Collective Agreement ****************************************************************************************** * ****************************************************************************************** entered into by and between the following parties: Charles University, Prague 1, Ovocný trh 560/5, ID no. 00216208, represented by the Rector and the Committees of the Basic Organization of the University Trade Union at Charles Universi Protestant Theological Faculty, the committee of the university trade union of the 1st Fac of the Faculty of Medicine in Plzen, the committee of the university trade union of the Fa university trade union of the Faculty of Arts, the committee of the university trade union trade union of the Faculty of Mathematics and Physics, the committee of the university tra university trade union of the Faculty of Physical Education and Sport, the committee of th the committee of the university trade union of the Institute for Language and Preparatory Union Council, Doc. PhDr. Milan Kohoutek, CSc., under the powers of attorney of the specif and the Committee of the Basic Organization of the University Hospital of the Trade Union for represented by the chair, Ms Šárka Neumannová and the Committee of the Basic Organization of the Trade Union for Health and Social Care of t University Hospital in Motol, represented by the chair of the basic organization, Ing. Mir and the Committee of the Basic Organization of the University Hospital Vinohrady and the 3rd F of the Czech Republic, represented by the chair of the basic organization, Ms Milada Králo and the Committee of the Basic Organization of the Faculty of Medicine in Hradec Králové of th represented by the chair of the basic organization, Ms Eva Vávrová and the Committee of the Basic Organization of the Faculty of Law, represented by doc. JUDr. J and the Basic Organization of the Federation of Executive Employees of the Czech Republic of C represented by PhDr. Petr Šťastný, Ph.D. (the “competent trade union authority”), as the other party ****************************************************************************************** * Contents of the Collective Agreement ****************************************************************************************** I. Basic Provisions II. Forms of Cooperation between the Employer and the Competent Trade Union Authorities III. Labour Relations IV. Wages and Remuneration V. Health and Safety at Work VI. Travel Expenses VII. Care of Employees VIII. Final Provisions I IX. Final Provisions II *========================================================================================= * I. Basic Provisions *========================================================================================= 1 This Collective Agreement (the “CA”) is entered into in accordance with Act no. 262/2006 Code (the “LC”), Act no. 2/1991 Sb., on collective bargaining, as amended, and in accordan legal regulations, in particular, Act no. 111/1998 Sb., on Institutions of Higher Educatio 2 This CA regulates the individual and collective relations between the employer and the e the area of labour, wage, and social entitlements. If further reference is made to employe understood as the dean with respect to the faculties, and the director with respect to oth Charles University, provided the director has the respective authority in accordance with internal regulations of Charles University, otherwise the Rector. If further reference is authorized directors of other units of Charles University, this is understood as a directo to manage the assets of Charles University, and in association therewith, to act on behalf University in accordance with Article 49 of the Constitution of Charles University. If fur is made to employees, this is understood, for the purpose of this agreement, as a person w and has entered into an employment contract in accordance with Section 33 and other provis two of the LC. The Coordinating Trade Union Council of the Basic Organization of the Unive Union at Charles University, the committee of the basic organization of the University Hos and the 3rd Faculty of Medicine of the Trade Union for Health and Social Care of the Czech committee of the basic organization of the Faculty of Medicine of the Trade Union for Heal Care of the Czech Republic Hradec Králové, the committee of the basic organization of the Hospital of the Trade Union for Health and Social Care of the Czech Republic in Prague, th the basic organization of the University Hospital Motol and the 2nd Faculty of Medicine of for Health and Social Care of the Czech Republic in Prague, the basic organization of the Union of the Faculty of Law, and the basic organization of the Federation of Executive Emp Czech Republic of Charles University, Faculty of Physical Education and Sport act as contr representing the interests, rights, and needs of all employees of the employer and are com union authorities at the level of Charles University (the “competent trade union authoriti 3 This CA is a corporate collective agreement binding for all employees at all of the empl workplaces. 4 The Rector empowers the deans of the faculties and the authorized directors of other uni University to complete the selected parts of this CA with respect to the specific conditio workplaces based on the negotiations of the deans of the faculties and the authorized dire units of Charles University with the representatives of the competent trade union authorit union organizations active at the level of the faculties and other units of Charles Univer Annex 1 to this CA. Modifications in the form of written, numbered amendments are an integ agreement. Only numbered amendments not exceeding the framework of this agreement are admi *========================================================================================= * II. Forms of Cooperation between the Employer and the Competent Trade Union Authorities *========================================================================================= 1 The employer informs the competent trade union authorities specified in Article I.2 or I accordance with Section 287(1) of the LC, of the following in particular: a) The development of wages with respect to overall wage costs and their share in the non- expenditures, the development of average wage, including categorization according to the e pursuant to the valid wage regulation and including categorization according to tariff and components. These overviews are provided by the employer (Rector’s Office of Charles Unive trade union authorities in writing twice a year, for the first half of the year by 15 Sept specific calendar year, and for the annual accounting period by 15 May of the following ca b) The economic and financial situation of the employer, the impact of the employer’s acti environment, and its ecological measures, c) The transfer of rights and obligations from employment relations in Section 338 et seq. d) The legal status of the employer and its changes, internal organization, and the person to act on behalf of the employer in employment relations and changes made to the employer’ activities, e) The anticipated development of employment at the employer, f) The contemplated structural changes, rationalized or organizational measures, and measu to mass layoffs of employees, in accordance with Section 62(2 to 4) of the LC, g) The status and structure of employees, basic issues relating to employment conditions a thereto, h) Health and safety at the work in the scope set out in part five, first heading of the L 2 The employer negotiates the following with the competent trade union authorities specifi or I.4 of this CA in accordance with Section 287(2) of the LC a) The economic situation of the employer, b) The quantity of work and work pace in accordance with Section 300 of the LC, c) Changes to the organization of work, d) The system of evaluation and remuneration of employees, e) The system of training and education of employees, f) Measures for the creation of conditions for employing private individuals, especially y caring for children under the age of 15, and disabled persons, including essential matters care, measures to improve work hygiene and the work environment, the organization of socia physical education services, g) Other measures relating to a larger number of employees, h) Measures relating to the transfer of rights and obligations from employment relations i seq. of the LC, i) Measures in relation to mass layoffs of employees in accordance with Section 62(2 to 4) j) Issues in the area of health and safety at work in the scope set out in Sections 101 to 108 of the LC. 3 Discussions on the issues set out in Article II.2 c to g regulate the respective provisi in particular, Articles III.A.2, III.A.4, III.D.2 to III.D.4, IV.A.1 to IV.13. 4 The employer provides information in accordance with Article II.1 of this LC to the comp authorities specified in Article I.2 of this LC with respect to the accounting period of t no later than 15 September for the first half of the year and no later than 15 May for the the year. 5 The employer submits and discusses with the competent trade union authorities specified or I.4 of this LC the situation and measures pursuant to Article II.2 at least 30 days pri them out. This provision applies in particular to measures that have as a result an impact and mass layoffs of employees, in accordance with Section 62(2 to 4) of the LC. 6 The employer negotiates with the competent trade union authorities specified in Article LC the possibility of creating and using profits. In the event of a social fund, the compe union authorities are entitled to make cooperative decisions on the specific conditions of Cooperative decisions are understood as reaching a consensus of the employer and the compe authority on the conditions for creating and using the social fund. For the creation of op of agreement (assumptions for agreement), the representatives of the competent trade union specified in Article I.2 of this LC are invited to a meeting with the extended Rector’s bo the conditions for creating and using the social fund are discussed. The basic conditions and using the social fund are stipulated in the Constitution of Charles University in acco Higher Education Act. The same mechanism of cooperative decision is applied to the level o Dean’s board) and other units of Charles University. 7 The employer submits to the competent trade union authorities specified in Article I.2 o on the measures that it has proposed for remedying the defects mentioned by the competent authority when carrying out its inspection or for making proposals that the competent trad submitted based on the inspection carried out (Sections 321 and 322 of the LC). 8 The employer arranges at its own expense the conditions for properly exercising the acti trade union authorities specified in Articles I.2 and I.4 of this LC; it provides a room w equipment in an appropriate scope and allows the use of office, computer, and copying serv computer network, and network connections free of charge (Section 277 of the LC). 9 The employer further allows the trade union authorities specified in Articles I.2 and I. use the information channels of the respective workplaces (e.g. newsletters, news on websi in matters that relate to all employees (e.g. the collective agreement), and also to conta with the use of a group e-mail. At workplaces where the trade union organization or other of the employees are not active, the employer allows the Coordinating Trade Union Council services for the purpose of informing employees. The conditions for properly exercising ac includes the possibility of presenting the trade union organization on the web pages of th a separate e-mail address. The appropriate extent may be set out in numbered amendments to into between the dean of a faculty or an authorized director of another unit and the compe authority. 10 For the purpose of organizing annual conferences, trade union organization meetings, or of a larger scope, the employer provides space free of charge (a meeting room or other ade provided that it does not interfere with the ordinary operations of the employer. 11 For performing the trade union activities of the officers of the competent trade union specified in Articles I.2 and I.4 of this CA, the employer provides time-off in the scope necessary with compensation of wages amounting to average earnings (Section 203(2) of the necessary is understood as a maximum of 20 business days in a calendar month. The employer to request from the trade union organization payment of the wage compensation provided, in for health and social insurance for such provided wage compensation. The employer is entit that the trade union officers demonstrate the need to provide such time-off. 12 The members of the competent trade union authorities specified in Articles I.2 and I.4 not be discriminated against for performing its activities or disadvantaged in its entitle may not gain an advantage for performing their activities (Section 276(2) of the LC). 13 Elected officials of the competent trade union authorities of the trade union organizat at the level of faculties and other units of Charles University (a list of which is an ann amendments to this CA) enjoy enhanced protection for the duration of their term of office year after termination of their term of office. Enhanced protection is understood as an ob employer to request from the competent trade union authority specified in Articles I.2 and prior consent for giving notice or immediate termination of employment. Prior consent is a the competent trade union authority does not refuse in writing to provide consent to the e days of the day this was requested by the employer (Section 61(2) of the LC). 14 Representatives of the competent trade union authorities specified in Articles I.2 and are entitled to participate in the meetings of the secretaries of the faculties and other University, if requested. This is without prejudice to their right to participate in all m place during the validity of this Collective Agreement, provided that this requirement bec for performing the trade union activities. 15 The materials submitted for discussion and approval of the Academic Senate of Charles U “Senate”) relating to conceptual, wage, economic, and employment issues, including changes wage regulations, are sent to the competent trade union authorities specified in Article I deliberation at the same time they are sent to the Senate. 16 Upon request of the competent trade union authorities specified in Articles I.2 and I.4 employer or an authorized representative attends their meetings. 17 Based on a request of an employee who is a member of the trade union organization or a person who carries out work for the employer under a contract for the performance of work for work and is also a member of the trade union organization, the employer allows members union organization a choice of trade union member contributions in the form of a deduction these are credited to the account of the competent trade union organization. The trade uni undertakes to provide any necessary cooperation to the employer. 18 The competent trade union authorities specified in Articles I.2 and I.4 of this CA coop Rector and the employer in carrying out measures that lead to modernization and improvemen the academic level of Charles University, and increasing its good reputation abroad, provi interfere with the mission of the trade unions, and they continue to cooperate in taking a lead to improving the financial situation of Charles University, more efficient management rational job opportunities, and increasing real wages. 19 The competent trade union authorities specified in Articles I.2 and I.4 of this CA unde with the obligation of confidentiality and other obligations arising from Section 276(3) o 20 The competent trade union authorities specified in Articles I.2 and I.4 of this CA imme the information and measures submitted by the employer, and no later than 14 days, during no later than 30 days, after making the submission, notify the employer of their opinion. trade union authorities do not notify the employer of their opinion by this deadline, they agree to the information and measures of the employer. 21 The competent trade union authorities specified in Articles I.2 and I.4 of this CA acqu employees with the approved version of this CA. *========================================================================================= * III. Labour Relations *========================================================================================= The employer undertakes to uphold and comply with all principles of labour relations arisi labour legislation, in particular, Sections 1a and 346b to 346e et seq. of the LC. The emp upholds the principles of equal treatment and non-discrimination and human dignity arising from Sections 1a(e), 16, 110 et seq. of the LC and other legal regulations. The employer undertakes to prevent the discrimination of any employee or person carrying o the employer under a contract for the performance of work or a contract for work relating colour, sex, sexual orientation, language, faith or religion, political or other views, an activities in political parties or political movements, trade union organizations, and oth The employer further undertakes to prevent discrimination relating to nationality, ethnic wealth, health status, age, marital and family status, or family obligation. The employer ensures equal treatment of all employees or persons carrying out work for the a contract for the performance of work or a contract for work, insofar as it relates to th including remuneration for work and other monetary performance and monetary values. The em ensures equal treatment of all employees insofar as it relates to professional training an for achieving functional or other advancement in employment. A. Employment conditions 1 The employer is required to conclude with every employee a written employment contract n the day the employee commences work. The employee is placed in the respective wage categor with the Internal Wage Regulation of Charles University. Wage stipulations are set out sep assessment. 2 If the employment contract does not contain information on the rights and obligations ar employment, the employer is required to inform the employee of these no later than one mon commencement of employment; this also applies to changes to this information. The informat the details set out in Section 37(1) of the LC. 3 The employer transfers or may transfer an employee to another job in the cases set out i the LC. 4 If, in accordance with Section 41(3 and 4) of the LC, the employer transfers an employee to a job other than that stipulated in the employment contract and the employee does not a a measure, the employer may only transfer the employee after negotiating this measure with trade union authority. Negotiations are not necessary if the total period of transfer does business days during a calendar year (Section 46 of the LC). 5 When commencing employment, the employer is required to acquaint the employee with their and the collective agreement. A safety technician is required to acquaint the new employee regulations for health and safety at work and fire prevention. 6 Upon agreement, the employer may send the employee on a business trip for the period nec 42(1) of the LC). B. Working hours 1 Weekly working hours are a maximum of 40 hours (Section 79 of the LC). The beginning and hours, the beginning and end of breaks for food and rest, and any flexible working hours a employer, and after approval by the competent trade union authorities, the employer acquai of the faculties and other units of Charles University with them. In justifiable cases, in modifications to the working hours may be made following agreement with the head of the re workplace. If not otherwise stipulated, it is deemed that the working hours of a member of staff have been adjusted individually. 2 Overtime work and work on non-working days may be requested by the employer in accordanc conditions set out in Section 91(2 to 4) and Section 93 of the LC only in exceptional case negotiating with the competent trade union authorities specified in Article I.4 of this ag Requested overtime work for employees must not exceed eight hours per week and 150 hours i year (Section 93(2) of the LC). The employer is required to comply with the respective pro LC when setting the overall scope of overtime work. Overtime work cannot be requested from have shorter working hours due to health reasons without a reduction in wages and parents- with a child under the age of 10 in their care. In addition, overtime work cannot be reque with a child under the age of one year in their care. Employees are entitled to their wage for overtime work and work on non-working days. The employer may set different time limits work with respect to need, possibilities, and the specific nature of the unit of Charles U numbered amendment to this CA. 3 For employees with unevenly distributed working hours, an adjustment period is arranged Section 78(1m) of the LC) for eight working weeks. The average weekly working hours during not exceed the established weekly working hours or a shorter period of working hours. 4 The employer may only request on-call duty for an employee based on agreement with the e scope of the on-call duty at the faculties and other units of Charles University may be se amendments to this CA which are concluded by the dean of the faculty or a deputized direct unit of Charles University together with the competent trade union organization (Article I On-call duty cannot be requested from pregnant women, women or men caring for a child unde year, single women or men caring for a child under the age of eight, and other employees w that they care for a predominantly or fully helpless person primarily by themselves on a l C. Termination of employment 1 Employment may be terminated only in the manners set out in the Labour Code (Section 48 Giving notice or immediate termination of employment by the employer is negotiated by the competent trade union authority specified in Article I.4 of this CA (Section 61(1) of the lay-off of employees, the employer is required to proceed in accordance with Section 62 of 2 During any contemplated termination of employment by the employer due to prepared organi the result of which could be a mass layoff of employees, the following procedure must be f a) The employer acquaints the competent trade union authority in writing with the prepared submits it to the academic senate of the faculty or the University, if negotiation by the senate is required under law or the internal regulations of Charles University. In additio the changes, the employer submits a list of vacant positions and a proposal for any future the employees associated with the termination. These are provided to the competent trade u no later than two months prior to the expected changes. The competent trade union authorit to comment on the individual proposals; b) During the decision-making on termination of employment, the following criteria are con employees: overall work ethic and results, achieved qualifications, duration of uninterrup at Charles University, work disability, and health and social situation. Careful considera employees who have reached the age of 50 and single parents. 3 The employer takes into consideration the criteria set out in Article III. C. 2 b even i there is a mass layoff and an employee become redundant due to organizational changes. Whe outcome of termination of employment, the employer considers in particular the age, health status of the employee. 4 When terminating employment, the employee is entitled to severance pay in the cases and in Part IV. C. D. Annual leave and obstacles to work 1 The annual leave of academic members of the staff of universities is eight weeks during (Section 213(3) of the LC). The annual leave for other employees is five weeks (Section 21 2 The employer determines the period for taking annual leave according to the written sche leave issued with the prior consent of the trade union organization so that annual leave m taken as a whole and by the end of the calendar year in which the entitlement to annual le When determining the schedule for taking annual leave, the operational reasons of the empl legitimate interests of employees must be taken into account. If an employee’s annual leav in several parts, at least one part must be a minimum of two weeks taken at one time, prov the employee and the employer have not decided on another duration of the annual leave. Th required to notify the employee in writing of the determined period of annual leave at lea advance, provided that a shorter period has not been agreed with the employee. In addition considers the legitimate interests of the employees, especially if it involves the parents are of compulsory school age. 3 The employer provides time-off to employees without wage compensation in accordance with of the LC only as strictly necessary, however, no longer than three weeks during a calenda arranging the operation of summer camps and winter training courses for children of employ Charles University in their own or other training and educational facilities. During these employer fulfils the obligation of paying social security and health insurance for the emp 4 The employer must provide time-off with wage compensation to employees-parents who contr for the children of employees in the employer’s facilities (children’s corner, etc.) no mo day a week. The faculties and other units of the University are authorized to provide such the terms formulated in agreement with the competent trade union authorities in the Amendm Collective Agreement. 5 On request, the employer provides to employees time-off from work without wage compensat to the limits set out in the relevant legal regulations in the following cases: a) 1 day for an employee to attend the wedding of a step child; b) 1 day for an employee to attend the funeral of a step parent, and an additional day if arranges the funeral of this person; c) 1 day for the death of a spouse, partner, or child; d) 1 day for moving; e) 1 day for the birth of a child of the employee’s spouse (partner); f) 1 day per month to search for a new job prior to termination of employment; g) 2 days per month for single-parent employees caring for a child under the age of 18; h) 2 days per month for employees caring for a disabled child, an incapacitated person liv employee’s household, or a closely related incapacitated person for transporting them to a facility. E. Qualifications and retraining 1 The employer allows employees to study or take training in order to increase their quali on a written agreement concluded on the obligations arising therefrom, if it relates to: a) Increasing qualifications of an employee for the needs of the employer; b) Increasing qualifications for the needs of the employee, provided it does not interfere reasons on the side of the employer; c) Increasing qualifications due to changes in the employment of the employee as a result illness or injury. In the case of points a and c, the employer provides to the employee wage compensation amo earnings and agreed-upon costs connected to studies or training. In the case of point b, t provides time-off to the employee for the necessary period relating to studies without wag The expenses connected to studies or training are covered by the employee in this case. 2 With respect to ILO Convention no. 140, on paid educational leave, time-off from work wi compensation at the rate of average earnings is provided to trade union officials during t by a trade union organization. 3 Employees are not obliged to pay to the employer the costs of increasing qualifications out in Section 235 of the LC. F. Employees with disabilities 1 In accordance with the valid legal regulations, the employer creates at the faculties an of Charles University job opportunities for employees with disabilities. When resolving th the employer closely cooperates with the competent trade union authorities and the Employm the competent regional branches of the Employment Office for the region where the respecti located. G. Handling complaints, resolving employment disputes, and procedures for resolving collec 1 The employer is required to discuss with the employee, or on the employee’s request, wit trade union organization specified in Articles I.2 and I.4 of this CA the employee’s compl exercising the rights and obligations arising from employment. This is without prejudice t the employee to enforce their rights in court. 2 The contracting parties undertake to resolve any disputes from which claims arise for in employees, as well as collective disputes over the fulfilment of obligations arising from as quickly as possible by mutual negotiation, especially at the level of the relevant work to the dispute or at the level of the dean of the faculty or director of another unit of C and the competent trade union authority (see Article I.4 of this CA) or at the level of th competent trade union authority (see Article I.2 of this CA). 3 In the event of disputes relating to the fulfilment of obligations arising from this CA, entitlement arises for individual employees, the contracting parties establish a conciliat than 15 working days after commencement of the dispute in order to resolve the dispute. If is not resolved at this level within 30 working days of establishing the conciliation body set out in Sections 10 to 14 of Act no. 2/1991 Sb., on collective bargaining, as amended, before a mediator or proceedings before an arbitrator, is pursued. 4 If the decision of the arbitrator on fulfilling obligations from this CA is in contradic Act no. 2/1991 Sb., on collective bargaining, as amended, the competent regional court dec at the motion of a contracting party. The contracting parties may lodge a motion to rescin of the arbitrator within 15 days of its delivery. Employment disputes on the rights and ob employees arising from employment or related regulations, and also disputes on fulfilling this CA, from which claims arise for the individual employees, are resolved by the compete *========================================================================================= * IV. Wages and remuneration *========================================================================================= A. Wage components and wage compensation 1 Remuneration of Charles University employees is governed by the LC, Government Decree no Sb., on minimum wage, on the lowest levels of guaranteed wages, on the definition of a dem environment, and on the amount of wage premiums for work in a demanding working environmen for in the LC, also the Internal Wage Regulation of Charles University (the “WR”), and the this CA and the numbered amendments to this CA. The WR also regulates the rights of employ with Section 305(1), second sentence of the LC. 2 Regardless of the overall results of Charles University, employees are guaranteed the sa claims arising from contractual wages (Article 3 of the WR) or to tariff wages and wage pr WR and this CA. 3 The application of wage components, forms of wages and their changes, the determination conditions for the provision of the relevant wage component, and measures for the use of w carried out by the employer after negotiating with the competent trade union authorities. must be negotiated at least 30 calendar days before their application. 4 Authorized representatives of the trade union authorities specified in Article I.4 of th entitled to participate in meetings of all committees, working groups, etc., which discuss the system of remuneration and the evaluation of employees concerning their remuneration a materials, provided such committees, working groups, etc. are established at the faculties units of the University. In the case of an evaluation system relating to the remuneration members of the staff, the authorized representative of the trade union authorities must ha qualifications. 5 Wages and wage compensation are paid in accordance with law, the WR, and this CA. Wages the work has been performed, at the latest by the 14th day of the calendar month following which the employee was entitled to wages or any part thereof. If an employee takes regular on a pay day, the employee is entitled to payment of wages on the last working day before the leave. Upon agreement with the employee, the employer pays the wages and wage compensa transfer to the account specified by the employee, unless the employee insists on paying t compensation in cash at the workplace. If the payment date falls on a Saturday, Sunday, or wages are paid on the previous working day. 6 The binding regulations, pursuant to Article IV.A.1 of this CA are the basis for the cla employee in the relevant wage category and the amount of the personal bonus. The employee the relevant wage category according to the type of work performed and the catalogue of wo work performed is agreed in writing in the employment contract. An employee can be transfe wage category in the cases stipulated in the WR or on the basis of a change in the agreed the event of not complying with this provision, reclassification to a lower wage category account. 7 The bonus range for management is determined by the WR. The criteria for awarding person determined at the faculties and other units of Charles University in accordance with the W to the limit for approved wage resources after being negotiated in advance with the compet authority (see article I.4 of this CA). 8 Employees may be awarded additional wages in each half year of the calendar year in an a the terms set out in the WR and established in numbered amendments to this CA for the indi and other units of Charles University, taking into account the implementation status of th 9 Bonuses for overtime work, work on Saturdays and Sundays, and work on holidays are gover 10, 11, and 13 of the WR. In addition to wages, employees are entitled to a bonus of at le average earnings for overtime work for the period during which overtime work is performed, may provide to the employee upon agreement extra time-off instead of a bonus for the overt 10(2 and 3) of the WR). For work on holidays, employees are entitled to wages and extra ti extent of the work carried out on a holiday, which is provided no later than by the end of calendar month following the performance of work on a holiday or at an agreed time. The em entitled to wage compensation for the period of extra time-off amounting to average earnin may agree with the employee on a bonus in addition to wages, amounting at least to average of extra time-off. An employee who does not work due to a holiday falling on an ordinary w entitled to wage compensation amounting to average earnings provided that wages were lost the holiday. For work ordered by the employer on Saturdays and Sundays as a part of weekly a bonus of at least 10% of average earnings is paid in addition to the earned wages, and o working hours, in addition to the bonus or extra time-off for overtime work, a bonus in an out in Article 13(2) of the WP. The conditions and the amount of these bonuses may be agre amendments to the CA concluded between the deans of the faculties or authorized directors and the competent trade union authority (Article I.2). 10 For on-call duty, employees are entitled to 15% of the average hourly earnings and, in non-working day, 25% of the average hourly earnings. Employees who have been quarantined a wage compensation during the first 14 calendar days, in accordance with Section 192 of the 11 During the period of work in a demanding working environment, the employee is entitled a bonus of at least the amount stipulated by law (Section 7 of Government Decree no. 567/2 amount of these bonuses as well as their provision in other cases in accordance with the W in numbered amendments to the CA concluded between the deans of the faculties or authorize other units and the competent trade union authority. 12 During night work, employees are entitled to wages and a bonus of at least 10% of avera amount of these bonuses may be agreed in numbered amendments to the CA concluded between t faculties or authorized directors of other units and the competent trade union authority. 13 Any specification of the wage increases of employees may be set out in numbered amendme When concluding these numbered amendments, the employer is obliged to take into account, i real volume of resources from the basic non-investment subsidy for the implementation of s and lifelong learning programmes, from which wage increases are covered and the needs of e event that the dean of a faculty or an authorized director of another unit of Charles Univ such a numbered amendment and does not take into account the real volume of these resource the wage increase is paid when determining the specification of wage increases, Charles Un obliged to pay this wage increase from other sources. If the dean of a faculty or an autho does not conclude these numbered amendments, they are deemed to have provided an adjustmen increase specification in line with the adjustment set by the Rector pursuant to this para University employees who are in its employment. a) At least 40% of the non-investment increase in the volume of the basic non-investment c the implementation of accredited study programmes and lifelong learning programmes from th are to be used to increase the volume of employees’ wages. b) The employer (the Rectorate of Charles University) undertakes to negotiate with the com union authorities specified in Article I.2 of this CA on the basis of their request for ch in relation to wage developments in the Czech Republic at least (at minimum) once every tw c) The specification of wage adjustments are discussed by the employer in advance with the union authorities (see Article I.2 of this CA) no later than 30 days after approval of the state non-investment subsidy by the Academic Senate of Charles University. B. Remuneration and contributions from the social fund 1 The provision of remuneration by the employer to employees is governed by the WR. 2 In accordance with the wording of the Higher Education Act, the employer creates a socia least 1.3% of the volume of costs incurred for wages, wage compensation, and on-call work during the previous annual accounting period and no more than 2% of the volume of costs in wage compensation, and on-call work remuneration during the relevant period. 3 Employees may receive remuneration, inter alia, in accordance with Article 18(b) of the for assessing their work merit at the 20th anniversary of employment and every additional employment, when reaching the age of 50, at the initial termination of employment after be invalidity pension or after acquiring old-age pension. A condition for the award is a mini continuous employment of five years at the employer. The provision of this remuneration is numbered amendments to this CA, which are concluded by the deans of the faculties and auth of other units of Charles University with the competent trade union authorities (see Artic CA). C. Severance pay 1 Employees whose employment is terminated by notice or by agreement for the reasons set o 52(a to c) of the LC are entitled to severance pay, in accordance with Section 67 of the L termination of employment. 2 Statutory severance pay increases: a) to three times the average earnings for employees whose employment lasts for at least t than six years; b) to four times the average earnings for employees whose employment lasts for at least si than 11 years; c) to five times the average earnings for employees whose employment lasts for at least 11 than 16 years; d) to six times the average earnings for employees whose employment lasts for at least 16 than 21 years. e) to seven times the average earnings for employees whose employment lasts 21 or more yea 3 In the event that the employer gives notice to the employee, pursuant to Section 52(d) o employee is entitled to severance pay equal to twelve times the average earnings. 4 For employees who are entitled to a retirement pension and whose employment is terminate Section 52(a to c) of the LC, severance pay up to twelve times the average earnings may be without prejudice to the entitlement under paragraph 2 of this article. 5 For employees with the reduced ability to work due to health reasons, employees in diffi situations, single parents, and employees who have reached the age of 50 and whose employm pursuant to Section 52(a to c) of the LC, severance pay up to twelve times the average ear awarded. This is without prejudice to the entitlement under paragraph 2 of this article. *========================================================================================= * V. Health and Safety at Work *========================================================================================= 1 The basic legal regulation for this section is established in a decree of the Ministry o Affairs, Decree no. 20/1989 Sb., Section 101 et seq. of the LC, and legal and other regula ensuring health and safety at work. 2 The employer undertakes, in cooperation with the competent trade union authorities, to c least once a year at all workplaces, inspections of the state of health and safety at work with legislation and other applicable regulations and guidelines for ensuring health and s work. The employer submits the results of the inspections and a timetable of measures to r identified defects to the competent trade union authorities for negotiation within at leas the inspections and keeps them informed about the remedying of these defects. 3 The employer undertakes to inform the competent trade union authorities of the results o carried out as a part of the supervision of sanitary services, professional government sup protection, and inspections of trade union authorities and of binding instructions, includ certain activities, and to submit reports on remedying the identified defects and shortcom deadlines agreed upon in writing. 4 The employer acquaints all employees with legal and other regulations for ensuring healt work and verifies the knowledge of these regulations once a year for blue-collar professio every two years for technical and managerial employees. At workplaces where the nature of specific approach to ensuring health and safety at work, possible differences in ensuring may be supplemented in an amendment to the CA. 5 The employer ensures health and safety during research and development and ensures that project documentation comply with health and safety requirements in line with new findings technology. 6 The employer makes every effort to comply with environmental quality standards at workpl ensure employees have a good working environment and health protection and the correspondi working conditions. 7 The employer undertakes to acquaint the competent trade union organization in writing wi personal protective equipment and the manner of their allocation and to discuss changes to the competent trade union organization. 8 In accordance with Section 108(1) of the LC, the employer allows the competent trade uni to carry out inspection activities and provides the necessary materials and information to inspections. 9 The employer is required to ensure compliance with the ban on smoking at workplaces set legal regulations (Section 103(1l) of the LC). 10 All measures to ensure health and safety at work are carried out by the employer in coo the competent trade union authority. The competent trade union authorities are informed of accidents, disturbances, and work and school injuries. 11 The employer submits copies of the records of injuries at work to the competent trade u immediately after they are drawn up. The competent trade union authority is required to co proposed measures within 30 days of being delivered in writing. The employer invites the c union authority to investigate the work injuries and discusses with it, within 30 days of it became aware of the injury, the manner and extent of compensation for the damage caused or occupational illness. The decisive period for determining the average earnings for comp injuries and occupational illnesses is the previous calendar year. 12 If an employee is acknowledged as a disabled person due to an injury at work or an occu illness arising from the performance of their work duties, the employer ensures a suitable effectively assists in securing a suitable job with another employer. 13 If an employee dies as a result of an injury at work or an occupational illness, the em compensation to the surviving spouse and dependent child, each receiving at least CZK 300, of the deceased employee, provided they lived with the employee in the household, receive amount of at least CZK 300,000. 14 The employer provides to the members of the competent trade union authorities time-off compensation for their activities and for acquiring professional knowledge in the area of at work in a maximum scope of one week per year, in accordance with Section 203(2) of the *========================================================================================= * VI. Travel expenses *========================================================================================= 1 The reimbursement of travel expenses and any related reimbursement of expenses is covere Title II of the LC; specific details may be determined by the employer. *========================================================================================= * VII. Care of employees *========================================================================================= A. Healthcare 1 The employer pays the necessary initial and periodic medical examinations of employees, with Act no. 373/2011 Sb., on specific healthcare services, as amended, and Section 103(1e 2 The employer allows contributory spa rehabilitation care for employees who have been gra voucher for an extraordinary term, even during the academic year, as part of their regular B. Canteen services 1 The employer provides to its employees the possibility of taking one main meal in their catering facilities or of purchasing meal vouchers. 2 The employer provides employees with a contribution to canteen services of up to 100% of preparation (not including the value of food) in their own catering facility or in the amo price of meal vouchers with a minimum value of CZK 70 in public catering facilities. 3 The meal allowance applies to all employees without exception and is provided to employe working day of the month in which the employees carry out at least four hours of uninterru shift exceeds ten and a half hours, the employee is entitled to a 15-minute meal break and meal allowance. Breaks for food and rest are not counted in the period of uninterrupted wo is not provided to employees when employees are not working due to obstacles to work, annu extra time-off and to employees on business trips when receiving compensation, pursuant to 4 The employer may also provide meal allowances under Article VII.B.2 to former Charles Un employees working at the University under a work performance contract with 80 hours per mo conditions set out in paragraph 3. 5 The employer may provide a subsidy for a maximum of one main meal per day in its own cat or in a catering facility with which the University has a contract to former employees who in the same amount as it provides to employees. The Rector authorizes the deans of the fac unit directors to decide whether they implement this measure. The conditions for granting is determined by the dean or the unit director upon agreement with the director of the Dor Canteens or the head of the contracting catering facility and the competent trade union au numbered amendment to this Collective Agreement. C. Sports, recreation, and trips 1 For recreational facilities where demand exceeds supply over the long term, the trade un set out in Articles I.2 and I.4 of this Collective Agreement cooperate with the employer i criteria for awarding recreation. D. Other 1 The employer undertakes to support the establishment and operation of childcare faciliti employees’ pre-school-age children. 2 The activities of employees caring for the children of employees in these facilities may an obstacle to work with wage compensation pursuant to Article III.D.4. *========================================================================================= * VIII. Final provisions I *========================================================================================= 1 This CA become a valid and binding document on the day of its signing by all of the cont If there is a division, merger, or amalgamation of Charles University and the employer’s l is terminated, in accordance with Sections 338 to 341 of the LC, the obligations from this transferred to its legal successor. This CA is legally effective vis-?-vis all legal succe 2 This CA is deposited at the Rectorate of Charles University and at the faculties and oth Charles University and is published on the web pages of Charles University. The Catalogue Charles University for its purposes is deposited at the Rectorate of Charles University, t of the faculties, and other units, usually at the respective human resources department. T Works is accessible to the employees of Charles University. 3 The contracting parties have agreed that any numbered amendments or changes to this CA m only in writing and only with the consent of all of the contracting parties. Numbered amen this CA are understood as such amendments that bear the name of the relevant faculty or ot Charles University, in accordance with Annex 2 to the Constitution of Charles University, the Internal Governance of Charles University, and the serial number of the numbered amend from the number series of numbered amendments issued by the relevant faculty or other unit University. Only numbered amendments to this CA may be issued. When proposing a change or amendment to this CA, the contracting parties proceed in the same manner as when concludin agreement, i.e. in accordance with Act no. 2/1991 Sb., on collective bargaining, as amende 4 The approval of all of the contracting parties to this CA is not required for a numbered concluded by the dean of a faculty or the authorized director of another unit of Charles U the competent trade union authorities (see Article 1.4 of this CA). The Rector receives on valid copy of each numbered amendment of this type. 5 Changes and modifications are resolved on the basis of a written proposal of one of the parties, with the other parties being obliged to respond to the proposal in writing within latest, during the summer holiday period within 30 days, of the date of submission of the The parties to this CA undertake to negotiate all changes in the interest of maintaining s order to reach a mutual agreement as soon as possible. 6 This CA is subject to regular assessment and control of the fulfilment of the individual always on 1 October of the relevant calendar year. The assessment and control is prepared in cooperation with the competent trade union authorities. 7 This CA is concluded for an indefinite period of time starting from 1 December 2016. 8 This CA is drawn up and signed in eight originals, and each of the contracting parties r original. 9 If any provision of this CA becomes invalid, this does not affect the validity of the re agreement. In such a case, the contracting parties undertake to replace the invalid provis provision, in accordance with law, the internal regulations of Charles University, and thi 10 The contracting parties attach their signatures to this CA, thereby declaring their wil this agreement and expressing their consent to its contents. *========================================================================================= * IX. Final provisions II *========================================================================================= The contracting parties have agreed to terminate the Collective Agreement dated 29 June 20 by Amendment no. 1 dated 12 June 2007, on the effective date of this agreement. This agree effect on 1 December 2016. In Prague, 1 December 2016.