Beruflich Dokumente
Kultur Dokumente
(Službeni glasnik Republike Srbija, br.24/05), i (Official Gazzette of the Republic of Serbia 24/05)
na osnovu Pravilnika o radu, ugovorne strane: and the Labour regulations contracting parties :
1. XXXXX Consulting d.o.o., koga zastupa 1. XXXXX Consulting d.o.o., represented by Mr.
zamenik direktora g-din NAME SURNAME ( NAME SURNAME as deputy director (further on
u daljem tekstu- poslodavac), Employer)
2. XXX NAME , Ul. XXXX , XXX, 2. XXX NAME, Street XXXX, XXXX, Belgrade
Beograd, broj lk. XXX (u daljem tekstu ID XXXX number (further on Employee)
zaposleni)
zaključuju dana 01.12.2014. Are signing on 01.12.2014
Član 1. Article 1.
Zaposleni zasniva radni odnos kod Poslodavca The Employee is employed on limited period of
na određeno vreme u trajanju od 01.12.2014. do time starting from 01.12.2014 until 30.11.2015.
30.11.2015. Zaposleni je dužan da stupi na rad Employee is obliged to start on 01.12.2014.
01.12.2014. Probni rad je XXXX meseci. Probationary period is XXXX months.
Član 2. Article 2.
Zaposleni će stupiti na radno mesto mladji The Employee is employed as Junior Consultant
konsultant i obavljaće poslove: pisanje izveštaja, and will draft statements, opinions, and will assist
mišljenja, asistiranje u obavljanu istraživanja. as well in performing research activities. Besides
Pored toga pružiće podršku HR-u i lokalnom that he will support the local management in HR
menadžmentu u komercijalnim pitanjima and commercial matters especially with respect to
naročito u fazi otpočinjanja aktivnosti Samsung the start up phase of Samsung Techwin Europe
Techwin Europe Limited . Zaposleni je saglasan, Limited.The Employee has agreed to perform other
da u skladu sa potrebama posla, obavlja druge duties competent to his qualifications, not
poslove, koji odgovaraju njegovim mentioned above.
kvalifikacijama, a koji nisu gore navedeni.
Član 3. Article 3.
Zaposleni će obavljati poslove u sedištu The Employee will perform his duty on the site of
poslodavca u Beogradu,u Knez Mihajlovoj ulici the Employer in Belgrade, Knez Mihajlova str. 22
22. Međutim, ukoliko poslovne obaveze to The Employer may direct the Employee to perform
zahtevaju, Zaposleni će izvršavati svoje obaveze his duties on other locations determined by the
i na drugim mestima koje odredi Poslodavac, na Employer, on sites of other parties, employers
lokacijama povezanih lica, klijenata Poslodavca, clients, and according to the Regulation of internal
u skladu sa Pravilnikom o unutrašnjoj organisation and systematization of the employer’s
organizaciji i sistematizaciji radnih mesta position.
Poslodavca.
Član 4. Article 4.
Poslodavac se obavezuje da odmah po stupanju The Employer is obliged to apply for social and
zaposlenog na rad, podnese prijave na obavezno health insurance, and pay compulsory
socijalno osiguranje, i blagovremeno uplaćuje superannuation contributions and insurance in case
doprinose za penzijsko i invalidsko osiguranje, of unemployment in due time, right upon the
zdravstveno osiguranje i osiguranje za slučaj employment of the Employee.
nezaposlenosti.
Član 5. Article 5.
Zaposleni zasniva radni odnos sa punim radnim The Employee is employed full time (40 hours per
vremenom( 40 časova nedeljno), u trajanju od week) from 8.30h to 16.30h Monday to Friday.
8.30 do 16.30h od ponedeljka do petka.
Član 6. Article 6.
Zaposleni je dužan da Poslodavcu nadoknadi The Employee is obliged to compensate to the
štetu koju je prouzrokovao na radu, ili u vezi sa Employer the damage caused at work or related to
radom, namerno, odnosno iz krajnje nepažnje. work, caused on purpose i.e. done as negligance.
Poslodavac će zaposlenom nadoknaditi štetu The Employer is obliged in accordance with
nastalu kao posledica povrede na radu, ili bilo applicable legislation to reimburse the damage to
koju drugu štetu nastalu na radu ili u vezi sa the Employee resulting to injury at work or any
radom, na osnovu Zakona. other damage caused at work or related to work.
Član 7. Article 7.
Poslodavac je dužan da rad organizuje na način The Employer is obliged to provide security, life
koji obezbeđuje bezbednost i zaštitu života i and health protection to the Employee at work in
zdravlja na radu Zaposlenom, u skladu sa compliance with Laws and other regulations.
Zakonom I drugim propisima.
Član 8. Article 8.
Zaposleni koji radi puno radno vreme ima pravo The Employee with full time employment is
na odmor u toku dnevnog rada u trajanju od entitiled to a break of at least 30 minutes.
najmanje 30 minuta.
Zaposleni koji rade duže od četiri, a kraće od šest The Employee with working hours longer than 4
časova, ima pravo na odmor u toku rada u hours and less then 6 hours is entitled to a break of
trajanju od najmanje 15 minuta. Zaposleni koji at least 15 minutes per day. The Employee
radi duže od punog radnog vremena, a najmanje employed longer than the full time i.e. 10 hours per
10 časova dnevno, ima pravo na odmor u toku day is entitled to a break of at least 45 minutes.
rada u trajanju od najmanje 45 minuta.
Odmor u toku dnevnog rada ne može se koristiti The break can not be used at the beginning and at
na početku i na kraju radnog vremena. Pomenuto the end of the working hours. The break referred to
vreme odmora u ovom članu, uračunava se u in this Article is included in the working hours of
radno vreme Zaposlenog. the Employee.
Član 9. Article 9.
Zaposleni ima pravo na odmor između dva The Employee is entitled to a leave between two
uzastopna dana, u trajanju od najmanje 12 following days, lasting for at least 12 hours
časova neprekidno, ako Zakonom nije drukčije continuously, if not otherwise determined by
određeno. applicable legislation.
Zaposleni ima pravo na nedeljni odmor u trajanju The Employee is entitled to a weekly leave for at
od najmanje 24 časa neprekidno. least 24 hours countinuosly.
Nedeljni odmor se, po pravilu koristi nedeljom, Weekly leave is usually used on Sundays but the
iako Poslodavac može da odredi drugi dan za Employer is entitled to nominate another day if the
njegovo korišćenje, ako priroda posla i nature of business i.e. by business organisation
organizacija rada to zahtevaju. otherwise requested.
Zaposleni ima pravo na uvećanu zaradu u toku Employee is entitled to a salary increase during the
rada od 0.4% za svaku punu godinu rada employment of 0.4% for each full year of
ostvarenu u radnom odnosu. Ova zarada će se employment.This salary will be increased in cases
uvećavati u slučajevima predviđenim Zakonom. determined by the Law. Salary will be paid in
Zarada će biti isplaćena u dinarima, na račun „Dinars“, into the bank account stated by the
Zaposlenog, o kome je on obavestio Poslodavca. Employee and given to the Employer.
Novčana kazna može se izreći u sledećim Penalty can be sentenced in following cases:
sklučajevima:
- neopravdano zakašnjenje najmanje 3 - unjustified delay of at least 3 working days
radna dana u toku 3 meseca; in the period of 3 months
- neopravdano izostajanje sa rada najmanje - unjustified absence from work at least 2 and
2 a najviše 5 radnih dana, sa prekidom u up to 5 working days, with interrution in the
toku 12 meseci; period of 12 months
- dolazak na rad u napitom stanju ili - being intoxicated at work
opijanje u toku rada;
- davanje netačnih podataka koji su od - giving false data influencing the decision of
uticaja na donošenje odluke nadležnog the authorithy
organa;
- izazivanje nereda i učestvovanje u tuči; - harassment or taking part in a fight
- nedolično ponašanje prema drugim - indecent behavior towards other employees,
zaposlenima, svađa,uvreda i slično offensive behavior etc towards the officials
neposrednom rukovodiocu odnosno e.g. director
direktoru;
- neblagovremeno izvršavanje radnih - delay of performing working duties
zadataka;
- odlazak sa posla bez odobrenja - leaving work without approval of the
odgovornog lica; competent authority
- neuredno držanje dokumenata,materjala i - negligence maintanence of documents and
sredstava za rad; instruments of work
- neprenošenje radnog iskustva na mlađe - not assisting to junior officers and trainees
saradnike i pripravnike; in transmitting work experience
- neprijavljivanje ličnih podataka i - not reporting personal data and the changes
promene tih podataka,važnih za of data important to the enterprise
preduzeće;
- neopravdano neodazivanje svedoka na - unjustified refusal of witness appearance
poziv organa preduzeća; invited by the autorithy of the enterprise
- nemaran odnos prema poverenim - negligence behavior towards instruments of
sredstvima za rad i materijal, ako se tim work and material, in case a broader damage
preduzeću ne nanosi veća šteta; has been avoided to the enterprise
- igranje hazardnih, sportskih i drugih igara - hazard, sports and other game playing
za vreme radnog vremena; during the working hours
- svaka druga radnja kojom je povređena - all other actions violating the dutie not
neka obaveza koja nema obeležje teže causing broader damage of professional
povrede radne obaveze; obligations.
Zaposleni je saglasan da u slucaju prestanka The Employee has agreed that in case of
radnog odnosa nema prava da iznosi internu employment termination, he is not allowed to take
dokumentaciju izvan firme. internal documentation from the company.
Zaposleni je saglasan da poslodavac novčanu The Employee has agreed herewith that penalty will
kaznu naplati odbijanjem od zarade. be collected from income.
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