Collective Agreement between the National Aerospace University "Kharkiv Aviation Institute" and the Primary Trade Union Organization

Collective Agreement
between the National Aerospace University
“Kharkiv Aviation Institute”
and the Primary Trade Union Organization
of the National Aerospace University
“Kharkiv Aviation Institute”

Approved at the
Conference of the Labor Collective
of the National Aerospace University
“Kharkiv Aviation Institute”
Minutes No. 1 dated December 25, 2024

Amendments and supplements to the Collective Agreement approved at the
Conference of the Labor Collective
of the National Aerospace University
“Kharkiv Aviation Institute”
Minutes No. 1 dated December 24, 2025

I. General Provisions

1.1. Parties to the Agreement and Their Powers.

1.1.1. This Collective Agreement is concluded between the National Aerospace University “Kharkiv Aviation Institute”, represented by the Acting Rector, Oleksiy Mykolayovych Lytvynov (hereinafter referred to as the Employer), of the one part, and the Primary Trade Union Organization of the National Aerospace University “Kharkiv Aviation Institute”, represented by the Chairman, Yuriy Leonidovych Pronchakov (hereinafter referred to as the Trade Union), of the other part, hereinafter together referred to as the Parties, and each individually as a Party.

1.1.2. The Parties recognize each other's powers and undertake to adhere to the principles of social partnership: parity of representation, equality of the Parties, mutual responsibility, constructiveness, and argumentativeness during negotiations (consultations) regarding the conclusion of the Collective Agreement, making amendments and supplements thereto, and resolving issues that are the subject of the Collective Agreement.

1.1.3. The executive body of the Trade Union authorized to fulfill the obligations under this Collective Agreement is the Trade Union Committee of the Primary Trade Union Organization of the National Aerospace University “Kharkiv Aviation Institute” (hereinafter referred to as the Trade Union Committee).

1.2. Purpose of Concluding the Collective Agreement.

1.2.1. The Collective Agreement is concluded with the purpose of regulating socio-economic and labor relations and strengthening the social protection of employees of the National Aerospace University “Kharkiv Aviation Institute” (hereinafter referred to as the University).

1.2.2. The Collective Agreement is concluded in accordance with the Constitution of Ukraine, the Labor Code of Ukraine (hereinafter referred to as the Labor Code of Ukraine), the Laws of Ukraine “On Collective Agreements and Deals”, “On Trade Unions, Their Rights and Guarantees of Activity”, the legislation of Ukraine on education, other regulatory legal acts of Ukraine, the provisions of the General Agreement between the Cabinet of Ministers of Ukraine, the joint representative body of the employers' side at the national level, and all-Ukrainian trade unions and trade union associations (hereinafter referred to as the General Agreement), the Sectoral Agreement between the Ministry of Education and Science of Ukraine, the Trade Unions of Education and Science Workers of Ukraine, and the All-Ukrainian Association of Employers' Organizations in the Field of Higher Education (hereinafter referred to as the Sectoral Agreement), the Regional Agreement between the Department of Science and Education of the Kharkiv Regional State Administration and the Kharkiv Regional Organization of the Trade Union of Education and Science Workers of Ukraine (hereinafter referred to as the Regional Agreement), the Statute of the University (hereinafter referred to as the Statute), the Internal Labor Regulations, and other regulatory legal acts of the University regarding the regulation of labor, production, and socio-economic relations.

1.2.3. The Collective Agreement defines the coordinated positions and actions of the Parties aimed at cooperation, creating conditions to increase the efficiency of the University's work, implementing on this basis professional, labor, and socio-economic guarantees for employees, ensuring their constitutional rights, and achieving harmony within the collective.

1.3. Term of the Collective Agreement.

1.3.1. Taking into account the operation of the current Sectoral Agreement for 2021–2025, the Collective Agreement concluded for the year 2025 enters into force from the day of its signing by the representatives of the Parties and remains in effect until a new Collective Agreement is concluded.

1.3.2. Upon expiry of its term, the Collective Agreement continues to be in effect until the Parties conclude a new one or revise the current agreement.

1.3.3. Any changes in the composition, structure, or name of the Parties shall not affect the validity of the Collective Agreement.

1.3.4. In the event of reorganization of the University, the Collective Agreement retains its validity for the term for which it was concluded, or it may be revised by mutual consent of the Parties.

1.3.5. In the event of a change in the owner of the University, the validity of the Collective Agreement is preserved for the duration of its term, but for no more than one year. During this period, the Parties must initiate negotiations to conclude a new Collective Agreement or to amend or supplement the current one.

1.3.6. In the event of liquidation of the University, the Collective Agreement remains in effect throughout the entire duration of the liquidation process.

1.3.7. Negotiations regarding the conclusion of a new Collective Agreement for the next term shall begin no later than 2 months before the expiry of the current Collective Agreement's term.

1.4. Scope of the Collective Agreement.

1.4.1. The Parties recognize the Collective Agreement as a local regulatory act; its norms and provisions apply directly and extend to all employees of the University who fall within the scope of the Parties to the Collective Agreement, including employees of separate structural units of the University, in particular, the Kharkiv Professional College of Information Technologies, persons working on the basis of an indefinite or fixed-term labor contract, temporary, seasonal workers, as well as part-time employees, regardless of trade union membership, within the budget allocations of the respective unit. The scope of the Collective Agreement does not extend to persons working under civil-law contracts. The Collective Agreement is mandatory for execution by the Employer, the Trade Union, and the employees of the University.

1.4.2. The subject of this Collective Agreement consists of provisions on labor remuneration, working conditions, social and welfare services for University employees, guarantees, and compensations. The guarantees provided for in the Collective Agreement at the moment of its conclusion are minimum standards. Socio-economic benefits and compensations provided for by the Collective Agreement cannot be lower than the levels established by legislation, the General, Sectoral, and Regional Agreements.

1.4.3. After the signing of the agreement, neither of the Parties to the Collective Agreement may unilaterally refuse to fulfill the obligations undertaken.

1.4.4. During the term of the Collective Agreement, the Parties shall ensure the monitoring of the legislation of Ukraine on issues defined by the Collective Agreement, facilitate the implementation of legislative norms regarding the rights and guarantees of employees, and initiate their protection.

1.4.5. The Parties that signed the Collective Agreement shall report annually, usually at the end of December, on the fulfillment of the Collective Agreement at the Conference of the Labor Collective of the University. While exercising control over the implementation of the Collective Agreement, the Parties are obliged to provide each other with the information necessary for this purpose. In case of detecting violations of the Collective Agreement's implementation, the Party interested in their elimination shall inform the other Party about the violation in writing. Within a one-week period, mutual consultations shall be held and a coordinated decision shall be made.

1.4.6. An integral part of the Collective Agreement consists of its annexes (Annexes A–Z).

1.4.7. In accordance with para. 9.1.5 of the Sectoral Agreement, during the conclusion of the Collective Agreement, the proposals of the Primary Trade Union Organization of Students, Postgraduates, and Doctoral Students of the University regarding the socio-economic protection of learners were taken into account. The list of mutual obligations between the administration of the University and the Primary Trade Union Organization of Students, Postgraduates, and Doctoral Students of the University is specified in the corresponding agreement between the sides for the year 2025.

1.5. Procedure for Making Amendments, Signing, and Registering the Collective Agreement (and Amendments Thereto).

1.5.1. Amendments resulting from changes in current legislation, General, Sectoral, or Regional Agreements on matters that are the subject of the Collective Agreement shall be applied without making amendments to the Collective Agreement itself. Other amendments and supplements to the Collective Agreement shall be introduced at the initiative of one of the Parties after conducting negotiations (consultations) and reaching an agreement, and shall enter into force after approval by the Conference of the Labor Collective of the University and being signed by the Parties. Proposals made by one Party are mandatory for consideration by the other Party. The period for considering a proposal may not exceed 7 working days. Amendments to the Collective Agreement in the form of a new edition of the Collective Agreement (indicating the changes) shall be published for the information of employees in the manner established in para. 1.6.1 of the Collective Agreement.

1.5.2. Neither Party may, during the term of the Collective Agreement, unilaterally make decisions to change the effective provisions or duties under the Collective Agreement, or suspend their execution.

1.5.3. After the draft Collective Agreement is approved by the Conference of the Labor Collective of the University, it shall be signed by the authorized representatives of the Parties no later than 5 calendar days from the moment of approval.

1.5.4. The Parties shall submit the Collective Agreement for notification registration.

1.6. Familiarization of Employees with the Collective Agreement.

1.6.1. Within 5 working days after the notification registration is completed, the Employer undertakes to familiarize all employees with the Collective Agreement or amendments thereto, including by placing it on the official website of the University, as well as in the corporate chats of structural units on social networks. All employees, as well as persons newly hired by the University, shall be familiarized with the text of the Collective Agreement by the heads of the structural units and have the right to receive necessary explanations regarding its content from the heads of the trade union bodies of the University's structural units.

1.6.2. Subsequently, the Employer ensures that new employees are familiarized with the Collective Agreement upon concluding a labor contract with them.

1.7. Validity of the Collective Agreement During the Period of Martial Law in Ukraine.

1.7.1. Until the end of the period of martial law in Ukraine, taking into account Article 11 of the Law of Ukraine “On the Organization of Labor Relations Under Martial Law” and the actual circumstances of the University's activity, certain provisions of the Collective Agreement may be suspended at the initiative of the Employer.

1.7.2. In connection with the military aggression of the russian federation against Ukraine, which became the ground for introducing martial law as of February 24, 2022, in accordance with the Law of Ukraine “On the Organization of Labor Relations Under Martial Law”, during the period of wartime in Ukraine, certain norms of the Labor Code of Ukraine and other regulatory acts on labor issues shall not apply (or shall be modified), in particular regarding changes to significant terms of a labor contract, vacations, the procedure for record-keeping on labor issues, the activity of the Trade Union, etc. In this case, regardless of the rules specified in the Collective Agreement, the provisions of the legislation of Ukraine shall apply, about which the Employer shall issue a corresponding order.

II. Creating Conditions for Sustainable Development of the University, Organization of Activity at the University, Changes in Labor Organization, and Ensuring Productive Employment

2.1. General Conditions for Sustainable Development, Organization of Statutory Activity of the University, and Ensuring Productive Employment.

2.1.1. Management of the University and its subdivisions is the exclusive right of the Employer. Management of the University and its subdivisions is carried out on the principle of one-man management, taking into account collective decisions developed by collegial bodies, including councils, meetings, conferences, etc. The Trade Union Committee has the right to participate in discussions regarding the management of the University in cases provided for by the current legislation of Ukraine, the Statute, and this Collective Agreement. Management of the University and its subdivisions is carried out continuously through the development and implementation of regulatory documents, administrative decisions, orders, plans, instructions, directives, etc., in agreement with the Trade Union Committee in cases specified in the Collective Agreement, and through monitoring their execution.

2.1.2. The composition of the University's labor collective is formed by concluding labor contracts with employees in accordance with the current labor legislation of Ukraine, legislation on education, regulatory acts of the Ministry of Education and Science of Ukraine, as well as the Statute, regulations, and orders of the Rector of the University.

2.1.3. Information support of management is carried out by bringing directives, orders, and tasks to the attention of the labor collective through information networks and notice boards, via the official website of the University, as well as through personal familiarization of employees.

2.1.4. Any labor contract (agreement) concluded between the University and an employee cannot contradict this Collective Agreement to the extent that the employee is granted fewer rights under the labor contract (agreement) than under this Collective Agreement. Except for cases defined by this Collective Agreement or current labor legislation of Ukraine, the Employer has no right to demand that an employee perform work not specified in the labor contract (agreement) concluded between the University and the employee.

2.1.5. The Employer is obliged to specify functional duties for each employee in the labor contract (agreement) or to develop and approve them in the form of a job description, familiarize the employee with them, and demand the proper execution of their labor functions by the employee. Performance of another labor function by an employee is possible, as an exception, solely in case of urgent necessity in instances of temporary absence of the employee who performs the corresponding labor function (due to illness, vacation, or other valid reasons). The relevant assignment must be given to the employee with mandatory consideration of the employee's real capacity to perform the respective duties, meaning taking into account the employee's appropriate professional training and their workload during the performance of direct labor duties.

2.1.6. The Employer shall inform the Trade Union Committee in advance of all changes in the organization of labor at the University, including the creation, reorganization, restructuring of structural units of the University, and reduction of the number or staff of employees. Within the period specified by the legislation of Ukraine, the Employer shall conduct consultations with the Trade Union Committee regarding measures to prevent the dismissal of employees and resolve issues concerning their employment in other structural units of the University; in particular, joint consultations with the Trade Union Committee must be held in the event of an justified need to reduce the number of employees by more than 3%.

2.1.7. In cases of dismissal of employees from the University due to changes in the organization of labor or in the event of a staff reduction, they shall be personally warned by the Employer of the upcoming dismissal no later than two months in advance. At the same time, the Employer, if feasible, provides the employee with another job within their specialty, and in case of impossibility thereof or in case of the employee's refusal of the job offered to them, the latter shall seek employment independently. The dismissal of employees is permitted only after utilizing all available and additionally created opportunities to ensure employment at the University.

2.1.8. The Employer sets as its primary goal the provision, with the participation of the Trade Union Committee, of conditions for the realization of citizens' constitutional right to work, social protection, and prevention of unemployment, in particular:

- to exercise control over compliance with workplace quotas to ensure the employment of persons with disabilities and categories of citizens requiring social protection;

- to grant preference for retention at work and preservation of jobs under equal conditions of labor productivity and qualifications to persons specified in Art. 42 of the Labor Code of Ukraine;

- to introduce methods of stimulating University employees to foster their interest in professional development, professional training, and retraining, including directly at the University;

- in accordance with the legislation of Ukraine, to organize and conduct attestation of scientific and pedagogical staff;

- for the purpose of legally defined confirmation or upgrading of qualifications and obtaining the corresponding document by employees of working categories, to resolve the issue regarding the conditions and procedure for them to undergo training directly at the University or in other organizations authorized for this purpose, and during the period of industrial training, retraining, or training in other specialties, to pay employees wages in the manner and in the amounts determined by the legislation of Ukraine.

2.1.9. Any discrimination in the sphere of labor is prohibited at the University, in particular, violation of the principle of equality of rights and opportunities, direct or indirect restriction of the rights of employees depending on any grounds, including those specified in Art. 21 of the Labor Code of Ukraine. Actions established by the laws of Ukraine, as well as restrictions on the rights of employees that depend on the requirements inherent to a certain type of work (regarding age, education, state of health, sex) or are necessitated by the need for enhanced social and legal protection of certain categories of persons, shall not be deemed discrimination in the sphere of labor.

2.1.10. The Employer ensures the prevention of sexual harassment, bullying, mobbing, other types of unlawful actions, and humiliation of human honor and dignity in any form at the University in order to ensure equal opportunities for all employees to realize their rights and freedoms, and to maintain an environment at the University free from discrimination, bullying, mobbing, and humiliation of a person's honor and dignity in accordance with the Laws of Ukraine “On the Principles of Preventing and Combating Discrimination in Ukraine”, “On Ensuring Equal Rights and Opportunities for Women and Men”, “On Amendments to Certain Legislative Acts of Ukraine Concerning Countering Bullying (Harassment)”, and “On Amendments to Certain Legislative Acts of Ukraine Concerning Preventing and Countering Mobbing (Harassment)”.

2.1.11. Pursuant to Art. 7 of the Law of Ukraine “On the Organization of Labor Relations Under Martial Law” and University Order No. 166 dated August 25, 2022 “On the Procedure for Informing University Employees on the Content of Adopted Orders and Directives During the Period of Martial Law”, familiarization with the content of adopted administrative decisions of the Employer is ensured by placing copies of the regulatory acts, orders, and directives adopted at the University on the official website of the University, in the local corporate chat, and on the corporate email of the employees. University employees must have a corporate email and/or access to the corporate chat on social networks and check their content at least once every 24 hours. Each employee of the University shall be considered familiarized with the content of University orders/directives from the moment a scan copy of the relevant document is placed in the local corporate chat of the structural unit, as well as orders and notices concerning their labor relations with the University, within 24 hours from the moment it is posted in the chat / sent by the Human Resources Department copy of the relevant document to their known personal page in a social network mobile application or to their personal corporate email (@khai.edu).

2.2. The Employer Undertakes:

2.2.1. In accordance with statutory objectives, to timely and fully provide University employees with the material and technical resources necessary for the performance of their duties, and to create appropriate working conditions.

2.2.2. To improve the system of material and non-material incentives for employees in order to increase labor productivity and ensure the rational and economical use of equipment, material, and other resources.

2.2.3. To create the necessary organizational, material, and financial conditions for the implementation of priority areas of the University's development.

2.2.4. To take measures for the unconditional fulfillment of the norms of the laws of Ukraine in the field of education concerning socio-economic guarantees, rights, and interests of employees, and to prevent their suspension or cancellation during budget formation.

2.2.5. To facilitate the preservation of the University's structure and the volume of its financing.

2.2.6. To seek funding for the University in sufficient volumes.

2.2.7. To take measures to allocate necessary expenditures for the professional development of employees.

2.2.8. To take measures to implement the provisions provided for by Articles 54, 57, 571, 59, 61 of the Law of Ukraine “On Education” and Articles 56, 57, 59, 60 of the Law of Ukraine “On Higher Education”.

2.2.9. To create necessary conditions for the labor collective to participate in the work of the University's self-government bodies, timely consider employee appeals, and inform them of the measures taken.

2.2.10. To provide an opportunity for the participation of an authorized representative of the Trade Union Committee in the work of the Academic Council of the University, the Rectorate, and other working and advisory bodies, as well as during other events at the University, informing them in advance of the dates and agendas.

2.2.11. To inform the labor collective about the results of the financial and economic activity of the University and the prospects for its development, and about the state of fulfillment of the Collective Agreement.

2.2.12. To fulfill the obligations established by the legislation of Ukraine aimed at the social protection of labor veterans and elderly employees, to organize training, retraining, and employment for University employees who became disabled, in accordance with medical recommendations, to establish a part-time workday or part-time workweek at their request, and to create appropriate working conditions.

2.3. The Trade Union Committee Undertakes:

2.3.1. To promote the strengthening of labor discipline and compliance with the Internal Labor Regulations of the University, and to conduct educational work among employees with the purpose of:

- fostering a careful attitude towards material assets;

- improving labor discipline;

- improving sanitary-hygienic conditions and the state of fire safety.

2.3.2. To refrain from organizing strikes on matters included in the Collective Agreement, provided that they are resolved in the manner established by legislation.

2.3.3. To take measures to prevent the adoption of legislative acts that threaten to narrow the rights and freedoms of citizens in the field of education.

2.3.4. The Trade Union Committee may be involved in the composition of the following commissions:

- attestation commission;

- commission on accepting the readiness of the University for the new academic year;

- commission on the write-off of fixed assets;

- occupational safety and health commission;

- commission on conducting competitions and review-contests;

- commission on developing the Internal Labor Regulations of the University;

- commission on developing and monitoring the fulfillment of the Collective Agreement;

- commission on the investigation of accidents and occupational diseases.

2.4. Employees Undertake:

2.4.1. To treat the property of the University with care, and to use resources and material assets economically.

2.4.2. To use the equipment, machinery, vehicles, and other property of the Employer placed at their disposal solely in the interests of the University.

2.4.3. To timely notify the heads of structural units of the University about periods of temporary incapacity for work and other reasons for absence, to notify the Human Resources Department of the University about changes in their personal data, including registered place of residence and actual place of residence (if they differ), family status, and to provide information regarding the possession of disability status and other data if they can affect the realization of the University's obligations regarding its exercise of the Employer's rights concerning labor, tax, social, and other relations of the employee.

2.5. The Parties Have Agreed:

2.5.1. To direct their activity towards creating conditions for ensuring the stable and efficient operation of the University.

2.5.2. To promote the stable work of the labor collective and the reduction of social tension by conducting consultations and negotiations, developing coordinated proposals, and taking concrete measures.

2.5.3. To promptly take measures to eliminate the prerequisites for the emergence of collective labor disputes (conflicts). In the event of their occurrence, to strive to settle the dispute through conciliation procedures in the manner determined by the Law of Ukraine “On the Procedure for Resolving Collective Labor Disputes (Conflicts)”. The Employer, the Trade Union Committee, and the Labor Disputes Commission of the University undertake to resolve complex, controversial issues on the principles of social partnership, coordination of actions, consideration of mutual interests, mutual respect, and trust with the aim of ensuring social peace and harmony in the collective.

The Labor Disputes Commission at the University is elected by the Conference of the Labor Collective consisting of five persons for a term of four years, with the number of representatives of the labor collective within the Labor Disputes Commission of the University constituting at least 50 percent. The operating procedure and powers of the Labor Disputes Commission of the University are determined by the current labor legislation of Ukraine.

III. Employment Relations

3.1. General Principles of Organizing Employment Relations at the University.

3.1.1. Employment relations at the University are formed on the basis of state and contractual regulation.

3.1.2. Hiring at the University is carried out as follows:

- scientific and pedagogical staff – in accordance with the requirements of the Labor Code of Ukraine, the legislation of Ukraine on higher education, the Regulations on the procedure for competitive selection for filling vacant positions, appointment and dismissal, and extending the period of employment of scientific and pedagogical staff of the University, on the terms of a fixed-term labor contract (agreement) for a period until the date of the next competition for filling a vacant position or for another period;

- scientific staff – in accordance with the requirements of the Labor Code of Ukraine and the legislation of Ukraine on education and science, on the terms of a fixed-term labor contract for the duration of the performance of work on the relevant research topic;

- pedagogical staff, other employees belonging to teaching-support, administrative-managerial, economic, and other personnel (in particular, employees working in separate structural units of the University) – in accordance with the requirements of the Labor Code of Ukraine, the legislation of Ukraine on education without competitive selection on the terms of an open-ended labor contract or, in cases provided for by the current labor legislation of Ukraine, on the terms of a fixed-term labor contract.

3.1.3. Competitive Selection and Attestation of Employees:

- scientific and pedagogical staff are hired based on the results of competitive selection in accordance with the requirements of Art. 55 of the Law of Ukraine “On Higher Education», the Recommendations on conducting competitive selection for filling vacant positions of scientific and pedagogical staff and concluding labor contracts (agreements) with them, approved by Order of the Ministry of Education and Science of Ukraine No. 1005 dated October 5, 2015 (as amended), the Regulations on the procedure for competitive selection for filling vacant positions, appointment and dismissal, and extending the period of employment of scientific and pedagogical staff of the University, and the Regulations on the procedure for filling the position and dismissal of Vice-Rectors, the Director of the Scientific and Technical Library, the Head of the Postgraduate and Doctoral Studies Department, and the Academic Secretary of the University;

- scientific staff are subject to periodic attestation in accordance with the requirements of Resolution of the Cabinet of Ministers of Ukraine No. 1475 dated August 13, 1999 “On Approval of the Regulations on Attestation of Scientific Workers” (as amended). The Employer, subject to mandatory agreement with the Trade Union Committee in the event of a reduction in funding for reasons beyond the University's control, has the right to conclude labor contracts with scientific staff of the University or introduce amendments to current labor contracts to establish part-time workdays or part-time workweeks;

- pedagogical staff are subject to periodic attestation in accordance with the requirements of the Regulations on Attestation of Pedagogical Staff, approved by Order of the Ministry of Education and Science of Ukraine No. 805 dated September 9, 2022 (as amended by Order of the Ministry of Education and Science of Ukraine No. 1277 dated September 10, 2024).

3.1.4. The Employer undertakes to consult with the Trade Union Committee regarding standard forms and terms of labor contracts (agreements) and standard job descriptions at the University.

3.1.5. The dismissal of employees may occur exclusively on the grounds and according to the procedures specified in the Labor Code of Ukraine.

3.1.6. Pursuant to para. 8-3 of Art. 36 of the Labor Code of Ukraine, the Employer has the right to terminate a labor contract with an employee if the employee's absence from work is recorded and there is no information about the reasons for such absence for more than four consecutive months. In accordance with sub-para. 1.1 of University Directive No. 35 dated July 25, 2022, the time sheet for this employee must continuously bear the mark “NZ” (absence for unexplained reasons) for the last four months, and necessary evidence of attempts to contact the employee and the lack of information about them must be provided.

3.1.7. The work of University employees with defined standardized working hours that exceeds the established duration of working hours shall be considered overtime and is subject to double payment.

3.2. The Employer Undertakes:

3.2.1. To define personnel policy based on the principle of equality of labor rights of all citizens regardless of origin, social and property status, racial and national background, sex, language, political views, religious beliefs, type and nature of occupation, place of residence, and other circumstances, both during hiring and throughout their employment activity.

3.2.2. To apply material and moral incentives for high-quality work, and rational use of available equipment and technical teaching aids.

3.2.3. To hire new employees only in cases where full productive employment of existing employees is ensured and if their dismissal on the basis of para. 1 of Art. 40 of the Labor Code of Ukraine is not anticipated.

3.2.4. Not to apply the contract form of a labor contract, except in cases expressly provided for by laws.

3.2.5. Prior to the commencement of an employee's work:

- to explain to the employee their rights and duties and inform them against signature about working conditions, the presence at the workplace where they will work of dangerous and harmful production factors that have not yet been eliminated, and the possible consequences of their impact on health, and their rights to benefits and compensations for work in such conditions in accordance with legislation and the Collective Agreement;

- to familiarize the employee with the Internal Labor Regulations and the Collective Agreement;

- to assign a workplace to the employee and provide them with the means necessary for work;

- to instruct the employee on safety engineering, industrial sanitation, occupational hygiene, and fire protection.

3.2.6. Within two days from the time of receiving information, to bring new regulatory documents concerning labor relations and labor organization to the attention of the members of the labor collective, and to explain their content, as well as the rights and duties of employees.

3.2.7. To ensure compliance with the current legislation of Ukraine regarding guarantees and compensations for employees who are sent for advanced training, professional retraining, and upgrading of qualifications.

3.2.8. To approve the operational mode and work schedules in agreement with the Trade Union Committee.

3.2.9. To ensure, where possible, an optimal operational mode when drawing up class schedules or individual work schedules:

- for women who have two or more children under the age of 15;

- for those combining work with studies;

- for the Chairman of the Trade Union Committee who is not exempted from their main work.

3.2.10. To realize the right to work pursuant to the Law of Ukraine “On the Basic Principles of Social Protection of Labor Veterans and Other Elderly Citizens in Ukraine” for citizens of these categories in accordance with their professional training and labor skills, taking into account their state of health, and to involve them in nighttime work, overtime work, and work on weekends and holidays exclusively with their consent and provided that it is not medically counter-indicated for them. The employee shall confirm their state of health with a medical certificate annually.

3.3. The Trade Union Committee Undertakes:

3.3.1. To ensure continuous control over compliance with the labor rights of University employees and the timely entry into force of regulatory documents that govern labor relations.

3.3.2. To explain to the members of the Trade Union the content of regulatory acts on labor organization, as well as their rights and duties.

3.3.3. To inform the state labor inspection bodies about facts of violation by the University management of the rights and interests of employees.

3.3.4. To monitor the implementation of the Collective Agreement.

3.3.5. To facilitate the conduct of training on labor legislation issues.

3.3.6. To periodically hear reports at meetings of the Trade Union Committee on the state of compliance with labor legislation at the University.

3.3.7. To initiate the consideration by relevant state executive bodies and/or local self-government bodies of cases where the Employer refuses to eliminate detected violations of labor legislation.

3.4. The Parties Have Agreed:

3.4.1. To determine the duration of the daily work of employees by the Internal Labor Regulations of the University, which are approved by the Conference of the Labor Collective.

3.4.2. In accordance with Art. 15 of the Law of Ukraine “On Collective Agreements and Deals”, to mutually and timely provide the information necessary for exercising control over the implementation of the Collective Agreement.

3.4.3. Each employee must personally perform their duties, work conscientiously and qualitatively, timely execute orders, directives, and local regulatory acts of the Employer, in particular, adhere to the Internal Labor Regulations and the requirements of regulatory acts on occupational safety and fire safety, and immediately provide, upon the Employer's request, reports on the performance of their duties and the utilization of working time.

3.4.4. To facilitate the creation of a healthy moral and psychological climate in the collective.

IV. Operational Mode, Working Hours, and Rest Time

4.1. General Provisions on Operational Mode, Working Hours, and Rest Time.

4.1.1. The operational mode at the University is established in accordance with the Internal Labor Regulations of the University, which all employees undertake to follow. The Internal Labor Regulations of the University, being a local regulatory act of the University, have been adopted in the prescribed manner and entered into force upon their approval by the Rector of the University. For the purpose of regulating the operational mode at the University, Section 5 “Operational Mode, Working Hours, and Their Utilization” of the current Internal Labor Regulations of the University, as amended on December 25, 2024, is included as Appendix A to this Collective Agreement. The separate structural unit of the University “Kharkiv Professional College of Information Technologies”, taking into account the specifics of the educational process and labor organization, has its own separate Internal Labor Regulations, which are adopted and approved in the established manner.

4.1.2. The Employer, in agreement with the Trade Union Committee, may establish the following for certain subdivisions and categories of employees in accordance with legislation:

- reduced working hours;

- part-time working hours.

1) For employees whose working conditions do not permit compliance with the daily or weekly working hours established for that category of workers, the introduction of summarized recording of working hours is permitted, subject to agreement with the Trade Union Committee, provided that the duration of working hours for the reference period (12 months) does not exceed the established norm of working hours. Employees of this category, in accordance with the list of positions and subdivisions set out in Appendix B to the Collective Agreement, shall be involved in work on generally established weekends and public holidays. This time shall be added to the monthly norm of working hours. Days off shall be provided for them by the work schedule. In this case, work on public holidays shall be compensated at a single hourly or daily rate in excess of the monthly salary (rate). The summarized recording of working hours for each employee is carried out based on the time sheet and the approved work (shift) schedule for the reference period. Work (shift) schedules must be developed in such a manner that the norm of overtime does not exceed 120 hours per year (Art. 65 of the Labor Code of Ukraine). The duration of a shift for the specified categories of employees may not exceed 24 hours, and these employees must be provided with an opportunity to have meals during working hours in a manner agreed upon with the Employer.

2) Pursuant to Art. 60 of the Labor Code of Ukraine, by written agreement between the employee and the Employer, a flexible working hours arrangement may be established for an employee, which provides for self-regulation by the employee of the start time, end time, and total duration of working hours during the workday, for a specified term or indefinitely, upon hiring or subsequently. A flexible working hours arrangement is a form of labor organization under which the establishment of an operational mode other than that defined by the Internal Labor Regulations is permitted, provided that the established daily, weekly, or other norm of working hours duration set for a certain reference period (week, month, quarter, year, etc.) is observed.

A flexible working hours arrangement includes:

- fixed time, during which the employee must be present at the workplace and perform their job duties. In this regard, the division of the workday into parts may be provided for;

- variable time, during which the employee independently determines the periods of work within the established norm of working hours duration;

- break time for rest and meals;

- in accordance with Articles 50, 57, and 60 of the Labor Code of Ukraine, in order to ensure the provision of high-quality services by the structural unit – the canteen, upon the request of consumers at a time convenient for them, to introduce a flexible working hours arrangement for the employees of the structural unit – the canteen, taking into account the need for such employees to perform their job duties outside the working hours established at the University, on weekends and public holidays. When recording the working hours of canteen employees involved in organizing and holding events requested by consumers, the standard established duration of working hours and rest time shall be taken into account. The regulation of the employees' working hours is carried out on the basis of administrative documents issued by the Director of the canteen. The time sheets must indicate the time of actually performed work.

3) Pursuant to Art. 60-2 of the Labor Code of Ukraine, remote work is a form of labor organization under which work is performed by an employee outside the work premises or territory of the Employer, at any place of the employee's choice, and with the use of information and communication technologies. In the event of the Employer's consent to the introduction of remote work, the employee independently determines their workplace and is responsible for ensuring safe and healthy working conditions thereat. At the same time, the total duration of working hours for an employee working under remote work arrangements may not exceed the norms provided for by Articles 50 and 51 of the Labor Code of Ukraine.

4.1.3. The Employer undertakes to take into account the following requirements when calculating the duration of working hours:

- normal working hours may not exceed 40 hours per week;

- for employees with an established 40-hour workweek, the duration of work on the eve of public holidays (non-working days) shall be reduced by one hour;

- the working hours of scientific and pedagogical staff shall be 36 hours per week (reduced working hours);

- pursuant to Art. 73 of the Labor Code of Ukraine, no work shall be performed at the University on public holidays and non-working days;

- if a public holiday or non-working day coincides with a day off, the day off shall be transferred to the day following the public holiday or non-working day;

- the postponement of days off and working days shall be carried out by order of the Employer, agreed with the Trade Union Committee (usually, the postponement of working days and days off is carried out within the limits of one month);

The following are considered public holidays and jubilee dates:

- public holidays defined in Art. 73 of the Labor Code of Ukraine;

- jubilee dates – the 50th birthday of an employee and subsequent birth anniversaries at intervals of 5 years, jubilee dates of the University, etc.

4.1.4. The working hours of a scientific and pedagogical staff member include the time spent on teaching, methodical, scientific, organizational work, and other job duties. The working hours of a scientific worker include the time spent on scientific, research, consultative, expert, organizational work, and other job duties. The working hours of a pedagogical staff member include the time spent on teaching, methodical, organizational work, and other job duties. The working hours of scientific and pedagogical staff are determined by the volume of teaching hours provided for by the instructor's individual work plan, methodical, scientific, and organizational work, and shall be equal to the working hours approved for the current year. The specific volume of teaching load for each scientific and pedagogical staff member is established by the department and approved by the head of the department. Monitoring compliance with the teaching load volume of scientific and pedagogical staff in accordance with the current legislation is carried out by the Vice-Rector for Scientific and Pedagogical Work.

4.1.5. Pursuant to clause 5.2.1 of the Industry Agreement, periods during which the educational process (educational activity) is not carried out at the University due to sanitary-epidemiological, climatic, or other circumstances beyond the control of the employees may constitute working hours for pedagogical, scientific-pedagogical, and other staff. During the specified time, employees may be involved in educational-disciplinary, organizational-methodical, organizational-pedagogical, and scientific work in accordance with the Rector's order in the manner provided for by the Collective Agreement and the Internal Labor Regulations, particularly in real-time mode via the Internet.

4.1.6. In cases of operational necessity at the University, a scientific and pedagogical staff member may be involved in conducting classes beyond the mandatory volume of teaching load specified by the instructor's individual work plan, within their working hours. The additional number of recorded hours is established by the Employer and may not exceed 0.25 of the maximum teaching load. Changes to the instructor's mandatory teaching load shall be entered into their individual work plan.

4.1.7. In accordance with the Labor Code of Ukraine, the Law of Ukraine “On Vacations”, and Resolution of the Cabinet of Ministers of Ukraine No. 346 dated April 14, 1997 “On Approval of the Procedure for Granting Annual Main Vacation of up to 56 Calendar Days to Management Staff of Educational Institutions and Organizations, Educational (Pedagogical) Parts (Subdivisions) of Other Organizations and Institutions, Pedagogical, Scientific-Pedagogical, and Scientific Staff” (as amended on October 1, 2024), the following duration of annual main vacation is established for University employees:

- 56 calendar days – for the Rector, Director, Vice-Rector (Deputy Director) whose activity is directly related to the educational-disciplinary or scientific process; the Academic Secretary, the Dean of a Faculty, the Director of the Scientific and Technical Library, and the Head of the Postgraduate and Doctoral Studies Department, who simultaneously perform pedagogical work at the University in a volume of at least 1/3 of the corresponding annual norm;

- 56 calendar days – for scientific and pedagogical staff;

- 42 calendar days – for methodologists, heads of educational-methodical offices, laboratories, and industrial training masters;

- 31 calendar days – for persons under 18 years of age;

- 30 calendar days – for persons with Group I and II disabilities;

- 28 calendar days – for the Rector, Director, Vice-Rector (Deputy Director), Academic Secretary, Dean of a Faculty, Director of the Scientific and Technical Library, and Head of the Postgraduate and Doctoral Studies Department, who do not perform pedagogical work at the University;

- 28 calendar days – for scientific staff;

- 26 calendar days – for persons with Group III disabilities;

- 24 calendar days – for all other categories of employees.

For seasonal employees, as well as temporary employees, vacation shall be granted proportionally to the time worked by them.

4.1.8. The period of an employee's absence from work for unexplained reasons, as well as the period of stay on unpaid leave (leave without pay), shall not be included in the length of service that gives the right to annual main vacation (Art. 9 of the Law of Ukraine “On Vacations”, Articles 82 and 84 of the Labor Code of Ukraine).

4.2. The Employer Undertakes:

4.2.1. To provide the following guarantees regarding working hours for certain categories of employees:

- to establish a workday reduced by one hour for mothers with many children who have three or more children under the age of 18, and for women who have a child with a disability, without changing the official salary and while maintaining the duration of vacation provided for by legislation and the Collective Agreement; payment shall be made proportionally to the time worked, with the right to annual main vacation of full duration;

- to establish a part-time workday or part-time workweek at the request of a pregnant woman, or a woman who has a child under the age of 14, including a child under her guardianship; payment shall be made proportionally to the time worked, with the right to annual main vacation of full duration;

- to establish a part-time workday or part-time workweek at the request of an employee caring for a sick family member in accordance with a medical report; payment shall be made proportionally to the time worked, with the right to annual main vacation of full duration;

- not to involve in nighttime, overtime work, work on days off, heavy work with harmful or dangerous working conditions, and not to send on business trips pregnant women, as well as women who have children under the age of three or a child with a disability, even upon their application;

- to involve in overtime work or send on business trips women who have children aged three to fourteen or a child with a disability, only with their consent.

4.2.2. When approving work schedules, to provide an opportunity for certain categories of employees to have meals during working hours if it is impossible to establish a lunch break (Art. 66 of the Labor Code of Ukraine).

4.2.3. To create conditions for financially accountable persons to ensure the preservation of the property entrusted to them.

4.2.4. To provide the following guarantees regarding the right to vacation for certain categories of employees:

- to grant annually an additional paid vacation lasting 10 calendar days, excluding public holidays and non-working days (Article 73 of the Labor Code of Ukraine), to one of the parents who have two or more children under the age of 15, or a child with a disability, or who have adopted a child; to the mother (father) of a person with a disability from childhood of subgroup A of Group I; to a single mother; to the father of a child or a person with a disability from childhood of subgroup A of Group I who raises them without a mother (including cases of long-term stay of the mother in a medical institution); as well as to a person who has taken a child or a person with a disability from childhood of subgroup A of Group I under guardianship, or to one of the foster parents. Additional vacation to such employees is provided in kind and cannot be replaced by monetary compensation, except in cases provided for by current legislation. In case of temporary incapacity for work, this additional vacation may be used at another time. Additional paid vacation of full duration is granted regardless of the time worked by the employee in the calendar year. In the presence of several grounds for granting this vacation, its total duration may not exceed 17 calendar days;

- for the care of a child suffering from type 1 diabetes mellitus (insulin-dependent), to grant the mother or other persons specified by the Law of Ukraine “On Vacations” an unpaid leave for the duration specified in the medical report, but not more than until the child reaches the age of 16;

- to grant combat veterans an additional vacation with preservation of wages lasting 14 calendar days per year;

- to grant victims of the Chornobyl disaster of categories 1 and 2 sixteen additional paid calendar days in excess of the annual vacation;

- to grant, upon application of parents whose children are entering the first grade of school, a part of the annual vacation (for 1 day) or an unpaid leave for 1 day (if the annual vacation has already been used);

- to grant annual vacation or a part thereof (12 days, excluding the time required for travel to the location of the educational institution and back) to accompany a child to the location of the educational institution and back, at their request, for employees whose children under the age of 18 are enrolling in educational institutions located in another locality.

4.2.5. To grant annual vacations of full duration before the expiration of a six-month period of continuous work in the first year of employment at the University, at the request of the employee, to the following categories of employees:

- to women before or after maternity leave (leave in connection with pregnancy and childbirth), as well as to women who have two or more children under the age of 15 or a child with a disability;

- to persons with disabilities;

- to persons under 18 years of age;

- to men whose wives are on maternity leave;

- to persons discharged after completing conscript military or alternative (non-military) service, if after discharge from service they were hired within three months, excluding travel time to the permanent place of residence;

- to employees who are successfully studying in educational institutions and wish to join their vacation to the time of taking exams, tests, writing diplomas, term papers, laboratory, and other works provided for by the educational program;

- to employees who have a voucher (course voucher) for health resort (outpatient health resort) treatment;

- to foster parents in family-type children's homes;

- to employees holding the title “Honorary Donor of Ukraine”.

4.2.6. When compiling the vacation schedule:

- annual vacation, at the request of the employee, may be granted divided into parts of any duration, provided that its main continuous part is at least 14 calendar days;

- additional paid vacations for employees obtaining a second (subsequent) higher education through part-time (evening) forms of study in postgraduate educational institutions and higher education institutions that have postgraduate departments under their authority, shall be granted with the same duration as for persons studying in the third and subsequent years of a higher education institution of the corresponding level of accreditation;

- childcare leave until the child reaches the age of three, with the payment of state social insurance benefits for these periods, shall be granted to insured persons who actually care for the child, either fully or partially;

- annual paid vacation for part-time employees (dual jobholders) shall be granted simultaneously with the vacation at their main place of employment with full duration, subject to a completed working year, or proportionally to the time worked if the part-time employee has not worked a full working year;

- to an employee for the care of a sick relative by blood or marriage who, according to the conclusion of a medical institution, requires constant third-party care, to grant an unpaid leave for the duration specified in the medical report;

- to grant an unpaid leave for health resort treatment for the duration of the voucher's validity.

4.2.7. To pay state social insurance temporary disability benefits due to illness in the amount of 100% of the average wage, regardless of the length of service, throughout the year after donating blood and (or) its components in the specified amount, to University employees – donors who have donated blood and (or) its components free of charge within the year in a total amount equal to two single maximum allowable doses.

4.2.8. To create appropriate conditions for rest at the workplaces for employees who, due to working conditions, cannot leave their workplace.

4.2.9. To establish non-standardized working hours (open-ended workdays) for certain categories of University employees in case it is impossible to standardize the time of their labor process. In case of need, this category of employees performs work beyond normal working hours (this work is not considered overtime). The measure of labor in this case is determined not only by the duration of working hours, but also by the scope of duties and the volume of performed work. The Employer undertakes to grant, upon submission by the heads of structural units, to the University employees specified in Appendix C to the Collective Agreement – provided that their job description stipulates work under non-standardized working hours – a vacation for non-standardized working hours of up to 7 calendar days. An employee with non-standardized working hours is subject to the operational mode established at the University.

4.3. The Trade Union Committee Undertakes:

4.3.1. To direct its work towards organizing control over the timely entry into force of regulatory documents concerning labor relations, labor standardization, distribution of teaching load, and compliance with labor legislation at the University.

4.4. The Parties Have Agreed:

4.4.1. To establish a five-day workweek with two days off – Saturday and Sunday – for University employees (except for employees for whom a summarized recording of working hours has been established).

4.4.2. To draw up the work schedules of each employee for whom a summarized recording of working hours has been established in accordance with shift schedules in such a manner that the calculated norm of working hours is observed over the reference period. In individual months of the reference period, deviations from the calculated norm of working hours either upward or downward shall be permitted. At the same time, such an increase in working hours shall not be considered overtime work, and a decrease shall not be considered part-time working hours (provided that the norm of working hours for the reference period is met).

4.4.3. To determine the start and end time of the workday (shift) and the start and end time of the break for meals and rest by the Internal Labor Regulations of the University.

4.4.4. To permit employees of the security department, the chief mechanic's department, etc., who by the nature of their work cannot leave their workplaces during a work shift, to have meals directly at the workplace. The start and end time for having meals shall be established by such employees independently, based on organizational, technological, and other factors as well as specific production tasks, so as to prevent any negative impact on the operation of the University as a whole. In this case, the time for having meals shall not be considered a break and shall be included in the working hours.

4.4.5. The duration of the break for meals and rest may not exceed 2 hours, but must be sufficient for the employee to have a meal and rest.

4.4.6. A break for rest and meals should be provided, as a rule, four hours after the start of work.

4.4.7. For employees working in shifts, to draw up work schedules in compliance with the following requirements:

- employees alternate in shifts evenly;

- the duration of the rest period between shifts is not less than double the duration of the work time in the previous shift;

- assigning an employee to work for two consecutive shifts is prohibited.

4.4.8. To apply overtime work only in exceptional cases in compliance with the requirements of Articles 62–64 of the Labor Code of Ukraine.

V. Labor Standardization and Remuneration

5.1. General Provisions on Remuneration and Labor Standardization.

5.1.1. The Employer undertakes to remunerate the employees of the University on a priority basis. Remuneration of the University employees is carried out on the basis of legislative and other regulatory acts of Ukraine, General and Industry Agreements, and this Collective Agreement within the limits of the wage fund provided for by the staffing table and approved in accordance with the established procedure by the budget estimate for each budget program, taking into account the allocations of the general fund and the actual revenues of the special fund in accordance with the established budget estimate. The minimum wage cannot be lower than the sizes established by the legislation of Ukraine.

5.1.2. The Employer develops and coordinates with the Trade Union Committee measures to improve the organization and standardization of labor, maintenance time, and headcount in accordance with the achieved level of engineering, technology, production, and labor organization. Pursuant to Art. 15 of the Law of Ukraine “On Remuneration of Labor”, the Employer undertakes to coordinate the terms of remuneration at the University with the Trade Union Committee.

5.1.3. The Employer, jointly with the Trade Union Committee, ensures compliance with the Law of Ukraine “On Remuneration of Labor”, other legislative acts, and regulatory documents on labor organization within the limits of budget allocations under the general fund and actual revenues of the special fund of the budget. The Employer undertakes to carry out timely indexation of the monetary income of employees and students in accordance with current legislation due to changes in prices and tariffs for consumer goods and services, and to ensure the payment of allowances, surcharges, and bonuses to employees in sizes determined in accordance with the laws of Ukraine “On Remuneration of Labor”, “On Indexation of Monetary Income of the Population”, Resolution of the Cabinet of Ministers of Ukraine No. 1298 dated August 30, 2002 “On Remuneration of Employees on the Basis of the Unified Tariff Scale of Ranks and Coefficients for Remuneration of Employees of Institutions, Establishments, and Organizations of Certain Branches of the Budget Sphere”, and Resolution of the Cabinet of Ministers of Ukraine No. 1013 dated December 9, 2015 “On Streamlining the Remuneration Structure, Features of Indexation, and Amending Certain Regulatory Legal Acts” (as amended).

5.1.4. Funds received into the accounts of the special fund shall be directed by the Employer to the payment of wages, energy and utility bills, and expenditures to ensure the development of the material, technical, and social base of the University in accordance with the approved budget estimates.

5.1.5. The Employer guarantees to pay wages to the University employees in monetary equivalent at the place of work twice a month at an interval not exceeding 16 calendar days (pursuant to Part 1 of Art. 115 of the Labor Code of Ukraine and Part 1 of Art. 24 of the Law of Ukraine “On Remuneration of Labor”): for the first half of the month by the 16th day of the current month, and for the second half of the month by the last day of the current month. Generally, the size of wages for the first half of the month shall constitute a percentage of the official salary established for the employee for the time actually worked up to the 15th day of the current month; in certain cases, when the promotion of an employee for the performance of specific tasks is provided for by an order, a performance bonus for the previous period may be paid during the advance payment. The remaining payments shall be paid for the second half of the month. Wages are paid by transferring funds to the card accounts of employees on the basis of personal applications of the employees. If the payday coincides with a weekend, public holiday, or non-working day, wages shall be paid on the eve thereof. The administration guarantees to pay vacation allowances and wages on the day the vacation begins. In case of untimely payment of money (for valid reasons), upon the employee's application, the due amount of wages for the vacation time shall be paid at the nearest date established for the payment of an advance or wages.

5.1.6. In accordance with the Industry Agreement, the Employer guarantees to deduct trade union membership dues from the wages of an employee who is a union member upon their written application and to ensure their free, cashless transfer to the account of the University Trade Union simultaneously with the transfer of wages to the employees' card accounts. The Accounting Department provides the Trade Union Committee with the necessary documentation to verify the correctness of the deduction and transfer of trade union dues. Information on the remuneration of all employees constitutes confidential data and cannot be provided upon request to another person, except in cases expressly established by the legislation of Ukraine.

5.1.7. When concluding an employment contract, the Employer shall inform the employee of the size, procedure, and terms of wage payments, as well as the grounds on which deductions from wages may be made.

5.1.8. The tariff and hourly systems of remuneration operate at the University in accordance with Resolution of the Cabinet of Ministers of Ukraine No. 1298 dated August 30, 2002 “On Remuneration of Employees on the Basis of the Unified Tariff Scale of Ranks and Coefficients for Remuneration of Employees of Institutions, Establishments, and Organizations of Certain Branches of the Budget Sphere”, Order of the Ministry of Education and Science of Ukraine No. 557 dated September 26, 2005 “On Streamlining the Terms of Remuneration and Confirming the Schemes of Tariff Ranks of Employees of Educational Institutions, Organizations, and Scientific Establishments”, and the approved staffing table for each budget program.

Under the hourly system, the labor of employees is remunerated for the time actually worked. The specific sizes of official salaries of employees are determined by the Unified Tariff Scale defined by the legislation of Ukraine in accordance with the professions, qualifications of employees, complexity, and conditions of the work performed by them, and are established in each case in a separate employment contract with the employee and within the limits of funds approved by the staffing tables and budget estimates of the University for labor remuneration expenditures.

Upon the payment of wages, employees shall be provided with a payslip (or, at the request of the employee, it shall be sent to their email address), which details the total amount of accrued wages with a breakdown of payments, sizes, as well as deductions from wages (Art. 110 of the Labor Code of Ukraine).

The terms of remuneration for the managers of the University and scientific-pedagogical staff must be provided for in the contract, fixed-term employment agreement, and additional agreements thereto.

5.1.10. In addition to the official salary, within the limits of the wage fund provided for by the staffing table and budget estimate (under the program), an employee shall be granted surcharges and allowances of a mandatory nature, and incentive allowances may be established after coordination with the Trade Union Committee (Appendix D.1 to the Collective Agreement).

5.1.11. In the event of the introduction of new or changes to current labor standards or the volume of the teaching (pedagogical) load, the Employer shall notify the employee thereof no later than two months prior to the introduction in accordance with current legislation.

5.1.12. In the event of an employee's dismissal, regardless of the grounds for dismissal, they shall be provided with all payments stipulated by legislation, including compensation for the loss of part of wages due to a delay in its payment in accordance with Art. 34 of the Law of Ukraine “On Remuneration of Labor” and the Law of Ukraine “On Compensation to Citizens for Loss of Part of Income due to Violation of the Deadlines for Their Payment”. In the event of termination of the employment contract, pursuant to Art. 116 of the Labor Code of Ukraine, the employee is guaranteed the payment of all sums due to them, which shall be made on the day of their dismissal. If the employee did not work on the day of dismissal, the specified sums shall be paid no later than the next day after the dismissed employee presents a request for final settlement. The University guarantees to notify the employee in writing on the day of payment of the sums accrued and paid to the employee upon dismissal, indicating separately each type of payment (basic and additional wages, incentive and compensatory payments, other payments to which the employee is entitled under the terms of the employment contract and in accordance with legislation, including upon dismissal).

5.1.13. The Employer guarantees the preservation of the average wage for employees who are distracted during working hours from their main activities to perform state or public duties, if according to current legislation these duties can be performed during working hours.

5.1.14. The payment of bonuses to all employees in accordance with the Regulations on Bonuses (Appendix D.2 to the Collective Agreement) is carried out only after coordination with the Trade Union Committee. The payment of bonuses to University employees who have defended a qualification thesis is carried out in accordance with the Regulations (Appendix D.6 to the Collective Agreement).

5.1.15. The procedure for rewarding and stimulating instructors who have been awarded the honorary title “Professor of KhAI” is determined in accordance with these Regulations (Appendix D.3 to the Collective Agreement). A scientific-pedagogical staff member who holds the honorary title “Professor of KhAI” shall be granted a monthly wage allowance in the size of 10% to 20% of their official salary.

5.1.16. The Employer undertakes to pay for nighttime work in the size of 40% of the hourly rate of the official salary (tariff rate) for each hour of work from 22:00 to 06:00 pursuant to Articles 54, 55, and Art. 108 of the Labor Code of Ukraine. Involving employees in work on public holidays and non-working days shall be carried out on the basis of the Rector's orders coordinated with the Trade Union Committee, and such work shall be paid for pursuant to Articles 72 and 107 of the Labor Code of Ukraine.

5.1.17. The procedure for rewarding and stimulating the winners of the professional excellence competition “Ikarus of KhAI” is determined according to these Regulations (Appendix D.4 to the Collective Agreement).

5.1.18. The Regulations on Incentive Awards of the National Aerospace University “Kharkiv Aviation Institute” are determined according to these Regulations (Appendix D.5 to the Collective Agreement).

5.1.19. The procedure for rewarding and stimulating the winners of the public review-competition on occupational health and safety is determined according to these Regulations (Appendix E.2 to the Collective Agreement).

5.1.20. The Employer undertakes to pay wages to employees under 18 years of age with a reduced duration of daily work in the same size as for employees of corresponding categories with a full duration of daily work pursuant to Art. 51 of the Labor Code of Ukraine.

5.1.21. The Administration undertakes, in the event of transferring an employee to another permanent lower-paid job, to preserve the employee's previous average wage for two weeks from the date of transfer, and in cases where the employee's earnings decrease as a result of relocation for reasons beyond their control, to make a surcharge to the previous average wage for two months from the date of relocation pursuant to Art. 114 of the Labor Code of Ukraine.

5.1.22. Deductions from wages not provided for by current legislation shall be carried out exclusively upon the written application (consent) of the employee.

5.1.23. In the event of a change in the title of the position, the previously established allowances and surcharges shall be preserved for the employee.

5.2. The Employer Undertakes:

5.2.1. To ensure compliance with the legislation of Ukraine on remuneration of labor at the University. To carry out remuneration of labor on the basis of laws, resolutions of the Cabinet of Ministers of Ukraine, orders of the Ministry of Education and Science of Ukraine, and other regulatory legal acts.

5.2.2. To calculate the official salaries (tariff rates) of employees based on the size of the official salary (tariff rate) of an employee of the 1st tariff rank in the size determined in Resolution of the Cabinet of Ministers of Ukraine “On Remuneration of Employees on the Basis of the Unified Tariff Scale of Ranks and Coefficients for Remuneration of Employees of Institutions, Establishments, and Organizations of Certain Branches of the Budget Sphere” No. 1298 dated August 30, 2002.

5.2.3. To ensure the payment of the minimum wage according to the current legislation of Ukraine. The size of an employee's wage for a fully completed monthly (hourly) labor standard cannot be lower than the size of the minimum wage (Art. 3-1 of the Law of Ukraine “On Remuneration of Labor”).

5.2.4. To make a surcharge to the level of the minimum wage, which is paid monthly simultaneously with the payment of wages, if the accrued wage of an employee who has completed the monthly labor standard is lower than the legally established size of the minimum wage.

In case of work under part-time working hours arrangements, as well as if the employee fails to fulfill the monthly (hourly) labor standard in full, the minimum wage shall be paid proportionally to the completed labor standard (Art. 3-1 of the Law of Ukraine “On Remuneration of Labor”).

5.2.5. When calculating the size of an employee's wage to ensure its minimum size, surcharges for work in unfavorable working conditions and increased health risk, for nighttime and overtime work, the traveling nature of work, and bonuses for public holidays and jubilee dates shall not be taken into account.

5.2.6. Not to make unilateral decisions that alter the terms of remuneration established in the Collective Agreement.

5.3. The Trade Union Committee Undertakes:

5.3.1. To exercise control over compliance with the legislation on remuneration of labor at the University.

5.3.2. To promptly consider and make decisions regarding the coordination of draft orders on remuneration issues concerning all University employees.

5.3.3. To facilitate the provision of necessary consultative assistance to University employees regarding remuneration issues.

5.3.4. To represent the interests of an employee who is a member of the Trade Union during the consideration of their labor dispute regarding remuneration in the labor disputes commission (Art. 226 of the Labor Code of Ukraine).

5.3.5. To report all facts of violations regarding remuneration of labor to the State Labor Inspectorate.

5.3.6. To ensure that state supervision bodies for compliance with labor legislation are informed about facts of remuneration violations, deadlines for paying wages, and corresponding obligations under the Collective Agreement.

5.3.7. To demand that officials guilty of violating the legislation on remuneration of labor and the terms of the Collective Agreement concerning remuneration be held accountable.

5.4. The Parties Have Agreed:

5.4.1. To jointly exercise control over the timely payment of wages at the University, analyze the reasons for delays, and take measures to eliminate them.

5.4.2. To ensure publicity at the University regarding the terms of remuneration, the procedure for paying surcharges, allowances, rewards, other incentive or compensatory payments, and the regulations on bonuses.

5.4.3. To take measures for the timely and full payment of wages to the University employees.

5.4.4. To qualify untimely or incomplete payment of wages as a gross violation of labor legislation and the Collective Agreement and to take joint operational measures in accordance with legislation.

VI. Working Conditions and Occupational Health and Safety. Civil Protection

6.1. General Provisions on Occupational Health and Safety at the University and Civil Protection Measures.

6.1.1. The Employer undertakes to ensure compliance with the requirements of the Law of Ukraine “On Occupational Health and Safety”, the Order of the Ministry of Education and Science of Ukraine “On Approval of the Regulations on the Organization of Work on Occupational Health and Safety and Life Safety of Educational Process Participants in Educational Institutions and Establishments” No. 1669 dated December 26, 2017, and other regulatory legal acts on occupational health and safety, occupational health and safety and life safety measures stipulated by the Collective Agreement, directives of state supervision bodies for occupational health and safety, proposals of the Trade Union Committee, as well as the employees' right to safe and healthy working conditions, benefits and compensations, and social protection in case of damage to their health.

6.1.2. The responsibility for creating healthy and safe conditions for conducting the educational and labor processes, as well as for the state of occupational health and safety in the structural units of the University, shall be vested in their heads.

6.1.3. The Employer undertakes to ensure the functioning of the civil protection system at the University, within financial capabilities to create and maintain available safe spaces and shelters, to ensure compliance with the requirements of regulatory acts regarding the rules of conduct upon the “Air Raid” signal, and to organize training for employees on various issues of civil protection of the population during wartime.

6.1.4. The Employer and the Trade Union Committee have agreed not to allow an employee to be held liable for actions taken to protect their rights on issues of occupational health and safety or in case of refusal to perform work if a production situation has arisen that is dangerous to their life or health, or to the people around them, or to the production or natural environment.

6.1.5. The Employer and the Trade Union Committee undertake to ensure the annual holding of a public review-competition among faculties, departments, offices, and other units of the University in accordance with the Regulations on the Public Review-Competition on Occupational Health and Safety (Appendix D.2 to the Collective Agreement).

6.1.6. The Employer and the Trade Union Committee undertake to ensure the rewarding, based on the results of the review-competition, of the winning teams in all categories, their heads, public inspectors for occupational health and safety, and trade union group organizers. Employees may also be subject to reward for their introduction and application of safe methods and means of labor, active promotion, and personal contribution to creating healthy and safe working conditions.

6.2. The Employer Undertakes:

6.2.1. To ensure, pursuant to Art. 19 of the Law of Ukraine “On Occupational Health and Safety”, the funding of occupational health and safety measures in an amount not less than 0.2% of the wage fund of the University, provided that settlements for labor remuneration, energy resources, utility services, and other mandatory payments are fully secured.

6.2.2. To ensure the timely implementation of Comprehensive Measures to Improve Occupational Health and Safety Conditions for the year 2025 (Appendix D.1 to the Collective Agreement).

6.2.3. To ensure the workplace certification regarding working conditions in accordance with current legislation. Workplace certification shall be conducted at least once every five years. The validity period of benefits and compensations based on the results of workplace certification shall be established by an order for the University. The period for conducting the certification shall be counted from the date of issuance of the order on the results of the previous certification. The start date of the next certification is the date of issuance of the order to conduct it.

6.2.4. In accordance with the results of workplace certification, on the basis of the Industry Agreement:

- to establish for employees engaged in work with hazardous conditions surcharges to their official salaries in the size of up to 12% and up to 24% (Appendix D.3 to the Collective Agreement);

- to grant additional leaves for work with hazardous and arduous conditions, special nature of labor, and neuro-emotional strain (Appendix D.4 to the Collective Agreement);

- to ensure, at the expense of the University, the provision of milk or equivalent food products to employees engaged in work with hazardous working conditions, and in the case of the traveling nature of work, to pay monetary compensation to the employee for purchasing milk or equivalent food products (Appendix D.5 to the Collective Agreement).

6.2.5. At the expense of the University's funds, to provide employees in accordance with norms with overalls, safety footwear, personal protective equipment, and detergents (Appendix D.6 to the Collective Agreement).

6.2.6. To organize training, knowledge testing on occupational health and safety, and briefings in accordance with the requirements of regulatory documents.

6.2.7. To ensure, at the expense of the University's funds, the periodic medical examination of employees engaged in work with hazardous and dangerous working conditions, the annual mandatory medical examination of persons under 21 years of age, as well as the full implementation of the recommendations of the final medical examination statement regarding the employment and health improvement of employees diagnosed with diseases.

6.2.8. To ensure the timely investigation and record-keeping of industrial accidents, occupational diseases, and emergencies in accordance with current legislation.

6.2.9. To pay employees who have suffered an industrial injury, regardless of the payments of the Pension Fund of Ukraine regarding social insurance, a one-time material aid in an amount not exceeding one official salary, taking into account the provision of any material aid no more than once a year. If the damage to health due to industrial injury occurred not only through the fault of the Employer but also as a result of the victim's violation of the requirements of regulatory acts on occupational health and safety, the size of the one-time aid shall be subject to reduction (Appendix D.7 to the Collective Agreement).

6.2.10. To guarantee the unhindered work of Trade Union representatives during their monitoring of working conditions at the University, with the mandatory presence of the Employer's representatives.

6.2.11. To provide workplaces with proper means of labor, occupational health and safety instructions, and to create proper sanitary and welfare conditions for employees.

6.2.12. To ensure temperature, air, lighting, and water regimes at the University in accordance with sanitary and hygienic standards.

6.2.13. To ensure the functioning of the Occupational Health and Safety Management System (OHSMS) at the University.

6.3. The Trade Union Committee Undertakes:

6.3.1. To exercise control over compliance with the requirements of working and learning conditions established by regulatory acts on occupational health and safety; in case of detecting violations, to demand their elimination.

6.3.2. To participate in workplace certification, testing of knowledge on occupational health and safety issues, and in the investigation of industrial accidents and occupational diseases.

6.4. The University Employees Undertake:

- to fulfill the requirements of regulatory acts on occupational health and safety;

- to strictly adhere to equipment operation rules, job and operating instructions, and to fulfill occupational health and safety standards and directives;

- to take an active part in creating safe working conditions, and to submit their proposals for the elimination of possible emergency situations;

- to undergo medical examinations in accordance with the established procedure;

- to promptly report industrial accidents to their supervisors.

VII. Legal and Social Protection, Social Partnership

7.1. The Employer Undertakes:

7.1.1. To comply with the requirements of the Law of Ukraine “On Ensuring Equal Rights and Opportunities for Women and Men” with the aim of adhering to the principle of gender equality, in particular:

- to create working conditions that would allow women and men to perform labor activities on an equal basis;

- to ensure women and men have the opportunity to combine labor activities with family responsibilities;

- to provide equal pay for women and men for identical qualifications and identical working conditions, etc.

7.1.2. With the purpose of maintaining work capacity and stimulating the material interest of employees in improving the quality of work, as well as strengthening labor discipline and reducing staff turnover, provided that savings in the wage fund are available and within the limits of budget allocations, material aid may be granted to all employees of the University.

For the specified purpose, the Employer may grant employees material aid in an amount up to one official salary per year (excluding funeral material aid), in particular:

1) Material aid to certain categories of employees.

In accordance with these Regulations (Appendix E to the Collective Agreement), material aid at the expense of the University's funds is provided once a year in the sizes stipulated by Appendix E to the Collective Agreement.

2) Medical recovery material aid (additionally, regardless of other types of material or social aid) to employees suffering from or infected with tuberculosis, in the amount of one official salary (granted annually).

7.1.3. Medical recovery material aid, as defined by the legislation of Ukraine, is provided simultaneously with the payment for annual leave to scientific-pedagogical staff, pedagogical staff, and library employees in the size of one official salary.

7.1.4. To provide employees with the necessary documents for submission to the Pension Fund.

7.1.5. To ensure the review of applications, complaints, and appeals from employees and the Trade Union Committee within the deadlines established by legislation, and to take appropriate measures.

7.1.6. To apply disciplinary liability measures to employees exclusively in accordance with the procedure provided for in Articles 147–152 of the Labor Code of Ukraine (Appendix G to the Collective Agreement).

7.1.7. To deduct funds for the Trade Union Committee for cultural, physical-educational, and health-improvement work in the size of not less than 0.3% of the wage fund, provided that settlements for labor remuneration, energy resources, utility services, and other mandatory payments are fully secured.

7.1.8. To provide University employees and their family members with services in sports sections and other clubs in accordance with the current regulations on paid services and the cost calculation of the service, taking into account the operating costs of sports facilities, the assembly hall, and other premises during non-academic hours.

7.1.9. To promote the realization of the rights of young specialists and to provide them with the necessary conditions for high-productivity work.

7.1.10. The Employer has the right to change the price of vacation passes during the holiday season upon coordination with the Trade Union Committee, taking into account seasonal fluctuations in demand for the services of recreation centers.

7.1.11. Pursuant to Art. 43 of the Law of Ukraine “On Trade Unions, Their Rights and Guarantees of Activity”, the Employer may provide premises intended for cultural-educational, physical-educational, and sports work among University employees to the Trade Union Committee for temporary use on a contractual basis. The specified agreement on the transfer for temporary use of premises intended for cultural-educational, physical-educational, and sports work is concluded in accordance with the procedure established by the current legislation between the University and the Trade Union Committee.

7.2. The Trade Union Committee Undertakes:

7.2.1. To activate participation in the public and trade union life of the University employees.

7.2.2. To promote the expansion of cooperation between trade union organizations of higher education institutions in the Kharkiv region and Ukraine.

7.2.3. To conduct explanatory work within the labor collective regarding the constitutional rights and guarantees of employees, as well as the methods and forms of their protection.

7.2.4. To promptly bring to the attention of the labor collective the content of regulatory documents concerning the socio-economic and labor rights and interests of Trade Union members.

7.2.5. To provide assistance in solving household problems for non-working pensioners registered with the Trade Union.

7.2.6. To organize “health days”, field trips, excursions, etc.

7.2.7. To organize meetings and celebrations dedicated to holidays of state, regional, local significance and professional nature, as well as those dedicated to KhAI Day, Knowledge Day, etc.

7.2.8. To provide University employees who are Trade Union members with a trade union payment. In accordance with these Regulations (Appendix E to the Collective Agreement), the trade union payment is provided at the expense of the Trade Union's funds in the sizes stipulated by Appendix E to the Collective Agreement, in accordance with the established rules of the Trade Union upon the decision of the Trade Union Committee.

7.3. The Parties Have Agreed:

7.3.1. To take measures for organizing and ensuring health-improvement and vacation arrangements for the children of University employees.

7.3.2. To direct work towards ensuring compliance with current legislation:

- in the sphere of labor relations;

- when ensuring social guarantees and benefits for University employees, their family members, as well as pensioners who previously worked at the University.

7.3.3. The Employer represented by the Rector and/or, upon their authorization, representatives of the University, at the invitation of the Trade Union Committee, shall participate in events of the Trade Union Committee aimed at protecting the labor and socio-economic rights of employees and students.

7.3.4. To organize affordable catering for employees in the University canteens, as well as to ensure the operation of cafeterias in the academic buildings (Main, Aircraft Engineering, Engine Engineering, Radio Engineering, Pulse, Educational-Laboratory Building (ULK), Educational-Laboratory Building (K2)).

7.3.5. To provide children of employees under 14 years of age with vacation passes to children's health camps and to the recreation center “Prolisok” with a partial subsidy from the budget of the Trade Union Committee.

7.3.6. To organize events for congratulating University veterans (including non-working ones) who have worked at the University for over 30 years on state holidays, birthdays, etc.

7.3.7. To ensure the preparation of the University for the new academic year, for operation in winter conditions, and the day-to-day functioning of the University.

7.3.8. To consider it a general rule that material aid at the expense of the University's funds or a trade union payment at the expense of the Trade Union Committee's funds is paid upon submission of the necessary documents.

VIII. Guarantees of the Trade Union Organization's Activity

8.1. The Employer and the labor collective of the University recognize that the Trade Union Committee is the authorized representative of the labor collective's interests in negotiations with the Employer on issues of labor remuneration, dismissal, and employment of University employees, the creation of favorable conditions for the normal activity of the entire labor collective, as well as on issues of social protection, organization of recreation, medical services, and improvement of socio-living conditions.

8.2. In order to create conditions for the activity of the Trade Union to ensure the performance of the Trade Union Committee's duties as the authorized representative of the labor collective, the Employer undertakes:

8.2.1. To provide the Trade Union Committee for review, in particular by including it in the distribution list of electronic documents, with copies of regulatory documents received by the University, as well as documents issued by the Rector (orders, instructions, etc.) concerning issues of labor organization and wages, occupational health and safety, recreation, various types of surcharges and compensations, as well as information for the possibility of exercising control over compliance with labor legislation, relevant articles of the Collective Agreement, and conducting collective bargaining.

8.2.2. To coordinate with the Trade Union Committee local regulatory acts that affect the rights and interests of employees in the sphere of labor and socio-economic relations; orders concerning material incentives and the distribution of social benefits, changes in working hours, introduction and revision of labor standards, its remuneration, piece rates, tariff scales, official salaries, terms of introduction and sizes of allowances, surcharges, bonuses, rewards, other incentive and compensatory payments, as well as the improvement of conditions, occupational health and safety, recreation, material-living, and medical services for employees.

8.2.3. To provide the opportunity for the participation of the Trade Union Committee representatives:

- in meetings of the Academic Council of the University / faculties, the Rector's office, and other working bodies;

- in the development of the University Statute, preparation of amendments and supplements to it, the Internal Labor Regulations, and in the review of proposals and comments on all socio-economic issues.

8.2.4. To transfer trade union dues deducted from wages.

8.2.5. To ensure conditions for the work of the Trade Union of University employees, namely:

- to grant the right of free use of premises (rooms 135, 135a, 137 of the Main Building), communication means, computer and copying equipment, heating, lighting, cleaning, security services, and access to email and computer network in these premises;

- to provide transport and premises for holding mass events in order to ensure the planned statutory activity of the Trade Union Committee;

- to facilitate the holding of spartakiads, competitions, tournaments, rallies, festivals, and contests, and other cultural-mass and sports events among employees and students, using the sports bases and sports facilities of the University;

- to hold employees who are members of the Trade Union Committee disciplinarily liable (in particular, dismissal) only with the prior consent of the Trade Union Committee;

- to prevent interference in the statutory activity of the Trade Union.

8.3. To ensure the activity of the trade union bureaus of faculties and units, the Employer ensures the provision by the management of faculties and units of access to necessary equipment, premises, etc., for holding meetings of the trade union bureaus.

8.4. The Employer:

- grants members of the Trade Union Committee, who are not released from their production activities and official duties, up to three hours per week with the preservation of wages for the performance of trade union duties, participation in consultations and negotiations, performance of other public duties in the interests of the labor collective, as well as for participation in the work of elected trade union bodies;

- grants employees elected to elected trade union bodies an additional leave of up to 6 calendar days with the preservation of average wages for the duration of trade union training.

8.5. All rights, benefits, and rewards established for University employees apply to the staff employees of the Trade Union Committee.

8.6. Members of the University Trade Union Committee are guaranteed opportunities to exercise their powers provided for by current legislation and the Collective Agreement, in particular, members of the Trade Union Committee have the right:

8.6.1. to unhinderedly visit and inspect the workplaces of University employees;

8.6.2. to demand and receive from the Employer relevant documents, information, and explanations concerning working conditions, implementation of the Collective Agreement, compliance with labor legislation, and socio-economic rights of employees;

8.6.3. to directly address officials of the University orally or in writing;

8.6.4. to verify the work of University units providing public catering, transport services, and the activity of dormitories (with the knowledge or on behalf of the Trade Union Committee);

8.6.5. to place their own information in premises and on the territory of the University in places accessible to employees;

8.6.6. with the knowledge or on behalf of the Trade Union Committee, to verify settlements for labor remuneration and state social insurance;

8.6.7. to exercise other powers provided for by the Law of Ukraine “On Trade Unions, Their Rights and Guarantees of Activity”.

8.7. The Trade Union Committee Undertakes:

- to ensure the preservation of the premises provided for use, as well as the equipment and office appliances installed in them, allocated to it for the performance of statutory functions;

- when planning mass events that require additional involvement of the University's material resources (transport, premises, etc.), to coordinate the time and volume of the use of these resources in advance.

IX. Control over the Implementation of the Collective Agreement

9.1. The Parties Undertake:

9.1.1. To exercise control over the implementation of the Collective Agreement through a joint commission formed by the Parties that concluded the Collective Agreement (Art. 15 of the Law of Ukraine “On Collective Agreements and Arrangements”).

9.1.2. To jointly analyze annually the state of implementation of the Collective Agreement, and to hear the reports of the Rector of the University and the Chairperson of the Trade Union regarding the realization of the undertaken obligations at the conference of the labor collective.

9.1.3. In case of untimely implementation or non-implementation of obligations, to analyze the reasons and take urgent measures to ensure their realization.

9.1.4. The Parties that concluded the Collective Agreement bear direct responsibility for the fulfillment of the undertaken obligations.

9.1.5. Officials and other persons whose actions or inaction led to the violation of the implementation of the terms of this Collective Agreement shall be held liable in accordance with current legislation.

9.2. The Trade Union Committee Undertakes:

9.2.1. To demand from the owner or their authorized body the termination of the employment contract with the Rector of the University if they violate labor legislation and fail to fulfill obligations under the Collective Agreement (Art. 45 of the Labor Code of Ukraine).

10. Final Provisions

10.1. The Parties to the Collective Agreement fulfill its terms independently and through authorized persons who, according to their official and functional duties, must ensure the performance of work in a specific area.

10.2. All appendices to the Collective Agreement are an integral part thereof.

10.3. Negotiation and control over the implementation of the Collective Agreement are performed by the joint commission of the Parties.

 

The Parties have agreed to extend the validity period of the Collective Agreement (with amendments) between the National Aerospace University “Kharkiv Aviation Institute” represented by the Acting Rector Oleksiy Mykolayovych Lytvynov and the Primary Trade Union Organization of the National Aerospace University “Kharkiv Aviation Institute” represented by the Chairperson of the Primary Trade Union Organization of the National Aerospace University “Kharkiv Aviation Institute” Yuriy Leonidovych Pronchakov for the year 2026.

 

From the Employer's Side:

Derkachivskyi H. A. – Vice-Rector for Administrative and Economic Activity, co-chairperson of the commission;

Orlov S. V. – Head of the Legal Department;

Maksymova L. M. – Head of the Occupational Health and Safety Department;

Kovaliv O. O. – Chief Accountant;

Darmofal E. A. – Head of the Educational and Methodological Department;

Bezpalova T. A. – Head of the Planning and Finance Department;

Stonoha T. A. – Acting Head of the Personnel Department;

Shmatko O. O. – Head of the Research Department.

From the Trade Union's Side:

Yakusheva Ye. M. – Deputy Chairperson of the University Trade Union Committee, co-chairperson of the commission;

Ihnatiev D. S.– Deputy Chairperson of the University Trade Union Committee;

Porcherianu T. H. – Chairperson of the Trade Union Bureau of Operational Departments;

Utiralova O. M. – Chairperson of the Trade Union Bureau of the Faculty of Aircraft Engineering;

Anikin A. M. – Chairperson of the Trade Union Bureau of the Faculty of Control Systems for Aircraft;

Hatylo V. P. – Chairperson of the Trade Union Bureau of the Faculty of Business and Software Engineering;

Kharchenko A. A. – Chairperson of the Trade Union Bureau of the Management Apparatus.

From the Side of the Primary Trade Union Organization of Students:

Zeiniiev T. H. – Chairperson of the Student Trade Union Committee.

On the basis of powers and by authorization of the conference of the University's labor collective, the Collective Agreement was signed by:

Oleksiy LYTVYNOV - Acting Rector  

Yuriy PRONCHAKOV - Chairperson of the Primary Trade Union Organization

 

Appendix A to the Collective Agreement

Internal Labor Regulations

Adopted at the conference of the University's labor collective on December 25, 2013

Approved by the Rector's order dated December 26, 2013

(with amendments approved at the conferences of the University's labor collective

dated August 24, 2024, and December 25, 2024)

Section 5. Work Regime, Working Time and Its Utilization

5.1. Pursuant to the Constitution of Ukraine, the Labor Code of Ukraine, the Law of Ukraine “On Leaves”, the Law of Ukraine “On Education”, the Law of Ukraine “On Higher Education”, other regulatory acts and local documents of the University, a five-day work week with two days off – Saturday and Sunday – is established. For certain categories of employees, depending on the specifics of their activities, individual work schedules or a six-day work week may be applied.

The University establishes the following duration of working time:

- for scientific-pedagogical staff — up to 36 hours per week;

- for scientific researchers, engineering and technical personnel, and other employees — up to 40 hours per week;

- for students and postgraduate students, the educational load shall not exceed the norms established by educational and scientific standards.

5.2. Scientific-pedagogical staff perform all types of activities (educational, educational-methodological, scientific, educational/mentoring work, etc.) within their working time in accordance with their job duties, approved individual plans, and the terms of the employment contract (agreement). Dual employment (holding multiple positions) is permitted only during time free from the primary job.

5.3. Heads of departments, deans of faculties, and responsible officials ensure control over compliance with educational class schedules, fulfillment of individual plans, and regulated work performed by employees.

5.4. The University approves the following work schedule:

- for scientific-pedagogical staff — according to the class timetable and individual work schedules;

- for other employees — in accordance with approved schedules (8:30–17:30).

Lunch break: from 13:00 to 14:00 for all categories of employees.

5.5. Upon coordination with the Rector, the Trade Union Committee, and the Personnel Department, other work regimes, including work shifts, summarized tracking of working time, and hourly labor remuneration, may be established for specific structural units and groups of employees. The tracking period is determined in accordance with the current legislation of Ukraine and the Collective Agreement.

5.6. The educational process at the University begins in accordance with the approved class timetable. The general days off are Saturday and Sunday, with the exception of categories of employees with approved special schedules.

5.7. For employees with summarized tracking of working time or with part-time employment, an individual work schedule is established, approved by the Rector upon coordination with the heads of departments, the Trade Union Committee, and the respective structural units.

5.8. For persons under 18 years of age and persons engaged in work with hazardous working conditions, as confirmed by the results of workplace certification regarding working conditions, a shortened duration of working time is established in accordance with Articles 51 and 56 of the Labor Code of Ukraine. By agreement with the employer, part-time working hours may be established for a pregnant woman, a woman who has a child under fourteen years of age or a child with a disability, including one under her guardianship, or an employee caring for a sick family member in accordance with a medical report, pursuant to Art. 56 of the Labor Code of Ukraine.

5.9. All employees, except for scientific-pedagogical staff, must register the start and end of the working day in the approved tracking systems or specialized logbooks. The responsibility for maintaining these logbooks is vested in the designated person of the respective structural unit.

5.10. In case of absence from the workplace due to valid reasons, the employee is obliged to notify the head of the structural unit. Substitutions of teachers, when necessary, are organized by the department or the Department of Education Quality, Analytics, and Educational-Methodological Support.

5.11. Employees who appear at work (or are found at work) in a state of alcohol or drug intoxication shall not be admitted to work (shall be suspended from work), and the issue of the possibility of their further employment shall be resolved by the University administration in accordance with current legislation.

5.12. Overtime work is permitted only in exceptional cases, by a written directive of the Rector and upon coordination with the Trade Union Committee. Work on days off or public holidays is compensated in accordance with the Labor Code of Ukraine.

5.13. Annual leave is planned according to a schedule approved by the University administration and the Trade Union Committee, taking into account statutory requirements. The sequence of granting annual basic leaves is regulated by the University administration upon coordination with the Trade Union Committee and is compiled for each calendar year. In any case, a part of the leave lasting not less than 24 calendar days must be used in the current calendar year. Annual leave may, at the request of the employee, be divided into parts of any duration, provided that its main continuous part is not less than 14 calendar days. Specific periods for granting annual leave, including leave divided into parts, must be indicated in the leave schedules. Division and postponement of leave to another period are permitted in the manner established by current legislation.

It is prohibited to withhold annual leave for two consecutive years, as well as to withhold leave from employees under eighteen years of age and employees entitled to additional leaves.

Leave schedules are compiled for each calendar year no later than January 5, signed by the employees responsible for time-sheet tracking and the head of the structural unit, coordinated with the Trade Union Committee of the University's primary trade union organization, countersigned by the Head of the Occupational Health and Safety Department in the case of additional leave days for work in hazardous, arduous conditions, or under neuro-emotional strain, approved by the Rector or the Vice-Rector responsible for the relevant area of work, and affixed with the University seal.

5.14. Pedagogical staff are prohibited from changing the work schedule or class timetable, as well as delegating the performance of their duties to others without coordination with the administration.

5.15. During working hours, it is prohibited to distract employees from the performance of their official duties, except for cases provided for by the current legislation of Ukraine and paragraph 8.4 of the Collective Agreement, and to convene meetings without coordination with the management.

Appendix B to the Collective Agreement

List of Structural Units Where Summarized Tracking of Working Time Is Introduced

Unit (department)	Category (position) of workers
Security Department	Watchman, control master, section supervisor
Student Campus	Dormitory duty officer, plumber, lift operator, security guard
Chief Mechanic's Department	Senior boiler plant operator, operator (chemical water purification unit apparatus operator), boiler plant operator, heating technician, plumber, heating network maintenance technician, technician for repair of equipment in boiler plants and pulverized fuel preparation shops,  pumping plant operator, control and measuring instruments and automation (electromechanics) technician
Chief Power Engineer's Department	Electricians for repair and maintenance of electrical equipment; worker engaged in comprehensive maintenance and repair of buildings, structures, and equipment (when performing work of 6 or more occupations)
Electronic Communications Department	Technicians, electricians of telecommunication linear facilities and wire broadcasting
Recreation Center “Prolisok”	Security guard

Appendix C to the Collective Agreement

List of Positions and Occupations Entitled to Additional Paid Leave of Up to 7 Calendar Days for Non-Standard Working Hours

The right to additional paid leave of up to 7 calendar days for non-standard working hours is granted to the following employees whose job descriptions provide for non-standard working hours. Days of additional leave are granted for the time actually worked beyond the standard working hours during the past year.

Categories of employees:	number of days
- executives, their deputies and assistants	7
- heads of structural units and their deputies	7
- leading specialists: leading engineer, leading software engineer, leading designer (industrial designer), leading economist, leading public procurement specialist, leading legal advisor, leading accountant, leading librarian, leading bibliographer, leading editor (library)	7
- chief specialists (chief librarians, chief bibliographers)	7
- specialists (engineers, technologists), public procurement economists, legal advisors, specialist-psychologists, accountants; senior laboratory assistants with higher education; senior laboratory assistants without higher education; laboratory assistants, specialists in publishing and printing production, section supervisors, training master, administrators, scientific secretary (library), mechanic, engineer-laboratory assistant	7
- technicians of all specialties	4
- heads of: postgraduate studies, central warehouse, facilities management, archive, storage room, sector (library), department (library), housing maintenance section (Zhed)	7
- senior: merchandisers, cashiers, dispatchers, laboratory assistants	5
- chefs (production managers)	4
- inspectors, senior inspectors, clerks	7
- archivists, senior storekeepers, storekeepers (in the absence of a warehouse manager), dispatchers, laboratory assistants, commandants, passport officers, disinfector, restorer of archival and library materials	4
- proofreaders, librarians, bibliographers	5
- conductor, sound engineer, instructor, merchandisers, supply agents, public procurement specialists, editors	6
- physician of the highest category, nurse	7
- gardener	2
- security personnel: section supervisor	3
- motor vehicle drivers who perform work beyond the standard duration of a work shift	7

If an employee's position is not specified in this Appendix and was not included in the leave schedule, but the employee actually performed work beyond the standard duration of working time, as a result of which it is impossible to standardize the time of the labor process for them, an additional leave for non-standard working hours may be granted upon the submission of the head of the structural unit and the coordination of the University Rector and the Trade Union Committee.

The head, deputy head for scientific work, head of a structural unit, and other scientific researchers of scientific units are entitled to an additional 3 calendar days of paid leave at the expense of the funds of the Research Department (NDCh) and scientific units.

Appendix G1 to the Collective Agreement

List of Allowances and Surcharges That May Be Established to Official Salaries

(source of funding: general and special funds for each budget program)

No.		Name of Allowances and Surcharges	Percentages of Official Salary	Categories of Employees	Source of Funding
Surcharges	1	For performing the duties of a temporarily absent employee; dual occupation (positions); expansion of the service area or increase in the volume of work performed	up to 50% of the official salary of the absent employee or under a vacant position	all categories, except for executives and their deputies	funds of the general and special funds
	2	For work in hazardous working conditions	up to 12% up to 24%	employees performing work listed in Appendix D.3	funds of the general and special funds
	3	For work at night time from 22:00 to 6:00	40% of the tariff rate (official salary) for each hour of work at this time	employees of structural units where summarized tracking of working time is introduced	funds of the general and special funds
	4	For the academic title “Professor”	in the maximum amount of 33% of the official salary (wage rate)	employees whose profile activities coincide with the available academic title, determined by the Rector upon a justified submission of the head of the department	funds of the general and special funds
	5	For the academic title “Docent”	in the maximum amount of 25% of the official salary (wage rate)
	6	For the academic title “Senior Research Fellow” and “Senior Researcher”	in the maximum amount of 25% of the official salary (wage rate)
	7	For the scientific degree “Doctor of Sciences”	in the maximum amount of 25% of the official salary (wage rate)	employees whose profile activities coincide with the available academic title, determined by the Rector upon a justified submission of the head of the department	funds of the general and special funds
	8	For the scientific degree “Candidate of Sciences”	in the maximum amount of 15% of the official salary (wage rate)
	9	Surcharge for performing the duties of the head of a department	from 10% to 20% of the official salary, but not more than the official salary of a head of department, professor	heads of departments who do not hold the academic title “Professor”	funds of the general and special funds
	10	Surcharge for the use of disinfectants in work, as well as to employees engaged in cleaning restrooms	10% of the official salary	employees who perform work using disinfectants, as well as employees engaged in cleaning restrooms	general funds, special funds
	11	For seniority (length of service)	10% - over 3 years 20% - over 10 years 30% - over 20 years	library employees	funds of the general and special funds
Allowances	12	For special working conditions	up to 50%	library employees	funds of the general and special funds
	13	For high work achievements	up to 50%	all employees	funds of the general and special funds
		For performing particularly important work (for the period of its implementation)	up to 50%
		For complexity, intensity in work	up to 50%
	14	For performing the duties of a deputy dean	up to 30%	scientific-pedagogical staff	funds of the general and special funds
	15	For class rating (qualification class)	in the amount of 25% of the official salary in the amount of 10% of the official salary is established for on-line work (pursuant to the Order of the Ministry of Transport and Communications of Ukraine dated February 14, 2006 No. 136) in accordance with the time sheet	motor vehicle drivers, drivers of self-propelled mechanisms (tractor driver)	funds of the general and special funds
	16	For non-standard working hours	25%	motor vehicle drivers, drivers of self-propelled mechanisms (tractor driver)	funds of the general and special funds
	17	For length of service in the scientific sphere	10% - over 3 years 20% - over 10 years 30% - over 20 years	employees of the Research Department (NDCh) (list of positions in accordance with legislation)	funds of the general and special funds
	18	For seniority (length of service)	10% - over 3 years 20% - over 10 years 30% - over 20 years	scientific-pedagogical, pedagogical staff	funds of the general and special funds
	19	For the honorary title “Professor of KhAI”	up to 20% of a docent's salary taking into account the provisions of paragraph 5.1.15	scientific-pedagogical staff (under a separate regulation under the special fund)	funds of the special fund
	20	For the honorary title “Honored”	20%	employees whose profile activities coincide with the available honorary or sports title	funds of the general and special funds
	21	For the sports title “Master of Sports”	10%	employees whose profile activities coincide with the available sports title, determined by the Rector upon a justified submission of the head of the department	funds of the general and special funds
	22	For the sports title “Master of Sports of International Class”	15%	employees whose profile activities coincide with the available sports title, determined by the Rector upon a justified submission of the head of the department	funds of the general and special funds
	23	For knowledge and use of a foreign language in work	one European language – 10%, one Eastern, Finno-Ugric, or African language – 15%, two or more languages – 25% of the official salary	all employees who use a foreign language in accordance with their functional duties, except for departments 703 and 707 and the Center for International Relations and Eurointegration	funds of the general and special funds
	24	Allowance for the prestige of pedagogical work	up to 20% of the official salary for the volume of educational load	pedagogical staff	funds of the general and special funds

Appendix G2 to the Collective Agreement

Regulations on Bonuses for University Employees and Payments of Monetary Rewards to Pedagogical Staff

1. General Provisions

1.1. The Regulations on Bonuses for University Employees and Payments of Monetary Rewards to Pedagogical Staff have been developed in accordance with the Constitution of Ukraine, the Labor Code of Ukraine, the Laws of Ukraine “On Remuneration of Labor”, “On Education”, “On Higher Education”, “On Scientific and Scientific-Technical Activity”, Resolution of the Cabinet of Ministers of Ukraine No. 1298 dated August 30, 2002 “On Remuneration of Labor of Employees Based on the Unified Tariff Schedule of Ranks and Coefficients for Remuneration of Labor of Employees of Institutions, Establishments, and Organizations of Certain Branches of the Public Sector” (as amended), the University Statute, and regulatory acts on labor remuneration.

1.2. The Regulations are put into effect for the purpose of material stimulation of highly professional, timely, and high-quality work, motivating University employees to increase the efficiency and results of individual and collective labor, ensuring employees' interest in the timely and high-quality performance of job duties, the duration and quality of execution of particularly important and urgent tasks, and differentiating the wages of employees taking into account the complexity, responsibility, and conditions of the work performed, the employee's qualification, and their performance results.

1.3. The Regulations define the conditions, sizes, procedure for calculation, and payment of bonuses to University employees and annual monetary rewards to pedagogical staff, as well as the conditions for withholding bonuses. The procedure and sizes of bonuses in accordance with these Regulations apply to all employees of the University.

1.4. In accordance with legislation, monetary rewards to full-time pedagogical staff are paid by order of the University Rector once a year in an amount up to one official salary, upon submission by the head of the structural unit, taking into account the duration of employment in the position and the individual contribution.

1.5. Bonuses are paid to employees for conscientious and high-quality performance of official duties, demonstrated professional skill, perseverance, initiative, and high executive and labor discipline.

2. Procedure and Conditions for Awarding Bonuses

2.1. The decision to award a bonus is made by the Rector on the basis of a justified submission from the immediate head of the structural unit, with the consent of the Vice-Rector for the relevant field of work, or another manager responsible for the designated area of work under whose leadership the corresponding type and volume of work were performed by individual University employees. Submissions for bonuses are provided no later than the 20th day of the current month or, for specific indicators, after the end of the month in which the relevant tasks were performed, for the purpose of paying the bonus in the first subsequent salary payment (advance).

2.2. Bonuses are designated and paid to University employees in accordance with their personal contribution to the overall results of work, the efficiency, and the quality of their labor.

2.3. Bonuses to University employees are paid within the limits of available funds from savings in the wage fund provided for in the labor remuneration budget estimate. Bonuses may be designated in the following sizes: as a percentage of the official salary, or in the amount of the official salary, or in the amount of the average monthly wage, or another specific amount, provided that the University has no arrears in salary payments, utility bills, and energy carriers, without any restriction on maximum amounts, except for bonuses defined by separate regulations. The sizes, grounds, and period of bonus payments are determined by the Rector's order.

2.4. Bonuses for employees are awarded based on the results of work for a month, quarter, year, for the period leading up to professional holidays, anniversaries, or for the conscientious performance of specific types and volumes of work.

2.5. For employees working part-time or temporarily, bonuses are calculated on a general basis.

2.6. For employees who worked an incomplete month for any reason, the monthly performance bonus is paid for the time actually worked. One-time bonuses for specifically defined indicators are paid in the amount of a certain fixed sum, regardless of the number of days worked in the month in which such a bonus is paid.

2.7. An employee may be awarded multiple types of bonuses simultaneously under these Regulations.

2.8. During the term of validity of a disciplinary sanction, no bonuses shall be awarded to employees.

2.9. Bonuses for the University Rector are awarded by decision of the higher-level body of the Ministry of Education and Science of Ukraine, within the limits of available funds for labor remuneration.

3. Sources of Bonus Funding

Funds of the general and special funds provided for in the University's budget estimate for labor remuneration. Bonuses for employees are paid out from savings in the wage fund, which may be generated due to existing vacancies, temporary disability, leave without pay, etc. Employee bonuses funded by domestic and/or international grant programs are carried out in accordance with the terms of the grant agreements.

4. Bonus Indicators

For high-quality, efficient work, professional skill, many years of flawless service, and personal contribution to the general results of educational and/or educational-methodical and/or financial-economic activities of the University	all University employees
For high-quality training of specialists, additional workload in the educational process and/or research work	University employees engaged in educational and/or scientific activity
For taking the first three places in a professional skill competition	all University employees
For successful defense of a qualification thesis in accordance with separate Regulations (Appendix G.6)	scientific-pedagogical staff, scientific staff; educational-support staff
For operational results, increase in production volumes, and personal contribution to the final performance results of the University	administrative and facilities management personnel
For individual indicators in the activities of the University (conducting regional events, organizing and participating in conferences, symposia, olympiads, exhibitions, competitions, sports tournaments, participation in cultural and mass work, health improvement and educational activities), etc.	University employees who participated in these events
For high-quality, efficient work and personal contribution to the preservation of the material and technical facilities of the University	all University employees
For creation and implementation of new technologies, information systems, etc.	all University employees
For publications in editions indexed in international scientometric databases, in accordance with separate Regulations  For active participation in organizing the work of the admissions committee and selection committees for all levels of education	scientific-pedagogical staff   all University employees
For the implementation of international projects (grant programs), namely for international and project activities, including: - attracting international grants and additional revenues, including: - preparation, submission, and support of international grant applications; - attracting funding within international programs and projects; - providing financial and organizational support for international projects; - preparation and implementation of international projects, including: - participation in the development of project concepts and terms of reference; - performance of project tasks and achievement of defined results; - preparation of project, financial, and reporting documentation; - performing the functions of a head, coordinator, implementer of international projects, including: - management and coordination of the project team; - interaction with international partners and donors; - control over the execution of project stages and deadlines; - development and implementation of international educational programs, including: - joint educational programs and double degree programs; - English-language and other international educational programs; - adaptation of educational programs to international standards; - coordination of academic mobility, including: - organization of mobility for higher education applicants, Doctor of Sciences candidates, pedagogical, scientific, and other staff; - coordination of academic mobility and exchange programs; - support for foreign participants of the educational process, academic mobility participants; - development of international partnership, including: - conclusion and implementation of international agreements and memorandums; - development of strategic international partnerships; - participation in international networks, consortia, and project associations	employees involved in execution
For development and implementation of a double degree and/or mobility program	employees involved in execution
For attracting additional sources of funding through concluding international agreements on providing educational services to foreigners and stateless persons	employees involved in execution
For organizing international events that enhance the image of the University	employees involved in execution
Upon submission of the Ministry of Education and Science of Ukraine for work in methodical and other committees  For performing the duties of authorized persons designated as responsible for the organization and conduct of procurement procedures  For training winners (first three places) of student olympiads, student scientific research competitions, sports tournaments, and other competitions at the Ukrainian and international levels	scientific-pedagogical staff   authorized procurement persons   scientific-pedagogical staff and employees of the Student Design Bureau

All types of bonuses are paid after coordination with the University Trade Union Committee.

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Appendix G3 to the Collective Agreement

Regulations on the Honorary Title “Professor of KhAI” of the National Aerospace University “Kharkiv Aviation Institute”

1. The honorary title “Professor of KhAI” was introduced by the decision of the Academic Council of the State Aerospace University “Kharkiv Aviation Institute” on February 23, 2000 (Minutes No. 1) to commemorate the 70th anniversary of KhAI.

2. The honorary title “Professor of KhAI” is awarded to leading lecturers who are full-time employees of the University and meet the following requirements:

- hold a scientific degree of Doctor of Philosophy (Candidate of Sciences) or Doctor of Sciences and an academic title of Docent or Senior Researcher (Senior Research Fellow);

- have at least 25 years of experience in scientific-pedagogical or scientific activity at KhAI;

- have published at least 3 educational-methodical and scientific works (monograph, a chapter in a collective monograph, study guide, textbook, etc.) within the last 5 years;

- have published at least 5 scientific articles in peer-reviewed professional publications of Ukraine within the last 5 years, including at least 2 scientific articles in publications indexed in scientometric databases, in particular “Scopus” or “Web of Science”;

- demonstrate an active civic stance and have made a significant contribution to the development of the University;

- have supervised the successful completion of at least one Doctor of Philosophy (Candidate of Sciences) or Doctor of Sciences candidate.

3. The honorary title “Professor of KhAI” is awarded by the decision of the Academic Council of the University by secret ballot, in which at least 2/3 of the Council members participated. The decision is considered adopted if voted for by 2/3 of the Council members present.

4. The right to nominate candidates for the honorary title “Professor of KhAI” is granted to heads of departments, deans of faculties, heads of scientific divisions (with the support of the Academic Council of the respective faculty), and the Rector of the University.

5. Documents for obtaining the honorary title “Professor of KhAI” are submitted to the Academic Secretary and are brought before the Academic Council of the University for consideration.

6. The applicant submits the following documents:

- a submission to the Chairman of the Academic Council of the University, signed by the head of the respective division or by the Rector;

- an extract from the employment record book confirming the duration of service in scientific-pedagogical (scientific) work;

- a copy of the Docent or Senior Researcher (Senior Research Fellow) certificate;

- a copy of the Doctor of Philosophy (Candidate of Sciences) or Doctor of Sciences diploma;

- a list of scientific and educational-methodical works specified in paragraph 2 of these Regulations (for the last 5 years);

- copies of documents confirming the successful defense of a postgraduate or doctoral student (a copy of the diploma awarding the scientific degree, a copy of the first page of the author's abstract or thesis, an extract from the order of the Ministry of Education and Science of Ukraine on the award of the scientific degree, etc.);

- an extract from the minutes of the department meeting with a character reference of the applicant and their pedagogical and scientific activity;

- an extract from the minutes of the faculty Academic Council meeting.

7. Following consideration by the Academic Council of the University and a positive decision, the applicant is issued a certificate «Professor of KhAI», signed by the Rector and the Academic Secretary of the University.

8. An order on the conferment of the honorary title «Professor of KhAI» is issued on the basis of the decision of the Academic Council, the draft of which is submitted by the Academic Secretary of the University Academic Council.

9. Faculty members who have been awarded the academic title of professor are also entitled to apply for the honorary title «Professor of KhAI».

10. Faculty members who have been awarded the honorary title «Professor of KhAI» have the right to hold the position of professor of the department. The issue of further tenure in the position of professor is resolved in accordance with the requirements of current regulations.

11. The submission is considered at the meeting of the University Academic Council as necessary.

12. The new edition of the Regulations was adopted at the meeting of the University Academic Council on 28.08.2024.

Appendix G4 to the Collective Agreement

Regulations on the Professional Excellence Contest «Ikarus of KhAI» of the National Aerospace University «Kharkiv Aviation Institute»

1. General Provisions

1.1 The Regulations on the Professional Excellence Contest «Ikarus of KhAI» (hereinafter – the Regulations) of the National Aerospace University «Kharkiv Aviation Institute» (hereinafter – the University) have been developed in accordance with the Collective Agreement between the Rector and the labor collective represented by the Chairman of the University Trade Union Organization and the University Statutes, and define the categories and the procedure for determining and rewarding the winners.

1.2 The Professional Excellence Contest «Ikarus of KhAI» (hereinafter – the «Ikarus of KhAI» contest) is conducted among representatives of various categories of University employees with the aim of stimulating them to achieve high indicators of professional performance, demonstrate initiative, and realize their creative potential in the execution of their duties.

1.3 The «Ikarus of KhAI» contest is held based on the results of labor activities during the academic year.

1.4 The requirements of these Regulations apply to all employees of the University.

2. Goal and Objectives of the Contest

2.1 The goal of the contest is to stimulate all employees toward continuous development and improvement of professional excellence and creative growth, as well as to identify and support outstanding employees of the University.

2.2 Objectives of the contest:

- to motivate University employees to perform their duties qualitatively, responsibly, and conscientiously, contributing to their professional and creative development and self-realization;

- to properly evaluate the performance of professional duties by employees, their initiative, and the implementation of modern and innovative approaches in their activities;

- to stimulate the enhancement of performance efficiency across all structural divisions of the University;

- to support talented young academic and research staff.

3. Contest Nominations

3.1 Within the framework of the «Ikarus of KhAI» contest, 12 nominations are established:

1) Best Researcher;

2) Best Head of the Department;

3) Best Lecturer of Professionally Oriented Disciplines;

4) Best Lecturer of Fundamental Disciplines;

5) Best Lecturer of Social and Humanitarian Disciplines;

6) Best Young Academic and Research Staff Member;

7) Best Student Mentor;

8) Best Specialist in Educational Process Support;

9) Best Specialist in Organization and Methodological Support;

10) Best Specialist of Administrative and Management Departments and Social Security Services;

11) Best Specialist of Engineering and Operational Services;

12) Best Worker of Operational Services and Social Security Services.

3.2 If necessary, the title, quantity, and list of nominations may be modified by decision of the University Academic Council and in coordination with the University Trade Union Organization.

4. Organization and Conduct Procedure of the Contest

4.1 For the preparation and conduct of the «Ikarus of KhAI» contest, a University Organizing Committee is established, consisting of 11 persons. 

The Organizing Committee includes the Rector, Vice-Rectors, Chairmen of the Employees' Trade Union Organization and the Primary Trade Union Organization of Students, the Head of the Student Self-Government, and other representatives of the structural divisions of the University.

The personal composition of the Organizing Committee is approved by an order of the Rector in coordination with the Trade Union Organization.

The Chairman of the Organizing Committee is the Rector of the University.

4.2 The Organizing Committee performs work on forming the lists of contest participants, conducting public opinion polls, submitting proposals regarding awards for winners, and organizing the final award ceremony for the winners.

4.3 To conduct the competitive selection of nominees, two selection committees are established, corresponding to the nominations:

1st Selection Committee for the nominations:

- Best Researcher;

- Best Head of the Department;

- Best Lecturer of Professionally Oriented Disciplines;

- Best Lecturer of Fundamental Disciplines;

- Best Lecturer of Social and Humanitarian Disciplines;

- Best Young Academic and Research Staff Member;

- Best Student Mentor;

- Best Specialist in Educational Process Support;

- Best Specialist in Organization and Methodological Support.

2nd Selection Committee for the nominations:

- Best Specialist of Administrative and Management Departments and Social Security Services;

- Best Specialist of Engineering and Operational Services;

- Best Worker of Operational Services and Social Security Services.

The personal composition of the selection committees is approved by an order of the Rector of the University upon submission by the Organizing Committee.

4.4 In each nomination annually, the Organizing Committee approves the list of structural divisions that can take part in that nomination, and according to it, accepts submissions from the structural divisions.

4.5 The selection committees determine the winners and laureates of the contest.

4.6 For the nominations «Best Researcher», «Best Head of the Department», «Best Lecturer of Professionally Oriented Disciplines», «Best Lecturer of Fundamental Disciplines», «Best Lecturer of Social and Humanitarian Disciplines», «Best Young Academic and Research Staff Member», «Best Student Mentor», «Best Specialist in Educational Process Support», and «Best Specialist in Organization and Methodological Support», the selection committee includes: the Vice-Rector for Scientific Work, the Vice-Rector for Academic and Research Work, the Deans of Faculties, and one representative each from the Employees' and Students' Trade Union Organizations of the University, and the Student Self-Government.

4.7 For the nominations «Best Specialist of Administrative and Management Departments and Social Security Services», «Best Specialist of Engineering and Operational Services», and «Best Worker of Operational Services and Social Security Services», the selection committee includes: the Vice-Rector for Administrative and Economic Operations, a representative of the University Employees' Trade Union Organization, and the heads of the corresponding structural divisions.

4.8 The «Ikarus of KhAI» contest is conducted in a single stage according to the following procedure:

- structural divisions of the University (faculties, departments, offices) nominate candidates to the contest organizing committee, submitting a brief profile (one to two typewritten pages) indicating the main achievements and merits of the nominee during the last academic year (with copies of supporting documents) and specifying the nomination (Appendix G.4.1). The corresponding submission must be signed by the head of the respective division and the chairman of the trade union bureau. No more than one candidate per nomination may be submitted by a single faculty / structural division;

- based on the submitted proposals, the Contest Organizing Committee forms a list of nominees and organizes the verification of the submitted information for each nominee;

- after the final formation of the nominee lists, the organizing committee transfers them to the respective selection committees;

- the selection committees, at their meetings after discussion, determine the winners in each of the nominations by open vote and distribute the places among them;

- the results of the place distribution among the winners are transferred to the Organizing Committee, kept confidential, and announced only at the final award ceremony for the contest winners;

- all voting materials are stored in the Contest Organizing Committee for one year.

4.9 A meeting of the selection committees shall be deemed competent if at least 3/4 of the approved membership is present at its meeting.

4.10 A decision of the selection committees is considered adopted when at least 2/3 of those present at the meeting voted for it.

5. Procedure for Determining Nominees and Winners of the Contest

5.1 The requirements for the contest nominees in individual nominations are established in paragraphs 5.2 – 5.8. All nominees must be members of the Trade Union of Education and Science of Ukraine. All nominees must be full-time employees of the University and must have a work experience at KhAI of at least 3 years (including the last academic year). 

The total score of the participants by nomination is determined using the table (Appendix G.4.2).

5.2 Requirements for nominees submitted for participation in the contest under the nomination «Best Researcher»:

- the volume of scientific work must constitute at least 1/3 of the workload for the academic year (determined in the submission of the structural division);

- points are taken into account according to the data provided in the table (Appendix G.4.2).

5.3 Requirements for nominees submitted for participation in the contest under the nomination «Best Head of the Department»:

- holding the position of the head of the department or performing the duties of the head of the department for at least one academic year;

- achievements in the organization of managerial processes related to the achievements of the collective of the headed department in recruiting applicants for education, accreditation of educational programs, obtaining grants, and budgetary scientific topics are taken into account;

- points are taken into account according to the data provided in the table (Appendix G.4.2).

5.4 Requirements for nominees submitted for participation in the contest under the nominations «Best Lecturer of Professionally Oriented Disciplines», «Best Lecturer of Fundamental Disciplines», and «Best Lecturer of Social and Humanitarian Disciplines»:

- the teaching load of professionally oriented disciplines, fundamental, or social-humanitarian disciplines, respectively, must constitute at least 2/3 of the nominee's total educational workload (determined in the submission of the structural division);

- student feedback regarding the quality of the nominee's teaching may be taken into account;

- points are taken into account according to the data provided in the table (Appendix G.4.2).

5.5 Requirements for nominees submitted for participation in the contest under the nomination «Best Young Academic and Research Staff Member»: 

- the age of the nominees must be up to 35 years (inclusive);

- achievements in both pedagogical and scientific activities are taken into account (determined in the submission of the structural division);

- student feedback regarding the quality of the nominee's teaching may be taken into account;

- points are taken into account according to the data provided in the table (Appendix G.4.2).

5.6 Requirements for nominees submitted for participation in the contest under the nomination «Best Student Mentor»: 

- personal achievements in the organization of educational and pre-university work for the past academic year at the department / faculty (determined in the submission of the structural division);

- points are taken into account according to the data provided in the table (Appendix G.4.2).

5.7 Requirements for nominees submitted for participation in the contest under the nomination «Best Specialist in Educational Process Support»:

- personal achievements in work over the past academic year (determined in the submission of the structural division);

- the quality of the execution of duties and tasks related to educational process support by the employee;

- the volume of work performed during the assessment period;

- personal contribution to the organizational work of the division;

- points are taken into account according to the data provided in the table (Appendix G.4.2).

5.8 Requirements for nominees submitted for participation in the contest under the nomination «Best Specialist in Organization and Methodological Support»:

- personal achievements in work over the past academic year (determined in the submission of the head of the structural division);

- the quality of the execution of duties and tasks related to organizational and methodological support of the educational process by the employee;

- the volume of work performed during the assessment period;

- personal contribution to the organizational work and methodological support of the educational process.

5.9 Requirements for nominees submitted for participation in the contest under the nominations «Best Specialist of Administrative and Management Departments and Social Security Services», «Best Specialist of Engineering and Operational Services», and «Best Worker of Operational Services and Social Security Services» are defined in the submissions of the heads of structural divisions and take into account:

- personal achievements in work over the assessment period, taking into account achievements during the period of work in the division;

- the quality of the execution of duties and tasks by the employee;

- the volume of work performed during the assessment period;

- personal contribution to the organization of work of one's division;

- execution of additional work.

6. Incentives for Contest Participants and Winners

6.1 The winners in each of the nominations are awarded a commemorative insignia, a diploma, and a monetary prize within the limits of payroll savings in an amount up to 200% of the minimum wage.

6.2 Participants who took second and third prize places in the respective nomination are awarded diplomas and a monetary prize within the limits of payroll savings in an amount up to 150% of the minimum wage for second place and up to 100% of the minimum wage for third place.

The procedure for payment and the size of the monetary prize are determined in accordance with the Collective Agreement by an order of the Rector of the University.

6.3 All other contest participants who were included in the list of nominees are awarded diplomas of laureates.

6.4 The payment of monetary prizes is carried out in accordance with the Collective Agreement and the Regulations on Bonus Payments to the University Employees on the basis of an order of the University Rector, which is issued upon submission by the organizing committee.

6.5 Information about winning the contest is entered into the employee's labor book in accordance with the labor legislation of Ukraine.

7. Final Provisions

7.1 The Regulations are considered and approved by the University Academic Council and are put into effect by an order of the University Rector.

7.2 Amendments and/or additions to these Regulations are considered and approved by the University Academic Council in coordination with the trade union organization and are put into effect by an order of the University Rector.

Appendix G4.1 to the Collective Agreement

Submission Form for University Employees to Participate in the "Ikariv KhAI" Competition

Download

Appendix G4.2 to the Collective Agreement

Table for Calculating Points by Nominations

 

1. Best Researcher

2. Best Head of Department

3. Best Lecturer of Professionally-Oriented Disciplines

4. Best Lecturer of Fundamental Disciplines

5. Best Lecturer of Social Sciences and Humanities

6. Best Young Academic and Research Staff Member

7. Best Student Mentor

8. Best Specialist in Educational Process Support 

Professional Achievements	Number of Points	1	2	3	4	5	6	7	8
Publications in peer-reviewed scientific journals included in the list of professional publications of Ukraine	10 points per publication	+	+	+	+	+	+
Publications in peer-reviewed scientific journals included in scientometric databases, in particular Scopus, Web of Science Core Collection	20 points per publication. In case of co-authorship, points are distributed among all co-authors	+	+	+	+	+	+
Patents for an invention, declaratory patents for an invention or a utility model (including classified ones), or certificates of registration of copyright for a work	20 points for each	+
Published textbooks or study guides (including electronic ones)	15 points for each. In case of co-authorship, points are distributed among all co-authors		+	+	+	+	+
Publication of a monograph	20 points per monograph. In case of co-authorship, points are distributed among all co-authors	+	+	+	+	+	+
Published educational and methodological manuals / manuals for independent work of higher education students and distance learning, electronic courses on educational platforms of licensees, lecture notes / practical training books / methodological instructions / recommendations / syllabi, and other printed educational and methodological works total of three items	10 points for each work. In case of co-authorship, points are distributed among all co-authors		+	+	+	+	+	+	+*
Defense of a dissertation for a Doctor of Sciences / Candidate of Sciences (PhD) degree	200 / 100	+	+	+	+	+	+
Obtaining an academic title	40	+	+	+	+	+	+
Scientific supervision (advising) of a student/degree seeker who has received a document awarding an academic degree	50 points for each student/degree seeker who has defended a dissertation	+
Participation in the certification of scientific personnel as an official opponent, a member of a permanent specialized scientific council, or a member of a one-time specialized scientific council	20 points for each type of activity	+
Performing the functions (powers, duties) of a scientific supervisor or principal investigator of a scientific topic (project), or editor-in-chief / member of the editorial board / expert (reviewer) of a scientific publication included in the list of professional publications of Ukraine, or a foreign scientific publication indexed in bibliographic databases	10 points for each type of activity	+
Work within an expert council for dissertation evaluation of the Ministry of Education and Science (MES), or within a sectoral expert council as an expert of the National Agency for Higher Education Quality Assurance, or within the Accreditation Commission, or an intersectoral expert council for higher education of the Accreditation Commission, or expert commissions of the MES / specified Agency, or the Scientific and Methodological Council / scientific and methodological committees (subcommittees) for higher or professional pre-higher education of the MES, scientific / scientific-methodological / expert councils of public authorities and local self-government bodies, or within commissions of the State Service for Education Quality regarding planned (unplanned) state supervision (control) measures	15 points for each type of activity	+	+	+	+	+	+
Participation in international scientific and/or educational projects, involvement in international expertise, holding the title of "International Category Judge"	10 points for each type of activity	+	+	+	+	+	+	+	+
Scientific consulting for enterprises, institutions, organizations, carried out on the basis of an agreement with a higher education institution (scientific institution)	1 point for each hour of consulting (in accordance with the agreement)	+
Availability of testing and/or popular science, and/or consulting (advisory), and/or scientific expert publications on scientific or professional topics	5 points per publication	+	+	+	+	+	+
Conducting training sessions in special disciplines in a foreign language (except for language training disciplines)	10 points per discipline		+	+	+	+	+
Supervision of a student who won a prize in the I or II stage of the All-Ukrainian Student Olympiad (All-Ukrainian Competition of Student Scientific Papers), or work within the organizing committee / jury of the All-Ukrainian Student Olympiad (All-Ukrainian Competition of Student Scientific Papers), or supervision of a permanent student scientific circle / problem group; supervision of a student who participated in the Olympic, Paralympic Games, World and All-Ukrainian Universiade, World or European Championship, European Games, World and European Cup stages, Championship of Ukraine; performing the duties of a coach or assistant coach of the national team of Ukraine in sports; performing the duties of a chief secretary, chief referee, or referee of international and All-Ukrainian competitions; leading a sports delegation; work within the organizing committee or referee panel	10 points for each type of activity							+
Supervision of a school student who won a prize in the III–IV stage of All-Ukrainian school Olympiads in basic subjects, or the II–III stage of All-Ukrainian competitions-defenses of research papers of students — members of the National Center "Junior Academy of Sciences of Ukraine"; participation in the jury of the III–IV stage of All-Ukrainian school Olympiads in basic subjects or the II–III stage of All-Ukrainian competitions-defenses of research papers of students — members of the National Center "Junior Academy of Sciences of Ukraine" (except for the third (educational-scientific / educational-creative) level)	10 points for each type of activity							+
Activity in the specialty in the form of participation in professional and/or public associations	5 points		+	+	+	+	+	+	+
Practical work experience in the specialty (specialization) / profession (except for pedagogical, research-pedagogical, and scientific activities) indicating the position and duration of work in this position	5 points		+	+	+	+	+	+	+
Obtaining a language education certificate or qualification documents, or documents related to the use of a foreign language	30 points		+	+	+	+	+
Increase in the h-index, in particular according to Scopus and WoS databases	1 point for every 0.1 share of growth	+
Availability of students who, under the supervision of the applicant, have a level of scientific activity determined in accordance with the established procedure	1 point for each student							+
Performing the duties of a chair or vice-chair of the organizing committee of an international conference held at the University, the proceedings of which (or recommended reports) are indexed in the Scopus or WoS databases	10 points								+
Work within competitive / expert commissions and other advisory bodies of the MES, the National Research Foundation of Ukraine, or other public authorities regarding the conduct of scientific (scientific-technical) activities.	10 points	+
Work under agreements (scientific consulting, execution of other projects) with other organizations, institutions	5 points	+	+	+	+	+	+	+	+
Supervision of a student who won a prize in the II stage of the All-Ukrainian Student Olympiad, or participated in the Olympic, Paralympic Games, World and All-Ukrainian Universiade, World or European Championship, European Games, World and European Cup stages, Championship of Ukraine	10 points for each student							+
Receiving a state-level award or scholarship	20 points	+	+	+	+	+	+
Achievements in career guidance work, determined by relevant decisions of the Rector, Dean of the Faculty, Head of the Graduating Department, or Head of the Pre-University Training Department	From 10 to 40 points (determined by the Head of the Pre-University Training Department)		+	+	+	+	+	+	+
Academic group curator	5 points per group							+
Obtaining accreditation for an educational program implemented by the department. If the educational program is implemented across several graduating departments, all relevant heads of departments receive the corresponding points.	20 points – conditional accreditation 100 points – full accreditation		+
Fulfilling the recruitment plan for state-funded places under a specific competitive proposal.	80 points – 100% of recommended candidates out of the maximum allocated state-funded places 30 points – 80% of recommended candidates out of the maximum allocated state-funded places		+
Receiving a grant or state contract (order), or attracting funds for other activities not related to educational work.	5 points – for attracting funds to the university (department) for each equivalent of €1,000 per year.		+

^*Note: for the nomination "Best Specialist in Educational Process Support," this refers to participating in the creation of these materials and/or providing technical support during their layout, design, and editing. 

Appendix G5 to the Collective Agreement

Regulations on Incentive Awards of the National Aerospace University “Kharkiv Aviation Institute”

Approved by the decision of the Academic Council of the National Aerospace University “Kharkiv Aviation Institute” Minutes No. 12 dated June 19, 2024.

Enacted on July 1, 2024, by Order No. 265 dated June 20, 2024 (Revision No. 1)

1. General Provisions

1.1. The Regulations on Incentive Awards of the National Aerospace University “Kharkiv Aviation Institute” (hereinafter – the Regulations) have been developed in accordance with the Law of Ukraine “On Higher Education”, the Law of Ukraine “On Scientific and Scientific-Technical Activity”, Articles 143, 144, 146 of the Labor Code of Ukraine, the Collective Agreement, and the Statute of the National Aerospace University “Kharkiv Aviation Institute” (hereinafter – the University).

1.2. The incentive awards of the University are bestowed upon citizens of Ukraine for significant personal achievements in the implementation of state policy in the field of national education, training and upbringing of the younger generation, for many years of conscientious work, personal contribution to the training of highly qualified specialists and scientific personnel, fruitful research and pedagogical activity, introduction of modern teaching and upbringing methods for youth, professional development and specialist training, significant achievements in fundamental and applied scientific research, solution of the most important scientific problems, significant success in creating the latest equipment, and introduction of modern knowledge-intensive technologies into production, etc.

1.3. Foreign citizens and stateless persons may also be decorated with the University incentive awards for significant personal contributions to the development of the University.

1.4. The following categories are presented for encouragement:

- research, pedagogical, and scientific-pedagogical employees of the University – for many years (over 10 years) of conscientious work, significant personal contribution to the development of higher education and science, securing grants in scientific and educational projects and programs, organizing educational, scientific-methodological, research, and educational work, training and professional development of scientific-pedagogical and scientific cadres, and other high achievements;

- other employees of the University – for qualitative and effective performance of their duties, many years (over 10 years) of conscientious work, innovation in labor activity, active community work, popularization of the University or improvement of its material and technical base, and other high achievements;

- higher education students of the University – for success in studies, participation in research work, winning prizes in International and All-Ukrainian student scientific Olympiads, scientific paper competitions, as well as art and creative contests, prizes in International and All-Ukrainian sports competitions, active participation in the public and cultural life of the University, and other high achievements;

- external stakeholders and partners of the University – for special merits to the University.

1.5. Incentives can be applied to all candidates on the occasion of professional and state holidays, as well as on the occasion of jubilee dates.

1.6. These Regulations are mandatory for all persons working or studying at the University.

1.7. Forms of incentives applied for high quality and exemplary performance of duties, long-term and flawless work, innovation, and other achievements in work:

5th level incentive award – Acknowledgment
4th level incentive award – Certificate of Merit
3rd level incentive award – Honorary Certificate
2nd level incentive award – Breast Badge “For Merits”
1st level incentive award – Honorary Award “Star of KhAI”

1.8. Awarding University employees and higher education students with incentive awards is carried out sequentially, starting from the 5th level. Awards of the 3rd to 5th levels can be granted repeatedly for new merits. Repeated awarding of 1st and 2nd level incentive awards is not performed. For outstanding personal achievements listed in paragraphs 1.2 – 1.3 of these Regulations, the persons mentioned in paragraph 1.4 of these Regulations may be awarded the 1st and 2nd level incentive awards without passing through the previous levels.

2. Procedure for Submission for Decoration with University Incentive Awards

2.1. Awarding incentive awards of the 1st to 5th levels on the basis of a recommendation for decoration is carried out by order of the Rector of the University.

2.2. The submission for awarding is brought to the Rector of the University.

2.2.1. The process of recommending a person for a 3rd to 5th level incentive award can be initiated by the head of the structural subdivision, in particular, the head of the department, or by the bodies of public / student self-government / trade union organization of this subdivision.

2.2.1. The process of recommending a person for a 1st or 2nd level incentive award can be initiated by vice-rectors, assistants to the rector, deans of faculties, the head of a structural subdivision, or bodies of public / student self-government / trade union organization of this subdivision in coordination with the rector.

2.2.2. Before starting the process of initiating the nomination of a University employee or student, a certificate is obtained from the HR department regarding the presence of previous incentive awards and the absence of disciplinary actions. This requirement does not apply to persons who do not work or study at the University.

2.3. The initiators of nomination for incentive awards, no later than two weeks before the relevant date of decision-making, prepare a submission for the person being recommended for decoration according to the form in Appendix A to these Regulations.

2.4. In addition to the procedures specified in paragraphs 2.1 – 2.3 of these Regulations, the Rector of the University may single-handedly nominate candidates for incentive awards of any level. To recognize special merits to the University, the Rector is granted the right in exceptional cases to award candidates outside the established procedure in these Regulations, with a subsequent report at the meeting of the Academic Council on the grounds for such encouragement.

2.5. The submission for University employees to present individuals for incentives is prepared under the signature of the initiator of the nomination; the submission for presenting higher education students for incentives is additionally signed by the dean of the faculty.

The submission for decoration with an incentive award must contain a detailed description of the candidate for the award, which should include information about personal merits, exemplary performance of official (job) and other duties, professionalism, long-term and fruitful work, achievements in educational, scientific, public, cultural, sports, and other activities, absence of disciplinary sanctions, etc. (Appendix A).

2.6. The submission for presenting individuals for incentives is coordinated: for employees – with the primary trade union organization of the University represented by its chairperson; for higher education students – with the student council of the University represented by its chairperson and the primary trade union organization of students of the University represented by its chairperson.

2.7. The draft submission for presenting individuals for incentives must be put forward for discussion of the candidate's personal merits in the labor collective of the department (for 4th and 5th level awards), at the academic council of the faculty (for 3rd level awards), and at the rectorate meeting (for 1st and 2nd level awards). The results of the discussion are entered into the final version of the submission for presenting individuals for encouragement.

2.8. The inclusion of employees who have unexpired disciplinary sanctions into the award lists is not allowed.

3. Procedure for Bestowing the Awards

3.1. Awards are presented in a solemn atmosphere by the Rector of the University or the person acting in their stead.

3.2. Persons awarded the breast badge “For Merits” or the honorary award “Star of KhAI” are issued corresponding certificates.

3.3. Accounting and registration of decorations with awards are provided by the HR department. A corresponding entry indicating the date and number of the order is made into the personal file and employment record book of the awarded employee or student.

Appendix A

(EXAMPLE OF SUBMISSION)

Submission for Incentive Award

of the National Aerospace University

“Kharkiv Aviation Institute”

f_____________________________________________________________________

^{(Full Name)}

f_____________________________________________________________________

^{(scientific degree, academic title, position or group, year of study, specialty)}

for decoration with f____________________________________________________

                                                   ^{(acknowledgment, certificate of merit, honorary certificate, breast badge “For Merits”, honorary award “Star of KhAI”)}

Begins with indicating general information about the candidate for the incentive (labor activity, place of work or study, years, etc.), previously received awards from the University, departmental, and state awards.

Specific merits, achievements of the candidate for encouragement, and their contribution to the development of the University are reflected.

Position, Full Name of the head initiating the presentation of the individual for the incentive award

f___________                                                                   f___________________

^{(signature)                                                                                                                     (first name, last name)}

Appendix G6 to the Collective Agreement

Regulations on the Procedure for Remedying and Awarding Bonuses to Employees of the National Aerospace University “Kharkiv Aviation Institute” Who Have Defended a Qualification Thesis

1. The Regulations on the Procedure for Awarding Bonuses to Employees of the National Aerospace University “Kharkiv Aviation Institute” (KhAI) Who Have Defended a Qualification Thesis (hereinafter - the Regulations) have been developed in accordance with the Law of Ukraine “On Scientific and Scientific-Technical Activity”, the Law of Ukraine “On Education”, the Law of Ukraine “On Higher Education”, Resolution of the Cabinet of Ministers of Ukraine dated August 30, 2002, No. 1298 “On the remuneration of employees based on the Unified Salary Scale of positions and coefficients for the remuneration of employees of institutions, establishments, and organizations in certain sectors of the public budget sphere”, Resolution of the Cabinet of Ministers of Ukraine dated March 23, 2016, No. 261 “On approval of the Procedure for the preparation of higher education applicants for the degree of Doctor of Philosophy and Doctor of Sciences in higher educational institutions (scientific establishments)”, and other legislative and regulatory acts of Ukraine.

2. These Regulations apply to:

- persons who work at KhAI on a permanent basis, have independently defended a dissertation thesis, and received the relevant document conferring a scientific degree;

- graduates of postgraduate (aspirantura) and doctoral (doktorantura) studies of KhAI who, after the successful defense of a dissertation thesis and receipt of the relevant diploma of Candidate of Sciences (Doctor of Philosophy) or Doctor of Sciences, have concluded an employment contract for their recruitment to positions among the research-pedagogical, scientific, or educational-support staff of KhAI;

- scientific supervisors of postgraduate students and scientific advisors of doctoral students.

3. The Regulations determine the procedure and amounts of bonuses for the specified persons in accordance with their personal contribution (in terms of personal defense of a qualification thesis, supervision of postgraduate students' preparation, scientific advising of doctoral students, etc.) to the overall results of KhAI's work within the limits of labor remuneration funds.

4. In the case of a personal defense of a dissertation for the scientific degree of Doctor of Sciences by an employee or doctoral student of KhAI, provided that they receive the relevant diploma from the HAC (Higher Attestation Commission) of Ukraine and continue or conclude a new employment contract for recruitment to a position among the research-pedagogical or scientific staff of KhAI, they shall be paid a bonus in the amount of UAH 20,000, and their scientific advisor, if they are a full-time staff member of KhAI, shall be paid a bonus in the amount of UAH 10,000.

5. In the case of a personal defense of a dissertation for the scientific degree of Candidate of Sciences by a postgraduate student of KhAI within the duration of their postgraduate studies, provided that they receive the relevant diploma from the HAC of Ukraine and conclude an employment contract for recruitment to a position among the research-pedagogical, scientific, or educational-support staff of KhAI, they shall be paid a bonus in the amount of UAH 10,000, and their scientific supervisor, if they are a full-time employee of KhAI, shall be paid a bonus in the amount of UAH 5,000.

6. In the case of a personal defense by an employee who did not study in postgraduate school or is not a postgraduate graduate of KhAI, but after the expiration of the postgraduate study period defended a dissertation for the scientific degree of Candidate of Sciences, provided that they receive the relevant diploma from the HAC of Ukraine and continue or conclude a new employment contract for recruitment to a position among the research-pedagogical, scientific, or educational-support staff of KhAI, they shall be paid a bonus in the amount of UAH 6,000, and their scientific advisor, if they are a full-time employee of KhAI, shall be paid a bonus in the amount of UAH 3,000.

7. Bonus payments are carried out within the limits of the salary fund, subject to financial capability.

Appendix D1 to the Collective Agreement

Comprehensive Measures to Improve Working Conditions for 2025

No. p/p	Name of Measures	Responsible Executive	Deadline for Execution
1	Conduct certification of individual workplaces for jobs that entitle employees to benefits and compensations, with instrumental measurements	certification commission; heads of subdivisions; occupational health and safety department	according to the certification schedules
2	Conduct laboratory instrumental measurements of hazardous factors at workplaces	heads of subdivisions; occupational health and safety department	according to the deadlines
3	Ensure the conduct of periodic medical examinations of employees engaged in jobs with hazardous and dangerous working conditions, and the annual mandatory medical examination of persons under the age of 21	administration; heads of subdivisions; occupational health and safety department	annually, according to the deadlines
4	Purchase medication kits for assembling first-aid kits in University subdivisions	supply department	annually
5	Provide employees with protective clothing, protective footwear, and other personal protective equipment in accordance with norms	administration; heads of subdivisions; supply department, occupational health and safety department	annually, according to the deadlines
6	Provide soap to employees whose work involves contamination or dirt	administration; heads of subdivisions; supply department, occupational health and safety department	annually, according to the deadlines
7	Ensure the distribution of milk or equivalent food products to employees engaged in work with hazardous working conditions	administration; heads of subdivisions, occupational health and safety department	for the days of employment in unfavorable working conditions
8	Involve a contracting organization to measure insulation resistance and check the operation of protective devices of electrical networks and electrical installations against short circuits, with the formalization of relevant documentation	chief power engineer	once every 2 years
9	Organize training and knowledge checks on occupational health and safety for employees engaged in high-risk jobs	administration, heads of subdivisions; occupational health and safety department	annually

Appendix D2 to the Collective Agreement

Regulations on the Public Review-Competition for Occupational Health and Safety

1. General Provisions

1.1 The public review-competition for occupational health and safety of the National Aerospace University “KhAI” (hereinafter – the University) aims to:

– create proper and safe working conditions, prevent injuries and occupational diseases among the participants of the educational, training, and scientific processes;

– increase the responsibility of department heads for creating proper and safe working and studying conditions.

1.2 The purpose of the review-competition is the participation of the University administration and its departments, as well as the primary trade union organization and its bodies (trade union bureaus, trade union groups) in implementing the provisions of the Law of Ukraine “On Occupational Health and Safety”, as well as improving the work at the University to create harmless and safe working and studying conditions and prevent accidents.

1.3 Within the framework of the competition, 3 categories are introduced:

– “Best Department”;

– “Best Operational Unit”;

– “Best Administrative Unit”.

1.4 The list and number of categories may be changed by a joint decision of the administration and the primary trade union organization.

2. Procedure for conducting the public review-competition for occupational health and safety

2.1 To conduct the public review-competition for occupational health and safety, by a joint decision of the administration and the primary trade union organization, a University review committee is approved, consisting of: the head of the primary trade union organization (or the deputy head of the primary trade union organization), the head of the occupational health and safety department, and the head of the occupational health and safety commission of the primary trade union organization.

2.2 Trade union bureaus of faculties (departments) create review committees of faculties (departments) consisting of: the head of the trade union bureau, public inspectors for occupational health and safety, and trade union activists (trade union group organizers) of faculties (departments), with the participation of specialists from the occupational health and safety department or teachers of occupational health and safety and life safety.

2.3 In their work, the review committees are guided by regulatory documents on occupational health and safety, the Collective Agreement, and these Regulations.

2.4 The heads of the trade union bureaus of faculties (departments) draw up a schedule for reviewing the departments (units) in agreement with their heads and submit it to the University review committee by October 15 of the current year.

2.5 Review committees of faculties (departments) conduct a review of the departments (units) and discuss the results of the review-competition at a meeting of the trade union bureau. The outcomes of the review-competition are formalized in a Certificate identifying the best unit in the category, as well as an analysis of the advantages and disadvantages of the occupational health and safety state in the faculties (departments), with proposals for their further activities in the field of occupational health and safety.

2.6 Certificates on the outcomes of the review-competition in the faculties (departments) are submitted to the University review committee by November 15 of the current year.

2.7 The University review committee conducts an inspection of the departments and units identified as the best by the review committees of the faculties (departments) by December 10 of the current year.

2.8 Based on objective data from the review-competition, the University review committee:

– compiles a rating of the competition participants and determines the winners in each category;

– submits proposals to the administration and the primary trade union organization regarding the elimination of occupational health and safety deficiencies;

– submits proposals for rewarding the winners in the categories;

– draws up a Certificate on the outcomes of the review-competition, which is submitted to the primary trade union organization for approval by December 15 of the current year.

2.9 The outcomes of the review-competition are approved at a meeting of the trade union committee of the primary trade union organization of the University and formalized by a protocol, on the basis of which the University administration makes a decision to reward the winners of the review-competition, for which it issues an order.

2.10 The primary trade union organization publishes the results of the public review-competition for occupational health and safety in the newspaper “Za aviakadry” (For Aviation Personnel).

3. Conditions and criteria of the review-competition

3.1 Criteria according to which the review-competition is conducted:

3.1.1 Presence in the unit of an elected person – a public inspector for occupational health and safety, elected at a meeting of the unit.

3.1.2. Presence in the unit of:

– an occupational health and safety corner;

– in each room, a sign indicating the person responsible for the fire safety state;

– inscriptions above electrical outlets indicating the voltage;

– fire extinguishers and other primary fire extinguishing means;

– a first-aid kit or medical set.

3.1.3 Presence of mandatory documentation in the unit:

– the current Regulation on the Occupational Health and Safety Management System of the University;

– the current Collective Agreement;

– job descriptions, work instructions (if there are working professions);

– occupational health and safety instructions for all types of work performed in the unit;

– a logbook for registering occupational health and safety briefings at the workplace;

– a logbook for registering fire safety briefings;

– general fire safety rules at the University;

– instructions on fire safety measures of the unit.

3.2  Additional criteria for the review-competition in the “Best Department” category.

3.2.1 Presence of mandatory documentation at the department:

– passports for educational classrooms, laboratories, computer classes;

– life safety instructions for conducting briefings for education seekers;

– logbooks of life safety briefings for education seekers;

– a logbook of protocols for checking knowledge on electrical safety (according to the requirements of regulatory acts on occupational health and safety);

– personal cards for accounting of work clothes and safety footwear (according to the requirements of regulatory acts on occupational health and safety).

3.3 Additional criteria for the review-competition in the “Best Operational Unit” category:

3.3.1  Presence of mandatory documentation in the unit:

– a logbook of protocols for checking knowledge on electrical safety (according to the requirements of regulatory acts on occupational health and safety);

– personal cards for accounting of work clothes and safety footwear.

3.4.  Conditions of labor safety and industrial sanitation at workplaces:

– compliance of personal computers placement with established standards, presence, and timely inspection of the grounding loop;

– equipment operation conditions;

– conducting and registration of occupational health and safety briefings;

– implementation of the occupational health and safety management system in the unit;

– compliance by the unit employees with labor safety and industrial sanitation norms.

4. Rewarding the winners of the review-competition

4.1  Departments (units) that are determined as winners of the review-competition for occupational health and safety are awarded diplomas.

4.2  Heads, public inspectors for occupational health and safety, and trade union activists (trade union group organizers) of the departments (units) that are determined as winners of the review-competition for occupational health and safety are awarded cash bonuses from the University administration in the amount of the minimum wage within the savings of the payroll fund at the expense of the special fund of the estimate.

4.3  For the collectives of departments (units) that are determined as winners of the review-competition for occupational health and safety, the primary trade union organization organizes and finances a cultural event or provides other encouragement to the winning collectives within the approved estimate for this purpose.

Appendix D3 to the Collective Agreement

List of jobs with arduous and hazardous working conditions that entitle employees to salary increments of up to 12% and 24%

No.	Type of work	Department, unit	Increment percentage
1	Work with chemical substances of hazard classes 2-4	department 403	up to 12
2	Casting of metals and alloys	department 204	12
3	Maintenance of Class III lasers	department 501	20
4	Work with unused X-ray sources (electron microscopes and others) with a voltage exceeding 20 kV	laboratory of electron microscopy, optics, and laser technologies	up to 20
5	Welding works	Main Building Maintenance Department (VHM), motor transport department, campus	12
6	Locksmith and assembly work for car repair	motor transport department	8
7	Work on a tractor	motor transport department, campus	4
8	Locksmith work on boiler equipment repair	VHM	12
9	Boiler equipment maintenance work	VHM	4
10	Repair of heat pipelines and thermal network structures	VHM	12
11	Plastering work, tile laying work	Department of Technical Maintenance (ETV), campus	8
12	Parquet floor repair work (scraping, varnishing)	ETV	8
13	Reprographic work on blueprint and other duplicating machines	ETV for the operation of printing equipment of the publishing center	12
14	Manual folding of printed products	ETV for the operation of printing equipment of the publishing center	12
15	Work near hot kitchen stoves, electric roasting ovens, confectionery and other frying and baking apparatus	canteen	8
16	Control over the safe conduct of work in adverse conditions	Occupational Health and Safety Department (VOP), ETV for the operation of printing equipment of the publishing center	up to 20
17	Work on woodworking machines, wood sanding, painting work using varnishes in enclosed spaces	carpentry section of the material and technical supply department (MTR)	8
18	Cleaning of production facilities	ETV, boiler room of VHM, carpentry section of the MTP department	up to 8

Note. Surcharges are established based on the results of workplace certification in accordance with the assessment of production environment factors.

Annex D4 to the Collective Agreement

List of professions and positions entitled to additional leave for work with harmful and heavy working conditions and for the special nature of work – increased neuro-emotional stress

Basis: Resolution of the Cabinet of Ministers of Ukraine dated November 17, 1997, No. 1290

No.	Type of work	Profession, position	Department, subdivision	Number of calendar days of additional leave
I. Harmful working conditions
1	Production and distribution of heat	Locksmith for the repair of equipment of boiler rooms and pulverized coal preparation shops	VHM	7
		Heat network maintenance locksmith Engineer-laboratory assistant		7
		Operator (chemical water treatment apparatus attendant)		2
		Boiler room operator		2
2	Welding works	electric gas welder, welder	VHM, motor transport department, student campus	7
3	Ancillary work with a welder	Locksmith for the repair of equipment of boiler rooms and pulverized coal preparation shops, locksmith for heat network maintenance, plumber-locksmith	VHM, student campus	7
4	Locksmith and locksmith-assembly work on car repair	Car repair locksmith	motor transport department	4
5	Tractor work	Self-propelled machinery driver (tractor driver)	motor transport department, student campus	4
6	Constant presence near the stove	Cook, confectioner	canteen	4
7	Plastering works, tile laying works, parquet floor repair works (scraping, varnishing)	Worker engaged in comprehensive maintenance and repair of buildings, structures, and equipment (when performing works of 6 or more professions), 6th category building routine repair worker; worker for comprehensive maintenance and repair of structures and equipment (2-5 professions)	ETV	4
8	Plastering works, tile laying works	Worker engaged in comprehensive maintenance and repair of buildings, structures, and equipment (when performing works of 6 or more professions), routine repair worker of buildings and structures of the 5th category	student campus	4
9	Garbage collection work	Janitor (engaged in servicing garbage collectors)	student campus	4
10	Work with insecticides	Disinfector	ETV, student campus	4
11	Laundry work: (receiving, sorting, washing, drying, ironing of dirty laundry; cleaning of production facilities)	Linen and workwear washing and repair machine operator	student campus	4
		Office premises cleaner		4
12	Work at the carpentry section of the MTR department (work on woodworking machines, wood sanding, painting works using varnishes in enclosed spaces, cleaning of production facilities)	Worker engaged in comprehensive maintenance and repair of buildings, structures, and equipment (when performing 6 or more professions)	carpentry section of MTR	4
		Production facilities cleaner		4
II. Special nature of work – increased neuro-emotional stress
13	Permanent employment in wind tunnels testing jet engines, assemblies, units, and parts for them at a high-frequency noise level of 90 decibels and higher	Educational support staff, researchers	Department 101, R&D Laboratory of Aerohydrodynamics and Acoustics	7
14	Work with chemical substances of hazard classes 2-4	Head of the laboratory, engineer, technician, laboratory assistant	Department 403	7
15	Operation, repair, and testing of jet engines, liquid-propellant rocket engines	Educational support staff, researchers	Department 401	7
16	Work using Class III hazard lasers	Educational support staff, researchers	Department 501	4
17	Continuous work on electronic computers (PCs/servers)	Employees of all categories	all structural subdivisions	4
18	Work on internal building sewage and water supply systems	Plumber-locksmith	VHM, student campus	4
19	Maintenance of a pumping station with a depth of more than 3 m	Pumping unit operator	VHM	4
20	Car carrying capacity up to 3 tons	Motor vehicle driver	motor transport department, student campus	4
21	Car carrying capacity from 3 tons and above	Motor vehicle driver	motor transport department	7
22	Constant transportation of people, including on-demand/charter services	Motor vehicle driver	motor transport department, student campus	7
23	Garbage transportation	Special vehicle driver	student campus	4
24	Cleaning of general toilets and bathrooms	Production facilities cleaner, Office premises cleaner	ETV, student campus	4
25	Cleaning of sewage/waste from garbage chutes of residential premises	Janitor	student campus	4
26	Use of insecticides	Disinfector	student campus, ETV	4
27	Use of chlorine-containing substances	Disinfector	ETV	4
28	Work on copying and duplicating machines	Publishing and printing production specialist	ETV for the operation of printing equipment of the publishing center	4
29	General hygiene	Doctor, paramedical staff	student campus, motor transport department	7
30	Work with sources of ionizing radiation (electron microscopes with a voltage of over 30 kilovolts)	Researchers	Laboratory of electron microscopy, optics, and laser technologies (SRI - Science and Research Institute/Research Part)	7

Note:

1. Additional leave for hazardous working conditions is granted based on the results of workplace certification according to working conditions.

2. Additional leave for the special nature of work is granted proportionally to the actual time worked.

3. The calculation of time entitling an employee to additional leave includes days when the employee was actually engaged in work with a special nature of work for at least half the duration of the working day established for employees of these jobs, professions, and positions.

4. Time tracking of work performed by these employees under conditions with a special nature of work is carried out by their immediate supervisors.

Annex D5 to the Collective Agreement

List of professions and positions of employees engaged in work with hazardous working conditions who are entitled to receive free milk or equivalent products

Basis: Article 7 of the Law of Ukraine «On Occupational Health and Safety»

No.	Type of work	Name of subdivision	Profession, position
1	Work using chemical substances of hazard classes 3-4	motor transport department	car repair locksmith
2	Welding works	VHM, motor transport department; student campus	electric gas welder, welder
3	Ancillary work with a welder	VHM, student campus	locksmith for the repair of equipment of boiler rooms and pulverized coal preparation shops, heat network maintenance locksmith, plumber-locksmith
4	Garbage collection work	student campus	janitor (engaged in servicing garbage collectors), motor vehicle driver
5	Work with insecticides	ETV, student campus	disinfector
6	Grinding and painting works using varnishes in enclosed spaces	carpentry section of the MTR department	worker engaged in comprehensive maintenance and repair of buildings, structures, and equipment (when performing 6 or more professions)

Note:

1. Milk or equivalent products are issued based on the results of workplace certification.

2. In accordance with Article 7 of the Law of Ukraine «On Occupational Health and Safety», in case of a traveling nature of work, the employee is paid monetary compensation for the purchase of milk or equivalent products.

Annex D6 to the Collective Agreement

List of professions and positions of employees who are provided free of charge with special clothing, special footwear, personal protective equipment, and detergents in accordance with current standards

Basis: Minimum safety and health requirements when employees use personal protective equipment at the workplace – NPAOP 0.00-7.17-18; Norms for the free issuance of special clothing, special footwear, and other personal protective equipment to employees of general professions in various industrial sectors - NPAOP 0.00-3.07-09.

No.	Name of subdivision	Profession, position, types of work
1	Departments, educational and research laboratories and subdivisions, research institute	Employees who permanently perform work on electron microscopes
		Employees who permanently perform metal melting and pouring; preparation of molding mixtures
		Employees who permanently perform electric welding, cutting with an electric arc
		Employees who permanently perform gas welding, gas cutting
		Employees who permanently perform thermal processing of metals
		Employees who permanently perform metal cutting on machines
		Employees who permanently perform adjustment, disassembly, assembly, driving of cars
		Employees who permanently perform adjustments, preparation, and experimental work on airplanes, helicopters, and other aircraft
		Employees who permanently perform adjustment of electro-vacuum equipment, control and measuring instruments, and automation
		Employees who permanently perform work in engine testing laboratories and are engaged in the operation and repair of engines running on petroleum special products
		Employees who permanently perform work in wind tunnels
		Employees who perform work with epoxy resins
		Employees who permanently perform adjustment of technological equipment
		Employees who perform work with toxic substances, acids
2	Operational and Technical Department	Office premises cleaner; production facilities cleaner; janitor; cloakroom attendant; disinfector; gardener; worker engaged in comprehensive maintenance and repair of buildings, structures, and equipment (6 or more professions); worker for comprehensive maintenance and repair of buildings, structures, and equipment (2-5 professions); building routine repair worker; routine repair group worker; auxiliary worker, facility manager / head of household
3	Chief Power Engineer's Department	Electrician for the repair and maintenance of electrical equipment; worker for comprehensive maintenance and repair of equipment (6 or more professions)
4	Chief Mechanical Engineer's Department	Boiler room operator; production facilities cleaner; plumber-locksmith; electric gas welder; auxiliary worker; operator (chemical water treatment apparatus attendant); locksmith for the operation and repair of gas equipment; heat network maintenance locksmith; locksmith for the repair of equipment of boiler rooms and pulverized coal preparation shops; locksmith for instrumentation and automation (electromechanics); heat engineering technician; pumping unit operator; engineer-laboratory assistant; deaeration apparatus attendant
5	Department of Electronic Communications	Electrician of linear structures of telecommunications and wire broadcasting; technician
6	Material and Technical Supply Department	Loader / Freight handler
7	Motor transport department	Welder; facility manager / head of household; loader; turner; self-propelled machinery driver (tractor driver); car repair locksmith; motor vehicle driver; medical nurse
8	Security Department	Watchman / Guard, control foreman; section supervisor
9	Operational and Technical Department for the operation of printing equipment of the publishing center	Loader; production facilities cleaner; publishing and printing production specialist; paper, cardboard, and cellulose cutter
10	Canteen	Director; head chef (production manager); facility manager / head of household; buffet attendant; confectioner; cook; dishwasher; senior administrator
11	"Prolisok" Recreation Center	Janitor; office premises cleaner; security guard; worker engaged in comprehensive maintenance and repair of buildings, structures, and equipment (6 or more professions)
12	Library	Librarian
13	Records Management and Archive Department	Archivist
14	Material and Technical Development Department	Production facilities cleaner; worker engaged in comprehensive maintenance and repair of buildings, structures, and equipment (6 or more professions)
15	Student campus	Janitor; office premises cleaner; electrician for the repair and maintenance of electrical equipment; lift operator / elevator attendant; security guard; plumber-locksmith; turner; disinfector; electric gas welder; motor vehicle driver; car repair locksmith; worker engaged in comprehensive maintenance and repair of buildings, structures, and equipment (6 or more professions); worker engaged in comprehensive maintenance and repair of buildings, structures, and equipment (2-5 professions); building routine repair worker; doctor; medical nurse; linen and workwear washing and repair machine operator

Notes:

1. Teachers, junior researchers, postgraduate students, engineers, and technicians who perform the work specified in clause 1 shall receive free special clothing, special footwear, and other personal protective equipment as communal/shift items (spares) in accordance with current standards, without the right to remove them from the work premises.

2. During the educational process, students shall be issued free communal/shift special clothing and personal protective equipment in accordance with current standards when performing certain types of work, based on the conditions of providing special clothing.

3. The periods of use for communal/shift special clothing and personal protective equipment shall be no less than those established by the standards.

4. Provided that warm clothing is issued to employees in accordance with the standards, the responsibility for its preservation upon the onset of the warm season of the year shall be borne by the employee to whom it was issued.

5. In exceptional cases, taking into account the specifics of the work, one type of special clothing and special footwear may be substituted for another, provided that the employee's protective properties remain identical.

6. Employees involved in one-time work related to the elimination of consequences of accidents, natural disasters, etc., which are not provided for by the employment contract, must be supplied with the necessary PPE.

7. In the event of constant wear and tear of PPE through no fault of the employee, the employer is obliged to replace them at their own expense.

8. Upon constant performance of contaminating work, 0.4 kg of soap per month per person shall be issued free of charge according to the standard. Other detergents (washing powder) may be issued instead of soap.

9. If the performance of certain types of work requires providing special clothing, special footwear, other personal protective equipment, and detergents, and is carried out by the efforts of employees whose positions are not specified in this Annex, such employees may be provided with special clothing, special footwear, and other personal protective equipment upon the submission of the structural unit head and agreement of the Head of Occupational Health and Safety, in accordance with the norms for professions performing similar types of work, taking into account specific working conditions.

10. The organization of procurement of special clothing, special footwear, other personal protective equipment, and detergents to supply the employees indicated in this Annex shall be planned in a timely manner by the heads of the respective structural units and agreed upon with the Head of Occupational Health and Safety. The Administration undertakes to purchase special clothing, special footwear, personal protective equipment, and detergents in accordance with clause 6.10 of the Collective Agreement.

Annex D7 to the Collective Agreement

Reduction in the amount of lump-sum allowance in case of an industrial injury through the fault of the victim

Violations on the part of the victim that were one of the causes of the accident	Percentage of reduction in the lump-sum allowance, %
Performance of work in a state of intoxication, if this state was recognized as the cause of the accident	50
Repeated deliberate violation of the requirements of regulatory acts on occupational health and safety, for which disciplinary sanctions were previously imposed or an official warning was documented	50
Initial deliberate violation of safety rules during the maintenance of facilities and performance of high-hazard work	40
Initial deliberate violation of the rules for handling machines, mechanisms, and equipment during technological processes and work that are not high-hazard facilities	30
Failure to use the provided personal protective equipment stipulated by safety rules, if this violation was: - initial - repeated	20 40
Sustaining an injury while the victim was violating labor discipline	20
Injury to other persons through the fault of the victim	20

Note:

1. Violation by the victim of the requirements of occupational health and safety regulatory acts with which the victim was not familiarized due to untimely or poor-quality training or briefing, or failure to provide the necessary regulatory documents, is not a ground for reducing the amount of the lump-sum allowance.

Annex E to the Collective Agreement

Regulations on the procedure for granting and paying financial assistance and trade union payments to certain categories of employees of the National Aerospace University «Kharkiv Aviation Institute»

1. The Regulations contain the basic conditions for granting financial assistance and trade union payments to certain categories of University employees, including employees of its separate structural subdivisions, at the expense of the University and the Trade Union funds.

2. In accordance with these Regulations, at the expense of the payroll savings provided for in the University's estimate (under separate budget programs), the following types of financial assistance are assigned and paid to University employees upon their personal applications:

2.1. Financial assistance for burial in the event of the death of a University employee shall be paid to a close relative or the funeral organizer from the University in the amount of 2.0 subsistence minimums for able-bodied persons, provided that a close relative of the deceased University employee or the funeral organizer from the University submits a corresponding application addressed to the Rector of the University and copies of supporting documents.

2.2. Financial assistance to University employees who do not belong to scientific-pedagogical, pedagogical staff and employees of the Scientific and Technical Library for solving social and everyday issues in an amount not exceeding the employee's official salary, which can be granted only once in the current budget year.

3. In accordance with these Regulations, at the expense of the Trade Union funds, the following types of trade union payments are assigned and paid to University employees – members of the Trade Union:

3.1. Health improvement payment for large families with three or more children under the age of 18 (or under 23 if the child is studying and not working). This payment is made once a year in the amount of 1.0 subsistence minimum for able-bodied persons from the Trade Union funds, provided that the employee submits a corresponding application addressed to the Head of the Trade Union Committee, a certificate of family composition, copies of children's birth certificates or copies of their passports, and a certificate from the place of study of the children (for pupils, students).

3.2. Health improvement payment for widows, widowers, and single mothers who have a child under the age of 18 (or under 23 if the child is studying and not working). This payment is made once a year in the amount of 1.0 subsistence minimum for able-bodied persons from the Trade Union funds, provided that the employee submits a corresponding application addressed to the Head of the Trade Union Committee, a certificate of family composition, copies of the child's birth certificate or a copy of the passport, a certificate confirming the status of a widow (widower) or single mother from the social protection authorities, and a certificate from the place of study (for pupils, students).

3.3. Health improvement payment for families raising a Group I disabled child, a disabled person since childhood, or Group II or III disabled persons (regardless of age, if the child does not work, lives with parents, and does not have their own family). This payment is made once a year in the amount of 1.0 subsistence minimum for able-bodied persons for families raising a Group I disabled child, or in the amount of 0.5 subsistence minimum for able-bodied persons for families raising a disabled person since childhood or a Group II or III disabled person. The payment is made from the Trade Union funds, provided that the employee submits a corresponding application addressed to the Head of the Trade Union Committee, a certificate of family composition, a copy of the child's birth certificate or a copy of the passport, a copy of the relevant medical certificate, and a copy of the pension certificate.

3.4. Health improvement payment for employees holding the title «Honorary Donor of Ukraine». This payment is made once a year in the amount of 1.0 subsistence minimum for able-bodied persons from the Trade Union funds, provided that the employee submits a corresponding application addressed to the Head of the Trade Union Committee and a copy of the «Honorary Donor of Ukraine» certificate.

4. In case of circumstances entailing the termination of the financial assistance payment (or the trade union payment at the expense of the Trade Union funds), the employee is obliged to notify the Employer and/or the Trade Union Committee thereof.

5. Control over the correctness of granting and paying financial assistance (or trade union payments at the expense of the Trade Union funds) to certain categories of University employees shall be exercised by the Employer and/or the Trade Union Committee.

Annex Z to the Collective Agreement

Regulations on disciplinary sanctions for violations of labor discipline by University employees

Pursuant to Article 147 of the Labor Code of Ukraine, only one of the following measures of sanction may be applied to an employee for a violation of labor discipline: reprimand or dismissal.

Dismissal of an employee for violation of labor discipline shall be carried out in accordance with the requirements of the Labor Code of Ukraine.

Prior to the application of a reprimand, the manager initiating such a sanction must demand written explanations from the violator of labor discipline.

Only one disciplinary sanction may be applied for each violation of labor discipline.

When choosing the type of sanction, the manager initiating such a sanction must take into account the degree of severity of the committed offense and the damage caused by it, the circumstances under which the offense was committed, and the employee's previous work.

The sanction shall be announced in an order (instruction) and communicated to the employee against signature.

The disciplinary sanction may be appealed by the employee in the procedure established by the current legislation.

If within one year from the day of imposition of the disciplinary sanction no new disciplinary sanction is applied to the employee, he/she shall be deemed not to have had a disciplinary sanction.

If the employee has not committed a new violation of labor discipline and has additionally proven himself/herself as a conscientious employee, upon the submission of the head of the structural unit, the sanction may be lifted from such an employee ahead of schedule, but not earlier than three months from the date of its imposition.

During the validity period of the disciplinary sanction, incentive measures shall not be applied to the employee.

Annex Z to the Collective Agreement

Agreement between the Rector and the Primary Trade Union Organization of Students of the University for 2024–2025

1. General provisions

1.1. The Agreement between the Administration of the National Aerospace University «Kharkiv Aviation Institute» (HAI) (hereinafter referred to as the Administration), represented by the Rector, and the Primary Trade Union Organization of Students of the National Aerospace University «Kharkiv Aviation Institute» (hereinafter referred to as PTUOS NAS «HAI»), represented by the Head of PTUOS NAS «HAI» (hereinafter referred to as the Agreement), is a local regulatory act of social partnership between the Administration and PTUOS NAS «HAI», which ensures the protection of educational, socio-economic interests and rights of students, postgraduate students, and doctoral students, improves the quality of specialist training, and is concluded on the basis of current legislation in compliance with the Laws of Ukraine «On Trade Unions, Their Rights and Guarantees of Activity», «On Collective Agreements and Accords», the Industry Agreement between the Ministry of Education and Science of Ukraine – the central executive body – the Central Committee of the Trade Union of Education and Science Workers of Ukraine, the Labor Code of Ukraine, and the Law of Ukraine «On Higher Education».

1.2. The subject of the Agreement is predominantly provisions additional to the current legislation on conditions for ensuring the socio-economic rights and guarantees of higher education applicants and doctoral students of the university, the organization of their studies, health improvement, recreation, leisure, as well as domestic (living in dormitories) and medical services provided to higher education applicants by the Administration.

1.3. The purpose of concluding the Agreement is the mutual obligation of the parties aimed at solving specific tasks in the field of economic and social development of HAI in accordance with the current legislation.

1.4. The validity period of the Agreement is from the moment of signing by both parties until the conclusion of a new agreement. Neither party may neglect the fulfillment of the provisions of the Agreement.

1.5. Changes in the leadership, composition, structure, and names of the parties shall not terminate the validity of this Agreement.

1.6. The Agreement applies to all persons studying at the University and University employees involved in fulfilling the terms of this Agreement.

1.7. The Administration, jointly with PTUOS NAS «HAI», exercises systematic control over the timely fulfillment of the Agreement and is responsible for fulfilling the terms of the Agreement before the collective of higher education applicants in accordance with the current legislation. Additions and amendments are made to the Agreement with the consent of both parties with subsequent approval by the conference of PTUOS NAS «HAI».

1.8. The Administration agrees to provide PTUOS NAS «HAI» for review with copies (or in electronic form) of regulatory documents that have arrived at the University, documents issued by the Rector (orders, instructions, and other) concerning issues of the educational process, protection of the rights of higher education applicants, recreation, health improvement, various types of benefits and compensations, as well as information to exercise control over compliance with education legislation, relevant articles of the Collective Agreement, and the conduct of collective negotiations.

1.9. The Administration does not object to coordinating with PTUOS NAS «HAI» orders and local regulatory acts that concern the rights and interests of higher education applicants and trade union members.

2. Guarantees of PTUOS NAS "HAI" activity

2.1. The Administration recognizes the right of PTUOS NAS «HAI» to be the authorized representative of the interests of HAI higher education applicants on all issues concerning them, on a par with the student self-government bodies of HAI, and signs this Agreement with it. PTUOS NAS «HAI» assumes the authority to represent the interests of HAI higher education applicants (including those who are not members of PTUOS NAS «HAI»).

The signing of this Agreement in no way limits the rights of the student self-government bodies of HAI provided for in Articles 39, 40 of the Law of Ukraine «On Higher Education» and clause 7.4 of the HAI Charter.

Responsible: Rector, Head of PTUOS NAS «HAI».

2.2. PTUOS NAS «HAI» has the right to provide the opportunity to use the premises, equipment, etc., assigned to PTUOS NAS «HAI», as indicated in clause 2.6 of this Agreement, to the student self-government bodies of the university, faculty, and dormitory.

Responsible: Head of PTUOS NAS «HAI».

2.3. PTUOS NAS «HAI» has the right to freely participate in various commissions and bodies created to resolve issues affecting the interests of higher education applicants.

Responsible: Rector, Head of PTUOS NAS «HAI».

2.4. The Administration undertakes to coordinate with PTUOS NAS «HAI» and provide typical forms of agreements (contracts) on the provision of educational services applied in HAI, and agreements on issues of socio-economic rights and interests of higher education applicants.

Responsible: Vice-rectors, Head of PTUOS NAS «HAI».

2.5. The Administration involves PTUOS NAS «HAI» in participating in the development and discussion of regulatory acts, orders, schedules of the educational process, and work plans directly concerning the conditions of study, social protection, and living conditions of higher education applicants.

Responsible: Vice-rectors, Director of the HAI Campus, Head of PTUOS NAS «HAI».

2.6. The Administration provides PTUOS NAS «HAI» with the right to use necessary premises with equipment, lighting, heating, and maintenance free of charge to carry out statutory activities by the bodies of PTUOS NAS «HAI», namely: for the work of the university student trade union committee, student trade bureaus of faculties, and student trade union bodies in HAI dormitories on the basis of the Rector's order, which is issued upon the submission of the Head of PTUOS NAS «HAI» and is valid during the term of the Industry Agreement between the Ministry of Education and Science of Ukraine and the Central Committee of the Trade Union of Education and Science Workers of Ukraine, but for no less than 5 years from the date of signing.

The Administration also provides PTUOS NAS «HAI» with the opportunity to freely use communication facilities (internal, city, and in case of necessity – intercity, by agreement with the HAI administration), printing equipment for the purpose of distributing operational information among higher education applicants and doctoral students of the university, access to the global network «Internet», transport (if necessary), and also provides stationery for office work.

PTUOS NAS «HAI» is granted the right to freely post information about its activities on the official website and social networks of the educational institution, in the premises and on the territory of the university in places accessible to higher education applicants and doctoral students. The university administration undertakes not to use the property and premises of PTUOS NAS «HAI» for the needs of other university departments, public organizations, student self-government bodies, funds, associations, etc.

Responsible: Rector, Vice-rectors, Director of the campus, heads of relevant structural subdivisions, Head of PTUOS NAS «HAI».

2.7. The Administration provides the opportunity to use the material and technical base of the university free of charge in order to ensure the planned statutory activities of PTUOS NAS «HAI» (holding cultural, mass, sports, health-improving, scientific, career guidance, and other events among higher education applicants). PTUOS NAS «HAI» undertakes, when planning mass events requiring additional involvement of the university's material resources (transport, premises, etc.), to preliminarily agree with the administration on the time and scope of using these resources.

Responsible: Rector, Vice-rectors, Director of the student campus, heads of relevant structural subdivisions, Head of PTUOS NAS «HAI».

2.8. The Administration undertakes, in accordance with current regulatory documents and upon the applications of higher education applicants – members of PTUOS NAS «HAI», to ensure the withholding of membership fees from scholarships and other payments of higher education applicants and doctoral students and transfer their share to the settlement account of PTUOS NAS «HAI» within three days after the scholarship payment.

Responsible: Rector, Chief Accountant.

2.9. The Administration and PTUOS NAS «HAI» agreed to take joint measures defined in the Agreement and inform higher education applicants about the course of implementation.

Responsible: Vice-rectors, Head of PTUOS NAS «HAI».

2.10. PTUOS NAS «HAI» must provide advisory and practical assistance to higher education applicants and doctoral students on issues of social protection.

Responsible: Head of PTUOS NAS «HAI».

2.11. The Administration undertakes to facilitate the work of trade union bodies of higher education applicants in ensuring the training of their active core, holding seminars, conferences, and special training courses for this purpose. For these purposes, the administration undertakes to provide premises at the “Prolisok” recreation center with equipment and maintenance.

Responsible: Rector, Chief Accountant, Head of the Planning and Financial Department, Head of PTUOS NAS «HAI».

2.12. The university administration undertakes, upon the request of PTUOS NAS «HAI», to provide corporate email addresses of higher education applicants within 5 working days from the date of the request, to inform and spread information about its activity.

Responsible: Rector, Vice-rectors, heads of relevant structural subdivisions, Head of PTUOS NAS «HAI».

2.13. The Administration undertakes not to impose disciplinary sanctions on persons studying without coordination with PTUOS NAS «HAI».

Responsible: Rector, Vice-rectors, Head of PTUOS NAS «HAI».

2.14. The Administration undertakes not to interfere in the activity and not to limit the rights of PTUOS NAS «HAI».

Responsible: Rector, Vice-rectors, heads of relevant structural subdivisions.

3. Social protection and scholarship provision

3.1. The Administration ensures equal rights and opportunities for higher education applicants. Violations of the principle of equality of rights and opportunities, direct or indirect restriction of the rights of higher education applicants on any grounds are prohibited in the University.

Responsible: Rector, Vice-rectors, Head of PTUOS NAS «HAI».

3.2. The Administration undertakes, in accordance with the requirements of the Law of Ukraine «On Higher Education» (as amended), Resolution of the Cabinet of Ministers of Ukraine No. 882 dated July 12, 2004 «Issues of Scholarship Provision» (as amended), Order of the Ministry of Education and Science of Ukraine No. 261 dated February 20, 2017 «On Approval of the Exemplary Procedure for Forming the Student Success Rating» (as amended), Resolution of the Cabinet of Ministers of Ukraine No. 1045 dated December 28, 2016 «Some Issues of Paying Social Scholarships to Students (Cadets) of Higher Educational Institutions» (as amended) and local regulatory acts valid in HAI, to provide funds in the university's estimate to raise the living standard of higher education applicants, encourage them for success in studies, for participation in public, sports, and scientific activities, provide financial assistance for higher education applicants studying under a state order in the full-time form of education (with production leave), and also use these funds in accordance with the regulations approved in HAI.

Responsible: Rector, Vice-rectors, Chief Accountant, Planning and Financial Department, Head of PTUOS NAS «HAI».

3.3. The Administration undertakes to ensure the execution of rules for assigning and timely paying academic scholarships to higher education applicants, doctoral students of the university, and properly fulfill its obligations on issues of document processing, assignment, and payment of social scholarships to university higher education applicants in accordance with the requirements of current legislation and Resolution of the Cabinet of Ministers of Ukraine No. 1045 dated December 28, 2016 «Some Issues of Paying Social Scholarships to Students (Cadets) of Higher Educational Institutions».

Responsible: Rector, Vice-rectors, Chief Accountant, Planning and Financial Department, Head of PTUOS NAS «HAI».

3.4. The Administration and PTUOS NAS «HAI» undertake to keep records of socially unprotected higher education applicants of HAI, ensure the realization of rights provided by the legislation of Ukraine for the preferential contingent of higher education applicants, jointly organize social protection measures for low-income higher education applicants, families with children from among higher education applicants, persons with disabilities, higher education applicants from among orphans and children deprived of parental care, as well as other categories of higher education applicants, the list of which is given in Resolution of the Cabinet of Ministers of Ukraine No. 1045 dated December 28, 2016 «Some Issues of Paying Social Scholarships to Students (Cadets) of Higher Educational Institutions» (as amended).

Responsible: Rector, Vice-rectors, Chief Accountant, Planning and Financial, Legal Departments, Head of PTUOS NAS «HAI».

3.5. Organize preferential travel for university higher education applicants in urban passenger transport in accordance with current legislation.

Responsible: Rector, Vice-rectors for scientific and pedagogical work, deans of faculties, Head of PTUOS NAS «HAI».

3.6. PTUOS NAS «HAI», represented by its representatives, has the right to participate in the work of the scholarship commissions of the university and faculties created to determine the limits of scholarship provision, the success rating, and approve the list of higher education applicants who have been assigned academic and social scholarships of the corresponding amount.

Responsible: Head of PTUOS NAS «HAI».

3.7. PTUOS NAS «HAI» has the right to participate in resolving issues on the distribution and use of funds allocated for socio-cultural needs of higher education applicants, conducting cultural-educational, sports-health work among higher education applicants, and also has the right to take measures in the established procedure for additional attraction of funds for the indicated purposes.

Responsible: Head of PTUOS NAS «HAI».

3.8. The Administration undertakes, when calculating the cost of living in dormitories of the student campus, to take into account the regulatory acts valid at that time. When calculating the living cost, the cost of maintaining residential premises in dormitories, the cost of mandatory household services, and the cost of utility services are necessarily taken into account.

Responsible: Rector, Vice-rectors, Chief Accountant, Planning and Financial Department, Director of the campus, Head of PTUOS NAS «HAI».

3.9. The Administration undertakes to facilitate the processing of necessary documents for students living in dormitories to receive subsidies for paying housing and utility services.

Responsible: Director of the student campus, Head of PTUOS NAS «HAI».

3.10. The Administration undertakes, when forming the class schedule, to observe the norms of the educational load and the uniform distribution of educational hours during the week.

Responsible: Vice-rector for scientific and pedagogical work.

3.11. The Administration undertakes to provide PTUOS NAS «HAI» with access to the electronic format of the class schedule. Access is provided for the purpose of placing information about the class schedule on the PTUOS NAS «HAI» website to promptly inform the university's higher education applicants.

Responsible: Vice-rectors for scientific and pedagogical work, Head of PTUOS NAS «HAI».

3.12. If there are vacancies in the university, hire higher education applicants and doctoral students part-time upon coordinating the work schedule with PTUOS NAS «HAI».

Responsible: Rector, Head of PTUOS NAS «HAI».

3.13. The Administration undertakes, in cases of involving higher education applicants in work not related to the fulfillment of the curriculum, to conclude agreements (contracts) for this work with the consent of PTUOS NAS «HAI» in compliance with the requirements of the legislation of Ukraine, proper working, living, and recreation conditions of higher education applicants.

Responsible: Vice-rectors, deans of faculties, Director of the campus, Head of PTUOS NAS «HAI».

3.14. The Administration undertakes, within financial possibilities, to provide material encouragement to higher education applicants who have become winners of regional, all-Ukrainian, and international school and student Olympiads, contests, and tournaments. Facilitate the strengthening of motivation for participation in research work.

Responsible: Rector, Vice-rectors for scientific and pedagogical work, deans of faculties, Head of PTUOS NAS «HAI».

3.15. The Administration and PTUOS NAS «HAI» agreed to work jointly in the direction of attracting funds to establish named and scientific scholarships for education applicants and young scientists.

Responsible: Rector, Vice-rectors for scientific and pedagogical work, deans of faculties, Head of PTUOS NAS «HAI».

3.16. The Administration together with PTUOS NAS «HAI» agreed to work jointly in the direction of digitalizing documentation and the educational process in the university, and also transition to the electronic document management system DekaOffice, introduce the submission of applications from higher education applicants in electronic form on a par with the paper form, create and introduce a notification system for higher education applicants about possible debts, etc., through corporate emails.

Responsible: Rector, Vice-rectors for scientific and pedagogical work, deans of faculties, Head of PTUOS NAS «HAI».

3.17. The Administration undertakes to take all necessary measures to strengthen organizational-methodological provision and ensure proper conditions for independent work of students, and also conduct constant increase of scientific and methodological levels of educational literature and didactic materials, improve and develop the distance learning system Mentor, improve and make the electronic library of HAI accessible to higher education applicants, constantly update and add new books of professional development to the HAI electronic library.

The Administration undertakes to create a single electronic platform to ensure the right of higher education applicants to choose selective disciplines (disciplines of free choice) in accordance with the Legislation.

Responsible: Rector, Vice-rectors for scientific and pedagogical work, deans of faculties, Head of PTUOS NAS «HAI».

3.18. The Administration and PTUOS NAS «HAI» undertake to exercise control over the quality of food and service at enterprises and public catering establishments located on the territory of the university.

Responsible: Rector, Head of PTUOS NAS «HAI».

4. Improvement of living and domestic conditions

4.1. The Administration undertakes, when forming the plan for preparing the university for the new academic year, to ensure the priority execution of works on repairing vitally necessary communications and engineering networks of the university dormitories by the forces of relevant subdivisions of the campus and student brigades. To achieve this goal, jointly with PTUOS NAS «HAI», form a list of primary facilities for repairing the campus.

Responsible: Rector, Director of the student campus, Head of PTUOS NAS «HAI».

4.2. The Administration undertakes to create a safe space in the university buildings and dormitories, provide special equipment on the territory of the university and campus, which is necessary for persons with special needs.

Responsible: Rector, Director of the student campus, Head of PTUOS NAS «HAI».

4.3. PTUOS NAS «HAI» has the right to participate in the development and discussion of dormitory repair projects.

Responsible: Head of PTUOS NAS «HAI», heads of faculty trade bureaus.

4.4. The Administration and PTUOS NAS «HAI» agreed to facilitate the development and improvement of the network of public catering establishments in educational buildings and university dormitories. PTUOS NAS «HAI» has the right to exercise control over the work of public catering establishments in the buildings and dormitories of the university.

Responsible: Rector, deans of faculties, Director of the campus, Head of PTUOS NAS «HAI».

4.5. The Administration and PTUOS NAS «HAI» agreed to conduct educational work regarding the eradication of bad habits among higher education applicants.

Responsible: Rector, deans of faculties, Head of PTUOS NAS «HAI».

4.6. The Administration undertakes to allocate places in the dormitory to university higher education applicants in accordance with the norms of living on a primary basis.

Responsible: Rector, Director of the student campus, Head of PTUOS NAS «HAI».

5. Organization of student leisure

5.1. The Administration and PTUOS NAS «HAI» agreed to develop and support various forms of work on organizing the leisure of higher education applicants in every possible way. The Administration, within financial possibilities, undertakes to facilitate the development of their material and technical base, search for and attract additional funds for the repair and maintenance of these premises, and conduct cultural and mass work in the university.

Responsible: Rector, Head of PTUOS NAS «HAI».

5.2. PTUOS NAS «HAI» undertakes to ensure the centralized distribution of tickets for cultural events of the university, city, district, and regional levels among the university's higher education applicants; attract HAI higher education applicants to participate in cultural, mass, and sports events in the university and beyond.

Responsible: Head of PTUOS NAS «HAI», heads of faculty trade bureaus.

5.3. PTUOS NAS «HAI» undertakes, by agreement with the administration, to create the HAI Student Training Center under the patronage of PTUOS NAS «HAI» in the following areas of activity:

- organization of a computer club;

- creation of a club for spoken and written practice of a foreign language;

- involving students in participating in international cultural and educational programs;

- creation of a billiard learning club;

- creation of an additive technologies learning club «Renversman»;

- creation of a psycho-emotional state support club;

- organization of a business Ukrainian language circle.

The Administration, within financial possibilities, undertakes to facilitate the development of the material and technical base of the HAI Student Training Center, search for and attract additional funds for the repair and maintenance of this center and classrooms.

Responsible: Rector, Head of PTUOS NAS «HAI».

5.4. The university and faculty administrations undertake to constantly involve PTUOS NAS «HAI» and its structural subdivisions in cooperation on issues of improving the quality of education of higher education applicants at the level of the academic group, faculty, and university, as well as on issues of attracting applicants to study at HAI.

Responsible: Rector, deans, Head of PTUOS NAS «HAI», heads of student trade bureaus of faculties.

5.5. The Administration, within financial possibilities, undertakes to provide for the necessary expenditures in the university's estimate to finance various student projects (in educational, scientific, cultural, sports, health-improving, and other directions).

Responsible: Rector, Chief Accountant, Planning and Financial Department, Head of PTUOS NAS «HAI».

6. Sports work and health improvement of students

6.1. The Administration undertakes to continue the equipment of sports grounds near dormitories No. 10, 11, 12.

Responsible: Rector, Director of the student campus, Head of PTUOS NAS «HAI».

6.2. The Administration and PTUOS NAS «HAI» agreed to facilitate the holding of sports competitions, spartakiads among higher education applicants in game sports in the university, at the faculties, as well as events in a remote format, which positively affect the physical and mental health of higher education applicants.

Responsible: Deans of faculties, heads of trade bureaus.

6.3. The Administration undertakes to provide comprehensive assistance and support to student sports teams, and finance events related to their participation in inter-university, city, national, and international competitions and tournaments.

Responsible: Rector.

6.4. The Administration undertakes to provide PTUOS NAS «HAI» with places at the «Prolisok» recreation center for the health-improving season in accordance with the contract on health improvement of HAI students.

Responsible: Rector, Head of PTUOS NAS «HAI».

6.5. The Administration, within financial possibilities, undertakes to ensure the timely financing of expenses for holding necessary measures regarding the repair and preparation of the «Prolisok» recreation base for the health-improving season in accordance with the approved estimate.

Responsible: Rector, Vice-rector for scientific and pedagogical work, Head of PTUOS NAS «HAI».

6.6. The Administration and PTUOS NAS «HAI», within financial possibilities and on the basis of the current legislation of Ukraine, agreed to ensure the process of rehabilitation, treatment, health improvement, and recreation of higher education applicants, doctoral students on the territory of the university and/or by providing vouchers to medical-health complexes, health camps, recreation bases, and boarding houses.

Responsible: Vice-rector for scientific and pedagogical work, Head of PTUOS NAS «HAI», health improvement commission of PTUOS NAS «HAI».

Responsible: Rector, Head of PTUOS NAS «HAI», health improvement commission of PTUOS NAS «HAI».

6.7. The Administration and PTUOS NAS «HAI» agreed to jointly organize events approved by the Rector and PTUOS NAS «HAI» related to the repair of the «Prolisok» recreation base before the health-improving season.

Responsible: Vice-rector for scientific and pedagogical work, Head of PTUOS NAS «HAI».

6.8. The Administration and PTUOS NAS «HAI» agreed to establish the procedure, operation mode, and staffing of shifts, coordinate the Internal Regulations of the camp, determine the cost of vouchers, and the conditions and procedure for their implementation at the «Prolisok» recreation base.

Responsible: Rector, Head of PTUOS NAS «HAI».

6.9. The Administration undertakes to provide higher education applicants and doctoral students of the university with paid services – for the use of sports facilities, the assembly hall, and other premises in non-class hours (outside the educational process), as well as for the services of sports sections and other circles in accordance with the estimate preliminarily agreed with PTUOS NAS «HAI».

Responsible: Rector, Planning and Financial Department, Head of PTUOS NAS «HAI».

7. Responsibility of the parties

7.1. The parties that concluded the Agreement undertake to fulfill the assumed obligations, recognize and respect the rights of the other party, and bear responsibility for the fulfillment of the Agreement in the procedure provided for by current legislation.

7.2. Neither party may unilaterally terminate the fulfillment of the assumed obligations.

7.3. All annexes to the Agreement are its integral part.

7.4. Control functions over the fulfillment of the Agreement are exercised by PTUOS NAS «HAI» and the administration, and in case of misunderstanding – by a conciliation commission, the composition of which is approved by a joint resolution of the student trade union committee and the HAI administration.

7.5. The process of fulfilling the Agreement may be covered in the newspaper «Za aviakadry», on the official website of HAI, and in other ways.