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State budget-funded educational institution of higher professional training The First Sechenov Moscow State Medical University under Ministry of Health of the Russian Federation

 

  Rector

P.V. Glybochko           

 

 17.12.2015

 

 

 

Local community organization - primary labor union organization of the State budget-funded education institution of higher professional training The first Sechenov Moscow State Medical University of the Ministry of Health of the Russian Federation of the Regional state organization of the Labor union of medical workers of the city of Moscow

 


Chairperson of primary organization

L.A. Belova    

           

17.12.2015

 

 

 

 

COLLECTIVE AGREEMENT

 

1. GENERAL PROVISIONS

 

1.1. This Collective Agreement (hereinafter - the Agreement) shall be the legal act governing social and labor relations in the state budget-funded education institution of higher professional education First Sechenov Moscow State Medical University under Ministry of Health of the Russian Federation (hereinafter - the University) and made by the employees and the employer represented by their representatives.

1.2. The parties to the present Agreement:

State budget-funded educationl institution of higher professional training The first Sechenov Moscow State Medical University under Ministry of Health of the Russian Federation (hereinafter referred to as the Employer, the University), represented by the rector Petr Vitalyevich Glybochko, and the Local community organization - primary labor union organization of the State budget-funded educationl institution of higher professional training The first Sechenov Moscow State Medical University under Ministry of Health of the Russian Federation of the Regional state organization of the Labor union of medical workers of the city of Moscow (hereinafter referred to as the Employees), represented by chairperson of primary organization Larisa Andreyevna Belova.

1.3. The present collective agreement is made in accordance with the legislation of the Russian Federation. The subject of the present agreement shall be the provisions on the conditions of labor and compensation there for, guarantees and privileges provided by the Employer, that shall be mainly supplementary as compared to the legislation of the Russian Federation,

1.4. In pursuance of the present Agreement there may be enacted in the University the local regulations containing statutes of labor law, with regard to the opinion of workers' representative body (in coordination with theworkers' representative body). Local regulations should not deteriorate the position of workers as compared to the labor legislation of the Russian Federation and the present collective agreement.

1.5. The collective agreement shall apply to all workers of the University.

1.6. The collective agreement shall survive in cases of change of name of the University, reorganization of the University in the form of transformation, as well as termination of employment contract with the rector of the University or election of the new chairperson of the primary organization.

 

2. LABOR RELATIONS IN THE UNIVERSITY

 

2.1. Labor relations are the relations based on an agreement between the worker and the University concerning personal performance by the worker for a payment of a labor function (work according to a position as per the staff list, profession, speciality with indication of qualification; specific type of work assigned to the worker), subordination of the worker to employment policies and procedures, provided that the employer ensures the working conditions stipulated by labor legislation and other regulations containing statutes of labor law, collective agreement, agreements, local regulations, employment contract.

2.2. The labor relations shall be governed by labor legislation (including the legislation on occupational safety) consisting of Labor Code of the Russian Federation, other federal laws and laws of subjects of the Russian Federation containing statutes of labor law;

other statutory legal acts containing statutes of labor law:

•       decrees of the President of the Russian Federation;

•       decrees of the government of the Russian Federation and statutory legal actsof federal bodies of executive branch;

•       statutory legal acts of bodies of executive branch of subjects of the Russian Federation;

•       statutory legal acts of local government bodies.

Labor relations and other relations directly related thereto shall also be governed by the present collective agreement and local regulations containing statutes of labor law.

2.3. Within the limits of the present collective agreement the University affirms its commitment to fundamental principles of legal regulation of labor relations which include:

§      freedom to work, including the right to the work that everyone chooses freely or to which agrees freely, the right to dispose of one's abilities to work, to choose profession and kind of activity;

§      protection against unemployment and assistance in employment;

§      ensuring the right of each worker to fair working conditions, including to the working conditions meeting safety and hygiene requirements, the right to rest including limitation of working hours, providing of daily rest, days off and non-working holidays, annual paid vacation;

§      equal rights and opportunities of workers;

§      ensuring the right of every worker to be paid in a timely manner and in full size the fair salary providing for the dignified existence of him and his family, and not below the minimum wage established by the federal law;

§      ensuring equal opportunities of workers without any discrimination when promoting at work, with regard to labor productivity, qualification and length of service in the industry, as well as training and additional professional education;

§      ensuring the right of workers and employers to unite for the protection of their rights and interests, including the right of workers to create labor unions and join them;

§      combination of government and contractual regulation of labor relation and other relations directly associated therewith;

§      social partnership including the right to participate of workers, employers, their association in the contractual regulation of labor relations and other relations directly associated therewith;

§      obligation to compensate damage caused to the worker in connection with his/her execution of job responsibilities;

§      establishing of government guarantees to ensure rights of workers and employers, performing of government control (supervision) of their observance;

§      ensuring the right of everyone to protection by the state of his/her employment rights and freedoms, including judicial protection;

§      ensuring the right to settlement of individual and collective labor disputes, and also the rights to strike in a procedure established by the present Code and other federal laws;

§      obligation of parties to an employment contract to observe the terms of the concluded agreement, including the employer's right to demand that workers fulfill their job responsibilities and have careful attitude to the employer's property and the workers' right to demand that the employer observe its obligations in relation to workers, labor legislation and other acts containing statutes of labor law;

§      ensuring the right of labor union representatives to exercise labor union control of the compliance with labor legislation and other acts containing statutes of labor law;

§      ensuring the right of workers to protection of their dignity in the period of labor activity;

§      ensuring right to mandatory social insurance of workers.

2.4. Within the limits of the regulation of labor relations the University undertakes as follows:

•       not to include in the employment contracts the condition deteriorating the position of workers as compared to the statutes contained in the labor legislation and in the Collective agreement, to ensure conformity of the contents of employment contracts to requirements of Labor Code of the Russian Federation;

•       to familiarize the worker when hiring then with the present Collective agreement, and also with other local acts relating to the workers' labor rights;

•       to ensure mandatory participation of the electoral body of primary labor union organization in the consideration of questions related to termination of any employment contract at the University’s initiative;

•       to establish the duration of working hours of a specific worker in the employment contract taking into account the results of special assessment of the working conditions;

•       to observe labor legislation and other statutory legal acts containing statutes of labor law, local regulations, conditions of collective agreement, agreements and employment contracts;

•       to provide to workers with the work stipulated by the employment contract;

•       to ensure the safety and working conditions conforming to official standard requirements of occupational safety;

•       to provide workers with the equipment, tools, technical documentation and other facilities required by them to fulfill job responsibilities;

•       to ensure that the workers get equal payment for the work of equal value within the "efficiency agreement";

•       to pay in full size the salary which is due to workers within the time established in accordance with the Labor Code, collective agreement, employment policies and procedures, employment contracts;

•       to provide to the workers' representatives full and reliable information necessary for the conclusion of collective agreement, agreement and monitoring of their performance;

•       when hiring (before signing of employment contract) to acquaint the worker against the signature with employment policies and procedures, other local regulations that are directly related to a worker's labor activity, the present collective agreement.

•       to consider the proposals of relevant labor union bodies, other representatives elected by workers concerning the violations revealed of labor legislation and other acts containing statutes of labor law, to take measures to eliminate the violations revealed and to inform the said bodies and representatives about the measures taken;

•       to create an environment conducive to workers ‘participation in the management of the University in the forms provided for by law;

•       to effect mandatory social insurance of workers in a procedure established by federal laws;

•       to compensate the harm inflicted on workers in connection with their execution of labor duties, and also to compensate moral harm in a procedure and on the terms established by statutory legal acts of the Russian Federation;

•       when enacting local regulations containing statutes of labor law, to coordinate those acts with the workers ‘representative body.

•       to rule out the adoption of local regulations that worsen position of workers as compared to that established by labor legislation and other statutory legal acts containing statutes of labor law, collective agreement, as well as local regulations, without complying with a statutory procedure for taking into account the opinion of workers' representative body;

•       to organize in the instances provided for by the legislation additional professional education of workers with a frequency of at least once in three years. To organize withthe resources of the personnel department the monitoring of expiry dates of specialists' certificates, dates when workers last attended refresher courses / professional retraining and send workers for additional professional education.

2.5. Within the scope of general questions of the regulation of labor relations the workers undertake as follows, in addition to the obligations listed above:

•       to inform immediately the immediate boss about emergence of a situation posing threat to life and health of people, safety of property of the University (including the property of third parties held by the University, where the University is responsible for the safekeeping of that property).

•       to monitor expiry dates of their qualification categories, certificates of specialist and employment contracts. Ensure timely warning of the head of structural unit of the expiration of said documents, to submit in due time (including on request of the University administration) the necessary documents to confirm qualification category and receive certificates of specialist(for academic and teaching staff and research scientists);

•       immediately after obtaining to submit to the personnel department the documents on professional development, conferral of qualification category, conferral of academic degrees and ranks (for academic and teaching staff and research scientists);

•       to submit in due time all necessary documents for participation in a declared competitive selection to fill positions (for academic and teaching staff and research scientists);

•       to submit tin due time necessary documents for making employment contract in connection with the selection by competition or going through elections (for academic and teaching staff and research scientists);

•       to appear in due time at the personnel department for the recording of the changes of the terms of employment;

•       not to travel beyond the location of the University without formalization of business trip or holiday;

•       to submit to the personnel department applications for assignment for a business trip, applications for change of dates of annual paid vacations within time not less than 10 calendar days prior to the day of beginning of business trip or expected day of beginning of holiday;

•       to appear at the personnel department of the University before approval of applications on employment matters (compensation of labor, combining of jobs, part time employment, increase in the volume of work, hiring, dismissal, dates of employment contract, etc.);

•       not to tolerate violations of the current legislation, including Labor Code of the Russian Federation, Law of the Russian Federation "On education in the Russian Federation";

•       not to tolerate the facts of incompliance of the act within the limit of performance of job responsibilities with the requirements of legislation, local acts of the University, established rules and standards;

•       in absence of any learning sessions during working hours to perform within the established duration of working hours the kinds of activity provided for by an individual plan (for academic and teaching staff and research scientists) and/or other local acts;

•       to notify the immediate boss on the emergence of circumstances which were the reason of one's absence at work, no later than the day following the day of emergence of circumstances;

 

3. MEASURES OF SOCIAL, FINANCIAL SUPPORT AND INCENTIVES FOR WORKERSOF THE UNIVERSITY

 

3.1.Inthe University there shall be the following types of incentives for workers (apart from types of the encouragement provided for by the Labor Code of the Russian Federation):

-       rewarding with the Certificate of Honor of I.M. Sechenov First Moscow State Medical University of the Russian Ministry of Health. The persons awarded with the Certificate of Honor may be paid remuneration in an amount defined by the order of the rector.

-       declaring Gratitude of the rector of I.M. Sechenov First Moscow State Medical University of the Russian Ministry of Health. To persons to whom Gratitude was declared may be paid remuneration in an amount defined by the order of the rector.

-       conferring of Honorary title "Honorary professor of I.M. Sechenov First Moscow State Medical University".

-       conferring of Honorary title "Honorary head of department of I.M. Sechenov First Moscow State Medical University of the Russian Ministry of Health". The person to whom this title was conferred may have awarded to him/her for the period of his/her work at the University the monthly payment of stimulating nature for quality of work (for special merits forthe University) in an amount determined by the order of the rector.

-       conferring of Honorary title "Distinguished professor of I.M. Sechenov First Moscow State Medical University".

-       conferring of title "Veteran of State budget-funded education institution of higher professional training The first Sechenov Moscow State Medical University under Ministry of Health of the Russian Federation ".

-       awarding with Medal "For merits for The first Sechenov Moscow State Medical University" as the highest award of the University. The person who was awarded with Medal "For merits for The first Sechenov Moscow State Medical University", from the number of workers of the University, may at the time of awarding have awarded to him/her nonrecurring payment of stimulating nature for quality of work (for special merits forthe University) in an amount determined by the order of the rector.

-       entering in the Book of Honor of the University.

The procedure of recommending for the awarding, grounds for the awarding, privileges to the awarded shall be defined by the relevant Regulations concerning specific incentives adopted by the Academic council of the University.

3.2. As a stimulation of research activity a measure of social support may be established for the academic and teaching staff, based on the requirements of the University- the promotion of a worker who holds an inferior position to the position of department professor(subject to availability of vacant professor position and depending on study load) when he/she defends thesis to contend for the academic degree of the doctor of sciences.

3.3. The University undertakes to apply the following additional measures of workers' financial supports:

•       Payments of social nature:

-       financial support, the procedure and the terms for the granting of which shall be defined by the Regulation approved by the rector of university.

-       establishing of payment in an amount of average monthly salary of the worker at the cost of funds from income generating activity, subject to availability of the economy of payroll fund, at the time of retirement, provided that the length of service in the university is over 20 years for women, over 25 years for men.

-       payments in connection with anniversaries (55 years for women, 60 years for men, 70,80 years). The worker will be paid one-time remuneration in an amount determined by the order of rector, subject to availability of the economy of payroll fund.

•       Payments of the stimulating nature:

-       quarterly bonuses (including in honor of memorable dates, in connection with the professional holidays) subject to availability of the economy of payroll fund.

-       designating of payment of stimulating nature to members of the Presidium of Academic council for intensity and high results of work, in an amount defined by the order of rector, subject to availability of the economy of payroll fund.

-       designating of payment of stimulating nature to members of the Council of elders for intensity and high results of work,[in addition] to salary, in an amount defined by the order of rector, subject to availability of the economy of payroll fund.

3.4. For the purposes of promoting a healthy lifestyle of the workers the University guarantees them ability of use Burevestnik stadium in a procedure and on the terms defined by local acts of the University.

3.5. A worker who has two or more children aged fourteen years and over, a worker who hasa disabled child aged eighteen years and over, a single mother bringing up the child aged fourteen years and over, a father bringing up the child aged fourteen years and over without mother, will have awarded additional benefits: annual additional unpaid leave of absence at the time convenient for them, of up to 14 calendar days. The said leaves shall be granted by a worker's written application and may be added to annual paid vacation or be used separately in full or partially. It shall not be permitted to carry this vacation over to the next working year.

3.6. In the University the following guarantees shall been visage for medical service support of the workers:

-       the University undertakes to provide medical examinations in a procedure and on the terms provided for by the current legislation, for all workers for whom preliminary and periodic medical checks are provided forby law to be carried outon the basis of the Clinical and Diagnosis Center of the Clinical Center of the university;

-       for workers for whom preliminary and periodic medical checks are not provided for by law, the University undertakes to create conditions for them to pass at their will medical examinations by making schedules to pass of medical examinations by structural divisions on the basis of the Clinical and Diagnosis Center of the Clinical Center of the university.

 

4. WORKERS' PARTICIPATION IN THE MANAGEMENT OF THE UNIVERSITY

 

4.1. The workers shall participate in the management of the University mainly in these forms:

-       mandatory regard to the opinion of workers' representative body in all cases provided for by Labor Code;

-       mandatory participation of the chairperson of primary labor union organization in weekly rectorial meeting;

-       reports of the chairperson of primary labor union organization at weekly rectorial meetings on the work of the labor union organization for the protection of workers' rights and interests of;

-       holding by the worker's representative body of consultations with employer on the questions of enacting local regulations;

-       receiving information from the University on the questions directly affecting interests of the workers;

-       discussion by the worker's representative body of the organization’s social and economic development plans;

-       participation in the working out and adoption of the collective agreement;

4.2. The representatives of the workers shall have the right to receive information from the Employer on the questions of:

-       reorganization or liquidations of the organization;

-       introductions of technological changes involving change of working conditions of the workers;

-       preparation and additional professional education of workers;

 

5. CONDITIONS FOR THE ELECTORAL BODY OF PRIMARY LABOR UNION ORGANIZATION TO CARRY OUT ITS ACTIVITY

 

5.1. The University undertakes to ensure the observance of the rights and guarantees of activity primary of labor union organization provided for by Labor Code of the Russian Federation, Federal law dated 12.01.1996 No. 10-FZ (rev. of 22.12.2014) "On labor unions, their rights and guarantees of activity", other statutory acts.

5.2. The University, to ensure the conditions for the activity of electoral body of primary labor union organization, undertakes to:

-       provide free of charge to the electoral bodies of primary labor union organization that brings together workers of the University, the room for holding meetings, storing documentation and also to give opportunity to place information at a place (places) accessible to all workers.

-       provide free of charge for use to the electoral bodies of primary labor union organization one equipped, heated, electrified room, and office equipment, communication facilities and necessary statutory legal documents. While economic maintenance, repair, heating, lighting, cleaning, guarding of said objects shall be carried out by the University.

-       provide free of charge for use to the electoral bodies of primary labor union organization the sports and recreation centers belonging to the University necessary to organize rest, engage in mass cultural and fitness and recreational activities with workers and members of their families.

-       where there are written applications from the workers who are labor union members to transfer monthly free of charge to the account of the labor union organization the labor union membership dues out of a salary of workers at a rate of 1% (unless specified otherwise in a worker's application).

-       The University when allotting salary to workers shall deduct from workers' salaries the sums making the size of membership dues and transfer these sums to the settlement account of the labor union organization within the time established in the University for the allotment of salary.

-       where labor union body reveals violations of labor legislation, to report to the corresponding labor union body within a week from the date of receipt of a request to eliminate the violation revealed about results of consideration of that request and the measures that have been taken - as a guarantee of the right of labor unions to monitor the observance by employers and their representatives of labor legislation and other statutory legal acts containing statutes of labor law, compliance by them with the terms of collective agreements, agreements.

-       give the right to the representatives of primary labor union organization at their requests to take part in the consideration of labor disputes related to a violation of labor legislation and other statutory legal acts containing statutes of labor law, obligations provided for by collective agreements and agreements, as well as with changes of working conditions.

-       in the cases provided for by the Labor Code, other federal laws and other statutory legal acts of the Russian Federation, before making a decision to send the draft of local statutory act and substantiation there for to the electoral body of primary labor union organization.

 

6. OCCUPATIONAL SAFETY AND REGULATION OFLABOR RELATIONS IN CONNECTION WITH THE RESULTS OF SPECIAL ASSESSMENT OF WORKING CONDITIONS

 

6. 1. In the field of occupational safety, the University undertakes as follows:

6.1.1. Obligations to ensure safe working conditions of workers in the process of labor activity:

-       ensuring safety of workers in the operation of buildings, structures, equipment, in the application of technological processes and tools, raw materials and materials used in the production process;

-       establishing and operating an occupational safety management system of by means of ensuring of the functioning of the department of occupational safety;

-       use of workers' individual and collective protection facilities;

-       ensuring adequate working conditions at each workplace, taking into account that that the working conditions is a set of factors of production environment and labor process affecting working capacity and health of a worker; observance of work and rest schedule of workers in accordance with the labor legislation and other statutory legal acts containing statutes of labor law.

-       conducting a special assessment of working conditions in accordance with the legislation relating to special assessment of working conditions;

-       investigation and accounting for industrial accidents and occupational diseases in an established procedure; ensuring the presence of a collection of statutory legal acts containing requirements of occupational safety in relation to specific features of professional activity.

-       working out of measures to improve working conditions, to provide workers with individual protection facilities, to take other measures envisaged by the legislation inthe sphere of occupational safety.

6.1.2. Obligations to educate workers in the field of occupational safety:

-       training in safe methods and techniques of performing the works and providing of first aid to those injured at the workplace, briefing on occupational safety, training on the workplace and checks of the knowledge of occupational safety requirements;

-       preventing access to work to the persons who failed to pass training in and briefing on occupational safety in an established procedure, hands-on training and check of the knowledge of occupational safety requirements; familiarizing workers with occupational safety requirements; developing and approval of rules and regulations on occupational safety for workers taking into account opinion of the electoral body of primary labor union organization.

-       6.1.3. Obligations to check and inform:

-       banning workers from performing their labor duties without passing mandatory medical checks, mandatory psychiatric assessments, and also in the case of medical contraindications;

-       informing workers on working conditions and occupational safety on the workplaces, about risk of damage to health, the guarantees provided to them, their entitlement to compensations and individual protection facilities;

6.1.4. Obligations of social nature:

-       purchasing of special clothes, footwear and other individual protection facilities, as well as washing agents and decontaminants which have passed mandatory certification or declaring of conformity in a procedure established by the legislation of the Russian Federation; issuance of individual protection facilities, washing agents and decontaminantsasper the accepted standards to the workers who are occupied at works with harmful and (or) hazardous working conditions, as well as on the works performed in special temperature conditions or involving contamination;

-       performing mandatory preliminary, periodic, other mandatory medical checks, mandatory psychiatric assessments of workers, extraordinary medical examinations, mandatory psychiatric assessments of workers at their requests according to medical recommendations while retaining their employment with their employment (position) and average earnings retained for them for the time of passing specified medical examinations, psychiatric assessments. These examinations shall be conducted in the cases provided for by the labor legislation and other statutory legal acts which contain statutes of labor law.

-       sanitary and household services and medical services support of workers in accordance with occupational safety requirements;

-       mandatory social insurance of workers against industrial accidents and occupational diseases.

6.2. For workers, whose working conditions on the workplaces have been categorized as 3rd or 4th degree harmful working conditions by results of special assessment of working conditions there shall be established shorter duration of working hours not exceeding 36 hours a week. The duration of working hours of a specific worker shall be established by employment contract on the basis of current legislation with regard to results of special assessment of working conditions.

6.3. On the works with harmful working conditions the workers shall be issued milk free of charge as per established norms. The issuance of milk to workers as per established norms may be replaced by written applications of workers with a compensation payment in an amount equivalent to the cost of milk.

 

7. WORKING HOURS. WORKING SCHEDULE

 

7.1. The normal duration of working hours in the University may not exceed 40 hours per week.

For pedagogical workers there shall be established the shorter duration of working hours(normal hours of pedagogical work per full time salary rate) - 36 hours a week.

7.2. For medical workers there shall be established the shorter duration of working hours not exceeding 39 hours per week. Depending on the position and (or) speciality the duration of working hours of medical workers shall be defined by the Government of the Russian Federation.

7.3. For the pedagogical workers who are performing their duties continuously during the working day, no meal break shall be established.

7.4. The schedule of working hours of persons from the number of academic and teaching staff within the limits of a 36-hour working week shall be defined with regard to the doing of teaching work, and also engaging in research, creative and performing, developmental, educational and methodological, organizational and methodological, character building, sports, fitness and recreational work.

7.5. The schedule of performing teaching work shall be regulated by the schedule of learning classes. The volume of teaching work of each teacher shall be defined bythe university independently depending on the qualification of a worker and profile of department and may not exceed the quantity of hours established by statutory legal acts.

7.6. The schedule of performing by the teacher of duties related to research, creative and performing, developmental work, and also educational and methodological, organizational and methodological, character building, sports, fitness and recreational activity shall be regulated by plans of research works, programs, schedules etc.

7.7. The working hours of pedagogical workers shall include, depending on the position held, the educational (teaching), character building work, individual work with the trainees, scientific, creative and research work, and also the other pedagogical work provided for by job responsibilities and (or) an individual plan, methodological, preparatory, organizational, diagnostic[work], work to conduct monitoring, the work provided for by plans of educational, fitness and recreational, sports, creative and other activities conducted with the trainees. The particular labor (official) responsibilities of pedagogical workers shall be defined by employment contracts, job descriptions and other local acts. The proportion of educational (teaching) and other pedagogical work within working week or academic year shall be defined by the relevant local statutory act of the university, with regard to the number of hours by the curriculum, the worker's specialty and qualification.

7.8. To determine study load of the pedagogical workers filling positions of academic and teaching staff there shall be annually established as at the beginning of academic year by structural divisions of the university, with regard to the fields of training by the decision of Academic council, the volume of study load with differentiation by the positions of academic and teaching staff in accordance with the statutory acts.

7.9. The study load of each pedagogical worker shall be defined depending on the position he/she holds, skill level and may not exceed the top limits set for the positions of academic and teaching staff.

7.10. The study load of pedagogical workers includes contact work of trainees with the instructor in the types of educational activity. The contact work of trainees with the instructor, including that with application of distant learning technologies, shall include classes of lecture type, and (or) classes of seminar type, and (or) group tutorials, and (or) individual work of the trainees with the instructor, and also certification tests for intermediate certification of the trainees and final (final state) certification of the trainees. Where necessary, the contact work of the trainees with the instructor shall include other types of educational activity envisaging the trainees' group or individual work with the instructor.

7.11. The ratio of study load of pedagogical workers set for an academic year and other activity provided for by job responsibilities and (or) an individual plan (of scientific, creative, research, methodological, preparatory, organizational, diagnostic, medical, expert, other [work], including [the work] related to elevation of one's professional level),within the established duration of working hours, shall be defined by the local statutory act of the university depending on the worker's position.

7.12. The University shall have, if necessary, incidentally on the basis of a corresponding order, the right to engage in the performance of one's labor functions beyond the duration of working hours established for them (irregular working hours) the workers holding the following positions: pro-rector, chief accountant, director of Clinical Center, deputy directors of Clinical Center, heads (deputy heads) of all structural divisions of the University, drivers, and also the workers holding any positions provided for by the staff list of the University.

7.13. In the university:

-       for professorial, educational and auxiliary staff there shall be established a 6 days' week working week with one day off - Sunday;

-       for administrative and household personnel there shall be established a 5 days' working week with two days off - Saturday, Sunday;

-       for medical workers the schedule of working hours shall be established according to the schedule of work.

7.14. The recording of total hours worked may be introduced in the University for the following categories of workers:

-       doctors,

-       middle medical personnel,

-       junior medical personnel,

-       other personnel: cloakroom attendants, leading engineers, engineers, technicians, repair technicians, electrical technicians for electric equipment repair, plumbers, electrical fitters, mechanics, gas welders, boiler operators, mechanics for operation and repair of gas equipment, drivers, elevator operators, dormitory duty persons, senior check-point controllers, check-point controllers, guards, dispatchers, porters, senior duty persons of access control office, duty persons of access control office,

-       and for other categories where in performing certain types of works the daily or weekly duration of working hours established for that category of workers cannot be complied with.

For the above mentioned workers the information on the recording of total hours worked shall be reflected in employment contracts.

The accounting period for the above categories of workers in the University shall be:

•       six months (half a year) - for all categories of workers to whom recording of total hours worked hours is established;

•       three months (a quarter) - for the accounting for working hours of the workers engaged in the works with harmful and (or) hazardous working conditions;

•       one month - for drivers of the University to whom recording of total hours worked is established.

The total duration of working hours for the accounting period should not exceed normal number of working hours which is defined based on weekly duration of working hours stipulated for an individual category of workers.

The persons with the total hours worked recorded shall work in accordance with the schedule of work.

 

8. REST PERIOD

 

8.1. The common day off in the university shall be Sunday. With five-day working week the second day off shall be Saturday.

8.2. The annual additional paid vacation shall be granted to the workers whose working conditions on their workplaces have been categorized as 2nd, 3rd or 4th degree harmful working conditions or hazardous working conditions by results of special assessment of working conditions. The minimum duration of the annual additional paid vacation for these workers shall be 7 calendar days. The duration of annual additional paid vacation of a specific worker shall be established with regard to special assessment of working conditions and shall be established for those positions on which working conditions are associated with harmful and hazardous working conditions, by the order of the rector (or authorized pro-rector) taking into account the opinion of the workers' representative body.

8.3. The workers with on-standard working hours (item 7.12. of the present Collective agreement) shall be given an annual additional paid vacation lasting three calendar days.

8.4. The pedagogical workers (assistant, dean of faculty, head of faculty, director of institute, head of institute, associate professor, head of department, professor, instructor, senior instructor) shall have established for them the duration of extended principal annual paid holiday of 56 calendar days.

 

9. COMPENSATION

 

9.1. Salary ist he remuneration for work depending on qualification of the worker, complexity, quantity, quality and conditions of the work performed, as well as the payments of compensatory and stimulating nature. A salary to the worker shall be established by employment contract in accordance with the systems of compensation operating inthe University.

9.2. The systems of compensation, including the sizes of salaries (official salaries), mark-ups and supplementary payments of compensation nature, including those for work in the conditions deviating from normal, systems of mark-ups and supplementary payments of stimulating nature and incentives systems shall be established by local acts of the University, including the Compensation and benefit policy, by the Procedure for distribution of funds received from rendering hi-tech medical services, not included in the base program of mandatory medical insurance, in the divisions of Clinical Center, by the Procedure for the formation and distribution of payroll fund out of the funds received from budgets of mandatory medical insurance funds in the Clinical Center, and other local acts.

The salary shall be paid to the worker through cash desk of the University or transferred to the credit organization specified in the worker's application. The worker has the right to change credit organization to which his/her salary is to be transferred, by notice in writing to the employer about change of details for remittance not later than five working days before the day of salary payment.

9.3. The employer shall organize payment of salary not less often than once every half-month in the following periods: from 18th to 24th day of current month and from 3rd to 9thday of the month following the accounting month.

From 18th to 24th day of current month the worker shall be paid the advance payment in an amount not less than half of the official salary. The workers' salary for the month of December of current year may be paid by the Employer before December 30 of current year.

9.4. The compensation of the workers engaged in the works with harmful and (or) hazardous working conditions shall be established in an increased amount. The minimum amount of increase of compensation to the workers engaged in the works with harmful and (or) hazardous working conditions shall be 4 percent of base pay (salary) established for various types of works with the normal working conditions. The specific amount of increase of compensation shall be established by the order of the rector of the University taking into account the opinion of workers' representative body.

9.5. The overtime work shall be paid for the first two hour of work at a time-and-a-half rate, for the subsequent hours - at a double rate. At the worker's request the overtime work may be compensated by granting extra period of rest commensurate with the period worked overtime, rather than by increased payment.

9.6. The work on a day off or on non-working holiday shall be paid to the workers who receive salary (official salary) –in an amount of one day's or one hour's rate (part of salary (official salary) for a day or an hour of work) on top of the salary (official salary), if the work on a day off or on non-working holiday was done within the monthly norm of working hours, and in an amount of double one day's or one hour's rate (part of salary (official salary) for a day or an hour of work) on top of the salary (official salary), if the work on a day off or on non-working holiday was done in excess of the monthly norm of working hours.

9.7. Each hour of work at night time shall be paid in an increased amount compared to work in normal conditions. The amount of increase of compensation for work at night time (from 22 hours to 6 hours) shall be 20 percent of salary (official salary) calculated for an hour of work at night time.

 

10. VALIDITY OF COLLECTIVE AGREEMENT IN TIME

 

10.1. The present agreement shall enter into force from the moment of signing by the parties and remain valid for 3years until 17 December 2018. The parties shall have the right to extend validity of this agreements by the term not exceeding three years.

10.2. During the period of validity of the present agreement the parties may modify its individual provisions by an additional written agreement in accordance with the current legislation.

10.3. The performance of provisions of the present agreement may be verified by a commission to be created by the order of the rector, at least once a year with participation of representatives of the workers. When conducting the said verification, the representatives of the parties are required to provide to each other, and also to the appropriate labor authorities the information necessary for that purpose no later than one month from the date of receipt of a corresponding request.

10.4. Results of verification shall be reported by the commission at a joint meeting of the University and the primary organization of Labor union of university employees.

10.5. The collective agreement shall survive in the event of change of name of the organization, change of type of state or municipal authority, reorganization of the organization in the form of transformation, as well as upon termination of employment contract with the head of the organization.