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Collective Agreement

2011-04-18
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Telenor d.o.o.
2009-10-14
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Telenor d.o.o.


Trade Union Telenor
Trade Uniont Nezavisnost - Telenor





COLLECTIVE AGREEMENT
for the 2011-2014 period

Telenor d.o.o.
(Telenor in Serbia)







Concluded on April 18, 2008 on the basis of Article 248 of the Labour Act ("Official
Gazette of the RS" Nos.24/05 and 61/05), between Telenor Trade Union
Organisation and Independence (Nezavisnost), represented by authorised
representatives, Trade Union representatives, Dejan Roganovi i Slaana orevi,
on the one side and Telenor d.o.o., Belgrade, Omladinskih brigada No. 90, 11070
Belgrade, represented by Director Kjell Morten Johnsen, on the other.
This Collective Agreement defines rights, obligations and responsibilities of
employees from the field of employment, regulates mutual relations between the
Contracting Parties, as well as the procedure for amending this Agreement and other
issues of importance for the Contracting Parties.
This Agreement shall apply to all employees of Telenor d.o.o.
The intention of the Contracting Parties is for this Agreement to be fully in line with all
valid legal regulations of the Republic of Serbia, particularly the Labour Act.
Apart from the Trade Union policy, this Agreement contains priority values and
welfare of Telenor d.o.o.
In this Agreement Telenor d.o.o. shall be abbreviated as Telenor, and should be
taken as a legal person which is hereinafter also referred to as the Employer or
Company.
Telenor Trade Union Organisation and Trade Union Nezavisnost shall be hereinafter
referred to as the Trade Union Organisation.
Both parties shall hereinafter be referred to as the Contracting Parties.

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Trade Union Telenor
Trade Uniont Nezavisnost - Telenor

1. TELENOR IN SERBIA - EMPLOYEES AND THE COMPANY
5
2. MAJOR COMPANY DEMANDS
6
2.1
JOB AND WORK TASK SCALE AND JOB DESCRIPTION ........................................................................... 6
2.2
WORKING HOURS.............................................................................................................................. 6
2.3
CLEAN DESK POLICY.......................................................................................................................... 7
2.4
MEALS.............................................................................................................................................. 7
2.5 SMOKING........................................................................................................................................... 7
3. EMPLOYMENT CONDITIONS
8
3.1
EMPLOYMENT - DATA ACCURACY ...................................................................................................... 8
3.2
PERSONAL DATA ............................................................................................................................... 8
3.3
EMPLOYMENT ................................................................................................................................... 8
3.4
EMPLOYEES - DEFINITION................................................................................................................. 8
3.5
EXTERNAL ADVISORS ........................................................................................................................ 8
3.6
EMPLOYMENT CONTRACT ................................................................................................................. 9
3.7
EMPLOYMENT CHANGES .................................................................................................................. 9
3.8
AMENDMENTS TO EMPLOYMENT CONTRACT...................................................................................... 9
3.9
TRIAL PERIOD.................................................................................................................................... 9
3.10
WORK OUTSIDE THE COMPANY AND PRIVATE BUSINESS................................................................... 10
4. HUMAN RESOURCES PLANNING AND ORGANISATIONAL STRUCTURE
11
5. EMPLOYMENT
11
6. VACATIONS, LEAVES AND STATE HOLIDAYS
12
6.1
BREAK DURING OFFICE HOURS, DAILY AND WEEKLY BREAK............................................................... 12
6.2
REQUEST FOR A LEAVE ................................................................................................................... 12
6.3
LEAVE WITHOUT PRIOR NOTICE........................................................................................................ 12
6.4
PAID LEAVE..................................................................................................................................... 12
6.4.1 VACATION....................................................................................................................................... 12
6.4.1.1 RIGHT ON VACATION........................................................................................................................ 12
6.4.1.2 DEFERRED VACATION...................................................................................................................... 13
6.4.1.3 MONETARY ALLOWANCE INSTEAD OF VACATION................................................................................ 13
6.4.1.4 VACATION BONUS ........................................................................................................................... 13
6.4.2 SICK LEAVE..................................................................................................................................... 14
6.4.3 PAID LEAVE..................................................................................................................................... 14
6.4.3.1 PAID LEAVE FOR SEVERE ILLNESS OF AN IMMEDIATE FAMILY MEMBER ............................................... 14
6.4.3.2 MARRIAGE LEAVE............................................................................................................................ 14
6.4.3.3 CHILD BIRTH.................................................................................................................................... 14
6.4.3.4 MOVING.......................................................................................................................................... 14
6.4.3.5 EXAM TAKING.................................................................................................................................. 15
6.4.3.6 LEAVE IN CASE OF NATURAL DISASTER............................................................................................. 15
6.4.4 ADDITIONAL PAID LEAVE CASES ....................................................................................................... 15
6.4.4.1 DEATH OF AN IMMEDIATE FAMILY MEMBER ....................................................................................... 15
6.4.4.2 VOLUNTARY BLOOD DONATION ........................................................................................................ 15
6.4.5 MATERNITY AND CHILD CARE LEAVE................................................................................................. 15
6.4.6 MISCELLANEOUS............................................................................................................................. 15
6.5
UNPAID LEAVE ................................................................................................................................ 15
6.5.1 GENERAL PROVISIONS.................................................................................................................... 15
6.5.2 UNPAID LEAVE FOR WORKING IN ANOTHER COMPANY (BEYOND TELENOR GROUP)............................ 16
6.5.3 UNPAID LEAVE FOR PERSONAL REASONS......................................................................................... 16
6.5.3.1 NURSING A SICK IMMEDIATE FAMILY MEMBER ................................................................................... 16
6.5.3.2 VISITING AN IMMEDIATE FAMILY MEMBER ABROAD ............................................................................ 16
6.5.4 MISCELLANEOUS............................................................................................................................. 16
6.6
STATE HOLIDAYS............................................................................................................................. 16
6.6.1 STATE HOLIDAYS DURING BUSINESS TRAVEL.................................................................................... 17
7. MONETARY ALLOWANCE AND BENEFITS
18
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Trade Union Telenor
Trade Uniont Nezavisnost - Telenor
7.1
ALLOWANCE AND REWARD POLICY .................................................................................................. 18
7.2.
STRUCTURE OF WAGES................................................................................................................... 18
7.3
PAYMENT OF WAGES....................................................................................................................... 19
7.4
DEDUCTIONS FROM WAGES............................................................................................................. 19
7.5
WAGES DECREASE.......................................................................................................................... 19
7.6
REVISION OF WAGES ....................................................................................................................... 19
7.7
OVERTIME WORK, STATE HOLIDAYS, NIGHT WORK AND ON-CALLS..................................................... 19
7.8
MINIMAL ANNUAL INCREASE OF WAGES............................................................................................ 20
7.9
ANNUAL BONUS............................................................................................................................... 20
7.10
OTHER SYSTEMS OF REWARDING .................................................................................................... 20
7.11
MOBILE PHONE POLICY.................................................................................................................... 20
7.12
BUSINESS CARS USE POLICY ........................................................................................................... 20
7.14
PUBLIC TRANSPORTATION ALLOWANCE............................................................................................ 20
7.15
MEAL ALLOWANCE .......................................................................................................................... 20
7.16
VACATION BONUS ........................................................................................................................... 21
7.17
SOLIDARITY AND JUBILEES............................................................................................................... 21
7.18
REWARD FOR A LONG-TERM WORK EXPERIENCE IN THE COMPANY................................................... 21
7.19
GIFTS FOR EMPLOYEES' CHILDREN.................................................................................................. 21
7.20
CREDIT GRANTING TO EMPLOYEES.................................................................................................. 21
7.21
REIMBURSEMENT OF FUNERAL EXPENSES ....................................................................................... 22
7.22
CHILD BIRTH ALLOWANCE IN CASH ................................................................................................... 22
7.23
REDUCED WORK CAPABILITY ........................................................................................................... 22
7.24
AID FOR EMPLOYEE AND HIS/HER FAMILY......................................................................................... 22
7.25
SUPPORTING RECREATIVE SPORT ACTIVITIES................................................................................... 22
7.26 LOAN GRANTING TO EMPLOYEES.............................................................................................23
7.27 SALARY COMPENSATION TO PREGNANT WOMAN DURING A TEMPORARY INABILITY TO WORK DUE TO
ILLNESS OR COMPLICATIONS RELATED TO PREGNANCY (PREGNANCY SICK LEAVE)..................................23
8. DEVELOPMENT AND LEARNING
24
9. BUSINESS TRAVEL & ALLOWANCES POLICY
25
9.1
BASIC RULES................................................................................................................................... 25
10. HEALTH PROTECTION, OCCUPATIONAL SAFETY, ENVIRONMENTAL PROTECTION AND
SOCIAL INSURANCE
26
10.1
SMOKING POLICY ............................................................................................................................ 26
10.2
ALCOHOL AND DRUGS ..................................................................................................................... 26
10.3
RESPONSIBILITIES FOR CONDUCT OF OCCUPATIONAL SAFETY, HEALTH & LIFE PROTECTION .............. 26
10.4
PRECAUTION, USE OF COMMON SENSE AND DANGER AVOIDANCE..................................................... 26
10.5
DISABILITY PREVENTION AND ACTIVE MEDICAL ANNUAL CHECK-UP.................................................... 27
10.6
BOARD AND REPRESENTATIVES OF EMPLOYEES AND EMPLOYER FOR OCCUPATIONAL SAFETY AND
HEALTH PROTECTION ..................................................................................................................... 27
10.7
OCCUPATIONAL INSURANCE............................................................................................................ 27
10.8
POST-WORK HOURS INSURANCE ..................................................................................................... 27
10.9
PENSIONS....................................................................................................................................... 27
10.10 SOCIAL INSURANCE REGISTRATION AND REDUCTIONS......................................................................... 27
11. COMPLAINTS AND DISCIPLINARY PROCEDURE
28
11.1
COMPLAINT PROCEDURE ................................................................................................................ 28
11.2
MEASURES AGAINST WORK DUTY OR WORK DISCIPLINE VIOLATIONS.............................................. 28
11.3
VIOLATION OF WORK DUTY AND/OR WORK DISCIPLINE.................................................................... 29
11.3.1 TYPE OF MEASURES AGAINST WORK DUTY AND WORK DISCIPLINE VIOLATIONS................................. 30
11.4
FAILURE TO PERFORM .................................................................................................................... 30
11.4.1 VERBAL WARNING.......................................................................................................................... 30
11.4.2 WRITTEN WARNING ........................................................................................................................... 30
11.5
TEMPORARY SUSPENSION FROM WORK.......................................................................................... 30
11.6
NOTICE PERIOD .............................................................................................................................. 31
12. TERMINATION OF EMPLOYMENT
32
12.1
TERMINATION BY EMPLOYEE ........................................................................................................... 32
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Trade Union Telenor
Trade Uniont Nezavisnost - Telenor
12.3
DEATH............................................................................................................................................ 32
12.4
COMPANY PROPERTY ..................................................................................................................... 32
12.5
SEVERANCE PAY IN CASE OF REDUNDANCY.................................................................................... 32
SEVERANCE PAY IN CASE OF REDUNDANCY CANNOT BE LOWER THAN 40% OF THE SUM OF EMPLOYEE WAGES
FOR EACH FULL YEAR OF EMPLOYMENT FOR THE FIRST TEN YEARS OF EMPLOYMENT AND FOR EACH
YEAR AFTER COMPLETED 10-YEAR EMPLOYMENT TERM 33, 3% OF THE EMPLOYEE WAGES FOR EVERY
COMPLETED YEAR OF EMPLOYMENT................................................................................................. 32
12.6
SEVERANCE PAY IN CASE OF RETIREMENT...................................................................................... 32
12.7
REDUNDANCY................................................................................................................................. 33
13. RELATIONS WITH TRADE UNIONS
34
13.1
EMPLOYEE TRADE UNION ORGANISATION ....................................................................................... 34
13.2
TRADE UNION PRIORITY.................................................................................................................. 34
13.3
TRADE UNION WORKING CONDITIONS............................................................................................. 34
13.4
TRADE UNION REPRESENTATIVES................................................................................................... 35
13.5
TRADE UNION FINANCING................................................................................................................ 35
14. VALIDITY AND CANCELLATION OF COLLECTIVE AGREEMENT
36
14.1
COLLECTIVE AGREEMENT VALIDITY PERIOD .................................................................................... 36
14.2
AMENDMENTS TO THE COLLECTIVE AGREEMENT ............................................................................. 36
14.3
SETTLEMENT OF DISPUTES ............................................................................................................. 36
14.4
EXERCISING THE RIGHT TO STRIKE ................................................................................................. 36
14.5
TRANSITIONAL AND FINAL PROVISIONS............................................................................................ 36

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Trade Union Telenor
Trade Uniont Nezavisnost - Telenor


1. Telenor in Serbia - Employees and the Company
Which way is Telenor heading:

For Telenor users, Telenor shall be a provider of telecommunications
services with priority right that make the life easier.
For Telenor employees, Telenor shall be a great place to work, where
ambitious people are motivated to achieve high work performances and
personally excel.
For social community, Telenor shall contribute to the growth and
development of the Serbian nation.

How does Telenor work with others - Telenor values:
Keep promises
Make it easy
Be inspiring
Be respectful

Challenging the established order of things
Does not accept status quo
Constantly searches for new ways to do things
Does not work or think in a traditional way

Telenor shall be a unique Company hiring employees and giving them
authority

All the above mentioned is regulated in the Human Resources Policy




















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Trade Union Telenor
Trade Uniont Nezavisnost - Telenor





2. Major Company demands

Business ethics is something more than mere avoidance of law
violation; ethics is reflected in the way we behave to each other and
outside world. Telenor "Codes" include the Company stand to
corruption, harassment at work place, intellectual property and many
other fields in which both Telenor, as well as all Telenor employees are
interested. Furthermore, these Codes contain clear rules as regards
observing confidentiality and secrecy of company data, as well as the
way we treat intellectual property.


Every employee of Telenor is under the obligation to abide by the rules and instructions developed on
the fundamental values of Telenor, which constitute the stand which Telenor is proud of. Everyone in
Telenor should be included in this and help create a healthy corporate culture based on the work
satisfaction and safety.

Employees should get thoroughly informed with the provisions of this Collective Agreement, Telenor
`Code of Business Ethics', as well as all other Telenor general enactments and must abide by them.
All employees shall sign a copy of the Code as a sign of accepting and respecting it. The full version
of the text hereof, Code of Business Ethics, as well as of all other Telenor general enactments
available at the Intranet.


As a support there are detailed instructions for implementing provisions of Telenor documents.
2.1
Job and work task scale and job description
First assignment to a job and work tasks, as well as the first job description shall be stated in the
Employment Contract under which the employee shall establish his/her employment. The Employer
may propose changes to the Employee's contracted work conditions and work duties as long as they
correspond to the Employee's capabilities and Telenor needs, all in line with the law. Each change of
job shall be specified in an Annex to the Employment Contract to be concluded.
2.2 Working
hours
Full working hours shall be 40 hours a week, i.e. 8 hours a day. For employees performing office job
the working hours during a day shall be distributed between 08.00 a.m. and 05.00 p.m. from Monday
to Friday (five work days), with 30-minute lunch break.

Employees who are not working in shifts or other predetermined, fixed time periods, can work flexible
working hours that allows them to work the usual 8 work hours (including the 30-minute lunch break)
with a possibility of starting earlier of later in relation to the usual start of working hours at 08.00 a.m.
However, the Employee shall be under the obligation to be at his work place between 09.00 a.m. and
03.00 p.m. The possibility of working flexible hours shall depend on the user's request, work and
agreement with his/her immediate superior Manager, as well as work associates. The immediately
superior Manager shall have to approve the flexible working hours.

Employees working more than full working hours, 10 hours a day at minimum shall be entitled to a
break of up to 60 minutes at maximum during work.

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Trade Union Telenor
Trade Uniont Nezavisnost - Telenor
As a general rule, Telenor shall ensure 12 hours of uninterrupted rest to employees between two
consecutive work days, as well as 24 hours of uninterrupted rest during working week.
2.3
Clean desk policy
In the open work space the Employee shall take care of his working environment because of other
employees who share office space with him/her. The main reasons for the Company to introduce this
policy were the following:

Employees with clean desks are less exposed to stress, which reduces occupational
accidents and accidental spill over of various drinks;
The impression left is favourable as is the Company image when our users visit Telenor work
premises;
Security threats are reduced when PC passwords and confidential information is locked;
There is a flexible work space for mobile staff to share office space.

At the end of work day each Employee is expected to tidy up his work desk and put all office
documents in order. For these purposes the Company has provided closets and cupboards.

Reduced use of paper
Company policy is also directed to the reduced use of paper in business operations. This can reduce
the quantity of paper used by an Employee in everyday work, as well as expensive and toxic printing
cartridges. This shall also reduce the space for disposing the used documentation.

In line with the above and with a view to protecting environment, as part of their electronic e-mail
signature Employees shall have a message "Save a tree. Don't print this e-mail unless it's really
necessary".

2.4 Meals
In line with the `clean desk' policy Employees cannot take their meal at work desks. Employees should
take a true break for their meals and take them in space specially designated for these purposes.
2.5 Smoking
Employees are working in the space where no smoking is allowed; smoking is allowed only at the
outside space specially designated for these purposes.
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Trade Union Telenor
Trade Uniont Nezavisnost - Telenor

3. Employment Conditions



3.1
Employment - data accuracy
Telenor shall rely on the accuracy of data contained in the job application, as well as on the accuracy
of all other data provided during employment procedure. An applicant may be dropped from any
further consideration for employment or, if already employed, may have his employment contract
terminated if he has provided any false data, committed forgery or significant omissions in provided
information or data.
3.2 Personal
data
All data relating to Employees Telenor shall treat with high level of confidentiality and in line with the
legal requirements for treating these.
An Employee shall be entitled to review the documentation containing his/her personal data kept in
Telenor, and shall be able to request deletion of data that are of no direct relevance for his/her work,
as well as correction of incorrect data.
3.3 Employment
Employees shall contract employment voluntarily, free to give notice at any time, while respecting
notice period in line with the Law or in accordance with the agreement with the Employer, either
stating or not reasons for such employment termination. When leaving Telenor Employees shall be
under the obligation to respect the Employment Termination Procedure.
3.4
Employees - Definition
"Employee" of Telenor shall be a person employed with Telenor for definite or indefinite time
period.
Full Time Employees (FTE) shall be Employees who are expected, as a rule, to work 40 hours
a week.
Part time Employees shall be Employees who, as a rule, work less than 40 hours a week.
Term Employees shall be Employees hired based on Term Employment Contract, usually 6
months or shorter, with a view to helping complete a specific project or replace absent
Employees.
Expats shall be Employees who are foreign nationals employed for a definite time period.
Trainees shall be Employees who are employed for the first time for independent work in their
profession. Maximum duration of trainee period shall depend on the education level required
for performing specific jobs envisaged in the job scale, namely:
o
Three months for jobs requiring secondary education;
o
Five months for jobs requiring two-year post secondary education;
o
Six months for jobs requiring university education.
During trainee period, the trainee shall be entitled to wages and all other labour-based rights, in line
with the Law, general act and Employment Contract.
3.5 External
advisors
For the purpose of staffing human resources and reinforcing Telenor professional capacities,
Company Departments may opt to hire external advisors. Advisors shall be hired provided that they
shall join in the personnel training and development of Telenor, as part of their contracts, and to abide
by Telenor Code of Professional Ethics.

All professional hiring of advisors shall be done in cooperation with CHRO Division and in line with the
Law.
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Trade Union Telenor
Trade Uniont Nezavisnost - Telenor
3.6 Employment
Contract
A Contract (Employment Contract) shall be concluded with each Employee in a written form, which
shall contain all conditions under which employment shall be concluded.

The Employment Contract, this Collective Agreement and the Code of Professional Ethics shall define
relations between the Employee and Telenor.
A copy of the Collective Agreement shall be available at the Intranet.
3.7
Employment Changes
Working position (tasks), as well as job and work task descriptions of the Employee shall be stated in
the Employment Contract whereby the Employee is getting employed. The Employer may propose a
change in the contracted conditions of work which the Employee is performing as long as that is in line
with the Employee's capabilities and Telenor needs, all in line with the Law. Each change in jobs shall
be regulated by an Annex to the Employment Contract to be concluded.

3.8
Amendments to Employment Contract
Except in cases envisaged under the Law the Employer may offer the Employee a change of the
contracted conditions of work (Annex to the Employment Contract) at the Employee's written and
argumented request.
Apart from the mentioned and cases stipulated by the Law, the Employer may offer the Employee
amendments to the contracted work conditions (Annex to the Employment Contract) also in cases
when the Employee does not achieve work results or lacks knowledge and capabilities required for
performing the job he/she is holding, or does not perform his/her work duties, or work discipline, if
there are other jobs in the Company that the Employee could perform. Based on work results, i.e.
knowledge and capabilities of the Employee, the Manager shall file a proposal for amending the
contracted work conditions. CXO shall approve this proposal.
The Employee may be offered to conclude an Annex to the Employment Contract under changed
conditions only for justified reasons stated herein.
Reasons fro concluding an Annex shall be, without fail, stated in the rationale sent to the Employee
together with the offer to conclude an Annex to the Employment Contract. By concluding an
Employment Contract under changed conditions the Employee cannot be place in a less favourable
position as regards conditions stipulated in the Law and herein.
Should the Employee refuse the offer to conclude an Annex to the Employment Contract, Telenor can
cancel the Employee's Employment Contract.
3.9 Trial
period
Full time Employees' trial period and for those working part time shall be contracted in the
Employment Contract ad last six months as of the date of employment, except when shorter duration
of the trial period is agreed by the Contracting Parties.

During trial period, Employees shall have an opportunity to evaluate how working for Telenor suits
them as regards the work place, and the Company management shall have a possibility to evaluate
the Employee. During trial period both the Employee and Telenor shall be entitled to terminate the
Employment Contract by sending a written notice of dismissal, as state din the Employment Contract,
with notice period that may not be shorter that five work days.

Three weeks before the expiry of the trial period Employee on trial work shall be evaluated. After
successful completion of trial work, a possibility of full time employment shall be considered and the
Employee shall be informed thereof in writing five days before the expiry of date specified in the
Contract as the last employment date, at the latest. Telenor shall cancel Employment Contract of the
Employee who fails during trial work and his/her employment shall be terminated as of the date of trial
work end, at the latest.

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Trade Union Telenor
Trade Uniont Nezavisnost - Telenor
3.10
Work outside the Company and private business
Telenor shall expect from the Employees to be fully engaged in Telenor, but Telenor may agree for
Employees to accept work outside Company as long as such engagement does not lead to conflict of
interests or possible conflict of interests with those of Telenor and doesn't negatively affect Employees
work performance in Telenor.

Telenor business space, equipment and materials may not be used for work outside Telenor and/or
private business.
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