Hrvatski
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English
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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.
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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.
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COLLECTIVE
AGREEMENT FOR EMPLOYEES OF GAMECHUCK DOO
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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.
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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
Članak
3.
(1)
Ovaj Kolektivni ugovor važeći je na teritoriju Republike
Hrvatske, na kojem poslodavac obavlja svoje poslovanje.
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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.
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III.
STRUKOVNO VAŽENJE
Članak
4.
(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.
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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.
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IV.
VAŽENJE S OBZIROM NA OSOBE
Članak
5.
(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.
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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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V.
SKLAPANJE UGOVORA O RADU
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:
koeficijent
složenosti poslova koje će obavljati radnik,
odredbe
o osnovnoj plaći, dodacima na plaću i razdobljima isplate
primanja na koje radnik ima pravo
detaljan
opis poslova radnog mjesta
odredbe
o očekivanom trajanju ugovora u slučaju sklapanja ugovora o
radu na određeno vrijeme
(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.
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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:
coefficient
of complexity of jobs to be performed by the worker,
provisions
on basic salary, salary supplements and periods of payment of
benefits to which the worker is entitled
detailed
job description
provisions
on the expected duration of the contract in the case of
concluding a fixed-term employment contract
(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.
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VI.
PLAN IZVRŠENJA OBVEZA
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:
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reviewed and, if necessary, updated quarterly or every three
months.
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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
Članak
8.
(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.
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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.
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VIII.
ZAPOSLENJE IZVAN GAMECHUCK D.O.O.
Članak
9.
(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.
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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.
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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.
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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.
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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.
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XI.
ZAŠTITA STARIJIH RADNIKA
Članak
13.
(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.
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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.
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XII.
DOB ZA UMIROVLJENJE
Članak
14.
(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.
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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.
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XIII.
MIROVANJE RADNOG ODNOSA
Članak
15.
(1)
Razdoblja mirovanja radnog odnosa uračunavaju se u vrijeme
trajanja radnog odnosa, kad xx xxx odlučno za priznavanje prava
iz radnog odnosa.
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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.
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XIV.
ZAŠTITA PRAVA I DOSTOJANSTVA RADNIKA
Članak
16.
(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.
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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.
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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.
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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.
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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:
izvršiti
će promjenu mjesta rada radnika koji je izvršio
uznemiravanje ili mu ponuditi sklapanje Aneksa ugovora o
radu za druge poslove, a ukoliko radnik koji je izvršio
uznemiravanje odbije potpisati predloženu izmjenu ugovora o
radu, dati mu otkaz ugovora s ponudom izmijenjenog ugovora,
u
slučaju jednokratnog blažeg oblika uznemiravanja radnika,
ako postoje izgledi da se uznemiravanje više neće
ponoviti, radniku koji je izvršio uznemiravanje dat će
upozorenje,
u
slučaju težeg oblika uznemiravanja ili spolnog
uznemiravanja radnika kao i u slučaju ponovljenog lakšeg
oblika uznemiravanja i spolnog uznemiravanja, radniku koji
je izvršio uznemiravanje dati izvanredni otkaz ugovora o
radu.
(2)
U slučaju iz točke 2. prethodnog članka, ovlaštena
xxxxx xx odbiti pritužbu podnositelja zahtjeva
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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:
will
change the place of work of the harassing worker or offer him an
Annex to the employment contract for other work, and if the
harassing worker refuses to sign the proposed amendment to the
employment contract, terminate the contract with an offer of the
amended contract,
in
the case of a one-off milder form of harassment of a worker, if
there is a chance that the harassment will not recur, the
harassing worker will be warned,
in
the case of a severe form of harassment or sexual harassment of a
worker as well as in the case of repeated milder forms of
harassment and sexual harassment, give the worker who committed
the harassment an extraordinary termination of the employment
contract.
(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.
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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.
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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.
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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.
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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.
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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 XXXX
Xxxxxx
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.
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XV.
WORK SAFETY AND PROTECTION
Article
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.
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XVI.
ZAŠTITA ZDRAVLJA RADNIKA
Članak
24.
(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.
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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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XVII.
RADNO VRIJEME
1.
Puno radno vrijeme
Članak
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:
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XVII.
WORKING HOURS
1.
Full time
Article
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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