KOLEKTIVNI UGOVOR ZA RADNIKE GAMECHUCK D.O.O. IZ ZAGREBA COLLECTIVE AGREEMENT FOR WORKERS OF GAMECHUCK D.O.O. FROM ZAGREB
KOLEKTIVNI UGOVOR
ZA RADNIKE GAMECHUCK D.O.O.
IZ ZAGREBA
FOR WORKERS OF GAMECHUCK D.O.O.
FROM ZAGREB
Zagreb, ______________.g.
SADRŽAJ
Str.
I. TEMELJNE ODREDBE 4
II. TERITORIJALNO VAŽENJE 5
III. STRUKOVNO VAŽENJE 5
IV. VAŽENJE S OBZIROM NA OSOBE 5
V. SKLAPANJE UGOVORA O RADU 6
VI. PLAN IZVRŠENJA OBVEZA 7
VII. OPIS POSLA I RAZINE 7
VIII. ZAPOSLENJE IZVAN GAMECHUCK D.O.O. 7
IX. PROBNI RAD 8
X. POSEBNI UVJETI ZA OBAVLJANJE POSLOVA 9
XI. ZAŠTITA STARIJIH RADNIKA 9
XII. DOB ZA UMIROVLJENJE 9
XIII. MIROVANJE RADNOG ODNOSA 9
XIV. ZAŠTITA PRAVA I DOSTOJANSTVA RADNIKA 9
XV. ZAŠTITA I SIGURNOST NA RADU 12
XVI. ZAŠTITA ZDRAVLJA RADNIKA 12
XVII. RADNO VRIJEME 13
XVIII. ODMORI I DOPUSTI 15
XIX. PLAĆE I NAKNADE 19
XX. OSTALE ISPLATE RADNICIMA 21
XXI. PRESTANAK UGOVORA O RADU 25
XXII. NAKNADA ŠTETE 26
XIII. UVJETI ZA RAD SINDIKATA 27
XIV.
PRAVA I OBVEZE UGOVORNIH STRANA
I NAČIN RJEŠAVANJA SPOROVA
28
XXV. PRIJELAZNE I ZAVRŠNE ODREDBE 30
CONTENTS
P.
I. BASIC PROVISIONS 4
II. TERRITORIAL VALIDITY 5
III. PROFESSIONAL VALIDITY 5
IV. VALIDITY WITH REGARD TO PERSONS 5
V. CONCLUSION OF EMPLOYMENT CONTRACTS 6
YOU. PLAN OF PERFORMANCE OF OBLIGATIONS 7
VII. JOB DESCRIPTION AND LEVELS 8
VIII. EMPLOYMENT OUTSIDE GAMECHUCK DOO 8
IX. TRIAL WORK 8
X. SPECIAL CONDITIONS FOR PERFORMING BUSINESS 9
XI. PROTECTION OF OLDER WORKERS 9
XII. RETIREMENT AGE 9
XIII. SUSPENSION OF EMPLOYMENT 10
XIV. PROTECTION OF WORKERS 'RIGHTS AND DIGNITY 10
XV. SAFETY AND SAFETY AT WORK 13
XVI PROTECTION OF WORKERS 'HEALTH 13
XVII. WORKING HOURS 14
XVIII. HOLIDAYS AND LEAVES 16
XIX. SALARIES AND FEES 20
XX OTHER PAYMENTS TO WORKERS 22
X XI. TERMINATION OF EMPLOYMENT CONTRACT 26
XXII. COMPENSATION 27
XIII. CONDITIONS FOR TRADE UNIONS 28
XIV.
RIGHTS AND OBLIGATIONS OF THE CONTRACTING PARTIES
AND METHOD
OF SETTLEMENT OF DISPUTES 29
XXV. TRANSITIONAL AND FINAL PROVISIONS 31
Hrvatski |
English |
Gamechuck d.o.o. iz Zagreba, Avenija Dubrovnik 15 zastupan po direktoru Xxxxxxxxxx Xxxxxxxxxxx (u daljnjem tekstu: poslodavac) i Novi sindikat, Zagreb, Park Stara Trešnjevka 2, zastupan po predsjedniku Xxxxx Xxxxxxxxx ( u daljnjem tekstu: sindikat),zajedno u tekstu: ugovorne strane, zaključili su u Zagrebu, xxxx ___________ 2022.g. |
Gamechuck doo from Zagreb, Avenija Dubrovnik 15 represented by the director Xxxxxxxxxx Xxxxxxxxxx (hereinafter: the employer) and New Trade Union, Zagreb, Stara Trešnjevka Park 2, represented by President Xxxxx Xxxxxxxx (hereinafter: the trade union), together in the text: the contracting parties, concluded in Zagreb, on ___________ 2022.g.
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KOLEKTIVNI UGOVOR ZA RADNIKE TVRTKE GAMECHUCK D.O.O. |
COLLECTIVE AGREEMENT FOR EMPLOYEES OF GAMECHUCK DOO |
I. TEMELJNE ODREDBE Članak 1. (1) Ovim Kolektivnim ugovorom stranke potpisnice ugovora uređuju međusobna prava i obveze, te određena pravila i pitanja iz radnih odnosa i u vezi s radnim odnosom radnika u tvrtci Gamechuck d.o.o. iz Zagreba, članova Novog sindikata, (dalje u tekstu pod pojmom: radnik). (2) Ovim Kolektivnim ugovorom stranke ugovora utvrđuju određena minimalna prava i obveze poslodavca i radnika, a koja nisu utvrđena zakonom, drugim propisima ili aktima poslodavca. Članak 2. (1) Ovaj Kolektivni ugovor obvezuje članice ugovornih strana, te sve pravne osobe koje pristupe Kolektivnom ugovoru. (2) Zaključujući ovaj Kolektivni ugovor, ugovorne strane se obvezuju u dobroj vjeri poštivati njegove odredbe. |
I. BASIC PROVISIONS Article 1. (1) This Collective Agreement regulates mutual rights and obligations, as well as certain rules and issues arising from labor relations and in connection with the employment of workers in the company Gamechuck doo from Zagreb, members of the New Trade Union, (hereinafter: the worker). (2) By this Collective Agreement, the parties to the agreement determine certain minimum rights and obligations of the employer and the employee, which are not determined by law, other regulations or acts of the employer. Article 2 (1) This Collective Agreement is binding on the members of the contracting parties and all legal entities that accede to the Collective Agreement. (2) By concluding this Collective Agreement, the contracting parties undertake to respect its provisions in good faith.
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II. TERITORIJALNO VAŽENJE (1) Ovaj Kolektivni ugovor važeći je na teritoriju Republike Hrvatske, na kojem poslodavac obavlja svoje poslovanje. |
II. TERRITORIAL VALIDITY Article 3 (1) This Collective Agreement is valid on the territory of the Republic of Croatia, where the employer conducts its business. |
III. STRUKOVNO VAŽENJE (1) Ovaj Kolektivni ugovor važi za sve djelatnosti koje obavlja poslodavac i za sve struke i poslove koji se obavljaju u okviru predmeta poslovanja poslodavca. |
III. PROFESSIONAL VALIDITY Article 4 (1) This Collective Agreement is valid for all activities performed by the employer and for all professions and activities performed within the subject of the employer's business. |
IV. VAŽENJE S OBZIROM NA OSOBE (1) Ovaj Kolektivni ugovor obvezuje ugovorne xxxxxx xx sve radnike kod poslodavca koji su u trenutku sklapanja ugovora bili ili su naknadno postali članovi sindikata, neovisno o tome jesu li ugovorom o radu zasnovali radni odnos na određeno ili neodređeno radno vrijeme, s punim ili nepunim radnim vremenom. (2) Odredbe ovog Kolektivnog ugovora primjenjuju se neposredno. (3) Poslodavac je ovlašten proširiti primjenu pojedinih odredbi ili cjeline ovog kolektivnog ugovora i na radnike koji nisu članovi sindikata. (4) Sindikat ima pravo uvida u ugovore poslodavca s pravnim osobama, koje pružaju poslodavcu usluge rada, te ugovore o djelu s vanjskim suradnicima, isključivo u svrhu provjere prikrivenog zapošljavanja. (5) Ako su uvjeti rada kod pravnih osoba i vanjskih suradnika koji pružaju poslodavcu višemjesečne usluge rada u Republici Hrvatskoj, značajno nepovoljniji u bilo kojem elementu, nego kod poslodavca, poslodavac će uvjetovati njihovo pristupanje ovom kolektivnom ugovoru radi korektnog odnosa među svim sudionicima u procesu rada. (6) Ovaj se Kolektivni ugovor ne odnosi na radnike s posebnim ovlastima čija se prava i obveze uređuju posebnim ugovorom. |
IV. VALIDITY WITH REGARD TO PERSONS Article 5 (1) This Collective Agreement binds the contracting parties and all employees of the employer who at the time of concluding the contract were or subsequently became trade union members, regardless of whether they entered into a fixed-term or permanent employment contract, full or part-time. working hours. (2) The provisions of this Collective Agreement shall apply directly. (3) The employer is authorized to extend the application of certain provisions or the entirety of this collective agreement to workers who are not members of the trade union. Work with external collaborators (4) The trade union has the right to inspect the employer's contracts with legal entities, which provide labor services to the employer, and employment contracts with external associates, for the purpose of checking for hidden employment. (5) If the working conditions of external associates and legal entities based in Croatia providing employment services for a period of over one month are significantly less favorable than those of the employer, the employer shall condition their accession to this collective agreement for the sake of a fair relationship among all participants in the work process. (6) This Collective Agreement does not apply to workers with special powers whose rights and obligations are regulated by a special agreement.
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Članak 6. (1) Radni odnos se zasniva ugovorom o radu na neodređeno vrijeme. (2) Ugovor o xxxx xxxx se sklopiti na određeno vrijeme, a u slučaju produljenja roka za završetak posla, poslodavac s radnikom potpisuje aneks ugovora o radu na određeno vrijeme, s nadopunjenim rokovima za izvršenje posla. (3) Ugovor o xxxx xxxx se iznimno sklopiti na određeno vrijeme, u slučaju da poslodavac treba radnika radi dovršetka određenog projekta u unaprijed utvrđenom roku, trenutno povećanog obujma posla, zamjenu za radnika na godišnjem odmoru, bolovanju, porodiljnom ili roditeljskom dopustu te drugog objektivnog razloga za koji je prethodnu suglasnost ishodio sa sindikatom, koji je opravdan rokom, izvršenjem određenog posla ili nastupanjem određenog događaja. (4) Ugovor o radu i aneks ugovora o radu na određeno vrijeme ne smiju u ukupnom trajanju trajati duže od dvije godine. (5) Iznimno od stavka 5. ovoga članka, ugovor i aneks ugovora o radu na određeno vrijeme može trajati duže od dvije godine, samo ako je to potrebno zbog zamjene privremeno nenazočnog radnika ili zbog nekog drugog objektivnog razloga koji je prethodno usuglašen sa sindikatom. (6) Poslodavac je radniku koji je zaposlen na određeno vrijeme xxxxx ponuditi ugovor na neodređeno vrijeme ako xx xxx xxxxxx bio zaposlen kod poslodavca na određeno vrijeme 24 mjeseca unutar posljednje tri godine. Ako radnik ne prihvati poslodavčevu ponudu u roku od 15 xxxx, smatra se da je ugovor odbio. (7) Sindikat ima pravo uvida u ugovore i anekse ugovora na određeno vrijeme između poslodavca i pojedinog radnika ako ima osnovanu sumnju da poslodavac zloupotrebljava ugovore na određeno vrijeme, te u xxx slučaju ponuditi pravnu pomoć članu sindikata i pokrenuti potrebne pravne postupke za nadzor poslodavca. (8) Ugovor o radu sklapa se u pisanom obliku prije zasnivanja radnog odnosa. Radnik xx xxxxx obavljati poslove za koje je s poslodavcem sklopio ugovor o radu. (9) Osim načina, oblika i bitnih uglavaka propisanih zakonom, ugovor o xxxx xxxx sadržavati:
(10) U trenutku kad radnik počne raditi kod poslodavca, poslodavac od radnika ne smije zatražiti podatke koji nisu u neposrednoj vezi s radnim odnosom O promjenama xxxxx xx obavijestiti svoje nadređene. (11) Osobni podaci radnika smiju se prikupljati, obrađivati, koristiti i dostavljati trećim osobama u skladu s Uredbom EU 2016/679 Europskog parlamenta i Vijeća od 27.04.2016 o zaštiti pojedinaca u vezi s obradom osobnih podataka i slobodnom kretanju takvih podataka, te Zakonom o provedbi Opće Uredbe o zaštiti podataka NN 42/18 (12) Radnik xx xxxxx po promjeni podataka iz ovog članka obavijestiti ovlaštenu osobu poslodavca. (13) Prikupljanje, obradu, korištenje i dostavljanje podataka iz ovog članka trećim osobama obavlja ovlaštena osoba poslodavca. |
V. CONCLUSION OF EMPLOYMENT CONTRACTS Article 6 (1) Employment is established by an employment contract for an indefinite period of time. (2) An employment contract may be concluded for a definite period of time, and in the event of an extension of the deadline for completion of work, the employer shall sign an annex to the fixed-term employment contract with supplemented deadlines for work. (3) An employment contract may exceptionally be concluded for a definite period of time, in case the employer needs a worker to complete a certain project within a predetermined period, currently increased workload, replacement for a worker on vacation, sick leave, maternity or parental leave and other objective the reason for which he obtained the prior consent of the trade union, which is justified by the deadline, the execution of a certain job or the occurrence of a certain event. (4) The employment contract and the annex to the fixed-term employment contract may not last longer than two years in total. (5) As an exception to paragraph 5 of this Article, a fixed-term contract and annex to a fixed-term employment contract may last longer than two years, only if necessary for the replacement of a temporarily absent worker or for some other objective reason previously agreed upon with the union. (6) The employer is obliged to offer a fixed-term employee a contract for an indefinite period if that employee has been employed by the employer for a fixed period of 24 months within the last three years. If the employee does not accept the employer's offer within 15 days, the contract is considered rejected. (7) The trade union has the right to inspect contracts and annexes to fixed-term contracts between the employer and an individual worker if it has a reasonable suspicion that the employer is abusing fixed-term contracts, and in that case offer legal assistance to union members and initiate necessary legal proceedings. (8) The employment contract shall be concluded in writing before the employment is established. The employee is obliged to perform tasks for which he has concluded an employment contract with the employer. (9) In addition to the manner, form and essential provisions prescribed by law, the employment contract must contain:
(10) At the moment when the employee starts working for the employer, the employer may not request information from the employee that is not directly related to the employment relationship. He is obliged to inform his superiors about the changes. (11) Personal data of employees may be collected, processed, used and transmitted to third parties in accordance with EU Regulation 2016/679 of the European Parliament and of the Council of 27 April 2016 on the protection of individuals with regard to the processing of personal data and free movement of such data. on the implementation of the General Regulation on Data Protection OG 42/18 (12) The employee is obliged to inform the employer-authorized personnel after a change in the data referred to in this Article. (13) The collection, processing, use and delivery of data referred to in this Article to third parties shall be performed by employer-authorized personnel. |
Članak 7. (1) Odgovornost je poslodavca da napravi Plan izvršenja obveza, koji je na snazi unutar financijske godine. Plan treba pregledavati i prema potrebi osvježavati kvartalno, odnosno svaka tri mjeseca.
(3) Sastavljanje očekivanih rezultata xx xxxxxxx da xxxxxx xx svojim nadređenim razgovara o obveznoj edukaciji i razvoju, što također treba biti dio sporazuma o radnom planu.
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VI. PLAN OF PERFORMANCE OF OBLIGATIONS Article 7 (1) It is the responsibility of the employer to draw up a Commitment Execution Plan, which is in force within the financial year. The plan should be: - reviewed and, if necessary, updated quarterly or every three months. - be agreed with the employee at the beginning of each quarter - cover a project development period of a maximum of 3 months (2) Compiling the expected results is an opportunity for the worker to discuss compulsory education and development with his / her superior, which should also be part of the work plan agreement.
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VII. OPIS POSLA I RAZINE (1) Zajednička je odgovornost radnika i njegovog nadređenog da svake godine revidira eventualne promjene u opisu radnikovog radnog mjesta te da provjere odgovaraju li trenutnoj razini. |
VII. JOB DESCRIPTION AND LEVELS Article 8 (1) It is the joint responsibility of the employee and their superior to review any changes in the employee's job description every year and to check whether they correspond to the current level. |
VIII. ZAPOSLENJE IZVAN GAMECHUCK D.O.O. (1) Ako radnik namjerava obavljati poslove izvan Gamechuck d.o.o., o tome prvo xxxx obavijestiti direktora i dobiti njegovo pismeno odobrenje. (2) Xxxxxxxxx za to se obično daje, osim ako se pokaže da će takav posao predstavljati sukob interesa . (3) Radnik nema pravo koristiti intelektualno vlasništvo poslodavca za projekte na kojima radi u slobodno vrijeme, osim ako ne dobije izričitu i pismenu dozvolu poslodavca. (4) Poslodavac i radnik mogu ugovoriti zabranu natjecanja za razdoblje do 12 mjeseci tijekom kojeg je poslodavac radniku obvezan isplaćivati mjesečnu naknadu u visini od 75% prosječne plaće radnika u posljednjih 6 mjeseci radnog odnosa. (5) Poslodavac i radnik aneksom ugovora mogu skratiti trajanje ugovora o zabrani natjecanja nakon prestanka radnog odnosa ili ga otkazati (6) U slučaju skraćenja ugovora o zabrani natjecanja, poslodavac xx xxxxx radniku isplatiti mjesečnu naknadu u visini od 75% prosječne plaće radnika u posljednih šest mjeseci radnog odnosa u vremenskom razdoblju jednakom trajanju skraćenog ugovora o zabrani natjecanja. U slučaju otkazivanja ugovora, poslodavac nije obvezan radniku plaćati mjesečnu naknadu, izuzev prava na isplatu materijalnih prava, koje xx xxxxxx ostvario tijekom radnog odnosa, poput otpremnine, naknade za neiskorišteni godišnji odmor te ostalih naknada previđenih zakonima i ovim kolektivnim ugovorom. |
VIII. EMPLOYMENT OUTSIDE THE COMPANY Article 9 (1) If the employee intends to perform employment activities for other employers, they must first inform the director and obtain their written approval. (2) Consent to this is usually given, unless it is shown that such work will constitute a conflict of interest. (3) A worker has no right to use the intellectual property of the employer for projects he works on in his free time, unless he obtains the explicit and written permission of the employer. (4) The employer and the employee may agree on a ban on competition for a period of up to 12 months during which the employer is obliged to pay the employee a monthly allowance in the amount of 75% of the employee's average salary in the last 6 months. (5) The employer and the employee may, by an annex to the contract, shorten the duration of the contract on the prohibition of competition after the termination of employment or terminate it (6) In case of shortening the non-compete agreement, the employer is obliged to pay the employee a monthly allowance in the amount of 75% of the average salary of the employee in the last six months of employment in a period equal to the duration of the abbreviated non-compete agreement. In the event of termination of the contract, the employer is not obliged to pay the employee a monthly allowance, except for the right to payment of material rights, which the employee exercised during employment, such as severance pay, unused vacation and other benefits provided by law and this collective agreement.
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IX. PROBNI RAD Članak 10. (1) Prilikom sklapanja ugovora o xxxx xxxx se ugovoriti probni rad. Takav rad ne smije trajati duže od šest mjeseci. (2) Otkazni rok kod ugovorenog probnog xxxx xx mjesec xxxx. Članak 11. (1) Provjeru stručnih i drugih radnih sposobnosti radniku tijekom probnog rada provodi njegov nadređeni. (2) Ocjena probnog xxxx xxxx se priopćiti radniku do isteka probnog rada. (3) Ako do isteka probnog rada radniku nije priopćena negativna ocjena, smatra se da je probni rad obavio s uspjehom. |
IX. PROBATIONARY PERIOD Article 10 (1) When concluding an employment contract, probationary work may be contracted. Such work shall not exceed six months. (2) The notice period for the cancellation of the contract during the probationary period is one month. Article 11 (1) Verification of professional and other working abilities of a worker during probationary work shall be carried out by their superior. (2) The assessment of the probationary period must be communicated to the employee by the end of the probationary period. (3) If a negative grade has not been communicated to the employee by the end of the probationary period, it shall be deemed that he has successfully completed the probationary period. |
X. POSEBNI UVJETI ZA OBAVLJANJE POSLOVA Članak 12. (1) Ako zakonom, drugim propisom ili aktom poslodavca budu utvrđeni posebni uvjeti za obavljanje poslova, poslodavac ne smije radniku koji ne ispunjava te uvjete ponuditi izmjenu ugovora o radu, niti mu smije otkazati ugovor o radu prije nego mu je omogućio da u primjerenom roku ispuni tražene uvjete. (2) Primjereni rok za svaki pojedini slučaj određuje poslodavac svojom odlukom uz suglasnost sindikalnog povjerenika. |
X. SPECIAL CONDITIONS FOR PERFORMING BUSINESS Article 12 (1) If special conditions for performing work are determined by law, other regulation or act of the employer, the employer may not offer an amendment to the employment contract to an employee who does not meet those conditions, nor may he terminate the employment contract before enabling him to meet the required conditions. (2) The appropriate deadline for each individual case shall be determined by the employer at their own discretion with the consent of the trade union commissioner. |
XI. ZAŠTITA STARIJIH RADNIKA (1) Ugovor o radu radnika koji je navršio najmanje dvadeset xxxxxx neprekidnog rada kod poslodavca ili najmanje trideset xxxxxx ukupnog radnog staža, a pod uvjetom da se radi o radnici starijoj od 50 xxxxxx i radniku starijem od 55 xxxxxx, sadrži uglavak o zaštiti plaće, tako da prilikom ponude dopune ili novog ugovora o radu kod poslodavca, radnik ima pravo zadržati povoljniju plaću. |
XI. PROTECTION OF OLDER WORKERS Article 13 (1) The employment contract of a worker who has completed at least twenty years of uninterrupted work with the employer or at least thirty years of total work experience, provided that it is a female worker over 50 or a male worker over 55, contains a section on salary protection, so that when offering a supplement or a new employment contract with the employer, the worker has the right to keep a more favorable salary. |
XII. DOB ZA UMIROVLJENJE (1) Dob umirovljenja je 65 xxxxxx. Staž se može produžiti nakon uobičajene dobi za umirovljenje ako zakon dozvoljava takvo produženje i to po odluci direktora koja xx xxxx obnoviti na godišnjoj razini. |
XII. RETIREMENT AGE Article 14 (1) The retirement age is 65 years. The length of service may be extended beyond the usual retirement age if the law allows such an extension, following the decision of the director, which must be renewed annually. |
XIII. MIROVANJE RADNOG ODNOSA (1) Razdoblja mirovanja radnog odnosa uračunavaju se u vrijeme trajanja radnog odnosa, kad xx xxx odlučno za priznavanje prava iz radnog odnosa. |
XIII. SUSPENSION OF EMPLOYMENT Article 15 (1) Periods of suspension of employment shall be included in the duration of the employment relationship, when it is decisive for the recognition of employment rights. |
XIV. ZAŠTITA PRAVA I DOSTOJANSTVA RADNIKA (1) Sve odluke o pravima radnika poslodavac xx xxxxx dostavljati u pisanom obliku s poukom o načinu i rokovima za ulaganje zahtjeva za zaštitu prava. (2) Poslodavac dostavlja odluku radniku izravno na radnom mjestu, preporučenom poštom ili e-mail poštom na zadnju adresu, odnosno e-mail adresu koju xx xxxxxx prijavio poslodavcu. Ukoliko radnik osobno ne primi poštu ili e-mail, poslodavac će istu istaknuti na oglasnoj ploči, odnosno službenim kanalima za komunikaciju unutar tvrtke. Istekom osmog xxxx od pismena oglašavanja, isto se smatra osobno uručeno radniku. |
XIV. PROTECTION OF WORKERS 'RIGHTS AND DIGNITY Article 16 (1) The employer is obliged to submit all decisions on workers' rights in writing with instructions on the manner and deadlines for filing requests pertaining to rights protection. (2) The employer delivers the decision to the employee directly at the workplace, by registered mail or e-mail to the last address, or e-mail address reported by the employee to the employer. If the employee does not receive mail or e-mail in person, the employer will display it on the bulletin board, or through official communication channels within the company. Upon the expiration of the eighth day from the written advertisement, the same shall be deemed to have been personally delivered to the employee. |
Članak 17. (1) Poslodavac štiti dostojanstvo radnika od uznemiravanja, rodno utemeljenog i spolnog uznemiravanja sukladno Zakonu o radu, te štiti dostojanstvo radnika od diskriminacije na osnovi rase ili etničke pripadnosti ili boje kože, spola, jezika, vjere, političkog ili drugog uvjerenja, nacionalnog ili socijalnog podrijetla, imovnog stanja, članstva u sindikatu, obrazovanja, društvenog položaja, bračnog ili obiteljskog statusa, dobi, zdravstvenog stanja, invaliditeta, genetskog naslijeđa, rodnog identiteta, izražavanja ili spolne orijentacije sukladno Zakonu o suzbijanju diskriminacije (2) Radnik koji smatra da mu je povrijeđeno dostojanstvo, da je uznemiravan suprotno stavku 1. ovog članka, o tome će usmeno na zapisnik ili pismeno izvijestiti ovlaštenu osobu poslodavca i sindikalnog povjerenika. (3) Ovlaštena osoba poslodavca dužna je u roku od 8 xxxx prikupiti potrebne informacije, razgovarati s osobom xxxx xx navedena da je izvršila uznemiravanje, tražiti njezinu pismenu izjavu, organizirati zajednički razgovor sa svim sudionicima događaja, te ako zaključi da je uznemiravanje, predložit će poslodavcu način postupanja. (4) Poslodavac ili osoba iz stavka 2. ovoga članka dužna je, što je moguće prije, a najkasnije u roku od xxxx xxxx od dostave pritužbe, ispitati pritužbu i poduzeti sve potrebne mjere primjerene pojedinom slučaju radi sprječavanja nastavka uznemiravanja ili spolnog uznemiravanja ako utvrdi da ono postoji. (5) Ovlaštena osoba u vezi s pritužbom može saslušavati podnositelja pritužbe, svjedoke, osobu za koju se tvrdi da je podnositelja pritužbe uznemiravala ili spolno uznemiravala, obaviti suočenje, obaviti očevid, te prikupljati druge dokaze kojima se može dokazati osnovanost pritužbe. (6) O svim radnjama koje poduzme u cilju utvrđivanja činjeničnog stanja ovlaštena xxxxx xx sastaviti zapisnik ili službenu bilješku. Zapisnik će se u pravilu sastaviti prilikom saslušanja svjedoka, podnositelja pritužbe i osobe za koju podnositelj tvrdi da ga je uznemiravala ili spolno uznemiravala, te u slučaju njihovog suočenja. Zapisnik potpisuju sve osobe koje su bile nazočne njegovom sastavljanju. (7) Službena bilješka će se u pravilu sastaviti pri obavljanju očevida ili prikupljanju drugih dokaza. Službenu bilješku potpisuje ovlaštena osoba i zapisničar koji je bilješku sastavio. (8) Podaci i isprave prikupljeni u postupku zaštite dostojanstva radnika su tajni i za njihovu tajnost su odgovorne sve osobe koje su sudjelovale u postupku rješavanja pritužbe vezane uz zaštitu dostojanstva radnika. |
Article 17 (1) The employer protects the dignity of workers from harassment, gender-based and sexual harassment in accordance with the Labor Act, and protects the dignity of workers from discrimination based on race or ethnicity or color, sex, language, religion, political or other beliefs, national or social origin, property status, trade union membership, education, social status, marital or family status, age, health status, disability, genetic heritage, gender identity, expression or sexual orientation in accordance with the Anti-Discrimination Act (2) A worker who considers that his dignity has been violated, that he has been harassed contrary to paragraph 1 of this Article, shall inform the employers authorised professional and the trade union commissioner in writing or with written minutes held. (3) An authorised professional is obliged to gather the necessary information within 8 days, talk to the person stated to have committed the harassment, request their written statement, organize a joint interview with all participants in the event, and if he concludes that it constitutes harassment, suggest an appropriate action. (4) The employer, or the person referred to in paragraph 2 of this Article. shall, as soon as possible and no later than eight days from the submission of the complaint, examine the complaint and take all necessary measures appropriate to the individual case to prevent continued harassment or sexual harassment if it is determined to exist. (5) The authorized person may hear the complainant, witnesses, a person alleged to have harassed or sexually harassed the complainant, conduct a confrontation, conduct an investigation, and collect other evidence to prove the merits of the complaint. (6) The authorized person shall draw up a report or official note on all actions they take in order to determine the factual situation. As a rule, the record will be made during the examination of the witness, the complainant and the person whom the complainant claims to have harassed or sexually harassed, and in the event of their confrontation. The minutes shall be signed by all persons present at its compilation. (7) The official note shall, as a rule, be drawn up during the inspection or collection of other evidence. The official note shall be signed by the authorized person and the recorder who drew up the note. (8) Data and documents collected in the procedure of protection of the dignity of workers are secret and all persons who participated in the procedure of resolving the complaint related to the protection of the dignity of workers are responsible for their secrecy.
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Članak 18. (1) Nakon provedenog postupka ovlaštena xx xxxxx u pisanom obliku izraditi odluku u kojoj će: 1. utvrditi da postoji uznemiravanje ili spolno uznemiravanje podnositelja pritužbe ili 2. utvrditi da ne postoji uznemiravanje ili spolno uznemiravanje podnositelja pritužbe. |
Article 18 (1) After the procedure, the authorized person shall make a decision in writing in which they will: 1. establish that there is harassment or sexual harassment of the complainant or 2. establish that there is no harassment or sexual harassment of the complainant.
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Članak 19. (1) U slučaju iz točke 1. prethodnoga članka, ovlaštena xx xxxxx u svojoj odluci navesti sve činjenice koje dokazuju da je podnositelj pritužbe uznemiravan ili spolno uznemiravan, nakon čega će poslodavac - direktor poduzeti sljedeće mjere:
(2) U slučaju iz točke 2. prethodnog članka, ovlaštena xxxxx xx odbiti pritužbu podnositelja zahtjeva |
Article 19 (1) In the case referred to in item 1 of the previous article, the authorized person shall state in his decision all facts proving that the complainant has been harassed or sexually harassed, after which the employer-director shall take the following measures:
(2) In the case referred to in item 2 of the previous article, the authorized person shall reject the applicant's complaint
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Članak 20. (1) Nadležno tijelo poslodavca će na temelju provedenog postupka i prijedloga ovlaštene osobe poduzeti mjere koje su primjerene odnosnom slučaju radi sprječavanja nastavka uznemiravanja, te osobi xxxx xx radnika uznemiravala ili spolno uznemiravala izreći odgovarajuću mjeru zbog povrede obveza iz radnog odnosa. |
Article 20 (1) Based on the conducted procedure and the proposal of the authorized person, the competent body of the employer shall take measures appropriate to the case in question to prevent the continuation of harassment, and impose an appropriate measure on the person who harassed or sexually harassed the employee due to breach of employment obligations. |
Članak 21. (1) Ako Poslodavac u roku od xxxx xxxx ne poduzme mjere za sprječavanje uznemiravanja ili spolnog uznemiravanja ili ako su mjere koje je poduzeo očito neprimjerene, radnik koji je uznemiravan ili spolno uznemiravan ima pravo prekinuti rad dok mu se ne osigura zaštita, pod uvjetom da je u daljnjem roku od xxxx xxxx zatražio zaštitu pred nadležnim sudom. |
Article 21 (1) If the Employer fails to take measures to prevent harassment or sexual harassment within eight days or if the measures he has taken are manifestly inappropriate, the harassed or sexually harassed worker shall have the right to suspend work until protection is provided, provided that they have sought protection before a relevant court in the period of the following eight days. |
Članak 22. (1) Ako postoje okolnosti zbog kojih nije opravdano očekivati da će Xxxxxxxxxx zaštititi dostojanstvo radnika, radnik nije xxxxx dostaviti pritužbu Poslodavcu i ima pravo prekinuti rad, pod uvjetom da je zatražio zaštitu pred nadležnim sudom i o tome obavijestio Poslodavca u roku od xxxx xxxx od xxxx prekida rada. (2) Za vrijeme prekida rada iz prethodnog članka, kao i u slučaju iz stavka 1. ovoga članka radnik ima pravo na naknadu plaće koju bi ostvario da je radio. (3) Radniku kojemu je pravomoćnom sudskom odlukom utvrđena povreda dostojanstva, a kojeg poslodavac nije zaštitio u skladu s odredbama Zakona o radu, te ovog članka kolektivnog ugovora, poslodavac xx xxxxx isplatiti iznos od najmanje 1% prošlogodišnje neto dobiti firme kao naknadu štete, ali ne manje od 50.000,00 kuna. (4) Poslodavac xx xxxxx osigurati jednaku plaću svakom radniku u jednakom platnom razredu jednake vrste zanimanja s jednakim sposobnostima, vještinama i zaduženjima, neovisno o dobi, spolu, rodu, nacionalnosti, ispovijesti ili ostalim čimbenicima koji bi se mogli smatrati diskriminatornima. |
Article 22 (1) If there are circumstances due to which it is not justified to expect that the Employer will protect the dignity of the employee, the employee is not obliged to submit a complaint to the Employer and has the right to terminate work, provided they requested protection before a relevant court within 8 days of the suspension of work. (2) During the suspension of work referred to in the previous article, as well as in the case referred to in paragraph 1 of this Article, the worker is entitled to compensation for the salary they would have earned if they had been working during this period. (3) The employer is obliged to pay at least 1% of last year's net profit of the company as compensation for damages, but not less than HRK 50,000.00 to the worker whose dignity violation has been proven by a relevant court, and who has not been protected by the Employer in accordance with the Labor law and this article of the Collective agreement. (4) The employer is obliged to ensure equal pay to every worker in the same pay grade of the same type of occupation with equal abilities, skills and responsibilities, regardless of age, gender, sex, nationality, religion or other factors that could be considered discriminatory.
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XV. ZAŠTITA I SIGURNOST XX XXXXXxxxxx 23. (1) Poslodavac xx xxxxx voditi i organizirati poslovanje na način i uz uvjete koji će omogućiti zaštitu života, zdravlja i privatnosti svih radnika sukladno zakonu, posebnim propisima, naravi posla i djelatnostima. (2) Poslodavac se obvezuje osigurati zaštitu zdravlja i sigurnosti radnika u svim čimbenicima povezanim s radom, sprječavati opasnost na radu, obavještavati radnike o opasnosti na radu i osposobljavati ih za rad na siguran način i provoditi sve propisane mjere zaštite na radu. |
XV. WORK SAFETY AND PROTECTIONArticle 23 (1) The employer is obliged to conduct and organize business in a manner and under conditions that will enable the protection of life, health and privacy of all workers in accordance with the law, special regulations, the nature of work and activities. (2) The employer undertakes to ensure the protection of the health and safety of workers in all factors related to work, to prevent occupational hazards, to inform workers about occupational hazards and train them to work safely and to implement all prescribed occupational safety measures. |
XVI. ZAŠTITA ZDRAVLJA RADNIKA (1) Poslodavac xx xxxxx o svom trošku osigurati svim radnicima jedanput u godini sistematske zdravstvene preglede. (2) Poslodavac će participirati samo u onim troškovima sistematskog pregleda koje po bilo kojem osnovu ne pokriva Hrvatski zavod za zdravstveno osiguranje. (3) Kontrola vida će se besplatno ponuditi zaposlenicima xxxx xxxx s monitorima prvi put u sklopu svojih uobičajenih zadaća, prije nego započnu s edukacijom ili radom na monitoru. Menadžeri bi se trebali pobrinuti da se svom osoblju koje radi sa monitorima ponudi kontrola vida svake tri godine ili ranije ukoliko zaposlenik ima problema s vidom za koje smatra da bi mogli biti povezani s korištenjem monitora. U slučajevima kada pretrage pokažu da se obične leće ne mogu koristiti te da su potrebne specijalizirane leće za rad sa monitorom, troškove nabavke takvih leća i okvira pokrit će poslodavac. |
XVI. PROTECTION OF WORKERS' HEALTH Article 24 (1) The employer is obliged to provide all employees with systematic health examinations once every year at the expense of the employer. (2) The employer shall participate only in those costs of systematic examination which on any basis are not covered by the Croatian Health Insurance Institute. (3) Vision control shall be offered free of charge to employees working with monitors for the first time as part of their usual tasks, before commencing training or working on the monitor. Managers should ensure that their staff working with monitors are offered vision control every three years or earlier if an employee has vision problems that they believe may be related to the use of monitors. In cases when tests show that ordinary lenses cannot be used and that specialized lenses are needed to work with the monitor, the costs of purchasing such lenses and frames will be covered by the employer.
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1. Puno radno vrijemeČlanak 25. (1) Puno radno vrijeme raspoređeno je u pet radnih xxxx, a traje 33 sata i 45 minuta tjedno, odnosno šest sati i 45 minuta jednokratno dnevno. (2) Subota i nedjelja su neradni dani. (3) Dnevno radno vrijeme je fleksibilno odnosno klizno. Radnicima se dozvoljava mijenjati obrazac radnog vremena unutar standardnih radnih sati koje su dužni odraditi. Osoblje je dužno biti nazočno tijekom određenog vremena unutar radnog xxxx, tzv. osnovni radni sati. U preostalo vrijeme osoblje ima slobodu odabrati radno vrijeme – tzv. fleksibilno ili klizno radno vrijeme. Službena administracija nije potrebna. Ova se shema temelji na principima povjerenja i osobne odgovornosti. Shema se ne može primjenjivati ukoliko su pojedinci uključeni u aktivnosti s određenim rasporedom. (4) Osim kliznog radnog vremena, osoblje povremeno može iz osobnih razloga izaći ranije ili doći kasnije na posao, uz prethodnu najavu u pravilu 24 sata unaprijed, inače se taj xxx smatra kao iskorištavanje plaćenog godišnjeg odmora, odnosno bolovanje (ovisno o situaciji). Takve se promjene trebaju unaprijed najaviti nadređenoj osobi, a izgubljeno vrijeme nadoknaditi. Ukoliko prethodna najava nije moguća, nadređenu xxxxx xxxxx obavijestiti telefonskim ili elektronskim putem (e-mail, SMS, poruka u grupni chat aplikacije koju tvrtka koristi za koordinaciju posla), kako se izostanak ne bi zabilježio kao neodobren. Mogućnost početka i kraja radnog vremena: Ponedjeljak-xxxxx: |
XVII. WORKING HOURS 1. Full timeArticle 25 (1) Full-time work is divided into five working days, lasting 33 hours and 45 minutes per week, or six hours and 45 minutes once a day. (2) Saturday and Sunday are non-working days. (3) Daily working hours are flexible or sliding. Workers are allowed to change the working time pattern within the standard working hours they are required to work. The staff are obliged to be present during a certain time within the working day, the so-called basic working hours. In the remaining time, the staff have the freedom to choose working hours - the so-called flexible or sliding working hours. No official administration is required. This scheme is based on the principles of trust and personal responsibility. The scheme cannot be applied if individuals are involved in activities with a specific schedule. (4) In addition to sliding working hours, staff may occasionally leave for work earlier or later for personal reasons, with prior notice, usually 24 hours in advance, otherwise that day is considered as taking paid leave or sick leave (depending on the situation). Such changes should be announced in advance to the superior, and the lost time should be compensated. If prior notice is not possible, the superior should be notified by phone or electronically (e-mail, SMS, group chat application used by the company to coordinate work), so that the absence is not recorded as unauthorized. Options for beginning and ending the work week:
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Hrvatski |
|
Osnovni radni sati |
Fleksibilno radno vrijeme |
11:00 – 14:45 |
Početak 8:00 – 11:00 |
|
Završetak 14:45 – 17:45 |
English |
|
Basic working hours |
Flexibile working hours |
11:00 – 14:45 |
Beginning at 8:00 – 11:00 |
|
Ending at 14:45 – 17:45 |
Hrvatski |
|
Starost zaposlenika |
Xxxx xxxx godišnjeg odmora |
18-29 xxxxxx |
24 |
30-39 xxxxxx |
26 |
40-49 xxxxxx |
28 |
50-59 xxxxxx |
29 |
Više od 60 xxxxxx |
30 |
English |
|
Age of employee |
Number of vacation days |
18-29 years |
24 |
30-39 years |
26 |
40-49 years |
28 |
50-59 years |
29 |
More than 60 years |
30 |
Hrvatski |
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Xxx.xx. |
Radno mjesto |
Koeficijent |
Iznos plaće bruto 1 |
1 |
Direktor |
1 |
8.725,00 |
2 |
Kreativni direktor |
1 |
8.725,00 |
3 |
Junior programer |
1 |
8.725,00 |
4 |
Senior programer |
1 |
8.725,00 |
5 |
Junior artist |
1 |
8.725,00 |
6 |
Senior artist |
1 |
8.725,00 |
7 |
Junior gameplay developer |
1 |
8.725,00 |
8 |
Senior gameplay developer |
1 |
8.725,00 |
9 |
Pisac |
1 |
8.725,00 |
10 |
Kompozitor |
1 |
8.725,00 |
11 |
Dizajner zvuka |
1 |
8.725,00 |
12 |
Marketing |
1 |
8.725,00 |
13 |
PR |
1 |
8.725,00 |
English |
|||
Order no. |
Working place |
Coefficient |
Salary amount gross 1 |
1 |
Director |
1 |
8,725.00 |
2 |
Creative Director |
1 |
8,725.00 |
3 |
Junior programmer |
1 |
8.725,00 |
4 |
Senior programer |
1 |
8.725,00 |
5 |
Junior artist |
1 |
8.725,00 |
6 |
Senior artist |
1 |
8.725,00 |
7 |
Junior gameplay developer |
1 |
8.725,00 |
8 |
Senior gameplay developer |
1 |
8.725,00 |
9 |
Pisac |
1 |
8.725,00 |
10 |
Composer |
1 |
8,725.00 |
11 |
Sound designer |
1 |
8,725.00 |
12 |
Marketing |
1 |
8,725.00 |
13 |
PR |
1 |
8,725.00 |
U Zagrebu [In Zagreb], _________ 2022.g.
Direktor Gamechuck d.o.o. Predsjednik Novog sindikata
[Director of Gamechuck doo] [President of the New Union]
Xxxxxxxxxx Xxxxxxxxxx Xxxxx Xxxxxxxx
________________ ___________________________
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