Chapter I General provisions 1.1. This collective agreement (branch level) is concluded between the employees and the employers enterprises from housing and communal household, in the person of their representatives empowered (parties):-on behalf of employers: employers ' Association of the public service, which operates under the law of the Republic of Moldova No. 976-XIV of 11.05.2005 "regarding employers ';
-on behalf of the Federation of trade unions: the employees ' Committee, which operates under the law of the Republic of Moldova No. 1129-XIV of 07.07.2000 "on trade unions", the notion of enterprise legal person, which includes working in housing and communal household, providing public services in accordance with the law of the REPUBLIC OF MOLDOVA No. 1402-XV from 24.10.2002 "regarding public services of housing and communal management."
1.2. The collective Convention for the years 2017-2021 (branch-level) shall be drawn up in accordance with the labour code (Act of the Republic of Moldova No. 154-XV from 28.03.2003), collective labour conventions (national) "Remuneration to employees, are in employment relationships on the basis of individual contracts of employment (No. 1 of the rssa ' and ' working hours and rest periods" (nr. 2 of 09.07.2004) and other normative acts in force with subsequent amendments and additions.
1.3. this collective agreement at sectoral level representing the legal document which determines the General principles for the regulation of social relations, work and economic between employees and employers, the General conditions of staffing, payroll, job guarantees and benefits to employees also determine the rights, duties and responsibilities of the parties the social partnership.
1.4. The main objective of the collective Convention is in the process of social dialogue between the parties to enhance the living standards of wage earners and their families by regulating wages, taking into account the increasing prices and minimum existence level, ensuring employment placement social equity, basically for creating secure stable activity patterns of household-dwelling units ' collectives, communities, ensuring the work lacks related to employees.
1.5. The scope of this Сonvenţii Сolective cad Union members-employees and employers who authorized their representatives (trade unions Federation Council "Committee" and Public services employers ' Association from Republic of Moldova) to participate in collective bargaining, to elaborate and conclude their Сonvenţia Сolectivă on behalf of public authorities within the limits of the commitments, as well as employees and employers who have adhered to the Convention after its conclusion.
1.6. the employer why he entered the public service employers ' Association, the collective Convention period incidence branch, is obliged to carry out the provisions of the Convention dates.
1.1. membership Termination to Employers not to free the employer of the execution of the provisions of the Convention, concluded in the period arrangements of membership Employers.
1.1. The collective convention protecting the rights and interests of all employees-union members within the household-dwelling units, located at the trade unions Federation Trade Union service "Sindindcomsevice".
1.9. Collective bargaining agreements in the units may not contain the clause would worsen the condition of employees compared to the terms provided for in this collective agreement.
The terms of the collective agreements of the units what worsens the situation of employees in comparison with the existing legislation of the Republic of Moldova and сonvenţiilor collective national and branch are null and void and have no legal effect.
In the case of contracts, agreements, conventions or other international acts to which Moldova is a party, contain other provisions in the labour code of the Republic of Moldova, priority is granted to international norms.
1.11. Rules and guarantees provided for in this collective agreement are required as a minimum to the conclusion of collective contracts in their units regardless of organizational-legal form and type of property. The parties, which signed the Convention, undertakes to implement the country's laws and decisions while the Government on improving the socio-economic situation of the employees. This collective agreement shall not restrict the rights of employers in order to expand exemptions and guarantees established within the limits of its own assets of the enterprise obtaining their inclusion in collective bargaining agreements of every unit.
1.11. In case of violation of the provisions of the Convention, the Commission shall inform the parties in writing, which is required within two weeks to conduct mutual consultations and make decisions according to the rules "on how war and conflict settlement negotiations at the conclusion of collective agreements (branch level).


Annex No. 1 1.12. Parties, representatives from the Association entitled as employer of the public service Trade Union Federation from Moldova and "Committee" means and rights campaigners and the legitimate interests of employers (heads of municipal enterprises) in their relations with local public administration bodies concerning the conclusion of the individual labour contract for a certain period of at least 4 years and his termination, in accordance with the legislation in force.


CHAPTER 2Obligaţiile of the parties 2.1. Employers undertake:-to comply strictly with the provisions of the laws in force in the field of production, labor, wages, and labor and social protection of the interests and rights of employees;
-to ensure that all persons employed already familiarity and those recently engaged with the provisions of the collective labour contract and the internal regulation;
-to offer the elective organ of the trade union members can use legislative and normative acts, as well as the full and necessary information, which do not offer commercial secrecy, for drafting collective labour contract at the unit level;

-to demonstrate care toward strengthening employees ' health by purchasing tickets for spa treatment and rest, for carrying out medical activities and curative-prophylactic; the sanitary-hygienic conditions necessary to their jobs, using sources of funding provided for in the legislation in force;
-ensure timely employees busy at work in unfavourable conditions of work with food, shoes and overalls with detergents and other means of individual protection means, within the limits laid down for the protection of labour;
-to comply strictly with the examination mode of work litigations arising, which are the object of labour jurisdiction, concerning issues related to the introduction of collective bargaining, the conclusion on fulfilment, amendment, cessation of the action or termination of collective agreements and individual employment;
-to consult with the Union in advance until decisions what harm the interests and rights of employees, and in cases stipulated by law or collective labour contract, make decisions only with the consent of the Trade Union;
-grant to help labour inspection in conjunction with the Trade Union body to carry out checks on compliance with labour legislation;
-to prevent the worsening of the employees and the Union's status and legal situation of the trade union organization to transition to a drive organisational-legal form and ownership;
-to create the necessary conditions for work units high productive employees, in accordance with legislation in force.
2.2. Employees shall undertake:-to comply strictly with the discipline of work and technology, to meet the obligations of work (services), put into their account in accordance with legislation in force, collective and individual work, rules of procedure and the Statute of the unit, as well as with the provisions of the employer pertaining to labour discipline;
-comply with the provisions of the labour protection, security technology, sanitariei production, hygiene and fire safety, as provided for by the respective acts, to work in the special clothing and footwear issued to employ, if necessary, individual protection means;
-take immediate measures with a view to the liquidation of the causes and conditions that prevent the normal production process (stationary, accident) and immediately inform the employer about the incident or the Manager directly;
-to preserve and contribute to enhancing the unit's heritage, to use effective equipment, special clothing, technological process and tools, to use effective and reasonable raw material, energy and material resources, to comply with an order of custody of documents and materials;
-to raise their qualifications, to improve their professional skills both through existing training formulas, as well as individually;
-about the potential conflict, the possibilities of an outbreak of collective labour conflict or violation of the collective labour contract to inform the appropriate Trade Union Committee and the leader of the unit.
Annex 4. 2 CHAPTER 3Contractul of employment, insurance placement employment 3.1. The individual labour contract shall be concluded in writing between the employee and the employer. The refusal of the employer to the employment shall be perfected in written form and may be challenged by the employee in the Court.
3.2. individual labour Contract shall be concluded as a rule, a term indeterminate. The individual labour contract term ends with the indication of the legal grounds for termination of this contract and only for the execution of temporary work, which carries a character variable, also with the managers of the enterprises, their alternates and the accountants-heads of enterprises, referred to in article 55 of the labour code of the Republic of Moldova guarantees for employees hired for an indefinite duration. Model of the individual labour contract shall be drawn up by the employer in accordance with the standard form "on the model of the individual labour contract", which was approved by Convention Collective (national) No. 4 of 25 July 2005, taking into account the opinion of the Trade Union Committee.
Annex No. 3 3.3. The employer and the employee is obliged to fulfil the conditions of the individual contract of employment. The employer is not entitled to demand from employees carrying out work is not stipulated in the contract of employment, except in cases provided for by the labour code (art. 73, 104).
3.4. changes in the individual labour contract is possible only on the basis of the supplementary agreement signed by the employee and the employer.
By the employer's unilateral alteration of employment contracts shall be allowed in the cases referred to in articles 140 and 169 of the labour code of the REPUBLIC OF MOLDOVA about the fact that employees must be notified in writing under hand, at least 2 months in advance.
3.5. The suspension of the individual labour contract can intervene in circumstances that do not depend on the will of the parties (article 76 of the labour code), by consent of the parties (article 77 of the labour code) or at the initiative of one of the parties (article 78 of the labour code).
2.2. individual labour Contract may be terminated: (a) by agreement of the parties) (art. ¹ 82 CM);
She why circumstances ¹) does not depend on the will of the parties (art. 82, 305 and 310 of the labour code);
(b)) at the initiative of one of the parties (articles 85 and 86 of the labour code).
Dismissal of employees-union members in connection with the reduction in the number of personnel or of the States in the unit; statement of fact that the employee does not correspond to the tool work or owned as a result of insuciente, confirmed by decision of the Commission of accreditation; repeated violations, over a year, the obligation to work, if you have previously been applied to no less than two disciplinary sanctions; can only take place with the prior informed consent argued in written form of the organ (the Organizer) Trade Union in the unit. In other cases, dismissal is permissible with prior consultation of trade union body (organizer) from the unit.
2.3. In case of total or partial transmission of ownership of a unit, the successor to take over the rights and obligations existing at the moment of transfer, arising from the collective agreement and individual employment contracts.
Termination of the individual contract of work from the employer in such cases may take place only if the reduction in the number of personnel or States.

2.4. Within the term of notice of 2 months the employee to be fired is given two working days per week with the average salary for looking for another job.
2.4. For the period of training, professional development and recycling removal from employees are allowed keep the average salary.
3.10. the parties have agreed on the need for:-organisation of measures to create new jobs for placement in employment of employees made redundant in the sphere of housing and communal household as a result of the measures carried out for the purpose of reorganization or liquidation of establishments;
-to carry out position papers for further job creation, mainly intended for the use of women's labour, persons with family obligations, minors and employees whom it remained no more than 2 years before the establishment of the pension age, disabled people with the right jobs and other socially vulnerable persons;
-facilitate the ambitions of employees who want to increase their professional qualification, training and get another profession, art.384 for this purpose means of unity. The percentage of Fund assets concrete wage shall be fixed in the collective work of the unit.
3.11. Reorganization or liquidation of unity and their structural subdivisions, complete or partial interruption of production for economic objectives, leading to job losses, is allowed to refer to about this not later than 3 months after the establishment of the Trade Union bodies of the Council of the Federation of trade unions and of the employers ' Association concerned, public services and Government organs concerned to initiate negotiations on the protection of the rights and interests of employees.
Shall be established as criteria of mass reduction in jobs in the firing unit over a period of 30 calendar days of a number of) at least 30% of employees if the employer who reduces their jobs has employed from 10 to 49 employees;
(b) not less than 15 employees), if the employer who reduces their jobs has employed 50 to 99 employees;
c) at least 15% of the employees, if the employer who reduces their jobs has 100 to enclose to 249 employees;
d) at least 40 employees if the employer who reduces their jobs has employed from 399 to 250 employees;
e) at least 10% of the employees, if the employer who reduces their jobs has employed more than 400 employees.
3.12. In the case of reduction of personnel at the enterprise, States shall not be allowed without placing the employment and dismissal of employees with age-pension limit (two years before the establishment of the pension age), single mothers, women with children under the age of 8 years, why parents educate children with disabilities, with 3 or more children.
3.13. in the event of dismissal to employees who stayed no more than 2 years before the establishment of the pension age at the expense of the Enterprise shall be paid a monthly allowance of difference between unemployed and his average salary until reaching retirement age, taking into consideration the financial situation of the undertaking with the stipulation in the collective labour contract.
3.14. Employees whose individual labour contract concluded indefinitely and disposed at the employer's initiative under article 86, item b), d, e)))); also, at its own initiative, pursuant to article 85 (2), if the employee's resignation in connection with exit to a pension, payable over material aid payments laid down in legislation, pursuant to the provisions of the collective labour contract of the company.


CHAPTER 4Regimul work and resting arrangements 4.1. Working time regime and rest time shall be fixed by the collective labour contract and the internal regulation, which is approved by the employer, following consultation with employees ' representatives (Trade Union body) and is approved by the head of the undertaking.
The normal duration of work time of employees shall not exceed 40 hours per week. Working hours are allocated within the limits of the week, as a rule, equally and is eight hours a day, within five days with two days of rest.
The duration of working time in the case of employee labor daily, whose day job is divided into parts with breaks of more than two hours, not to exceed 8 hours during the work day, according to the work schedule.
2.6. Depending on the circumstances and the specifics of work of branches of dwelling-communal, household enterprises, in agreement with the Trade Union Committee, through the collective labour contract can be established work week from six days with a day off (Sunday).
4.3. maximum Duration of daily work of employees may not exceed 10 hours in normal time limits the duration of work 40 hours per week.
For some professions, employees set out in the annex to Convention Collective (national) No. 2 of 9 July 2004 "work Time and rest," the daily duration of work is established until 12 hours later, with a rest period of at least 24 hours.
2.7. For some categories of workers, depending on age, health, working conditions and other circumstances, in accordance with legislation in force and the individual labour contract can be established for the duration of work time.
4.5. The units can be entered a record of time of work, provided that the duration of the work does not exceed the number of working hours laid down in the labour code. In such cases, the period of record must not be longer than one year, and the duration time of daily work (Exchange) can not exceed 12 hours.
How to apply global record of employment shall be determined by the internal regulation and through the collective labour contract, taking into account the restrictions set out for some occupations of collective agreements at national and sectorial, laws in force and international acts to which Moldova is a party.
4.6. The enterprises where it is applied to the overall record of time of work, during the day and work week is carried out according to the schedule on the Exchange during the period of record.

4.7. It is considered extra work work done outside normal life time of work referred to in article 95, paragraph 1. (2) in article 21, paragraph 2, 96. (2) to (4), article 30 of 98 para. (3) and in article 21, paragraph 2, 99. (1) of the labour code.
Attracting the extra work can only take place pursuant to article 104 of the labour code.
4.8. The days of rest in the case of work on shifts and overall record of employment shall be determined by internal rules of the undertaking and/or collective work, as a rule, the days of Saturday and Sunday.
Days of rest shall be paid at different days of the week on all for each group of employees in accordance with the graphics set, subject to approval by employer and coordinated with Trade Union Committee provided that one of the days off to be on Sunday.
4.9. Employees shall be granted during the day job a pause for rest and food, with at least 30 min. and interruption between shifts, which can be at least double the duration of time of work in the previous Exchange (including break time at the table) or the time between the end of the previous work and the beginning of the next working day.
     4.10. In addition to the paid annual leave granted in accordance with the labour code of the Republic of MOLDOVA, with at least 28 ile calendar, without taking into account the non-working holidays, employees are granted annual leave paid in calendar days to the following categories:-employees working in harmful conditions. Until approval by the Government to work and jobs with harmful conditions, annual leave entitlement of rest extra paid for employees working under adverse conditions will be determined in the manner prescribed by the Government decision No. 573 1 auguat 1994, with respective lengths in the processing of calendar days;
Annex No. 4.
-employees working in the 2nd and 3rd shifts, work at the enterprise, provided that 50 per cent of the time processed during the period of record (month, quarter, year) returns during the night, the additional leave is paid one calendar day for every two years work, but no more than 4 calendar days;
-employees (workers, engineers and technicians, public servants) for uninterrupted work to a single undertaking is granted additional leave with duration of not more than 3 calendar days, of which: for the first three years a calendar day;
up to 5 years-2 calendar days;
up to 7 years-3 days-engineers, technicians, officials, taking into account the nature of their work, which also includes the indices such as the volume of executed work, the level of tension and intensity to the execution, over hours, also, hard work that calls for intellectual effort and psycho-emotional, are granted additional leave period of 7 calendar days. The duration of such leave shall be fixed by the collective labour contract of enterprise, but at least 3 calendar days.
Payment of additional sick leave (more than those provided for by law) shall be made from the remaining funds at the disposal of the company, which is reflected in the collective labour contract.
The decision about granting and duration of leave paid employees working in harmful conditions are adopted on the basis of the results of the evaluation of jobs, taking into account the actual state of working conditions at places of work, in accordance with the regulatory requirements of health and safety at work.
The businesses where it is not carried out (expired at the ordinary) compulsory attestation work places or is carried out via express-evaluation method (without instrumental measurements of nuisances) additional paid leave shall be granted in full volume of employees working in harmful conditions, duration of leave being determined in the manner prescribed by the Government decision No. 573 of 1 august 1994 and converted to calendar days.
4.11. Upon presentation of the documents in question, employees shall receive an additional paid leave for family reasons, expressed in working days, in următoarle cases: the employee's marriage-5 days;
the marriage of the children of the employee-5 days;
the birth or adoption of the child one day;
the death of parents, in-laws, spouse, child-3 days;
death of brother/sister, grandfather/grandmother one day;
incorporation of family members in the military some day;
women who have children in primary school (1-4 class)-a day at the beginning and at the end of studies;
in connection with the transition to another place of residence one day;
Jubilee dates-30, 40, 50, 60, 70, 80 years old some day.

The father of the newborn child will benefit from a right to a paternity leave of 14 calendar days, which will be awarded on the basis of an application in written form during the first 56 days after childbirth. At your request we will annex a copy of the birth certificate of the child.
During the period of paternity leave, the employee will receive an allowance paternală which may not be less than the size of the average salary due for the period and which will be paid from the social insurance fund.
4.12. at the request of the employee, for family reasons, and for other valid reasons, he shall be granted leave without pay maintenance in accordance with legislation in force, up to 120 calendar days.
4.13. Departure in annual leave, or in another period, the employee, upon application in writing, the material is given to the company, the size of which is set forth in the terms of the collective labour contract at the enterprise level.

4.14. According to the Decision of the Government No. 139 of 01.03.1995, the fourth Sunday of the month April is the feast of household workers of housing and communal service which is marked annually.


CHAPTER 5Retribuirea labor parties agreed: 5.1. To participate in the examination of legislative and normative acts projects targeted at improving the forms and payroll systems, to establish and review the minimum wage and guaranteed his size in the real sector, the application of tariff salaries and wages of employees of subordinated units function, regardless of their organizational-legal form and type of property.
5.2. pursuant to the assessment made of the effectiveness of wage systems applied at the level of undertakings laid down in legislative acts and other normative acts of payroll, the employer shall, after consultations with Trade Union Committee made, establishes the unique payroll through the collective work of the enterprise, taking into account the pay system established at the branch level.
5.3. wage-tariff System is governed by the labour code of the REPUBLIC OF MOLDOVA, the law on remuneration, the Government's decisions regarding labour and remunerate based on a broad base normative-methodical, requires an active interaction of all parties in employment relationships, the wage conditions.
5.4. The salary includes basic salary (salary, wage-tariff), bonuses and supplements with character and incentive payments compensating, which shall be determined by the head of the Enterprise directly after the consultations with the Trade Union (Trade Union Committee), through the collective labour contract and local normative acts.
The share of wages in the salary structure may not be lower than 60 percent.
5.5. As a basic amount of obstruct employees of branches, enterprises that operate in the field of housing and household utilities provide services in accordance with public law No. 1402-XV from 24.10.2002 "About public communal administration services", with due regard to the guaranteed minimum wage set for the year in which the real size of the sector review of Moldovan Government annually It is considered the minimum wage for unskilled work simple, charged with the first category of qualification of enterprises: a) production and distribution of electricity, heat and hot water-2310 lei/month and 13.67 lei/hour;
b) household water supply and sanitation (water supply, sewerage and wastewater treatment)-2255.0 lei/month and 13.34 lei/hour;
c) construction, construction and installation, road building and repairs in housing and communal management system-2255.0 lei/month and 13.34 lei/hour;
d) of urban public transport electric-2255.0 lei/month and 13.34 lei/hour;
e) metallurgical (manufacture of finished metal, machinery and production equipment for housing and communal household necessities), heat engineering equipment factory. Floreşti-2210.0 lei/month and 13.08 lei/hour;
f) of public transport and road-2255.0 lei/month and 13.34 lei/hour;
g) of dwelling-communal household (housing service, sanarea and waste disposal, cleaning, sanitary fittings and other territories of communal services)-2156.0 lei/month and 12.76 lei/hour.
Parties to the collective Convention shall ensure implementation of the basic size of the minimum wage, charged after the first category of qualification, for all employees, members of the syndicate, which undertakings apply wage tariff system in the housing and communal management.
5.6. The managers of the enterprises annually performs enhanced maintenance of wages through its indexing based on statistical data about consumer price indexing during the preceding year, as published in the "Official Gazette" and taking into account in the process of negotiations between representatives of the parties to the sectoral level of the basic size of the remuneration charged by the first category of qualification in branch enterprises.
3.5. The driver has the right to determine the size of the base salary, which exceeds the size of the minimum wage, set at the branch level, depending on the financial and economic condition of the enterprise, economic factors, and production.
3.6. Pricing works and granting of qualifying categories of workers, specialists and officials shall be ensured by the employer according to the classification of works, unique skill tariff Îndreptarului of work and workers ' professions, tariff Îndreptarului of skill and professions of dwelling-communal and household Îndreptarului classification of the functions of managers, specialists and officials.
In case of application of the above-mentioned legal acts regulating employment relationships and others who are directly linked to them, are respected by the employer the right to apply to the Classification of works is not contrary to the Republic of Moldova and the Moldovan labour code part (3) of article 391.
3.7. Under the provisions of the law on salaries no. 847-XV of 14 February 2002, with amendments and additions depending on the peculiarity of economic conditions, real sector units apply to the Organization, the tariff system of salary and/or non-payroll systems.
Choosing payroll system unit, according to law, shall be made by the employer after consultation with the Trade Union (Trade Union Organizer).
In case of application of tariff system of the dwelling household payroll communal enterprises for workers is determined your pay of 6 categories of qualification and the coefficients tarifari drop.












Skill categories

 





I





(II)





III





IV





V





VI









The tariff coefficient





1.0





1.26





1.59





1.81





2.07






2.36









 

    5.10. The size of the minimum salary of the employees of the first category of qualification (per hour) which in full volume has been found by the time norm and work obligations (labor standards) is set in the size of the minimum salary established on the branch or which exceeds the coefficient for spacial complexity, depending on the type of work in the appropriate branches of the system of dwelling-communal household (metal industry thermal and electrical energy, water supply, construction, transport services, other community, social and personal) and is fixed in the collective labour contract.
5.11. in accordance with Government decision No. 743 of 11 June 2002 relating to the remuneration of employees of establishments with financial autonomy, "coefficients of complexity on the types of works and branches, exposed in annex No.3, no. 2 at recomandabili, they are indicative, taking in the process of negotiations on the establishment of salary for the first category of qualification level of branch or economic unit.
Quotient complexity of dwelling-communal household branches shall be determined in accordance with the law on remuneration, article 4, part 2, classification of types of economic activity, approved by the decision of "Moldova-Standard" No. 694-ST from 09.02.2000 and RM Government decision "regarding remuneration of employees of establishments with financial autonomy", no. 743 from 14.06.2002, annex No. 3, no. 2, and in the following sizes:-production and distribution of electric and thermal energy , gas and hot water





 

          1.35









-collecting, cleaning and distribution of water





          1.30









-construction





          1.30









-transport trolley





          1.30









-other urban transport and auto





          1.10









-manufacture of finished metal, production machinery and equipment





 

          1.20









-sanarea and liquidation of waste riziduale, sanitary processing and other services





 

           1.1












5.12. the size of the core obstruct tarificată with the qualification category I level branch, sub-branch, according to serves as the basis for establishing the collective bargaining agreements and individual employment contract wage-tariff (for one hour), taking into account the coefficients tarifari of six snap categories and salaries fixed function depending on the coefficients of divisibility for specialists and officials.
5.13. Sizes of the tariff wage (per hour) of employees in accordance with the categories of the qualification awarded grid charging six categories, shall be determined in the amount equal to the product of the computed minimum salary of employees of the first category of qualification and spacial complexity coefficient to determine coefficients tarifari drop by this collective agreement and shall be fixed in the collective labour contract of enterprises.
Annex 5 to the Convention Collective (branch level) 2017-2021 should be re-calculated with consideration of the new basic rate of the minimum wage, charged with the first category of qualification.
Annex 5 5.14. Sizes of salaries of Deputies, heads of function of the respective subdivisions, specialists and officials shall be determined in equal quantities of the product calculated salary of employees with the first category of qualification as established at the enterprise, taking into account the complexity coefficient coefficient divisibility in limits, a gap of this collective agreement.
Annex 6 to the Convention Collective (branch level) 2017-2021 should be re-calculated with consideration of the new basic rate of the minimum wage, charged with the first category of qualification.
Annex 6 annually, according to the annual growth of consumer prices overall, changing the size of the guaranteed minimum wage in real sector and calculated salary for the first category of qualification of employees, from management, heads of undertakings undertakings are granted the right to perform changes in labour themselves remunerate in accordance with normative acts covered by the legislation in force.
5.15. Multipliers for divisibility for specialists and officials shall be determined from the tariff wage category I qualifications through the collective work of the enterprise within the gap coefficients of divisibility, covered by this collective agreement, and may not be below the minimum limit only ".


The table will be modified with the following contents: staff (officials of the administrative body):





 

1,58-2.00









Specialists with special secondary education:





 









category I





2.35-3.00









category II





2.15-2.70









Uncategorized





1.95-2.









Specialists with higher education:





 









coordinators





3.50-4.50









category I





3.10-4.00










category II





2.75-3.50









category III





2.55-3.20

 









Uncategorized





2.40-3.00









Heads (managers, bosses) you have internal subdivisions (sectors, departments, offices, workshops, services, etc.).





4.00-6.00









The main specialists:

Main specialist (who in subordination), heads of subdivisions, subsidiaries, Deputy Heads of enterprises:





 

5.00-7.00









managers of enterprises





6.00-8.00












According to Government decision No. 743 of 11 June 2002, the basic salary, wage conditions of Heads of units with financial autonomy, with the exception of State-owned enterprises, enterprises with majority state capital and the monopolist, is determined by the bodies empowered to appoint these persons and shall be fixed in the contract concluded between the parties.
The total amount of monthly salary of the directors of State enterprises, enterprises with majority state capital and monopolistic enterprises shall be determined within the limits of the size to the size of three average monthly salary încincită the whole unit led during early in the month concerned depending on economic and financial results.
5.16. Irrespective of the legal form of organization and type of property of enterprises, institutions and organizations, the salaries of Heads of function and basic indices of economic activity according to the financial results of enterprises providing public services, which are reported in the sphere of housing and communal management, shall be determined at the conclusion of the contract with their founders (local public administration bodies, ministries, departments, departmental institutions etc.).
Recommended sizes of salaries of Heads of enterprises function in the sphere of housing and communal and household sizes according to the premiers of the basic branch of the household water supply and sewerage system shall be determined in accordance with annex II.
Annex No.7 5.17. Salaries and wages calculated tariff, establishing appropriate salary levels after groups of occupations and skill categories, each employee is guaranteed, provided that the execution of the obligations have been put into (the rules) within the limits of the time duration of the work. Wages were below the established tariff wages and salaries by function set shall be carried out in accordance with legislation in force (in the case of stationing, manufacturing production scrap, partly from the employee's fault, failure to comply with the rules of production, in the case of real wage for the time worked also in other cases).
Where wages (wages monthly tariff) of employees, after implementing these changes and additions, will be lower than the existing salaries of the function, in this case, the existing function of wages for the period up to the next level of increase in the real wage maintenance, ensuring through his connection with the indexing increase of consumer prices of goods and services.
5.18. According to the regulation on the method of assessing and reviewing the basic size of wages to housing and communal management enterprises, employers also may set a higher salary, corresponding to the salary of the class I qualifications, in comparison with that stipulated in collective Convention at the level of the branch collective agreement, reflected in the work of the enterprise.
Annex No. 8 5.19 From funds the salary fund units may increase more than that fixed by law, the size of increases and supplements the incentive and compensation. For aggregating professions (functions): economist-accountant, gardener, mechanic-dispatcher-Concierge, driver-Porter, etc. The bonus is paid remuneration in the amount of 50% and more of the salary (salary) for the profession (function) cumulative within the economy of means for remuneration of labour, consisting of tariff salaries (salaries) of workers made redundant.
The size of the fee increase for the employee's obligations temporarily missing (on leave without salary maintenance, sick leave, holidays, paid annual leave and other cases) is determined according to the actual volume of the works performed, without being released from his work in normal time limits the duration of the work, of a maximum of 100% of the tariff wage or salary of the employee that is missing.
5.20. In accordance with article 12.137 labour code of the REPUBLIC OF MOLDOVA "incentive Payments" and "sectoral Regulation on how to calculate the bonus for seniority, workers of enterprises and organisations branch of dwelling-communal household", increases for length of service, the payment of which shall be carried out on a monthly basis, together with the payment of wages for the calendar month, from salary funds " approved by Government Decision No. 169 of 16.02.2008 "on method of calculation of the adaptation period for payment of the bonus for seniority of workers businesses from housing and communal management branches".
Annex No. 9

Sizes of other payments, which does not refer to remunerate the work, but may be provided for in individual contracts and collective enterprises: annual totals for labour, raw materials, in line with the special payout systems and regulations, single premiums in connection with the Jubilee, professional days and non-working days, holidays and other material aid payments stimulants are established in accordance with the rules about the manner and terms of remuneration and stimulation of labour approved by the head of the undertaking shall, in agreement with the Trade Union (Trade Union Organizer).
Sizes of such payments shall be determined in each particular case, within the limits of funds available through the collective work of the enterprise.
5.21. In accordance with article 12.139 (2) of the labour code of the REPUBLIC OF MOLDOVA and the MOLDOVAN Government decision No. 1487 from 31.12.2004 "regarding the approval of type Nomenclature works with heavy duty and particularly heavy, harmful and particularly harmful work, for which workers may establish the compensation increases", rises for work in unfavourable conditions of employment may not be lower than those stipulated by the law on salaries and other normative acts.
Sizes of compensation increases for work in unfavourable conditions of work is calculated in absolute expression, based on the guaranteed minimum wage in real sector, established and accordingly recalculated per country, and depending on the degree of impairment of the work performed (the number of notes, percentage) determined under regulation about assessment of working conditions at places of work, approved by Government Decision No. 1335 from 10.10.2002 : a) for employees-for real time worked;
b) for other categories of employed persons (heads of subdivisions, specailişti and officers) for permanent occupation no less than 50% of the time.
Annex 10 5.22. Taking into account the specificity of activity of the enterprises, employees of which is impossible given the frame according to the schedule for filing period (month, quarter), days of rest days on Sunday, the employer shall carry out the additional payment of at least 20% of the tariff salary of the employee.
5.23. Further work (article 104 of the labour code of the REPUBLIC OF MOLDOVA), to remunerate work unit of time, shall be paid in double size, established employee with tariff per hour salary, in the case of wage labor, the agreement is the addition of paid 100% of the tariff salary employee of the category in question, paid per unit of time.
Additional compensation for labor with free time is not allowed.
5 .24A. Work rest in cases which are not provided for in the schedule of work, also in non-working holidays are remunerated: a) employees in the wage agreement-double charges and more in agreement;
b) employees, whose work paid after the payroll per hour or per day wage tariff in size double and more per hour or per day;
c) monthly salary of employees-why do I receive the ordinary rate of pay per hour or per day over the salary, if work on the Sabbath or holidays of celebration was carried out within the limits of standard monthly working time, and the size of the pay double fare per hour or per day, if the work has been carried out over the norm.
The employee, who worked in a non-working day or rest rest, i can provide a different rest day. In this case the non-working day work rest is payable in identical size, and the Sabbath day is not subject to remuneration.
5.25. The salaries of stationary time no fault of the employee or for reasons not dependent on the employer or the employee, with the exception of technical unemployment (art. 80), if the employee is informed in writing about the beginning of the stay, the 2/3 of the tariff hourly wage (salary), established the employee, but no lower than a minimum wage per hour established by the legislation in force for each hour of parking.
In cases of technical unemployment causes economic objectives, which may not exceed three months during the calendar year, employees receive allowances equal to 75% of the basic salary, except in case of interruption of the individual labour contract in accordance with section c) of art. 77 the labour code of the REPUBLIC OF MOLDOVA On technical unemployment. period, employees are required to be placed at the disposal of the employer. In the event of cessation of the individual labour contract, the consent of the parties, due to unemployment, the allowance is not paid.
5.26. Respecting international and European standards, norms of the labour code of the Republic of Moldova (h) of article 4; (d) article 5; (1) article 8; point e) (1) article 9; point a) (2) article 10; (1) article 11 and article 13) about the principles of equality of all employees within employment relationships shall be compulsory payment of average salary for non-working days for the part feasts (1) Article 111 (13 calendar days per year) and (3) of the second subparagraph of article 130 of the labour code of the Republic of Moldova for all categories of workers (workers, specialists and officials) in line with staffing, payroll system the plant, established through the collective labour contract.
The calculation of the average salary per hour or per day is carried out in accordance with Government decision No. 426 from 26.04.2004, pp. 10, 2.3.
If the employee's salary may 27 in the current month, for reasons I do not depend on it, within the limits of the duration of working time, determined by the legislation in force is below the tariff wage (salary) according to profession, function, qualification, he is guaranteed the additional payment under the appropriate legislation in place.
The employer shall carry out certain categories of labour remunerate employees, which, in accordance with article 96 of the labour code of the REPUBLIC OF MOLDOVA, it is determined by the duration of working time in similar quantities as well as the work of employees, the length of time of work of whom constitute 40 hours in a week.
5.28. If insolvency proceedings brought unity process, employees shall be guaranteed priority of cancellation of claims of compensation for damage caused by non-insured health or in connection with the death of a person, payment of wages, pensions and allowances, as privileged creditors in line with MOLDOVA's law "on insolvency".

Remuneration of labor of employees who have received warning (opinion) two months prior to the liquidation of the enterprise or, about their upcoming layoffs in connection with the reduction in the number of personnel, the State or States shall be carried out on equal terms with other employees.
In the case of transmission of the undertaking in concession and reduce the number of personnel or States of the enterprise, employees shall be paid for the first month of redundancy in the size of an average monthly salary, multiplied by the number of years you are working from the time, but no less than 10 average monthly salaries of the dismissed employee, from the funds of the economic agent (concessionaire), which took in undertaking a concession or special object thereof According to the terms of the concession contract.
5.29. in the case of an increase in salary for the first category of qualification, calculating the size of the payments for the concrete annual leave, sick leave, remunerate you for your time of study training courses, and other compensation payments provided for by law shall be carried out by the employer in accordance with Government Decision No. 426 from 26.04.2004 "regarding the calculation of the average salary".
5.30. full Salary in the amount payable by the employer within the time limits laid down in the collective labour contract, at least twice a month, in the days of work, workplaces, or in its vicinity, where it is not confirmed by anything other collective labour contract.
In the case of the withholding tax on payment of wages within more than one calendar month, shall compensate the wage, in connection with the violation of time limits for payment of wages in accordance with the law on salaries no. 847-XV of 14.02.2002 and RM Government decision "concerning the method of calculation and payment of the amounts of wage loss compensation of the party in connection with the violation of time limits for payment of salary" No. 535 from 07.05.2003.
People with responsible positions, guilty of undue payment of wage liable in accordance with legislation.
In case of the employer's fault to inappropriate wages, payments to leave, compensation and other payments, what is appropriate to the employee, he shall be paid for each day of delay from 0.1 percentage amount not paid within the period prescribed.
5.31. in concrete terms the Size of funds allocated for resolving social problems and developing production, is carried out by independent undertakings, within the limits of funds earned, prevăzîndu them in the collective work of the enterprise.
5.32. the employer is obliged to pay the employee what they leave on vacation, sick leave payments what are yours, at least 3 calendar days prior to the beginning of the leave.


CHAPTER 6Condiţiile of work, safety and health of the parties have agreed that: 6.1 units. In accordance with article 11 of the law on safety and health at work no. 186-XVI of July 10, 2008 the labour protection service is created and the personnel of the undertaking shall include the labour protection specialist.
6.2. Businesses, which don't have the labor protection service and Industrial Toxicology laboratories, specialized enterprises services in the established manner. Safety functions of enterprises date, you run one of the rulers, which was founded by the order on the organisation.
6.3. Undertakings with a number of 300 and more employees, the medical service is created. As part of the service shall enter the Office of physician labor hygiene and industrial laboratory is created.
6.4. In line with the decision of the Government No. 95 of 05.02.2009 "approving some normative acts concerning the enforcement of health and safety at work, no. 186-XVI from 10.07.2008 at the initiative of any of the parties is hereby established at the Enterprise Committee for safety and health at work of the representatives of the employer and representatives of the employees on the parity basis.
The number of representatives is determined according to the number of employees at the enterprise: from 5 up to 50 employees





-How many 1 representative









from 50 up to 100 employees





-2 representatives









from 101 up to 500 employees





-each 3 representatives









from 501 until 1000 employees





4-how many representatives









from 1001 up to 2000 employees





5-How many representatives









from 2001 until 3000 employees





-How many 6 representatives









from 3001 up to 4000 employees





How many 7-representatives











 


    6.5. Not rarer than once in five years is carried out concerning the attestation of conformity of the workplaces of their norms and rules for safety and health at work, carry out the necessary measures in order to improve the organization or exclusion of those of them who do not comply with the provisions laid down.
Ensure the employment of existing maps of working conditions, which shall be completed both at applications of valuation, and express the case of instrumental measurements of environmental factors of production.
6.6. Organise on account of the employer's assets examinations prior to medical individual labour contract and periodicals throughout the period of action for employees engaged in heavy working conditions, and other unfavorable conditions harmful to health, and for women who work in accordance with the sanitary regulation health surveillance of persons exposed to the action of professional risk factors, approved by Government Decision No. 1025 from 07.09.2016.
At the time of carrying out compulsory medical examinations of employees shall be kept (function) and average salary.

Employees are not entitled to shirk from the medical examination. List of categories of employees undergoing medical examinations at employment and regular medical examinations shall be approved by the Ministry of health.
4.2. Ensure employees from employer issuing the special clothing and footwear and other means of personal protection, special milk, food, SOAP, granting other privileges and compensations for work in unfavourable conditions of work.
What categories of employed persons are entitled to receiving reimbursement and compensation shall be fixed in the collective work of the undertaking, in accordance with legislation in force.
To maintain the health of employees in the climatic conditions with high temperatures in the environment and in the production areas, in accordance with the normative acts of the Ministry of labour and social protection, no. 40 of 16.08.2001 and the Ministry of health no. 206 from 20.05.2008 at workplaces, where the air temperature exceeds 30 ° C, employees shall ensure drinking water, mineral water or salty charred in the amount of 1.5 or 2.5 l per person with the establishment in times of maximum temperature, to break from 2 up to 6 hours. In workplaces with low temperature (below 5 ° C), employees shall be granted hot tea in an amount of 0.5 ÷ 1.0 l per person.
6. the employer shall organise training from funds, raising the qualification and recycling employees for safety and health at work, including the persons with powers of decision in the procedure and deadlines laid down by the legislation in force.
4.3. Carry out mandatory research and track each accident at work and occupational diseases.
In the case of serious industrial accidents, the deadliest in the administration group, and the establishment is obliged to notify (via telephone or other means of transmission) Leadership Council of the Federation of trade unions, the body of public administration and Public services employers ' Association, indicating:-the name and address of the establishment;
-last name, first name, age and profession accidentatului;
-the places and circumstances in which the accident occurred;
-family name and function of the person forwarded the communication.
The Administration's refusal to make the unit the minutes of the accident, and in case of disagreement or accidentatului of the person representing the interests of the content of the minutes, the conflict appeared shall be examined through the filing of a request for resolution of individual labour dispute in court.
RM Government decision No. 1368 dated 22 December 2005 approving the regulation on the method of research of industrial accidents "is the basic document for the research and recording of each accident at work.
6.10. The employee who established the degree of reduction of work capacity due to an accident at work or an occupational disease, he is paid from unit bearing the blame for the accident at work or occupational disease, in addition to compensation established by law, a single indemnity, taking as a basis the average monthly wage per country for each percentage of loss of capacity for work but no less an annual salary of accidentatului.
The single allowance shall be paid to the persons entitled thereto by the unit bearing the blame for the accident at work or occupational disease, in the manner established by Government decision No. 513 of 11 august 1993 "About approving the payment of compensation by the units unique to loss of work capacity, or death of the employee as a result of an accident at work or an occupational disease".
6.11. Recovery from injury, caused as a result of an accident at work or occupational disease and established before the entry into force of the law on insurance against accidents at work and occupational diseases No. 756-XIV of 24 December 1999, shall take effect on 24 June 2000, in sizes and is payable by the responsible units of the accident or occupational disease, or by their successor rights , and in their absence-by the National House of Social insurance.
Payment shall be made in accordance with the law of the REPUBLIC OF MOLDOVA "About the operation of changes in the law to ensure against accidents at work and occupational diseases". 756-XIV of 24 December 1999.
6.12. employers in the established manner, annually allocates assets worth at least 2% of the amount of remuneration for labour and provide them directs the working conditions, implementation of measures to protect the health and safety at work laid down by the legislation of the Republic of Moldova, including prevention of occupational risks, providing information and training to employees.
as at elaboration measures intended to improve the conditions of work, to ensure the safety and health of employees, to take to the enforcement rules for the elaboration and implementation of measures for the protection of labour ", approved by the Ministry of labour and social security no. 40 of 16 august 2001 and registered by the Ministry of justice no. 276 of 28 august 2001 and annex No. 2 to the Ministry of Health Order No. 206 from 20.05.2008" regarding the actions of the medical-sanitary hot period ".
14th June. Employed i keep work, function and the average wage for the period of cessation of activity not the fault of the employee as a result of the infringement of the legislation in the field of safety and health at work. Performing compulsory social insurance of employees against accidents at work and occupational diseases.


CHAPTER 7Înlesniri and social protection of the employees. The employer shall, taking into consideration the financial possibilities of the enterprise granted exemptions, guarantees and compensations, prevăzîndu them in the collective work of the unit.
7.1.1. Shall grant the aid material: a) on the basis of written application by the employee upon his departure in ordinary or leave at any time of the year;
(b) the employee's dismissal) on its own initiative after the establishment of the pension for retirement, taking into account the length of the period of employment and dismissal after entering the age of retirement;

(c) the child's birth), and registration of marriage (if the marriage is registered first time);
7.1.2. Carry out partial or full compensation of expenses confirmed by corresponding documents: a) relating to the burial of deceased employees, close relatives, veterans enterprise.
b) for maintenance in pre-school institutions and rest camps for children of employees in whom the families income amount to a family member does not exceed the amount you obtain livelihood;
c) for maintenance of children-invalids, as well as families that have three or more children in preschool education and availability of resting in rest camps.
7.1.3. Carrying out a partial cost of commodity prices and food in canteens, too, of the cost of the journey to work.
7.2. employers shall, at the request of the pregnant women, employees that have children aged under 14 or disabled children (including in their guardianship), labor day weekend or incomplete work, pay in proportion to the time worked or according to the volume of work accomplished.
7.3. It is prohibited to dismissal on the initiative of the employer of the pregnant women, women who have children or children with disabilities, and single mothers, widows, widowers, which educates children up to 14 years of age, except in cases of liquidation of the unit.
7.4. the Women leave for childcare until reaching the age of six years, on the basis of the request in writing to have the right at any time to discontinue such leave and continue to work in the workplace. At the same time the employee, who refused to leave for the care of the child till 3 years, shall be entitled to the reduced working day incomplete 2 hours or working week may not adequately maintaining the average monthly salary.
7.5. Employees who have 2 children until 14 years of age or disabled child are given concurrently with basic leave, additional paid annual leave with duration of 4 days.
4.7. One of the parents (guardian, curator), who has a kid with disabilities shall, at his request in writing, an additional rest day-per month, with the size of the salary they remunerate the daily average.
4.8. the employer shall ensure that employees and family members with the necessary conditions for sports, physical education and artistic manifestation.
4.8. In order to reduce fluctuations and strengthening their frameworks to undertakings providing public services, which are reported in the sphere of housing and communal management, in order to obtain a second and third, or for further training by obtaining in-depth knowledge in the sphere of housing and communal management in continuous vocational training Institute, created by the Association "water utility" under the auspices of the Technical University of Moldova, or other educational institutions workers who combine work with training, part-time training shall be establish additional ones from enterprise funds, in accordance with the second subparagraph of article 228(3). 182 of labour code and Government decision No. 435 from 23.04.2007, chapter I, p. 3, para. 2, namely:-maintaining the average salary at the place of work based on the period of leave paid-in amount of 100%;
-payment for travel to the place of training and back to 100%;
-payment for hotel accommodation during the session established, the support for the preparation of examinations, consultations and support for the project of diploma (at the same time, it is observing the norm limit of expenditure for the rental dwelling according to annex 2 to Council regulation "concerning the delegation of employees of entities from Moldova", approved by Government decision No. 10 of 05.01.2012);
-payment according to contractulului for training on specialties in the sphere of housing and communal management, in line with the collective or individual contracts of employment concluded.


CHAPTER 8Parteneriatul. Relations of the parties 8.1. Heads of units, regardless of their organizational-legal form and form of property right only recognize unions of the Federation of trade unions ' Committee "to represent the interests of trade union members and commits to comply strictly with the rights and guarantees of activity of the Union, as well as his patrimonial rights, stipulated by the law on trade unions, Trade Union Federation Status and the status of trade union organizations, international legal acts ratified by the Parliament. 8.2. Employers do not have the right to prevent the trade union representatives to visit units, their structural subdivisions, where its members work in furtherance of the duties and powers of the Union Association.
5.2. employers are obliged to pay employees elected to the membership of the Trade Union of the elective body and who are not freed from the basic work time freely to work, time limits for carrying out the obligations attaching thereto, with average monthly salary. Duration of work time, provided for this activity (but not less than 4 working hours during the week), is established in the collective agreement.
5.2. employers may not apply to employees in the Trade Union bodies elected and who are not freed from the basic work, disciplinary sanction without the prior consent in writing of the organ, whose members they are. Presidents of trade-union committees cannot be held accountable disciplinary action without the prior consent of the Trade Union body upwards.
8.5. Transfer to another permanent job of the person chosen in the membership of the Trade Union body which is not released from the workplace is carried out with the consent in writing of the employee and a member of the body which is, (if necessary) with respect and other provisions envisaged by law, and this collective agreement.

5.3. The termination of the individual contract of employment at the initiative of the employer with the people chosen in the membership of the Trade Union bodies and scans of the base work is allowed in case of compliance with the General order of dismissal only with the consent of (advising) Trade Union body of the unit in which they are elected, and the Presidents of the trade union committees (Union organizers), alongside with the prior consent of the Trade Union body upwards. The dismissal of the Trade Union group at the initiative of organizers of the employer shall be allowed with prior consent of the Trade Union Committee of the establishment.
5.4. employers shall be obliged to:-Persons, individual labour contract of which will be suspended following the election of elective positions in the Trade Union bodies, after the termination of their powers, to grant them the previous function or work with the consent of the employee, the other Office with his work does not lower than that before the election as elective. Working period as elective, individual labour contract is suspended, and the person who has served as the person chosen depending on the elective ends of the individual labour contract on the term of powers of the last;
-in case of impossibility to grant the previous employment or equivalent (liquidation, reorganization unit, reducing the number of its staff) at the dismissal of the individual labour contract persons of whom was suspended following the election of elective office to pay the allowance in size 6 months salary;
-maintain the average salary of members of the Trade Union bodies and elective, neeliberaţi from the basic work, during their training brief unionist as well during their participation in the work of congresses and conferences, the Parliament's Council of the Federation of trade unions and the meetings of the Executive;
-to offer Trade Union Committee in use free space necessary for their activity, equipped means of transport, means of communication, as well as other assets. Conditions for granting free use of premises and other heritage shall be established by collective agreement;
-Trade Union Committee to allocate the assets worth at least 0.15% of the payroll for purposes determined by collective labour contract;
-to conduct free trade union membership contributions collection of Union dues and to transfer 65 percent on a monthly basis on the settlement account of the Trade Union Committee of the unity and 35 percent-of the Council of the Federation of trade unions according to the decision taken at the plenary Congress of the Trade Union "Committee" and article 390 of the code;
-in units in which it concluded a collective labour contract and/or upon whom their produces effects of this collective agreement, the employer shall, at the request of employees who are not Union members, withheld from their monthly salary funds and transfer them monthly to the settlement account of the enterprise's trade union body and the Council of the Federation of trade unions ' Committee "under the conditions and in the manner established by the collective agreement of the company.
5.5. the employer recognizes that membership in the Trade Union does not entail any delineation of the rights and freedoms guaranteed to employees under the laws in force and not hinder employees ' Association in trade unions for the protection of rights and interests.
5.5. the labour trade union organ recovery works driver, whose job contract has been suspended in connection with the election of elective, depending on the account shall be carried out according to the units ' means labour code (section 4 of article 390) and Government decision "regarding remuneration of employees of autonomy" No. 743 of 11 June 2002 and Regulation "concerning workers ' Labor Union ' recovery works regardless of their organizational-legal form and type of property.
Annex 11.
8.10. Employees whose individual contracts of employment are suspended in connection with their choice in the Trade Union body of the unit, as well as Union employees employed in the personnel, as well as other employees of the unit, including leaders benefit from the rights and benefits provided for in the regulation on awarding special systems according to current, suitable reward totals year activities , to work uninterrupted in incentive payments and compensation set out in the unit.
8.11. In joint decisions for the development of labour and social protection of the members of the Union, employers shall not preclude receipt by the Trade Union body of information about the work of the economic and financial units, which cannot be related to a trade secret (chapter II article 5, point 3, of the law of the REPUBLIC OF MOLDOVA "on commercial secret".


8.12. All internal normative acts approved by employers and which harm the interests of trade union members in the area of wages, occupational safety and health and Social Affairs are adopted with the approval of their respective committees prior Union (Union organisers), but at least 15 days until their adoption.
8.13. in order to initiate, develop and promote joint development programmes and restructuring of public utilities services, ensuring maximum efficiency of the economic activity of enterprises, to support fair competition, participation in the preparation and amendment of draft legislative and regulatory acts with reference to public services, heads of enterprises and organizations to collaborate with the Association of employers of public services of the Republic of Moldova in accordance with Law No. 976 Employers-XIV of 11 May 2000 , ending with this accession agreements, cooperation and financial support of APSP activity, in accordance with the provisions of the tax code.
8.14. Public services employers ' Association of the Republic of Moldova, in accordance with Law No. 976 Employers-XIV of 11 May 2000, this collective agreement and the accession agreements and collaborative agreements with employers in the field of public services of communal and housing: household-represents, promotes, supports and defends the common interests, economic, legal and technical cooperation of employers;
-supports by employers to promote development programmes and maximum efficiency of the work of the economic unit;
-consults in matters regarding cancellation of contracts management;

-participates in cooperation with partners of social dialogue, in the preparation, modification and completion of legislative and normative acts, promoting the interests of employers;
-promotes and defends the interests and legal rights of employers in relation to local and central authorities of the State, with trade unions and third;
-agreement with Central and local public authorities, unions, shall submit for awarding State distinctions, honours personalities from branch;
-participates in the negotiation of collective agreements, conciliation, mediation and settlement of disputes and conflicts and other negotiations, protecting the legal rights of employers;
-insist on coordination of public administration authorities with Public services employers ' Association the reorganisation projects, privatization or liquidation of establishments and employment proposals of the unit's head.


CHAPTER 9Responsabilitatea of the parties to fulfil the obligations and control over their course and the achievement of 9.1. Control over fulfilment of the collective Convention shall be carried out by the Working Group (Commission) composed of parts independently in accordance with the functions and organizational principle of their activity. The sides agreed to conduct periodically (but not less than once in a quarter) control over the achievement of collective Convention gait examination results, when necessary, at meetings of the governing bodies.
9.2. Functions of control over the achievement of Collective Convention meeting trade union committees and also the administration units, which have the right to address the matters concerned persons who signed the collective Convention.
9.3. persons guilty of breaches of Collective obligations and failure to comply with the Convention, which eschew the participation in negotiations regarding the conclusion, amendment or supplement a collective contract or eschew the information required for granting them collective bargaining shall bear responsibility in accordance with legislation.
9.4. Any of the parties that have concluded this collective agreement, cannot in the course of the action, unilaterally, to cease carrying out obligations and it has assumed.
9.5. No less than 3 months before the expiry of the Collective action of this Convention, the parties undertake to start negotiations to extend the validity of the Convention, the operation of the amendments and supplements or a new Convention is concluded.
9.6. this collective agreement shall become effective from the moment of signing by the parties. A copy of the Collective Convention is sent within 7 calendar days of the date of conclusion of the Ministry of labour, social protection and family and remain in force until the conclusion of a new Convention.


9.7. in this collective agreement parties include changes and additions in accordance with legislation and normative acts, which will be adopted during her action.


CHAPTER 10Anexe 10.1 Annex No.1 Regulation concerning how collective bargaining regard the drafting and conclusion of Collective Convention (branch-level).
10.2 annex. 2. How to solve collective conflicts and conduct strikes (the unit).
10.3 Annex 3.
The individual labour contract (model).
10.4 Annex 4. 4 List of works, sections, professions and functions work in harmful conditions, activity which provides additional holiday entitlement in calendar days (abstract).
10.5 Annex 5.
The minimum tariff wages (per hour) for employees charged according to tariff network of 6 categories of the housing and communal management branch.
10.6 in annex 6.
Function of wages of unity deputies, specialists and officials of dwelling-communal household's sector.
10.7 Appendix. 7. The salaries of principal function and recommended the heads of businesses.
6.7 Annex 8.
Regulation on the method of assessing and reviewing the basic size of remuneration of labour at enterprises of housing and communal household.
6.8 Annex No. 9.
The regulation on the method of calculating and payment of the bonus for seniority of employees of establishments in the field of housing and communal management.
10.10 Appendix. 10. The list of work in heavy working conditions and harmful to that can be set for supplements the working conditions of employees at units.
10.11 appendix. 11. The regulation on the conditions of Labor Union employees staffing you housing units of the household sector.





The collective Convention was signed:

on behalf of the employers ' Association on behalf of the Council of the Federation of public services Unions the "Committee" Chairman Mihai SEVEROVAN Chairman Abdul-SELINA