Kollektív Szerződések Adatbázisa

The Hungarian Railways Co.

for an indefinite period,

Collective Agreement
(in a unified structure)

with amendments effective from December 9, 2022,

amendments effective from 1 January 2023

marked differently )

The parties agree
to change the temporal scope of the Collective Agreement to an indefinite period and to consolidate it into a single structure with the amendments.

PART I

GENERAL PROVISIONS

Scope of the Collective Agreement

§ 1

1. The scope of the Collective Agreement – ​​​​with the exception of what is stated in point 2 – extends to MÁV Zrt.

to the employer and all its organizational units, as well as to all employees of MÁV Zrt
., whose employment relationship is directly and primarily
governed by the provisions of Act I of 2012 on the Labor Code [hereinafter: Mt.]. 1

2. The scope of the Collective Agreement does not extend to the management of employees as defined in Section 208(1)-(2) of the Labor Code.

3. The rules of the Collective Agreement apply to a person who is not employed by MÁV Zrt .

or his employment relationship is suspended, and it can be applied to a legal entity other than MÁV Zrt., or
to another body without legal personality only based on the special authorization of the Collective Agreement.

Structure of the Collective Agreement

§ 2

1. The Collective Agreement contains, in a structurally separate manner,
a) the rules of the system of relations between the parties concluding the Collective Agreement (the Collective

Obligatory part of the contract),

b) the rights and obligations arising from the employment relationship with MÁV Zrt.,
the method of exercising and fulfilling them, and the procedural rules applicable to them (
normative part of the Collective Agreement).

2. The individual locations (organizational units delimited according to the exercise of employer authority)

Different rules for employees are contained in the local appendices , as stipulated in the Collective Agreement.

3. The local appendices are part of the Collective Agreement. The contents of them are subject to the Collective Agreement.

The provisions of the Collective Agreement shall be interpreted and implemented in accordance with the provisions of the Collective Agreement.

4. The annexes to the Collective Agreement shall contain the procedures for implementing the individual provisions.

relevant definitions and rules – generally of a technical nature.

Annex 1 For employees performing certain activities harmful to health

special rules concerning.
Annex 2: Norms for distribution and storage losses.
Annex 3: Adverse legal consequences and workers' compensation liability

Procedure for enforcing
Annex 4: Clothing Regulations of MÁV Zrt.

Annex 5: Commission system for commercial service providers
Annex 6: List of jobs covered by Section 46
Annex 7: List of jobs that employees who perform

usually perform their work outside the premises
Annex 8: List of jobs ensuring uninterrupted railway traffic
Annex 9: List of jobs and activities that are performed by

In the event of negligent damage, employees may be fined up to 6 months of absence pay.

Annex No. 10: List of stations and jobs covered by Section 40, point 4

Annex No. 11: List of jobs for which a posting of 66 working days
may be ordered

Annex No. 12/A:2
Stations with high traffic load that entitle to a 40% shift allowance according to Section 47, Point 2 of the KSz3

Annex 12/B:4A entitling to a 40% shift allowance pursuant to Section 47, Section 2, of the Employment Act

other service positions
12/C. No. Annex:5 Entitled to a 40% shift allowance pursuant to Section 47, Section 2 of the Civil Service Act

employees employed as safety equipment dispatcher, railway dispatcher, power dispatcher and telecommunications dispatcher
6

Annex No. 13: Rules of Procedure of the Railway Interest Conciliation Council7

Conclusion and amendment of the Collective Agreement

§ 3

1. The Collective Agreement is concluded on the one hand: on behalf of the employer by the employer's
manager performing the duties of CEO, pursuant to Section 208 (1) of the Labour Code, and on the other hand:
on behalf of the employees by the organizations representing their interests – trade unions, subject to the provisions of Section 276 of the Labour Code. In the application of the Collective Agreement, the trade union with representation shall be considered to be the one which, according to its articles of association, operates a body entitled to represent it at MÁV Zrt. or has an officer.

2. If the trade unions' positions on the Collective Agreement differ from each other -

in order to develop a common position, they may conduct consultations at the request of the employer
.

3. The proposer shall submit his proposal for amending the Collective Agreement to all

The negotiation regarding the amendment proposal
must be initiated within 15 days of receiving the notification.
The provisions of this Section shall otherwise
apply to the amendment of the Collective Agreement.

Termination of Collective Agreement

§ 4

The right to terminate the Collective Agreement may be
exercised by giving a notice period of four months, with the notice period
starting from the date of submission of the proposal for a new collective agreement by the party exercising the right to terminate.

Appendices to the Collective Agreement

§ 5

1. The local appendix is ​​signed on behalf of the employer by the head of the organizational unit, the employees

It is concluded on behalf of the local organization(s) of the trade unions concluding the collective agreement.

Issues relating to organizational units delimited by the exercise of employer authority and their
employees, which are not separately regulated in the Collective Agreement,
are contained in the local appendices, taking into account the provisions of this Section.

The employer publishes the list of organizational units authorized to conclude local addenda in the instruction regulating the exercise of employer powers.8

2. Local appendices
regulate issues related to employment a) based on the authorization of the Collective Agreement, or

b) in view of local conditions, - in the absence of a prohibitory provision in the Collective Agreement -

They may also provide for other employment-related issues.

Local appendices may only deviate from the Collective Agreement if the KSZ
expressly authorizes the deviation or if the deviation
contains a provision more favorable to employees and this deviation is not excluded by a prohibitive provision specified in point b)
.

3. The provision of the local appendix that is in accordance with the Collective Agreement or a law

is – taking into account the provisions of point 2 – invalid (null).
Nullity shall be considered ex officio.

Publishing the Collective Agreement and informing employees of its contents

§ 6

1. The employer is obliged to post the Collective Agreement and its local appendix covering the given organizational unit at the workplace or
place it in such a way that the employee can access it without hindrance during working hours.

2. The employer is obliged to provide copies of the Collective Agreement and local appendices.

the employee whose job duty
is to apply the provisions of the Collective Agreement, as well as the members of the works council and the workplace officials of the trade union.

3. The employer is obliged to ensure the possibility of the Collective Agreement being

This can be achieved by providing information during working hours or
by other means and methods that are most appropriate for the workplace and the employees
(for example, through mandatory training).

4. The employer undertakes to comply with the Collective Agreement in the MÁV Zrt. Bulletin and

for publication on the intranet and the Internet.

PART II

MANDATORY PART OF THE COLLECTIVE AGREEMENT

SYSTEM OF RELATIONSHIP BETWEEN THE PARTIES TO THE COLLECTIVE AGREEMENT

Principles of the relationship between the employer and trade unions

§ 7

The following principles shall apply to all forms and levels of relations between employers and trade unions:

a) The parties shall respect each other's rights and legitimate interests.

b) The parties shall refrain from any conduct that may infringe the rights of the other party.

would exclude or hinder the enforcement of the other party's rights, or could be likely to
adversely affect the other party's reputation.

c) The parties shall act in accordance with the requirements of good faith and fairness and in mutual cooperation when exercising their rights and fulfilling their obligations.

d) The party charged with the obligation is obliged to do everything possible to ensure that the other party
can obtain the entitlement in a timely manner and
exercise its rights in a timely manner and in accordance with the contract.

e) The relationship between the parties is regular and continuous.

f) The parties shall strive to prevent conflicts and to peacefully
resolve conflicts that have arisen.

Recognition and promotion of trade union activity

§ 8

1. The employer – in accordance with the provisions of the applicable laws – recognizes, promotes and supports
trade unions with representation, as well as their interest representation and interest protection
activities.

2. The employer shall, in relation to all trade unions represented by it,

enforces the requirement of equal treatment. 9

Material and infrastructural support for trade unions

§ 9

1. Use of premises

a) The trade union represented at the employer
is entitled – in accordance with a written agreement concluded with the employer –
to use the employer's premises after or during working hours for the purpose of its interest representation activities. The use of the premises -
both during and outside working hours - is free of charge.
The use of office furniture and company telephones provided in connection with the use of the employer's premises is also
free of charge.

The list of real estate to which the use of the premises applies, the
scope (quantity), the specific form and the conditions of use
are determined at the local level by local agreements (parties authorized to conclude a local appendix to the KSZ). b) The employer may – at a time agreed with the trade union – inspect the things and equipment used once a year. A report must be drawn up on the inspection. The trade union is liable for damage caused to things in accordance with the rules of civil law. In the event of termination of use, the trade union is obliged to return the item in a condition suitable for its intended use or to reimburse the costs incurred for this purpose.

2. Telephone use

a) Use of company telephones
The employer may use the railway telephone in the office premises specified in point 1.

provided to trade unions free of charge in connection with the use of other independent telephone lines provided by the employer.

b) Other telephone use The trade union is obliged to reimburse the fee invoiced by the telephone service provider for the use of other independent telephone lines provided by the employer. c) Internet access The employer allows Internet access free of charge on railway telephone lines – where the technical conditions are met. In this case, the trade union is only obliged to reimburse the fee invoiced on the basis of the agreement concluded with the Internet service provider. In the event of demonstrable non-payment of the above fees, the employer will withdraw the use - 30 days after a prior notice - until the fees are reimbursed.

3. Using the line mail

The trade union is entitled to use the regular mail without restrictions as long as this
service exists at MÁV Zrt. Regular mail items
may only be placed and forwarded in a sealed bag, package, unit envelope or envelope. MÁV Zrt. is only
responsible for forwarding these items as instructed, it cannot examine their content, for which the
trade unions are responsible.

Rights of trade unions in the event of collective redundancies

§ 10

Before making a decision on collective redundancies, the employer
is obliged - in addition to its obligation to the works council (works representative) -
to initiate consultations with the competent trade union(s), excluding cases where employment
issues are regulated by a separate agreement with the force of a collective agreement.

Information obligation

§ 11

The employer undertakes to simultaneously send
the draft measures and regulations affecting a larger group of employees, submitted to the works council for opinion pursuant to Sections 264 and 265 of the Labor Code, to the trade unions
represented at the employer for information
.

Taking advantage of the working time discount due to the trade union

§ 12

1. The "membership number as of January 1" specified in Section 274(2) of the Labor Code shall be determined by the Employer primarily on the basis of the number of employees with a membership fee deduction order in respect of
their wages for the last month of the year preceding the relevant year . Otherwise, the membership number may only be considered authentically verified and acceptable by the Employer if it has been determined in a conciliation procedure mutually agreed upon by the relevant trade union and the Employer, or in a court procedure (whether litigious or non-litigious) .10

2. The trade union shall not allow the use of working time reductions –
except in unforeseen, urgent and extremely justified cases –

a) in the case of continuous use of at least 15 days, at least 15 days,

b) in the case of use not exceeding the period specified in point a), at least 8

The employee is obliged to notify the manager of the duty station where the employee is employed, one day
in advance, of the working time discount.

3. Contrary to what is stated in point 211. b) – unforeseen, urgent and

in extremely justified cases, especially if the use is

a) in negotiations with the employer,

b) representation pursuant to Section 272(7) of the Civil Code,

c) compliance with a forfeiture deadline set out in the rules governing employment,

d) the central decision-making body of the trade union (eg National Executive Committee, Presidency,

Convening an extraordinary meeting of the General Assembly of Delegates, etc.

makes it necessary - the notification can be made at least 1 day before the use
.

The trade union is obliged to indicate the above circumstances in the notification.

§ 13

repealed

The Railway Interest Conciliation Council 12

§ 14

1. The employer operates a Railway Interest Conciliation Council (hereinafter: VÉT) primarily as a company-level labor relations and interest reconciliation organization.

2. The task of the VÉT is to ensure that the employer and the collective bargaining unit represented at MÁV Zrt.

Trade unions authorized to conclude contracts should use this forum in particular to regulate and develop company-level labor relations, as well as to find answers and solutions to comprehensive and fundamental economic, income, social and labor issues affecting
the employees of MÁV Zrt.

Collective negotiations involving MÁV Zrt. employees take place within the framework of the VÉT

and, as a result, the conclusion and amendment of the Collective Agreement of MÁV Zrt. and agreements having the force of a collective agreement.

3. The members of the VÉT are entitled to conclude a collective agreement with the employer in accordance with Section 276 (2) of the Labor Code.

trade unions.
In addition to the members of the VÉT, the following are entitled to participate in the VÉT meeting - with the right to consult:

trade unions represented at the employer whose
members employed by the employer reach five percent of the number of employees.

Otherwise, the VÉT meeting is public, however, the VÉT may decide to order a closed meeting.

4. The VÉT shall hold a regular meeting – unless otherwise agreed – at least once every calendar quarter.

An extraordinary meeting of the Board of Directors may be held once between two regular meetings of the Board of Directors if requested by any member .

The employer is obliged to convene the meeting within 10 working days of receipt of the initiative .

5. The detailed rules for the operation of the VÉT – taking into

account the provisions of this Section –

The rules of procedure of the VÉT are contained in Annex 13.

6. The employer may, based on the exercise of the employer's authority, establish independent organizational units

Local interest coordination bodies may operate at the local level for similar purposes.
Unless otherwise agreed, the provisions of this paragraph shall apply accordingly to their operation.

PART III

NORMATIVE PART OF THE COLLECTIVE AGREEMENT

RIGHTS AND OBLIGATIONS ARISING FROM THE EMPLOYMENT RELATIONSHIP WITH MÁV ZRT,
THEIR EXERCISE AND

METHOD OF IMPLEMENTATION
AND THE PROCEDURE RELATED TO THEM

CHAPTER 1

THE WORK RELATIONSHIP

Establishing the employment relationship

§ 15

1. During the establishment of the employment relationship, in the event of equal employment conditions, the following

persons, taking into account the order indicated, shall be given priority:
a) the former employee of MÁV Zrt. whose previous employment relationship was terminated through no fault of his own

stopped outside,

b) the child and spouse of an employee of MÁV Zrt.,

c) if required by a collective agreement.

2. Within two years of the termination of the employment relationship with MÁV Zrt
, a person whose employment relationship

was terminated by a) immediate termination by the employer [Mt. § 78] Or. 13

b) employee misconduct (Mt. § 84)

terminated as a result.

14 The provisions of point a) are only applicable if the employee
has not initiated a legal dispute against the employer's immediate termination, or the court
has found it well-founded in its final decision.

Place of work

§ 16

1. The place of work and the permanent or variable nature of the place of work
shall be stipulated in the employment contract.

2. In the case of employment at a changing workplace, the area of ​​employment or the individual

The place of employment must be precisely defined.
The place of conclusion of the employment contract must be considered the establishment, if the employment contract
does not provide for this. 15

3. Annex 7 defines the positions that the

The employee, due to the nature of the work, usually
performs his/her work off-site.

Formality of employment declarations

§ 17. In addition to the cases required by the Civil Code, the following must be recorded in writing:

a) prior notification of further employment or other
legal relationship aimed at work,

b.) the order of redirection (Act XXII of 1992, Section 83/A), the
order of secondment [Act XXII of 1992, Sections 106 and 150 (1) para.],

c.) the order of substitution [Act XXII of 1992, Section 83/A (7) para.],

d.) the order of exemption from work, if it is based on the employer's permission
[Act XXII of 1992, Section 55(1) para. k16) point],

e.) the order of standby, on-call duty [Act XXII of 1992, Sections 110-112],

f.) the order of extraordinary work [Act XXII of 1992, Section 108],

g.) the issuance and application of any kind of leave,

h.) the order of secondment (foreign service) [Act XXII of 1992, Section 106 and 150 (1) para.] [Act § 105],

i.) the transfer and takeover of the job upon termination or termination of the employment relationship,

j.) notification of the person exercising the employer's authority [Mt. Section 46 (1) para. h)],

Labor market service

§ 18
1. To prevent employment problems and mitigate their effects, and

In order to reduce the negative effects of organizational measures on employees,
MÁV Zrt. operates an internal labor market service.

2. The operation of the labor market service falls within the competence of the human resources organization17. The task of the labor market service is to organize the employment within the employer organization of the workforce released as a result of
technical development,
headcount-reducing investment, technological development and organizational modernization, taking advantage of existing opportunities, based on employment plans.

3. The labor market service collects and provides data and information within the employer

on the resulting labor needs and the employees affected by the reduction in staff numbers,
based on this information, the redundant labor force is reassigned to the
positions with a shortage of staff.

4. If an affected employee who has lost their job through no fault of their own is offered

If an employee accepts a job, he/she may not be denied a transfer to the place of service offering the job
. At the employee's express request, the employer is obliged to provide professional retraining
.

5. If the employees affected by the termination of their jobs have their existing qualifications

they cannot be further employed on the basis of this, but this could be done through internal retraining; such
retraining requests are initiated by the head of the service position providing further employment
to the human resources organization18.

6. The labor market service shall, at the employee's request, provide data on vacancies and

about jobs that are expected to become available in the next six months, for which
the employee may be suitable. The request for this must be submitted to the organizational unit that employs the employee
, and the data must be provided within 15
days of the employee's request. 19

7. For an employee whose employment relationship is terminated by the employer

If the reason arises on the side, the employer
is obliged to demonstrably enable the use of the labor market service at the latest at the same time as the notification of the termination.

Trial period20

§ 19

Conflict of interest

§ 20

1. Relatives [Article 294 (1) b) of the Labour Code] may not be employed (employed) in a position in which they may be in a direct subordinate or superior, accounting or controlling relationship with each other ,
unless otherwise provided for in the employer's normative instructions .

2. 21
A company that carries out the same or similar activities as the employer - listed in the founding document - or
has regular economic relations with the employer is subject to the obligation to notify in advance.

 established executive position
 established supervisory board membership,
 acquisition of ownership (acquiring shares in a publicly traded company

(except for the employer),
 the establishment of an employment relationship or other legal relationship aimed at work, and
 a business company carrying out the same or similar activities as the employer

its foundation.

3. The employer shall regulate the obligation to report the employee's further employment relationship or other legal relationship related to work
, its limitations and the method of verification in the instruction
.

Restriction on employer termination for reasons arising from the employer's side

to be communicated in the case of an employee affected by a planned termination22

21.§ 1. In addition to the provisions of Section 66 of the Act, the Court may only terminate the

employer terminates the employment relationship of an employee by notice [Mt. § 65] who

a) has at least 20 years of continuous (uninterrupted) employment with MÁV,

b) has at least four relatives in his/her own household [Mt. § 294 (1) b)]

is solely responsible for their maintenance (a spouse receiving childcare allowance
or child care support must also be considered a dependent), 23

c) as a single person, he/she takes care of the maintenance of a child under the age of 16,

d) took unpaid leave to care for the child [Mt. 128. §.]

The notice period is one year after the end of unpaid leave.

2. Regarding the particularly justified case, the provisions set out in MK. Resolution No. 10 shall apply
.

With termination for any reason on the employer's side

period of mandatory exemption from work of the employee concerned24

§ 22 If the employment relationship of an employee who is not considered a pensioner [Mt. § 294 (1) point g)]is terminated by notice [Mt. § 65] for a reason arising from the employer, then

 the notice period is at least 60 days, during which the employee must be exempted
from the obligation to work,

 However, if the termination takes place within five years before reaching the retirement age
, the notice period is 90 days, during which the employee must be exempted
from the obligation to work.25

With termination for any reason on the employer's side

benefits of the affected employee26

§ 23

1. In addition to the severance pay specified in Section 77 of the Employment Act, the employee shall be paid 27

 1 month in case of employment with MÁV for at least 10 years,
 2 months in case of
employment with MÁV for at least 15 years,  4 months in case of employment with MÁV for at least 20 years,
 6 months in case of employment with MÁV for at least 25 years,
 8 months in case of employment with MÁV for at least 30 years

You are also entitled to a separate severance pay in an amount equal to your absence fee.

2. The special severance pay specified in point 1 is only payable to an employee whose
employment relationship has been terminated by the employer for reasons attributable to the employer
. This special severance pay is not payable to an employee whose
entitlement to severance pay is excluded by Section 77 of the Labour Code.28

CHAPTER 2
WORKING TIME

REGULAR WORKING HOURS

Definitions and interpretations of terms

§ 24

1. In the application of the Collective Agreement and other rules relating to employment

a) working time : the time prescribed for work, which
extends from the prescribed start of work to the end of work, without interruptions (e.g. the work-free
part in the case of split working hours) and breaks that cannot be counted as working time.

b) working hours to be completed within the working time frame ("mandatory hours") : the amount of working hours determined by multiplying the number of working days
according to the general work schedule - not including holidays that fall on a working day according to the general work schedule - by the daily working time rate
applicable to the employee in the applied working time frame.

c) working time schedule : the working time to be completed within the working time frame ("mandatory hours"): its division
into working days, and the determination of the starting and ending
times and the duration of work on each working day. The working time schedule also
includes
the determination of the rest day (rest time) for those employed under a work schedule that differs from the general one.

d) 29

e) is considered night duty if the employee is ordered to work

At least three hours of its duration fall during the night (between 10 p.m. and 6 a.m.).

f) in the case of a general work schedule, working hours
are scheduled for five days per calendar week, from Monday to Friday during daytime hours (between 06:00 and 22:00).

g) in the case of a scheduled work schedule , in non-traffic jobs specified in Annex 8,
ensuring uninterrupted railway transport, and
if other conditions according to the rules applicable to the employment relationship are met, working hours will be scheduled for any calendar day and any
period thereof.

h) in the case of extended shift work , employees may work on any calendar day, one after the other

They work without taking turns, with the start and end times of work
differing from the general work schedule and their daily working hours being longer
than the full daily working hours. Another feature of this work schedule is that the
order in which rest days are allocated also differs from the general work schedule.

i) a multi-shift work schedule is a workplace or job where the daily operating hours

(service) time exceeds the daily full working time, and therefore the employees regularly perform the same activity in turns within a day ,

including:
ia) the work schedule is two-shift, if employees work together once within one working day

they perform the same activity in turns,

ib) the work schedule is three shifts, if employees work two shifts within one working day

they take turns performing the same activity.

j) work performed in an uninterrupted (rotational) work schedule is the time spent working at a service location operating without interruption (day
and night, without holidays), if the
employee's shift schedule changes regularly and he or she can be required to work on any calendar day
, if the work meets the conditions set out in Section 90 a) of the Labour Code
,

including:
ja) the work schedule is “four-shift” if at least four employees performing the same activity are employed

After a 12-hour shift, you are usually entitled to an average of 24 hours of rest, and then after another 12-
hour shift, you are usually entitled to a 48-hour rest.

jb) The work schedule is "12/24" if at least three employees performing the same activity

usually after 12 hours of duty, a 24-hour rest period is always granted.

jc) The work schedule is "24-hour" if the worker performs the same activity and has a standby-type job

workers rotate on a 24-hour shift.

k) 30

l) work schedule is
a data set describing the work schedule applied based on the employer's decision made in accordance with Section 27 and determining its essential characteristics, which
includes the most important characteristics of the working time schedule (in particular: the
type of working time schedule, the beginning and end of working time, etc.)

m) the type of working time schedule can be:

 equal (the working time to be completed according to the schedule is the same on all working days)

 unequal (depending on the work tasks, the amount of time for each working day (service) is

the amount of working time to be completed according to the schedule may vary within the framework of the applied work schedule)

 unbound (as stipulated in Section 96 (2) of the Civil Code)

 flexible (the allocation and use of working hours is determined by the employee for less than half of the working time, and by the employer for the rest)

 split working hours (daily working hours (service) must be completed in two parts
according to the local appendix or agreement of the parties)

2. 31

3. Where any provision of the Collective Agreement refers to Act XXII of 1992
or designates its rule as the legal basis, in this case
the text of this Act in force on 31 December 2012 shall apply unchanged from 1 January 2013.32

4. When determining the basic hourly wage, the monthly classification wage shall be divided by the number of hours
of the working time quantity governing the monthly working time frame and determined in accordance with Section 93(2) of the Labor Code
. This provision shall apply accordingly to employees employed for longer full
-time and part-time work.33

The extent of working hours

§ 25

1. In the case of work that is particularly harmful to health or is particularly dangerous, the
time that can be spent on harmful (dangerous) activities - unless a lower limit is specified by law
- may not exceed 6 hours per day (per shift ). In this respect, the
provisions of Annex 1 shall be taken into account.

2. It may be agreed in an employment contract that the employer
will employ the employee only for part of the full working time (part-time).

3. 34 At MÁV Zrt. – in contrast to the provisions of Section 91.a) of the Labor Code – a job is considered to be
on-call if, over a longer period of time, the
employee is available to the employer without work for at least one-fifth of the regular working hours, given the nature of the job duties
. These jobs can be determined in the local
appendix.

At MÁV Zrt., based on the provisions of Section 91.b) of the Labor Code, only the following positions
may be classified as local supplementary standby positions:

- armed security guard 35
- armed security guard trainee 36
- armed security guard commander
- armed security guard deputy commander
- handler (deputy guard commander) 37
- personnel manager I.
- personnel manager II.

Working hours38

§ 26

MÁV Zrt. employees must be employed using a monthly working time frame.

Definition of work schedules39
§ 27

1. At MÁV Zrt., “shift” (point 2) and “non-shift” (point 3) work schedules

are applicable.

2. The applicable “shift” work schedules are as follows:

a) extended shift work schedule
b) multi-shift work schedule

ba) two-shift work schedule
bb) three-shift work schedule

c) uninterrupted (rotational) work schedule
ca) four-brigade work schedule
cb) 12/24 work schedule
cc) 24-hour work schedule

3. The applicable “non-shift” work schedules are the following:
a) general work schedule
b) directed work schedule

c) 40

4. The employer is entitled to determine the work schedule applicable to the given place of work,
adapted to the operating hours, technology and the work tasks resulting from them, and the work regulations describing it, after
requesting the opinion of the works council ( delegate) in accordance with Section 264 of the Labor Code.

a) in a grouping according to job positions
b) in another, clearly defined grouping within a given job position, or
c) in several work schedules governing a given job position (or group within a job position)

with the possibility of applying it, but in this case – not including the case described in point 8 –
only one work schedule can be applied during the working time frame. 41

5. At the same time as sending the report for review pursuant to point 4, the employer is obliged to:

submit the draft in writing to the trade union(s) authorized to conclude the local appendix for information purposes
.

6. Trade unions have the right to initiate consultations regarding the draft within 15 days,

which is conducted centrally by the relevant trade union(s) and the employer.
In the event of consultation, the employer is entitled to introduce the planned change only after the consultation
has been concluded by agreement or after the minimum
period prescribed by law for consultation has elapsed. The employer is obliged to submit the introduced work schedule
and the related determination of the beginning and end of working hours
to the works council and the
trade unions concluding the local appendix.

7. When determining the work schedule and the beginning and end of working hours, Section 6 of the Labor Code shall be observed.

According to paragraph (3), the employer is obliged to take into account
the interests of the employee based on fair consideration, with particular regard to the circumstances of commuting to work by public transport
. A unilateral determination may not cause disproportionate
harm to the employee.

8. The work schedule may be changed on the starting day of the working time frame. During the working time frame, this may only be done
in particularly justified cases and with the prior permission of the Deputy CEO for Human Resources.

9. If, before the change in work schedule according to point 4, the employee was employed for an indefinite period of time

 were employed in multi-shift or uninterrupted (rotational) work schedules, then

subsequently
employed in a controlled, extended shift work schedule or a general work schedule, then the employee's basic salary is reduced by 10%, or,

 employed in a controlled or extended shift work schedule and then
employed in a general work schedule, the employee's basic wage must be increased by 5%
simultaneously with the change in the work schedule.
42
This basic wage increase can only
be applied once per employee and per legal title (indents 1 and 2). 43

10. The application restriction in point 9 does not apply if the

The employer shall introduce and apply the work schedule for a fixed period of time announced in advance. In this
case,
the employee shall be entitled to the basic salary increased as specified in the first and second indents only for this fixed period.

RULES FOR THE DISTRIBUTION OF DAILY WORKING TIME

General rules on working hours
§ 28

1. The working time schedule for the current month must be submitted by the 23rd of the month preceding the current month.

be communicated to the employee in writing. A duplicate of the working time schedule
must be given to the employee. The basic document of the working time schedule is the register kept by the employer, and the wage
settlement is based on this. The duplicate does not have to be given if the
employee does not request it and declares this in writing. By way of derogation from this provision, the working time schedule of employees holding a reserve position must be prepared for one week in advance and communicated to the employee in writing. The working time schedule communicated in advance may be modified in accordance with Section 29.

2. When preparing the working time schedule, full-time, part-time and

rules on rest periods and overtime.

3. The duration of regular working hours in one shift may exceed 12 hours only in the following cases:44

a.) in a standby position,

o in the case of an employee employed in full-time employment with an increased daily working time by individual agreement pursuant to Section 92 (2) of the Labor Code, if
the parties have previously agreed in writing in an individual agreement pursuant to Section 99 (3) of the Labor Code on the possibility of determining the working time according to the schedule exceeding 12 hours, including the upper
limit
of the contribution, which
may not exceed 24 hours.

o in the jobs specified in Annex 8,
ensuring uninterrupted railway transport, if
the parties have previously agreed in writing, in an individual agreement, on the possibility of determining the working time according to the schedule exceeding 12 hours, based on Section 135(4 )(d) and (5)
of the Labor Code,
including the upper limit of the contribution, which may not exceed 24 hours.

b.) upon the transition to winter time [Mt. § 99 (4)],

c.) in a non-standby position, as specified in Annex 8,

in jobs ensuring uninterrupted railway transport, in an uninterrupted
work schedule, on night duty, provided that
the parties
have previously agreed in writing, in an individual agreement, on the possibility of determining the working time according to the schedule exceeding 12 hours, based on Section 135 (4) d) and (5) of the Labor Code. The
agreement must also include the upper limit of the contribution, which
may not exceed 14 hours.

4. The duration of working hours in one shift is 12 hours with overtime.

may only be exceeded in the following cases:
a.) in cases falling within the scope of Section 108(2) of the Act (in which case the period exceeding 12 hours

the employee is entitled to remuneration for extraordinary work for the duration of employment
),

b.) in non-standby jobs, in jobs specified in Annex 8,
ensuring uninterrupted railway traffic, if this
is justified in the interests of maintaining uninterrupted railway traffic, provided that the parties have previously agreed in writing in an individual agreement on the possibility of working hours exceeding 12 hours, based on
Section 135(4)(d) and (5)
of the Labor Code. The
agreement must also include the upper limit of the contribution, which
may not exceed 14 hours.

5. 45 In the work schedule, preparatory and finishing work related to the job

These works and their duration
shall be specified in the local appendix.

6. If the employee referred to in points a) and b) of paragraph 113.§ (1) of the Labor Code is not
on unpaid leave pursuant to paragraph 128.§ of the Labor Code and
submits an express request for employment in his /her job and the work schedule associated with it, together with a written declaration regarding the provision of his/her child
, then the restrictions set out in paragraphs 113. (2) – (3) of the Labor Code may be disregarded
– based on the authorization pursuant to paragraph j) of paragraph 135.§ (2) of the Labor Code.46

Change your work schedule

§ 29 1. The employer shall provide the employee with the previously announced working time schedule for the current month at least 120

hours47 earlier.
The employee must be notified of the modification in writing at the same time. The modification of the working time schedule is done
in a manner that can be verified later, by crossing out the line and with the simultaneous
signature of the person making the modification. The original data of the order must
remain legible even after the modification.

2. The working time schedule within 120 hours48 shall only:

a) at the written request of the employee,
b) by a written agreement initiated by the employer and concluded with the employee

can be modified based on
.

In the previously announced working time schedule, the rest period falling on a Sunday designated on the basis of Sections 105(4) and 106(2) of the Labor Code may be transferred
once a month – also to a Sunday – only upon written agreement with the employee. An agreement with the employee is not required if the modification is made due to the provisions of Section 108(2) of the Labor Code or Section 12(2) of the Labor Code. An employee who is assigned to duty instead of a requested trade union official is entitled to the extraordinary transfer fee.

3. In the case of an agreement under point 2. b), the employee shall be paid 2,500 for each modified service.

You are entitled to an extraordinary transfer fee of HUF49. 4. The following are not considered work schedule modifications:

a) if the given service is partially canceled (ie the work begins at the time according to the working time schedule
but ends earlier, or the work
begins later than the time according to the working time schedule but ends at the planned time)50

b) if the given service is completely cancelled. In these cases, depending on the time of notification of the cancellation , the provisions of
points 5 or 6 must be followed.

5. If the employee's originally scheduled service is terminated in whole or in part within 120 hours51

is missed, the period corresponding to the originally planned service must be accounted for,
regardless of the reason for the absence - arising from the employer's side. In this case, the
shift allowance for the missed working time must also be accounted for.

6. If the employee's originally planned service is partially missed beyond 120 hours52, the

The period actually completed must be accounted for together with the shift allowance due.

If the employee's originally planned service is completely canceled beyond 120 hours53, the
employee
must be assigned another service of at least the same duration until the end of the working time frame, in addition to recording the fact of the cancellation in writing, or a period corresponding to the originally planned
service must be calculated.
If another service of at least the same duration is not assigned for the canceled
service or for the partially canceled service, the employee is entitled to his/her absence pay.

Working hours of employees with general working hours54

§ 30

1. The working hours of employees with a general work schedule – provided that unequal working hours
are not applied – shall be divided equally over each working day. 55

2. In those service positions or in those positions where work tasks
occur unequally, unequal working time schedules may be applied,
by communicating the working time schedule in accordance with Section 28 or by modifying it in accordance with Section 29.

3. Flexible working hours may be applied to non-physical
staff with a general work schedule, the detailed rules of which the employer
is entitled to establish in an instruction – in consultation with the trade unions in advance. The standard working hours begin at 09:00 on working days
and last until 14:00 (13:30 on the last working day of the week).

4. Those exercising employer authority, those holding jobs falling under the 18th and above MMK

Employees who work according to a flexible work schedule determine their own working hours and rest periods, subject to
prior notification to the person exercising the employer's authority .

An employee with an uninterrupted (rotational) work schedule

Special provisions on working hours56
§ 31

1. The previously announced working time schedule of an employee employed in a continuous (rotational) work
schedule may be modified in accordance with Section 29 in a maximum of 7 cases per month (affecting 7 shifts)
.

2. To make up for the resulting lack of working time, the employee may be given time off once a month.

be assigned to a duty of at least 6 hours.

During the regular working hours schedule or during the modification of the schedule

other conditions to be considered57

§ 32

1. The jobs ensuring uninterrupted traffic specified in Annex 8
are, pursuant to the authorization of Section 135(4) of the Traffic Act, considered to be jobs that
meet the conditions58 set out in Section 101(1)(a) of the Traffic Act.

2. Employees employed on a continuous (rotational) work schedule
may be assigned to a maximum of two consecutive night shifts.

3. Employees working extended shifts, multiple shifts, or scheduled work schedules

In the case of employees, a maximum of five consecutive night shifts may be ordered,
after which a weekly rest day (weekly rest period) must be provided.

4. In the ordered work schedule, a maximum of nine shifts per month, but
a maximum of fourteen shifts in total in two consecutive months (odd and the following even) may be assigned
for periods other than the work schedule, of which a maximum of one
shift per month may be assigned for a Sunday or a public holiday.

5. In the extended shift work schedule, a maximum of seven shifts per month may be assigned
for periods of time different from the work schedule. 59

6. Pursuant to Section 52, Section 1 of the Civil Service Act, on a given working day, a vehicle related to his/her service

An employee who is not on-call and also performs driving duties, if
his daily (regular) working hours according to his working time schedule exceed 8 hours,
is exempted from his work obligation for a period of 1 hour (if it exceeds 10 hours , then 2 hours),
during which he is entitled to spend his rest at the place of work.
An additional condition for the entitlement to exemption from the work obligation is that the
actual driving time related to the given service reaches 90 minutes. The employee may use
the rest period during his service according to the given working time schedule, in a maximum of two equal installments, which must be taken into account and accounted for as working time worked for the purpose of remuneration. The employee is obliged to record the fact of use and its duration in writing on the time sheet relating to the use of the vehicle. 60

Split working hours

§ 33

1. In the traffic jobs listed in Annex 8, where the
provision of the service allows, the daily working time (service) may be interrupted (divided).61

The duration of the interruption of working time – unless otherwise provided for in a local appendix – may not be less than 3 (2 in the case specified in Section 104(3) of the Labor Code) hours and may not exceed
5 (6 in the case specified in Section 99(3) of the Labor Code ) hours. The duration of the interruption of working time and the jobs affected by the divided working time – taking into account the above – shall be determined in the local appendix. If the parties concluding the local appendix cannot agree on the above, they shall be obliged to involve the professional superior body and the higher trade union body in the negotiations in the interests of the agreement. If this is unsuccessful, the parties shall In accordance with the provisions of Section 293(1) of the Labor Code, an arbitrator is appointed - by making a declaration of submission. If the parties are unable to jointly select an arbitrator from the list of arbitrators published by the MKDSZ, the employer and the trade union (several trade unions together) shall each appoint an arbitrator. The two appointed arbitrators shall jointly ensure the appointment of a third arbitrator and shall then act as a body. The employer is entitled to unilaterally suspend the application of split working hours introduced on the basis of the authorization of the local appendix as mentioned above – without amending the local appendix, following the procedure laid down in Section 27 of the Labor Code .

In this case, employees who
were actually working part-time in the given position and job prior to the suspension are entitled to HUF 14,000
per month during the suspension period. 62 63

2. The employee - unless otherwise agreed - shall be entitled to the duration of the interruption of working hours.

In this case, the conditions of rest
are determined by a local appendix.

3. If the employee uses the non-work part of the split working time as set out in point 2,

spent at the workplace is not considered on-call, however, the rules for on-call remuneration must be applied accordingly for this period
. For time spent at the workplace in excess of 40 hours per month,
the employee is entitled to 110% of his/her basic salary pro rata.

4. The attendance time may not exceed 210 hours per month. A local appendix may
provide otherwise. (Working time and
time off from work arising from split working hours are considered attendance time)

5. The application of split working hours does not alter the nature of the uninterrupted (rotational) work schedule.

affected if the conditions for an uninterrupted (rotational) work schedule are otherwise met. In this case, the employee is entitled to the shift allowance established for
an uninterrupted (rotational) work schedule for the time that is considered working time.64

6. Daily working hours (service) may only be interrupted (divided) once.

7. If the 3 (3) hours specified in point 1 (as set out in paragraph 104 of the Labor Code)

In the case of 2) hours, or in the case of a different amount of
time specified in the local appendix, the (extra) work ordered to include the minimum non-working time
shall terminate the split nature of the working time and the entire period designated as non-working shall be considered (extra) working time,
which shall be accounted for as extraordinary work.
If, despite the (extra) work ordered in the non-working part of the split working time
, the minimum non-working period specified in the above
remains continuous, the employee
shall be entitled to remuneration for extraordinary work only for the actual duration of the ordered (extra) work. In this case, the provisions of point 3 shall apply to the accounting of the remaining part of the split working time
not affected by work
.

8. Contrary to what is stated in point 7, in the work schedule according to point cc) of point 2 of Section 27 of the KSz

In the case of an employee who is employed and is obliged to provide personal services as preparatory and finishing work pursuant to Section 28, Section 5 of the KSz
, if,
despite the (extra) work ordered in the work-free part of the shared working time, a continuous work-free period of 1 hour
remains, this period will still
be considered a work-free part of the shared working time.

9. If split working hours are introduced in standby-type jobs, the longer

No agreement can be made regarding full-time employment.65

Other provisions regarding regular working hours

§ 34

1. The time spent on mandatory training and periodic examinations for certain positions
is considered working time. The actual duration of the time spent on mandatory training and periodic examinations
, or at least the full daily working time, must be accounted for.

2. Time spent on preparatory training for various exams (professional exams) - if the
employee's participation is not mandatory - is not working time.

3. Periodic and extraordinary fitness medical examinations requested by the employer are necessary and

The employee is entitled to his/her absence pay for the duration of the confirmed absence – but not more than the full working hours per day. The period spent travelling in excess of this shall be paid in accordance with Section 56 of the Labour Code . The employee shall be notified in advance of the medical examination as part of the working time schedule.

4. The employee shall be compensated for working time lost due to reasons outside the employer's scope of operations.

wages are only due in the cases specified in the law. However, at the employee's request
, it must be possible to make up the time not worked.
(The time of making up the time is not considered extraordinary working time.)

5. The employee may be interviewed by the employer as follows:

a) The interview must primarily take place during regular working hours
according to the working time schedule communicated to the employee in advance (KSZ § 28, point 1) or with appropriate modification of the working time schedule (KSZ § 29, point 1).

b) If the employee is interviewed under point a) during the previously announced working hours,

If this is not possible due to the nature of the job or other reasons, the employee must be interviewed directly in connection with (before or after)
their regular working hours according to the previously announced working hours , the duration of which is considered extraordinary work.

c) If the hearing pursuant to point b) - subject to the provisions of Section 99(2) of the Act

- is not possible because the employee's interview
is justified for a longer period, then it may exceptionally take place on a day on which the employee
is not required to work. In this case, the actual duration of the interview - but
at least four hours - must be considered as extraordinary working time.

Similarly, the time spent on witness testimony that is in the employer's interest
must also be considered and accounted for as working time.

The employer undertakes to ensure that,
in the event of any hearing initiated by the employer, the employee has
the opportunity to have a representative present during the hearing, if the employee so wishes.
The employee must be informed of the possibility of having a representative present at the beginning of the hearing
.

CHAPTER 3

EXTRAORDINARY WORKING HOURS

Extraordinary working hours and

extraordinary work that can be ordered under them66

§ 35

1. For the purposes of Section 107 of the Labour Code, the following shall be considered extraordinary working hours:

a) working hours other than the working hours schedule,
(including in particular:

 on the weekly rest day,
 on a public holiday,
 during standby

(including the working hours of the work performed)
b) working hours beyond the working hours,
c) duration of on-call time

300 hours of extraordinary working time may be ordered per calendar year, which
is included in the duration of all extraordinary working time.67
In the event of ordering extraordinary working time in accordance with point b),
the starting and ending times of the period (service) ordered as extraordinary working time must be specifically determined when communicating the working time schedule
.

If this is not done, then at the end of the relevant month,
the working time assigned in addition to the working time to be completed within the working time frame (“mandatory hours”, KSz § 24.1. b.) must be
considered as working time in excess of the working time frame.68

69 When ordering work that qualifies as extraordinary working time in excess of the working time frame
in accordance with point 1 of KSz § 28.1. or point 1 of KSz § 29.1., these works
(services) must also be taken into account when applying the restriction in point 2 of KSz § 32.2
.

If the order of work (service) that qualifies as extraordinary working hours beyond the working hours
is made within the 120-hour70 deadline set out in Section 29, Section 1 of the KSz, then
the restriction set out in Section 32, Section 2 of the KSz also applies to this work,
but the employer is entitled to waive the application of this restriction in particularly justified cases (illness, unforeseeable
employment circumstances, etc.).
The number of work (services) ordered without the restriction and the special reason for them
as described above must be sent by the head of the organizational unit authorized to conclude a local appendix to
the mailbox helyifuggelek@mav.hu every month, by the 10th day of the month following the month in question
.

2. In particularly justified cases, the employer may oblige the employee to work overtime , which must be ordered in writing, stating the reason. Overtime may
also be ordered verbally if it is due to the cases specified in Section 108(2) of the Labour Code.

3. It falls within the scope of the cases specified in Section 108(2) of the Civil Code, and thus does not fall under

under restriction – extraordinary working hours ordered in case of extreme weather conditions to maintain traffic
.

4. The employer shall regulate the procedure for issuing the certificate for accounting for extraordinary working hours
in the instruction, stating that
the employee's working time schedule
(management) modified pursuant to Section 29 of the Labor Code may also serve as proof of extraordinary working hours pursuant to subparagraph b) of point 1.

Remuneration for working overtime71

§ 36

1. In the event of working overtime, the employee
is entitled to the following supplements in addition to his regular salary:

Up to 20 hours of overtime 50%
21 – 150 hours of overtime 75%
151 – 200 hours of overtime 100%
201 – 230 hours of overtime 135%
231 – 300 hours of overtime 215%72

However, the relevant provisions of the Labour Code [Article 143(4) – (6) of the Labour Code] shall apply to the remuneration of extraordinary work performed on a weekly rest day or a public holiday
.

Otherwise, if the compensation for extraordinary work performed on these days
is provided without providing another day of rest, then in the case of extraordinary working hours exceeding 200 hours,
the wage supplement shall
be determined at the increased rate in accordance with this

point.73 For the purposes of this Section, extraordinary work shall be deemed
to be ordered on a public holiday if it takes place during the periods specified in Section 45, Section 4 of the Labour Code. 74

2. Overtime hours must be recorded and accounted for separately for accounting purposes.

3. At the employee's request ,

the parties may agree that instead of the supplement

The employee is entitled to time off as compensation.

4. No time off or monetary compensation is granted for working overtime.

remuneration for employees employed in a non-regular work schedule.75

The readiness

§ 37

1. Standby is defined as the availability to be spent at a place designated by the employee - accessible with regard to the place of work -76, during which the employee
is obliged to be ready to work for a specified period of time outside of normal working hours.
The employer is obliged to accept the employee's place of residence or residence - if it is accessible with regard to the
place of work - and a place specifically designed for this purpose that satisfies all the conditions for rest specified in the local appendix
- agreed jointly with the trade unions -
as the place of spending standby. The employee
is not obliged to provide any further information beyond the notification of the place and method of availability.

2. The employer's representative must notify the employee of the readiness at least 1 week before its commencement.

order in writing at least 1 month in advance, taking into account the provisions of point 1
.

A közölt készenléti beosztás legalább 120 órával korábban módosítható, ha a munkáltató
gazdálkodásában vagy működésében előre nem látható körülmény merül fel.77

Az elrendeléskor a munkáltatónak figyelemmel kell lennie az egyenlő bánásmód
követelményének megtartására is.

Írásbeli elrendelésnek minősül a készenléti beosztás elkészítése és annak a munkavállaló által
kimutatható tudomásulvétele is.78

Egyebekben a készenléti beosztás módosítására a KSz 29.§ 2. és 3. pontjában foglaltakat
megfelelően alkalmazni kell.79

3. A munkavállaló számára naptári évenként 800 óra készenlét rendelhető el.
Ennél magasabb mértéket - 1200 óráig – kizárólag80 helyi függelék állapíthat meg, feltéve, hogy
az azonos munkáltatói jogkörgyakorló irányítása alá tartozó, azonos munkakörben
foglalkoztatott, készenlét ellátásába bevonható munkavállalók átlagosan a 600 órát elérték.

1200 óra fölött kizárólag a munkavállalóval kötött írásbeli megállapodás alapján és az abban
meghatározott mértékben rendelhető el készenlét, feltéve, hogy az azonos munkáltatói
jogkörgyakorló irányítása alá tartozó, azonos munkakörben foglalkoztatott, készenlét ellátásába
bevonható munkavállalók átlagosan a 1000 órát elérték.

4. A munkavállalót a készenlétet követően – amennyiben készenlét alatt munkavégzés
elrendelésére nem került sor - nem illeti meg pihenőidő. Készenlétet követően újabb készenlét
csak legalább 7,6 (a hét utolsó munkanapján 6) óra elteltét követően rendelhető el. Az elrendelt
készenlét időtartama 3 óránál rövidebb nem lehet.

5. A készenlét időtartamára évi 300 óráig az alapbér 25 %-a, 301 óra és 800 óra között pedig a

munkanapon elrendelt készenlét esetén az alapbér 35 %-a, míg pihenő-, vagy munkaszüneti
napon elrendelt készenlét esetén az alapbér 40%-a illeti meg a munkavállalót.
A 801 és 1200 óra között a munkanapon elrendelt készenlét esetén az alapbér 40 %-a, míg
pihenő-, vagy munkaszüneti napon elrendelt készenlét esetén az alapbér 45%-a, míg 1201 órától
az alapbér 42 %-a, míg pihenő-, vagy munkaszüneti napon elrendelt készenlét esetén az alapbér
47%-a illeti meg a munkavállalót.

6. Ha a munkavállaló a munkáltató előzetes hozzájárulásával vagy külön írásbeli megállapodás
alapján a készenlétet a munkáltató telephelyén töltötte el, a munkanapon elrendelt készenlét
esetén az alapbér 55 %-a, míg pihenő-, vagy munkaszüneti napon elrendelt készenlét esetén az
alapbér 70%-a illeti meg a munkavállalót.

7. A készenlét alatt elrendelt munkavégzés (KSz 35.§ 1/a81.) esetén a KSz 36.§ szerinti díjazás a

employee from the time of the alarm until the employee returns to the place of readiness.
Unless otherwise agreed in writing, the employer is obliged to transport the employee to the
place of work and to the place of readiness after the work is completed
.

8. For the purposes of this Section, standby duty shall be deemed to be ordered on a public holiday if it
takes place during the periods specified in Section 45, point 4 of the Civil Service Act. 82

Additional services that can be ordered in connection with extreme weather conditions, or

different provisions for emergency preparedness83

§ 38

1. Additional or extraordinary readiness under this Section may only be ordered in the event of extraordinary weather conditions under points 2-3 . The
duration of readiness ordered under this Section shall be included in the extent of readiness under Section 37, and
the requirement of equal treatment shall also be observed when ordering it.

2. In order to maintain railway traffic in connection with exceptional winter weather, the employer
is entitled – between November 1 and March 31 – to supplement the
basic standby previously ordered according to the technology specified in the winter traffic instruction
, so that it is sufficient to order it at least 12 hours before the start of the standby.
In this case, the shortest duration of the standby that can be ordered is 12 hours. In the case of additional standby, Section 37, point 6, shall be applied accordingly if the employee spends
it at the site.

3. In connection with exceptionally hot weather, the employer is entitled
to order increased supervisory readiness for the weekly
rest days and public holidays according to the general work schedule, between 08:00 and 18:00, between 1 June and 31 August.
The employer is entitled to order this readiness at least four days in advance.84

4. The start of the additional or extraordinary readiness ordered under this Section shall be cancelled

can be done at least 12 hours in advance.

The duty

§ 39 1. On-call duty is defined as the time when the employee is on duty at a place and for a period determined by the employer.

availability outside of regular working hours.

2. The remuneration for on-call duty:
- in the case of on-call duty ordered on a working day, 50% of the basic wage,
- in the case of on-call duty ordered on a rest day or public holiday, the employee is entitled to 65 % of the basic wage. 3. In other respects, the rules of Section 37 shall apply to on-call duty - accordingly.

4. For the purposes of this Section, on-call duty is deemed to be ordered on a public holiday if the KSz

It takes place in the periods specified in Section 45, Section 4. 85

CHAPTER 4 REST
PERIODS

The break between work

§ 40

1. Unless otherwise provided in the further points of this Section, the amount of the break between working hours
shall be determined in accordance with the provisions of Section 103(1) of the Labour Code and shall be issued in accordance with the provisions of Section 103(4) – (6) of the Labour Code . The period within which the employee is entitled to use it
shall be specified in a local appendix . 86

2. A local appendix may specify an additional possible place for taking a break between work,
if it differs from the place of work. 87

3. In on-call positions [KSz § 25.3. point], the break between work hours
is part of the working time based on § 86.3. a) of the Labour Code, therefore, in these positions, there is no need
to make separate provisions on the time available for taking the break between work hours, and
the provisions of § 103.5. – (6) of the Labour Code do not need to be applied. 88

4. Section 135(4)(d) of the Mt. allows for the provision of services that ensure uninterrupted railway transport.

regulations on breaks and their payment in jobs
that differ from the provisions set out in Section 103 of the Labour Code and in Section 1 of this Section.

Based on the authorization of the Mt., in the service positions and jobs listed in Annex 10
– in order to ensure the smooth operation of railway transport – the amount of the break between work is 20 minutes in total, which can be used between the start and end of working hours
regardless of the provisions of Section 103 of the Mt.89 . However, regardless of all this, the break between work shall be considered to have been granted under the scope of this point. In view of the above, an employee falling under the scope of this point is entitled to a flat-rate payment of HUF 90090 for each service performed during the time of day specified in Annex 10. 91

5. In the case of an employee employed in a non-standby position, if
the working time according to the schedule preceding the work-free part of the split working time
does not exceed six hours - based on the provisions of a local appendix - the break between work may
also be granted during the work-free part of the split working time. In this case, the employee's time of presence
may not be increased by the duration of the break between work granted during the work-free part. 92

6. With reference to the authorizing provision in Section 135(4)(d) of the Mt. Act, the provisions in Section 103 of the Mt. Act and the previous points of this Section shall not apply to extraordinary work performed during
standby or on-call duty in positions ensuring uninterrupted railway traffic [Annex 8] .93

Daily rest time94 § 41

1. If the employer has a working day following the end of the day's work,

imposes an obligation on the employee, then he/she is obliged
to ensure daily rest time pursuant to Section 104 of the Labor Code.

2. However, in contrast to the daily rest period stipulated in Section 104(1) of the Labour Code, the
daily rest period for those working in a continuous (rotational) work schedule is 12 hours, which can be taken at home (permanent or

(i.e. from arrival at a temporary place of residence) to departure from there to work
. Local supplements may deviate from this amount
in the cases specified in Section 104(2) of the Labour Code, but the daily rest period may not be less than 8 hours (7 hours in the case specified in Section 104(3) of the Labour Code
).

3. The travel time to be taken into account according to point 2 must be specified in the local appendix for the affected locations.

determined in proportion to its distance.

Different provisions regarding rest days for those working continuous (rotating) and extended shifts

§ 42

1. The weekly rest period for employees on shift duty may be determined and granted in such a way
that there is at least 42 hours of uninterrupted rest between two shifts. In this
case, however, the employee must receive at least 48 hours of weekly rest on average over the working hours
.

2. By way of derogation from point 1, the weekly rest period shall be taken at least once a month in the following manner:

be designated and issued so that its duration reaches 47 hours and
includes the period from 8 a.m. on Saturday to 5 a.m. on Monday.

The period from 8 a.m. on Saturday to 5 a.m. on Monday may be determined differently by the local appendix
, but it must include the entire Sunday.

3. Rest days (rest periods)
shall be designated in the work schedule published in accordance with Section 28, Point 1 of the KSz and the employee shall be demonstrably notified thereof.
The rest day (rest period) shall be designated by indicating its starting and ending times.

4. The weekly rest days of an employee with extended shift work shall be provided between two consecutive
shifts in such a way that at least once a month the two weekly
rest days shall be granted on Saturday and the following Sunday. A local appendix may provide otherwise
. 95

Freedoms96

§ 43

1. 97The employee's leave entitlement must be determined, issued and accounted for in hours.

The employer is entitled to grant leave, notwithstanding the provisions of Section 122(3) of the Labour Code
, provided that the date of granting leave
is communicated in writing no later than seven days before its commencement. However, when granting leave, the employee’s fair interests
must be taken into account, especially if the granted leave only
concerns one working day (service) according to the schedule. If the employee initiates the termination of his employment relationship by mutual agreement

with a view to acquiring the right to a pension , then the period of exemption from work stipulated in this agreement, but no more than the notice period applicable in the event of termination by the employer , may be taken into account as the qualifying period for determining pro-rata leave, in accordance with Section 55(1)(l) of the Labour Code, referred to in Section 115(2)(g) of the Labour Code . 98. 99

2. The employee is entitled to use the seven working days of annual leave at his disposal - in derogation from Section 122(2) of the Labour Code - in more than two instalments. The employee shall

The employee must submit his/her request for the use of the leave available to him/her
in writing no later than seven days before its commencement.
The employee's previously announced working schedule,
with regard to the duration (number of hours) of the leave, cannot be modified after the submission of the request in accordance with the above, except at the express written request of the employee
.

3. 100
An employee is entitled to one working day of additional leave for the first time starting from the calendar year
in which he/she reaches the age of sixtieth.
A female employee who has donated blood 3 times in a given calendar year and a male employee who
has donated blood 4 times in a given calendar year
are entitled to two working days of additional leave in the following calendar year.
Blood donation can be proven by an entry in the blood donor card or by a certificate issued
by a territorial body of the National Blood Supply Service with an operating license under a separate law, or by
a healthcare service provider or
other institution with an operating license for the blood donation service. 101

4. Employees holding the position of chief operating officer and reserve site manager – upon their request –

Two working days of extraordinary leave shall be granted per calendar year.
Extraordinary leave shall be granted at a time specified by the employee. The
employee shall notify the employer of his/her request at least 15 days in advance
. The use of extraordinary leave
may not result in extraordinary work for the employee entitled to it and must be in accordance with
the leave schedule of the given organizational unit.
Extraordinary leave not used in the relevant year may not be
used after the relevant year. For the duration of the extraordinary leave, the employee shall be entitled to remuneration in the amount specified
in Section 146 (4) of the Labour Code.102

Study work time discounts 103

§ 44

1. If the employee participates in a course of training based on the employer's obligation
that qualifies as a correspondence course, since it
is not conducted continuously on consecutive working days, the employee
is entitled to the following study working time allowance based on the theoretical number of hours of training:

a) 1 working day (8 hours) of free time from 24 theoretical hours
to 64 theoretical hours, b) 2 working days (16 hours) of free time from 65 theoretical hours to 144 theoretical hours,
c) 3 working days (24 hours) of free time from 145 theoretical hours to 296 theoretical hours,
d) 4 working days (32 hours) of free time from 297 theoretical hours.

2. Given the specifically practical nature of training courses with a low number of theoretical hours, no

The employee is entitled to a study working time discount under this Section if
the number of theoretical hours is less than 24 hours, or if the given course training
ends without a theoretical exam, but only with a practical exam.

3. If the training ends with an official examination(s), the employee shall be

You are entitled to 1 additional working day (8 hours) of free time per exam.

4. The exam day is not included in the working time allowance.

5. The working time allowance is for preparing for the exam, therefore it cannot be taken afterwards.

use.

6. The employee is entitled to an absence allowance for the duration of the study working time allowance. This
remuneration is also applicable for the duration of any course that is not considered
a correspondence course, but the employer
is obliged to ensure the employee's participation. 104

7. The time during which an employee participates in studies pursuant to this Section shall be counted as working time.

to be taken into account and accounted for, the employee must be instructed in advance as part of their working hours
.

8. The scope of this Section does not extend to college or university (Bsc, Msc) training.

CHAPTER 5

RULES FOR REMUNERATION OF WORK

Basic rules for remuneration of work

§ 45

1. The basic salary of all employees of MÁV Zrt. shall be determined in monthly terms.

2. Local appendix only if authorized by the Collective Agreement

 may establish a new legal title regarding the remuneration of work,

or
 may increase certain remuneration rates established in the Collective Agreement.

3. It is not possible to validly deviate from the provisions of points 1-2.

4. The employee is entitled to a 120% wage supplement for working hours performed in the following periods:

a) from 0:00 to 24:00 on a public holiday specified in Section 102 (1) of the Tax Code,
and

b) Easter Sunday from 0:00 to 24:00,

c) Pentecost Sunday from 0:00 to 24:00,

d) December 24th from 6 p.m. to midnight

e) on December 31 from 6 p.m. to midnight.105

5. If the Collective Agreement
stipulates the payment of a certain percentage of the basic salary as a supplement or special remuneration, this shall be understood as a pro rata payment. 106

FORMS OF WAGE OTHER THAN BASIC WAGE

Determination of the wages of employees
who have become unfit for certain jobs related to the core railway activity due to health reasons

§ 46

1. The salary of an employee performing a job specified in Annex No. 6
shall be determined in accordance with this Section, provided that
a) the performance of his job is not prevented by the deterioration of his health resulting from service

has become permanently unfit due to an illness and must therefore be employed in another job, if

b) the employee's service time in the positions specified in Annex 6
reaches 15 years.
(The positions specified in Annex 6 cannot be interpreted broadly,
and the time spent performing other activities cannot be taken into account. If the employee
has worked in more than one of the positions specified in Annex 6, these times
must be added together)

2. Permanent medical unfitness to perform the job may only
be determined by an occupational health specialist.

3. The employee's permanent health incapacity for work

After determining the absence, a job must be offered for which the person
has the necessary qualifications and health suitability and which,
if filled, will not result in a loss of earnings compared to the previous absence compensation.

4. If the employer cannot offer the job position according to point 3, then the

The employee must be offered the opportunity for vocational or retraining that
entitles him to a job where he will not suffer a loss of earnings compared to his previous absence pay
.

5. You may not lose your job even if you do not accept vocational or retraining according to point 4.

the employee's entitlement to a personal allowance in the amount specified in point 7.

6. If the employer cannot provide the employee with the original job due to permanent health incapacity

If an employable employee is terminated within 1 year of the determination of incapacity for work for reasons related to the employer's operations, the employer
will provide an additional 5 months of social benefits in addition to the severance pay due under the Labor Code and the Collective Labor Code.

7. If the employee is further employed in a position in which the

If the employee's absence pay does not reach 85% of the absence pay available in his/her previous job, then the
employee's salary must be supplemented to that extent (wage supplement).

The available absence pay shall be determined on the basis of the average (median) of the absence pay of
active and legal-statistical employees who correspond to the employee's previous detailed planning unit, job title and work schedule. If the employee is subsequently employed part-time, the available absence pay determined above may only be taken into account in proportion to this.

8. The salary supplement shall be paid as a personal allowance against the salary cost.

9. The amount of the personal allowance shall be paid semi-annually, no later than 31 January and 31 July,

It must be reviewed and, if necessary,
amended when the employee's basic salary changes.

10. 107 When determining the amount of personal allowance to which an employee is entitled, the following must be taken into account:

The total amount of accident benefits, regularly paid compensation or other benefits may
also be taken into account.

11. The provisions of this Section do not apply to the provisions of separate legislation regulating this matter.

those eligible for rehabilitation care.

WAGE ALLOWANCES Shift allowance

§ 47

1. The amount of the shift allowance for employees working in a multi-shift work schedule is: 108
a) 20% of the basic wage for work performed in the afternoon shift;
b) 40% of the basic wage for work performed in the night shift.

The afternoon shift is considered to be the period between 14:00 and 22:00 based on the multi-shift work schedule
, and the night shift is considered to be the period between 22:00 and 06:00
based on the multi-shift work schedule. 109

2. Shift allowance equal to 30% of the basic salary for the actual working hours.

is entitled to employees employed in a continuous (rotational) work schedule.
In addition,
employees employed in the positions of safety equipment dispatcher, track railway dispatcher and telecommunications dispatcher not listed in Annex 12/C
are entitled to an additional 5% shift supplement.

110 Different from the above111
a) according to Annex 12/A. at stations with high traffic load or
b) according to Annex 12/B. at other listed duty stations or
c) according to Annex 12/C. at duty stations, safety equipment dispatcher,

Employees employed in the positions of railway dispatcher, power dispatcher and telecommunications dispatcher
are entitled to a 40% shift allowance. 112

3. The shift worker is entitled to a shift allowance equivalent to 10% of the monthly basic salary.

employees employed on a shift basis if the average daily working hours reach 11 hours.

Instead of the remuneration as stated above, the employee is entitled to a 40% night shift supplement for working hours between 10 pm and 60% night shift supplement starting from
the 6th night shift performed in the month in question, provided that the duration of each shift reaches 2 hours. 113

4. For the purposes of this paragraph, the basic wage includes the basic wage, overtime pay,

5. Shift allowance

is only for the actual working hours, or as required by a provision of the Labor Code.

can be accounted for for a period recognized as such by

Night supplement114

§ 48

1. Employees who are not entitled to shift allowance under Section 47 or Section 49 and
who work at night (between 10 pm and 6 am)
are entitled to a night allowance equal to 40% of their basic wage for the duration of the night work .

2. If an employee with a general work schedule
temporarily
participates in night work during extraordinary working hours, while fully complying with the rules applicable to the employment relationship, the
night supplement specified in point 1 shall increase to 60% starting from the 6th night shift performed in the relevant month.

Supplements to the ordered work schedule115

§ 49

An employee employed under a controlled work schedule
is entitled to a supplement of 15% of the basic wage for the working hours performed between 14:00 and 22:00, if
his working hours begin at 14:00 at the earliest or if his working hours [KSz § 24
, point 1. a)] begin before 14:00 but exceed 8 hours. He is entitled to a supplement

of 60% of the basic wage for the working hours performed between 22:00 and 06:00
, if the working hours performed in this period reach 1 hour.

Ticket sales commission
§ 50

A specified amount of ticket sales commission must be paid on the revenues from rail passenger transport
.
The commission calculation procedure is contained in Annex 5.

Supervisory allowance
§ 51

In those positions in which instruction “O.1.” requires work under supervision,
an employee who provides training (supervision) on a special assignment
is entitled to a supplement equivalent to 30%116 of his/her basic salary for the duration of the training (supervision).

The supervision allowance is also payable to an employee performing occupational safety supervision on a separate assignment
and performing a job related to railway transport safety.

The employee is obliged to train and supervise another employee only
on the basis of a separate, written assignment to this effect. Based on the written assignment, the employee
is responsible for the person being trained and for their work.

Allowance for driving company vehicles117
§ 52

1. The employer - if the given organizational unit
does not employ a driver whose main occupation is to drive the given vehicle -
may also assign the organizational unit's employee to perform the task of driving a vehicle.

The conditions for this are as follows:

a. the performance of tasks is thus more economical, and
b. the employee has a valid driving license for the given vehicle category,

and
c. a valid vehicle usage agreement between the employer and the employee

is in force.

2. An employee assigned to perform driving duties is entitled to
a driving allowance of HUF 10/km118 for each certified km driven, regardless of the type of vehicle driven . 119

3. The allowance provided by law exclusively to drivers whose main occupation is driving, or

Employees falling under the scope of this Section are not entitled to remuneration.

4. The provisions of this paragraph shall also apply if the
vehicle driven by the employee is rented by MÁV Zrt.

5. The employee assigned to perform driving duties
is entitled to a one-time benefit of HUF 10,000 after
he has credibly proven the extension of the validity period of his driving license.

Special remuneration for testimony120
52/A.§

If, for reasons within the employer's interest, the employee's
hearing as a witness before an authority or court does not take place during working hours, the employee
shall be entitled to a special remuneration of HUF 8,000/day on the affected day.
In this case, neither the time of the hearing nor the travel time incurred in connection with it
shall be considered working time or travel time pursuant to Section 56, Point 3 of the KSz.

EMPLOYMENT DIFFERENT FROM AN EMPLOYMENT CONTRACT

Common rules for employment other than employment contracts
(redirection, posting, secondment) 121

§ 53

1. When determining the individual legal titles of employment other than an employment contract (Mt. § 53), the
parties shall continue to consider Sections 83/A, 105; 106; and 150 (1) of Act XXII of 1992 in force on 31 December 2012 as governing and applicable, as set out in
Sections 53-56 of the KSz.

2. The duration of measures aimed at employment other than an employment contract shall
be added together. Their combined duration may not exceed 1056 hours per calendar year.
In the event of an agreement under Section 54, point 2, the 1056 hours shall be increased by a further maximum of 352 hours of redeployment122
.

3. Employment other than that specified in the employment contract must always
be ordered in writing and, if possible, in advance, specifying its expected duration, the
task to be performed and the remuneration and legal basis for it. If
it is not possible to order in writing in advance, the order
must be recorded in writing within two working days of the start of the employment other than that specified in the employment contract.123

The redirection124

§ 54

1. The duration of work based on redirection (Act XXII of 1992, Section 83/A)
may not exceed 528 hours per calendar year.

2. The duration of the redirection specified in point 1 may be exceeded
by a maximum of 352 hours, based on the provisions of the local appendix to the KSZ or the agreement between the employee and the employer.125

3. During the period of reassignment, the employee shall be entitled to the following remuneration based on the work actually performed:

remuneration, but this cannot be less than the time-proportionate absence fee.
If the employee
is transferred to a job with a higher MMK classification compared to his/her own job, in addition to the remuneration determined in accordance with the above, he/she is entitled to a special remuneration corresponding to
an additional 10% of the basic salary up to 528 hours, an additional 20% of the basic salary between 529 and 704 hours, and
an additional 30% of the basic salary between 705 and 880 hours.126

4. In the event that the redirection is ordered as a substitution, then in other respects the

The rules of Section 55 shall apply.
Substitution

Section 55 1. Redirection is considered as substitution (Section 54 of the Employment Act) if the employee

In addition to performing his/her job duties, he/she performs tasks belonging to another job in such a way that
the duration of work belonging to the two jobs cannot be separated.
Substitution is also considered to be when the employee performs
the given service at the given duty station in such a way that the technological staff number specified for the job he/she performs
is not ensured. 127

2. The replacement fee due to the employee performing the replacement is based on the additional task.

The amount of the compensation shall be determined taking into account the quantity and nature of the work performed, so that its
amount is at least 20% of the basic salary of the replaced employee, but if the
replacement is performed by several employees simultaneously, the amount of the replacement fees may not
exceed 40% of the basic salary of the replaced employee.

3. In the event that the basic salary of the replaced employee cannot be determined, the

The basis for calculating the replacement fee is the average basic salary of employees holding similar positions in the given organizational unit
. 128

Mission 129

§ 56

1. The amount of posting may not exceed 352 hours per calendar year. By way of derogation from this provision, postings of up to 528 hours per calendar year may be ordered
in the positions specified in Annex 11.130

2. The daily allowance specified in the relevant separate legislation shall be calculated to cover the additional costs of food for the employee on a posting.
The daily allowance shall be calculated according to the working days (services) according to the working time schedule, if
its duration reaches 6 hours.

The daily allowance shall also be calculated if the combined duration of the postings within one working day (service)
reaches 6 hours.

3. If an employee's travel time related to a posting - which is defined in Act XXII of 1992

It shall be calculated in accordance with Section 105(7) - it falls outside the working hours according to the working time schedule,
for this period the employee is entitled to 80% of his/her basic salary.
Travel time shall be determined separately for each calendar day.

COST REIMBURSEMENTS

Reimbursement of travel expenses related to commuting to work131
§ 57

The employee is entitled to reimbursement of expenses for commuting to work equal
to the amount eligible for reimbursement of expenses for commuting to work by personal vehicle as set out in the Act on Personal Income Tax
, if

a) the employee does not commute between his permanent or temporary place of residence and his workplace

public transport,

b) the employee, taking into account his/her working hours, would not be able to use public transport or would
only be able to use it with a disproportionately long waiting time due to his/her personal, family or other circumstances
. (A disproportionately long waiting time is one that
exceeds the time required to travel.), 132

c) the employee is unable to use public transport due to his/her mobility impairment
.

A disabled employee is also entitled to reimbursement of expenses when commuting to work within the administrative border
, if he/she is unable to commute to work by public transport.
Otherwise, the relevant provisions of Government Decree 39/2010. (II. 26.) shall apply.

In the case of employees participating in the operational operation of the railway, whose
commute to work cannot be resolved by public transport, the reimbursement of expenses for commuting to work by his/her own vehicle is HUF 30/km. The scope of those entitled is determined by
the employer in an instruction - in prior consultation with the trade unions. 133

WAGE PROTECTION

Salary advance

§ 58

A wage advance may be granted upon request by an employee with a full-time employment relationship of at least 6 months
.
An employee who has received a study scholarship from the employer and has established a first employment relationship
may be granted a wage advance upon his/her request after starting work.
The upper limit of the wage advance – taking into account the employee's net wage and
deductions from his/her wage – is HUF 240,000134 and the repayment period is a maximum of six months.

A wage advance may only be granted if and in such an amount that the
total amount of the refund established for one month and other obligations from the employee's wage
may not exceed the deduction rate established by law.

The employer and the works council (works representative) decide together on the granting of a wage advance.

Provisions relating to the payment of wages

§ 59

The wages due to the employee must be transferred once a month, on the 10th day following the month in question,
to the domestic135 financial institution account specified by the employee in advance, in such a way
that the employee can dispose of his wages on the specified day at the latest.
Payment of wages at a time other than the wage payment day - taking into account the provisions of Section 159 (4) of the Employment Act
- may only be made in the event of payment of the advance wage and termination of the employment relationship
.

repealed136

§ 60

Calculation of absence fee137

§ 61

If, based on the provisions of an employment rule or an agreement between the parties, the
employee is entitled to an absence payment for lack of work, then - in contrast to
the provisions of the Employment Act - it shall be determined as follows.

a) If the employee has a working time
schedule for the duration of the absence, the employee is entitled to one hour of basic salary as an hourly absence payment
[KSz § 24, point 4], and if for the period of exemption from work, based on the
relevant working time schedule

- if you would have been entitled to a night supplement [CSz § 48], then you are entitled to the
wage supplement calculated for one hour and

- if he/she would have been entitled to a shift supplement [CSz § 47], he/she is entitled to the
wage supplement calculated for one hour or

- if you were not entitled to a shift supplement, but you performed 500 hours of standby in the relevant year,
then you will be entitled to 10% of your basic salary calculated per hour as a wage supplement.
138

b) If the employee does not have a working time schedule valid for the duration of the absence,
the employee's hourly absence pay shall be determined as the sum of the basic wage payable for one hour [Article 24, point 4 of the Employment Contracts Act] and the wage supplements payable for
one hour determined in accordance with paragraphs (1)-(5) of Article 151 of the Employment Contracts Act.139 In the application of this subparagraph, the employee does not have a working time schedule valid for the duration of the absence if he or she is no longer obliged to work based on a rule relating to the employment relationship or an agreement between the parties.

CHAPTER 6
NON-SALARY REMUNERATION SYSTEM OF MÁV Zrt

I. BENEFITS ACCORDING TO SUBJECT RIGHTS

The employee is not injured due to an accident at work

death benefit

§ 62

In the event of the death of an employee not due to an occupational accident, the heir (beneficiary)
is entitled to a benefit of HUF 750,000 in 2022.140, which the employer is also
entitled to provide through an insurance contract.

Clothing supply

§ 63

The rules for providing employees with clothing are contained in Annex 4 of the Collective Agreement (
Clothing Regulations of MÁV Zrt.).

II. BENEFITS RELATED TO EXTRAORDINARY LIFE SITUATIONS

Benefits related to extraordinary life circumstances

§ 64

1. The employer shall pay 3,300 for benefits related to extraordinary life situations for the year 2022.141

It provides a budget of HUF/employee.

2. Employees who find themselves in an extraordinary life situation or are in need due to their social situation

social assistance may be granted in cases deserving special consideration.

3. An employee who buries a close relative or spouse shall receive HUF 60.000142

The funeral benefit can be paid
by attaching copies of the funeral invoice issued in the applicant's name
and by presenting the death certificate and a document proving the degree of kinship to the human partner . 143

4. The employer and the works council (works representative) decide together on the individual award of social and funeral benefits
.

5. An employee whose employment relationship is suspended due to incapacity for work, maternity leave, or unpaid leave taken for the purpose of caring for
a child or relative at home is also entitled to social and funeral benefits. 144

III. REMUNERATION OTHER THAN WAGE

Subject-related fringe benefits145

§ 65

1. In 2022, the following are entitled to a SZÉP Card hospitality sub-account benefit worth HUF 100,000:

an employee in the statistical population employed full-time or
in the legal population due to permanent incapacity for work, whose employment relationship exists on 28 February 2022 and on the day of payment, and is not subject to
any of the exclusion or reduction conditions specified in this Section. A part-time employee is entitled to a share of the benefit due to a full-time employee proportional to the part-time rate effective on 28 February 2022 , if his employment relationship exists on 28 February 2022 and on the day of payment, and is not subject to any of the exclusion or reduction conditions specified in this Section.

2. The condition for eligibility is that the employee has a limited purpose
payment account to which only the funds transferred as Széchenyi Pihenő Kártya benefits
can be credited per sub-account, and that the employee
must report this to the customer service of the MÁV Service Center Zrt. Human Services organization no later than March 11, 2022.

If another payer also disbursed benefits to the employee's SZÉP Kártya hospitality sub-account in 2022
, the employee must declare the amount transferred from the other payer and
submit the declaration pursuant to Section 71 (3 ) of Act CXVII of 1995 on Personal Income Tax no later than March 25, 2022, to the customer service
of the MÁV Service Center Zrt.
Human Services organization.

3. The transfer of the benefit specified in point 1 to the sub-account,
if the eligibility conditions are met, will be made in one lump sum by April 30, 2022, if the employee's
employment relationship existed on January 1, 2022.
In the case of an employee who entered into an employment relationship between January 2, 2022 and February 28, 2022
, the transfer will be made in June 2022.

If an employee otherwise entitled to the benefit reports his/her payment
account specified in point 2 only after March 25, 2022, but no later than June 1, 2022,
to the customer service of the MÁV Szolgáltató Központ Zrt. Human Service Organization,
the transfer will take place in June 2022.

4. An employee who
on February 28, 2022, is not entitled to the benefit specified in point 1.

a. participates in the MÁV-ÉVEK or MÁV ESÉLY program;
b. is serving his/her notice period;
c. is already exempt from work obligations due to termination of employment

from his/her obligation or
d. takes unpaid leave.

5. Payment on February 28, 2022 for the purpose of caring for your child at home

An employee taking unpaid leave is entitled to a SZÉP
Card hospitality benefit of HUF 20,000, which will be transferred by April 30, 2022.

Employee loyalty reward146

Section 65/A

1. The benefit under this Section is entitled to a full-time, full-time
employee in the statistical population whose employment relationship –
under the conditions set out in this Section – has existed continuously between 1 December of the year preceding the payment and 30 November of the current year
(settlement period). The amount of the benefit in 2022 is
HUF 350,000 gross, which is paid in December, in monthly payments.147

2. Jogosult továbbá a jelen § szerinti juttatásra időarányosan az a munkavállaló is, aki a
kifizetést megelőző év decemberének első napját követően, de legkésőbb a tárgyév
októberének utolsó napján munkaviszonyt létesített, amely a tárgyév novemberének utolsó
napján is folyamatosan fennáll.

3. A jelen § szerinti juttatásra a részmunkaidőben foglalkoztatott munkavállalók
részmunkaidejük arányában jogosultak.

4. A munkavállaló az elszámolási időszakban a munkaviszonyban töltött naptári napokra
jogosult a jelen §. szerinti juttatásra, az alábbiak szerint.

- Amennyiben a fizetés nélküli szabadság időtartama nem haladja meg a 30 napot, akkor

ezen időtartam jogszerző időnek számít. A 30 napot meghaladó, megszakítás nélküli
fizetés nélküli szabadság teljes időtartama azonban nem minősül jogszerző időnek.

- A 90 napot meghaladó, megszakítás nélküli keresőképtelen állományban lévő
munkavállaló a 91. naptól nem jogosult a juttatás időarányos mértékére, kivéve, ha a
munkavállaló munkabaleset miatt került keresőképtelen állományba.

- Amennyiben kettő vagy több keresőképtelen állomány időtartama között egyszer sincs
egybefüggően a munkavállaló által keresőképes állományban eltöltött legalább 30 nap,
akkor a keresőképtelen állományok időtartamát – munkabaleset kivételével – össze kell
számítani és amennyiben a kettő vagy több keresőképtelen állomány összeszámított
időtartama a 91 napot eléri, a jogosultság számításánál az előzőek szerint összeszámított
időtartamból a 90 nap feletti részt figyelmen kívül kell hagyni.
Az előzőek szerinti szabály alkalmazásától a munkáltatói jogkörgyakorló –
méltányolható ok fennállása esetén – abban az esetben jogosult eltérni, ha a
munkavállaló a kettő vagy több keresőképtelen állomány időtartama között ténylegesen
munkát végez. A tényleges munkavégzésbe azonban nem értendő bele a szabadság és az
állásidő időtartama.

- Az igazolatlanul távol lévő munkavállaló esetében a munkaviszonyban töltött naptári
napok számát az igazolatlanul távol töltött napok számával csökkenteni kell.

- A jogi állományba kerülő, vagy onnan visszatérő munkavállalók esetében a
munkaviszonyban töltött naptári napok számát a jogi állományban töltött napok számával
csökkenteni kell.

5. A juttatásra nem jogosult az a munkavállaló, akinek az elszámolási időszakban
a. a munkaviszonya megszűnt, vagy
b. a felmondási idejét tölti, vagy
c. a munkaviszonyának megszüntetésével kapcsolatban a munkavégzési kötelezettség

alól mentesül.

Ettől eltérően jogosult azonban a juttatás időarányos részére az a munkavállaló,

a. whose employment relationship is terminated by the employer pursuant to Section 64(1)(b) of the Employment Act
, for reasons related to the employer's operations or based on health incapacity,

b. whose employment relationship is terminated by mutual agreement pursuant to Section 64 (1) a) of the Labour Code
or by termination by the employer or employee pursuant to point b) thereof , due to the fact that

 is considered a pensioner according to Section 294(1)(g) of the Income Tax Act or

 on the abolition of early retirement pensions, on the

became entitled to pre-age benefits in accordance with Act CLXVII of 2011 on benefits and service allowances ,

c. who participates in the MÁV-ÉVEK and MÁV-ESÉLY programs, provided that
in their case the number of calendar days spent in employment
must be reduced by the number of days spent in the MÁV-ÉVEK or MÁV-ESÉLY programs.

6. The employee in the statistical population whose employment relationship exists on the day of payment of this amount
is entitled to a one-time lump sum payment of HUF 230,000.- from the benefit specified in this point in connection with a railway day in July 2022. After examining the eligibility conditions, the settlement and payment of the benefit amount reduced by the payment made in July 2022 will take place in December 2022, with the mid-month payment.