Hedwell d.o.o.

Beograd
Oračka 4, 11000 Beograd
office@hedwell.com
www.hedwell.com

Na osnovu člana 3. stavovi 2. i 6. Zakona o radu
(„Službeni glasnik Republike Srbije“ broj 24/2005,
61/2005, 54/2009, 32/2013, 75/2014,13/2017 i
95/2018, u daljem tekstu: „Zakon o radu”),
privredno društvo Hedwell d.o.o. Beograd sa
sedištem na adresi Oračka broj 4, 11080 Zemun,
Beograd, Republika Srbija, privredno društvo
registrovano kod Agencije za privredne registre
Republike Srbije pos matičnim brojem 21598984 (u
daljem tekstu: „Poslodavac”), donosi sledeći:
Pursuant to Article 3 paragraphs 2 and 6 of the
Labour Law (“Official Gazette of the Republic of
Serbia” Nos. 24/2005, 61/2005, 54/2009, 32/2013,
75/2014, 13/2017 and 95/2018, hereinafter: the
“Labour Law”) Hedwell d.o.o. Beograd with its
seat at the address Oracka no.4, 11080 Zemun,
Belgrade, Republic of Serbia, Republic of Serbia, a
company registered with the Serbian Business
Registers Agency under the identification number
21598984 (hereinafter: the “Employer”), adopts the
following:

PRAVILNIK O RADU EMPLOYMENT RULEBOOK

I. OPŠTE ODREDBE I. GENERAL PROVISIONS

Član 1. Article 1

Ovim Pravilnikom o radu (u daljem tekstu: „Pravilnik
o radu”) uređuju se prava, obaveze i odgovornosti
zaposlenih kod Poslodavca, kao i obaveze Poslodavca
u obezbeđivanju i ostvarivanju prava zaposlenih po
osnovu rada, u skladu sa zakonom.
The present Employment Rulebook (hereinafter:
“Employment Rulebook”) shall govern the rights,
obligations and responsibilities of the employees of
the Employer, as well the Employer’s obligations as to
insuring and realization of the employees’ labour-
related rights, in accordance with the law.

Pravilnik o radu se primenjuje se na sve zaposlene kod Employment Rulebook shall apply to all the
Poslodavca. employees of the Employer.

Pravilnikom o radu se ne mogu utvrditi manja prava i
nepovoljniji uslovi rada od prava i uslova rada koji su
utvrđenih zakonom. Pravilnikom o radu se mogu
utvrditi veća prava i povoljniji uslovi rada od prava i
uslova rada utvrđenih zakonom, kao i druga prava
koja nisu utvrđena zakonom, osim ako zakonom nije
drugačije određeno.
Employment Rulebook cannot grant less rights or
provide less favourable work conditions than the
rights and conditions established by the law. The
Employment Rulebook may stipulate extended rights
and more favourable work conditions than the rights
and conditions established by the law, as well as other
rights not established by the law, unless otherwise
specified by the law.

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II. ZASNIVANJE RADNOG ODNOSA II. COMMENCEMENT OF EMPLOYMENT

Član 2. Article 2

Radni odnos se zasniva ugovorom o radu koji Employment shall commence upon conclusion of an
zaključuju zaposleni i Poslodavac, u skladu sa employment contract by and between the employee
zakonom. and the Employer, in accordance with the law.

Ugovor o radu se zaključuje u pisanoj formi, na Employment contract shall be concluded in written
neodređeno ili određeno vreme, u skladu sa form, for an indefinite or definite period of time, in
zakonom. accordance with the law.

U ime i za račun Poslodavca, ugovor o radu zaključuje In the name and on behalf of the Employer, the
direktor Poslodavca ili lice koje on ovlasti. employment contract shall be concluded by its
director, or the person authorised by him.

O pravima, obavezama i odgovornostima iz radnog The director of the Employer or the person
odnosa odlučuje direktor Poslodavca ili lice koje on authorised by the Employer’s director shall decide on
ovlasti. rights, obligations and responsibilities related to the
employment.

Ugovor o radu se zaključuje u najmanje tri originalna The employment contract shall be concluded in, at
primerka, od kojih se jedan obavezno predaje least, three originals, one of which is kept by the
zaposlenom, a dva zadržava Poslodavac. employee, while the Employer retains two.

III. PROBNI RAD III. TRIAL PERIOD

Član 3. Article 3

Poslodavac može da ugovori probni rad sa The Employer may agree a trial period with the
zaposlenim, koji može da traje najduže šest meseci. employee, which shall not be longer than six months.

Pre isteka vremena za koji je ugovoren probni rad,
Poslodavac ili zaposleni može da otkaže ugovor o
radu sa otkaznim rokom koji ne može biti kraći od
pet radnih dana, s tim da je Poslodavac dužan da
obrazloži otkaz ugovora o radu.
Before the expiry of the trial period, either the
Employer or the employee may terminate the
employment contract with a notice period not shorter
than five working days, in which case the Employer
shall be obliged to give reasons for such termination
of employment contract.

Zaposlenom, koji za vreme probnog rada nije If, during the trial period, the employee fails to
pokazao odgovarajuće radne i stručne sposobnosti, demonstrate adequate working ability and
professional skills, the employee’s employment shall
2

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prestaje radni odnos danom isteka roka probnog terminate on the last day of the trial period, as
rada određenog ugovorom o radu. specified in his/her employment contract.

IV. RADNO VREME, PRERASPODELA RADNOG IV. WORKING HOURS, REDISTRIBUTION OF

VREMENA I PREKOVREMENI RAD WORKING HOURS AND OVERTIME WORK

Radno vreme Working Hours

Član 4. Article 4

Zaposleni može zasnovati radni odnos sa punim, An employee may conclude an employment contract
nepunim ili skraćenim radnim vremenom, u skladu for full-time, part-time or reduced working hours, in
sa zakonom i Pravilnikom o radu. accordance with the law and the Employment
Rulebook.

Član 5. Article 5

Puno radno vreme traje 40 časova nedeljno. Full-time working hours shall be 40 hours a week.

Zaposleni, po pravilu rade pet radnih dana u nedelji i As a rule, employees will work five days per week,
to od ponedeljka do petka, osam časova dnevno, pri from Monday to Friday, eight hours per day,
čemu radno vreme počinje u 09 časova i završava se whereas the work starts at 09 hours and ends at 17
u 17 časova. hours.

Radno vreme može biti organizovano i na drugačiji Working hours can be organized in a different
način, posebnom odlukom Poslodavca. manner by a separate decision of the Employer.

Poslodavac je dužan da obavesti zaposlenog promeni
rasporeda radnog vremena najmanje pet dana pre
nastupanja takve promene. Izuzetno Poslodavac
može da obavesti zaposlene o rasporedu i promeni
rasporeda radnog vremena u kraćem roku od pet
dana, ali ne kraćem od 48 časova unapred u slučaju
potrebe posla usled nastupanja nepredviđenih
okolnosti.
The Employer shall notify the employee of any change
in the working hours schedule at least, five days
before effecting the change. Exceptionally, the
employer may inform employees about the working
hours schedule and changes thereof in a period of
time shorter than five days, but not shorter than 48
hours, when so required by work needs due to the
occurrence of unforeseen circumstances.

Preraspodela radnog vremena Redistribution of Working Hours

Član 6. Article 6

Poslodavac može da izvrši preraspodelu radnog The Employer may redistribute working hours when
vremena kada to nalaže priroda delatnosti, so required by work organisation, better utilisation of
3

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organizacija rada, bolje korišćenje sredstava rada, working equipment, more rational use of working
racionalnije korišćenje radnog vremena i izvršenje time, and performance of a specific job within a set
određenog posla u utvrđenim rokovima. period.

Preraspodela će biti izvršena tako da ukupno radno
vreme zaposlenog u periodu od šest meseci u toku
kalendarske godine u proseku ne bude duže od
ugovorenog radnog vremena zaposlenog.
The working time shall be redistributed in such a
manner so as to ensure that total working hours of an
employee over a six-month period in the course of a
calendar year do not exceed the average contracted
working hours of the employee.

U slučaju preraspodele radnog vremena, radno vreme In the event of redistribution of working hours, the
ne može da traje duže od 60 časova nedeljno. working hours shall not exceed 60 hours a week.

Direktor Poslodavca donosi odluku o preraspodeli The director of the Employer shall decide on
radnog vremena. redistribution of working time.

Prekovremeni rad Overtime work

Član 7. Article 7

Na zahtev Poslodavca, zaposleni je dužan da radi duže
od punog radnog vremena u slučaju više sile,
iznenadnog povećanja obima posla i u drugim
slučajevima kada je neophodno da se u određenom
roku završi posao koji nije planiran.
The Employer may request an employee to work
longer than full-time working hours in case of force
majeure, sudden increase in the scope of work, as well
as in other cases where it is necessary to finish an
unscheduled work within a specific deadline.

Prekovremeni rad ne može da traje duže od osam Overtime work may not last longer than eight hours
časova nedeljno. per week.

Zaposleni ne može da radi duže od 12 časova dnevno, An employee cannot work longer than 12 hours a day,
uključujući i prekovremeni rad. including overtime work.

V. ODMORI I ODSUSTVA V. PERIODS OF REST AND LEAVES OF

ABSENCE

Odmori Periods of Rest

Član 8. Article 8

Zaposleni ima pravo na odmor u toku dnevnog rada, An employee is entitled to daily break, daily rest and
dnevni odmor i nedeljni odmor, u skladu sa zakonom. weekly rest, in accordance with law.

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Član 9. Article 9

U svakoj kalendarskoj godini, zaposleni ima pravo na For each calendar year, employee is entitled to
godišnji odmor u trajanju od 25 radnih dana, annual leave in duration of 25 work days, increased
uvećanih po osnovu: on the basis of:

1) uslova rada: 1) work conditions:

- za poslove sa povećanim rizikom - 1 dodatni - high risk jobs – 1 additional work day;
radni dan;

2) stručna sprema zaposlenog: 2) employee's level of professional qualification:

- za VIII stepen stručne spreme – 1 dodatni radni - for VII level of professional qualification
dan; education – 1 additional work day;

3) doprinos na radu 3) work contribution

- 1 dodatni radni dan, na osnovu posebne - 1 additional work day in accordance with the
odluke Poslodavca; i Employer’s decision.

4) radno iskustvo - vreme provedeno u radnom 4) work experience - time spent in service of the
odnosu kod Poslodavca i/ili kompanija članica Employer and/оr a company which is a member
grupe Poslodavca, i to: of the Employer's group, as follows:

- 1 dodatni radni dan nakon jedne pune
godine provedene u radnom odnosu;
- ukupno 2 dodatna radna dana nakon tri
pune godine provedene u radnom odnosu;
- ukupno 3 dodatna radna dana nakon pet
punih godina provedenih u radnom
odnosu;
- ukupno 4 dodatnih radnih dana nakon
sedam punih godina provedenih u
radnom odnosu; i
- ukupno 5 dodatnih radnih dana nakon
deset godina provedenih u radnom
odnosu.
- 1 additional work day after one full year
of service;
- 2 additional days in total after three full
years of service;
- 3 additional days in total after five full
years of service;
- 4 additional days in total after seven full
years of service; and
- 5 additional days in total after ten full
years of service.

Godišnji odmor po osnovu kriterijuma iz stava 1. The length of annual leave determined in accordance
ovog člana, ne može biti duži od 30 radnih dana u with paragraph 1 of this Article may not exceed 30
toku kalendarske godine. work days in a calendar year.

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U zavisnosti od potrebe posla, Poslodavac odlučuje o The Employer decides on the annual leave schedule
vremenu korišćenja godišnjeg odmora, uz prethodnu upon prior consultations with the employees,
konsultaciju sa zaposlenim. depending on the work needs.

Rešenje o korišćenju godišnjeg odmora dostavlja se
zaposlenom najkasnije 15 dana pre datuma
određenog za početak korišćenja godišnjeg odmora.
Izuzetno, ako se godišnji odmor koristi na zahtev
zaposlenog, rešenje o korišćenju godišnjeg odmora
Poslodavac može dostaviti i neposredno pre
korišćenja godišnjeg odmora.
An employee shall be served a decision determining
his annual leave not later than 15 days before the date
scheduled for commencement of the annual leave.
Exceptionally, if the annual leave is used at the
employee’s request, the decision on annual leave may
be served immediately before the annual leave.

Poslodavac može da izmeni vreme određeno za The Employer may change the annual leave schedule,
korišćenje godišnjeg odmora, ako to zahtevaju if so required by the nature of the work, and shall do
potrebe posla, najkasnije pet radnih dana pre dana so not later than five working days before the date
određenog za korišćenje godišnjeg odmora scheduled for commencement of the annual leave.

Odsustva Leaves of absence

Član 10. Article 10

Zaposleni ima pravo na plaćeno odsustvo u ukupnom An employee is entitled to paid leave of up to eight
trajanju do osam radnih dana u toku kalendarske work days in total, within a calendar year on the
godine, u sledećim slučajevima: following cases:

1) sklapanje braka – 2 radna dana; 1) the employee’s wedding – 2 working days,

2) porođaja supruge – 5 radnih dana;
3) teže bolesti člana uže porodice – 2 radna
dana;
4) selidba domaćinstva – 1 radni dan;
5) venčanje deteta, brata/sestre ili roditelja
zaposlenog – 1 radni dan;
6) po sopstvenom izboru, jednog od sledećih
datuma: 6. januara ili 25. decembra, ili 31.
decembra; i
7) po sopstvenom izboru, iz privatnih
razloga – 2 radna dana (odjednom ili iz
delova).
2) birth of the employee’s child – 5 working
days
3) serious illness in the employee’s
immediate family – 2 working days;
4) moving of household – 1 working day;
5) wedding of the employee’s child,
brother/sister or parent – 1 working day;
6) at the employee’s choice, one of the
following dates: 6 January, 25 December,
or 31 December;
7) at the employee’s choice, for private
reasons – 2 working days (consecutive or
separate)

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Dodatno, zaposleni ima pravo na plaćeno odsustvo u
trajanju od 5 radnih dana zbog smrti člana uže
porodice, kao i 2 uzastopna radna dana za svaki
slučaj dobrovoljnog davanja krvi, računajući dan
davanja krvi.
In addition, an employee is entitled to a paid leave of
another five working days in the case of death in the
employee’s immediate family, and 2 consecutive
working days in each case of voluntary blood
donation, including the day when the blood was
donated.

Da bi iskoristio plaćeno odsustvo, zaposleni je dužan
da blagovremeno podnese Poslodavcu zahtev za
korišćenje plaćenog odsustva, zajedno sa dokazima da
ispunjava uslove za korišćenje takvog odsustva u
konkretnom slučaju.
In order to use paid leave, employee must submit to
the Employer a timely request for using paid leave,
together with proof that he meets the conditions for
using paid leave in that particular case.

Poslodavac može, po sopstvenom nahođenju, The Employer may, at its own discretion, allow an
odobriti zaposlenom plaćeno odsustvo i u drugim employee to take paid leave in other cases as well as
slučajevima kao i u trajanju dužem od 5 radnih dana. in a duration exceeding 5 working days.

Članovima uže porodice u smislu stava 1, tačka 3), i Immediate family in terms of paragraph 1, item 3) and
stava 2 ovog člana, smatraju se bračni drug, deca, paragraph 2 of this Article shall be interpreted to
braća, sestre, roditelji, usvojilac, usvojenik, staratelj. mean spouse, children, siblings, parents, adoptive
parents, adopted children, guardians.

Član 11. Article 11

Poslodavac može zaposlenom odobriti neplaćeno
odsustvo, i to samo u slučaju ako, na osnovu uredno
podnetog zahteva zaposlenog, oceni da je slučaj zbog
kojeg zaposleni traži neplaćeno odsustvo opravdan, i
da odsustvo zaposlenog neće remetiti proces rada.
The Employer may grant to an employee unpaid
leave, only if, based on a duly submitted employee’s
request, the Employer finds that the case for which
the employee requests the unpaid leave is justified,
and that the employee’s absence will not interfere
with work processes.

Za vreme neplaćenog odsustva zaposlenom miruju
prava i obaveze iz radnog odnosa, ako za pojedina
prava i obaveze zakonom, ovim Pravilnikom o radu i
ugovorom o radu nije drukčije određeno.
During the unpaid leave, the rights and duties relating
to employee's employment shall have dormant status,
unless otherwise determined for specific rights and
duties by law, the Employment Rulebook and
employment contract.

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Obaveštavanje u slučaju privremene sprečenosti Notification on Temporary Work Impediment

za rad

Član 12. Article 12

Zaposleni je dužan da, najkasnije u roku od tri dana
od dana nastupanja privremene sprečenosti za rad u
smislu propisa o zdravstvenom osiguranju, o tome
dostavi Poslodavcu potvrdu lekara koja sadrži i
vreme očekivane sprečenosti za rad.
An employee shall be bound to forward to the
Employer, not later than within three days of the day
of occurrence of his temporary impediment from
work, in terms of health insurance regulations, a
certificate issued by a physician, indicating also the
expected period of work impediment.

U slučaju teže bolesti, umesto zaposlenog, potvrdu In case of serious illness, the certificate, instead by the
Poslodavcu dostavljaju članovi uže porodice ili druga employee, shall be forwarded to the Employer by
lica sa kojima živi u porodičnom domaćinstvu. members of his immediate family or other persons
living with him in the family household.

Ako zaposleni živi sam, potvrdu je dužan da dostavi An employee who lives alone shall be obliged to
u roku od tri dana od dana prestanka razloga zbog forward the certificate within three days after the
kojih nije mogao da dostavi potvrdu. reasons due to which he has been unable to forward
the certificate have ceased to exist.

Ako Poslodavac posumnja u opravdanost razloga za Should the Employer be distrustful of the reasons for
odsustvovanje sa rada u smislu ovog člana, može da absence from work, in terms of the present Article, he
podnese zahtev nadležnom zdravstvenom organu may lodge a request to the competent medical
radi utvrđivanja zdravstvene sposobnosti institution to assess the health ability of the employee,
zaposlenog, u skladu sa zakonom. in conformity with the law.

VI. ZAŠTITA ZAPOSLENIH VI. PROTECTION OF EMPLOYEES

Član 13. Article 13

Poslodavac je dužan da organizuje rad kojim se The Employer shall organise work process so as to
obezbeđuje opšta zaštita života i zdravlja zaposlenih ensure general protection of life and health of
u skladu sa posebnim zakonom i drugim propisima. employees, in compliance with separate law and
other regulations.

Zaposleni je dužan da poštuje propise o bezbednosti
i zaštiti života i zdravlja na radu kako ne bi ugrozio
svoju bezbednost i zdravlje, kao i bezbednost i
zdravlje zaposlenih i drugih lica.
An employee shall comply with regulations governing
safety at work and protection of life and health, so as
not to jeopardise his personal health & safety or
health & safety of other employees and other persons.
8

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Zaposleni je dužan da obavesti Poslodavca o svakoj An employee shall inform the Employer of any kind of
vrsti potencijalne opasnosti koja bi mogla da utiče na potential hazard that may affect employees’ health
bezbednost i zdravlje na radu. and safety at work.

VII. ZARADA I DRUGA PRIMANJA IZ RADNOG VII. SALARY AND OTHER EARNINGS FROM
ODNOSA EMPLOYMENT

Zarada Salary

Član 14 Article 14

Zaposleni ima pravo na odgovarajuću zaradu, koja se An employee is entitled to adequate salary, which is
utvrđuje u skladu sa zakonom, ovim Pravilnikom o determined in accordance with the law, the
radu i ugovorom o radu. Employment Rulebook and his/her employment
contract.

Zarada zaposlenog se sastoji od zarade za obavljeni
rad i vreme provedeno na radu, zarade po osnovu
doprinosa zaposlenog poslovnom uspehu Poslodavca
(nagrade, bonusi i sl.) i druga primanja po osnovu
radnog odnosa u skladu sa Zakonom o radu,
Pravilnikom o radu i ugovorom o radu.
Employee’s salary comprises salary for work
performed and time spent at work, salary for the
employee’s contribution to the Employer’s successful
business performance (awards, bonuses, etc.) and
other employment-based earnings, in accordance
with the Labour Law, the Employment Rulebook and
the employment contract.

Član 15. Article 15

Zarada za obavljeni rad i vreme provedeno na radu se Salary for the work performed and the time spent at
sastoji od osnovne zarade, dela zarade za radni učinak work comprises base salary, portion of the salary for
i uvećane zarade. work performance and increased salary.

Osnovna zarada za svako radno mesto kod Poslodavca Base salary for each work post at the Employer is
određuje se na osnovu: determined on the basis of:

1) uslova utvrđenih Pravilnikom o organizaciji i
sistematizaciji poslova Poslodavca, čija se
ispunjenost zahteva za rad na radnom mestu
za koje je zaposleni zaključio ugovor o radu ; i
1) conditions required for working at the work
post for which the employee has entered into
employment contract, as specified in the
Rulebook on Organization and Job
Classification; and

2) vremena provedenog na radu. 2) time spent at work.

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Član 16.
Po osnovu radnog učinka osnovna
zaposlenog može da se uveća do 50 %.
Radni učinak Zaposlenog utvrđuje se na osnovu
kvaliteta (obavljanje poslova precizno,
blagovremeno i potpuno i sl.), obima obavljenog
posla, odnosa Zaposlenog prema radnim obavezama,
inicijativnosti, timskom radu, kreativnosti i
poštovanja kompanijskih procedura.
Radni učinak procenjuje direktor Poslodavca ili
osoba ovlašćena od strane direktora, na godišnjem
nivou, na osnovu izveštaja o učinku Zaposlenog koji
dostavlja njegov neposredno nadređeni. Ocenu
radnog učinka direktora Poslodavca koji sa
Poslodavcem ima zaključen ugovor o radu daje
Skupština Poslodavca.
Član 17.
Zaposleni ima pravo na uvećanu zaradu, i to:
1) za rad na dan praznika koji je neradni dan –
110% od osnovice;
2) za rad noću – 26% od osnovice;
3) za prekovremeni rad – 26% od osnovice;
4) po osnovu vremena provedenog na radu za
svaku punu godinu rada ostvarenu u radnom
odnosu kod Poslodavca – 0,4% od osnovice.
Ako su se iz prethodnog stava istovremeno stekli
uslovi po više osnova uvećanja, procenat uvećane
zarade ne može biti niži od zbira procenata po svakom
od osnova uvećanja.
Osnovicu za obračun uvećane zarade čini osnovna Base salary determined in accordance with the law,
zarada utvrđena u skladu sa zakonom, ovim the Employment Rulebook and the employment
Pravilnikom o radu i ugovorom o radu.
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Article 16
zarada The Employee’s base salary may be increased up to
50 % on the basis of work performance.
The Employee’s work performance is determined
on the basis of the quality (performing work tasks
accurately, timely and completely, etc.) and quantity
of the work performed, attitude towards work
duties, initiative, teamwork, creativity and following
company procedures.
Work performance is evaluated by the Employer’s
director or person authorised by him, on annual
basis, on the basis of the report provided by
Employee’s immediate superior. Evaluation of work
performance of the Employer’s director, who is
engaged by the Employer via employment contract
is performed by the Employer’s Shareholders’
Assembly.
Article 17
An employee shall be entitled to an increased salary
on the following grounds:
1) for work on a public holiday which is not a
working day – 110% of the base;
2) for night work – 26% of the base;
3) for overtime work – 26% of the base;
4) on the basis of the years of employment with
the Employer – 0.4% of the base for each year
of service.
Where several grounds referred to in the paragraph
above apply simultaneously, the salary may not be
increased by the percentage which is lower than the
sum of the percentages envisaged for each of the
grounds.
10
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contract is the basis for the calculation of the

increased salary.

Član 18. Article 18

Zarada i ostala primanja iz radnog odnosa (gde je to The Employer pays salary and other earnings from
primenjivo) se Zaposlenom isplaćuju odjednom i to employment (where applicable), to an employee at
najkasnije do 5. dana u mesecu za prethodni mesec. once, no later than 5th day in the month for preceding
month.

Član 19. Article 19

Svaka izmena visine zarade mora biti ugovorena u Any change in the amount of salary must be agreed in
pisanoj formi, u vidu aneks ugovora o radu. writing in the form of an annex to the employment
contract.

Član 20. Article 20.

Na osnovu člana 111. Zakona o radu, Poslodavac može
odlučiti da u slučaju poremećaja u poslovanju
prouzorkovanim ekonomskim, tržišnim i/ili drugim
razlozima, poput naglog pada potražnje za njegovim
uslugama i smanjenja obima posla, nemogućnosti
naplate potraživanja i sl. uvede minimalnu zaradu dok
postoje takvi razlozi.
Pursuant to Article 111 of the Labour Law, the
Employer may decide to introduce statutory
minimum salary due to disruption in its business
operations caused by economic, market and/or other
reasons, such as sudden drop in demand for its
services and reduction in volume of work, inability to
collect receiveables, etc. for the duration of such
reasons.

Naknada zarade Salary compensation

Član 21. Article 21

Zaposleni ima pravo na naknadu zarade u visini
prosečne zarade u prethodnih 12 meseci, za vreme
odsustvovanja sa rada na dan praznika koji je neradni
dan, godišnjeg odmora, plaćenog odsustva, vojne
vežbe, odazivanja na poziv državnog organa, kao i radi
stručnog osposobljavanja i usavršavanja usled
potrebe procesa rada kod Poslodavca.
An employee shall be entitled to salary
compensation during the period of absence from
work because of holiday that was a non-working
day, annual leave, paid leave, military exercise, or
response to summons by a government authority, as
well as for the education necessary for the work
with the Employer, in the amount of an average
salary earned over 12 months prior to such absence.

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Član 22. Article 22

Zaposleni ima pravo na naknadu zarade za vreme An employee shall be entitled to salary
odsustvovanja sa rada zbog privremene sprečenosti compensation for absence from work due to his
za rad do 30 dana, i to: temporary work impediment for the period of up to
30 days, as follows:

1) ako je sprečenost za rad prouzrokovana 1) if the employee’s work impediment was

bolešću ili povredom van rada - 65%
prosečne zarade u prethodnih 12 meseci pre
meseca u kojem je nastupila privremena
sprečenost za rad, s tim da ne može biti niža
od minimalne zarade utvrđene u skladu sa
zakonom;
caused by an illness or injury which was not
sustained at work - 65% of the average salary
earned over 12 months preceding the month
when the employee’s temporary inability to
work occurred, provided that such
compensation may not be lower than the
minimum pay provided for by law;

2) ako je sprečenost za rad prouzrokovana 2) if the employee’s inability to work was

profesionalnom bolešću ili povredom na radu
- 100% prosečne zarade u prethodnih 12
meseci pre meseca u kojem je nastupila
privremena sprečenost za rad, s tim da ne
može biti niža od minimalne zarade utvrđene
u skladu sa zakonom.
caused by an occupational disease or injury
at work - 100% of the average salary earned
over 12 months preceding the month when
the employee’s temporary inability to work
occurred, provided that such compensation
may not be lower than the minimum pay
provided for by law.

Član 23. Article 23

Zaposleni ima pravo na naknadu zarade u visini 60%
prosečne zarade u prethodnih 12 meseci, s tim da ne
može biti manja od minimalne zarade utvrđene u
skladu sa zakonom, za vreme prekida rada odnosno
smanjenja obima rada do kojeg je došlo bez krivice
zaposlenog, najduže 45 radnih dana u kalendarskoj
godini. Ovaj period može biti i duži u slučajevima i
pod uslovima predviđenim Zakonom o radu.
Employee is entitled to salary compensation during
work interruption or decrease of work volume,
which occurred without the employee’s fault, in the
amount of 60% of his average salary earned over 12
months preceding such interruption, provided that
such compensation may not be lower than the
minimum pay provided for by law, and shall receive
it for up to 45 days in a calendar year. This period
can be even longer in cases and under conditions
stipulated in the Labour Law.

Član 24. Article 24

Zaposleni ima pravo na naknadu zarade u visini od The Employee is entitled to salary compensation in
60 % njegove osnovne mesečne zarade za vreme the amount of 60 % of his base salary during an
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prekida rada do koga je došlo naredbom nadležnog
državnog organa ili nadležnog organa Poslodavca
zbog neobezbeđivanja bezbednosti i zaštite života i
zdravlja na radu, koja je uslov daljeg obavljanja rada
bez ugrožavanja života i zdravlja zaposlenih i drugih
lica, i u drugim slučajevima, u skladu sa zakonom.
interruption of work which occurred by an order of
the government agency in charge, or a competent
body of the Employer, due to failure to ensure safety
and protection of life and health at work, that is a
condition for continuing the work without the risk for
life and health of the employees and other persons,
and in other cases, in accordance with the law.

Naknada troškova Reimbursement of expenses

Član 25. Article 25

Zaposleni ima pravo na naknadu troškova u skladu sa In accordance with the Employment Rulebook and
ovim Pravilnikom o radu i ugovorom o radu, i to: the employment contract, the Employee is entitled to
reimbursement of the following expenses:

1) za dolazak i odlazak sa rada, u visini cene 1) commuting expenses for coming to and from
prevozne karte u javnom saobraćaju, ako work, in the amount of the monthly public
poslodavac nije obezbedio sopstveni prevoz; transportation ticket price, if the employer did
not provide its own transport;

2) za vreme provedeno na službenom putu u 2) expenses incurred during business trip in the
zemlji; country;

3) za vreme provedeno na službenom putu u 3) expenses incurred during business trip

inostranstvu; abroad;

4) smeštaja i ishrane za rad i boravak na terenu, 4) accomodation and food during field work, if
ako poslodavac nije zaposlenom obezbedio the employer did not provide to the employee
smeštaj i ishranu bez naknade; accomodation and food free of charge;

5) za ishranu u toku rada, ako poslodavac ovo 5) meal allowance during work, if the employer
pravo nije obezbedio na drugi način; did not provide this right in another way;

6) za regres za korišćenje godišnjeg odmora. 6) annual leave allowance.

Naknada troškova prevoza Reimbursement of Commuting Expenses

Član 26. Article 26

Zaposleni imaju pravo na naknadu troškova za Employees are entitled to reimbursement of

dolazak i odlazak sa rada do visine cene mesečne commuting expenses for coming to and from work
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pretplatne karte u javnom prevozu koja obuhvata 1. i
2. zonu teritorije grada Beograda, osim ako mu je
Poslodavac obezbedio prevoz u sopstvenoj
organizaciji.
Naknada troškova službenog putovanja
Član 27.
Prava i obaveze zaposlenih u vezi sa službenim
putovanjima, uključujući i naknadu troškova
službenog putovanja uređeni su Politikom o
službenim putovanjima Poslodavca, koja predstavlja
sastavni deo ovog Pravilnika.
Druga primanja
Član 28.
Poslodavac je dužan da zaposlenom isplati:
- otpremninu pri odlasku u penziju – u visini dve
prosečne zarade u Republici Srbiji prema
poslednjem objavljenom podatku republičkog
organa nadležnog za statistiku;
- naknadu troškova pogrebnih usluga u slučaju
smrti člana uže porodice (a članovima uže
porodice u slučaju smrti zaposlenog) – u visini
troškova pogrebnih usluga, ali ne preko
najvišeg neoporezivog iznosa predviđenog
važečim propisima; i
- naknadu štete zbog povrede na radu ili
profesionalnog oboljenja.
Članovima uže porodice u smislu ovog člana, The members of immediate family shall be
smatraju se bračni drug i deca zaposlenog. understood to be a spouse and children of the
employee.
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up to the amount of monthly public transportation
ticket for 1. and 2. Belgrade city zone,unless the
Employer has provided its own transport for
commuting purposes.
Reimbursement of Expenses Incurred on
Business Trip
Article 27
Rights and duties of the employees in relation to
business trips, including reimbursement of
expenses incurred on business trips are regulated in
the Employer’s Business Trip Policy, which is an
integral part of this Rulebook.
Other earnings
Article 28
The Employer is obliged to pay to an employee:
- retirement severance, in the minimum
amount of two average salaries in the
Republic of Serbia according to the latest
published data of the Republic Statistic
Bureau;
- a refund of funeral expenses in the event of
death of a member of immediate family (and
to members of the immediate family in the
event of death of the employee) – in the
amount of expenses incurred, up to the
maximum non- taxable amount under
applicable regulations; and
- compensation of damage that an employee
suffered due to an injury at work or a
professional illness.
14

Postojanje štete, njenu visinu i kako se nadoknađuje,
utvrđuje Poslodavac - direktor ili lice koje direktor
ovlasti, odnosno lice koje odredi Skupština
Poslodavca (ukoliko je štetu pretrpeo direktor), a na
osnovu priložene medicinske dokumentacije i
dokumentacije koja se odnosi na nastale pričinjene
troškove i štetu.
VIII. ODGOVORNOST ZAPOSLENOG ZA ŠTETU
Član 29.
Zaposleni je odgovoran za štetu koju na radu ili u vezi
sa radom, namerno ili krajnjom nepažnjom
prouzrokuje Poslodavcu, u skladu sa zakonom i ovim
Pravilnikom o radu.
Član 30.
Postojanje štete, njenu visinu, okolnosti pod kojima
je nastala, ko je štetu prouzrokovao i kako se
nadoknađuje, utvrđuje Poslodavac u skladu sa
zakonom o radu i Pravilnikom o radu.
Član 31.
Direktor Poslodavca ili zaposleni koga on ovlasti,
rešenjem pokreće postupak za utvrđivanje
odgovornosti zaposlenog za štetu i to u roku od 5 dana
od dana prijema prijave o prouzrokovanoj šteti, ili
ličnog saznanja da je šteta prouzrokovana Poslodavcu
i određuje lice za sprovođenje postupka. Ukoliko je
štetu prouzrokovao direktor Poslodavca, postupak za
utvrđivanje odgovornosti pokreće zaposleni kojeg
odredi Skupština Poslodavca.
Prijava iz stava 1. ovog člana sadrži: ime i prezime The report referred to in paragraph 1 above
zaposlenog koji je štetu prouzrokovao, vreme, mesto includes: name and surname of the employee who
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Damages, its amount and manner of compensation
shall be determined by the Employer - its director or
the person authorized by the director, or the person
authorized by the Employer’s Shareholders’
Assembly (if the director is the one who suffered the
damage) on the basis of the enclosed medical
records and records related to the expenses and
damages.
VIII. EMPLOYEE’S LIABILITY FOR DAMAGE
Article 29
Employee is liable to the Employer for the damage he
caused intentionally or with gross negligence, at work
or in relation to work, in accordance with the law and
the Employment Rulebook.
Article 30
The Employer will determine the existence and
amount of damage, circumstances under which it
occurred, who caused it and how it will be
compensated, in accordance with the law and the
Employment Rulebook.
Article 31
The Employer’s director, or an employee authorised
by him, passes a decision on initiating the procedure
for determining an employee’s liability for the
damage and designates a person who will be in
charge of the procedure, within 5 days from the day
the damage was reported to the director, or the
director has become aware that the damage has
occurred. If the damage is caused by the Employer’s
director, an employee authorized by the Employer’s
Shareholders’ Assembly will initiate the procedure
for determining liability.
15

i način izvršenja štetne radnje, dokaze koji ukazuju
da je zaposleni prouzrokovao štetu i predlog za
pokretanje postupka za utvrđivanje odgovornosti
zaposlenog za štetu.
Član 32.
Rešenje o pokretanju postupka za utvrđivanje
odgovornosti zaposlenog za štetu sadrži: ime i
prezime zaposlenog, poslove koje zaposleni obavlja,
vreme, mesto i način izvršenja štetne radnje i dokaze
koji ukazuju da je zaposleni izvršio štetnu radnju i
ime i prezime lica određenog za sprovođenje
postupka.
Član 33.
Visina štete utvrđuje se na osnovu tržišne ili
knjigovodstvene vrednosti oštećenih dobara, a ako to
s obzirom na okolnosti slučaja, nije moguće, visinu
naknade štete utvrđuje Poslodavac u paušalnom
iznosu, na osnovu procene štete ili veštačenja
stručnog lica.
Član 34.
Lice određeno za sprovođenje postupka za
utvrđivanje odgovornosti zaposlenog, kada utvrdi
sve činjenice i okolnosti od uticaja na odgovornost
zaposlenog, predlaže direktoru, ili zaposlenom koga
je direktor ovlastio, da donese rešenje kojim se
zaposleni obavezuje da nadoknadi štetu ili se
oslobađa od odgovornosti. Ukoliko je štetu
prouzrokovao direktor Poslodavca, postupak ovo
rešenje donosi zaposleni kojeg odredi Skupština
Poslodavca.
Ukoliko Poslodavac na osnovu sprovedenog
postupka utvrdi da mu zaposleni mora nadoknaditi
štetu, direktor ili lice koje je on ovlastio rešenjem
određuje način i rok naknade štete.
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caused the damage, information on when, where
and how he caused the damage, evidence identifying
the employee as the one responsible for the damage,
and the proposal to initiate the procedure for
establishing the employee’s liability.
Article 32
The decision on initiating the procedure for
determining an employee’s liability shall include:
name and surname of the employee, his work post,
when, where and how he caused the damage,
evidence identifying the employee as liable for the
damage, as well as name and surname of the person
in charge of the procedure.
Article 33
The amount of damage shall be established based on
market and book value of affected assets and if that
is not possible in particular case, the amount of
damage shall be established by the Employer in a
lump sum based on the damage assessment or
evaluation made by an expert.
Article 34
Once all facts and circumstances relevant in order to
determine the employee’s liability, the person in
charge of the procedure shall propose to the
director, or the employee authorized by him, to pass
a decision either obliging the employee to
compensate the damage or exonerating the
employee from liability. If the damage is caused by
the Employer’s director, an employee authorized by
the Employer’s Shareholders’ Assembly will pass
this decision.
Where the Employer finds that the employee must
pay damages, the Employer shall determine the
manner and deadline for the damage to be
compensated.
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Član 35. Article 35

Zaposleni je dužan da, po prijemu rešenja iz člana 37. Upon receipt of the decision referred to in Article 37
Pravilnika o radu, da pisanu izjavu da li prihvata ili hereof, the employee shall give a written statement
ne prihvata da nadoknadi štetu. as to whether he accepts to compensate the damage
or not.

Ako zaposleni ne prihvati da nadoknadi štetu, o šteti Where the employee does not accept to compensate
odlučuje nadležni sud. the damage, the case shall be decided by a
competent court.

Član 36. Article 36

Poslodavac može, u opravdanim slučajevima The Employer may, where justified to do so, relieve
delimično (ili potpuno) osloboditi zaposlenog od the employee partially or fully of the obligation to
naknade štete koju je prouzrokovao. compensate the damage he caused.

IX. DOSTUPNOST POSLOVA IX. AVAILABILITY OF JOBS

Član 37 Article 37

Poslodavac će obavestiti zaposlene o dostupnim The Employer will notify the employees on available
poslovima na intranetu Poslodavca, u roku od 14 dana jobs on the Employer's notice board located on the
od dana kada je posao postao dostupan. Employer’s intranet, within 14 days from the day of that
job becoming available

X. UDALJENJE ZAPOSLENOG SA RADA X. SUSPENSION FROM WORK

Član 38. Article 38

Zaposleni može da bude privremeno udaljen sa rada: An employee may be temporarily suspended from
work:

1) ako je protiv njega započeto krivično gonjenje 1) should criminal proceedings be instituted
zbog krivičnog dela učinjenog na radu ili u against him for a criminal offence committed
vezi sa radom; at work or in relation to work;

2) ako nepoštovanjem radne discipline ili
povredom radne obaveze ugrožava imovinu
čija je knjigovodstvena vrednost utvrđena u
iznosu preko 100.000 dinara;
2) should he breach work duties or work
discipline and thereby endanger the
Employer’s assets with a bookkeeping value in
the amount exceeding. 100,000 dinars;
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3) ako je priroda povrede radne obaveze,
odnosno kršenja radne discipline, ili
ponašanje zaposlenog takvo da ne može da
nastavi da radi kod Poslodavca pre isteka
roka od 8 dana, u kom se zaposleni može
izjasniti na upozorenje o postojanju razloga
za otkaz ugovora o radu.
3) where the breach of work duty, or work
discipline, or the employee's behaviour is such
that he cannot continue to work with the
Employer before the expiration of 8-day
period during which the employee is entitled
to answer to the notice on existence of
grounds for dismissal.

Za vreme udaljenja zaposlenog sa rada u smislu ovog During suspension under this Article, employee is
člana, zaposlenom pripada naknada zarade u visini entitled to compensation in the amount of 1/4 of his
1/4 a ako izdržava porodicu u visini 1/3 osnovne base salary, or 1/3 of his base salary if he supports
zarade. family.

XI. PRESTANAK RADNOG ODNOSA XI. TERMINATION OF EMPLOYMENT

Član 39. Article 39

Zaposlenom radni odnos može prestati u slučajevima Employment may be terminated under the conditions
i na način predviđen Zakonom o radu i Pravilnikom o and in the manner provided by the Labour Law and
radu. the Employment Rulebook.

U slučaju prestanka radnog odnosa, Poslodavac će
zaposlenom u roku od 30 dana od dana prestanka
radnog odnosa, isplatiti sve neisplaćene zarade,
naknade zarade i druga primanja koja je zaposleni
ostvario do dana prestanka radnog odnosa.
In case of termination of employment, the Employer
shall pay to the employee all the outstanding salaries,
salary compensations and other allowances that the
employee was entitled to receive until the date of
his/her employment termination and shall do so
within 30 days from the termination date.

Sporazum o prestanku radnog odnosa Agreement on Termination of Employment

Član 40. Article 40

Radni odnos može prestati pisanim sporazumom The Employer and an employee may terminate
zaključenim između Poslodavca i Zaposlenog u employment consensually, by entering into a written
svakom trenutku. agreement, at any time.

Pre zaključenja sporazuma, Poslodavac je dužan Before signing the agreement, the Employer must
pisnim putem obavestiti Zaposlenog o posledicama notify the Employee in writing on the consequences
do kojih dolazi u ostvarivanju prava za slučaj regarding exercising the rights arising from of
nezaposlenosti. unemployment.

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Otkaz od strane zaposlenog Termination by an Employee

Član 41. Article 41

Zaposleni može otkazati ugovor o radu u pisanoj An employee may terminate the employment
formi sa otkaznim rokom od 30 dana. contract in writing with a 30-day notice period

Otkaz od strane Poslodavca Termination by the Employer

Član 42. Article 42

Poslodavac može otkazati ugovor o radu prema The Employer may terminate an employment
uslovima i na način predviđen Zakonom o radu i contract under conditions and in the events stipulated
Pravilnikom o radu. by the Labour Law and the Employment Rulebook.

Poslodavac može zaposlenom da otkaže ugovor o radu The Employer may terminate an employment
ako za to postoji opravdani razlog koji se odnosi na contract if there is a justified reason pertaining to
radnu sposobnost zaposlenog i njegovo ponašanje i to: the employee’s work ability and his/her conduct, if
the employee:

1) ako ne ostvaruje rezultate rada ili nema
potrebna znanja i sposobnosti za obavljanje
poslova na kojima radi;
2) ako je pravnosnažno osuđen za krivično delo
na radu ili u vezi sa radom; ili
3) ako se ne vrati na rad kod poslodavca u roku od
15 dana od dana isteka roka mirovanja radnog
odnosa iz člana 79. Zakona o radu, odnosno
neplaćenog odsustva iz člana 100. Zakona o
radu.
1) does not achieve the work results or does not
have adequate knowledge or abilities which
are required for the work post on which the
employee is employed;
2) has been convicted for a criminal offence at
work or in connection with work by final
decision; or
3) does not come back to work at the employer
within 15 days from the day of the expiry of
the employment dormancy in accordance
with Article 79 of the Labour Law, or unpaid
leave in accordance with Article 100 of the
Labour Law.

Poslodavac može otkazati zaposlenom ugovor o radu The Employer can terminate the employment
i ako postoji opravdan razlog koji se odnosi na contract if there is a justified ground pertaining to
potrebe Poslodavca i to: the Employer’s needs, as follows:

1) ako usled tehnoloških, ekonomskih ili 1) if, due to technological, economic or

organizacionih promena prestane potreba za organizational changes the need to perform

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obavljanjem određenog posla ili dođe do
smanjenja obima posla; ili
2) ako zaposleni odbije zaključenje aneksa
ugovora o radu ponuđenog radi:
- premeštaja na drugi odgovarajući posao zbog
potreba procesa i organizacije rada; ili
- premeštaja u drugo mesto rada kod istog
Poslodavca u skladu sa Zakonom o radu; ili
- upućivanja na rad na odgovarajući posao kod
drugog poslodavca u skladu sa Zakonom o
radu; ili
- primene mera zapošljavanja zaposlenog koja
je višak; ili
- promene elemenata za utvrđivanje osnovne
zarade, radnog učinka, naknade zarade,
uvećane zarade i drugih primanja zaposlenog;
ili
- promene visine osnovne zarade, regresa,
naknade za ishranu i drugih naknada i
troškova koji nastanu na radu ili u vezi sa
radom.
Član 43.
Poslodavac može otkazati Zaposlenom ovaj Ugovor, The Employer may terminate employment contract
posebno po osnovu sledećih povreda radnih in particular on the basis of the following breaches
obaveza: of work duty:
1) neblagovremeno, nesavesno i nemarno
obavljanje poslova;
2) nedozvoljeno i/ili necelishodno korišćenje
sredstava rada ili poverenih dokumenata;
3) zloupotreba položaja i prekoračenje
ovlašćenja;
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work at certain work post ceases, or if there
is a reduction of the volume of work; or
2) if the employee refuses to conclude the annex
to the employment contract, offered for:
- transfer to another adequate work post due
to need of work process and organization of
work; or
- relocation to another place of work at the
same Employer in accordance with the
Labour Law; or
- secondment to work at adequate work post
at another employer in accordance with the
Labour Law; or
- application of employment measures with
regards to the employee who has been made
redundant; or
- change of elements for determining the base
salary, work performance, salary
compensation, increased salary and other
earnings of the employee; or
- change in the amount of the base salary,
annual leave allowance, meal allowance and
other reimbursements of expenses incurred
at work or in connection with work.
Article 43
1) failure to timely and/or diligently and/or
with due care perform his/her work duties;
2) unauthorized and/or unreasonable use of
the means of work or entrusted documents;
3) misuse of authorizations and/or
overstepping the authorization;
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4) necelishodno i neodgovorno korišćenje 4) unreasonable and/or irresponsible use of the

sredstava rada; means of work;

5) ako ne koristi ili nenamenski koristi 5) failure to use or misuse of provided means or
obezbeđena sredstva ili opremu za ličnu equipment for personal protection at work
zaštitu na radu ili drugo nepridržavanje mera or any other non-compliance with
bezbednosti i zdravlja na radu; occupational health & safety measures;

6) povreda obaveze čuvanja Poverljivih 6) breach of obligation to keep as confidential

informacija propisane ugovorom o radu, kao i Proprietary Information stipulated in the
svako drugo nelojalno ponašanje prema employment contract or any other disloyal
Poslodavcu; behaviour towards the Employer

7) falsifikovanje finansijskih i drugih 7) forgery of financial or other documents;

dokumenata;

8) neovlašćeno korišćenje Poslodavčeve 8) unauthorized use of Employer’s property for

imovine u privatne svrhe; personal purposes;

9) prisvajanje sredstava za rad, dokumenata i 9) appropriation of the means of work,

druge imovine Poslodavca, ili trećih lica; documents and any other property of the
Employer or third parties;

10)odbijanje izvršavanja poslova, odnosno 10)refusing to perform the work duties, work
radnih zadataka ili naloga ako za to ne postoje tasks or work instructions whereby there is
opravdani razlozi; not justified reasons for the refusal;

11)neprijavljivanje, odnosno prikrivanje 11)failure to report or concealing the occurence

nastanka štete za Poslodavca; of damage to the Employer;

12)ometanje jednog ili više zaposlenih u procesu 12)obstucting one or more employees during
rada; the work process;

13)propuštanje evidentiranja ili netačno 13)failure to record or inccorect record of

evidentiranje časova rada; working hours;

14)povreda klauzule zabrane konkurencije 14)breach of the Prohibition of Competitions

propisane ugovorom o radu; stipulated in the employment contract;

15)povreda klauzule zabrane vrbovanja 15)breach of the Prohibition of Solicitation

propisane ugovorom o radu; ili stipulated in the employment contract; or

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16)druge povreda radnih obaveza predviđene 16)any other breaches of work duties stipulated
Pravilnikom o radu, opštim aktima in the Employment Rulebook, the Employer’s
Poslodavca ili ugovorom o radu. bylaws or the employment contract.

Član 44. Article 44

Poslodavac može otkazati zaposlenom ugovor o The Employer may terminate an employment
radu, posebno po osnovu sledećih povreda radne contract in particular on the ground of the following
discipline: breaches of work discipline:

1) ako neopravdano odbije da obavlja poslove i 1) unjustified refusal to perform work or execute
izvršava naloge poslodavca u skladu sa the employer’s orders in accordance with the
zakonom; law;

2) ako ne dostavi potvrdu o privremenoj 2) failure to deliver the notification on temporary

sprečenosti za rad u smislu člana 103. Zakona work impediment in terms of Article 103 of
o radu ili zloupotrebi pravo na odsustvo zbog the Labour Law or abuse the right to be absent
privremene sprečenosti za rad; from work due to temporary work
impediment;

3) zbog dolaska na rad pod dejstvom alkohola ili
drugih opojnih sredstava, odnosno upotrebe
alkohola ili drugih opojnih sredstava u toku
radnog vremena, koje ima ili može da ima uticaj
na obavljanje posla.
3) coming to work under influence of alcohol or
other intoxicants, or consumption of alcohol
or other intoxicants during working hours,
which influences or may influence his/her
performance of work;

4) ako je dao netačne podatke koji su bili 4) disclosing incorrect information that was
odlučujući za zasnivanje radnog odnosa; decisive for establishing the employment
relation;

5) ako zaposleni koji radi na poslovima sa
povećanim rizikom, na kojima je kao poseban
uslov za rad utvrđena posebna zdravstvena
sposobnost, odbije da bude podvrgnut oceni
zdravstvene sposobnosti;
5) if the employee who works at the work post
with high risk, where a special medical ability
has been determined as a special condition for
working at such work post, refuses to
subjected to a medical ability assessment;

6) neopravdano odsustvo sa posla ili neovlašćeno 6) unjustified absence from work or

napuštanje radnog mesta tokom radnog anauthorized leave of the place of work during
vremena ili kašnjenje na posao; working hours or being late to work;

7) iznošenje lažnih činjenica o sebi, o Poslodavcu 7) disclosing false information on

ili o trećim licima, neovlašćeno menjanje ili himself/herself, on the Employer or third
parties, unauthorized amendments or
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uništavanje dokumentacije i druge imovine
Poslodavca;
8) nedolično ponašanje prema drugim
zaposlenima ili klijentima Poslodavca kao što
su svađa, psovanje, i sl.;
9) izazivanje nereda ili tuče, kao i učestvovanja u
neredima ili tuči na radnom mestu, odnosno
tokom obavljanja poslova.
10) neovlašćeno nošenje vatrenog oružja na radu
ili ugrožavanje sigurnosti zaposlenih
oružjem, opasnim oruđem, silom ili pretnjom
da će se napasti na život ili telo zaposlenih;
11) odbijanje odnosno izbegavanje podvrgavanja
alko-testu ili unošenje alkohola i drugih
narkotičkih sredstava u prostorije
Poslodavca;
12) spavanje na radnom mestu;
13) prekoračenje dužine trajanja odmora u toku
dnevnog rada;
14)kršenje zabrane zlostavljanja na radu ili
zloupotreba prava na zaštitu od zlostavljanja u
skladu sa važećim zakonom i drugim
propisima;
15) neodgovorno korišćenje službenog vozila,
učestalo pravljenje saobraćajnih prekršaja,
vožnja službenog vozila pod dejstvom alkohola
ili pod dejstvom narkotika, pričinjavanje štete
na službenom vozilu ili nanošenje štete
poslovnom ugledu Poslodavca svojim
ponašanjem u saobraćaju;
16) neobaveštavanje Poslodavca o promeni
podataka relevantnih za administriranje
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descrution of documentation and other
property of the Employer;
8) inappropriate behaviour towards other
employees or clients of the Employer, such as
arguing, swearing, etc.;
9) causing riots or fights, as well as
participating in riots or fights at the work
place, or during performance of work;
10) unauthorized carrying of firearms at the
work place or endangering safety of other
employees by weapon, dangeorus tool, force
or threat to jeopardize the life or body of the
employees;
11) refusing or avoiding of undertaking alcohol
test or bringing alcohol or other narcotics in
the Employer’s premises.
12) sleeping at the work;
13) exceeding the duration of daily break during
work;
14) breach of the prohibition of mobbing and
sexual harrasment at work, or abuse of the
right on the protection from mobbing and
sexual harrassment at work in accordance
with applicable law and other regulations;
15) irresponsible use of the company’s vehicle,
repetitive trafic misdemeanours, driving the
company’s car under influence of alcohol or
other narcotics, causing the damage to the
company’s car or to the Employer’s reputation
by his/her behaviour in traffic;
16) failure to inform the Employer on change of
data relevant for the employment’s
23

radnog odnosa (npr. promena
prebivališta, prezimena, i sl.);
17) nedostavljanje ličnih podataka ili drugih
informacija koje mu Poslodavac ili nadređeno
lice razumno traži za potrebe Poslodavca u
obavljanju svoje delatnosti;
18) prijem poklona i drugih pogodnosti od strane
treć ih lica u vezi sa radom, osim prigodnih
simbolič nih poklona male novč ane vrednosti;
19)nepoš tovanje tehnič kih i IT pravila;
20)davanje netač nih podataka, ako je to od
uticaja na donoš enje odluke nadlež nih organa
Poslodavca;
21)davanje netač nih podataka od strane
zaposlenih sa posebnim ovlaš ćenjima i
odgovornostima kojima se zaposleni
obmanjuju u pogledu ostvarivanja prava po
osnovu rada;
22) drugi sluč ajevi povrede radne discipline
predviđene Zakonom, Pravilnikom o radu ili
drugim opš tim aktom Poslodavca ili
ugovorom o radu; ili
23) ako je ponaš anje Zaposlenog takvo da ne
mož e da nastavi rad kod Poslodavca.
Član 45.
Poslodavac je dužan da pre otkaza ugovora o radu
zbog povrede radne obaveze ili kršenja radne
discipline, zaposlenog pisanim putem upozori na
postojanje razloga za otkaz ugovora o radu i da mu
ostavi rok od najmanje 8 dana od dana dostavljanja
upozorenja da se izjasni na navode iz upozorenja.
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adrese administration (e.g., change of address of
residence, surname, etc.);
17) failure to provide personal data or
information reasonably required by the
Employer or the employee’s superior for the
needs of the Employer in pursuance of the
Employer’s business activities;
18) receipt of gifts and other benefits from third
parties in connection with the work for the
Employer, except for appropriate gratuities
of small individual monetary value;
19) failure to comply with technical and IT rules;
20)disclosure of false information, if that affects
the decision-making of the Employer’s
competent bodies;
21)providing innacurate data by the employees
with special authorizations and
responsibilities which leads to the
employees’ deception in terms of their
exercise of right on the basis of employment;
22)other cases of a breach of work discipline
stipulated by the Labour Law, the
Employment Rulebook, the Employer’s
bylaws or the employment contract; ili
23)the behaviour of the employee is such that
his continuous employment for the Employer
is untenable.
Article 45
Before dismissing an employee for breach of work
duty or work discipline, the Employer needs to issue
a written warning to the employee on the existence
of reason for termination of employment and to
leave the employee at least 8 days from the day of
receipt to respond to such warning.
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Član 46. Article 46

Poslodavac može otkazati zaposlenom ugovor o radu
zato što ne ostvaruje potrebne rezultate rada,
odnosno nema potrebna znanja i sposobnosti u za
obavljanje poslova na kojima radi i to nakon što mu
je prethodno dao pisano obaveštenje u vezi sa
nedostacima u njegovom radu, uputstvima i
primerenim rokom za poboljšanje rada, pa zaposleni
ne poboljša rad u ostavljenom roku.
The Employer may dismiss an employee for failing
to achieve work results, and/or lacking necessary
knowledge and abilities for performing his job, but
only after the Employer has provided the employee
with a written notice on his deficiencies, together
with instructions and appropriate deadline in which
the employee should improve his knowledge and
abilities, and the Employee fails to improve.

U situaciji iz stava iznad zaposleni ima pravo na In the situation from the above paragraph, employee
otkazni rok u trajanju od 30 dana. is entitled to a 30-day notice period.

Član 47. Article 47

Poslodavac otkazuje zaposlenom ugovor o radu The Employer dismisses an employee by issuing a
otkazuje rešenjem u pisanoj formi, koje obavezno written decision on termination, containing the
sadrži obrazloženje i pouku o pravnom leku. reasons for such dismissal and instructions on legal
remedy.

Zaposlenom radni odnos prestaje danom Employment is terminated on the day of delivery of
dostavljanja rešenja o otkazu, osim ako Zakonom o the decision on termination, unless otherwise
radu ili samim rešenjem nije određen drugi rok. envisaged by the Labour Law or by the decision itself.

XII. ZAVRŠNE ODREDBE XII. FINAL PROVISIONS

Član 48. Article 48

Za sve što Pravilnikom o radu nije regulisano, The provisions of the Labour Law and valid,
primenjuju se neposredno odredbe Zakona o radu i applicable collective bargaining agreement shall be
odgovarajućeg, važećeg kolektivnog ugovora. directly applied to all matters that are not regulated
by the Employment Rulebook.

Član 49. Article 49

Opšti akti Poslodavca navedeni u Prilogu 1 ovog The Employer's general enactments listed in
Pravilnika o radu čine njegov sastavni deo. Schedule 1 to this Employment Rulebook represent
its integral part.

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Sve izmene i dopune Pravilnika o radu moraju biti Any amendments to the Employment Rulebook must
sačinjene u pismenoj formi. be made in writing.

Član 50. Article 50

U slučaju nesaglasnosti između srpske i engleske In case of discrepancies between Serbian and English
verzije, važeća je verzija na srpskom jeziku. version, the Serbian version shall prevail.

Pravilnik o radu stupa na snagu osmog dana od dana The Employment Rulebook shall come into force on
njegovog objavljivanja na oglasnoj tabli Poslodavca. the eighth day from the date of their publication on
the notice board of the Employer.

U Beogradu, dana 15.09.2020 In Belgrade, on 15.09.2020.

Za Poslodavca: / For the Employer

Saša Todorović
direktor/director

_____________________________________

PRILOG 1 PRAVILNIKA O RADU SCHEDULE 1 TO THE EMPLOYMENT

RULEBOOK

Opšti akti kod Poslodavca koji predstavljaju sastavni Internal enactments at the Employer which
deo ovog Pravilnika o radu su: represent an integral part of this Employment
Rulebook are:

1) Politika o službenim putovanjima od dana 1) Business Trip Policy, adopted on

15.09.2020. 15.09.2020.

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