Kollektív Szerződések Adatbázisa

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 1 / 140

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 – covers the
employer MÁV-START Zrt., all its employees and organizational units.

2. The scope of the Collective Agreement does not cover
employees in management positions as defined in paragraphs (1)-(2) of Section 208 of the Labour Code.

3. The rules of the Collective Agreement may be applied to a person who is not employed by MÁV-START Zrt.
or whose employment relationship is suspended, and to a legal entity other than MÁV-START Zrt.
, or to another body without legal personality, exclusively
on the basis of a special authorization in the Collective Agreement.

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

5. The Collective Agreement is concluded by the parties for an indefinite period.

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 to the Collective Agreement (
the binding part of the Collective Agreement),
the rights and obligations arising from the employment relationship at MÁV-START Zrt. ,
the method of their exercise and fulfillment, and the procedural rules applicable to them (
the normative part of the Collective Agreement). 2. The different rules applicable to the employees

of individual sites (organizational units delimited according to the exercise of employer powers ) are contained in the local appendices – as stipulated in the Collective Agreement. 3. The local appendices form part of the Collective Agreement. The contents thereof must be interpreted and implemented in accordance with the provisions of the Collective Agreement. 4. The annexes to the Collective Agreement contain the definitions and rules – generally of a technical nature – relating to the implementation of individual provisions . Annex 1 For employees employed in certain jobs that are harmful to health

special rules.
Annex 1/A Work organization measures for work in cold environments
Annex 1/B Work organization measures for work in hot environments
Annex 2: Standards for distribution losses.
Annex 3: Rules for the application of adverse legal consequences and employee

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 2 / 140

Procedure for enforcing liability for damages
Annex 4: Clothing Regulations of MÁV-START Zrt.
Annex 5: Passenger transport commission system
Annex 5/1: Job scope and title
Annex 5/2: Scope of entitlements. Annex
6: List of jobs falling under the scope of Section 53
Annex 7: Requirements for the work of passenger train attendants

related preparatory and finishing activities and their time
regulation (standard check-in and check-out times)

Annex No. 8: MÁV-START Zrt's passenger and uninterrupted transport
jobs

Annex No. 9: The required minimum number of personnel for passenger trains
Annex No. 10: Employees employed in the assigned passenger work schedule (traction passenger)

special provisions for employees

Annex 10/1: Technological standard times for towing crews

Annex No. 11: Special provisions
for employees employed in the regional vehicle insurance directorates and the railway vehicle repair organization (Szolnok)

Annex No. 11/1: Regulations on rental clothing for railway vehicle repair organizations

Annex No. 11/2: Workwear Regulations for Railway Vehicle Repair Organizations

Annex 11/3: Work clothes to be provided in each job and
the period of wearing them in the vehicle insurance directorates

Annex No. 12: Issues that can be regulated in the local appendix

Conclusion and amendment of the Collective Agreement

§ 3

1. The Collective Agreement is concluded on the one hand: by the employer’s
CEO, as defined in Section 208 (1) of the Labour Code, on the other hand: by the
organizations representing the interests of the employees – trade unions – in the name of the employer,
subject to the provisions of Section 276 of the Labour Code.
In the application of the Collective Agreement , the trade union that operates a body authorized to represent the employee or has an official at MÁV-START Zrt.
according to its articles of association shall be considered to have representation, as defined in Section 270 (2) b) of the Labour Code. 2. If the trade unions’ positions on the Collective Agreement differ from each other – in order to establish a common position – they may conduct consultations at the employer’s request . 3. The proposer is obliged to inform all parties of his/her proposal for amending the Collective Agreement . The negotiation regarding the amendment proposal must be initiated within 15 days of receiving the information. The provisions of this Section shall otherwise apply to the amendment of the Collective Agreement.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 3 / 140

Appendices to the Collective Agreement

§ 4
1. The local appendix
is ​​concluded on behalf of the employer by the head of the organizational unit, and on behalf of the employees by the local organization(s) of the trade unions concluding the collective agreement. Issues concerning
organizational units delimited according to 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 shall publish the list of organizational units authorized to conclude a local appendix annually
and in the event of any change thereof .

2. Local appendices shall regulate issues related to the employment relationship

a) on the basis of the authorization of the Collective Agreement, or
b) with regard to local conditions,
may also provide for other issues related to the employment relationship

, in the absence of a prohibiting provision in the Collective Agreement. 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 the employees, and this deviation is not excluded by a prohibiting provision specified in point b)
.

3. Any provision of the local appendix that conflicts with a provision of the Collective Agreement or a law is invalid (null and void), taking into account the provisions regarding more favorable regulation
set out in point 2 .

Publishing the Collective Agreement and informing employees of its contents

§ 5

1. The employer is obliged to
post the Collective Agreement and the local appendix 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 a
copy of the Collective Agreement and the local appendix to the employee whose job responsibilities
include applying the provisions of the Collective Agreement, as well as to the members of the works council, labor protection representatives
and committees, and the workplace officials of the trade union. The employer is obliged to send an electronic copy of the Collective Agreement and the local appendix to the central bodies of the relevant organizations and to the employee’s email address, as stated in
his/her written request . 3. The employer is obliged to ensure that the employees have the opportunity to familiarize themselves with the Collective Agreement and the local appendix. This can be achieved by providing information during working hours or by other means and methods most appropriate for the place of work and the employees (for example, mandatory training). 4. The employer undertakes to publish the Collective Agreement in the MÁV-START Zrt. Newsletter and on the Intranet.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 4 / 140

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

§ 6

The following principles shall apply in all forms and at all levels of the relationship between the employer and the trade unions .

a) The parties shall respect each other's rights and legitimate interests.
b) The parties shall refrain from any conduct that
would exclude or impede the enforcement of the rights of the other party, or that could
adversely affect the good reputation of the other party. c) The parties shall act in
good faith and in accordance with the requirements of honesty and fairness in exercising their rights and fulfilling their obligations , and in mutual cooperation. d) The party burdened with the obligation shall do everything in its power to ensure that the other party can obtain its entitlements in a timely manner, or exercise its rights in a timely manner and in accordance with the contract. e) The relationship between the parties shall be regular and continuous. f) The parties shall strive to prevent conflicts and to resolve conflicts that have arisen peacefully .

Recognition and promotion of trade union activity

§ 7

1. The employer shall, in accordance with the provisions of the applicable legislation, recognise, promote and
support the trade unions with representation and their interest representation and
protection activities. 2. The employer shall enforce the principle of equal opportunities in trade unions with respect to

all trade unions with representation at the employer .

Material and infrastructural support for trade unions

§ 8

1. Use of premises
a.) The trade union represented at the employer
is entitled – according to 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 properties to which the use of the premises applies, the
scope (extent), the specific form and the conditions of the use are determined at the local level by local agreements (
parties authorised to conclude a local appendix to the KSZ).

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 5 / 140

b.) The employer
may inspect the things and equipment used once a year at a time agreed upon with the trade union. A report shall
be drawn up on the inspection. The trade union shall be liable for any damage caused to the things in accordance with the rules of civil law
. In the event of termination of use, the trade union shall be obliged
to return the thing in a condition suitable for its intended use or
to reimburse the costs incurred for this purpose.

2. Telephone use
a) Company telephone use
The employer shall provide the use of the railway telephone
to the trade unions free of charge in connection with the use of the office premises specified in point 1.

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

3. Use of line mail
The trade union is entitled to use line mail without restriction as long as this
service exists at MÁV-START Zrt. Line mail items
may only be placed and forwarded in a sealed bag, package, unit envelope or envelope.
MÁV-START Zrt. is only responsible for forwarding these items as instructed; it cannot examine their content
, for which the trade unions are liable.

Rights of trade unions in the event of collective redundancies
Section 9

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

§ 10

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 Labour Code, to the trade unions represented at the employer for information.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 6 / 140

Utilizing the working time discount for trade union officials

§ 11

1. The trade union shall notify the head of the service station employing the employee using the working time allowance – except in unforeseen, unsustainable and exceptionally justified cases –

a) at least 15 days in advance in the case of a continuous use of at least 15 days, b) at least 8 days in advance
in the case of a use not exceeding the period specified in point a) . 2. Contrary to the provisions of point 1. b) – in unforeseen, unsustainable and exceptionally justified cases, in particular – if the use is made a) through negotiations with the employer, b) pursuant to Section 272. (7) of the Labour Code. representation according to, c) compliance with a forfeiture deadline set out in the rules relating to employment , d) the convening of an extraordinary meeting of the trade union's central decision-making body (e.g. National Executive, Presidency, Delegates' Assembly, etc.) is necessary - the notification may be made at least 1 day in advance of the use . The trade union is obliged to indicate the circumstances according to the above in the notification. 3. For the duration of the trade union working time discount, the official is entitled to absence pay - for the lost working time.

The MÁV-START Railway Interest Reconciliation Council

§ 12

1. MÁV-START Zrt. (hereinafter referred to as the employer) and the
trade unions represented at MÁV-START Zrt. and entitled to conclude a collective agreement operate
the Railway Interest Conciliation Council (
hereinafter referred to as the VÉT) as the company-level labor relations organization.

2. The task of the VÉT is that the employer and the trade unions represented at MÁV-START Zrt.
and entitled to conclude a collective agreement
organize and develop company-level labor relations in particular in this forum, and
find answers and solutions to comprehensive and fundamental
economic, income, social and labor issues affecting the employees of MÁV-START Zrt.
The collective negotiations affecting the employees of MÁV-START Zrt. are conducted within the framework of the VÉT
, and as a result, MÁV-START Zrt.
Conclusion and amendment of the Collective Agreement and agreements having the force of a collective agreement.

3. The members of the VÉT are the employer and the trade unions with representation at MÁV-START Zrt. and the right to conclude a collective agreement. Trade unions with representation at the employer but not the right to conclude a collective agreement may also be
present at the meetings of the VÉT with the right to negotiate .

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 7 / 140

4. The VÉT shall make its decisions unanimously.

5. The VÉT shall have a quorum if the employer and the trade unions represented at MÁV-START Zrt. and
entitled to conclude a collective agreement are present at the meeting.

6. The members of the VÉT shall be represented by persons entitled to represent them or by authorized persons.

7. The meetings of the VÉT shall be chaired by the chairman. Unless otherwise agreed, the chairman
shall be appointed by the employer. The chairman shall be responsible for ensuring the efficient and smooth conduct of the meetings.
He shall perform his duties without bias.

8. Unless otherwise agreed:
• the VÉT shall hold its meetings monthly
• the meeting shall be convened – within 10 days of the request, but at least
within 7 working days – if any member so requests in writing, stating the reason.
(extraordinary VÉT)
• an extraordinary VÉT meeting may be convened no more than once between two VÉT meetings
. The submitter of the agenda proposal must send

the proposals for the meetings in writing to the other members of the VÉT at least three days before the meeting. 9. The employer is responsible for convening the meetings of the VÉT and ensuring its operating conditions . 10. The detailed rules of the operation of the VÉT – taking into account the provisions of this Section – are determined by its rules of procedure. 11. In addition to the VÉT, interest reconciliation bodies may operate at local level for similar purposes. The provisions of this Section shall apply to their operation, unless otherwise agreed . In the case of an employee employed under a work schedule other than the general one , six hours of working time per person must be planned for the day of the local interest conciliation council (HÉT) meeting scheduled according to the agenda, which can be planned in advance by the employer and is already known when the working time schedule is prepared – for a maximum of three people per trade union, and four people per independent organizational unit employing more than a thousand people – and an absence fee must be paid without using the working time allowance. The service announced in the advance notice cannot be modified by the employer to a rest day (day off) for the reason that the employee is attending a HÉT meeting on this day. In the event of an extraordinary HÉT meeting being convened when the working time schedule is prepared – not planned in advance – the employee is exempted from fulfilling the work obligation for the period necessary to attend the meeting – including the necessary travel time – without using the working time allowance , and is entitled to an absence fee for the working time lost as a result .


























Local level agreements regarding the settlement of trade union participation in the HÉT meeting
shall cease to have effect.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

8 / 140 pages

PART III

NORMATIVE PART OF THE COLLECTIVE AGREEMENT

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

METHOD OF IMPLEMENTATION
AND THE PROCEDURE RELATED TO THEM

CHAPTER 1

THE WORK RELATIONSHIP

Establishing the employment relationship

§ 13

1. When establishing an employment relationship, in the event of equal employment conditions, the
following persons shall be given preference, taking into account the order indicated:

a) an employee previously employed by the former MÁV-START Zrt. or its legal predecessor
, whose employment relationship was terminated through no fault of their own,
b) the child and spouse (partner) of an employee of MÁV-START Zrt.,
c) a former employee of MÁV Zrt. and its majority-owned business association
, whose employment relationship was terminated through no fault of their own 2. A person whose employment relationship was terminated a) by immediate termination by the employer (Mt.78.§), or b) as a result of employee misconduct (Mt.84.§)

may not be re-employed within two years following the termination of the employment relationship. 3. The employer may only establish or maintain an employment relationship with an employee with outstanding business and professional knowledge in a non-manual position in a particularly justified case, if the employee qualifies as a pensioner pursuant to Section 294 (1) g) of the Employment Act .

Place of work
Section 14

1. The place of work and the permanent or variable nature of the place of work, or
in the case of work usually carried out off-site, the relevant place of work
shall be stated in the employment contract. The employee's workplace shall be determined taking into account the job duties and
technology, and the requirements of the proper exercise of rights
.

2. In the case of employment at a variable workplace, the relevant
places of work or the area of ​​employment shall be precisely defined. The place of conclusion of the employment contract
shall be deemed to be the place of work, unless the employment contract
provides otherwise.

3. In the following jobs, employees
usually perform their work off-site due to the nature of the work:

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 9 / 140

a) passenger transport travelling jobs (Annex 8 of the KSz)
b) cashier inspector
c) cashier inspector d
) service inspector
e) service sales specialist
f) sales specialist I.
g) sales specialist II.
h) safety specialist
i) truck driver
j) property management specialist
k) technical foreman
l) cleaning acceptance lecturer
m) car cleaning acceptance clerk
n) technical car control lecturer
o) on-board ticket inspector
p) customer service specialist (Customer Center)
q) customer service coordinator (Customer Center)
r) service supervision specialist
s) general maintenance worker

Taking into account technology and work organization, additional
jobs may also be classified in the local appendix as such in which employees
usually perform their work outside the premises due to the nature of the work.
The local appendix or employment contract must provide for the
place of registration and log-off of employees usually employed outside the premises.
An employee normally employed off-site is on a secondment if he/ she fulfils
his/her reporting and/or reporting obligations outside the duty stations specified in the local appendix or in the employment contract. Reporting also includes attendance at mandatory training, mandatory periodic exams, line and type knowledge training, as well as exams, uniform check-in and mandatory medical examinations .

Formality of employment declarations

Section 15

In addition to the cases required by the Labour Code, the following must be recorded in writing and
demonstrably handed over to the other party:
a) prior notification of further employment or other legal relationship aimed at work
,
b) the order of redirection (Article 59/A of the Labour Code), substitution (Article 59/B of the Labour Code), secondment (Article 59/C of the Labour Code), secondment
(Article 59/D of the Labour Code) and foreign service,
c) exemption from work, if it is based on the employer's permission (Article 146 (2)
of the Labour Code),
d) the order of standby and on-call duty (Articles 110-111 of the Labour Code and Article 42-43 of the Labour Code),
e) the order of extraordinary work (Article 107 of the Labour Code, except for Article 40, point 3 of the Labour Code),
f) the granting and application of any kind of leave (Mt.§ 122-124 and KSz § 51)
g) the transfer and takeover of the job (Mt.§ 80)
h) notification of the person exercising the employer's authority and any changes to it.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 10 / 140

The declaration in connection with the termination of an employee employed in a scheduled travelling work schedule shall be considered to be in writing
if it is communicated –
in accordance with the conditions specified in Section 22(2) of the Labour Code –
in an electronic document transmitted on an IT device provided to the employee for the purpose of work. Declarations include, in particular, but not exclusively: information/provisions related to
the performance of service and working hours . The declaration may be considered to have been communicated if the employee has demonstrably taken note of it. These provisions do not affect Section 31 and Section 4 of Annex 10 of the Collective Agreement.

Obligation to provide information
Section 16

1. During the procedure prior to the conclusion of the employment contract, the employer is obliged
to inform the employee of the relevant provisions of the local appendix. 2. Before the conclusion of the employment contract, the employee is obliged to inform the employer of the data and circumstances relevant to

the employment relationship, in particular: - his/her clean criminal record, - his/her compliance with the conflict of interest rules, - his/her education, professional qualifications, special professional knowledge, experience, - his/her state of being able to freely engage in employment, - if the planned position cannot be filled in such a state, his/her pregnancy, - his/her state of health related to the position to be filled.

Conflict of interest
Section 18

1. Relatives [Mt. 294.§ (1) b)] may not be employed (employed) in a position in which they may be directly subordinated or superior, in a settlement or controlling relationship with each other, unless otherwise
provided in the employer’s normative instruction or with the written permission of the employer. 2. Membership of the executive board or supervisory board of a company that carries out the same or similar activities as the employer – listed in the founding document – ​​or that has a regular economic relationship with the employer , as well as the acquisition of ownership in such a company ( with the exception of the acquisition of shares in a publicly traded joint-stock company), as well as the establishment of the company , are subject to the obligation to notify in advance . 3. The employer shall regulate the obligation to notify, the restrictions on and the method of monitoring the employee’s further employment relationship or other legal relationship related to work in a separate instruction.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 11 / 140

Restrictions on employer termination

§ 19

1. In addition to the provisions of Section 66 of the Employment Act,
the employer may only terminate the employment relationship by notice [Section 65 of the Employment Act] of an employee who

a) has had at least 20 years of continuous (uninterrupted)
employment recognized as continuous by MÁV-START Zrt. or its legal predecessor,
b) is solely responsible for the maintenance of at least four relatives in his/her own household [Section 294 (1) b) of the Employment Act]
(a spouse receiving childcare allowance or
childcare allowance shall also be considered a dependent),
c) is single and provides for the maintenance of a child under the age of 16,
d) has taken unpaid leave to care for the child [
Act XII of 1992, Section 138 (5) or Act XII of 1992, or Act XII of 1992, Section 138 (5) of the Employment Act ]. 128. §.] The notice restriction
shall apply for one year following the end of the unpaid leave .

2. In the case of a particularly justified case, the provisions of MK. Resolution No. 10 shall apply
.

Mandatory period of exemption from work
in the event of termination of employment

Section 20

If the employee's employment relationship is terminated by notice [Mt. § 65] for a reason arising from the employer's side
, then
- the notice period is at least 60 days, during which the employee must be exempted
from the obligation to work,
- however, if the employer's notice takes place within five years before reaching the old-age retirement age
, the notice period is 90 days, during which the
employee must be exempted from the obligation to work.

Benefits for employees affected by staff reductions

Section 21

1. In addition to the severance pay specified in Section 77 of the Employment Act, the employee
is also entitled to a separate severance pay of the following amount:

- 1 month in the case of an employment relationship of at least 10 years, recognized as continuous by MÁV-START Zrt. or its legal predecessor ,

- 2 months in the case of an employment relationship of at least 15 years, recognized as continuous by MÁV-START Zrt. or its legal predecessor ,

- 4 months in the case of an employment relationship of at least 20 years, recognized as continuous by MÁV-START Zrt.,

- 6 months in the case of an employment relationship of at least 25 years, recognized as continuous by MÁV-START Zrt.,

- 8 months in the case of an employment relationship of at least 30 years, recognized as continuous by MÁV-START Zrt. or its legal predecessor

- 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 a reason arising from the employer's side
. This special severance pay is not payable to an employee whose

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 12 / 140

his/her entitlement to severance pay is excluded by Section 77 of the Employment Act.

3. An employee who has received a separate severance pay as specified in point 1 and
his/her eligible family member are entitled to the domestic travel allowance until the end of the sixth month following the last day of employment , if the law allows
MÁV-START Zrt. to provide it tax- free or free of charge.

Section 22 of the Labor Market Service

If MÁV Zrt. operates a labor market information service (hereinafter: labor market service) to prevent temporary employment problems or mitigate their effects,
MÁV-START Zrt. participates in it as a member, thereby
ensuring access to the system and the services provided within its framework for its own employees
, provided that MÁV Zrt. is the majority owner of MÁV-START Zrt.
If, due to a change in the ownership structure, MÁV-START Zrt.
is removed from the majority ownership of MÁV Zrt., MÁV-START Zrt. - in prior consultation with the trade unions entering into the Collective Agreement
- sets up its own labor market information service
or joins another network providing similar services.

Termination with immediate effect

Section 23

The guidelines for exercising the right of immediate termination and determining the person exercising the authority
, from the employer's perspective, are set out in Chapter II of Annex 3.

Procedure in the event of termination (termination) of employment relationship
Section 24

1. In the event of termination (termination) of the employment relationship, the employee is obliged to transfer his/her job
to the employee designated by the employer, in the manner and order specified by the employer – no later than the last day of work. The employer is obliged to ensure
the conditions for this . 2. The parties are obliged to settle accounts with each other on the last day of work. 3. If the employment relationship is terminated by mutual agreement,

because the employee initiated this with a view to acquiring the right to a retirement benefit (including benefits before the age limit) , then the
period of exemption from work stipulated in the agreement for the termination of the employment relationship (which may extend
at most to the notice period applicable in the event of termination by the employer
) may be taken into account as the qualifying period for the determination of pro-rata leave,
in accordance with Section 55(1)(k) of the Labour Code referred to in Section 115(2)(g) of the Labour Code.

For employees providing travel services within the framework of passenger service activities

special provisions
§ 25

Special rules for employees providing travel services within the framework of passenger service activities
shall be regulated in a local appendix based on Section 135(4)(d) of the Labour Code.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 13 / 140

CHAPTER 2

WORKING TIME

REGULAR WORKING HOURS

Definitions and interpretations of terms

§ 26

1. For the purposes of the Collective Agreement and other rules relating to employment

a) Working hours : the period from the beginning of the time prescribed for work to its end,
which must include the
duration of preparatory and finishing activities related to work, and – in standby jobs – the break between work.
The non-working part of the split working hours and the
waiting time of employees providing travelling services are not part of the working hours.

b) Working hours:
the working hours are the mandatory monthly, multi-monthly, or maximum annual working hours (mandatory hours) that must be completed by the employee . The
working hours to be completed under the working hours: the amount of working
hours determined by multiplying the number of working days according to the general work schedule – not including the public holiday falling on a working day according to the general work schedule
– by the daily working hours applicable to the employee
.
(E.g. In the case of a monthly working time frame, 22 working days x 8 hours = 176 mandatory hours)

c) Working time schedule: the working time schedule is the division of the working time (mandatory hours) to be completed within the working time frame into working days, as well as the determination of the start and end times and duration of work
on each working day . The working time schedule also includes the determination of the rest day (rest time) of employees employed under a work schedule that differs from the general work schedule. d) Work schedule: a set of standards summarizing the rules of the working time schedule e) General work schedule: working time is scheduled for five days per calendar week, from Monday to Friday, as a general rule. f) Extended shift work schedule : employees perform their work on any calendar day, without alternating each other, in such a way that the start and end times of work differ from those of the daytime work schedule, and their working time according to the daily schedule is also longer than the full working time of the day. Another characteristic of this work schedule is that the order of rest days also differs from that of the general work schedule. g) Extended permanent daytime work schedule: a work schedule between 06:00 and 22:00 , in which the start and end times of work and the duration of the daily working hours according to the schedule differ from the work schedule of those with a general work schedule . Another characteristic of this work schedule is that the order of rest days also differs from the general work schedule. h)





















Multi-shift work schedule : a workplace or job where the daily
operating (service) time exceeds the employee's full daily working time, and therefore the

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 14 / 140

employees regularly perform the same activity in turns within a day
, including:
- a two-shift work schedule, if employees
perform the same activity in turns once within a day,
- a three-shift work schedule, if employees
perform the same activity in turns twice within a day .
Work performed
between 2:00 p.m. and 10:00 p.m. based on a multi-shift work schedule is considered an afternoon shift . i) Uninterrupted work schedule: 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 the employee can be required to work on any calendar day, provided that the work meets the conditions set out in Section 90, point a) of the Labor Code. Within this: - The work schedule is “four-shift” if at least four employees performing the same activity are usually entitled to an average of 24 hours of rest after a 12-hour shift, and then to an average of 48 hours of rest after another 12-hour shift. - The work schedule is “12/24” if at least three employees performing the same activity are usually entitled to a 24-hour rest after a 12-hour shift. - The work schedule is “24-hour” if employees performing the same activity and working on-call shifts alternate every 24 hours. The work schedule of employees employed in the train attendant position according to staff rotations is considered an uninterrupted work schedule. j) Controlled traction passenger work schedule: A specific method of uninterrupted work schedule applied by an employer , based on the main characteristics of the work schedule: – the employee’s work obligation can be prescribed in accordance with the employer’s instructions, without interruption, on any day of the year between 00:00 and 24:00 at any time (night, day, public holiday, etc.), – the duration of working hours can be divided unequally between the shortest working time that can be spent in one shift and 12 hours for each working day , taking into account the provisions set out in the legislation on daily working hours, rest periods, extraordinary and night work, driving time and breaks between work and the Collective Agreement . Employees employed under controlled traction passenger work schedule: a) locomotive driver































b) Trainee train driver during supervised travel
c) Trainee train driver
d) Trainee train driver during supervised travel
e) Mechanical line inspector
f) FLIRT train driver
g) FLIRT train driver during supervised travel.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 15 / 140

(Mt.96.§ (2) para.)

l) Other work schedule:
An individual work schedule, defined in a local appendix, adapted to the specificities of the given technology and employment , which deviates from the general
rules of the work schedules, but does not contradict the provisions of the Mt. and the Collective Agreement regarding working and rest time
.

m) Staff rotation: A service schedule, a basic work organization document containing
the work schedule of the traveling staff, determined for the purpose of forwarding trains, taking into account the separately specified directives and legal provisions. n) Work usually performed outside the premises : The employee usually performs his work outside the premises if, due to the nature of the work, he performs his job duties outside the permanent place of work specified in the employment contract for at least one third of his monthly working days (services) . o) Turning station: A station at which, according to the relevant provisions , a train arrives or from which a train departs, including train-accompanying depot stations and stations at which the changing of travelling personnel takes place. p) Suitable rest room: A room that meets the following conditions is considered a suitable rest room for the accommodation of travelling employees during their waiting period (KSz § 33, point 2) : a) it has bedding and a bed provided by the employer, b) washing and showering facilities are provided, c) it is located within a maximum distance of one thousand meters from the station. In the absence of one of the above conditions, the parties are entitled to agree in a local appendix on the qualification of the room as suitable. 2. If the Collective Agreement stipulates the payment of a certain percentage of the basic wage as a supplement or separate remuneration , this shall be understood as a time-proportionate payment (e.g. 50% of the basic wage is equal to 50% of the basic wage per hour, multiplied by the time content to be taken into account ). 3. When determining the basic wage per hour, the monthly classification wage shall be divided by the number of hours of working time governing the monthly working time frame and determined in accordance with Section 93(2) of the Labour Code . This provision shall apply accordingly to employees employed for longer full-time or part-time work.

Full-time

§ 27

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 regard, the
provisions of Annex 1 must be taken into account.

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

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 16 / 140

3. The local appendix may classify a job position – defined in Annex 8 –
as standby, where the performance of the job task –
based on employment rules or technological instructions –
a) does not require permanent work, provided that the employee
does not have an actual work
obligation for at least 20% of his regular working hours, or
b) involves lower demands than the general one

. 4. The job position of the towing passenger – taking into account the
criteria specified in point 3, as well as the nature of the job tasks, the technology and the
working conditions, cannot be classified as standby.

Working hours

§ 28

1. The employee shall be employed by determining the working time frame, taking into account the provisions of this Section
.

2. The working time frame applicable to the employee
shall be formed by taking into account the daily full working hours and the working days of the relevant period, taking into account the provisions of Section 5
(the working time frame is the product of the two).

3. With the exception specified in Section 4 and Section 29, Section 1. i), the company's
employees shall be employed by

taking into account the monthly working time frame. 4. Those performing seasonal work (Section 38) shall be employed by taking into account the annual working time frame
.

5. When determining the monthly mandatory working time (working time frame) of an employee who regularly works on a public holiday,
the public holiday falling on the working day of permanent full-time employees
shall be disregarded as a multiplier. This provision does not affect the
employee's obligation to work on public holidays, which is part of their regular working hours
(Mt. § 102 (2)).

6. The different rules applicable to employees employed in regional vehicle insurance directorates and railway vehicle repair organizations are contained
in Annex 11 to the KSz
.

Definition of work schedules
Section 29

1. The work schedules applicable at MÁV-START Zrt are the following:
a) general work schedule
b) extended shift work schedule
c) extended permanent daytime work schedule
d) multi-shift work schedule
– two-shift work schedule

– three-shift work schedule
e) uninterrupted (rotational) work schedule
f) guided travelling work schedule
g) seasonal work schedule

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 17 / 140

h) informal work schedule
i) other work schedule. 2. The employer is entitled to determine in work instructions the work schedule

applicable to the given place of work, adjusted to the working hours, technology and the work tasks resulting from them , after requesting the opinion of the works council (delegate) in accordance with Section 264 of the Labour Code a) in grouping by job position b) with the possibility of applying several work schedules (points 1.a)-i) governing the given job position (job group) . During this procedure, the start and end of working hours related to the work schedule are also determined. 3. At the same time as sending the draft for opinion in accordance with point 2, the employer is obliged to hand over the draft in writing for information to the trade union(s) authorized to conclude a local appendix . 4. Within 15 days of the draft, the trade unions are entitled to initiate a consultation, which shall be conducted centrally by the trade union(s) concerned and the employer . In the event of a 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 expired. The employer is obliged to submit the introduced work schedule and the related determination of the start and end of working hours to the works council and the trade unions concluding the local appendix. 5. When determining the work schedule and the start and end of working hours, according to Section 6(3) of the Employment Act, the employer is obliged to take into account the interests of the employee on the basis of fair consideration , in particular with regard to the conditions of commuting to work by public transport. A unilateral determination may not cause disproportionate harm to the employee. 6. The change in the work schedule may take place on the starting day of the working time frame. During the working hours, this may only be done in particularly justified cases and with the prior permission of the human resources director . 7. If, prior to the change in the working hours, the employee was - employed in a multi-shift or uninterrupted (rotational) working schedule, and then subsequently employed in an extended shift or extended permanent day working schedule, or in a general working schedule, then the employee's basic salary shall be increased by 10%, or, - employed in an extended shift or extended permanent day working schedule, and then subsequently employed in a general working schedule, then the employee's basic salary shall be increased by 5%,









































must be increased simultaneously with the change in the work schedule, provided that
the employee concerned
worked continuously for at least six months in the previous work schedule that entitled him to a basic wage increase prior to the change in the work schedule.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 18 / 140

In this case, the basic wage maximums determined for each level according to the classification
may be exceeded by the amount specified in this point. The basic wage increase according to this point may only be applied once
during the employee's employment relationship and per legal title (indents 1 and 2)
.

8. The application restriction set out in the previous point does not apply to cases
where the work schedule is introduced and
applied by the employer for a fixed period announced in advance. In this case, the basic wage increased as specified in the first and second indents of the previous point
is also due to the employee only for this fixed period , provided that he or she has worked continuously for at least six months
in the previous work schedule that entitled him or her to the basic wage increase – prior to the change in the work schedule. The work schedule specified in point 2.b) may only be amended for a fixed period. 9. The basic wage increase is due to the employee who meets the eligibility criteria, regardless of the number of employees affected by the change in the work schedule. 10. An employee is not entitled to the basic wage increase specified in point 7 if a) the employee initiates the change in work schedule or the resulting amendment to the employment contract , b) the change in work schedule is a consequence of being employed at a changing workplace, provided that the employee has been informed in writing about the applicable work schedules prior to employment under the work schedule .

General rules for working hours
§ 30

1. The working time schedule of employees employed under a work schedule other than the general work schedule must be communicated to the employee in writing
for a period of one month, by the 23rd of the month preceding the entry into force of the working time frame (by the 21st of February). 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. A duplicate does not need to be given if the employee does not request it and declares this in writing. This declaration of the employee is valid until revoked. The working time schedule can also be communicated by forwarding it to the e-mail address provided by the employee, based on the employee’s written request or declaration of consent . 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 . In the event that the deadline falls on a public holiday or Sunday, the working time schedule must be communicated to the employee on the previous working day. The employer may also communicate the working time schedule of employees to the employees in the manner customary in the locality, instead of in person . The working time schedule following the end of the incapacity for work may also be communicated to the absent employee by telephone in the presence of two witnesses, subject to subsequent completion of the written form . The absent employee is also obliged to initiate the communication of the working time schedule by the deadline, based on his obligation to cooperate, in the most appropriate manner and within an expected time. The working time schedule communicated in advance may be modified in accordance with Section 31 of the KSZ.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 19 / 140

2. When preparing the working time schedule,
the rules on full-time work, rest periods and extraordinary working hours must also be taken into account. The employer is obliged to publish
the staff rotations of employees providing travelling services in the usual manner in the local area (Mt.17.§ (2) para.) and to provide them to the trade unions authorised to conclude local addenda in a demonstrable manner. 3. The duration of working time spent in one shift may exceed 12 hours only in the following cases : a) in a standby-type position, in the case of an employee employed in full-time daily work increased by individual agreement pursuant to Mt.92.§ (2) , if the parties have previously agreed in writing in an individual agreement on the exceeding of the 12-hour working time according to the schedule – pursuant to Mt.99.§ (3) para. – including the upper limit of the contribution, which – unless otherwise provided in a local addenda – may not exceed 24 hours. b) upon the transition to winter time (Mt.§ 99 (4)) c) in cases falling under the scope of Mt.§ 108 (2), including in jobs providing towing services, no. 10. in the case of extraordinary work ordered for the purpose of ensuring the uninterrupted provision of scheduled public services (in this case, the duration of employment exceeding 12 hours is subject to remuneration for extraordinary work), and d) in passenger transport and jobs ensuring uninterrupted railway transport (Annex 8), provided that – the employee and the employer have previously agreed in writing in an individual agreement on the exceeding of the 12-hour working time according to the schedule (Mt.135.§ (4) point d)) and – the job is considered to be on-call based on the provisions of a collective agreement or a local appendix (KSz.§ 27.3.) 4. If the conditions set out in subparagraphs a) or d) of point 3 are met, the length of service of an employee performing an on-call job may be determined at a maximum of 24 hours, unless otherwise provided in a local appendix. The individual agreement of the parties may not deviate from the provisions of the local appendix regarding the longest working hours that can be spent in one service. The special provisions regarding the working hours of passenger train conductors in one service are contained in Section 33, point 6 of the KSz. 5. Types of working time distribution: a) equal (the working hours to be completed are the same on all working days, taking into account the provision in Section 29, point 1)









































b) unequal (depending on the work tasks, the assigned and completed working hours for the working days (services)
vary)

c) 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)

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 20 / 140

d) split working hours (daily working hours (service) must be performed in two parts)

6. When scheduling working hours,
the duration of preparatory and finishing work related to the job must also be taken into account. These works and their duration must be specified in Annex No. 7 of the KSz
or in a local appendix.

7. The duration of the preparatory and finishing work of cashiers – specified in the Local Implementation Instruction –
must be regulated in a local appendix, with the proviso that its
shortest duration must be at least 10 minutes.

8. If the employee referred to in points a) and b) of paragraph (1) of Section
113 of the Labour Code is not on unpaid leave pursuant to Section 128 of the Labour 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 (2)-(3) of Section 113 of the Labour Code may be disregarded – based on the authorization
pursuant to point i) of paragraph (2) of Section 135 of the Labour Code .

Modification of working hours
§ 31

1. The employer may modify the employee's previously announced working time schedule
at least seven days in advance if a monthly working time frame is applied.
The employee must be notified of the modification in writing at the same time. The
modification of the working time schedule shall be made in a manner that can be verified subsequently, by crossing out the text and with the simultaneous
signature of the person making the modification. The original data of the order must
remain legible even after the change. Appropriate subsequent
verification of the modification of the working time schedule shall also be ensured in the case of computer systems.

2. The working time schedule may be modified within seven days or less only:
a) at the written request of the employee,
b) on the basis of a written agreement initiated by the employer and concluded with the employee
.
In the previously announced working time schedule, the rest period falling on a Sunday designated pursuant to Sections 105 (4) and 106 (2) of the Labour Code may
only be moved once a month
– also to a Sunday – on the basis of a written agreement concluded 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 Labour Code or Section 11(2) of the Labour Code.
An employee assigned to work instead of a requested trade union official is
entitled to an extraordinary transfer fee.

3. In the event of an agreement pursuant to Section 2(b), the employee
is entitled to an extraordinary transfer fee of HUF 1,500 per modified service

. 4. The following shall not be considered a modification of the working time schedule:
a) if the given service is partially cancelled, i.e. the work
begins at the time specified in the working time schedule but ends earlier,
b) if the given service is completely cancelled
. In these cases, the provisions of Section 33(7)(b) of the Labour Code shall apply.

5. For employees employed in a scheduled travelling work schedule (tractor travelling)

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 21 / 140

The different rules applicable to employees of regional
vehicle insurance directorates and railway vehicle repair organisations are contained in Annex 11 of the KSz.

Working hours of permanent daytime employees

§ 32

1. The working hours of permanent day workers – provided that other working hours specified in this Section are not applied –
are divided equally over the working days prescribed in the working hours framework.

In the event of a local appendix or a provision to this effect by the employer,
a working time shorter than the full daily working hours – but at least 4 hours – may be established on the last working day of the week.
In such a case, the working hours on the other working days of the week shall increase proportionally.

2. In those service positions or in those positions where the
work tasks occur unequally, an unequal working time schedule may be
applied.

3. If appropriate technical conditions exist, a flexible working time schedule may also
be applied.

4. Those exercising employer authority shall perform their work in an informal working time schedule.
A local appendix or employment contract may also declare additional positions to have an informal working time
schedule. Employees employed under a flexible working schedule determine their own
working hours and rest periods, subject to prior notification to the person exercising the employer's authority .

Traveling service workers

Special provisions regarding working hours
§ 33

1. The working time of a mobile worker is the duty hour, which is the
period from reporting for duty to reporting for duty, excluding
waiting time. Accordingly, waiting time is not considered working time and is not subject
to the rules of divided working time.

2. Waiting time is the period of time – beyond the standard time – that is not worked during a shift or intermediate station within a shift
, which reaches or exceeds five hours, provided
that the employee is accommodated in a suitable rest room at these stations
. The upper limit of the waiting time may not exceed 7 hours, but
the provisions of a local appendix may deviate from this by a maximum of 8 hours.

3. For the duration of the waiting time, the employee is entitled to remuneration equivalent to 50% of his basic salary
. In the case of employees performing travelling services, waiting time for services exceeding 20 hours per month and including work on public holidays shall be remunerated at an amount equivalent
to 110% of the basic wage . 4. The monthly absence hours of a train attendant may not exceed 220 hours. Local appendix from this

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 22 / 140

may differ from the rate.
(Absence hours = working time + waiting time)

5. The preparatory and finishing work related to the work (e.g.:
time standards for the acceptance and handover of the train or towing vehicle), their duration, and the rules for signing on and off duty shall be specified
in Annex 7 to the KSZ or in the local appendix. 6. The activities of passenger transport passengers may be classified as standby in a separate collective agreement or in a local appendix (KSZ, Section 27, Section 3). In the scheduling of working hours of passenger transport passengers, the working time that can be spent in one service may exceed 12 hours for all stations, based on a written agreement between the employer and the employee , but its upper limit - unless otherwise provided in a collective agreement - may not exceed 16 hours. The collective agreement shall stipulate the maximum duration of working time that may be spent in one shift. Within the shift, the duration of scheduled travel time and the duration of preparatory and finishing work may not exceed 12.8 hours. 7. The provisions concerning the time that a mobile employee may spend in one shift : a.) the shift – taking into account the other provisions of this Section – shall be planned for a minimum of 4 hours, b.) if the employee – as set out in Section 30 of the Employment Contracts Act – is not able to complete his/her originally planned shift, which is considered to be regular working hours – due to a reason arising within the employer’s scope of operations , – the employee shall be ordered to work for an equal period of time until the end of the working hours, corresponding to the missed working hours , – failing which, the partially or fully missed shift shall be counted as working time. The reason for the missed shift shall be recorded in writing.

8. If the employee performing the travelling service started his/her service and it ended later than the predetermined time, the employee is entitled to a 100% wage supplement for the period
exceeding his/her original working time schedule (Article 41 of the Labour Code), however, the additional working time resulting from the train being late is not considered extraordinary working time (Article 135(4) (d) of the Labour Code). 9. The different rules applicable to employees employed in a scheduled travelling work schedule (tractor travelling) are contained in Annex 10 of the Labour Code.

Special provisions regarding the working hours of employees on a rotating (shift) work schedule

§ 34

1. The employer is entitled to determine the beginning and end of the working hours of employees working in a rotating (shift) work schedule in accordance with the provisions of Section 29 of the KSz. 2. If a shortage of working hours occurs, the employee may be ordered to work for a minimum of 6 hours once

a month to make up for it . 3. Split working hours are not included in the daily working hours (service) (Section 37)

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 23 / 140

4. An employee employed under the work


schedule specified in this Section
may deviate from the previously announced working hours in a maximum of 8 cases per month.

Accounting for working time deficit
§ 35

If the mandatory hours (working hours) of employees employed within the working time frame
are not fulfilled for reasons arising within the employer's scope of operations, the
employee is entitled to basic salary for the lost working hours. [Mt. § 146 (1)]

The different rules applicable to employees employed in a scheduled travelling work schedule (tractor travelling)
are contained in Annex 10 of the KSz.

Restrictions on consecutive night work for workers performing itinerant and round-the-clock services

§ 36

Travelling and shift workers
may be required to work a maximum of two consecutive nights. From this perspective,
night work is considered to be work if one of the shifts is at least 4 hours long and the other
is at least 3 hours long between 10 p.m. and 6 a.m.
The different rules for workers employed on a scheduled travelling schedule (tractor travelling)
are contained in Annex 10 to the KSz.

Split working hours of employees with a rotating work schedule
§ 37

1. In those places of service where the provision of the service allows,
the daily
working hours (service) may be interrupted in the travelling and uninterrupted transport positions based on the provisions of the local appendix. The duration of the interruption of working hours and
the positions affected by the split working hours - taking into account the above
- shall be determined in the local appendix.
In the case of application of this provision, the working hours that can be spent in one shift -
unless otherwise provided in the local appendix - may not exceed 12 hours.
The duration of the interruption of working hours - unless otherwise provided in the local appendix -
may not be less than 4 hours and may not exceed 6 hours

. 2. The parties to the local appendix - if they cannot agree on the above -
are 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 apply to the Mt.
According to the provisions of Section 293 (1) – by making a declaration of submission – an arbitrator is
used. If the parties cannot 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 thereafter act as a body.

3. The employee – unless otherwise agreed – shall be entitled to the interruption of working hours

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 24 / 140

must serve the period at his place of work. In this case, the conditions for rest
must be ensured.

4. If the employee
spends the non-working part of the divided working time at his workplace based on the provisions of point 2.), it is not considered on-call time, however, the rules for remuneration of on-call time must be applied accordingly for this period
. For non-working time spent at his place of work exceeding 40 hours per month,
remuneration equivalent to 110% of the basic wage must be paid.

If a shortage of working time has arisen due to the divided working time (the monthly mandatory hours have not been met), the
employee must be paid, in addition to the basic wage, the remuneration for the non-working time must also be paid,
taking into account the provisions of this point. 5. The time of attendance, - unless otherwise provided in a local appendix - may not exceed

210 hours per month .
(Presence time: working time + time off due to split working time
)

6. The application of split working time does not affect the nature of the uninterrupted working schedule,
if the conditions for the uninterrupted working schedule are otherwise met. [Section 26 (1) f)] In this case, the employee is entitled to
the shift allowance established for the uninterrupted working schedule for the time that is considered working time . 7. Daily working time (service) may only be interrupted (divided) once. 8. If the duration of the interruption of working time due to work ordered during non-working time does not reach three hours, the split nature of the working time shall cease and the period designated as non-working time shall be deemed to be extraordinary working time (Section 40 (1) a) of the Employment Contracts Act) . If the ordered work – calculated within the duration of the interruption – does not affect three hours of non-working time, the employee is entitled to remuneration for extraordinary work for the actual duration of the ordered work. The work order must be recorded in writing by both the person ordering the work (e.g. the dispatcher) and the employee . Settlement can only take place if the two written statements are in agreement. 9. If split working hours are introduced in a standby position, an agreement on the use of longer full working hours cannot be concluded. 10. The term “rest conditions” defined in point 3 should be understood as rest conditions that are appropriate to the given circumstances and possibilities. In this context, it should be examined which conditions and possibilities exist in the given duty station that still satisfy the conditions for rest at an acceptable level. It is advisable for the parties to agree on the conditions for rest in the




















is arranged at a given duty station based on an agreement (e.g. in the local appendix).
In the absence of a different agreement, the conditions for rest are given if at least the
possibility of lying down is provided with a bed. If the possibility of washing oneself without disproportionate effort can also be arranged at the duty station affected by the split working time , then this must also be interpreted as part of the conditions
for rest . 11. In the case of employees employed in a controlled travelling work schedule (tractor travelling), split working time cannot be applied.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 25 / 140

Application of seasonal work schedule

§ 38

1. Seasonal work arrangements may be applied in the following positions in the field of tourism-related work
.

a) positions classified as such in the local appendix
b) customer relations/customer service specialist
c) venue security administrator
d) cashier (personal cashier, ticket issuer at bus stops, billing and
ticket cashier, luggage storage, baggage cashier)

2. The annual working hours of those employed under the seasonal work arrangements (Section 28, Section 4)
shall be determined in the local
appendix in a different monthly and daily breakdown with regard to the main and off-season. Main
season: May, June, July, August,
Off-season: January, February, March, April, September, October, November, December
.

3. The employee's extraordinary work shall be taken into account based on the monthly working hours
, but even in the main season the monthly working hours may not exceed 230 hours.

4. For employees employed under seasonal work arrangements,
the combined granting of the weekly rest day over a longer period of time (maximum every 6 months)
is permitted – with regard to Section 105 of the Labour Code. This provision shall not apply if the employee is employed
under health risks specified in separate legislation, and may only
be applied with the written consent of the person concerned, from the time of the
declaration of pregnancy until the child is one year old in the case of a female employee, and also until the child is one year old in the case of a man raising his child alone . The granting of
one rest day is mandatory after six days of work . 5. In the case of the application of seasonal work arrangements, the remuneration for the period of leave shall be determined on the basis of the annual average daily working hours. 6. An employee employed under seasonal work arrangements may, from 1 May to 31 August – upon prior notification – take one quarter of his basic leave at a time appropriate to his request, provided that he has not done so outside the specified period. 7. For the purposes of this paragraph, the following areas shall be considered to be affected by tourism : - Budapest-Déli railway station - Székesfehérvár station - Service points of timetable area 26 between Balatonszentgyörgy and Tapolca

on the line section
- service points of timetable area 29 between Balatonakarattya – Tapolca

on the line section
- service points of timetable field 30 between Balatonaliga – Balatonszentgyörgy

on the line section
- 30a timetable area service points on the line section between Velence – Agárd

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 26 / 140

Other provisions regarding regular working hours

§ 39

1. The time spent on mandatory training for certain jobs and on mandatory periodic exams
shall be considered working time. The
actual duration of the time spent on mandatory training or periodic exams, or at least the full daily working time, shall be accounted for.

2. The time spent on preparatory training for various exams (specialist exams) – if the
employee’s participation in these is not mandatory – shall not be working time. 3. The employee shall be entitled to absenteeism pay for the necessary and certified duration of

the periodic and extraordinary fitness medical examination requested by the employer . The employee shall be scheduled for the medical examination in advance – as part of his/her working time schedule – and actual duty shall not be planned for the day(s) affected by the medical examination. During the pre-scheduling, at least 4 hours of working time shall be planned for the day affected by the medical examination for employees providing passenger transport services and turn-around services, and 8 hours for employees providing towing services. This can only be deviated from if the employee's medical examination takes longer than this in a predictable manner – taking into account the complex examinations. In the case of a medical examination spanning several days – the employee must be instructed for each examination day – as described above (4 or 8 hours). If the duration of the medical examination on a given day – with justification – takes longer than planned , the duration of the medical examination exceeding the instructed time must be accounted for as extraordinary work (KSz § 41). The employee is also entitled to travel time compensation for the time spent travelling outside working hours. (KSz § 64, point 5 and Annex 10, § 18, point 5). If the employee fails to undergo the medical examination through his own fault – if he does not have a valid medical fitness examination – he must be prohibited from working and is not entitled to wages until the medical examination is completed. Participation in a prescribed medical examination – if the conditions specified in Section 14 of the KSz, Section 59/C and Section 18, Section 2 of Annex 10 are met – is considered a posting. 4. The employee is entitled to wages for working hours lost due to reasons outside the employer’s scope of operations only in the cases specified in the law. However, at the employee’s request, it must be possible for him to make up the time not worked. (The time of making up the time is not extraordinary working time.) 5. a) If the employer wants to interview the employee, he must do so






























primarily during regular working hours according to the working time schedule communicated to the employee in advance (KSZ § 30, point 1)
or with appropriate modification of the working time schedule (KSZ § 31, point 1) .

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 27 / 140

b) If the employee’s hearing under point a)
is not possible within the previously announced working time schedule due to the nature of the job or for other reasons, the employee shall be heard directly in connection with (before or after)
his/her regular working time according to the previously announced working time schedule , the duration of which shall be deemed to be extraordinary work. c) If the hearing under point b) is not possible - taking into account the provisions of Section 99 of the Labour Code - because a longer hearing of the employee is justified, it may exceptionally take place on a day on which the employee is not obliged to work. In this case, the actual duration of the hearings - but at least four hours - shall be considered as extraordinary working time. Similarly, the time of a witness hearing that arises within the employer’s sphere of interest shall also be considered and accounted for as working time. The employer undertakes to ensure that - in the event of the employee’s intention to do so - the employee has the opportunity to use a representative during the hearing initiated by the employer . The employee must be informed of the possibility of using a representative as described above at the same time as the notification of the hearing date . 6. The different rules applicable to employees employed in a scheduled travelling work schedule (travelling towing) are contained in Annex 10 to the KSz.

CHAPTER 3
EXTRAORDINARY WORKING HOURS

Section 40 of the Act on Extraordinary Work

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

a) work that deviates from the working time schedule (except for train delays)
, b) work performed in excess of the working time frame,
c) work performed on a rest day ,
d) work on a public holiday ordered as extraordinary work
, e) work ordered during standby, and
f) the
duration of on-call duty.

In the event of ordering extraordinary work in accordance with point b), the starting and ending times
of the period (service) ordered as extraordinary work must be precisely determined when communicating the working time schedule. If the employer performs
the service or part of the service thus designated , remuneration for the working time performed shall be due – under the title of work in excess of the working time frame – if the service or part of the service

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 28 / 140

a) in extremely justified cases for employees providing travelling and round-the-clock service,
and
b) if this is due to the cases specified in paragraph (2) of Section 108 of the Civil Code, or if
there is another objective obstacle to the written order. 4. Work ordered in the event of exceptional weather conditions, in order to maintain traffic,

falls within the scope of the cases specified in paragraph (2) of Section 108 of the Civil Code, and is therefore not subject to restrictions. 5. A three-copy receipt must be issued for the settlement of extraordinary work, of which 1 copy is given to the employee, 1 copy to the supervisor, and 1 copy to the human service provider . A receipt for the settlement of extraordinary work does not need to be issued for those providing travelling services, those employed in an uninterrupted work schedule, and those performing operational disruptions (including those participating in the restoration of accidents and natural disasters ). 6. This Section. For the purposes of this Act, extraordinary work is deemed to be ordered on a public holiday if it takes place during the periods specified in Section 54/A of the Labour Code. 7. The different rules applicable to employees employed in a scheduled travelling work schedule (travelling towing) are contained in Annex 10 of the Labour Code.

Remuneration for extraordinary work

§ 41

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 29 / 140

5. Overtime work shall primarily be compensated in cash. If, upon the employee’s
written request, the overtime work allowance is replaced by time off, the
time off equal to the overtime work shall be granted at the time requested by the employee , provided that the employee has submitted the request by the time that allows
the employer to unilaterally schedule working hours . If the overtime work allowance is replaced by time off, all wage elements – with the exception of the overtime work allowance – shall be settled for the period of the overtime work. However, in the case of replacing work on a rest day with time off (designating another rest day), a 50% overtime work allowance shall be settled in accordance with Section 143 of the Labour Code. 6. An employee employed under a flexible work schedule shall not be entitled to time off or monetary compensation for overtime work . 7. Absence due to lawful exemption from the obligation to work (Mt.55.§) – in particular, illness that renders you unable to work and the duration of leave – may not result in extraordinary work or lack of working time. 8. The different rules applicable to employees employed in a directed travelling work order (tractor travelling) are contained in Annex 10 to the KSz. The different rules applicable to employees employed in regional vehicle insurance directorates and railway vehicle repair organisations are contained in Annex 11 to the KSz.

The readiness

§ 42

1. Standby is defined as service to be performed at a location designated by the employee – accessible with regard to the place of work – during which the employee
is required to be ready to work for a specified period of time outside of normal working hours.
The employer is required to accept the employee’s place of residence or residence – if it
is accessible with regard to the place of work – as the place of performance of standby.
The employee
is not subject to any further notification obligation beyond the notification of the place and method of availability.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 30 / 140

If the employee
has spent the standby period at the employer's premises with the employer's prior consent or on the basis of a separate written agreement, the
provisions of Section 43, point 2 shall apply to his remuneration.

7. In the case of work ordered during standby (Section 40, point 1.e) of the Employment Code),
the employee is entitled to remuneration pursuant to Section 41 of the Employment Code from the time of the alert until his return to the place of standby.
In the absence of a different written agreement, the employer is obliged to transport the employee to the
place of work and to the place of standby after the work is completed
.

8. For the purposes of this Section, standby is deemed to be ordered on a public holiday if
it takes place during the periods specified in Section 54/A of the KSz.

9. The different rules applicable to employees employed in a scheduled travelling work schedule (tractor travelling)
are contained in Annex 10 of the KSz.

The duty

§ 43

1. On-call duty is defined as availability at a place and time specified by the employer – outside the employee’s regular working hours. 2. The remuneration for on-call duty is: - 50% of the basic wage in the case of on-call duty ordered on a working day, - 65% of the basic wage in the case of on-call duty ordered on a rest day or public holiday . In the case of on-call duty, the conditions for rest must be ensured. Point 10 of Section 37 shall be applied accordingly with regard to the conditions for rest . For the purposes of this Section, on-call duty is considered to be ordered on a public holiday if it takes place during the periods specified in Section 54/A of the Employment Act.

CHAPTER 4

THE REST TIMES

The break between work

§ 44

1. If
the duration of the daily working hours according to the schedule and/or extraordinary working hours different from the working hours schedule
a) exceeds six hours and 20 minutes,
b) exceeds nine hours, an additional 25-minute
break must be provided to the employee.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 31 / 140

2. A local appendix may establish a longer break than that set out in point 1, taking into account technological and work organisation interests .

3. The place where the break is to be taken
is determined by the local appendix, or in its absence by the employee. The period within which an employee employed in a non-standby position is entitled to take a break shall be determined in a local appendix. In a stand-by position, the break is part of the working time pursuant to point a) of paragraph (3) of Section 86 of the Labour Code , therefore, in these positions, no separate provision shall be made on the granting of a break and the period available for taking it , nor shall the provisions of paragraphs (5)-(6) of Section 103 of the Labour Code and points 4-7 of this Section apply. 4. Based on the provisions of the local appendix, after at least 3 hours of work, breaks between work hours – 45 minutes in duration – must be granted in a combined manner, provided that technological conditions allow this. 5. Based on the provisions of the local appendix, the employee’s second break between work hours (25 minutes) may also be granted in installments of at least 10 minutes. The employee is entitled to HUF 800 per day shift if the break between work hours is granted in more than two installments. In night shift, the break between work hours may be granted in a maximum of two installments. If the break between work hours is granted in two installments during night shift, the employee is entitled to HUF 600 per shift. 6. In the case of split working hours, if the working hours according to the schedule prior to the start of the interruption of working hours do not exceed six hours, – based on the provisions of the local appendix – the break between work of an employee employed in a non-standby type position may also be granted during the part of the service affected by the interruption. In this case, the employee’s time at work is not extended by the duration of the break between work granted during the part free from work. 7. In non-standby type positions, the break between work is not considered working time, the working time lost due to this may be completed on the given working day (service day) within the presence time or during the working time specified in the working time frame, taking into account the local technological requirements and employment aspects . (Presence time = daily working hours according to the schedule + duration of the break(s) between work)

Granting of breaks between work for employees providing travelling services
Section 45

The provisions of Section 44
shall apply to employees providing travel services with the following exceptions.

1. For the purpose of granting travel services to employees providing travel services,
appropriate periods shall be designated in the staff rotations within which the
travel services shall be granted. If,
due to extraordinary technological reasons or an event specified in Section 108(2) of the Labour Code, any travel services
shall not be granted until the start of the reporting period, such time
shall be paid at 175% of the basic wage in addition to being recorded on the service record. The application of this provision alone shall not
result in extraordinary working hours.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 32 / 140

2. No break may be granted on a train, even in the case of a self-paid journey, as the
conditions for taking a break are not ensured.

3. Different rules for employees employed in a scheduled travelling schedule (tractor travelling)
are contained in Annex 10 to the KSz.

Daily rest period for those providing passenger transport services and those working in shifts

§ 46

1. The daily rest period for those providing passenger transport services is 12 hours, which must be taken into account from the
time they arrive at their home (permanent or temporary place of residence) until they leave for work (travel time). The travel time, up to a maximum of 6 hours, must be determined in the local appendix in proportion to the distance between the locations concerned. The local appendix may deviate from the 12-hour rate, but it is mandatory to ensure at least 8 hours of rest time at home . 2. The daily rest period for those on a rotating (shift) work schedule is 12 hours, which must be taken into account from the time they arrive at their home (permanent or temporary place of residence) until they leave for work. The local appendix may deviate from this rate – in the cases specified in paragraph (2) of Section 104 of the Labour Code – but the daily rest period may not be less than 8 hours. 3. The different rules applicable to employees employed in a scheduled travelling work schedule (tractor travelling) are contained in Annex 10 of the KSz.

Different provisions regarding rest days for those providing travelling services and those working in shifts

§ 47

1. The two rest days per week of those performing shift work or travelling service shall be
designated and granted in such a way that there is at least 48 hours of uninterrupted rest between two shifts
. The 48-hour rest period shall be provided at least once a month in such a way that it
includes a full Saturday and Sunday.
In the case of those performing travelling service, this rest period may only be designated with the employee’s prior consent
for the weekend when the Saturday preceding the Sunday
has been declared a working day in accordance with Section 102(5) of the Labour Code.

2. Rest days (rest periods) shall be designated in the working time schedule published in accordance with Section 30(1) of the Labour Code
and the employee shall be demonstrably notified thereof.
The rest day (rest period) shall be designated with its starting and ending times.

3. In the case of an employee employed
in a standby position, in an uninterrupted, multi-shift work schedule,
in a directed travelling work schedule, or in another work schedule,
more than two rest days may be granted within the applied working hours
. After six days of work, one rest day is mandatory. 4. Instead of the rest days specified in points 1.-2. of this §, the employee may also be granted an uninterrupted rest period of at least 42 hours per week in accordance with Section 106 of the Labour Code

.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 33 / 140

in. In this case, however, the employee
must receive at least 48 hours of weekly rest on average over the working time frame.

In the case of non-travelling employees performing shift work,
the weekly rest
must be provided at least once a month either – between 0:00 on Saturday and 24:00 on Sunday, or
– between the shift change on Saturday morning and the shift change on Monday morning
, in such a way that its duration reaches 47.5 hours, and the
period from 8:00 on Saturday to 5:00 on Monday morning also falls within that period. In the event that the employee
ends his service before his weekend rest period at a location other than the one at which he must report for work after his weekend rest period, the rest period must reach
46.5 hours .
Weekend rest time allocated in this way
shall be considered allocated for the given week, regardless of how many hours of it fall within the given calendar week
(weekend rest time).
The period from 8 a.m. on Saturday to 5 a.m. on Monday
may be determined differently by the local appendix, but a full Sunday day must be included in the weekend rest time.

5. Different rules for employees with extended shift work schedules and rotating (shift) work schedules
:

a) Employees with extended shift work schedules and extended permanent daytime work schedules
shall be provided with two rest days per week between two shifts, so that two consecutive
calendar days per week are designated as rest days. At least once a month, the two
rest days per week shall be granted on Saturday and the following Sunday. b) In the case of a four-shift work schedule, the weekly rest time shall be provided during the long (46–50-hour) free time

between the two shifts . c) In the case of a 12/24 work schedule, the weekly rest period must be provided by means of an exchange. d) If the employee's work schedule changes (e.g. from a four-brigade shift to a 12/24 shift), the rest period must be provided according to the changed work schedule, of which the employee must be notified in advance. 6. Different rules for mobile workers: a) At least once a month, the rest period must be provided so that its duration extends from midnight on Saturday to 6 am on Monday. b) If the mobile worker performs his work according to the work schedule according to point 5, his rest period can also be determined according to point 5. 7. Based on the provisions of the local appendix, weekly rest days can also be assigned to non-consecutive (continuous) days for extended shift workers, extended permanent day workers and

















in the case of employees employed under other work schedules. In this case,
Sunday must be designated as a day of rest at least once a month.

Study work time discounts

§ 48

1.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 34 / 140

1. If the employee
participates in a course of training that qualifies as a correspondence course, as 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 the 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,
the employee is not entitled to a study working time allowance under this Section if
the number of theoretical hours is less than 24 hours, or if the given course training
ends with a practical exam only, without a theoretical exam.

3. If the training ends with an official exam(s), the employee
is entitled to 1 additional working day (8 hours) of free time for each official exam.

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

5. The working time allowance serves the preparation for the exam, therefore it cannot
be used retrospectively.

6. The employee is entitled to an absence allowance for the duration of the study working time allowance.

7. The time the employee participates in the studies pursuant to this Section shall be
considered and accounted for as working time, and the employee shall be instructed in advance as part of his/her working time schedule
.

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

Extraordinary freedom

§ 49

1. Employees holding the following positions
shall be granted, upon their request, two working days of extraordinary leave per calendar year.

- ticket inspector,
- chief ticket inspector,
- chief conductor inspector,
- carriage inspector,
- service inspector
- on-board ticket inspector

2. Extraordinary leave shall be granted at the time specified by the employee, provided
that the employee has notified his/her request
in writing no later than the date of notification of the working hours for the month in which the extraordinary leave is to be taken
. From the notification deadline, the employee is entitled, in particularly justified cases, to

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 35 / 140

deviate.
Extraordinary leave not taken in the relevant year cannot be
taken after the relevant year.

3. For the duration of the extraordinary leave, the employee
is entitled to remuneration at the rate specified in Section 146 (5) of the Labour Code.

Compensatory leave and production break

49/A.§

1. An employee who works at least three hours a day at a workplace exposed to ionizing radiation
is entitled to five working days of additional leave per year. 2. Due to the end-of-year holidays , a production (activity) break may be ordered for technological reasons

in areas not directly related to traffic or in the organization of railway vehicle repairs.” 3. A female employee who has certified blood donation 3 times in a given calendar year, and a male employee who has certified blood donation 4 times in a given calendar year, is entitled to two working days of additional leave in the following calendar year. Blood donation can be certified 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 pursuant to a separate law, or by a healthcare service provider or other institution with an operating license issued for the blood donation service. 4. The employee is entitled to one working day of additional leave for the first time starting from the calendar year in which he reaches the age of sixtieth.

Management of employees providing travelling services after leave
§ 50

If the employee providing the traveling service is on known leave at the time of preparing the work schedule , the employee may be ordered to work for 6 hours
on the following working day at the earliest.

Issuance and accounting of leave and sick leave
§ 51

1. Holiday and sick leave –
in accordance with the provisions of Sections 124 and 126 of the Labour Code – shall be granted on working days according to the working time schedule in such a way that the employee employed in a work schedule other than the general one is exempted from the obligation to work for the same period of time as the schedule during the granting of
holiday (sick leave) and the granted holiday shall be accounted for and recorded in the same number of hours. 2. For the days of holiday and sick leave that can be planned in advance by the employer when preparing the order (known when preparing the working time schedule), the full daily working time valid for the employee’s job must be planned and accounted for.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 36 / 140

Leave known at the time of drawing up the work schedule may be granted on or starting from a Monday affected by the weekly rest period of travelling employees pursuant to Section 47, Section 6.a)
. 3. For workdays (services) affected by absence due to illness

that is not yet planned at the time of drawing up the work schedule , the planned (as directed) working time not worked (missed) according to the work schedule applicable to the employee shall be calculated in accordance with the rules applicable to the employment relationship. 4. In the event of exceptionally important economic interests or a reason that directly and seriously affects its operation, the employer is entitled to grant one quarter of the leave no later than 31 March of the year following the due date (Mt.123, Section (5) paragraph c)) 5. During the granting of leave, the part at the disposal of the employer may also be granted in installments of a duration not exceeding 14 consecutive days . No leave may be granted to make up for a shortage of hours arising from a reason arising within the scope of the employer's operations . When granting leave , the fair interests of the employee must also be taken into account. The employee is entitled to use the available leave (7 working days) in several installments . The employer cannot modify the working time schedule for the duration of the leave . 6. Both the employer and the employee are required to comply with their obligation to notify the employer of the date of the leave in writing at least seven days before the start of the leave .

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 37 / 140

CHAPTER 5

RULES FOR REMUNERATION OF WORK

Determining the basic salary

§ 52

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

2. The Local Appendix may only, if authorized by the Collective Agreement,
a) establish a new legal title regarding the remuneration of work, or
b) increase certain remuneration rates established in the Collective Agreement

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

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

§ 53

1. The wage of an employee performing a job specified in Annex No. 6
shall be determined in accordance with this Section, provided that a) he/she has become permanently unfit
to perform his/her job due to a deterioration in his/her health resulting from service , and therefore must be employed in another job, if b) the employee's service period in the jobs specified in Annex No. 6 reaches 15 years. (The jobs specified in Annex No. 6 cannot be interpreted broadly, and the period of performance of other activities cannot be taken into account. If the employee has worked in more than one of the jobs specified in Annex No. 6 , these periods must be added together.) 2. Permanent health incapacity to perform the job may be determined only by an occupational health specialist. 3. After the employee has been determined to be permanently unfit for his/her job, he/ she must be offered a job for which he/ she has the necessary qualifications and health suitability, and in case of filling such a job, he/she will not suffer any loss of earnings compared to his/her previous absence pay. 4. If the employer terminates the employment of an employee who cannot be employed in his/her original job due to permanent unfitness for a reason related to the employer's operations within 1 year after the determination of the unfitness , he/she shall provide an additional 5 months of social benefits in addition to the severance pay due under the Labour Code and the Collective Labour Agreement. 5. If the employee is further employed in a job in which the absence pay does not reach 85% of the absence pay available in his/her previous job, the employee's salary must be supplemented to this extent (wage supplement). When determining the available absence pay, the employee's previous detailed planning unit, job title and work schedule must be the same as the active and legal-statistical

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 38 / 140

the average (median) of the absence fees of employees in the workforce shall be taken as a basis.
In the absence of a job as a basis for comparison, the personal allowance
shall be increased by the average annual wage increase achieved at the employer .
If the employee is later employed part-time, the
available absence fee specified above may only be taken into account in proportion to this.

6. The wage supplement shall be paid as a personal allowance against the wage cost.

7. The amount of the personal allowance shall be reviewed every six months, no later than 31 January and 31 July
, or when the employee's basic wage changes, and
shall be modified if necessary.

8. When determining the amount of the personal allowance to which the employee is entitled,
the total amount of the accident allowance, the regularly paid compensation or other allowance shall
also be taken into account.

9. The provisions of this Section do not apply
to those entitled to rehabilitation care under separate legislation regulating this matter.

WAGE ALLOWANCES Shift allowance

§ 54

1. The amount of the shift supplement for employees employed in a multi-shift work schedule
is:
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. 2. Employees employed in an uninterrupted work schedule are entitled to a shift supplement

equivalent to 30% of the basic wage for the actual working hours . 3. Employees employed in an extended shift work schedule and an extended permanent daytime work schedule are entitled to a shift supplement equivalent to 10% of the monthly basic wage if the average daily working hours reach 11 hours. 4. For the purposes of this paragraph, the basic wage includes the basic wage, the non-bonus fee for extraordinary work, and the performance wage. 5. Shift supplement may only be calculated for the actual working hours or for the period recognized as such by a provision of the KSZ. 6. In the case of a work schedule determined in accordance with Section 29, point 1, subparagraph i), the amount of the shift allowance must also be set out in the local appendix. 7. The different rules applicable to employees employed in a directed travelling work schedule (tractor travelling) are contained in Annex 10 to the KSz.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 39 / 140

Compensation for working on public holidays

Section 54/A

Language proficiency allowance

§ 56

The
employer regulates the rules for special benefits to which employees are entitled based on their knowledge of a foreign language in a separate instruction.

Ticket sales and post-payment commission

§ 57

A specified amount of ticket sales and service commission, or post-payment and service commission, shall be calculated on the revenues arising from railway transport , and an international passenger traffic commission shall be calculated
on the revenues arising from international transport
.
The calculation procedure for the commission is contained in Annex 5, with the provision that the entitlement
may be extended to other positions.

Supervisory allowance
§ 58

1. In those jobs where
work under supervision is required by law or employer instructions, an employee who provides training (supervision) on a special assignment is entitled to a supplement
equivalent to 30% of their basic salary for the period of work under supervision .

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 40 / 140

2. For the purposes of this regulation, supervised work shall be defined as
that part of the service of the supervising employee and the supervised employee
during which the supervised employee actually performs his/her work together with the supervising employee
, including the check-in and check-out times.


3. The supervision allowance shall also be payable to an employee performing occupational safety supervision
on a separate assignment.


4. The employee shall be obliged to train or supervise another employee only
on the basis of a separate, written assignment to this effect. On the basis of the written assignment, the employee
shall be liable for the person being trained and for his/her work.

Employment other than employment contract

(Common rules for redirection, posting, secondment)
§ 59

1. Employment other than an employment contract shall be deemed to be:
a) reassignment, or its special form is substitution
b) secondment
c) assignment

2. The total duration of employment other than an employment contract specified in points a)-c) of point 1
may not exceed 1056 hours per calendar year.
In the event of an agreement pursuant to point 2 of Section 59/A, the 1056 hours may be increased by the number of hours of the reassignment exceeding 528 hours
.

3. If, during the duration of employment other than an employment contract specified in points a)-c) of point 1, the employee is exempted from fulfilling the work obligation for a period
of at least one working day (service) , the period of absence shall not be included in the duration of employment other than an employment contract. 4. The work-free part of the split working time shall be included in the duration of the ordered work . 5. Employment other than the employment contract specified in points a)-c) of point 1 shall in all cases be ordered in writing and, if possible, in advance, simultaneously specifying its expected duration, the tasks to be performed and indicating the remuneration due for it, as well as its legal basis. If it is not possible to order in writing in advance, the order must be recorded in writing within two working days from the start of the employment other than the employment contract . 6. Employment other than the employment contract may not cause disproportionate harm to the employee - in particular with regard to his position, qualifications, age, state of health or other circumstances .

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 41 / 140

7. For employment other than that covered by an employment contract, the provisions of Sections 53, 58 and 60 of the Labour Code
shall apply.

Redirection
59/A.§

1. Work is considered to be reassignment if the employee –
for reasons related to the employer’s operations, temporarily –
performs tasks belonging to another job instead of or in addition to his/her original job, based on the employer’s instructions. The
duration of work based on reassignment may not exceed 528 hours per calendar year. 2. Reassignment may exceed the duration specified in point 1 by a maximum of 352 hours

– based on the provisions of the local appendix to the Collective Labour Agreement
or on the agreement between the employee and the employer . 3. For the duration of the reassignment, the employee is entitled to remuneration based on the work actually performed, but this may not be less than the pro-rata absence fee. If the employee is transferred to a higher MMK classification job compared to his/her own job, in addition to the remuneration determined as 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 .

Substitution

59/B.§

1. Redirection (CS 59/A.§) is considered as substitution if the
employee, in addition to performing his/her job duties, performs
tasks belonging to another job in such a way that the duration of the work belonging to the two jobs cannot be separated
. Substitution is also considered as the fact that the employee performs the given service
in the given duty station in such a way that the technological staff number specified for the job performed by him/her is not ensured. 2. The substitution fee due to the employee performing the substitution must be determined, taking into account the quantity and nature of the additional task, in such a way that its amount is at least 20% of the basic salary of the substituted employee, but if several employees perform the substitution simultaneously, the amount of the substitution fees may not exceed 40% of the basic salary of the substituted employee. 3. If the basic salary of the replaced employee cannot be determined, the basis for calculating the replacement fee is the median basic salary of employees holding similar positions in the given organizational unit .

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 42 / 140

Mission

59/C.§

1. Work is considered a posting if the employee temporarily – on the instructions of the employer – performs his job duties
outside the place of work specified in his employment contract . The posting of an employee normally employed outside the premises is governed by the provisions set out in Section 14, Point 3 of the KSz. 2. The extent of posting may not exceed 352 hours per calendar year. In derogation from this provision, in positions of lecturer (administrator) or higher, a local appendix may authorize the ordering of 528 hours by specifically defining the positions concerned . 3. Different rules for employees employed in a directed travelling work order (tractor travelling) are contained in Annex 10 of the KSz.

Assignment
59/D.§

1. Work is considered secondment if the employee performs his/her work temporarily,
on the instructions of the employer – based on an agreement between the employers – for another employer. 2. During secondment – ​​unless otherwise agreed – the rights and obligations arising from the employment relationship are vested in and burdened by the employer to which the employee was seconded. The right to terminate the employment relationship may only be exercised by MÁV-START Zrt, as the seconding employer. The employee must be informed of the person exercising the employer’s rights . 3. In the event of secondment – ​​unless otherwise agreed – the employee is entitled to the wage according to the employment contract . If the employee performs tasks that are not part of his/her job during the secondment, in whole or in part, the provisions of KSz 59/A.§-59/B.§ shall be applied accordingly with regard to determining the wage due to the employee. 4. In the event of secondment, the provisions of the collective agreement covering the employer at the place of secondment on working hours and rest periods, as well as – if more favorable to the employee – on remuneration for work, shall apply during the employment of the employee.

Amendment of fixed-term employment contract
Section 60

1. The employer and the employee may agree, within the framework of an employment contract amendment (agreement)
, that the employee
will be employed for a fixed term in a manner different from that set out in the employment contract.

2. The parties are entitled to terminate the agreement with a fifteen-day notice period.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 43 / 140

3. After the expiry of the fixed term or, in the event of termination of the agreement,
after the expiry of the notice period, the employee shall continue to be employed in accordance with his employment contract, and
his salary shall be adjusted in view of the wage increase that has occurred in the meantime.

4. For the period of employment other than that provided for in the employment contract, the employee shall be entitled
to the basic salary prescribed for the position held, or – if this cannot be determined – to the average basic
salary of employees holding the same or similar position in the given organizational unit
. If the position has a lower basic salary, the employee
shall be entitled to the withdrawal salary corresponding to the lower position.

Allowance for regular driving of company vehicles

§ 61

The head of the organizational unit operating the company vehicle, if
he does not employ a driver whose main occupation is to drive the given vehicle,
may agree with his employee that in addition to performing the employee's job
, he will also regularly perform the task of driving the vehicle.

The conditions for this are as follows:
a) the performance of the job or task is thus more economical, and

b) the employee has a valid driving license for the given vehicle category. 1. The employee is entitled to a driving allowance of 7 HUF/km

for the certified km driven – regardless of the type of vehicle driven . 2. The provisions of this paragraph shall also apply if the vehicle driven by the employee is rented by MÁV-START Zrt.

Group leader allowance

§ 62

An employee who regularly performs team leader duties specified in a separate employer's instruction is entitled to a salary supplement equivalent to 10% of the basic salary, based on the employer's written order
.

Special remuneration for work other than technological staffing

63.§1

Special reward for official testimony

63/A.§

If the employee's testimony before the authority takes place -
for reasons within the employer's sphere of interest - on his weekly rest day (rest time), day off or during his vacation
, the employee is entitled to a special remuneration of 8,000 HUF/day.

1 If the provisions set out in points 1.1-1.2 of Annex 9, valid until 31 December 2020,
are not extended, then from 1 January 2021, the
text of the Collective Agreement in force immediately prior to 1 August 2019 will be in force and applicable with regard to Section 63 .

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 44 / 140

Time spent taking evidence and traveling is not considered working time.

Connection surcharge
Section 63/B

If a wagon inspector, vehicle mechanic or employee providing a towing service
has connected or disconnected railway vehicles, or has physically
assisted in doing so, he is entitled to a supplement of HUF 400 per connection. There is no connection supplement if the connection activity only included connecting or disconnecting
electric and/or remote control cables, or for vehicle connections carried out within the maintenance site.

COST REIMBURSEMENTS

Reimbursement of expenses of employees performing domestic official missions

§ 64

1. A daily allowance of HUF 500 shall be paid to cover the additional costs of food for an employee on a secondment . 2. The daily allowance referred to in point 1 shall be paid by working days or shifts based on the working time schedule . 3. The daily allowance shall also be paid if the total duration of the secondments within one working day (shift) reaches 6 hours. 4. In the case of a permanent (uninterrupted) secondment outside the area of ​​the home regional center of at least five working days, the employee is entitled to the following cost reimbursement in addition to the amount specified in point 1: - HUF 120/shift for up to 44 working days - HUF 230/shift for over 44 working days. The employee is not entitled to the amount referred to in this point if he/she is participating in a residential (day-time) course or receives a daily allowance based on a special instruction. 5. If the travel time calculated in accordance with Section 105(7) of Act XXII of 1992 falls outside the working time according to the employee’s working time schedule, the employee shall be entitled to basic salary for the travel time – with the exception of those employed in a flexible working time schedule. Travel time shall be calculated separately for each calendar day. 6. The different rules applicable to employees employed in a scheduled travelling work schedule (tractor travelling) are contained in Annex 10 to the KSz. The different rules applicable to employees employed in regional vehicle insurance directorates and railway vehicle repair organisations are contained in Annex 11 to the KSz.

Reimbursement of travel expenses related to commuting to work
§ 65

1. For the employee,
reimbursement of the cost of commuting to work using his own vehicle as stipulated in the Act on Personal Income Tax

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 45 / 140

The same amount of reimbursement is payable if

a) there
is no public transport between the employee's permanent or temporary place of residence and his/her workplace,

b) due to the employee's working hours, he/she cannot use public transport or
would only be able to use it with a disproportionately long waiting time. The
disproportionate waiting time can be determined based on an examination of the employee's personal, family and other circumstances
, but a waiting time exceeding the time required to travel or exceeding two hours
is in any case considered disproportionately long,

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 use public transport.

Otherwise, in accordance with Government Decree 39/2010. (II.26.) The relevant provisions of the decree shall apply

. 2. In the case of ticket inspectors, head ticket inspectors, chief inspectors, on-board ticket inspectors,
carriage inspectors, line shunting drivers (Balatonfenyves GV), and personal cashiers who cannot use public transport
for the first train or the last train, as well as for the related cashier opening hours, a reimbursement of 28 HUF/km for the use of a private car may be granted in the decision-making procedure specified in the relevant instruction - with individual assessment for each employee . 3. The different rules applicable to employees employed in a directed travelling work order (tractor travelling) are contained in Annex 10 to the KSz”

WAGE PROTECTION

Salary advance

§ 66

A wage advance may be granted upon request by an employee with at least 6 months of employment
. 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 request after starting work.

The upper limit of the wage advance – taking into account the employee’s net wage and
deductions from his wage – is HUF 240,000, with a repayment period of up to six months.

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

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

Provisions relating to the payment of wages
Section 67

The employee's salary is paid once a month in arrears, by the 10th day following the month in question.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 46 / 140

must be transferred to the financial institution account specified by the employee in advance in such a way
that the employee can dispose of his/her wages on the specified day at the latest. Wage payments at a time other than the
wage payment day
can only be made in the event of payment of the advance wage and termination of the employment relationship.

Calculation of absence fee

§ 68

If, based on the provisions of the employment relationship rule or the agreement of the parties, the
employee is entitled to an absence pay for the absence from work, it
shall be determined – in contrast to the provisions of the Employment Act – as follows:

a) If the employee has a working time schedule for the duration of the absence
, the employee shall be entitled to the basic wage for one hour
(§ 26, point 3 of the Employment Act) as an absence pay for one hour and – if, during the period of exemption from work, he would have been entitled
to a shift supplement (§ 54 of the Employment Act) or a night supplement (§ 55 of the Employment Act) based on the relevant working time schedule
– he shall also be entitled to the wage supplements listed above calculated for one hour.

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 (
Section 26, Section 3 of the Employment Act) and the
wage supplements payable for one hour as determined in accordance with Sections (1)-(5) of the Employment Act.

In the application of this subparagraph, the employee does not have a working time schedule valid for the duration of the absence
if he is not obliged to work based on a rule relating to the employment relationship or
an agreement between the parties.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 47 / 140

CHAPTER 6

NON-SALARY REMUNERATION SYSTEM OF MÁV-START Zrt.

I. BENEFITS ACCORDING TO SUBJECT RIGHTS

Insurance services
§ 69

1. The employer undertakes to
provide services in accordance with Section 77 of the KSz in the event of an accident at work to the employee.

2. The employer also provides services for the benefit of the employee in the event of a death not due to an accident at work
, the amount of which is HUF 750,000. This amount will be
paid to the heir (beneficiary).

3. The employer is obliged to make the list of services available to the trade unions annually, together with the related procedure
, and to publish it annually in the MÁV-START Newsletter , and, if insurance is taken out, the draft contract must be submitted to the trade unions for
prior opinion. 4. The employer or the insurer acting on its behalf shall fulfill its payment obligation set out in points 1 and 2 within 30 days of becoming aware of the event and submitting the necessary documents.

Subsidies due to the right of the subject
69/A.§

1. If the employee does not fall under any of the exclusion or reduction conditions specified in this Section
, he/she is entitled to a SZÉP Card hospitality sub-account benefit in the net amount of HUF 92,900 in 2020.
If the employee does not have an OTP,
K&H, or MKB SZÉP card, the condition for entitlement is that the SZÉP Card application
form is submitted to the customer service of the MÁV Szolgáltató Központ Zrt. Human Services organization by November 30, 2020 at the latest. 2. If the employee's employment relationship is established or terminated during the year, the employee is entitled to the benefit under point 1 in proportion to the calendar days falling within the period of entitlement, and in the case of part-time employees, in proportion to the working hours . 3. In the case of an employee who is in the statistical register on 31 March 2020 and meets the eligibility conditions specified in point 1 , the transfer to the sub-account will be made in one lump sum by 30 April 2020. In the case of an employee who enters into an employment relationship after 31 March 2020 or meets the eligibility conditions, the transfer to the sub-account will be made no later than the last day of the month following the given calendar quarter, and by 15 December for the fourth quarter. 4. Contrary to the provisions of point 1 , an employee who takes unpaid leave for the purpose of caring for or looking after his or her child at home during the entire calendar year is entitled to the SZÉP Card hospitality benefit in the net value of HUF 20,000, for which the transfer

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 48 / 140

takes place in November. In this case, however, the employee is not entitled to the
Employee Loyalty Benefit amount under Section 72. 5. If the employee does not take unpaid leave for the entire calendar year

for the purpose of caring for or looking after his/her child at home , he/she is only entitled to the remuneration under Section 4 pro rata for calendar days. In this case, however, for the rest of the calendar year - not affected by unpaid leave for the purpose of caring for or looking after his/her child at home - the employee is entitled to the Employee Loyalty Benefit amount calculated pro rata for the time, as provided for in Section 72. 6. If the employee takes unpaid leave not mentioned in Sections 4-5 , he/she is not entitled to the benefit under Section 1 from the first day of unpaid leave . 7. The employee is also entitled to the benefit under Section 1 for the duration of the probationary period. 8. An employee participating in the MÁV-ÉVEK program is entitled to the benefit under point 1 during the first 90 days of the program. If the employee participated in the MÁV-ESÉLY program before the MÁV-ÉVEK program, the benefit must be reduced by the benefit paid for the months actually spent in the MÁV-ESÉLY program.

Clothing supply
§ 70

II. BENEFITS RELATED TO EXTRAORDINARY LIFE SITUATIONS

Benefits related to extraordinary life situations
§ 71

1. The employer
shall provide a budget of HUF 3,300/employee for benefits related to extraordinary life situations. 2. In cases deserving special consideration, social assistance may be provided to

employees who find themselves in extraordinary life situations or are in need due to their social situation . 3. An employee who buries a direct relative or spouse may – based on the joint consideration and decision of the employer and the works council – be granted a funeral allowance not exceeding HUF 60,000. The funeral allowance may be paid by simultaneously attaching a copy of the death certificate and the funeral invoice issued in the applicant’s name , as well as a copy of a document proving the degree of kinship .

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 49 / 140

III. EMPLOYEE LOYALTY BENEFIT

Employee loyalty reward
§ 72

1. The benefit under this Section is entitled to a full-time, full-time
employee in the statistical staff, 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 2020 is
HUF 350,000 gross, which is paid in December, in monthly payments.

2. Furthermore, the employee who established an employment relationship
after the first day of December of the year preceding the payment, but no later than the
last day of October of the current year, which continues to exist continuously on the last
day of November of the current year, is also entitled

to the benefit under this Section pro rata temporis. 4. The employee is entitled to benefits under this Section for the calendar days spent in employment during the accounting period , as follows.

- If the duration of unpaid leave does not exceed 30 days,
this period is considered qualifying time.
However, the entire duration of uninterrupted unpaid leave exceeding 30 days is not considered qualifying
time.

- An employee who has been on an uninterrupted disability list for more than 90 days
is not entitled to the pro-rata benefit from the 91st day, unless
the employee was placed on disability list due to an accident at work.

- If the employee does not spend
at least 30 consecutive days in the work force between the periods of two or more periods of incapacity for work, then the periods of incapacity for work –
with the exception of work accidents – must be added together and if the combined period of two or more periods of incapacity for
work reaches 91 days,
the part exceeding 90 days of the period calculated in accordance with the above
shall be disregarded when calculating entitlement.

The employer
may deviate from the application of the above rule, if there is a justifiable reason, if the
employee actually works between the periods of two or more periods of incapacity for
work. However, actual work does not include
the duration of vacation and downtime.

- In the case of an employee who is absent without justification, the
number of calendar days spent in employment must be reduced by the number of days spent absent without justification.

- In the case of employees entering or returning from the legal workforce, the
number of calendar days spent in employment must be reduced by the number of days spent in the legal workforce
.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 50 / 140

5. An employee who, during the accounting period,

a. the employment relationship has ended, or

b. is serving his/her notice period, or

c.
is exempted from the obligation to work in connection with the termination of his employment relationship.

6. However, an employee who is entitled to a pro rata share of the benefit,

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 notice of 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 Civil Code or

⎯ became entitled to early retirement benefits in accordance with Act CLXVII of 2011 on the abolition of early retirement pensions, early retirement
benefits and service benefits .

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.

Bodies exercising the right to decide together with the employer on certain fringe benefits

§ 73

In the awarding of benefits falling within the scope of Section 263 of the Labour Code, the works council
(works representative) exercises the right of co-decision with the employer.

Effective from 01. 01. 2021 in a unified structure
Apply: from 01. 01. 2021

Page 51 / 140