање шест месеци\nнепрекидног радног односа у установи, има\nправо на едукацију из става 1. овог члана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 33.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>У случају када запослени на лични захтев\nприсуствује састанцима и другим\nпрограмима из члана 32. овог уговора,\nпослодавац нема обавезу плаћања трошкова\nедукације, осим ако процени да би тако\nстечена знања била корисна за послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>IV. РАДНО ВРЕМЕ\u003C\u002Fh2>\n\n\u003Ch3>1. Радно време\u003C\u002Fh3>\n\n\u003Ch4>Члан 34.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hourspweek\">\u003Cp>Пуно радно време износи 40 часова недељно,\nако законом није другачије одређено.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Радно време може бити краће од 40 часова\nнедељно, али не краће од 36 часова недељно.\u003C\u002Fp>\n\n\u003Cp>У случају из става 2. овог члана, запослени\nостварује сва права из радног односа као да\nради са пуним радним временом.\u003C\u002Fp>\n\n\u003Cp>Недељни распоред рада, почетак и\nзавршетак радног времена у здравственој\nустанови утврђује оснивач.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Распоред радног времена запосленог\u003C\u002Fh3>\n\n\u003Ch4>Члан 35.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац утврђује распоред радног\nвремена запосленог за период од четири\nнедеље (месец дана).\u003C\u002Fp>\n\n\u003Cp>Распоред радног времена запосленог\nобјављује се најмање десет дана пре\nпримене.\u003C\u002Fp>\n\n\u003Cp>Изузетно од ст. 1. и 2. овог члана, распоред\nрадног времена запосленог може бити\nпромењен у случајевима који се не могу\nунапред предвидети.\u003C\u002Fp>\n\n\u003Cp>Непосредни руководилац дужан је да\nзапосленог обавести о промени његовог\nраспореда радног времена, у року не краћем\nод 48 часова унапред.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-schedulesrestpw\">\u003Cp>Распоредом радног времена или увођењем\nпрековременог рада не може се запосленом\nускратити дневни одмор од најмање 12 часова\nнепрекидно у оквиру 24 часа нити недељни\nодмор од најмање 24 часа непрекидно.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 36.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Здравствена установа, у којој је због\nприроде посла потребно обезбедити\nнепрекидно пружање здравствене заштите,\nодносно здравствених услуга, обезбеђује\nнепрекидност рада следећим редоследом:\u003C\u002Fp>\n\n\u003Cp>1) сменским радом (који траје 24 сата у\nконтинуитету);\u003C\u002Fp>\n\n\u003Cp>2) прековременим радом (дежурством, и у\nизузетним случајевима утврђеним чланом 41.\nстав 4. овог уговора и радом по позиву);\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Скраћено радно време\u003C\u002Fh3>\n\n\u003Ch4>Члан 37.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленима који раде на нарочито тешким,\nнапорним и за здравље штетним пословима на\nкојима и поред примене одговарајућих мера\nбезбедности и заштите живота и здравља на\nраду, средстава и опреме личне заштите,\nпостоји повећано штетно дејство на здравље\nзапосленог (у даљем тексту: радна места са\nповећаним ризиком) скраћује се радно време\nсразмерно штетном дејству услова рада на\nздравље и радну способност запосленог, у\nскладу са законом и овим уговором.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-JOBTITLE_trigger\">\u003Ch4>Члан 38.\u003C\u002Fh4>\n\n\u003Cp>Радно време запосленог, у складу са\nзаконом, скраћује се сразмерно штетном\nдејству услова рада на здравље и радну\nспособност запосленог, у складу са\nизвршеном проценом ризика и стручном\nанализом службе медицине рада.\u003C\u002Fp>\n\n\u003Cp>Послодавац актом о процени ризика\nутврђује радна места са повећаним\nризиком.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-jobclassifaction1\">\u003Cp>Дужина радног времена за групе послова,\nуколико се те групе послова обављају на\nрадним местима која су утврђена као радна\nместа са повећаним ризиком, утврђује се на\nоснову следећих смерница:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1) прва група послова од 30 сати\u003C\u002Fp>\n\n\u003Cp>– стални рад са отвореним изворима\nјонизујућег зрачења;\u003C\u002Fp>\n\n\u003Cp>– стални рад у зони јонизујућег зрачења и\nангио-салама;\u003C\u002Fp>\n\n\u003Cp>2) друга група послова од 35 сати\u003C\u002Fp>\n\n\u003Cp>– стални рад у ургентним екипама хитне\nмедицинске помоћи (радна места лекара,\nвозача, медицинских сестара и техничара);\u003C\u002Fp>\n\n\u003Cp>– стални рад у пријемној ургентној\nслужби (радна места лекара, медицинских\nсестара и техничара, као и болничара који\nраде непосредно на збрињавању хитних\nслучајева);\u003C\u002Fp>\n\n\u003Cp>– радна места у неонатологији (радна\nместа лекара и медицинских сестара и\nтехничара);\u003C\u002Fp>\n\n\u003Cp>3) трећа група послова од 36 сати\u003C\u002Fp>\n\n\u003Cp>– стални рад у службама патологије и\nсудске медицине (радна места лекара,\nмедицинских сестара и техничара и\nболничара);\u003C\u002Fp>\n\n\u003Cp>– стални рад на пружању здравствених\nуслуга психијатријског лечења и\nзбрињавања (радна места лекара и\nмедицинских сестара и техничара), а у\nстационарним здравственим установама сви\nзапослени на одељењу;\u003C\u002Fp>\n\n\u003Cp>– рад на давању цитостатске терапије\n(радна места лекара и медицинских сестара и\nтехничара);\u003C\u002Fp>\n\n\u003Cp>– радна места у операционим и порођајним\nсалама (радна места лекара, бабица,\nанестетичара и инструментара);\u003C\u002Fp>\n\n\u003Cp>– рад у хемодијализи (сви запослени у\nслужби);\u003C\u002Fp>\n\n\u003Cp>– рад у интензивној нези (радна места\nлекара, анестетичара и медицинских сестара\nи техничара);\u003C\u002Fp>\n\n\u003Cp>– стални рад у служби хематологије и\nлабораторијама са заразним, токсичним и\nканцерогеним материјалима (радна места\nздравствених радника и здравствених\nсарадника, перачи суђа и чистачице –\nхигијеничарке);\u003C\u002Fp>\n\n\u003Cp>– стални рад на одељењима са инфективним\nболесницима (сви запослени);\u003C\u002Fp>\n\n\u003Cp>– стални рад на узимању и давању крви и\nдеривата крви (радна места лекара и\nмедицинских сестара и техничара);\u003C\u002Fp>\n\n\u003Cp>4) четврта група послова од 37 сати\u003C\u002Fp>\n\n\u003Cp>– стални рад на терену, у патронажној\nслужби и кућном лечењу (радна места лекара,\nвозача и медицинских сестара и\nтехничара);\u003C\u002Fp>\n\n\u003Cp>– стални рад на одељењима полуинтензивне\nнеге и на раној интрахоспиталној\nрехабилитацији (радна места лекара и\nмедицинских сестара и техничара);\u003C\u002Fp>\n\n\u003Cp>– стални рад у стоматолошкој ординацији\n(радна места стоматолога, стоматолошке\nсестре, односно медицинске сестре и зубног\nтехничара);\u003C\u002Fp>\n\n\u003Cp>– стални рад у котларницама (ложионицама\nна чврста горива), рад у перионицама\n(директан рад на машинама) и рад у\nцентралној стерилизацији;\u003C\u002Fp>\n\n\u003Cp>5) пета група послова од 38 сати\u003C\u002Fp>\n\n\u003Cp>– стални рад ноћу (од 22 часа до 6 часова\nнаредног дана) дуже од једне трећине радног\nвремена.\u003C\u002Fp>\n\n\u003Cp>Скраћено радно време из става 3. овог\nчлана, не може бити краће од 30 сати\nнедељно.\u003C\u002Fp>\n\n\u003Cp>Скраћено радно време из ст. 3. и 4. овог\nчлана, сматра се радом са пуним радним\nвременом.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Када се на радном месту појаве нове\nопасности или штетности, односно дође до\nпромене нивоа ризика у процесу рада, у\nпоступку измене или допуне акта о процени\nризика, послодавац може да, након извршене\nстручне анализе, као превентивну меру за\nбезбедан и здрав рад утврди скраћено радно\nвреме.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 39.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Здравствени радници и здравствени\nсарадници, као и друга лица запослена у\nздравственој установи, не смеју напустити\nрадно место док им се не обезбеди замена у\nтоку радног времена, односно после истека\nрадног времена, ако би се тиме нарушило\nобављање здравствене делатности и\nугрозило здравље пацијента, што се сматра\nпрековременим радом, о чему је запослени\nдужан да писмено обавести непосредног\nруководиоца, најкасније наредног радног\nдана.\u003C\u002Fp>\n\n\u003Cp>Запосленом који ради на пословима на\nкојима је уведено скраћено радно време у\nскладу са прописом којим се уређује рад,\nможе да се одреди прековремени рад на тим\nпословима, у случају из става 1. овог члана,\nкао и у случају да се пружање здравствене\nзаштите не може организовати на други\nначин.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. Прековремени рад\u003C\u002Fh3>\n\n\u003Cp>\u003Cstrong>Дежурство\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ch4>Члан 40.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Здравствена установа може, ради\nобезбеђивања непрекидне здравствене\nзаштите, да уведе дежурство као\nпрековремени рад, у складу са законом и\nовим уговором.\u003C\u002Fp>\n\n\u003Cp>Здравствена установа, може да уведе\nдежурство као прековремени рад, само ако\nорганизацијом рада у сменама и распоредом\nрадног времена запослених није у\nмогућности да обезбеди континуитет\nпружања здравствене заштите.\u003C\u002Fp>\n\n\u003Cp>За време трајања дежурства, здравствени\nрадник мора бити присутан у здравственој\nустанови.\u003C\u002Fp>\n\n\u003Cp>Дежурство из става 1. овог члана може да се\nуведе ноћу, у дане државног празника и\nнедељом.\u003C\u002Fp>\n\n\u003Cp>Дежурство које се уводи ноћу, почиње\nпосле друге смене, а завршава се почетком\nрада прве смене.\u003C\u002Fp>\n\n\u003Cp>Одлуку о увођењу и обиму дежурства на\nнивоу здравствене установе, као и по\nзапосленом здравственом раднику, доноси\nдиректор.\u003C\u002Fp>\n\n\u003Cp>За време дежурства запослени обавља\nпослове у здравственој установи у складу\nса одлуком о дежурству, тако да просечно\nнедељно радно време, са прековременим\nрадом, односно дежурством и радом по\nпозиву, на најдуже деветомесечном нивоу\nздравственом раднику не може трајати дуже\nод 48 часова недељно.\u003C\u002Fp>\n\n\u003Cp>Запослени који дежура може да ради\nнајдуже 24 часа непрекидно укључујући и\nдневно радно време, у ком случају дневни\nодмор мора да траје најмање 24 часа након\nистека радног времена.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Приправност и рад по позиву\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ch4>Члан 41.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Здравствена установа може увести рад по\nпозиву, као прековремени рад и приправност,\nу складу са законом и овим уговором.\u003C\u002Fp>\n\n\u003Cp>Рад по позиву је посебан облик\nпрековременог рада код којег здравствени\nрадник долази на позив ради пружања\nздравствене заштите ван његовог утврђеног\nрадног времена.\u003C\u002Fp>\n\n\u003Cp>Рад по позиву може се увести за запослене\nкоји се налазе у приправности.\u003C\u002Fp>\n\n\u003Cp>Изузетно, рад по позиву може се увести и\nза запослене који се не налазе у\nприправности у случају наступања\nелементарних и других већих непогода,\nсаобраћајних незгода, кризних и ванредних\nситуација, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>За време приправности, здравствени\nрадник није присутан у здравственој\nустанови, али мора бити доступан ради\nпружања неодложне медицинске помоћи у\nздравственој установи и одазвати се на\nпозив надлежног лица.\u003C\u002Fp>\n\n\u003Cp>Одлуком о увођењу и обиму рада по позиву и\nприправности, коју доноси директор\nздравствене установе, утврђује се време\nприправности и запослени који су\nприправни, имајући у виду ефикасност,\nекономичност и рационалност организације\nрада, као и подједнаку оптерећеност\nзапослених, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Изузетно, одредбе овог члана односе се и\nна друге запослене у здравственој\nустанови, уколико за тим постоји неодложна\nпотреба.\u003C\u002Fp>\n\n\u003Cp>Запослени који је у приправности дужан је\nда обавести непосредног руководиоца о\nброју телефона на који може бити позван и\nмора се јавити на посао у што краћем року.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Права запослених по основу\nпрековременог рада\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Ch4>Члан 42.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени здравствени радник који ради\nпрековремено или је у приправности у\nскладу са чл. 39–41. и чланом 95. овог уговора\nима право на додатак на плату за\nпрековремени рад и приправност, у складу са\nзаконом и овим уговором.\u003C\u002Fp>\n\n\u003Cp>Запослени немедицински радник и\nздравствени сарадник који ради\nпрековремено или је у приправности, има\nправо на додатак на плату за прековремени\nрад и приправност, у складу са законом и\nовим уговором.\u003C\u002Fp>\n\n\u003Cp>На писмени захтев запосленог\nпрековремени рад из ст. 1. и 2. овог члана се\nтромесечно прерачунава у слободне сате,\nуместо права на додатак на плату.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nобезбеди коришћење слободних сати из става\n3. овог члана најкасније у року од шест\nмесеци од протека тромесечја у коме их је\nостварио.\u003C\u002Fp>\n\n\u003Cp>О слободним сатима се води евиденција.\u003C\u002Fp>\n\n\u003Cp>За сваки сат прековременог рада,\nзапослени има право на сат и по слободно.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 43.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Изузетно, ако због потреба процеса и\nорганизације рада слободни сати не могу\nбити искоришћени у року из члана 42. став 4.\nовог уговора, запослени остварује право на\nдодатак на плату за прековремени рад, у\nскладу са законом и чланом 95. овог\nуговора.\u003C\u002Fp>\n\n\u003Cp>Ако запослени не може да искористи\nслободне сате због престанка радног односа\nили премештаја на послове у другу радну\nјединицу, има право на додатак на плату за\nпрековремени рад.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 44.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За време проведено у приправности, кад\nзапослени здравствени радник не ради, има\nправо на додатак на плату у складу са овим\nуговором.\u003C\u002Fp>\n\n\u003Cp>Приправност радним даном може трајати\nнајвише 16 сати, а суботом, недељом и\nпразником 24 сата.\u003C\u002Fp>\n\n\u003Cp>Приправност по запосленом на месечном\nнивоу може трајати највише половину од\nслободних сати запосленог.\u003C\u002Fp>\n\n\u003Cp>Изузетно од става 3. овог члана, запослени\nможе да буде приправан и дуже уколико је то\nнеопходно због организације рада, уз\nизричиту писмену сагласност запосленог.\u003C\u002Fp>\n\n\u003Cp>Сати дежурства, рада по позиву и\nприправности се међусобно искључују.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 45.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да води дневну\nевиденцију о прековременом раду\nзапослених.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да, најмање\nквартално, доставља репрезентативном\nсиндикату у установи, који припада\nрепрезентативном синдикату у делатности\nздравствене заштите становништва у\nРепублици Србији, извештај о прековременом\nи ноћном раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WORKFAM_trigger\">\u003Ch4>Члан 46.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленој за време трудноће, једном од\nродитеља са дететом до три године живота,\nсамохраном родитељу детета до седме година\nживота или детета са инвалидитетом и\nумерено до тешко ометеном у развоју, може\nсе одредити приправност и прековремени рад\nсамо уз његову писмену сагласност.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>V. ОДМОРИ И ОДСУСТВА\u003C\u002Fh2>\n\n\u003Ch3>1. Одмор у току дневног рада\u003C\u002Fh3>\n\n\u003Ch4>Члан 47.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени који ради најмање шест часова\nдневно има право на одмор у току дневног\nрада у трајању од најмање 30 минута.\u003C\u002Fp>\n\n\u003Cp>Одмор у току дневног рада не може да се\nкористи на почетку и на крају радног\nвремена запосленог.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да уреди време\nодмора на начин којим се не угрожава\nобављање делатности.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради дуже од 8 сати дневно\nима право на одмор у току рада од 45 минута.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Дневни одмор\u003C\u002Fh3>\n\n\u003Ch4>Члан 48.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на одмор у трајању од\nнајмање 12 часова непрекидно у оквиру 24\nчаса, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Недељни одмор\u003C\u002Fh3>\n\n\u003Ch4>Члан 49.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленом се мора обезбедити недељни\nодмор у трајању од најмање 24 часа\nнепрекидно у току радне недеље, коме се\nдодаје време одмора у трајању од најмање 12\nчасова непрекидно у оквиру 24 часа.\u003C\u002Fp>\n\n\u003Cp>Изузетно од става 1. овог члана, запослени\nкоји због обављања посла у различитим\nсменама или због распореда радног времена\nне може да користи одмор у трајању\nутврђеном у ставу 1. овог члана, има право на\nнедељни одмор, у трајању од најмање 24 часа\nнепрекидно.\u003C\u002Fp>\n\n\u003Cp>Запосленом који због рада није могао да\nкористи недељни одмор, послодавац је дужан\nда обезбеди одмор у току наредне недеље.\u003C\u002Fp>\n\n\u003Cp>Запосленом се мора обезбедити да најмање\nједном месечно не ради суботом и недељом\nузастопно.\u003C\u002Fp>\n\n\u003Cp>Ако због непредвиђених околности које\nнастану после објављеног распореда радног\nвремена, није могуће обезбедити запосленом\nправо из става 4. овог члана, то право се\nпреноси на први наредни месец.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysdays\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-holidaysweeks\">\u003Ch3>4. Годишњи одмор\u003C\u002Fh3>\n\n\u003Ch4>Члан 50.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Дужина годишњег одмора утврђује се тако\nшто се законски минимум од 20 радних дана\nувећава по основу:\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>1) радног искуства:\u003C\u002Fp>\n\n\u003Cp>– за сваке три године рада у радном\nодносу – један радни дан;\u003C\u002Fp>\n\n\u003Cp>2) стручне спреме:\u003C\u002Fp>\n\n\u003Cp>– најмање један а највише пет радних\nдана;\u003C\u002Fp>\n\n\u003Cp>3) услова рада:\u003C\u002Fp>\n\n\u003Cp>– за рад на пословима из прве групе члана\n38. овог уговора – за 12 радних дана;\u003C\u002Fp>\n\n\u003Cp>– за рад на пословима из друге групе\nчлана 38. овог уговора – за 10 радних дана;\u003C\u002Fp>\n\n\u003Cp>– за рад на пословима из треће групе\nчлана 38. овог уговора – за осам радних\nдана;\u003C\u002Fp>\n\n\u003Cp>– за рад на пословима из четврте групе\nчлана 38. овог уговора – за пет радних\nдана;\u003C\u002Fp>\n\n\u003Cp>– за рад на пословима из пете групе\nпослова члана 38. овог уговора – за три\nрадна дана;\u003C\u002Fp>\n\n\u003Cp>– запосленима који раде у сменама, ноћу,\nсуботом или недељом, а не остварују права\nна увећани број дана годишњег одмора по\nоснову послова из члана 38. овог уговора –\nза три радна дана.\u003C\u002Fp>\n\n\u003Cp>4) доприноса на раду на предлог\nнепосредног руководиоца, и то за:\u003C\u002Fp>\n\n\u003Cp>– изузетне резултате рада – пет радних\nдана;\u003C\u002Fp>\n\n\u003Cp>5) социјалног и здравственог статуса\nзапосленог:\u003C\u002Fp>\n\n\u003Cp>– особи са инвалидитетом – за пет радних\nдана,\u003C\u002Fp>\n\n\u003Cp>– родитељу са дететом до 14 година живота\n– за два радна дана, а за свако наредно дете\nмлађе од 14 година по један радни дан,\u003C\u002Fp>\n\n\u003Cp>– самохраном родитељу са дететом до 14\nгодина живота – за три радна дана, с тим што\nсе овај број дана увећава за по два радна\nдана за свако наредно дете млађе од 14\nгодина,\u003C\u002Fp>\n\n\u003Cp>– запосленом који болује од\nпрофесионалне болести – за пет радних\nдана,\u003C\u002Fp>\n\n\u003Cp>– запосленом који болује од хроничне\nболести од већег социјално-медицинског\nзначаја која захтева непрекидно лечење –\nза пет радних дана,\u003C\u002Fp>\n\n\u003Cp>– запосленом који се стара о члану уже\nпородице који је ометен у развоју, има\nтешко телесно оштећење или болест услед\nкоје је потпуно или врло слабо покретно –\nпет радних дана;\u003C\u002Fp>\n\n\u003Cp>6) контакта са пацијентима:\u003C\u002Fp>\n\n\u003Cp>– запосленом који је у сталном контакту\nса пацијентима, а не остварује право на\nувећани број дана годишњег одмора по\nоснову послова из члана 38. овог уговора –\nза три радна дана.\u003C\u002Fp>\n\n\u003Cp>Годишњи одмор по свим основама из става 1.\nовог члана не може трајати дуже од 35 радних\nдана.\u003C\u002Fp>\n\n\u003Cp>Изузетно од става 2. овог члана, запослени\nкоји раде на пословима из члана 38. овог\nуговора имају право на коришћење годишњег\nодмора у трајању до 40 радних дана.\u003C\u002Fp>\n\n\u003Cp>Самохраним родитељем у смислу овог члана\nсматра се родитељ који сам врши родитељско\nправо, када је други родитељ непознат, или\nје умро, или сам врши родитељско право на\nоснову одлуке суда или када само он живи са\nдететом, а суд још није донео одлуку о\nвршењу родитељског права, као и у другим\nслучајевима утврђеним законом којим се\nуређују породични односи.\u003C\u002Fp>\n\n\u003Cp>Чланом уже породице у смислу овог члана\nсматра се: брачни и ванбрачни друг, дете\nрођено у браку и ван брака, пасторак,\nусвојеник и друга лица према којима\nзапослени има законску обавезу\nиздржавања.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 51.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Захтев за коришћење годишњег одмора\nзапослени подноси писмено руководиоцу\nрадне јединице.\u003C\u002Fp>\n\n\u003Cp>Руководилац радне јединице дужан је да\nблаговремено сачини предлог плана\nкоришћења годишњег одмора запослених\nгруписан према пословима.\u003C\u002Fp>\n\n\u003Cp>При изради плана коришћења годишњег\nодмора, послодавац нарочито води рачуна о\nзахтевима запослених са најдужим укупним\nстажом осигурања и захтевима запослених са\nдецом до 14 година.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VI. ПЛАЋЕНО ОДСУСТВО\u003C\u002Fh2>\n\n\u003Ch4>Члан 52.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на плаћено одсуство\nукупно до седам радних дана у току\nкалендарске године, у следећим\nслучајевима:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-marriageleave\">\u003Cp>1) склапања брака – седам радних дана;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) склапање брака детета – три радна\nдана;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-paidpaternityleave\">\u003Cp>3) рођење детета – пет радних дана;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>4) рођења детета другог члана уже породице\n– један радни дан;\u003C\u002Fp>\n\n\u003Cp>5) усвајања детета – пет радних дана;\u003C\u002Fp>\n\n\u003Cp>6) поласка детета у први разред основне\nшколе – два радна дана;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcareleave\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-childcare\">\u003Cp>7) теже болести члана уже породице – седам\nрадних дана;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>8) селидбе – три радна дана;\u003C\u002Fp>\n\n\u003Cp>9) отклањања штетних последица у\nдомаћинству проузрокованих елементарном\nнепогодом или другом несрећом – пет радних\nдана;\u003C\u002Fp>\n\n\u003Cp>10) учествовање на такмичењима и сусретима\nкоје организује синдикат – до седам радних\nдана;\u003C\u002Fp>\n\n\u003Cp>11) упућивања на превентивно-рекреативне\nодморе – седам радних дана;\u003C\u002Fp>\n\n\u003Cp>12) у другим случајевима утврђеним\nколективним уговором код послодавца.\u003C\u002Fp>\n\n\u003Cp>Поред одсуства из става 1. овог члана,\nзапослени има право на плаћено одсуство\nјош:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-deathrelatives\">\u003Cp>1) због смрти члана уже породице – пет\nрадних дана;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>2) смрти родитеља, усвојиоца, брата или\nсестре брачног друга запосленог – два\nрадна дана;\u003C\u002Fp>\n\n\u003Cp>3) за сваки случај добровољног давања крви\n– два узастопна дана, рачунајући и дан\nдавања крви.\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице у смислу овог\nчлана сматрају се: брачни друг, деца, браћа,\nсестре, родитељи, усвојитељ, усвојеник и\nстаратељ.\u003C\u002Fp>\n\n\u003Cp>Изузетно од става 1. овог члана запосленом\nсе може, на предлог специјалисте медицине\nрада, одобрити плаћено одсуство од десет\nрадних дана ради рехабилитације из\nмедицинских разлога, уколико се процес\nрада може организовати без ангажовања\nновог запосленог.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 53.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на плаћено одсуство\nради присуствовања састанцима и седницама\nсиндиката, као и на позив државних органа,\nоргана јединице локалне самоуправе и\nправосудних органа, у складу са овим\nуговором, изузев када запослени обавља\nпосао судског вештака, у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>VII. НЕПЛАЋЕНО ОДСУСТВО\u003C\u002Fh2>\n\n\u003Ch4>Члан 54.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом, на\nлични захтев, омогући неплаћено одсуство\nдо пет радних дана у току календарске\nгодине у случајевима утврђеним\nколективним уговором код послодавца.\u003C\u002Fp>\n\n\u003Cp>Послодавац може, на захтев запосленог, да\nзапосленом омогући коришћење неплаћеног\nодсуства и у дужем трајању од трајања\nутврђеног колективним уговором код\nпослодавца, када то не ремети процес рада.\u003C\u002Fp>\n\n\u003Cp>Писмени захтев за неплаћено одсуство\nзапослени подноси непосредном руководиоцу\nнајмање две недеље пре датума коришћења\nодсуства, изузев у случајевима болести или\nсмрти у породици.\u003C\u002Fp>\n\n\u003Cp>Сагласност на неплаћено одсуство даје\nнепосредни руководилац, а одобрава\nдиректор здравствене установе, ако се\nодобреним неплаћеним одсуством не\nугрожава процес и организација рада.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 55.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Неплаћено одсуство може се одобрити\nнарочито због:\u003C\u002Fp>\n\n\u003Cp>1) опоравка, путовања, пружања\nздравствених услуга запосленом које нису\nобухваћене као право из обавезног\nздравственог осигурања;\u003C\u002Fp>\n\n\u003Cp>2) учествовање на културним и спортским\nприредбама у својству извођача, као и\nучествовање на стручним конгресима и\nконференцијама;\u003C\u002Fp>\n\n\u003Cp>3) састанцима политичких и других\nорганизација као делегат или члан\nруководства;\u003C\u002Fp>\n\n\u003Cp>4) у случају када запослени обавља послове\nсудског вештака, у складу са законом, као\nфизичко лице;\u003C\u002Fp>\n\n\u003Cp>5) других разлога личне природе.\u003C\u002Fp>\n\n\u003Cp>Запосленом који користи неплаћено\nодсуство мирују права и обавезе из радног\nодноса.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 56.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени који ради у здравственој\nустанови више од две године непрекидно, има\nправо на неплаћено одсуство због\nобразовања или стручног усавршавања које\nима за циљ стицање вештина, знања или звања\nнеопходних за обављање посла запосленог\nили припрему за рад на другим пословима код\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Одсуство из става 1. овог члана одобрава\nсе запосленом ако се образовање или\nстручно усавршавање обавља у установи\nпризнатој од стране надлежног државног\nоргана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 57.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени се може вратити раније са\nодобреног неплаћеног одсуства.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetypolicy\">\u003Ch2>VIII. БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ\u003C\u002Fh2>\n\n\u003Ch3>1. Права и обавезе\u003C\u002Fh3>\n\n\u003Ch4>Члан 58.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Колективним уговором код послодавца у\nскладу са законом и овим уговором, уређују\nсе права, обавезе и одговорности\nпослодавца и запослених у вези са\nбезбедношћу и здрављем на раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 59.\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\nпрописима о безбедности и здрављу на\nраду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 60.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени је дужан да примењује\nпрописане мере за безбедан и здрав рад, да\nнаменски користи средства за рад и опасне\nматерије, да користи прописана средства и\nопрему за личну заштиту на раду и да са њима\nпажљиво рукује да не би угрозио своју\nбезбедност и здравље, као и безбедност и\nздравље других лица.\u003C\u002Fp>\n\n\u003Cp>Пре напуштања радног места, запослени је\nдужан да радно место и средства за рад\nостави у стању да не угрожавају друге\nзапослене.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthandsafetytraining\">\u003Ch4>Члан 61.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да изврши\nоспособљавање запосленог за безбедан и\nздрав рад.\u003C\u002Fp>\n\n\u003Cp>За време оспособљавања за безбедан и\nздрав рад запослени има право на плату.\u003C\u002Fp>\n\n\u003Cp>Трошкове оспособљавања из става 1. овог\nчлана сноси послодавац.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 62.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени је дужан да, у складу са својим\nсазнањима, одмах обавести послодавца о\nнеправилностима, штетностима, опасностима\nили другој појави која би на радном месту\nмогла да угрози његову безбедност и\nздравље или безбедност и здравље других\nзапослених.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 63.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени коме прети непосредна опасност\nпо живот и здравље због неспроведених мера\nза безбедност и здравље на раду има право\nда, у складу са законом, одбије да обавља\nпослове и има право на плату као да је радио\nна свом радном месту.\u003C\u002Fp>\n\n\u003Cp>Запослени који одбије да обавља послове у\nскладу са ставом 1. овог члана, не чини тиме\nповреду радне обавезе и не може да му се по\nтом основу откаже уговор о раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 64.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Када му прети непосредна опасност по\nживот или здравље, запослени има право да\nпредузме одговарајуће мере, у складу са\nсвојим знањем и техничким средствима која\nму стоје на располагању и да напусти радно\nместо, радни процес, односно радну\nоколину.\u003C\u002Fp>\n\n\u003Cp>У случају из става 1. овог члана запослени\nније одговоран за штету коју проузрокује\nпослодавцу, нити чини повреду радне\nобавезе.\u003C\u002Fp>\n\n\u003Cp>У случају из става 1. овог члана, када\nзапослени напусти радно место, има право на\nплату.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Послови са повећаним ризиком\u003C\u002Fh3>\n\n\u003Ch4>Члан 65.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени може бити ангажован на\nпословима са повећаним ризиком ако\nиспуњава следеће услове:\u003C\u002Fp>\n\n\u003Cp>1) да има прописану стручну спрему;\u003C\u002Fp>\n\n\u003Cp>2) да је здравствено способан за обављање\nпослова са повећаним ризиком;\u003C\u002Fp>\n\n\u003Cp>3) да је претходно оспособљен за безбедан\nи здрав рад;\u003C\u002Fp>\n\n\u003Cp>4) да није млађи од 18 година;\u003C\u002Fp>\n\n\u003Cp>5) да није инвалид рада.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 66.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослена за време трудноће и мајка са\nдететом до три године не може да ради на\nпословима са повећаним ризиком.\u003C\u002Fp>\n\n\u003Cp>Послодавац не може распоредити запослену\nда ради на радном месту са повећаним\nризиком који би могао да јој угрози\nостваривање материнства.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да обезбеди да\nзапослена за време трудноће буде у\nписменој форми обавештена о резултатима\nпроцене ризика на радном месту и о мерама\nкојима се ризици отклањају.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-hivpolicy\">\u003Ch4>Члан 67.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом на\nрадном месту са повећаним ризиком пре\nпочетка рада обезбеди претходни лекарски\nпреглед, као и периодични лекарски преглед\nу току рада.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Ако се у поступку периодичног лекарског\nпрегледа утврди да запослени не испуњава\nпосебне здравствене услове за обављање\nпослова на радном месту са повећаним\nризиком, послодавац је дужан да га премести\nна друго радно место које одговара његовим\nздравственим способностима.\u003C\u002Fp>\n\n\u003Cp>Неиспуњавање посебних здравствених\nуслова за рад на радном месту са повећаним\nризиком не може бити разлог за отказ\nуговора о раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 68.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Актом о процени ризика за послове са\nповећаним ризиком, може се као превентивна\nмера за безбедан и здрав рад утврдити\nскраћено радно време, додатне и\nједнократне паузе, као и друге мере.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 69.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени који обављају послове са\nповећаним ризиком, инвалиди рада,\nпрофесионално оболели, као и запослени\nкоји обављају послове на којима постоји\nмогућност професионалног обољења, у складу\nса актом о процени ризика, имају право на\nкоришћење одмора за превенцију радне\nинвалидности, рехабилитацију и\nпревентивну рекреацију у бањским и\nклиматским лечилиштима, према упутствима\nмедицине рада.\u003C\u002Fp>\n\n\u003Cp>Колективним уговором код послодавца\nуређује се начин остваривања права из\nстава 1. овог члана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 70.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени који је професионално оболео\nне може трпети никакву штету нити сносити\nбило какве трошкове због тога што је\nпрофесионално оболео.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да професионално\nоболелом запосленом, коме је утврђено\nпрофесионално обољење, у складу са\nПравилником о утврђивању професионалних\nболести, обезбеди обављање послова према\nрадној способности, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 71.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом –\nособи са инвалидитетом и запосленом са\nздравственим сметњама обезбеди обављање\nпослова према радној способности, у складу\nса законом.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Представник запослених за безбедност и\nздравље на раду\u003C\u002Fh3>\n\n\u003Ch4>Члан 72.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени код послодавца имају право да\nизаберу најмање једног представника\nзапослених за безбедност и здравље на\nраду.\u003C\u002Fp>\n\n\u003Cp>Број представника запослених за\nбезбедност и здравље на раду код\nпослодавца и начин њиховог избора уређује\nсе колективним уговором код послодавца.\u003C\u002Fp>\n\n\u003Cp>Представника запослених за безбедност и\nздравље на раду именује репрезентативни\nсиндикат, а ако има више репрезентативних\nсиндиката, представника именује синдикат\nса већим бројем чланова синдикалне\nорганизације, односно репрезентативни\nсиндикати споразумно.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 73.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Мандат представника запослених за\nбезбедност и здравље на раду траје четири\nгодине.\u003C\u002Fp>\n\n\u003Cp>Пре истека периода на који је изабран\nпредставнику запослених за безбедност и\nздравље на раду мандат може да престане\nзбог:\u003C\u002Fp>\n\n\u003Cp>– престанка радног односа код\nпослодавца,\u003C\u002Fp>\n\n\u003Cp>– подношења оставке,\u003C\u002Fp>\n\n\u003Cp>– неповерења више од половине од укупног\nброја запослених, исказаног у писменој\nформи са образложењем, именима и\nпрезименима и потписима запослених,\u003C\u002Fp>\n\n\u003Cp>– одлуке синдиката, односно\nрепрезентативних синдиката који су\nименовали представника запослених за\nбезбедност и здравље на раду.\u003C\u002Fp>\n\n\u003Cp>У случају из става 2. овог члана избор\nновог представника запослених за\nбезбедност и здравље на раду спроводи се\nнајкасније у року од 30 дана од престанка\nмандата претходног представника.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 74.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да представника\nзапослених за безбедност и здравље на раду\nупозна:\u003C\u002Fp>\n\n\u003Cp>1) са налазима и предлозима или предузетим\nмерама инспекције рада;\u003C\u002Fp>\n\n\u003Cp>2) са извештајима о повредама на раду,\nпрофесионалним обољењима и обољењима у\nвези са радом и о предузетим мерама за\nбезбедност и здравље на раду;\u003C\u002Fp>\n\n\u003Cp>3) о планираним и предузетим мерама за\nспречавање непосредне опасности по живот и\nздравље;\u003C\u002Fp>\n\n\u003Cp>4) са извештајем о стању безбедности и\nздравља на раду запослених, као и о\nспроведеним мерама;\u003C\u002Fp>\n\n\u003Cp>5) о другим питањима, у складу са\nколективним уговором код послодавца.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да представника\nзапослених за безбедност и здравље на раду\nинформише најмање једном у шест месеци о\nсвим подацима који се односе на безбедност\nи здравље на раду, а у случају наступања\nоколности из става 1. тач. 1) и 2) овог члана,\nодмах по њиховом настанку.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 75.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да представнику\nзапослених за безбедност и здравље на раду\nомогући приступ подацима и информацијама\nнеопходним за несметано обављање\nактивности везаних за безбедност и здравље\nна раду.\u003C\u002Fp>\n\n\u003Cp>На писмени захтев за пружање стручне\nпомоћи или доставу података и информација,\nдиректор или друго овлашћено лице, односно\nстручно лице послодавца за послове\nбезбедности и здравља на раду дужни су да\nпредставнику запослених за безбедност и\nздравље на раду доставе писани одговор у\nроку од 15 дана од дана пријема захтева.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 76.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>О уоченим неправилностима у примени\nпрописа о безбедности и здрављу на раду,\nпредставник запослених за безбедност и\nздравље на раду непосредно обавештава:\u003C\u002Fp>\n\n\u003Cp>1) директора;\u003C\u002Fp>\n\n\u003Cp>2) лице за послове безбедности и здравља\nна раду код послодавца;\u003C\u002Fp>\n\n\u003Cp>3) руководиоца дела процеса рада;\u003C\u002Fp>\n\n\u003Cp>4) Одбор за безбедност и здравље на раду;\u003C\u002Fp>\n\n\u003Cp>5) одбор репрезентативног синдиката.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 77.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Лице за послове безбедности и здравља на\nраду код послодавца, у вези с уоченим\nнеправилностима у примени прописа о\nбезбедности и здрављу на раду дужно је да\nодмах, без одлагања, предузме мере и\nактивности за отклањање уочених\nнеправилности и о томе у писаном облику,\nизвести послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 78.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду има право да о питањима\nбезбедности и здравља на раду:\u003C\u002Fp>\n\n\u003Cp>1) непосредно комуницира са запосленима;\u003C\u002Fp>\n\n\u003Cp>2) прима усмене и писане представке\nзапослених;\u003C\u002Fp>\n\n\u003Cp>3) непосредно комуницира са руководиоцима\n– организаторима процеса рада;\u003C\u002Fp>\n\n\u003Cp>4) непосредно комуницира са лицем\nодређеним од стране послодавца да обавља\nпослове безбедности и здравља на раду,\nодносно са представницима одговарајуће\nслужбе код послодавца;\u003C\u002Fp>\n\n\u003Cp>5) даје мишљење и сугестије надлежним\nорганима у вези с применом прописа о\nбезбедности и здрављу на раду;\u003C\u002Fp>\n\n\u003Cp>6) захтева и инсистира на поштовању\nпрописа о безбедности и здрављу на раду и\nотклањању уочених недостатака;\u003C\u002Fp>\n\n\u003Cp>7) да истиче обавештења на огласним\nтаблама послодавца о активностима које\nпредузима.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 79.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду има право на плаћено\nодсуство, ради обављања активности везаних\nза безбедност и здравље на раду и право на\nплаћено одсуство за све време проведено на\nседницама Одбора за безбедност и здравље\nна раду, као и за време присуствовања\nинспекцијском надзору, у складу са законом\nи општим актом послодавца.\u003C\u002Fp>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду, за време плаћеног одсуства\nиз става 1. овог члана, има право на накнаду\nплате у висини просечне плате у претходних\n12 месеци.\u003C\u002Fp>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду, пре коришћења плаћених\nчасова за обављање активности безбедности\nи здравља на раду, дужан је да благовремено\nо томе обавести непосредног руководиоца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 80.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду, за време обављања функције\nи по престанку функције ужива заштиту\nсходно члану 188. Закона о раду, ако поступа у\nскладу са законом, колективним уговором и\nопштим актима послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 81.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Представник запослених за безбедност и\nздравље на раду дужан је да\nрепрезентативне синдикате информише о\nсвом раду најмање једном у шест месеци,\nодносно на сваки њихов захтев.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. Одбор за безбедност и здравље на раду\u003C\u002Fh3>\n\n\u003Ch4>Члан 82.\u003C\u002Fh4>\n\n\u003Cp>Чланови одбора за безбедност и здравље на\nраду су:\u003C\u002Fp>\n\n\u003Cp>1) представници запослених за безбедност\nи здравље на раду;\u003C\u002Fp>\n\n\u003Cp>2) представници које именује директор.\u003C\u002Fp>\n\n\u003Cp>Број и састав одбора за безбедност и\nздравље на раду уређује се колективним\nуговором код послодавца, при чему број\nпредставника запослених мора да буде\nнајмање за једног већи од броја\nпредставника послодавца, рачунајући и лице\nодређено од стране послодавца за послове\nбезбедности и здравља на раду.\u003C\u002Fp>\n\n\u003Cp>Иницијативу за формирање одбора за\nбезбедност и здравље на раду могу да\nподнесу и послодавац и репрезентативни\nсиндикати.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да омогући да се,\nнајкасније у року од 15 дана од дана\nпокретања иницијативе из става 3. овог\nчлана, образује одбор за безбедност и\nздравље на раду и почне са радом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 83.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Мандат чланова одбора за безбедност и\nздравље на раду траје четири године.\u003C\u002Fp>\n\n\u003Cp>Директор, односно репрезентативни\nсиндикат може увек променити члана одбора\nза безбедност и здравље на раду –\nпредставника послодавца, односно\nрепрезентативног синдиката, уколико не\nизвршава обавезе на начин прописан\nПословником о раду одбора.\u003C\u002Fp>\n\n\u003Cp>Председника одбора за безбедност и\nздравље на раду бирају чланови одбора\nвећином гласова.\u003C\u002Fp>\n\n\u003Cp>Председник одбора за безбедност и\nздравље на раду је увек из реда\nпредставника запослених.\u003C\u002Fp>\n\n\u003Cp>Пословником о раду одбор за безбедност и\nздравље на раду ближе уређује начин свога\nрада.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 84.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Одбор за безбедност и здравље на раду има\nследећа права да:\u003C\u002Fp>\n\n\u003Cp>1) буде информисан о резултатима процене\nризика;\u003C\u002Fp>\n\n\u003Cp>2) остварује увид у све акте који се односе\nна безбедност и здравље на раду;\u003C\u002Fp>\n\n\u003Cp>3) даје предлоге и учествује у разматрању\nсвих питања која се односе на спровођење\nбезбедности и здравља на раду;\u003C\u002Fp>\n\n\u003Cp>4) захтева од послодавца информације о\nсвим подацима који се односе на безбедност\nи здравље на раду;\u003C\u002Fp>\n\n\u003Cp>5) разматра извештај послодавца о стању\nбезбедности и здравља на раду запослених,\nкао и о спроведеним мерама;\u003C\u002Fp>\n\n\u003Cp>6) захтева од послодавца да предузме\nодговарајуће мере за отклањање или смањење\nризика који угрожава безбедност и здравље\nзапослених;\u003C\u002Fp>\n\n\u003Cp>7) захтева вршење инспекцијског надзора\nако сматра да нису спроведене одговарајуће\nмере безбедности и здравља на раду;\u003C\u002Fp>\n\n\u003Cp>8) упознаје се са налозима и предлозима\nили предузетим мерама инспекције рада;\u003C\u002Fp>\n\n\u003Cp>9) разматра извештаје о повредама на раду,\nпрофесионалним обољењима и обољењима у\nвези са радом и о предузетим мерама за\nбезбедност и здравље на раду од стране\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>10) разматра извештај послодавца о\nпредузетим мерама за спречавање\nнепосредне опасности по живот и здравље;\u003C\u002Fp>\n\n\u003Cp>11) разматра и даје сугестије на део\nколективног уговора код послодавца у\nобласти безбедности и здравља на раду у\nтоку преговора за закључивање и даје\nиницијативу за измене и допуне колективног\nуговора у овој области;\u003C\u002Fp>\n\n\u003Cp>12) разматра нацрте и предлоге свих аката\nпослодавца у области безбедности и здравља\nна раду и даје одговарајуће мишљење и\nсугестије;\u003C\u002Fp>\n\n\u003Cp>13) разматра и друга питања у складу са\nзаконом, колективним уговором и општим\nактима послодавца у области безбедности и\nздравља на раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 85.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да одбору за\nбезбедност и здравље на раду обезбеди\nпотребне просторне и\nадминистративно-техничке услове за\nнесметан рад, као и стручну подршку, у\nскладу са колективним уговором код\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 86.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Одбор за безбедност и здравље на раду\nдужан је да послодавцу и репрезентативним\nсиндикатима подноси шестомесечни извештај\nо своме раду.\u003C\u002Fp>\n\n\u003Cp>Послодавац и репрезентативни синдикати\nдужни су да размотре ставове и мишљења\nодбора за безбедност и здравље на раду и да\nо свом ставу известе одбор.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 87.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Чланови одбора за безбедност и здравље на\nраду имају право да присуствују семинарима\nи саветовањима ради едукације за обављање\nсвојих функција најмање једном годишње.\u003C\u002Fp>\n\n\u003Cp>Трошкове из става 1. овог члана сноси\nпослодавац.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 88.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Одбор за безбедност и здравље на раду\nостварује сарадњу са Управом за безбедност\nи здравље на раду и надлежним\nинспекцијама.\u003C\u002Fp>\n\n\u003Cp>Одбор за безбедност и здравље на раду\nможе од Управе за безбедност и здравље на\nраду да тражи мишљења о примени прописа о\nбезбедности и здрављу на раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-protectiveclothing\">\u003Ch3>5. Средства и опрема за личну заштиту на\nраду\u003C\u002Fh3>\n\n\u003Ch4>Члан 89.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Актом о процени ризика утврђују се врста\nсредстава и опреме за личну заштиту на раду\nза обављање појединих послова.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>6. Колективно осигурање запослених\u003C\u002Fh3>\n\n\u003Ch4>Члан 90.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да, на свој терет,\nколективно осигура запослене за случај\nсмрти, повреде на раду, професионалне\nболести, смањења или губитка радне\nспособности и да им обезбеди коришћење\nпревентивно рекреативних одмора.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да, поред осигурања\nиз става 1. овог члана, осигура запослене\nкоји раде на радним местима са повећаним\nризиком, у увећаном износу, утврђеним\nколективним уговором код послодавца, од\nповреда на раду и професионалних обољења.\u003C\u002Fp>\n\n\u003Cp>Учесници овог уговора споразумом\nутврђују начин реализације осигурања из\nст. 1. и 2. овог члана.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_trigger\">\u003Ch2>IX. ПЛАТА, НАКНАДА ПЛАТЕ И ДРУГА ПРИМАЊА\u003C\u002Fh2>\u003C\u002Fdiv>\n\n\u003Ch3>1. Елементи за утврђивање плате\u003C\u002Fh3>\n\n\u003Ch4>Члан 91.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на одговарајућу\nплату, која се утврђује у складу са законом\nи овим уговором.\u003C\u002Fp>\n\n\u003Cp>Плате се утврђују на основу основице за\nобрачун плата, коефицијената са којим се\nмножи основица, додатка на плату, обавеза\nкоје запослени плаћа по основу пореза и\nдоприноса за обавезно социјално осигурање\nиз плата, и дела плате по основу радног\nучинка, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Основна плата припада запосленом који\nради пуно радно време или радно време које\nсе сматра пуним радним временом.\u003C\u002Fp>\n\n\u003Cp>Основна плата и додаци на плату из члана\n95. овог уговора рачунају се на просечан\nфонд часова рада од 174 месечно.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-WAGES_determined\">\u003Ch3>2. Висина основице\u003C\u002Fh3>\n\n\u003Ch4>Члан 92.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Учесници овог уговора преговарају о\nвисини основице за обрачун и исплату плата\nсваке године у поступку доношења предлога\nбуџета Републике Србије.\u003C\u002Fp>\n\n\u003Cp>Учесници овог уговора у поступку\nпреговарања разматрају могућност и\nпотребу корекције коефицијената.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 93.\u003C\u002Fh4>\n\n\u003Cp>\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\nрепрезентативни синдикат у делатности\nздравствене заштите становништва у\nРепублици Србији.\u003C\u002Fp>\n\n\u003Cp>Учесници овог уговора обавезују се 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\u003Ch4>Члан 94.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Здравствене установе које остварују\nприходе који нису јавни приходи у складу са\nзаконом којим се уређују јавни приходи и\nјавни расходи могу увећати плате сразмерно\nучешћу трошкова рада у оствареном приходу,\nдо висине оствареног прихода.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да за сваки месец\nутврди приходе и расходе за остваривање\nправа из става 1. овог члана и о томе\nобавести репрезентативни синдикат.\u003C\u002Fp>\n\n\u003Cp>Елементи за обрачун и исплату плата у\nскладу са ставом 1. овог члана, утврђују се\nопштим актом послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 95.\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 нерадни\nдан у складу са законом – 110% од основне\nплате;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-NOCTPREM_trigger\">\u003Cp>2) за рад ноћу – 26% од основне плате;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SUNDAY_trigger\">\u003Cp>3) за рад недељом – 20% од основне плате;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowanceperc1_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-overtimeallowancetype_general\">\u003Cdiv class=\"cbaClause highlight\" id=\"clause-OVERTIME_trigger\">\u003Cp>4) за прековремени рад здравствених\nрадника (дежурство и рад по позиву) – 26% од\nосновне плате;\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cp>5) за прековремени рад немедицинских\nрадника и здравствених сарадника – 26% од\nосновне плате;\u003C\u002Fp>\n\n\u003Cp>6) по основу времена проведеног на раду за\nсваку пуну годину рада остварену у радном\nодносу код послодавца – 0,4% од основице.\u003C\u002Fp>\n\n\u003Cp>У случају када се запослени позове из\nприправности престаје стање приправности\nи отпочиње рад за који запослени има право\nна додатак на плату 26% од основне плате.\u003C\u002Fp>\n\n\u003Cp>Ако се истовремено стекну услови за\nувећање плате по више основа, плата се\nувећава процентом добијеним сабирањем\nпроцената увећања по свим основама.\u003C\u002Fp>\n\n\u003Cp>Основну плату за утврђивање додатка на\nплату из става 1. овог члана чини основна\nплата увећана за радни учинак, у складу са\nзаконом.\u003C\u002Fp>\n\n\u003Cp>За време приправности запослени има\nправо на додатак за сваки сат проведен у\nприправности у износу од 10% вредности\nрадног сата основне плате.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 96.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Здравствени радници и здравствени\nсарадници, као и друга лица запослена у\nздравственим установама, не смеју\nнапустити радно место док им се не обезбеди\nзамена иако је њихово радно време истекло,\nако би се тиме нарушило обављање\nздравствене делатности и угрозило здравље\nпацијената.\u003C\u002Fp>\n\n\u003Cp>Запослени који ради по истеку радног\nвремена из става 1. овог члана има право на\nдодатак на плату по основу прековременог\nрада за сваки сат тог рада.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 97.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Плата се исплаћује у два дела, и то први\nдео до 20. у месецу за који се врши исплата, а\nдруги део најкасније до 5. у наредном\nмесецу.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-apprenticeships\">\u003Ch4>Члан 98.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Плата приправника утврђује се у висини 80%\nосновне плате за послове за које је\nзакључио уговор о раду.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 99.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Лице са којим је послодавац закључио\nуговор о волонтерском раду може, у складу\nса општим актом код послодавца, поред права\nутврђених законом остварити и право на\nнакнаду за рад и на накнаду трошкова за\nдолазак и одлазак са рада.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>3. Накнада плате\u003C\u002Fh3>\n\n\u003Ch4>Члан 100.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду плате, у\nвисини просечне плате у претходних 12\nмесеци, у следећим случајевима:\u003C\u002Fp>\n\n\u003Cp>1) коришћења годишњег одмора;\u003C\u002Fp>\n\n\u003Cp>2) коришћења плаћеног одсуства, војне\nвежбе, на позив државног органа и др.;\u003C\u002Fp>\n\n\u003Cp>3) одсуства за време државних и верских\nпразника у складу са законом;\u003C\u002Fp>\n\n\u003Cp>4) присуствовања седницама државних\nоргана, органа управе и локалне самоуправе,\nоргана коморе, органа управљања у установи,\nоргана репрезентативних синдиката и\nсавеза синдиката у својству члана и\nсусретима радника здравствене\nделатности;\u003C\u002Fp>\n\n\u003Cp>5) стручног оспособљавања и усавршавања\nради потреба процеса рада;\u003C\u002Fp>\n\n\u003Cp>6) прекида рада до којег је дошло наредбом\nдржавних органа, односно установе због\nнеобезбеђивања безбедности и заштите\nздравља на раду која је услов даљег\nобављања рада без угрожавања живота и\nздравља запослених и других лица.\u003C\u002Fp>\n\n\u003Cp>У случају из става 1. тачка 5) овог члана,\nзапослени који је на специјализацији има\nправо на усклађивање накнаде плате.\u003C\u002Fp>\n\n\u003Cp>Утврђена висина накнаде плате из става 2.\nовог члана увећава се за проценат увећања\nплате за делатност здравства.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 101.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду плате за\nвреме привремене спречености за рад до 30\nдана, и то:\u003C\u002Fp>\n\n\u003Cp>1) у висини од 65% просечне плате у\nпретходних 12 месеци пре месеца у којем је\nнаступила привремена спреченост за рад,\nако је спреченост за рад проузрокована\nболешћу или повредом ван рада;\u003C\u002Fp>\n\n\u003Cp>2) у висини 100% просечне плате у претходних\n12 месеци пре месеца у којем је наступила\nпривремена спреченост за рад, ако је\nспреченост за рад проузрокована повредом\nна раду или професионалном болешћу,\nмалигним обољењима и због добровољног\nдавања органа и ткива, изузев добровољног\nдавања крви.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-covid\">\u003Ch4>Члан 101а*\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>Запослени има право на накнаду плате\nу висини од 100% просечне плате у претходних\n12 месеци пре месеца у којем је наступила\nпривремена спреченост за рад, ако је\nспреченост за рад настала због потврђене\nзаразне болести COVID-19 или због мере\nизолације или самоизолације наложене у\nвези са том болешћу, а која је наступила као\nпоследица непосредног излагања ризику по\nоснову обављања послова и радних задатака,\nодносно службених дужности и контаката са\nлицима којима је потврђена болест COVID-19 или\nналожена мера изолације или\nсамоизолације.*\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Запослени остварује право из става 1.\nовог члана тако што се:*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cp>\u003Cstrong>1) за првих 30 дана одсуства са рада,\nисплата висине накнаде плате врши из\nсредстава послодавца;*\u003C\u002Fstrong>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-healthinsurance\">\u003Cp>\u003Cstrong>2) почев од 31. дана одсуства са рада,\nисплата висине накнаде плате врши из\nсредстава обавезног здравственог\nосигурања до законом прописане висине\nнакнаде плате, а из средстава послодавца,\nза преостали износ разлике до висине од 100%\nпросечне плате.*\u003C\u002Fstrong>\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003Cstrong>Право на накнаду плате из ст. 1. и 2.\nовог члана, остварује запослени који је\nодсуствовао са рада почев од 1. марта 2020.\nгодине из разлога наведених у ставу 1. овог\nчлана.*\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 58\u002F2020\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>4. Накнада трошкова\u003C\u002Fh3>\n\n\u003Ch4>Члан 102.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на накнаду трошкова,\nи то:\u003C\u002Fp>\n\n\u003Cp>1) за долазак и одлазак са рада у висини\nцене превозне карте у јавном саобраћају,\nако послодавац није обезбедио сопствени\nпревоз, у складу са колективним уговором\nкод послодавца, правилником о раду и\nуговором о раду;\u003C\u002Fp>\n\n\u003Cp>2) за време проведено на службеном путу у\nземљи;\u003C\u002Fp>\n\n\u003Cp>3) за време проведено на службеном путу у\nиностранству, под условима и на начин\nутврђен прописима којима се регулише\nслужбени пут државних службеника и\nнамештеника.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-COMMUTE_trigger\">\u003Cp>Ако од места становања до места рада не\nпостоји јавни саобраћај, запослени има\nправо на накнаду за превоз у висини цене\nмесечне претплатне карте у јавном\nсаобраћају за сличну најближу релацију за\nкоју постоји јавни превоз, односно у висини\nцене карте ако не постоји месечна\nпретплатна карта или ако распоред радног\nвремена запосленог не одговара\nорганизацији јавног превоза за који се\nутврђује месечна претплатна карта, а на\nоснову потврде јавног превозника.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Накнада трошкова из става 1. тачка 2) 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.\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>\u003C\u002Fp>\n\n\u003Ch4>Члан 103.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да запосленом\nобезбеди накнаду трошкова коришћења\nсопственог аутомобила у службене сврхе до\nизноса 30% цене једног литра погонског\nгорива по пређеном километру.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 104.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може из сопствених прихода\nздравствене установе обезбедити\nзапосленом, који је упућен на рад или\nстручно усавршавање ван места\nпребивалишта његове уже породице и ван\nместа послодавца, право на накнаду за\nодвојен живот.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>5. Друга примања\u003C\u002Fh3>\n\n\u003Ch4>Члан 105.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан запосленом да\nисплати:\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-contractseverancepay\">\u003Cp>1) отпремнину при одласку у пензију у\nвисини три просечне плате запосленог у\nпоследњих 12 месеци, с тим што тако\nисплаћена отпремнина не може бити нижа од\nтри просечне плате код послодавца у\nпоследњих 12 месеци, односно три просечне\nзараде исплаћене у Републици Србији према\nпоследњем објављеном податку републичког\nоргана надлежног за послове статистике,\nако је то за запосленог повољније;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-funeralpay\">\u003Cp>2) накнаду трошкова погребних услуга у\nслучају смрти члана уже породице, а\nчлановима уже породице у случају смрти\nзапосленог, у висини трошкова погребних\nуслуга, до висине неопорезивог износа, који\nпризнаје Републички фонд за пензијско и\nинвалидско осигурање;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>3) накнаду штете због повреде на раду или\nпрофесионалног обољења у складу са овим,\nодносно колективним уговором код\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>Члановима уже породице, у смислу става 1.\nтачка 2) овог члана, сматрају се брачни друг,\nванбрачни партнер запосленог и деца\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Запосленима припада право на исплату\nновогодишње награде у једнаком износу.\u003C\u002Fp>\n\n\u003Cp>О висини награде из става 3. овог члана,\nВлада и репрезентативни синдикати у\nделатности здравствене заштите\nстановништва у Републици Србији\nпреговарају сваке године у поступку\nдоношења предлога буџета Републике\nСрбије.\u003C\u002Fp>\n\n\u003Cp>Деци запослених до 15 година старости\nприпада право на пригодан поклон за Нову\nгодину – новчана честитка у вредности до\nнеопорезивог износа који је предвиђен\nзаконом којим се уређује порез на доходак\nграђана, у складу са одлуком директора\nздравствене установе, а уз претходно\nприбављено мишљење репрезентативног\nсиндиката у установи, који припада\nрепрезентативном синдикату у делатности\nздравствене заштите становништва у\nРепублици Србији.\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SENIOR_trigger\">\u003Cp>Послодавац је дужан да запосленом\nисплати јубиларну награду у износу од:\u003C\u002Fp>\n\n\u003Cp>1) 50% просечне зараде у Републици Србији –\nза 10 година рада проведених у радном\nодносу;\u003C\u002Fp>\n\n\u003Cp>2) једне просечне зараде у Републици\nСрбији – за 20 година рада проведених у\nрадном односу;\u003C\u002Fp>\n\n\u003Cp>3) једне и по просечне зараде у Републици\nСрбији – за 30 година рада проведених у\nрадном односу;\u003C\u002Fp>\n\n\u003Cp>4) две просечне зараде у Републици Србији\n– за 35 година рада проведених у радном\nодносу;\u003C\u002Fp>\n\n\u003Cp>5) три просечне зараде у Републици Србији\n– за 40 година рада проведених у радном\nодносу.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>Исплата доспева у року од 30 дана од дана\nкада је запослени стекао право на\nјубиларну награду, у складу са просеком\nзараде из статистичких података из\nдецембра месеца претходне године.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-SOCSEC_trigger\">\u003Ch4>Члан 106.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-pensionfund\">\u003Cp>Послодавац може из сопствених прихода\nздравствене установе да:\u003C\u002Fp>\n\n\u003Cp>– уплати премију запосленом за\nдобровољно пензијско осигурање,\u003C\u002Fp>\u003C\u002Fdiv>\u003C\u002Fdiv>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-disabilitypay\">\u003Cp>– уплати премију запосленом за\nколективно осигурање од последица незгода\nи колективно осигурање за случај тежих\nболести и хируршких интервенција,\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>– исплати награду запосленим женама\nповодом 8. марта.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 107.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право на солидарну помоћ у\nслучају:\u003C\u002Fp>\n\n\u003Cp>1) дуже или теже болести запосленог или\nчлана његове уже породице;\u003C\u002Fp>\n\n\u003Cp>2) набавке медицинско-техничких помагала\nза рехабилитацију запосленог или члана\nњегове уже породице;\u003C\u002Fp>\n\n\u003Cp>3) здравствене рехабилитације\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>4) настанка теже инвалидности\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>5) набавке лекова за запосленог или члана\nуже породице.\u003C\u002Fp>\n\n\u003Cp>Висина помоћи у току године, у\nслучајевима утврђеним у ставу 1. овог члана\nпризнаје се на основу уредне документације\nдо висине два неопорезована износа\nпредвиђена Законом о порезу на доходак\nграђана.\u003C\u002Fp>\n\n\u003Cp>У случајевима утврђеним у ставу 1. тач. 2), 3)\nи 5) овог члана висина помоћи у току године\nпризнаје се ако ово право није остварено на\nтерет средстава обавезног здравственог\nосигурања.\u003C\u002Fp>\n\n\u003Cp>Запослени има право на солидарну помоћ и\nу следећим случајевима:\u003C\u002Fp>\n\n\u003Cp>1) рођења детета запосленог – у висини\nпросечне месечне зараде без пореза и\nдоприноса у Републици Србији према\nпоследњем објављеном податку органа\nнадлежног за послове статистике;\u003C\u002Fp>\n\n\u003Cp>2) помоћ запосленој за један покушај\nвантелесне оплодње – у висини три просечне\nмесечне зараде у Републици Србији према\nпоследњем објављеном податку органа\nнадлежног за послове статистике, а на\nоснову уредне документације, под условом\nда испуњава критеријуме прописане законом\nи да је исцрпела све могућности\nостваривања овог права у поступку код\nРепубличког фонда за здравствено\nосигурање;\u003C\u002Fp>\n\n\u003Cp>3) помоћ због уништења или оштећења\nимовине, елементарних и других ванредних\nдогађаја – у висини просечне месечне\nзараде без пореза и доприноса у Републици\nСрбији према последњем објављеном податку\nоргана надлежног за послове статистике;\u003C\u002Fp>\n\n\u003Cp>4) другу солидарну помоћ у складу са\nопштим актом.\u003C\u002Fp>\n\n\u003Cp>Чланом уже породице из става 1. тач. 1), 2) и 5)\nовог члана сматра се: брачни и ванбрачни\nдруг, дете рођено у браку и ван брака,\nпасторак, усвојеник и друга лица према\nкојима запослени има законску обавезу\nиздржавања.\u003C\u002Fp>\n\n\u003Cp>У случају да је више чланова уже породице\nзапослено код послодавца, право на\nсолидарну помоћ за члана уже породице из\nстава 4. тач. 1) и 3) остварује један\nзапослени.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 108.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да детету\nздравственог радника и другог запосленог у\nздравственој установи, који је изгубио\nживот у обављању послова исплаћује месечну\nновчану помоћ и то по категоријама:\u003C\u002Fp>\n\n\u003Cp>– за дете предшколског узраста – 10%\nпросечно исплаћене зараде без пореза и\nдоприноса у Републици у претходној\nгодини;\u003C\u002Fp>\n\n\u003Cp>– за дете школског узраста до завршетка\nосновне школе – 15% просечно исплаћене\nзараде без пореза и доприноса у Републици у\nпретходној години;\u003C\u002Fp>\n\n\u003Cp>– за дете које похађа средњу школу,\nодносно редовног студента најкасније до\nнавршених 26 година живота – 25% просечно\nисплаћене зараде без пореза и доприноса у\nРепублици у претходној години.\u003C\u002Fp>\n\n\u003Cp>У случају да запослени из става 1. ово\nчлана има више деце која се налазе у\nразличитим категоријама, исплаћује се\nједан износ помоћи и то детету које\nостварује најповољније право.\u003C\u002Fp>\n\n\u003Cp>У случају да запослени из става 1. овог\nчлана има више деце која се налазе у истој\nкатегорији, исплаћује се један износ\nновчане помоћи.\u003C\u002Fp>\n\n\u003Cp>У случају да запослени из става 1. овог\nчлана нема деце, послодавац је дужан да\nбрачном, односно ванбрачном другу\nзапосленог исплати једнократну новчану\nпомоћ у износу просечно исплаћене нето\nплате у Републици у претходној години.\u003C\u002Fp>\n\n\u003Cp>Новчана помоћ из става 4. овог члана\nдоспева у року од 30 дана од дана када је\nзапослени изгубио живот.\u003C\u002Fp>\n\n\u003Cp>Исплата месечне новчане помоћи, односно\nједнократне новчане помоћи, обезбеђује се\nиз средстава послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 109.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може из сопствених прихода\nздравствене установе да запосленом\nобезбеди помоћ за набавку зимнице, огрева и\nуџбеника.\u003C\u002Fp>\n\n\u003Cp>Ближи услови за доделу помоћи из става 1.\nовог члана уређују се општим актом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>X. ПРЕСТАНАК РАДНОГ ОДНОСА\u003C\u002Fh2>\n\n\u003Ch4>Члан 110.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>апосленом престаје радни однос и то:\u003C\u002Fp>\n\n\u003Cp>1) истеком рока за који је заснован;\u003C\u002Fp>\n\n\u003Cp>2) кад запослени наврши 65 година живота и\nнајмање 15 година стажа осигурања, ако се\nпослодавац и запослени друкчије не\nспоразумеју;\u003C\u002Fp>\n\n\u003Cp>3) споразумом између запосленог и\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>4) отказом уговора о раду од стране\nпослодавца или запосленог;\u003C\u002Fp>\n\n\u003Cp>5) на захтев родитеља или старатеља\nзапосленог млађег од 18 година живота;\u003C\u002Fp>\n\n\u003Cp>6) смрћу запосленог;\u003C\u002Fp>\n\n\u003Cp>7) у другим случајевима предвиђеним\nзаконом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>1. Престанак радног односа независно од\nвоље запосленог и воље послодавца\u003C\u002Fh3>\n\n\u003Ch4>Члан 111.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленом престаје радни однос\nнезависно од његове воље и воље\nпослодавца:\u003C\u002Fp>\n\n\u003Cp>1) ако је на начин прописан законом\nутврђено да је код запосленог дошло до\nгубитка радне способности – даном\nдостављања правноснажног решења о\nутврђивању губитка радне способности;\u003C\u002Fp>\n\n\u003Cp>2) ако му је, по одредбама закона, односно\nправноснажној одлуци суда, забрањено да\nобавља одређене послове, а не може му се\nобезбедити обављање других послова у\nздравственој установи – даном достављања\nправоснажне одлуке;\u003C\u002Fp>\n\n\u003Cp>3) ако због издржавања казне затвора мора\nда буде одсутан са рада у трајању дужем од\nшест месеци – даном ступања на издржавање\nказне;\u003C\u002Fp>\n\n\u003Cp>4) ако му је изречена мера безбедности,\nваспитна или заштитна мера у трајању дужем\nод шест месеци и због тога мора да буде\nодсутан са рада – даном почетка\nпримењивања те мере.\u003C\u002Fp>\n\n\u003Ch3>2. Отказ од стране послодавца\u003C\u002Fh3>\n\n\u003Ch4>Члан 112.\u003C\u002Fh4>\n\n\u003Cp>Послодавац може запосленом да откаже\nуговор о раду у складу са законом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 113.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленом се не може отказати уговор о\nраду ако одбије да ради јер му прети\nнепосредна опасност по живот и здравље,\nзбог тога што нису спроведене прописане\nмере безбедности и здравља на раду.\u003C\u002Fp>\n\n\u003Cp>Запослени не може бити одговоран за\nповреду радне дисциплине и повреду радних\nобавеза коју је учинио ако постоје\nоколности које искључују његову\nодговорност.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 114.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да пре отказа уговора\nо раду, у случајевима прописаним Законом о\nраду запосленог писаним путем упозори на\nпостојање разлога за отказ уговора о раду\nса конкретно утврђеним чињеницама и да му\nостави рок од најмање осам радних дана од\nдана достављања упозорења да се у писаној\nформи изјасни на наводе из упозорења.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 115.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да писано упозорење\nдостави запосленом.\u003C\u002Fp>\n\n\u003Cp>Упозорење мора да садржи конкретне\nчињенице које су утврђене, уочене грешке\nзапосленог у раду, законски основ на основу\nкога му се упућује писмено упозорење о\nмогућем отказу уговора о раду, као и рок за\nдавање одговора на упозорење.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 116.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац може запосленом за повреду\nрадне обавезе или непоштовање радне\nдисциплине у смислу закона о раду, ако\nсматра да постоје олакшавајуће околности\nили да повреда радне обавезе, односно\nнепоштовање радне дисциплине, није такве\nприроде да запосленом треба да престане\nрадни однос, уместо отказа уговора о раду,\nда изрекне једну од мера предвиђених\nзаконом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 117.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени уз изјашњење може да приложи\nмишљење синдиката чији је члан, у року из\nчлана 114. овог уговора.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да размотри\nприложено мишљење синдиката.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 118.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац не може да откаже уговор о\nраду запосленом због следећег:\u003C\u002Fp>\n\n\u003Cp>1) привремене спречености за рад услед\nболести, несреће на раду или\nпрофесионалног обољења;\u003C\u002Fp>\n\n\u003Cp>2) коришћења породиљског одсуства,\nодсуства са рада ради неге детета и\nодсуства са рада ради посебне неге\nдетета;\u003C\u002Fp>\n\n\u003Cp>3) чланства у политичкој организацији,\nсиндикату, пола, језика, националне\nприпадности, социјалног порекла,\nвероисповести, политичког или другог\nуверења или неког другог личног својства\nзапосленог;\u003C\u002Fp>\n\n\u003Cp>4) деловања у својству представника\nзапослених у складу са законом;\u003C\u002Fp>\n\n\u003Cp>5) обраћања запосленог синдикату или\nорганима надлежним за заштиту права из\nрадног односа у складу са законом, општим\nактом или уговором о раду;\u003C\u002Fp>\n\n\u003Cp>6) достављање података или информација\nсиндикату, а који су везани за обављање\nпослова на којима запослени ради.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XI. УСЛОВИ ЗА РАД СИНДИКАТА\u003C\u002Fh2>\n\n\u003Ch4>Члан 119.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени код послодавца имају право да,\nбез претходног одобрења, образују\nсиндикат, као и да приступају и иступају из\nсиндиката под условима прописаним\nстатутом и правилима синдиката.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 120.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Синдикат има право на доношење својих\nстатута и правила, слободне изборе\nпредставника, организован начин управљања\nи деловања и формулисање свог акционог\nпрограма.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 121.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Синдикат не може бити распуштен или\nњегова делатност обустављена или\nзабрањена административним актом\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 122.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени приступа синдикату\nдобровољним потписивањем приступнице.\u003C\u002Fp>\n\n\u003Cp>Запослени иступа из синдиката\nдобровољним потписивањем иступнице.\u003C\u002Fp>\n\n\u003Cp>Изглед и садржај приступнице и иступнице\nуређује се актом синдиката.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 123.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да обезбеди:\u003C\u002Fp>\n\n\u003Cp>1) представнику репрезентативног\nсиндиката у установи, који припада\nрепрезентативном синдикату у делатности\nздравствене заштите становништва у\nРепублици Србији присуствовање седницама\nуправног одбора на којима се разматрају\nпитања од значаја за материјални и\nсоцијални положај запослених;\u003C\u002Fp>\n\n\u003Cp>2) да се размотре мишљења и предлози\nрепрезентативног синдиката у установи,\nкоји припада репрезентативном синдикату у\nделатности здравствене заштите\nстановништва у Републици Србији пре\nдоношења одлука од значаја за материјални,\nекономски и социјални положај\nзапослених.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 124.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац има обавезу да\nрепрезентативни синдикат у установи, који\nприпада репрезентативном синдикату у\nделатности здравствене заштите\nстановништва у Републици Србији\nобавештава о питањима из своје\nнадлежности, које су од битног значаја за\nекономски и радно-социјални положај\nзапослених, а нарочито о:\u003C\u002Fp>\n\n\u003Cp>– плану рада здравствене установе,\nодносно уговору закљученом са Републичким\nфондом за здравствено осигурање;\u003C\u002Fp>\n\n\u003Cp>– годишњем извештају о извршеном плану\nрада по уговору и изван уговора;\u003C\u002Fp>\n\n\u003Cp>– структури остварених прихода и\nтрошкова;\u003C\u002Fp>\n\n\u003Cp>– учешћу плата у трошковима пословања\nпослодавца;\u003C\u002Fp>\n\n\u003Cp>– подацима о просечној плати, исплаћеним\nплатама по квалификацијама и по\nорганизационим јединицама;\u003C\u002Fp>\n\n\u003Cp>– броју новопримљених запослених, на\nкоје послове су распоређени и у коју радну\nјединицу;\u003C\u002Fp>\n\n\u003Cp>– месечним извештајима о безбедности и\nзаштити здравља на раду и повредама\nзапослених;\u003C\u002Fp>\n\n\u003Cp>– другим питањима, у складу са\nпостигнутим договором.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да репрезентативном\nсиндикату у установи, који припада\nрепрезентативном синдикату у делатности\nздравствене заштите становништва у\nРепублици Србији омогући приступ свим\nпословима код послодавца, када је то\nпотребно у циљу заштите права запослених\nутврђених законом и колективним уговорима,\nуз поштовање услова и стандарда утврђених\nзаконом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 125.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да овлашћеним\nпредставницима синдиката омогући\nодсуствовање са рада ради реализације\nпрограмских активности и присуствовања\nсиндикалним састанцима, конференцијама,\nседницама, семинарима и конгресима, по\nпозиву органа који организује састанак.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да за едукативне\nсеминаре и сл., а према одлуци надлежног\nоргана синдиката, омогући одсуствовање са\nрада представницима синдиката у трајању до\nседам радних дана годишње.\u003C\u002Fp>\n\n\u003Cp>Послодавац је обавезан да представницима\nсиндиката који су изабрани у синдикате\nвишег нивоа организовања омогући\nодсуствовање са рада за учествовање у раду\nтих органа, уз приложен позив.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 126.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Списак са именима синдикалних\nпредставника у здравственој установи,\nизабраних у складу са статутом синдиката,\nкоји је потписан од председника синдиката\nу здравственој установи, прослеђује се\nдиректору.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 127.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да репрезентативном\nсиндикату код послодавца, без накнаде\nтрошкова и посредством службе која обавља\nадминистративне и техничке послове:\u003C\u002Fp>\n\n\u003Cp>1) обезбеди обављање административних и\nтехничких послова, коришћење телефона,\nтелефакса, рачунара, апарата за копирање и\nумножавање, и друге услове за обављање\nпослова везаних за основну синдикалну\nактивност;\u003C\u002Fp>\n\n\u003Cp>2) коришћење условног канцеларијског\nпростора са неопходним канцеларијским\nнамештајем, у зависности од броја чланова\nсиндиката;\u003C\u002Fp>\n\n\u003Cp>3) коришћење сале за састанке;\u003C\u002Fp>\n\n\u003Cp>4) огласни простор приступачан\nзапосленима ради истицања обавештења и\nинформација;\u003C\u002Fp>\n\n\u003Cp>5) да омогући синдикату да запосленима\nдостављају информације, билтене,\nпубликације, летке и друга документа\nорганизације синдиката, која су у функцији\nобавештавања и вршења синдикалних\nактивности.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да синдикату, без\nнакнаде трошкова и посредством службе која\nобавља административне и техничке\nпослове:\u003C\u002Fp>\n\n\u003Cp>1) одбије износ синдикалне чланарине од\nплате запосленог и уплати га на\nодговарајући рачун синдиката, у складу са\nстатутом и правилима синдиката;\u003C\u002Fp>\n\n\u003Cp>2) врши обраду података о уплати чланарине\nи даје на увид овлашћеном лицу синдиката.\u003C\u002Fp>\n\n\u003Cp>Обавеза послодавца из става 2. тачка 1)\nовог члана престаје у складу са статутом\nсиндиката даном престанка чланства\nзапосленог у синдикату.\u003C\u002Fp>\n\n\u003Cp>Послодавац може, репрезентативном\nсиндикату код послодавца, да без накнаде\nтрошкова и посредством службе која обавља\nадминистративне и техничке послове,\nобезбеди употребу службеног аутомобила\nили другог одговарајућег превозног\nсредства, са плаћеним трошковима за\nодлазак на састанке, семинаре, и сл.,\nуколико здравствена установа располаже\nдовољним бројем службених аутомобила.\u003C\u002Fp>\n\n\u003Cp>Послодавац може да учествује у\nтрошковима организације културних\nманифестација и рекреативно-спортских\nтакмичења и сусрета у организацији\nрепрезентативног синдиката у делатности\nздравствене заштите становништва у\nРепублици Србији.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 128.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да репрезентативном\nсиндикату код послодавца достави сва акта\nкоја се односе на рад и организацију рада у\nустанови и на положај запослених (статут\nустанове, Правилник о организацији и\nсистематизацији послова, акт установе\nкојим је утврђена пословна тајна у складу\nса законом, акт о решавању стамбених\nпотреба, акт у складу са прописима о\nбезбедности и здрављу на раду, акт о\nнормативима и стандардима за утврђивање\nрезултата рада запослених, уговор закључен\nса Републичким фондом за здравствено\nосигурање и др.), осим аката који су законом\nутврђени као пословна тајна.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да синдикату из става\n1. овог члана достави списак аката који се\nсматрају пословном тајном.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-TRADEUNLEAV_trigger\">\u003Ch4>Члан 129.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Овлашћени представник репрезентативног\nсиндиката у установи има право на плаћено\nодсуство ради обављања синдикалне\nфункције, и то:\u003C\u002Fp>\n\n\u003Cp>1) на 40 плаћених часова рада месечно ако\nсиндикат има најмање 200 чланова и по 1 сат\nмесечно за сваких следећих 100 чланова;\u003C\u002Fp>\n\n\u003Cp>2) на сразмерно мање плаћених часова ако\nсиндикат има мање од 200 чланова.\u003C\u002Fp>\n\n\u003Cp>Изабрани, односно именовани представник\nрепрезентативног синдиката на нивоу\nРепублике у вишим органима и телима и то:\nпредседник, односно повереник окружног,\nодносно регионалног, односно градског,\nпокрајинског и републичког\nрепрезентативног органа синдиката има\nправо на најмање 60 плаћених сати рада\nмесечно за рад у синдикату.\u003C\u002Fp>\n\n\u003Cp>Број часова рада из става 2. овог члана\nувећава се сразмерно броју чланова\nсиндиката (један сат на 500 чланова) на\nокругу – граду, односно региону, покрајини\nи Републици.\u003C\u002Fp>\n\n\u003Cp>Колективним уговором код послодавца или\nспоразумом послодавца и синдиката\nутврђује се број овлашћених представника\nсиндиката који имају право на плаћено\nодсуство, сразмерно броју чланова, у складу\nса критеријумима.\u003C\u002Fp>\n\n\u003Cp>Ако колективни уговор или споразум није\nзакључен, председник подружнице и члан\nоргана синдиката имају право на 50% плаћених\nсати из става 1. овог члана.\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 130.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да овлашћеном\nпредставнику репрезентативног синдиката у\nустанови, који припада репрезентативном\nсиндикату у делатности здравствене\nзаштите становништва у Републици Србији,\nучеснику у преговарању за закључивање овог\nколективног уговора, исплаћује увећану\nмесечну плату у висини три основице за\nобрачун и исплату плата запослених у\nздравству и то:\u003C\u002Fp>\n\n\u003Cp>1) председнику, односно поверенику\nрепрезентативног синдиката у здравственој\nустанови;\u003C\u002Fp>\n\n\u003Cp>2) председнику, односно поверенику\nокружног, односно регионалног, градског,\nпокрајинског и републичког органа\nсиндиката, репрезентативног на нивоу\nРепублике, у области здравства.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 131.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да поштује услове,\nприступања, односно иступања из синдиката,\nвисину и начин плаћања синдикалне\nчланарине утврђене актима синдиката чији\nје запослени члан, на основу његове писмене\nсагласности.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 132.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да најмање једном у\nтри месеца сазове заједнички састанак\nпредставника репрезентативних\nсиндиката.\u003C\u002Fp>\n\n\u003Cp>На састанцима се разматрају питања\nвезана за материјални и социјални положај\nзапослених и примену колективног\nуговора.\u003C\u002Fp>\n\n\u003Cp>Послодавац и синдикат имају обавезу\nредовног, потпуног и благовременог\nмеђусобног обавештавања.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 133.\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 запосленог због његовог\nстатуса или активности у својству\nпредставника запослених, чланства у\nсиндикату или учешћа у синдикалним\nактивностима.\u003C\u002Fp>\n\n\u003Cp>Изузетно од става 1. овог члана,\nпослодавац не може да откаже уговор о раду,\nнити на други начин да стави у неповољан\nположај (распоређивање на друге, мање\nплаћене послове, распоређивање у другу\nорганизациону целину, упућивање на рад у\nдруго место рада, упућивање на рад код\nдругог послодавца, проглашавање\nтехнолошким вишком) представника\nрепрезентативног синдиката у установи,\nкоји припада репрезентативном синдикату у\nделатности здравствене заштите\nстановништва у Републици Србији\n(председник синдикалне организације,\nсиндикалне подружнице, синдикални\nповереник, чланови органа синдиката,\nпредседник окружног, градског,\nпокрајинског и републичког одбора) за\nвреме обављања функције и по престанку\nфункције, у складу са законом.\u003C\u002Fp>\n\n\u003Cp>Запослени коме мирују права и обавезе\nзбог избора, односно именовања на функцију\nу синдикату, има право да се у року од 15 дана\nод дана престанка функције врати на рад код\nпослодавца на одговарајуће радно место.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XII. ОБАВЕШТАВАЊЕ РЕПРЕЗЕНТАТИВНИХ\nСИНДИКАТА\u003C\u002Fh2>\n\n\u003Ch4>Члан 134.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да обавештава\nрепрезентативни синдикат о свим питањима\nкоја су од значаја за социјално-економски\nположај и права и обавезе запослених, а\nнарочито о развојним циљевима установе,\nпромени делатности установе,\nорганизационим променама, годишњем\nобрачуну (завршном рачуну), годишњим\nпрограмима рада и пословања, годишњим\nпрограмима стручног усавршавања.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да благовремено,\nпотпуно и истинито обавештава\nрепрезентативни синдикат о свим\nактивностима, одлукама и мерама које\nпредузима Министарство здравља, а које су\nод значаја за социјално-економски положај\nи радно-правни статус запослених.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 135.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запослени има право да, у складу са чланом\n134. овог уговора, захтева обавештење о:\u003C\u002Fp>\n\n\u003Cp>1) питањима која се односе на послове које\nобавља или организациону јединицу у којој\nради;\u003C\u002Fp>\n\n\u003Cp>2) променама које се односе на његово\nрадно ангажовање;\u003C\u002Fp>\n\n\u003Cp>3) питањима из области плата и других\nправа из радног односа.\u003C\u002Fp>\n\n\u003Cp>Захтев из става 1. овог члана, запослени\nподноси у писменој форми или упућује\nусмено репрезентативном синдикату.\u003C\u002Fp>\n\n\u003Cp>О захтеву из става 1. овог члана који је\nдостављен у писменој форми,\nрепрезентативни синдикат се писмено\nобавештава у року од 30 дана од дана пријема\nзахтева.\u003C\u002Fp>\n\n\u003Cp>Запослени има право да саопшти своје\nмишљење о свим питањима која се односе на\nорганизацију радног процеса и послове на\nкојима је ангажован, преко\nрепрезентативног синдиката.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XIII. ПРАВА И ДУЖНОСТИ У ШТРАЈКУ\u003C\u002Fh2>\n\n\u003Ch4>Члан 136.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Синдикат може организовати штрајк под\nусловима утврђеним законом и овим\nуговором.\u003C\u002Fp>\n\n\u003Cp>Послодавац је дужан да општим актом\nутврди начин обезбеђивања минимума\nпроцеса рада за време штрајка, у складу са\nактом оснивача о минимуму процеса рада за\nвреме штрајка у здравственим установама.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 137.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Организовање штрајка и учествовање у\nштрајку у складу са законом и овим\nуговором, не представља повреду радне\nобавезе.\u003C\u002Fp>\n\n\u003Cp>Запослени који учествују у штрајку\nостварују основна права из радног односа, у\nскладу са законом.\u003C\u002Fp>\n\n\u003Cp>Послодавац не може спречавати штрајк\nкоји је организован у складу са законом и\nовим уговором, нити спречавати запослене\nда учествују у штрајку.\u003C\u002Fp>\n\n\u003Cp>Послодавац не може предузимати мере\nпринуде ради окончања штрајка\nорганизованог у складу са законом и овим\nуговором, нити предвидети повољнију плату\nили друге повољније услове рада за\nзапослене који не учествују у штрајку.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XIV. ОСТВАРИВАЊЕ И ЗАШТИТА ПРАВА\nЗАПОСЛЕНИХ\u003C\u002Fh2>\n\n\u003Ch4>Члан 138.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>О правима, обавезама и одговорностима\nзапослених одлучује директор здравствене\nустанове или лице које он овласти у писаној\nформи.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 139.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Запосленом се у писаном облику доставља\nрешење о остваривању права, обавеза и\nодговорности са образложењем и поуком о\nправном леку.\u003C\u002Fp>\n\n\u003Cp>Решење се доставља запосленом лично, у\nпросторијама послодавца, односно на адресу\nпребивалишта или боравишта запосленог.\u003C\u002Fp>\n\n\u003Cp>Ако послодавац није у могућности да\nизврши личну доставу писмена дужан је да о\nтоме сачини службену белешку, након чега ће\nрешење објавити на огласној табли\nпослодавца.\u003C\u002Fp>\n\n\u003Cp>По истеку осам дана од дана објављивања\nрешења на огласној табли послодавца решење\nсе сматра уредно достављеним запосленом.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XV. МИРНО РЕШАВАЊЕ СПОРОВА\u003C\u002Fh2>\n\n\u003Ch3>1. Индивидуални спор\u003C\u002Fh3>\n\n\u003Ch4>Члан 140.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Општим актом и уговором о раду може да се\nпредвиди поступак споразумног решавања\nспорних питања између послодавца и\nзапосленог.\u003C\u002Fp>\n\n\u003Cp>Спорна питања решава арбитар кога\nспоразумно одређују стране у спору, а из\nреда стручњака који је стручан за предмет\nспора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 141.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Поступак пред арбитром покреће се у року\nод три радна дана од дана достављања решења\nзапосленима.\u003C\u002Fp>\n\n\u003Cp>Арбитар је дужан да донесе одлуку у року\nод 10 дана од дана подношења захтева за\nспоразумно решавање спорних питања.\u003C\u002Fp>\n\n\u003Cp>Запосленом коме је послодавац отказао\nуговор о раду, а траје поступак пред\nарбитром тим поводом, мирује радни однос.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 142.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ако арбитар у року од десет дана од дана\nподношења захтева за споразумно решавање\nспорних питања не донесе одлуку, решење о\nотказу уговора о раду постаје извршно.\u003C\u002Fp>\n\n\u003Cp>Одлука арбитра је коначна и обавезује\nпослодавца и запосленог.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 143.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Против решења којим је повређено право\nзапосленог, или је запослени сазнао за\nповреду права, запослени, односно\nпредставник синдиката чији је запослени\nчлан, ако га запослени овласти, може да\nпокрене спор пред надлежним судом у року од\n60 дана од дана достављања решења, односно\nод сазнања за повреду права.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 144.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Индивидуални радни спор може се решавати\nу поступку пред Републичком агенцијом за\nмирно решавање радних спорова, у складу са\nзаконом који регулише област мирног\nрешавања спорова.\u003C\u002Fp>\n\n\u003Cp>Индивидуалним радним спором, у складу са\nзаконом, сматра се спор поводом:\u003C\u002Fp>\n\n\u003Cp>1) отказа уговора о раду;\u003C\u002Fp>\n\n\u003Cp>2) радног времена;\u003C\u002Fp>\n\n\u003Cp>3) остваривања права на годишњи одмор;\u003C\u002Fp>\n\n\u003Cp>4) исплате плате и накнаде плате;\u003C\u002Fp>\n\n\u003Cdiv class=\"cbaClause highlight\" id=\"clause-MEALALL_trigger\">\u003Cp>5) исплате накнаде трошкова за исхрану у\nтоку рада, за долазак и одлазак са рада,\nрегреса за коришћење годишњег одмора и\nдруге накнаде трошкова у складу са\nзаконом;\u003C\u002Fp>\u003C\u002Fdiv>\n\n\u003Cp>6) исплате отпремнине при одласку у\nпензију, јубиларне награде и других\nпримања у складу са законом;\u003C\u002Fp>\n\n\u003Cp>7) дискриминације и злостављања на раду.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch3>2. Колективни радни спор\u003C\u002Fh3>\n\n\u003Ch4>Члан 145.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Колективни радни спор решава се у складу\nса законом који регулише област мирног\nрешавања спорова.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch2>XVI. ПРЕЛАЗНЕ И ЗАВРШНЕ ОДРЕДБЕ\u003C\u002Fh2>\n\n\u003Ch4>Члан 146.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Учесници овог уговора су сагласни да се\nприступи утврђивању јединствене\nметодологије за процену послова са\nповећаним ризиком који се обављају у\nздравственим установама.\u003C\u002Fp>\n\n\u003Cp>Јединствену методологију из става 1. овог\nчлана доноси здравствена установа која\nобавља делатност медицине рада (завод за\nмедицину рада) уз сарадњу са потписницима\nовог уговора, у року од 12 месеци од дана\nступања на снагу овог уговора.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 147.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Овај уговор је закључен када га потпишу\nовлашћена лица уговорних страна.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 148.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Овај уговор закључује се на период од три\nгодине.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 149.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Предлог за измене и допуне овог уговора у\nписменом облику може да поднесе сваки\nучесник у писменом облику.\u003C\u002Fp>\n\n\u003Cp>Учесници овог уговора дужни су да се у\nроку од 15 дана од дана пријема предлога за\nизмену и допуну овог уговора изјасне о\nпредлогу.\u003C\u002Fp>\n\n\u003Cp>Репрезентативни синдикати образују\nодбор за преговоре.\u003C\u002Fp>\n\n\u003Cp>Број чланова одбора одређују синдикати\nсразмерно броју чланова.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 150.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Важење колективног уговора може престати\nпре истека уговореног рока споразумом свих\nучесника или отказом.\u003C\u002Fp>\n\n\u003Cp>Свака уговорна страна може отказати овај\nуговор уз писмено образложење.\u003C\u002Fp>\n\n\u003Cp>У случају отказа уговор се примењује\nнајдуже шест месеци од дана подношења\nотказа, с тим што су учесници дужни да\nпоступак преговарања започну најкасније у\nроку од 15 дана од дана подношења отказа.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 151.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Учесници колективног уговора код\nпослодавца дужни су да, у року од 30 дана од\nдана ступања на снагу овог уговора, започну\nпреговоре за закључивање колективног\nуговора код послодавца.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 152.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Ако на дан ступања на снагу овог уговора\nније коначно одлучено о правима, обавезама\nи одговорностима запосленог, примењују се\nодредбе овог уговора, ако је то за\nзапосленог повољније.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 153.\u003C\u002Fh4>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>Потписници овог колективног уговора\nименују по три члана у комисију која прати\nпримену и даје аутентична тумачења овог\nуговора.\u003C\u002Fp>\n\n\u003Cp>Комисија из става 1. овог члана дужна је да\nучеснике овог уговора обавештава о примени\nи датим аутентичним тумачењима овог\nуговора најмање једном годишње.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Ch4>Члан 154.\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”, а примењује се почев од\n9. јануара 2020. године.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>За Владу\u003C\u002Fp>\n\n\u003Cp>Министар здравља,\u003C\u002Fp>\n\n\u003Cp>др Златибор Лончар, с.р.\u003C\u002Fp>\n\n\u003Cp>Синдикат запослених у здравству\u003C\u002Fp>\n\n\u003Cp>и социјалној заштити Србије\u003C\u002Fp>\n\n\u003Cp>Председник,\u003C\u002Fp>\n\n\u003Cp>др Зоран Савић, с.р.\u003C\u002Fp>\n\n\u003Cp>Грански синдикат здравства\u003C\u002Fp>\n\n\u003Cp>и социјалне заштите „Независност”\u003C\u002Fp>\n\n\u003Cp>Председник,\u003C\u002Fp>\n\n\u003Cp>Зоран Илић, с.р.\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\u003Cp>\u003C\u002Fp>\n\n\n",{"cbadate_start_date":44,"apprenticeships":48,"SOCSEC_trigger":52,"pensionfund":56,"contracttrial":60,"contracttrialperiod":64,"contractseverancepay":68,"longtermillness":72,"disabilitypay":76,"JOBTITLE_trigger":80,"jobclassifaction1":84,"healthinsurance":88,"healthandsafetypolicy":92,"healthandsafetytraining":96,"hivpolicy":100,"covid":104,"protectiveclothing":108,"funeralpay":112,"paidpaternityleave":116,"childcare":119,"childcareleave":123,"deathrelatives":125,"marriageleave":129,"WORKFAM_trigger":132,"hourspweek":136,"holidaysdays":140,"holidaysweeks":144,"schedulesrestpw":147,"TRADEUNLEAV_trigger":151,"WAGES_trigger":155,"WAGES_determined":158,"NOCTPREM_trigger":162,"OVERTIME_trigger":165,"overtimeallowancetype_general":169,"overtimeallowanceperc1_general":171,"SUNDAY_trigger":173,"COMMUTE_trigger":177,"SENIOR_trigger":181,"MEALALL_trigger":185,"cbadate_end":189},{"bindId":45,"name":46,"text":47},"cbadate_start_date","\"Службени гласник РС\", бр. 96 од 31. дец","\"Службени гласник РС\", бр. 96 од 31. децембра\n2019, 58 од 20. априла 2020 - Анекс",{"bindId":49,"name":50,"text":51},"apprenticeships","Члан 98. Плата приправника утврђује се у","Члан 98.\n\n\n\nПлата приправника утврђује се у висини 80%\nосновне плате за послове за које је\nзакључио уговор о раду.",{"bindId":53,"name":54,"text":55},"SOCSEC_trigger","Члан 106. Послодавац може из сопствених ","Члан 106.\n\n\n\nПослодавац може из сопствених прихода\nздравствене установе да:\n\n– уплати премију запосленом за\nдобровољно пензијско осигурање,",{"bindId":57,"name":58,"text":59},"pensionfund","Послодавац може из сопствених прихода зд","Послодавац може из сопствених прихода\nздравствене установе да:\n\n– уплати премију запосленом за\nдобровољно пензијско осигурање,",{"bindId":61,"name":62,"text":63},"contracttrial","4. Пробни рад Члан 14. Пробни рад може т","4. Пробни рад\n\nЧлан 14.\n\n\n\nПробни рад може трајати најкраће један\nмесец, а најдуже шест месеци.\n\nРадне и друге стручне способности\nзапосленог за време пробног рада утврђује\nкомисија од три члана коју именује\nдиректор.\n\nЧланови комисије из става 2. овог члана\nморају имати најмање исту врсту и ниво\nобразовања као и запослени на пробном\nраду.\n\nКомисија прати радне и стручне\nспособности запосленог у току пробног\nрада.\n\nКомисија је дужна да седам радних дана\nпре истека пробног рада, директору достави\nу писменој форми образложено мишљење о\nуспеху и резултатима рада запосленог.",{"bindId":65,"name":66,"text":67},"contracttrialperiod","Пробни рад може трајати најкраће један м","Пробни рад може трајати најкраће један\nмесец, а најдуже шест месеци.",{"bindId":69,"name":70,"text":71},"contractseverancepay","1) отпремнину при одласку у пензију у ви","1) отпремнину при одласку у пензију у\nвисини три просечне плате запосленог у\nпоследњих 12 месеци, с тим што тако\nисплаћена отпремнина не може бити нижа од\nтри просечне плате код послодавца у\nпоследњих 12 месеци, односно три просечне\nзараде исплаћене у Републици Србији према\nпоследњем објављеном податку републичког\nоргана надлежног за послове статистике,\nако је то за запосленог повољније;",{"bindId":73,"name":74,"text":75},"longtermillness","Члан 31. Запослени кога је послодавац уп","Члан 31.\n\n\n\nЗапослени кога је послодавац упутио на\nпохађање програма континуиране едукације\nима право на плаћено одсуство за све време\nтрајања програма, као и за време неопходно\nза долазак у место у коме се спроводи\nпрограм континуиране едукације и повратак\nу место рада.",{"bindId":77,"name":78,"text":79},"disabilitypay","– уплати премију запосленом за колективн","– уплати премију запосленом за\nколективно осигурање од последица незгода\nи колективно осигурање за случај тежих\nболести и хируршких интервенција,",{"bindId":81,"name":82,"text":83},"JOBTITLE_trigger","Члан 38. Радно време запосленог, у склад","Члан 38.\n\nРадно време запосленог, у складу са\nзаконом, скраћује се сразмерно штетном\nдејству услова рада на здравље и радну\nспособност запосленог, у складу са\nизвршеном проценом ризика и стручном\nанализом службе медицине рада.\n\nПослодавац актом о процени ризика\nутврђује радна места са повећаним\nризиком.\n\nДужина радног времена за групе послова,\nуколико се те групе послова обављају на\nрадним местима која су утврђена као радна\nместа са повећаним ризиком, утврђује се на\nоснову следећих смерница:\n\n1) прва група послова од 30 сати\n\n– стални рад са отвореним изворима\nјонизујућег зрачења;\n\n– стални рад у зони јонизујућег зрачења и\nангио-салама;\n\n2) друга група послова од 35 сати\n\n– стални рад у ургентним екипама хитне\nмедицинске помоћи (радна места лекара,\nвозача, медицинских сестара и техничара);\n\n– стални рад у пријемној ургентној\nслужби (радна места лекара, медицинских\nсестара и техничара, као и болничара који\nраде непосредно на збрињавању хитних\nслучајева);\n\n– радна места у неонатологији (радна\nместа лекара и медицинских сестара и\nтехничара);\n\n3) трећа група послова од 36 сати\n\n– стални рад у службама патологије и\nсудске медицине (радна места лекара,\nмедицинских сестара и техничара и\nболничара);\n\n– стални рад на пружању здравствених\nуслуга психијатријског лечења и\nзбрињавања (радна места лекара и\nмедицинских сестара и техничара), а у\nстационарним здравственим установама сви\nзапослени на одељењу;\n\n– рад на давању цитостатске терапије\n(радна места лекара и медицинских сестара и\nтехничара);\n\n– радна места у операционим и порођајним\nсалама (радна места лекара, бабица,\nанестетичара и инструментара);\n\n– рад у хемодијализи (сви запослени у\nслужби);\n\n– рад у интензивној нези (радна места\nлекара, анестетичара и медицинских сестара\nи техничара);\n\n– стални рад у служби хематологије и\nлабораторијама са заразним, токсичним и\nканцерогеним материјалима (радна места\nздравствених радника и здравствених\nсарадника, перачи суђа и чистачице –\nхигијеничарке);\n\n– стални рад на одељењима са инфективним\nболесницима (сви запослени);\n\n– стални рад на узимању и давању крви и\nдеривата крви (радна места лекара и\nмедицинских сестара и техничара);\n\n4) четврта група послова од 37 сати\n\n– стални рад на терену, у патронажној\nслужби и кућном лечењу (радна места лекара,\nвозача и медицинских сестара и\nтехничара);\n\n– стални рад на одељењима полуинтензивне\nнеге и на раној интрахоспиталној\nрехабилитацији (радна места лекара и\nмедицинских сестара и техничара);\n\n– стални рад у стоматолошкој ординацији\n(радна места стоматолога, стоматолошке\nсестре, односно медицинске сестре и зубног\nтехничара);\n\n– стални рад у котларницама (ложионицама\nна чврста горива), рад у перионицама\n(директан рад на машинама) и рад у\nцентралној стерилизацији;\n\n5) пета група послова од 38 сати\n\n– стални рад ноћу (од 22 часа до 6 часова\nнаредног дана) дуже од једне трећине радног\nвремена.\n\nСкраћено радно време из става 3. овог\nчлана, не може бити краће од 30 сати\nнедељно.\n\nСкраћено радно време из ст. 3. и 4. овог\nчлана, сматра се радом са пуним радним\nвременом.",{"bindId":85,"name":86,"text":87},"jobclassifaction1","Дужина радног времена за групе послова, ","Дужина радног времена за групе послова,\nуколико се те групе послова обављају на\nрадним местима која су утврђена као радна\nместа са повећаним ризиком, утврђује се на\nоснову следећих смерница:",{"bindId":89,"name":90,"text":91},"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, а из средстава послодавца,\nза преостали износ разлике до висине од 100%\nпросечне плате.*",{"bindId":93,"name":94,"text":95},"healthandsafetypolicy","VIII. БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ 1. Пр","VIII. БЕЗБЕДНОСТ И ЗДРАВЉЕ НА РАДУ\n\n1. Права и обавезе\n\nЧлан 58.\n\n\n\nКолективним уговором код послодавца у\nскладу са законом и овим уговором, уређују\nсе права, обавезе и одговорности\nпослодавца и запослених у вези са\nбезбедношћу и здрављем на раду.\n\n\n\nЧлан 59.\n\n\n\nПослодавац је дужан да обезбеди\nзапосленом рад на радном месту и у радној\nоколини у којима су спроведене мере\nбезбедности и здравља на раду, у складу са\nпрописима о безбедности и здрављу на\nраду.\n\n\n\nЧлан 60.\n\n\n\nЗапослени је дужан да примењује\nпрописане мере за безбедан и здрав рад, да\nнаменски користи средства за рад и опасне\nматерије, да користи прописана средства и\nопрему за личну заштиту на раду и да са њима\nпажљиво рукује да не би угрозио своју\nбезбедност и здравље, као и безбедност и\nздравље других лица.\n\nПре напуштања радног места, запослени је\nдужан да радно место и средства за рад\nостави у стању да не угрожавају друге\nзапослене.\n\n\n\nЧлан 61.\n\n\n\nПослодавац је дужан да изврши\nоспособљавање запосленог за безбедан и\nздрав рад.\n\nЗа време оспособљавања за безбедан и\nздрав рад запослени има право на плату.\n\nТрошкове оспособљавања из става 1. овог\nчлана сноси послодавац.\n\n\n\nЧлан 62.\n\n\n\nЗапослени је дужан да, у складу са својим\nсазнањима, одмах обавести послодавца о\nнеправилностима, штетностима, опасностима\nили другој појави која би на радном месту\nмогла да угрози његову безбедност и\nздравље или безбедност и здравље других\nзапослених.\n\n\n\nЧлан 63.\n\n\n\nЗапослени коме прети непосредна опасност\nпо живот и здравље због неспроведених мера\nза безбедност и здравље на раду има право\nда, у складу са законом, одбије да обавља\nпослове и има право на плату као да је радио\nна свом радном месту.\n\nЗапослени који одбије да обавља послове у\nскладу са ставом 1. овог члана, не чини тиме\nповреду радне обавезе и не може да му се по\nтом основу откаже уговор о раду.\n\n\n\nЧлан 64.\n\n\n\nКада му прети непосредна опасност по\nживот или здравље, запослени има право да\nпредузме одговарајуће мере, у складу са\nсвојим знањем и техничким средствима која\nму стоје на располагању и да напусти радно\nместо, радни процес, односно радну\nоколину.\n\nУ случају из става 1. овог члана запослени\nније одговоран за штету коју проузрокује\nпослодавцу, нити чини повреду радне\nобавезе.\n\nУ случају из става 1. овог члана, када\nзапослени напусти радно место, има право на\nплату.\n\n\n\n2. Послови са повећаним ризиком\n\nЧлан 65.\n\n\n\nЗапослени може бити ангажован на\nпословима са повећаним ризиком ако\nиспуњава следеће услове:\n\n1) да има прописану стручну спрему;\n\n2) да је здравствено способан за обављање\nпослова са повећаним ризиком;\n\n3) да је претходно оспособљен за безбедан\nи здрав рад;\n\n4) да није млађи од 18 година;\n\n5) да није инвалид рада.\n\n\n\nЧлан 66.\n\n\n\nЗапослена за време трудноће и мајка са\nдететом до три године не може да ради на\nпословима са повећаним ризиком.\n\nПослодавац не може распоредити запослену\nда ради на радном месту са повећаним\nризиком који би могао да јој угрози\nостваривање материнства.\n\nПослодавац је дужан да обезбеди да\nзапослена за време трудноће буде у\nписменој форми обавештена о резултатима\nпроцене ризика на радном месту и о мерама\nкојима се ризици отклањају.\n\n\n\nЧлан 67.\n\n\n\nПослодавац је дужан да запосленом на\nрадном месту са повећаним ризиком пре\nпочетка рада обезбеди претходни лекарски\nпреглед, као и периодични лекарски преглед\nу току рада.\n\nАко се у поступку периодичног лекарског\nпрегледа утврди да запослени не испуњава\nпосебне здравствене услове за обављање\nпослова на радном месту са повећаним\nризиком, послодавац је дужан да га премести\nна друго радно место које одговара његовим\nздравственим способностима.\n\nНеиспуњавање посебних здравствених\nуслова за рад на радном месту са повећаним\nризиком не може бити разлог за отказ\nуговора о раду.\n\n\n\nЧлан 68.\n\n\n\nАктом о процени ризика за послове са\nповећаним ризиком, може се као превентивна\nмера за безбедан и здрав рад утврдити\nскраћено радно време, додатне и\nједнократне паузе, као и друге мере.\n\n\n\nЧлан 69.\n\n\n\nЗапослени који обављају послове са\nповећаним ризиком, инвалиди рада,\nпрофесионално оболели, као и запослени\nкоји обављају послове на којима постоји\nмогућност професионалног обољења, у складу\nса актом о процени ризика, имају право на\nкоришћење одмора за превенцију радне\nинвалидности, рехабилитацију и\nпревентивну рекреацију у бањским и\nклиматским лечилиштима, према упутствима\nмедицине рада.\n\nКолективним уговором код послодавца\nуређује се начин остваривања права из\nстава 1. овог члана.\n\n\n\nЧлан 70.\n\n\n\nЗапослени који је професионално оболео\nне може трпети никакву штету нити сносити\nбило какве трошкове због тога што је\nпрофесионално оболео.\n\nПослодавац је дужан да професионално\nоболелом запосленом, коме је утврђено\nпрофесионално обољење, у складу са\nПравилником о утврђивању професионалних\nболести, обезбеди обављање послова према\nрадној способности, у складу са законом.\n\n\n\nЧлан 71.\n\n\n\nПослодавац је дужан да запосленом –\nособи са инвалидитетом и запосленом са\nздравственим сметњама обезбеди обављање\nпослова према радној способности, у складу\nса законом.",{"bindId":97,"name":98,"text":99},"healthandsafetytraining","Члан 61. Послодавац је дужан да изврши о","Члан 61.\n\n\n\nПослодавац је дужан да изврши\nоспособљавање запосленог за безбедан и\nздрав рад.\n\nЗа време оспособљавања за безбедан и\nздрав рад запослени има право на плату.\n\nТрошкове оспособљавања из става 1. овог\nчлана сноси послодавац.",{"bindId":101,"name":102,"text":103},"hivpolicy","Члан 67. Послодавац је дужан да запослен","Члан 67.\n\n\n\nПослодавац је дужан да запосленом на\nрадном месту са повећаним ризиком пре\nпочетка рада обезбеди претходни лекарски\nпреглед, као и периодични лекарски преглед\nу току рада.",{"bindId":105,"name":106,"text":107},"covid","Члан 101а* Запослени има право на накнад","Члан 101а*\n\n\n\nЗапослени има право на накнаду плате\nу висини од 100% просечне плате у претходних\n12 месеци пре месеца у којем је наступила\nпривремена спреченост за рад, ако је\nспреченост за рад настала због потврђене\nзаразне болести COVID-19 или због мере\nизолације или самоизолације наложене у\nвези са том болешћу, а која је наступила као\nпоследица непосредног излагања ризику по\nоснову обављања послова и радних задатака,\nодносно службених дужности и контаката са\nлицима којима је потврђена болест COVID-19 или\nналожена мера изолације или\nсамоизолације.*",{"bindId":109,"name":110,"text":111},"protectiveclothing","5. Средства и опрема за личну заштиту на","5. Средства и опрема за личну заштиту на\nраду\n\nЧлан 89.\n\n\n\nАктом о процени ризика утврђују се врста\nсредстава и опреме за личну заштиту на раду\nза обављање појединих послова.",{"bindId":113,"name":114,"text":115},"funeralpay","2) накнаду трошкова погребних услуга у с","2) накнаду трошкова погребних услуга у\nслучају смрти члана уже породице, а\nчлановима уже породице у случају смрти\nзапосленог, у висини трошкова погребних\nуслуга, до висине неопорезивог износа, који\nпризнаје Републички фонд за пензијско и\nинвалидско осигурање;",{"bindId":117,"name":118,"text":118},"paidpaternityleave","3) рођење детета – пет радних дана;",{"bindId":120,"name":121,"text":122},"childcare","7) теже болести члана уже породице – сед","7) теже болести члана уже породице – седам\nрадних дана;",{"bindId":124,"name":121,"text":122},"childcareleave",{"bindId":126,"name":127,"text":128},"deathrelatives","1) због смрти члана уже породице – пет р","1) због смрти члана уже породице – пет\nрадних дана;",{"bindId":130,"name":131,"text":131},"marriageleave","1) склапања брака – седам радних дана;",{"bindId":133,"name":134,"text":135},"WORKFAM_trigger","Члан 46. Запосленој за време трудноће, ј","Члан 46.\n\n\n\nЗапосленој за време трудноће, једном од\nродитеља са дететом до три године живота,\nсамохраном родитељу детета до седме година\nживота или детета са инвалидитетом и\nумерено до тешко ометеном у развоју, може\nсе одредити приправност и прековремени рад\nсамо уз његову писмену сагласност.",{"bindId":137,"name":138,"text":139},"hourspweek","Пуно радно време износи 40 часова недељн","Пуно радно време износи 40 часова недељно,\nако законом није другачије одређено.",{"bindId":141,"name":142,"text":143},"holidaysdays","4. Годишњи одмор Члан 50. Дужина годишње","4. Годишњи одмор\n\nЧлан 50.\n\n\n\nДужина годишњег одмора утврђује се тако\nшто се законски минимум од 20 радних дана\nувећава по основу:\n\n1) радног искуства:\n\n– за сваке три године рада у радном\nодносу – један радни дан;\n\n2) стручне спреме:\n\n– најмање један а највише пет радних\nдана;\n\n3) услова рада:\n\n– за рад на пословима из прве групе члана\n38. овог уговора – за 12 радних дана;\n\n– за рад на пословима из друге групе\nчлана 38. овог уговора – за 10 радних дана;\n\n– за рад на пословима из треће групе\nчлана 38. овог уговора – за осам радних\nдана;\n\n– за рад на пословима из четврте групе\nчлана 38. овог уговора – за пет радних\nдана;\n\n– за рад на пословима из пете групе\nпослова члана 38. овог уговора – за три\nрадна дана;\n\n– запосленима који раде у сменама, ноћу,\nсуботом или недељом, а не остварују права\nна увећани број дана годишњег одмора по\nоснову послова из члана 38. овог уговора –\nза три радна дана.\n\n4) доприноса на раду на предлог\nнепосредног руководиоца, и то за:\n\n– изузетне резултате рада – пет радних\nдана;\n\n5) социјалног и здравственог статуса\nзапосленог:\n\n– особи са инвалидитетом – за пет радних\nдана,\n\n– родитељу са дететом до 14 година живота\n– за два радна дана, а за свако наредно дете\nмлађе од 14 година по један радни дан,\n\n– самохраном родитељу са дететом до 14\nгодина живота – за три радна дана, с тим што\nсе овај број дана увећава за по два радна\nдана за свако наредно дете млађе од 14\nгодина,\n\n– запосленом који болује од\nпрофесионалне болести – за пет радних\nдана,\n\n– запосленом који болује од хроничне\nболести од већег социјално-медицинског\nзначаја која захтева непрекидно лечење –\nза пет радних дана,\n\n– запосленом који се стара о члану уже\nпородице који је ометен у развоју, има\nтешко телесно оштећење или болест услед\nкоје је потпуно или врло слабо покретно –\nпет радних дана;\n\n6) контакта са пацијентима:\n\n– запосленом који је у сталном контакту\nса пацијентима, а не остварује право на\nувећани број дана годишњег одмора по\nоснову послова из члана 38. овог уговора –\nза три радна дана.\n\nГодишњи одмор по свим основама из става 1.\nовог члана не може трајати дуже од 35 радних\nдана.\n\nИзузетно од става 2. овог члана, запослени\nкоји раде на пословима из члана 38. овог\nуговора имају право на коришћење годишњег\nодмора у трајању до 40 радних дана.\n\nСамохраним родитељем у смислу овог члана\nсматра се родитељ који сам врши родитељско\nправо, када је други родитељ непознат, или\nје умро, или сам врши родитељско право на\nоснову одлуке суда или када само он живи са\nдететом, а суд још није донео одлуку о\nвршењу родитељског права, као и у другим\nслучајевима утврђеним законом којим се\nуређују породични односи.\n\nЧланом уже породице у смислу овог члана\nсматра се: брачни и ванбрачни друг, дете\nрођено у браку и ван брака, пасторак,\nусвојеник и друга лица према којима\nзапослени има законску обавезу\nиздржавања.",{"bindId":145,"name":142,"text":146},"holidaysweeks","4. Годишњи одмор\n\nЧлан 50.\n\n\n\nДужина годишњег одмора утврђује се тако\nшто се законски минимум од 20 радних дана\nувећава по основу:",{"bindId":148,"name":149,"text":150},"schedulesrestpw","Распоредом радног времена или увођењем п","Распоредом радног времена или увођењем\nпрековременог рада не може се запосленом\nускратити дневни одмор од најмање 12 часова\nнепрекидно у оквиру 24 часа нити недељни\nодмор од најмање 24 часа непрекидно.",{"bindId":152,"name":153,"text":154},"TRADEUNLEAV_trigger","Члан 129. Овлашћени представник репрезен","Члан 129.\n\n\n\nОвлашћени представник репрезентативног\nсиндиката у установи има право на плаћено\nодсуство ради обављања синдикалне\nфункције, и то:\n\n1) на 40 плаћених часова рада месечно ако\nсиндикат има најмање 200 чланова и по 1 сат\nмесечно за сваких следећих 100 чланова;\n\n2) на сразмерно мање плаћених часова ако\nсиндикат има мање од 200 чланова.\n\nИзабрани, односно именовани представник\nрепрезентативног синдиката на нивоу\nРепублике у вишим органима и телима и то:\nпредседник, односно повереник окружног,\nодносно регионалног, односно градског,\nпокрајинског и републичког\nрепрезентативног органа синдиката има\nправо на најмање 60 плаћених сати рада\nмесечно за рад у синдикату.\n\nБрој часова рада из става 2. овог члана\nувећава се сразмерно броју чланова\nсиндиката (један сат на 500 чланова) на\nокругу – граду, односно региону, покрајини\nи Републици.\n\nКолективним уговором код послодавца или\nспоразумом послодавца и синдиката\nутврђује се број овлашћених представника\nсиндиката који имају право на плаћено\nодсуство, сразмерно броју чланова, у складу\nса критеријумима.\n\nАко колективни уговор или споразум није\nзакључен, председник подружнице и члан\nоргана синдиката имају право на 50% плаћених\nсати из става 1. овог члана.",{"bindId":156,"name":157,"text":157},"WAGES_trigger","IX. ПЛАТА, НАКНАДА ПЛАТЕ И ДРУГА ПРИМАЊА",{"bindId":159,"name":160,"text":161},"WAGES_determined","2. Висина основице Члан 92. Учесници ово","2. Висина основице\n\nЧлан 92.\n\n\n\nУчесници овог уговора преговарају о\nвисини основице за обрачун и исплату плата\nсваке године у поступку доношења предлога\nбуџета Републике Србије.\n\nУчесници овог уговора у поступку\nпреговарања разматрају могућност и\nпотребу корекције коефицијената.",{"bindId":163,"name":164,"text":164},"NOCTPREM_trigger","2) за рад ноћу – 26% од основне плате;",{"bindId":166,"name":167,"text":168},"OVERTIME_trigger","4) за прековремени рад здравствених радн","4) за прековремени рад здравствених\nрадника (дежурство и рад по позиву) – 26% од\nосновне плате;",{"bindId":170,"name":167,"text":168},"overtimeallowancetype_general",{"bindId":172,"name":167,"text":168},"overtimeallowanceperc1_general",{"bindId":174,"name":175,"text":176},"SUNDAY_trigger","3) за рад недељом – 20% од основне плате","3) за рад недељом – 20% од основне плате;",{"bindId":178,"name":179,"text":180},"COMMUTE_trigger","Ако од места становања до места рада не ","Ако од места становања до места рада не\nпостоји јавни саобраћај, запослени има\nправо на накнаду за превоз у висини цене\nмесечне претплатне карте у јавном\nсаобраћају за сличну најближу релацију за\nкоју постоји јавни превоз, односно у висини\nцене карте ако не постоји месечна\nпретплатна карта или ако распоред радног\nвремена запосленог не одговара\nорганизацији јавног превоза за који се\nутврђује месечна претплатна карта, а на\nоснову потврде јавног превозника.",{"bindId":182,"name":183,"text":184},"SENIOR_trigger","Послодавац је дужан да запосленом исплат","Послодавац је дужан да запосленом\nисплати јубиларну награду у износу од:\n\n1) 50% просечне зараде у Републици Србији –\nза 10 година рада проведених у радном\nодносу;\n\n2) једне просечне зараде у Републици\nСрбији – за 20 година рада проведених у\nрадном односу;\n\n3) једне и по просечне зараде у Републици\nСрбији – за 30 година рада проведених у\nрадном односу;\n\n4) две просечне зараде у Републици Србији\n– за 35 година рада проведених у радном\nодносу;\n\n5) три просечне зараде у Републици Србији\n– за 40 година рада проведених у радном\nодносу.",{"bindId":186,"name":187,"text":188},"MEALALL_trigger","5) исплате накнаде трошкова за исхрану у","5) исплате накнаде трошкова за исхрану у\nтоку рада, за долазак и одлазак са рада,\nрегреса за коришћење годишњег одмора и\nдруге накнаде трошкова у складу са\nзаконом;",{"bindId":190,"name":191,"text":192},"cbadate_end","ПОСЕБАН КОЛЕКТИВНИ УГОВОР за здравствене","ПОСЕБАН КОЛЕКТИВНИ УГОВОР\n\nза здравствене установе чији је\nоснивач Република Србија, аутономна\nпокрајина и јединица локалне\nсамоуправе\n\n\"Службени гласник РС\", бр. 96 од 31. децембра\n2019, 58 од 20. априла 2020 - Анекс","\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                \u003Cdiv id=\"display-end_date\">End date: → 2020-04-20\u003C\u002Fdiv>\n            \n            \n\n            \u003C!-- TODO: previous CBA logic -->\n            \u003C!-- TODO: status logic -->\n\n            \n\n            \u003C!-- TODO: transnational_label, includingcountries_label, national_framework_label -->\n\n            \u003Cdiv id=\"display-SECTOR1\">\n                Name industry: → Healthcare, caring services, social work, personal services\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-NACE2004\">\n                Name industry: → Opšta medicinska praksa\n            \u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-FIRMPRI\">\n                Public\u002Fprivate sector: → In the public sector\n            \u003C\u002Fdiv>\n            \n            \u003Cdiv>Concluded by:\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-CBA_MNCOMPA_1\">\n\n                \n                    \n                    \u003Cdiv>\n                        Name company: → \n                        Vlada Republike Srbije\n                    \u003C\u002Fdiv>\n                \n                \u003Cdiv id=\"display-CBA_MNCOMPA_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n            \u003Cdiv id=\"display-CBA_MEMTRAD4_1\">\n                Names trade unions: → \n\n                \n                    \n                    \u003Cspan>\n                        CATUS - Sindikat Zaposlenih U Zdravstvu I Socijalnoj Zaštiti Srbije, NEZAVISNOST - GS ZSZ NEZAVISNOST, CATUS - Sindikat Zaposlenih U Zdravstvu I Socijalnoj Zaštiti Srbije\n                    \u003C\u002Fspan>\n                \n\n                \u003Cdiv id=\"display-CBA_MEMTRAD4_1_txt\">\u003C\u002Fdiv>\n            \u003C\u002Fdiv>\n\n            \n\n            \n\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section social-security-pensions\">\n            \u003Ch3 id=\"display-SOCSEC_trigger\">SOCIAL SECURITY AND PENSIONS\u003C\u002Fh3>\n            \u003Cdiv id=\"display-pensionfund\">Employer contributes to pension fund for employees: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-disabilityfund\">Employer contributes to disability fund for employees: → Ne\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: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-trainingfund\">Employer contributes to training fund for employees: → Ne\u003C\u002Fdiv>\n        \u003C\u002Fdiv>\n\n        \u003Cdiv class=\"section sickness-disability\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">SICKNESS AND DISABILITY\u003C\u002Fh3>\n\n            \n\n            \n\n            \n\n            \n            \n            \u003Cdiv id=\"display-longtermillness\">Provisions regarding return to work after long-term illness, e.g. cancer treatment: → Da\u003C\u002Fdiv>\n            \n            \u003Cdiv id=\"display-menstruationleave\">Paid menstruation leave: → Ne\u003C\u002Fdiv>\n\n            \u003Cdiv id=\"display-disabilitypay\">Pay in case of disability due to work accident: → Da\u003C\u002Fdiv>\n\n        \u003C\u002Fdiv>\n\n\n        \u003Cdiv class=\"section health-medical-assistence\">\n            \u003Ch3 id=\"display-SICDIS_trigger\">HEALTH AND SAFETY AND MEDICAL ASSISTANCE\u003C\u002Fh3>\n            \u003Cdiv id=\"display-healthcareaccess\">Medical assistance agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthcareaccessrelatives\">Medical assistance for relatives agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurance\">Contribution to health insurance agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthinsurancerelatives\">Health insurance for relatives agreed: → Ne\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetypolicy\">Health and safety policy agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-healthandsafetytraining\">Health and safety training agreed: → Da\u003C\u002Fdiv>\n            \u003Cdiv id=\"display-protectiveclothing\">Protective clothing provided: → Da\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, Professional risks\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 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